Analysis of the Key Factors Influencing the Beginning and Continuation of Football Referees’ Careers in Europe: Improving Recruitment and Retention

This project aimed to identify and define key variables that influence referees’ decisions to continue or leave their careers in England, Spain and Italy. The research focused on obtaining a practical and working understanding of the careers of referees in Europe across the three countries, to help inform the policies of the federations/associations.

The recommendations for football federations/associations derived from the findings of the study are categorised into these five main areas:

Recruitment and Selection:
● Prior involvement in football leagues as a coach or player has a positive effect on progression as a referee, and other leveraging strategies such as the influence of friends or relatives are effective in attracting new referee candidates.
● There is a potential for federations/associations to extend the age range for recruiting referees to older demographic groups, with the data suggesting that older referees bring valuable experience.
● Federations/associations should pay attention to referees born outside their officiating country; they tend to progress faster in their careers although do not present longer tenure.
● Understanding the motivations of potential referees, such as staying involved in sports after retiring from playing or seeking personal challenges, can help to better inform recruitment and retention strategies.

Training and Development:
● Participation in development programs significantly impacts engagement, indicating the importance of such programs, although they do not guarantee faster progression or longer tenure of referees.
● Careers would be enriched by opening new paths for other positions in federations/associations, besides refereeing (where possible), and integrating them with educational provision of universities.
● Social activities and relationships with other referees are crucial for referee retention and should be integrated into training programs.
● Addressing social issues like threats and abuse through comprehensive training programs and social media campaigns is essential for referee development and retention.
● Reviewing and enhancing the effectiveness of existing development and high-potential programs is necessary to improve their impact for both recruitment and retention.

Remuneration:
● While remuneration is a motivational factor for some referees, its direct impact on career advancement is not evident.
● Further research into remuneration practices across different countries is recommended to understand its implications for recruitment and retention.

Support and Engagement:
● Establishing open communication channels and mentorship programs can enhance referee support and engagement.
● Providing additional support services like medical and psychological assistance can help referees overcome challenges during their careers and help them stay motivated.
● Creating a community environment through gatherings and peer learning opportunities can foster personal connections and improve retention rates.
● While the main reasons to start and to continue in refereeing are similar, there is no common pattern for the reasons why referees leave officiating. 'Aggression' and 'Physical condition' are most prevalent in England, 'Disappointment' and 'Personal incompatibility' in Spain, and 'Remuneration' and 'Professional incompatibility' are the primary reasons in Italy.
● There is a high percentage of referees who have experienced threats (63%), which influences their decision to continue refereeing. Additionally, 16% mention aggression as a risk to leave refereeing, and 13% of the referees who are no longer in refereeing mention aggression as the cause of their dropout.

Performance Monitoring:
● Clear communication regarding promotion expectations and pathways is crucial to effectively manage referee expectations. Implementing a robust performance evaluation system and providing personalised feedback helps referees align their expectations and receive proper guidance.
● Women demonstrate a faster rate of promotion when compared to men. The targeted increase in the recruitment of women referees highlights their ability to integrate effectively into existing pathways and also the success of the pathways that are aimed primarily at women referees.