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Li Ump
We both know this group very well. The average ump is 60 and has been umping for 20+ years. You are a very good umpire but being under 40 and umping for less than 10 years they are going to look at you as the “young kid trying to tell us how to umpire”. So, in order to neutralize the credibility issue here’s what I suggest:
You manage the process, set the standards, and develop the curriculum.
1. Put people in front of them who have credibility with the group. We have a number of excellent umpires who everyone recognizes as the best. I’m thinking of the NCAA umps and the UIC for High School ball as examples. Let’s call them “Master Level” Umps.
2. Solicit their help to create a real evaluation system. We can agree that we really don’t have one now and our past UIC’s didn’t have the “B’s” to tell it like it is. Use these Master Levels to complete evaluations.
3. Use the Masters to deliver the curriculum you design. You’re a teacher, develop and train the trainers on practical skills with workshops, demo’s , etc. designed to raise the ump’s skill levels.
4. Design the curriculum to develop the skills which the evaluations recognize as week.
5. Develop and communicate a stack ranking list for the assignor to follow.
6. Create a “Mentor Program”. Work with the assignor to match strong ump’s with newer people for development. Have these “mentor” umps work with the Masters to improve the newer umps evaluation items.
Hope this helps!