Aims:
(a) To ensure a SIMPLE TRANSPARENT AUDITED process (without suspicion of secrecy
or bias).
(b) To choose the best teams on proven merit.
(c) To encourage more candidates for selection (so that we can have more teams
and less paranoia).
(d) To discourage a season-ticket holder attitude. Even those who regard themselves
as automatic selections must prove themselves against the up-and-coming tyros
to provide the latter with useful experience.
Selector's duties...
1 To propose objective criteria for selecting NEXT year's league teams, subject to club committee approval.
To objectively specify...
1.1 Performance criteria e.g.
1.2 How to measure each criterion.
1.3 How to weight each criterion.
1.4 How the views of team captains are to be taken into account and weighted.
1.5 How individuals and newcomers as well as established pairs are considered
for selection.
For example...
(a) Gold points (not master points) (so that we can immediately select new internationals
and other stars)
(b) Average Bastille score in L8 x reciprocal of team rank (A=1 B=2..)
(c) Victor Ludorum points for county Teams and Butler Pairs events only.
(d) Butler pairs results on alternate Tuesdays. The competition on each non-cup
Tuesday can be scored as a Butler-Pairs trial. An eligible pair's best ten or
twenty scores count for selection. (Weighting would depend on how often they
are held and how many scores "count".)
(b-d) would apply to pairs not individuals.
To get the current year's rating, you would total b-d, add the previous year's rating, and halve the result.
2. To advertise future criteria and solicit criticism and suggetions.
3. To apply current criteria to choose the current year's league teams, subject
to club committee approval ? these selection criteria having been published,
in detail, at the beginning of the previous year ? except in the first year).
4. To choose suitable team captains and persuade them to accept their poisoned
chalices. (perhaps there should be an honorarium or badge).
6. To actively encourage players to form compatible partnerships and to submit
themselves for accreditation and selection.
7. To exercise judgement not in selection itself but mainly in vetting and advising
candidate pairs on ethics, temperament, compatibility and so on.
8. To record all data including results, criticisms and suggestions. And analyse
each current criterion as a predictor of performance.
9. To change or to refine the selection criteria or process, every year, in
the hope that this will facilitate the evolution of the most effective protocol.