Sector and AuSAE News

  • 24 May 2016 3:43 PM | Deleted user

    Are you thinking of hiring a community manager? Here’s a sample community manager job description for you.


    But wait! You need to think about a few things first.


    For example: Note that the position can be more or less administrative/operational, more or less technical, and more or less publicly visible. You may want your community manager to be someone behind the scenes who quietly ensures the system is running smoothly and questions get answered – or you may want your community manager to be a very visible and active part of the community, posting discussions, responding and conversing with members, being a public resource. Do you need more of a people person? Or do you need more of a technical help-desk administrator? Should your CM also be a subject matter expert, someone from the industry you serve? Should your CM be responsible for creating and curating lots of content, as well as marketing the community outside the community itself? And how does this position differ from your social media manager (or how does it relate to the activities your SM manager does? Make sure you have addressed these questions before you hire the wrong person.


    Once you’ve thought these things through, here are some general CM responsibilities you can use to put together the right description for the person you need.


    SAMPLE JOB DESCRIPTION: ONLINE COMMUNITY MANAGER


    TECHNICAL/HELPDESK/ADMIN:

    • Oversees all technical and system administration aspects of the community. This includes working with the community platform vendor to address, resolve, and communicate any issues related to the features and functionality of the community. 
    • Provides technical support to members and staff. 
    • Manages and troubleshoots regular platform upgrades. 
    • Recommends and implements new community features as appropriate.

    COMMUNICATIONS/MARKETING/PR/CONTENT:

    • Works with Communications Manager to develop and implement community promotion and engagement strategies and tactics as they relate to the communications division and the organization’s strategic goals.
    • Coordinates with Marketing/Public Relations, Communications, Education, and Foundation and other divisions’ staff to ensure successful coordinated campaigns for communication, fund-raising, and education.
    • Works with Social Media Specialist, Membership, Marketing, and other divisions to coordinate community postings as appropriate across the organization’s other digital channels.
    • Communicates and promotes new community features or procedures to members and staff.
    • Contributes to related communication vehicles and ensure the integration of community for promotion and awareness building.
    • Promotes and evangelizes community activities internally.

    MODERATION/MONITORING & RESPONDING:

    • Creates/manages the moderation and terms of use policies.
    • Monitors discussions, responds in a timely fashion where appropriate (or ensures relevant responders are “nudged” to respond). 
    • Alerts Communications Manager and appropriate staff as issues arise and work with staff to resolve issues.
    • Maintains a Responders List of members and/or staff who can be reached quickly to respond to specific questions.
    • Networks with community members and identifies Community Champions.
    • Works behind the scenes to ensure engagement.

    TRAINING:

    • Develops and maintains community training resources, guidelines, and policies.
    • Trains other staff on how to participate and engage in the community.
    • Provides internal and external community training as necessary.
    • Trains and empowers Community Champions to participate on a more significant engagement level.

    REPORTING:

    • Monitors and measures the success of community engagement (i.e. number of power users, number of discussions, etc.), and provides reports for Communications Manager and executives.
    • Identifies and reports on community trends to internal teams and advises on potential opportunities or risks.
    • Tracks KPIs related to Social CRM goals such as recruitment, retention or outreach goals.

    This article was originally sourced from Social Fish and was written by Ben Martin.

  • 24 May 2016 3:38 PM | Deleted user

    Have you tried using social media as a recruiting tool for your association or nonprofit?


    If you learn how to use social media for recruiting, you’ll find it’s one of the best ways to attract top talent. Employers know this: 89 percent of them use social media to find candidates, and 70 percent of hiring managers have successfully recruited with social media. Not only that, employees are paying attention to potential employers on social media as well – 59 percent say that a company’s social accounts influenced their choice of where to work.


    Plus, if you’re looking to attract millennials to your workforce, social is possibly the best method. Studies have shown that high numbers of millennials, – up to 70 percent – say they’ve found a job using social media. But social recruiting can have a downside as well. It’s exceptionally good at bringing in “passive candidates” people who were not looking for a job until they heard about an opportunity through social media. This can be a good thing – as you’ll see below, it opens up a huge percentage of the talent pool. But it presents some potential problems. 


    Learn more about passive candidates and social recruiting, and see what happens when the world’s worst boss tries to implement this. To view the diagrams for this article, please click here


    This article was originally sourced from Social Fish and was written by Maddie Grant.

  • 24 May 2016 2:33 PM | Deleted user

    Prevention is not possible, prediction is fraught, and that leaves proactive planning.


    When you raise this topic your IT Manager will calmly tell you that staff should "know better" and that it is not their responsibility to check all attachments on all emails.


    So, what to do in advance depends upon where the business support software and data files "mostly reside".


    Stored "in the cloud":

    • Check, with your IT Manager, that there exists a Backup Strategy for each of the business systems that are cloud based, in particular both their software functionality and their data files.
    • Check, by planned demonstration, that the Backup Strategy can render the business fully operational without need to "connect to the cloud". If your IT Manager insists that this is impossible it will confirm that no Backup Strategy exists.
    • Check, periodically, the progress of the IT Manager in resolving the above two circular steps.

    Stored "on the premises":

    • Check, with your IT Manager, that there exists a Backup Strategy for each of the business systems that are premises based, in particular both their software functionality and their data files.
    • Check, by planned demonstration, that the Backup Strategy can render the business fully operational.
    • Should this demonstration fail, check periodically, the progress of the IT Manager in resolving the above two circular steps.

    So what next? Join us next month to learn more.


    You can contact IVT on 03 9723 9399 and talk to our staff about your needs.

  • 24 May 2016 2:18 PM | Deleted user

    The ADA has recently launched a brand new website and the site breaks new ground in the Australian association space, with features such as: 


    1. Comprehensive member self-service with the ability for members to update their information, subscriptions, directory preferences etc. All changes are written directly to our membership database.


    2. A jobs board with the ability for members to post jobs, expire them, and of course search and filter open jobs.


    3. Online video and audio education (CPD), with automated tracking in a CPD Logbook

    Anything watched by a member on the portal is automatically tracked for them, with the ability to export to PDF or CSV.


    4. The ability to self-generate a letter of good standing.


    5. Access to a national online library and the Australian Dental Journal.


    6. A library of HR/IR documentation.


    7. A dedicated area for the public – ‘your dental health’.


    8. ‘Find a Dentist’ directory service.


    To view the new website, click here

  • 24 May 2016 2:14 PM | Deleted user

    A streamlined event strategy by the Consumer Bankers Association pays off.


    Seven years ago, the events calendar for the Consumer Bankers Association looked a lot different. CBA produced eight separate meetings focused on different parts of the banking industry, including a mortgage conference and an auto-lending event.


    While each was doing fine financially, CEO Richard Hunt, who was new at the time, wanted to make the most of them all, better meet member needs, and create a larger brand and event platform that would produce a higher ROI.


    “I wanted to provoke a new way of thinking and challenge the status quo,” Hunt says. “I also wanted to position CBA to lead the industry through and beyond the financial crisis, helping member banks adjust their strategies to meet the needs of an ever-changing consumer.”


    With the help of marketing and experience design agency 360 Live Media, Hunt discovered the solution: Consolidate CBA’s meetings lineup into one unified experience called CBA LIVE.

    The three-day meeting and tradeshow attracts more than 1,300 attendees, and close to 600 of them are bankers who have decision- making authority.


    “We have geometrically improved our ability to monetize the event, because the value of the audience is much more robust than it ever was,” says Hunt.


    Since the launch of the CBA LIVE franchise, the association has increased event revenue 129 percent by focusing on building smart, sustainable, and customized partnerships and sponsorships.


    Among the unique sponsorships are a VIP reception and dinner where a single sponsor is given exclusive access to senior banking executives, private meeting rooms so a company can meet with clients and prospects, and the ability for sponsors to give three attendees a VIP experience that includes access to an executive lounge.


    CBA LIVE sponsorships and exhibits are reserved exclusively for CBA members, which means that if companies want to participate, they must first pay membership dues, which also adds to CBA’s bottom line.


    Hunt attributes much of CBA’s success to the scarcity principle. By offering only five yearlong strategic partnerships, CBA has been able to increase the value of these individual packages from $20,000 to $200,000 per sponsorship in just six years.


    “By telling [sponsors] they’re going to be only one of five to have that access, we are able to build buzz, and—even better—nondues revenue,” Hunt says.


    CBA has been able to increase the value of these individual packages from $20,000 to $200,000 per sponsorship.


    This article was originally sourced from Associations Now and was written by Samantha Whitehorne.

  • 24 May 2016 2:10 PM | Deleted user

    Fitness Australia, the peak national industry association’s new CEO Bill Moore says running any business can be complicated.


    “We want to simplify that, so we’ve developed the Grow Your Fitness Business Toolbox to address this.


    “Covering all aspects of business life, we feel the Toolbox will help people whether they’re just starting out or want to grow. They need the tools to do just that.”


    The most exciting part? The Toolbox has a collection of business podcasts, videos, templates, tools, guides, articles, news and tips ready for you to access and use at any time.


    We’re giving our members the tools and tips for their businesses be more effective plus improve profitability.


    Fitness Australia registered fitness businesses now have access to resources on marketing, growth & development, as well as guidance on human resources, finance and management skills, through the Grow Your Fitness Business Toolbox initiative.


    “A critical role for Fitness Australia to date has been of registration and standards development. Now we want to focus heavily on helping members to grow.


    “Fitness Australia focusing on members and membership growth means supporting the industry as a whole and its key stakeholders. It’s also about understanding the complexities of running a business to ensure they comply with regulations and guidelines, as well as having access to the latest sales and marketing strategies.


    “As the peak national body for fitness, the industry can and should look to us to lead the way to continuing education and standards, as well as supporting the fitness industry and everyone in it to build a healthier and fitter Australia,” says Bill.


    This article was originally sourced from Fitness Australia and was written by Ortenzia Borre.

  • 24 May 2016 1:46 PM | Deleted user

    Since 2013 Catholic Community Services has trained all its care workers and coordinators in reablement, reports Jackie Keast in this series showcasing how leading aged care providers have embedded wellness approaches.


    Even before the current policy push towards wellness and reablement, Catholic Community Services NSW/ACT (CCS) was actively working towards a holistic wellness model underpinned by a belief that older people can improve their health despite frailty.


    The model was based on the World Health Organisation’s definition of health as “a state of physical, mental and social wellbeing, and not merely the absence of disease or infirmity”, and saw wellness defined as an active process of making choices towards a healthy and fulfilling life.

    “We believed that our most valuable citizens should be afforded the opportunity to embrace wellness no matter what life stage,” community services general manager Janis Redford told Australian Ageing Agenda ahead of her presentation at the upcoming Active Ageing Conference 2016.


    Ms Redford said consumers had told CCS that at different points in their lives they felt they weren’t given a voice in the management of their own health and wellness, and the organisation believed it could facilitate this.


    CCS is on the beginning of a journey but has a clear vision and strategy, said Ms Redford, with many initiatives currently in development. Key to this is placing consumers at the centre of design and evaluation. “This gives us the best information and feedback to inform our development strategy,” said Ms Redford.


    Developing the Approach


    Among initiatives that led CCS towards its current approach was participation in the NSW Government’s Better Practice Project in 2013, a funded pilot to develop and implement a reablement program. It saw clients reduce their personal care hours as care workers took a “doing with”, rather than “doing for” approach.


    Since then, the organisation has trained all its community workers and coordinators in reablement, which Ms Redford said has made significant difference in how personal care and social support is delivered.


    “We are seeing that people are calling the shots on what they feel they can do and… completing those aspects as opposed to community workers completing the whole tasks,” said Ms Redford.

    “We are also seeing that with task modification, and through prescriptions of aides and equipment, people continue to be further empowered to achieve more for themselves.”


    In the year following, CCS developed a formal health and wellness framework, with six key focus areas: being active; healthy eating and drinking; staying connected; lifestyle; clinical care and healthy mind.


    Ms Redford said the development of this framework was crucial to seeing out CCS’s vision, and forms the foundation of its program and services.


    It has established a health and wellness unit with a dedicated manager to implement the framework, which it plans to expand further. There is also a dedicated steering committee to guide the process. “This has been important for keeping the health and wellness framework front of mind when there have been so many other distractions with sector reform,” said Ms Redford.


    Keys to Success


    Among the lessons CCS has learned along the way is that success requires long-term organisational investment. “We would like to have been further advanced in the implementation of our framework, however truly embedding changes and culture change takes time. The evidence of significant benefits to our customers makes this investment very worthwhile” said Ms Redford.

    CCS recognised staff and organisational culture were key to embedding wellness successfully, said Ms Redford.


    In particular, it saw staff training as crucial and ongoing, and is currently developing the second wave of reablement training to build on prior learning.


    The Active Ageing Conference 2016, hosted by Australian Ageing Agenda, takes place on 4 August at Swissotel, Sydney


    This article was originally sourced from Australian Ageing Agenda and was written by Jackie Keast.

  • 24 May 2016 12:54 PM | Deleted user

    After an extensive global search, Owen Sharp has been appointed the new CEO of the Movember Foundation, effective June 1. He will lead an international team of 100, reporting to the Foundation's Board of Directors.


    Prior to joining the Movember Foundation in October 2015 as COO, Owen was the CEO of Prostate Cancer UK. He will succeed Adam Garone, who after 13 years at the helm is moving into a key ambassadorial role for the Foundation. As co-founder of the organization, Adam has built a global entity operating across 21 countries, having raised over $715 million for men's health programs.


    Chairman of the Board, John Hughes, comments, "Adam has made a huge contribution to the Movember Foundation and men's health issues and we are excited to retain his marketing and advocacy skills to assist us in broadening the ambitions of Movember."


    Commenting on Owen's appointment, Hughes says, "We are delighted that Owen has accepted the exciting and demanding role. Owen has a proven track record of strong leadership and brings with him a wealth of fundraising experience and a deep understanding of the charity sector as a whole, which will serve the organization well as we further evolve. Owen's familiarity with the Foundation's work and his established relationships with our employees and stakeholders means that he is ideally placed to build on all Movember has achieved across the globe."


    Sharp says he's looking forward to taking up his new role.


    "I am honored to have been appointed CEO of the Movember Foundation. It's an organization that has done more than any other to highlight the fact that men are dying too young, unnecessarily. This is a societal issue and one that needs to be faced up to and addressed. There is much more to do and I am incredibly proud to have the opportunity to lead the Foundation into the next phase of its evolution, ensuring that we meet our goal of changing the face of men's health forever."


    About the Movember Foundation


    The Movember Foundation is a global men's health charity.


    The Foundation raises funds that deliver innovative, breakthrough research and support programs that enable men to live happier, healthier and longer lives.


    Awareness and fundraising activities are run year-round by the Foundation, with the annual Movember campaign in November being globally recognized for its fun, disruptive approach to fundraising and getting men to take action for their health. During Movember, men are challenged to grow a moustache or make a commitment to get active and MOVE. Not only do these commitments raise vital funds but they also generate powerful and often life-changing conversations.


    Committed to disrupting the status quo, millions have joined the movement, raising $715M and funding over 1,000 projects focusing on prostate cancer, testicular cancer and suicide prevention.

    The Foundation's vision is to have an everlasting impact on men's health.


    This article was originally sourced from PR Newswire and was written by Lisa Potter.

  • 24 May 2016 12:43 PM | Deleted user

    The right non-member price for association products boosts revenue, makes membership more appealing, and steers clear of antitrust concerns. It’s just a number, but it’s so much more.


    “How much more should an association charge nonmembers for products than it does for members?”


    This seems like such an innocuous question. And commonplace, too. Associations have to consider it every time they set prices for new products or set new prices for old ones. It comes up on ASAE’s Collaborate forum often. And yet it turns out trying to find a clear answer is a trip down the rabbit hole.


    Pricing strategy in general is hard enough, and something in which associations aren’t known for their savvy. But pricing for a second audience just adds another layer of complexity: The member discount ought to be enough to make joining attractive, while the nonmember markup shouldn’t be so high as to feel like gouging.


    ASAE benchmarking research from 2012 showed a median markup of 25 percent on association products and services for nonmembers compared to members (the average markup was 36 percent). Those numbers come from survey responses to a question about the average markup across all products at each respondent’s association, so the data is at best a very smoothed out view of different nonmember markups that, as can be seen in the discussion threads in

    Collaborate, are all over the map.


    But associations get a third complicating factor because of their status in convening market competitors and serving whole industries, which means selling a product or service also means granting access to it. And so the small matters of antitrust law and tax-exempt status are also of concern. Some products and services that are essential for doing business in an industry must be made available to nonmembers. That much is clear, but the question of a reasonable nonmember price remains.


    Remarkably, though, in the place where one can usually take solace that a concrete answer will be found—the law—very little solid precedent exists, says Jerry Jacobs, partner and head of the Nonprofit Organizations Practice at the law firm of Pillsbury Winthrop Shaw Pittman in Washington, DC, and general counsel to ASAE.


    “This is an area where there’s been virtually no litigation and virtually no government pronouncements, forever,” Jacobs says. “If you have to look for precedents, you have to kind of 

    scratch the dirt to find things.”


    This is a bit of an oddity. Jacobs is also author of the Association Law Handbook, Fifth Edition, published by ASAE, which weighs in a hefty 728 pages. In other words, on most association matters, the law has plenty to say. The Handbook supplies one five-page chapter on setting nonmember prices, which Jacobs partly summarizes in an online article at ASAE, “How to Set Nonmember Fees for Association Services”.


    There, Jacobs writes that, from what little guidance exists, fairness is the guiding principle. In the unusual case where a product or service is indeed essential for doing business and thus must be offered to nonmembers, setting a nonmember price based on the development costs and the value of volunteer time contributed in generating it seems reasonable. However, “that’s me saying what seems intuitively might be defensible, but no courts or federal agencies have ever said anything definitive about that,” Jacobs says.


    The Federal Trade Commission, in an advisory opinion nearly half a century old, suggested that nonmember prices on essential products should not be so high as to compel membership. “I think FTC was looking at that for its implications or secondary ramifications,” Jacobs says. “If everybody in a profession or everybody in an industry were forced to join an association, would that give the association so much power that it could then force those professionals or businesses to toe the line on pricing or market share or whatever?”


    As Jacobs sees it, though, that scenario is “quite rare,” and most association products and services don’t meet this threshold. “What services are there that associations provide to their members without which the members cannot do business? Not very many. Some people speak to standards, certification, and accreditation, which in some contexts, not all, are essential to do business in a field,” he says.


    For products and services that are simply of very high quality but not truly essential to doing business in the market, then “probably ‘the sky’s the limit’ when it comes to price” for nonmembers, Jacobs writes. Of course, setting too high a price can turn nonmembers away outright, when ideally nonmember sales can be a source of both revenue and membership leads. Logically, the better the product, the more an association can charge nonmembers for it, to both maximize revenue and increase the appeal of joining to get the member rate. But the dilemma is that an association’s best products are also likely to be the ones that fall closest to meeting the “essential” threshold. And determining whether they do is something an association would be prudent to seek counsel on. “A little knowledge in this area is dangerous,” Jacobs says.


    And, just for good measure, here’s one more tricky element of nonmember pricing: If you set the nonmember price on a great product or conference so high that it draws a lot of people to join just for that one member discount, you may likely see a lot of these “unitaskers” join for the discount one year and lapse the next, sending your membership numbers and renewal rates on a roller coaster ride.


    So, with all of these concerns to factor in, how does your association set its nonmember prices? Do you follow a consistent policy or process to decide? What other considerations must be weighed? 


    This article was originally sourced from Associations Now and was written by Joe Rominiecki.

  • 24 May 2016 12:35 PM | Deleted user

    In the past month a transit-industry association lost a key member and its CEO. That leadership challenges offer a few warnings for associations in terms of PR, governance, and membership.


    An executive’s relationship with the board can often go awry. Mission and vision are hard things to build consensus around, and there’s often going to be dissent, healthy or not.


    But when the conflict goes widely public, something’s especially off.


    That appears to be the case at the American Public Transportation Association, which has had a rocky past few weeks. APTA president and CEO Michael Melaniphy abruptly resigned late last month, shortly after New York’s Metropolitan Transportation Authority announced that it was pulling its membership (and approximately $400,000 in annual dues). MTA voiced it grievances in a seven-page letter critiquing APTA’s leadership, executive committee representation, and more.


    What follows is not an attempt to armchair-quarterback APTA, MTA, or anybody else involved in the kerfuffle. I’m writing about it because one upside (of a sort) to incidents like these is the trail of quotes and documents they leave behind, and how they shed light on leadership challenges in a crisis, and how other associations might get ahead of them. So here are a few lessons learned.


    1. Representation matters. So does a conversation about what “representation” means. The chief grievance in MTA’s letter was that it didn’t have a seat on APTA’s executive committee, indeed, that no “Legacy Systems” (i.e., older city-based transit systems) or commuter-rail systems did. The letter also expressed concern that while the board was improving on the diversity front, it was lacking geographical representation.


    Apart from what’s designated in the bylaws, no constituency is owed a seat at the board table. And every constituency within an association will argue for its own importance. But the letter does highlight the point that representation is important enough that it ought to require regular attention in a bylaws review. Who gets to participate? Do those requirements help present the association as one that’s on top of its industry? Acting CEO Richard A. White acknowledged the issue, telling Politico that “we got a little out-of-balance over the last few years, and we didn’t [do] so intentionally.”


    2. How’s your membership model looking? For many large trade associations with relatively few members, the hefty dues paid by one or two of them can play a crucial role in the organization’s sustainability. That’s partly a matter of finances, of course, even the largest associations don’t want to see $400,000 vaporize over a leadership dispute. But it also makes a public statement about how unified, or not, the association is. So it’s worth asking every so often: What would you do if your largest or most prominent member pulled their membership tomorrow, and made a noise about it?


    Naturally, MTA had a few ideas about how APTA could be more effective and more efficient. And it felt unheard enough that it didn’t feel particularly interested in being polite about enumerating them: “Frankly, our membership fee of more than $400,000 annually is not commensurate with the level and quality of the services the MTA receives,” the letter reads. If you’re piling on the meetings and services but not paying attention to how much value members are getting out them, you risk falling afoul of those important members. APTA’s White says it’s assembled a task force to address matters of dues and meetings, which will help. So will making those discussions a routine part of the membership department’s conversations.


    3. Expect to get both barrels about your overall mission now, too. Governance, finance, and membership issues are mainly of interest to people involved in the association and nonprofit journalists. But public squabbles about those small-ball issues are also invitations to your critics to point out perceived flaws in your operation. For instance, the Cato Institute, a libertarian think tank, recently used the turmoil to fault APTA for pressing for unwanted and underused publicly funded transit systems. “APTA claims to be an educational organization, yet it hasn’t done much to educate Congress or the public about the long-term costs of rail transit and the need to almost completely and expensively rebuild those rail lines every 30 years or so,” Cato’s Randal O’Toole wrote. The validity of that argument is beside the point here. The question is: Are you anticipating the kinds of blowback that will come your way in these situations?


    4. Use the change as an opportunity. APTA’s press release announcing Melaniphy’s resignation is largely thank-you-for-your-service boilerplate. But in a crisis, it’s not a small thing to announce that the door is open for a conversation about what needs fixing, which is a point board chair Valarie J. McCall made sure to include: “the change in leadership will spark and encourage all APTA stakeholders, from APTA members to coalition partners, to step forward with their thoughts and suggestions for improving the association at all levels,” the statement says. “She said APTA is welcoming constructive input to make the association as transparent and open as possible.”


    What do you do as a leader to manage tense relationships and avoid having to go into damage-control mode? 


    This article was originally sourced from Associations Now and was written by Mark Athitakis.


The Australasian Society of Association Executives (AuSAE)

Australian Office:
Address: Unit 6, 26 Navigator Place, Hendra QLD 4011 Australia
Free Call: +61 1300 764 576
Phone: +61 7 3268 7955
Email: info@ausae.org.au

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Address: 159 Otonga Rd, Rotorua 3015 New Zealand
Phone: +64 27 249 8677
Email: nzteam@ausae.org.au

                    
        



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