EDUCATIONAL ESTABLISHMENTS
successful environmental projects, then maybe we should aim for more achievable targets. Small successes in these areas will help cement environmental awareness as part of the school’s DNA.” “Environmentally, across the site, I’d like to
keep it simple for the next couple of years. Tree and gorse-planting in and around the golf course is a priority, alongside continued management of the existing gorse habitat. The golf course rough is harvested for hay; this practice is carried out by enthusiastic groundstaff in their own time, using a drum mower, haybob and a vintage baler. The golfers would prefer the rough to be a lot shorter, but we believe that the benefits to wildlife from having it longer override any short-term golfing inconveniences.” The constant time constraints and pressure to deliver aren’t helped by the low levels of staffing compared with the size of the site. Mowing a sports field using a Trimax Pegasus can take a day at best and, during the growing season, this needs be carried out two to three times a week. Steve explains: “In addition to this, on any one day during the summer term you might have two people on the cricket outfields and athletics track, another on a cylinder mower cutting the cricket squares and wickets, and someone else rolling the cricket wickets. So,
The golfers would prefer the rough to be a lot
”
shorter, but we believe that the benefits to wildlife from having it longer override any short-term golfing inconveniences
54 PC October/November 2018
at key times, you can easily lose five people on the sports pitches and, for us, that’s the majority of the staff!” “Looking towards the future, as someone moves on or retires, plans to replace and increase staff numbers are in place, as are strategies to further train staff in sports field and artificial surface maintenance. An artificial hockey pitch upgrade is being looked at, but as yet has no fixed date for completion.”
Change occurs in all industries, and Steve believes in the importance of training his staff to address the challenges brought about by change. This can range from a day course to more academic qualifications, both of which can give people more experience and confidence in their work. Certain frustrations show when talking about the government’s apprenticeship scheme because there are no direct routes into groundsmanship, something which Steve feels the IOG could do more to promote. Recruiting staff can be difficult for anyone, but when you’re based in a secluded location, away from any major talent pools, it can be even more difficult. However, the main requirement for Steve is enthusiasm and a genuine desire to do a good job. An ongoing issue within the industry is the stark lack of women within grounds teams.
The Royal Hospital School has two women in their ranks: Izabelle and Claire. And while Steve doesn’t want to single them out purely because of their gender, he does use the case of Izabelle to highlight his philosophy. “We want to encourage the development of good workers, regardless of their gender, but don’t want to make someone a token figurehead. In the case of Izabelle, she applies her enthusiasm to all aspects of her work, she is strong on the practical side and very good at dealing with people. As she progresses within the industry, there will be new challenges that she will find difficult. But challenges can be overcome with hard work and application.”
“My aim is to get to a sustainable level where we can produce a consistent product. The next person we’re looking for needs to be experienced. However, as people retire or move to other jobs we’d look at training someone. The risk is that, after two or three years of training, they move on, but even if this happens, the school should benefit from the employees’ improving skill base and working standards. Forming and maintaining an effective team that meets the demands of the school is one of the biggest challenges faced by anyone in my position.” Going forward, Steve hopes to use the experience and enthusiasm of his current
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