All Course Ratings in England are now conducted using the WHS Course Rating System to provide a Course and Slope Rating.

Course Rating is the measure of the playing difficulty of a set of tees for a scratch golfer (similar to SSS) and is the most meaningful basis for comparison of the relative playing difficulty of different courses / sets of tees.

Slope Rating is the measure of the playing difficulty of a specific set of tees for a non-scratch golfer relative to the difficulty of the same set of tees for a scratch golfer.  It does not indicate the relative playing difficulty of that set of tees versus any other set of tees whether at the same course or a different course. 

Only by considering  both the Course and Slope Ratings of any set of tees can the level of challenge presented to players of different ability levels be potentially identified.

Answers to frequently asked questions on Course Rating can be found below:

Background
How are Course Ratings conducted?
Are there any pre-requisites required before a rating?
How do I know if my course requires re-rating?
When are courses rated?
What do we do if we intend to carry out Temporary or Permanent course changes?
How do we get a 9-Hole Rating ?
  Who can be a course rater?
How do I Contact the Course Rating Team?

A brief introduction to course rating can be found by clicking this link.

Background:

Prior to January 2014, the Standard Scratch Scores of golf courses in England were assessed differently for men and women:

For men the rating was assessed on the basis of a system developed by the England Golf Union.

For women the rating was assessed on the basis of the universally accepted standard rating system – namely the USGA Course Rating system.

Since January 2014 all courses have been rated in accordance with the USGA Course Rating System (now known as the WHS Course Rating System).  This system provides each set of rated tees with both a “˜Course’ and “˜Slope’ rating.

The rules relating to the “˜WHS Course Rating System’ require that new courses are re-rated within 5 years and that every course is re-rated at least once every 10 years – more frequently if significant changes are made to the course – i.e. changes such as significant increases or decreases in overall length or the addition of water or extreme rough affecting multiple holes.

By the end of 2020, all affiliated clubs in Warwickshire had Course and Slope Ratings for their primary competition tees.  2021 sees the start of the next 10-year cycle of ratings.

How are Course Ratings conducted?:

The process of rating a course involves a team of raters, between 2 and 8, who visit the course and take detailed measurements and conduct detailed assessments of each and every hole and the various hazards present, according to very strict rules. “˜Rating Values’ are then allocated for each of the various conditions encountered – again according to very strict rules – from Tables produced by the WHS Course Rating System and used globally in rating courses.

The results of these measurements, and the “˜rating values’ accumulated, are converted, using computer programs, into the number of “˜strokes’ which should be required to play a course of that specified length and difficulty.

Assessments are carried out for a “˜Scratch’ golfer (man or woman) – and for the so called “˜Bogey’ golfer – which is a player with a Handicap Index of approximately 20.0 for men and 24.0 for women.

Such a rating process usually requires at least 4 hours on the course and about the same again assimilating the results which must then be submitted -via England Golf – to the WHS Course Rating System for ratification.

Course rating is a service provided by the County and is free of charge to affiliated Clubs.

Are there any pre-requisites required before a course can be rated?:

There are basically two very simple pre-requisites:

1. The presence of Fixed Distance Measuring Points on the teeing ground of each hole for each set of tees from which “˜Acceptable Scores’ for handicapping can be submitted.
   These are the base points on each hole from which all measurements should be made and must conform to the requirements of the R&A Rules of Golf, the WHS Course Rating System and WHS Rules of Handicapping (Appendix G).
   
   
2. The availability of a current formal Measurement Certificate for each set of tees and dated within the last 10 years.
   The length of a course usually contributes approximately 40 % of the final course rating for both men and women and hence it is essential to know that the length of each hole has been formally and accurately measured according to the strict rules defined by the WHS Course Rating System.
   
   

How do I know if my course requires re-rating?:

The County Rating Team know when your course was last rated and have a schedule, by year, for re-rating every course in Warwickshire. 

Courses which are scheduled to be rated in any given year will be contacted at the beginning of that year to discuss exactly what is involved and to agree a mutually convenient date when the rating may be conducted.

When a course is not scheduled to be re-rated but has been significantly changed – i.e. any increase or decrease of more than 100 yards in total length – or where significant hazards have been added or removed – the Club must  inform the County Rating team who will advise on what further action, if any, is required.

When are courses rated?:

Courses are rated on the basis of main playing season conditions – and although the start and duration of such season can vary across the country – and year to year – the sensible standard guidelines are:

1. There is clear “˜fairway definition’
   
   
2. There should be “˜canopy’ on the trees

In most instances this means not starting before early to mid- April and not rating after mid- October – a relatively short rating season – and one which is in conflict with increased playing demands from club members.

What do we do if we intend to carry out Temporary or Permanent course changes?:
How do we get a 9-Hole Rating ?: 

Further information together with the relevant application forms can be found by clicking the following link…  

England Golf – Course Layout Change Request Forms

Who can be a Course Rater?:

In principle, anyone who can demonstrate the necessary skills and commitment can become a course rater.

The basic skills required are numeracy, the ability to use distance measuring equipment such as GPS devices and lasers and to legibly record the information thus obtained.

Rating Team Leaders are also expected to have at least a basic level of computer literacy.

The most successful raters are often those who have previous experience in Club Competitions & Handicapping Committees and / or Greens Committees – and having been a low handicap player – although not a pre-requisite – is definitely an asset.

How do I Contact the Course Rating Team?:

If you have any questions about course rating or are interested in becoming involved in course rating, please contact your County Course Rating Team at:    CourseRating@warwickshiregolf.com

1.  STATEMENT OF INTENT

1.1     The Warwickshire Golf Union (‘The County’) shares England Golf’s belief that golf belongs to everyone. All who play and all who aspire to play must have an equal opportunity to do so. 

1.2     The County is committed to the principles of equality and diversity throughout its paid and volunteer workforce, throughout its membership base and any others with whom the County engages. 

1.3     The County represents male golf in the county of Warwickshire and will work with the Warwickshire Ladies County Golf Association to embed the terms of this policy throughout golf in Warwickshire.

1.4     The County considers that everyone should play their part in making golf inclusive and aims to ensure that all people, irrespective of background or Protected Characteristics, have a genuine opportunity to engage with golf. We will not disadvantage any individual by imposing conditions or requirements which cannot be justified. 

2. WHO DOES THIS POLICY APPLY TO?

• This Policy shall apply to, and be binding upon The County, its board of directors, staff, volunteers, coaches, contractors, squad players, agents, and representatives working, holding office or acting for or on behalf of The County.
• As a membership organisation, the County also requires that all member golf clubs affiliated to the County commit to the principles set out in this policy. It is a requirement of affiliation to the County and to England Golf that affiliated golf clubs adopt an Equality and Diversity policy that is consistent with that of England Golf and the County. Failure to do so may result in action being taken by the County and/or England Golf which could result in loss of benefits of affiliation including access to WHS handicaps or disaffiliation to England Golf and the County. 

3. OTHER IMPORTANT DOCUMENTS

This policy works with other documents adopted by the County, in particular: 

• Disciplinary Regulations which may be used to deal with alleged breaches of this policy.
• Safeguarding Children and Young People Policy, and Safeguarding Adults Policy, which will be followed in respect of any matters which give rise to a safeguarding concern.
• Codes of Conduct which set out the standards of behaviour and conduct expected from those who are attending County events, representing, working for or otherwise engaging with the County in some capacity.
• Data Protection Policy which sets out how we will handle personal data, including data collected to monitor diversity in line with this Policy.
• Complaints Policy which may be used to deal with concerns raised about the actions of the County.

4. POLICY IMPLEMENTATION

A. WHAT WE WILL DO  

1. Promote fairness, equality, diversity and respect for everyone working, volunteering or participating in the sport of golf or otherwise engaging with the County.
2. Encourage the involvement of all those who wish to be involved in golf regardless of background, ability, or any Protected Characteristic.
3. Ensure that all competitions, events and activities are administered by the County are carried out in a fair and equitable way (except where specific situations and conditions prevent this, or where we consider that Positive Action is a proportionate way to achieve a legitimate aim).
4. Monitor and review County policies, procedures and regulations to ensure that they are consistent with the requirements of this policy.
5. Where practical we will take steps to monitor the diversity of the County’s members, participants, players, volunteers and others that we may engage with in order to measure and assess the impact of this policy
6. Provide appropriate training and support to staff, volunteers, officials and others.
7. Make reasonable adjustments for those with a disability.

8. Publish this policy on the County website.

9. WHAT WE WON’T DO

10. Discriminate against anyone, either directly or indirectly, on the basis of a Protected Characteristic.
11. Subject anyone to less favourable treatment on the basis of them doing a Protected Act (victimisation – see section 7.C below).
12. Subject anyone to harassment in relation to a Protected Characteristic.

5. REPORTING PROCEDURES

If you are concerned about the behaviour or conduct of someone at a County event, someone representing the County, or any other breach of this policy: 

5.1     please report the matter to the County Secretary, giving as much detail as possible. 

5.2     If the matter is reported verbally, and you are able, please follow the verbal report in writing as soon as possible.  

5.3  The County will consider the appropriate way to deal with the matter, which may include referring the matter to and/or seeking guidance from England Golf.  

6. HOW WE WILL DEAL WITH BREACHES OF THIS POLICY 

6.1     When we receive a report or a concern that relates to this policy we will ask a member of the management committee to consider the matter initially. This will usually be the County Secretary but there may be circumstances in which another person is asked. They will consider the appropriate next steps, which may include the following: 

• seeking further information in relation matters raised
• seeking guidance from England Golf or any other appropriate body or organisation
• referring the matter to another body or organisation
• dealing with the matter informally
• deciding which procedure is the most appropriate, such as the Employee Disciplinary Procedure, the Safeguarding Policies or the Disciplinary Regulations, to progress the matter formally.

6.2     The County will usually inform the person reporting the matter of the next steps and/or the outcome of the matter. However, there may be circumstances in which we are not able to disclose full details to the reporting individual. This may be because the law prevents us from doing so, because some information is confidential or to protect the safety or wellbeing of those involved. 

7. KEY CONCEPTS, DEFINITIONS AND EXAMPLES

A. The Equality Act 2010 and Discrimination

Every individual and organisation to whom this Policy applies must not act in a way which is directly or indirectly discriminatory and must make reasonable adjustments to avoid discriminating against anyone with a Protected Characteristic. Failure to do so will be considered a breach of this Policy, and may be a breach of the Equality Act 2010,

The Equality Act 2010 makes it unlawful to discriminate directly or indirectly against individuals or groups with certain “Protected Characteristics”. The “Protected Characteristics” are listed in section 4 of the Act: 

• Age;
• Disability;
• Gender Reassignment;
• Marriage and Civil Partnership;
• Pregnancy and Maternity;
• Race;
• Religion or Belief;
• Sex;
• Sexual Orientation.

Direct Discrimination  

Direct Discrimination is defined at section 13(1) of the Equality Act 2010: “A person (A) discriminates against another (B) if, because of a protected characteristic, A treats B less favourably than A treats or would treat others.”

For example, if an action or decision is taken by a county body which treats females less favourably than males, this would be considered direct discrimination on the grounds of sex, which is a protected characteristic. 

Indirect Discrimination 

Indirect Discrimination is defined at section 19(1) of the Equality Act 2010: “A person (A) discriminates against another (B) if A applies to B a provision, criterion or practice which is discriminatory in relation to a relevant protected characteristic of B’s.”

Indirect discrimination occurs where less favourable treatment is not necessarily the main effect or objective of an action or decision. 

Since the nature of indirect discrimination is that the discriminatory effect an unexpected or unforeseen effect of a good faith decision, complaints of indirect discrimination should therefore be considered carefully and objectively, and not dismissed out of hand purely because the effect was not an expected or intentional one. 

If, for example, a county organisation introduces a rule that club competitions can only be played on Saturdays, this rule would prevent members with certain religious beliefs from taking part in the competition. Although it may not have been the intention of the golf club, the effect of the rule is the less favourable treatment of members on the grounds of religion or belief, which is a protected characteristic. This is indirect discrimination.

Actions and Intentions

An action or decision will still be considered discriminatory even if the less favourable treatment is unintentional. It may not always be obvious to the perpetrator that their actions are discriminatory. Indirect discrimination is often unintentional, but it is not a defence to an allegation of discrimination to say that the perpetrator did not mean to discriminate against a person or group.  Discrimination can arise out of actions and decisions but can also arise out of omissions and failure to take actions or decisions. 

Reasonable Adjustments

Everybody to whom this Policy applies is under a duty to make reasonable adjustments to avoid discriminating against any individual or group with a Protected Characteristic of Disability. 

The duty is to make reasonable adjustments. It is not unreasonable for adjustments to cost time, money, or other resources. However, an adjustment may not be reasonable if the cost is disproportionately high or making the adjustment would be unfeasible, and the resources required to make an adjustment are an important factor to be considered in deciding whether an adjustment is reasonable.  

Positive Action

It can be lawful to make decisions that discriminate on the basis of a Protected

Characteristic in very limited and exceptional circumstances, if the discrimination is a ‘Positive Action’ taken in order to address an underrepresented group or Protected Characteristic. Positive Actions must be reasonable, justifiable, and clearly linked to a legitimate aim. 

Examples

In a golfing context, some examples of unlawful discrimination might include: 

• Not allowing the use of golf buggies, as this increases the cost of maintaining the course;
• Restricting the number of tee times available to women during peak hours at a golf course;
• Not allowing competitions to be played on alternate days to accommodate for certain religious beliefs.

B. Harassment

Harassment is defined in section 26(1) of the Equality Act 2010. Harassment occurs where a person engages in unwanted conduct related to a Protected Characteristic (outlined in the Equality Act 2010), which has the purpose of either: 

• Violating the other person’s dignity; or
• Creates an intimidating, hostile, degrading, humiliating or offensive environment for the other person.

In determining whether conduct amounts to harassment, regard is had to:

• The perception of the victim;
• Whether it is reasonable for the conduct to have the perceived effect; and
• The Wider circumstances of the matter.

Sexual Harassment

Sexual harassment occurs where a person engages in unwanted conduct of a sexual nature, and the conduct has the purpose or effects outlined above.

One Off Incidents

A single, isolated, or one-off incident can still amount to harassment. The key consideration is the purpose or effect of the conduct. 

Protection from Harassment Act 1997

Harassment can still occur even if it not based on a Protected Characteristic. The Protection from Harassment Act 1997 made it a civil, and sometimes a criminal, offence to carry out a course of conduct that amounts to harassment. 

Examples

In a golfing context, some examples of unlawful harassment might include:

• Employees making unwanted or inappropriate contact with colleagues at a golf club or facility;
• Targeting disabled golfers using buggies and demanding to see proof of a disability where this is not required by the terms of competition;
• Disproportionate and public criticism or sanctioning of an individual’s behaviour by an organisation for irrelevant or personal reasons.  

C. Victimisation

Victimisation is defined in section 27(1) of the Equality Act 2010. 

Victimisation occurs where a person suffers a detriment because they do a protected act, or are believed to have done a protected act. 

Protected Act

A protected act includes bringing legal proceedings or making a complaint under the Equality Act 2010 in relation to discrimination, harassment, bullying, or any other issue related to equality, diversity or Protected Characteristics. 

Detriment

A detriment can be any less favourable treatment, including direct acts such as suspensions, fines, sanctions, and verbal and physical aggression. 

It is not necessary to show that somebody is being treated less favourably than somebody else who did not do a protected act, only that they have been subject to a detriment because of a protected act. 

Examples

In a golfing context, some examples of unlawful victimisation include: 

• Initiating disciplinary proceedings against a person as a result of making a protected act;
• Ignoring a person’s valid input into the management of a club or county after that person has made a protected act;

De-selecting a player from a squad or team as a result of that person doing a protected act. 

8. Further guidance and support

You can find further information from the following sources:

• England Golf ED&I pages on website
• England Golf Equality Guidance
• Equality Human Rights

Joint Children and Young People Safeguarding Policy and Procedures final

Joint Safeguarding adults policy final

WUGC Code of Conduct – SPECTATOR

Parent Code of Conduct

WUGC Social Media Policy

Use of Buggies (England Golf)