Leadership
People Management
I believe people are our main asset, which is why we want to ensure we attract and recruit the best talent within our financial reality. Since recruiting and selecting the right people costs time and money, we developed a retention process to reduce turnover, keep people as long as possible, and bring out the best in them. I want to see people thrive and grow because the natural consequence is that our business and industry will thrive and grow as well.
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Recruitment, selection and retention process
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Onboarding program
Organizational Management
Professional Development
In South Texas Tennis Center we care about our associates and we want to see them thriving in their careers. If they are successful, we are successful. In order to evaluate our associates and make progress something measurable, we have set the following progress report. The first part reviews general aspects and the second part is about a specific goal or project to accomplish.
This progress report should be reviewed every six months and may be determinant to make adjustments in salaries, benefits, roles and responsibilities.
Coach Development Plan
Evaluation should be embedded in the organization’s everyday culture, rather than limited to isolated reviews with generic feedback. For this reason, we have developed a structured process that ensures every staff member receives consistent, meaningful feedback, along with clear tools and resources to support their professional growth and strengthen their contribution to the organization.
The employee evaluation system combines formal and informal processes that provide employees with a clear pathway to achieve goals that support both individual development and organizational success. The system includes two types of plans: systemic plans, designed to support organization-wide development, and individual plans, tailored to each employee’s specific goals, needs, and areas for growth.
SYSTEMIC PLAN
This plan applies to all staff members and typically spans one year. It includes three goals in each of the following areas: Leadership, Skills & Knowledge, and Attitude.
INDIVIDUAL PLAN
Designed to support a specific staff member in areas needing improvement or to accomplish specific goals within a specified timeframe.
SOPs
To provide a consistent, high-quality experience and uphold the highest standards, I have developed a series of Standard Operating Procedures (SOPs) focused on quality assurance and risk mitigation. One of the most important is our Safe Play Compliance SOP, designed to ensure that all children and participants enjoy a healthy, safe, and supportive environment.
Organizational Threats
This document identifies potential risks and threats that could impact the organization’s success and outlines practical mitigation strategies to minimize their impact and support long-term operational stability. See document here.
Coach Development Plan
Evaluation should be embedded in the organization’s everyday culture, rather than limited to isolated reviews with generic feedback. For this reason, we have developed a structured process that ensures every staff member receives consistent, meaningful feedback, along with clear tools and resources to support their professional growth and strengthen their contribution to the organization.
The employee evaluation system combines formal and informal processes that provide employees with a clear pathway to achieve goals that support both individual development and organizational success. The system includes two types of plans: systemic plans, designed to support organization-wide development, and individual plans, tailored to each employee’s specific goals, needs, and areas for growth.
SYSTEMIC PLAN
This plan applies to all staff members and typically spans one year. It includes three goals in each of the following areas: Leadership, Skills & Knowledge, and Attitude.
INDIVIDUAL PLAN
Designed to support a specific staff member in areas needing improvement or to accomplish specific goals within a specified timeframe.
Handbook
Please review the outline of our Employee Handbook, which highlights the key priorities, expectations, and standards designed to build and maintain an exceptional organizational culture.Please review the outline of our Employee Handbook, which highlights the key priorities, expectations, and standards designed to build and maintain an exceptional organizational culture.