The management of dan rank is difficult in any group. For example, how should we handle the person who has trained for a long time, but hasn't attained the skill or understanding to receive a promotion? Should a black belt be awarded on the basis of years of training? And what about the economic needs of the school to use ranking as a means of student retention? (When asked by a senior student about the rank awarded to an unqualified individual, one Grandmaster commented, "Oh, that is just business.") And what about the individual who thinks they deserve the rank, even though the testing authority has not agreed? (I have seen people become angry at the testing board for not passing them, rather than asking why they have not risen to the standard.) And what of the rank-chasers, those who go from group to group, enticed into a new organization with the promise of promotion? (By the way, I've been accused of being a rank-chaser. Oh well.)
Organizationally, rank is a complication as well. Promotion can both help and hurt a group's growth. For example, if a group is reaching into a new area of the world (the way DKI – Dillman Karate International – has) it is common for the first person of rank who joins to become the local head, and to receive a rank indicating that position of leadership. But, often, as others join, much better practitioners become part of the group, yet, they are given lower rankings so they do not seem like a threat the the leader.
And, who should decide rank in an organization, anyway? Should the individual teacher have authority over his or her student's rank? Should the head of the organization make the decision? Should the organization itself, through a testing board, be the sole arbiter of rank?
Within the gathering of my own students, I decided to try a hybrid approach. I hold my students responsible for overseeing the ranking of their own students up to the rank of nidan. But then, for sandan, every candidate must test before our board, and no sandan rank is issued without the board test. (And, I hold myself to this standard and refuse to issue any sandan rank on my own.) In this way, we try to create a "choke point", a place where all advancing students are subjected to a quality assurance measure. This helps the organization to insure that similarly ranked students in different schools and clubs have similar skill sets, knowledge levels and technical abilities. This helps different teachers to evaluate their students against the students of other teachers, in order to identify areas of instruction where improvement is needed. And this helps the individual student to know that, upon passing and promotion, their sandan rank legitimately represents a genuine achievement.
Our testing board is assembled in two parts, the evaluation team and the grading team.
The evaluation team is composed of 4th - 6th dans. They evaluate the candidates' performance on objective and specific criteria. Candidates are judged on technical skill (correctness of movement, body mechanics and technique); on application competency (the ability to demonstrate actual ability against an opponent in both the fixed settings of kata breakdown, and the dynamic setting of the stress drill bogu-randori); and knowledge of the required areas of content (kyusho-jitsu and tuité-jitsu). After the test the scores are tallied and the determination is made whether the candidate has passed the evaluation portion of the test. The first-time candidate cannot receive promotion without passing the evaluation portion, but, passing the evaluation portion is not a guarantee of promotion.
The grading team is composed of 7th dan and above, and has the task of determining the actual rank a passing candidate receives. This is because we are sometimes receiving people into the group who already have years of experience in the martial arts. We need them to go through the sandan board test as a way of insuring that they have the skills to represent DKI, but, if they have the years of training and the level of skill to warrant a rank higher than sandan, it is not appropriate to under-rank for the sake of some kind of rite of passage.
I mentioned that a person cannot be promoted on their first board test unless they pass the evaluation portion. However, there is more to rank than simple fulfillment of a set of technical requirements. For example, everyone has some physical limitation which interferes with their ability to perform exactly. Part of mastery in the martial arts is overcoming our limitations and finding effective ways to compensate for our weaknesses. So, sometimes truly great martial artists have very poor skills in certain areas. How can they be properly rated? And this is also part of the role of the grading team. As senior instructors, the grading team members have the skills to evaluate the bigger picture, to measure the martial artist as a whole. So, the grading team, after consultation with the evaluation team, makes the final determination on pass/fail for returning candidates. And those candidates can be promoted even if they come short on the technical portions, provided that their overall performance reveals that they have the competency which corresponds to the rank.
Our theory is that this combination of functions allows us to balance objective quality control with respect to specific content and competencies, against a more global view of the entire martial artist. But, in the process, we have also found that the board itself must grow. In order for criteria to be fairly and consistently applied, the graders have had to receive training in what they are grading and what they are looking for. We have developed a specific testing procedure, scoring sheet for the evaluation team, and clearly articulated roles for the examiners to try to standardize the testing process (so each candidate "takes the same test"). And here, again, balance has become an issue.
What is it we are after, martial artists who can mimic a set of expectations, or martial artists who have a creative grasp of the material? We need for the candidates to have solid technical skills (for the sake of quality control and maximum growth) but we also need for them to demonstrate the less quantifiable attributes of creativity and flexibility in performance. As a result, our testing procedure includes major sections of open demonstration (kata bunkai portions), during which the candidate demonstrates for the board whatever the candidate chooses, rather than performing a preset group of techniques. So, we have had candidates demonstrate application of kata wearing (and utilizing in the bunkai) law enforcement gear, demonstrate empty hand kata bunkai as cross-interpreted with Modern Arnis, demonstrate standing kata movements as ground grappling, demonstrate novel pressure point knockouts and surprising takes on movement and use. And every test ends with the question, "Is there anything else you would like to show us or demonstrate?" – a chance for candidates to share areas of additional knowledge and skill.
Our sandan test is very challenging, and many candidates do not pass (though many return to try again), but, it does assure that I present to my Sensei only those who can truly represent what Dillman Karate International is all about. And it also insures that within DKI, KJK is known as a source and center of excellence.
Thanks for reading, now go train.
CT
