The Commercial Vessel Association of NSW (CVA) has voted to merge with the Boating Industry Association (BIA), becoming the latest industry body to come under the BIA’s auspices.

The CVA is the largest industry body for the commercial vessel sector and represents a range of commercial boating companies including private ferry operators, tourist boats and charter boat operators. It includes large companies such as SeaLink Travel Group which operates Captain Cook Cruises as well as smaller one-person operations. The merger includes most of the 250 charter vessels and private ferries currently operating on Sydney Harbour.

The CVA will become a new organisational division of the BIA along the lines of other divisions for marinas, boat builders, retailers and other industry sectors.

According to Howard Glenn, BIA national CEO, the CVA decided to join in order to gain access to increased support and services for its members.

“The BIA is proud to merge with the CVA and the businesses that give so many people their first boating experience,” he said.

“The merger means that the BIA now represents the widest range of recreational and commercial vessels, at a time when the distinctions between the two sectors are being blurred by new forms of boat share, and the emphasis on boating tourism.

“A more inclusive coverage of the boating industry, sharing resources and infrastructure, gives all of us a bigger voice to government and the community.”

The announcement of the merger comes in the lead-up to the Marine17 conference which this year will feature a dedicated program of presentations for light commercial marine operators.

This article was originally sourced from the Marine Business website here. 

Having a diversity of workers with a range of qualifications contributes to the success, not the stress, of the sector, writes Australian Community Workers Association CEO Sha Cordingley.

I read with interest the article Workplace Stress is Reaching Toxic Levels in Social Sector, particularly as it highlighted one of the main issues identified by our own members of the Australian Community Workers Association (ACWA). While I agree with the premise of the article, and indeed with Dr Harrison’s main thesis, I reject the suggestion that “diploma-level” workers are not suitably qualified and that this is contributing to a “de-skilled workforce” and high workplace stress.

Unfortunately, workplace stress in the community sector is not a new concern, nor is it one that has been adequately addressed over the years. One of the most pervasive sources of stress in the workplace can be attributed to the practice of outsourcing and tendering; a situation not unfamiliar to Victorians who worked in the community sector during the Kennett years.

Over the past couple of decades not-for-profit organisations have been forced to compete both against other not for profits and for-profit organisations for a dwindling pool of funding. As a consequence, and in order to remain in business, many not for profits have had to reduce their operating costs by subsidising the financial shortfall between the income they receive and what is actually needed to provide a decent service. Often the burden of covering this shortfall has fallen on the shoulders of staff and volunteers with profound and damaging effect.

A second contributor to stress is the ineffective management, supervision and support of staff. Most certainly inadequate funding plays its part, but the calibre of staff hired to manage frontline staff is critical in maintaining an effective service and good workplace culture.

ACWA’s experience is that most calls coming to our helpline are about incompetent managers, lack of constructive supervision, and in the not-for-profit arena, disengaged boards of management. Underpinning these concerns is that in very many community service organisations (both for and not for profit) there are no safe and systematic processes in place for addressing staff concerns and consequences of stress.

The reality for many community sector workers is that organisations spend a substantial part of their resources on achieving output or outcome targets with little or no resources devoted to ensuring proper management and staff support systems are in place.

If workers are well supported, appropriately managed, and given the opportunity to have their concerns addressed, workplace culture is improved and good client-service follows. This makes good business sense – it not only reduces staff turnover and thus operating costs but also makes for a happier, less stressed and more productive workforce.

So what is the solution? We know that the sector is comprised of a diversity of professionals who work across the spectrum of community services including youth work, aged care, child protection, disability services, family and child services etc. They are qualified, professional, dedicated and eager to develop their skills and knowledge. Many hold diploma qualifications which provide them with the knowledge and practical fieldwork experience to work in the sector to good effect. Ironically, many of them are poorly managed by those with a higher qualification.

I believe it is squarely within government’s purview to demand through tender specifications that, in the interests of service recipients and the broader community, staff have manageable caseloads, access to supervision, support and training, and are appropriately qualified for the role. It is government’s’ responsibility to ensure the expenditure of public money provides the best outcome for service recipients without the exploitation of the workforce.

It cannot be stressed enough that graduates of diploma courses are qualified. And without that particular set of qualified workers, the industry will collapse and we will lose the very people who are qualified and trained to provide frontline services.

We are happy to join with peak bodies and other professional associations to try to address the issues of workplace stress providing that it is recognised that a diversity of workers with a range of qualifications contribute to the success of the sector.

About the author: Sha Cordingley is the CEO of Australian Community Workers Association and chair of the Community Sector and Development Industry Skills Committee.

This article was originally sourced from ProBono News here. 

Women & Leadership Australia (WLA) is administering a national initiative to support the development of female leaders across Australia’s not-for-profit sector.

The initiative is providing women with grants of between $3,000 and $8,000 to enable participation in a range of leadership development programs.

The leadership development programs are part-time and delivered nationally via WLA’s blended learning model. Scholarship funding is strictly limited and has to be allocated prior to the end of this financial year (June 30).

Expressions of Interest
Find out more and register your interest by completing the Expression of Interest form here prior to June 16, 2017: http://www.wla.edu.au/assoc-june17.html

The AMA is calling on the Australian Parliament to legislate for marriage equality, and to end the divisive public debate over same-sex marriage.

AMA President, Dr Michael Gannon, has written to Prime Minister Malcolm Turnbull and Opposition Leader Bill Shorten, urging a bipartisan approach to marriage equality.

Releasing the AMA Position Statement on Marriage Equality 2017, Dr Gannon said that excluding same-sex couples from the institution of marriage has significant mental and physical health consequences for lesbian, gay, bisexual, transgender, intersex, and queer/questioning (LGBTIQ) Australians.

“Discrimination has a severe, damaging impact on mental and physiological health outcomes, and LGBTIQ individuals have endured a long history of institutional discrimination in this country,” Dr Gannon said.

“This discrimination has existed across the breadth of society; in our courts, in our classrooms, and in our hospitals.

“Many of these inequalities have been rightly nullified. Homosexuality is no longer a crime, nor is it classified as a psychiatric disorder. The ‘gay panic’ defence is no longer allowed in cases of murder or assault, and same-sex couples are allowed to adopt children in most jurisdictions.

“However, LGBTIQ-identifying Australians will not enjoy equal treatment under Australian law until they can marry.

“It is the AMA’s position that it is the right of any adult and their consenting adult partner to have their relationship recognised under the Marriage Act 1961, regardless of gender.

“There are ongoing, damaging effects of having a prolonged, divisive, public debate, and the AMA urges the Australian Parliament to legislate for marriage equality to resolve this.”

While there is no definitive data on the number of Australians who identify as LGBTIQ, same-sex couples made up approximately 1 per cent of all Australian couples in the 2011 Census, and more than 3 per cent of respondents to a 2014 Roy Morgan survey identified as homosexual.

People who identify as LGBTIQ have significantly poorer mental and physiological health outcomes than those experienced by the broader population. They are more likely to engage in high-risk behaviours such as illicit drug use or alcohol abuse, and have the highest rates of suicidality of any population group in Australia.

“These health outcomes are a consequence of discrimination and stigmatisation, and are compounded by reduced access to health care, again due to discrimination,” Dr Gannon said.

“The lack of legal recognition can have tragic consequences in medical emergencies, as a person may not have the right to advocate for their ill or injured partner, and decision-making may be deferred to a member of the patient’s biological family instead.

“Marriage equality has been the subject of divisive political and public debate for the best part of the past decade.

“It is often forgotten that, at the core of this debate, are real people and families. It’s time to put an end to this protracted, damaging debate so that they can get on with their lives.

“As long as the discrimination against LGBTIQ people continues, they will continue to experience poorer health outcomes as a result.

“LGBTIQ Australians are our doctors, nurses, police officers, teachers, mothers, fathers, brothers, and sisters. They contribute to this country as much as any Australian, but do not enjoy the same rights.

“It is time to remove this discrimination.”

The AMA Position Statement on Marriage Equality 2017 is at https://ama.com.au/position-statement/marriage-equality-2017

This media release was directly sourced from the Australian Medical Association's website here.  

Talented overseas scientists have already started turning down prestigious research positions in Australia following the federal government's changes to 457 visas, the medical sector says.

One of Australia's top medical research heads says at least six institutes have had their job offers rejected by star scientists abroad following the federal government's recent visa overhaul.

Association of Australian Medical Research Institutes president, Tony Cunningham, has raised the alarm over last month’s changes to 457 visas, which saw hundreds of jobs cut from the list of eligible occupations.

Hundreds of other occupations are now on a restricted list which offers a visa for two years instead of four, and cuts off any pathway to permanent residency.

“In many cases we find that those people who come here are so valuable that we want to keep them," Mr Cunningham told SBS World News.

"An example of that would be Ian Frazer who came from Scotland and invented the papilloma virus vaccine.

“We run the risk of people leaving after two years and leaving us in the lurch in the middle of excellent funded research projects.”

American researcher Sarah Palmer, 57, has been working in Australia for five years to develop a cure for HIV.

She told SBS World News being restricted to a two year stay would have been enough to change her mind on whether to make the move.

"For my sort of research it would not be possible to come for two years and really to set up the full research plan," Dr Palmer said.

“It would definitely make me think twice about coming to Australia, that is true, in fact I probably would not have come."

Dr Palmer is one of the most renowned researchers in her field but is now nervous about what will happen when her 457 visa runs out in 2020.

She applied for the visa under the "life scientist" category, which has now been abolished as part of the recent changes.

“She's an example of the sort of person that we need to fill niches in Australia which cannot be filled by Australian scientists," Mr Cunningham said.

The Association of Australian Medical Research Institutes has met with officials from the Department of Immigration to talk about possible exemptions.

“The major problem for us is really about three or four occupations which are not on the medium-term list," Mr Cunningham said.

"They are life scientist and bio-statistician and a couple of others like biotechnologist.

“It can be done very easily, we just simply put these occupations back on the list or alternatively we do what some countries have done and have a special science visa.”

Immigration Minister Peter Dutton has hinted that exemptions may be possible.

“Where people are highly skilled, particularly if they're being employed in medical research institutes or tertiary hospitals or university research projects etc, in many cases they won't be affected by the changes that we've made,” Mr Dutton told reporters in Brisbane.

Some of the country’s largest companies have also raised their concerns about changes for the position of chief executive. It now also qualifies for a two year visa instead of four years.

Katie Lahey, executive chairperson of international recruiting company Korn Ferry, fears the two-year restriction will affect the ability of Australian companies to find the world's best talent for chief executive roles.

"I think there's a feeling that this really is going to limit the attractiveness of Australia as a working destination for very senior people," she told SBS World News.

“A lot of these very senior jobs will only become available for a two-year period and if you're going to uproot your life in the US, the UK, Hong Kong, Singapore to come to Australia for two years … for a very senior person they're not going to do that."

More than a third of chief executives employed at ASX100 listed companies were born overseas.

Gregory Robinson, managing partner at executive search and board advisory firm Blenheim Partners, said the government's visa changes were already forcing some companies to put their applicant searches on hold.

"We've already had phone calls from the ASX100 heads of HR, chief executives, c-suite executives who are currently engaged on executive searches in bringing talent in from offshore, having to put that on hold, having to stop the process, having to rethink the approach and in some cases actually turning away senior executives," he told SBS World News.

"It's actually quite an embarrassing situation."

Mr Dutton has said there would be regular reviews of the government's occupation lists, with the first one scheduled for July.

"We'll continue to work with employers because there is an important place for some people to come in on that visa stream but I want the default position to be Australian workers to fill those jobs," he said.

This article was originally sourced from SBS News here and was written by Marija Jovanovic. 

JOINT STATEMENT BY:​​

Mortgage and Finance Association of Australia (MFAA)​; Customer Owned Banking Association (COBA); Australian Collectors & Debt Buyers Association (ACDBA); Association of Securities and Derivatives Advisers of Australia (ASDAA); Australian Timeshare and Holiday Ownership Council (ATHOC); Association of Independently Owned financial Professionals (AIOFP)

The above peak industry associations (Associations) represent about 80 per cent of all financial firms in the Australian market. Their members are currently members of either the Financial Ombudsman Service (FOS) or the Credit and Investments Ombudsman (CIO).​

The Associations reject a key recommendation of the Final Report into Australia’s three financial sector ombudsman schemes. The report, prepared by a panel led by Professor Ian Ramsay, recommended a single ombudsman scheme to replace FOS, CIO and the Superannuation Complaints Tribunal (SCT).

The government, in response to the Ramsay report, has announced the creation of a ‘onestop shop’ ombudsman scheme, the Australian Financial Complaints Authority (AFCA), which will replace FOS, CIO and the SCT and will consider disputes about financial firms.

The Associations believe the ‘onestop shop’ will undermine the fabric of external dispute resolution (EDR) in the financial services sector because, as the weight of evidence submitted by industry suggests, the continued and separate existen​ce of FOS , CIO and the SCT is vital in ensuring accountability, innovation and cost control in EDR.

Disappointingly, the Ramsay review based much of its recommendation on the views of consumer advocates who represent consumers in less than five percent of all complaints received by FOS and CIO.

The Associations are also disappointed in the way the Ramsay review was conducted. The panel only held two public consultations with industry, during which it refused to articulate the reasons for proposing a single monopoly scheme and failed to engage with the credible arguments put forward by the Associations.

The success of EDR is largely reliant on both consumers and financial firms committing to resolve their disputes through the schemes’ processes. The aim of EDR is to bring the parties together and assist them to reach a mutually acceptable and fair outcome. This can only be achieved if the parties have trust in the scheme’s processes. Such outcomes are much less likely to occur in the absence of trust in the EDR process.

Submissions made by the Associations to the Ramsay review expressed the view that a single monopoly scheme would not have the trust or support of over 80 per cent of all financial firms represented by the Associations.

The vast majority of financial firms are extremely concerned with the recommendations of the Ramsay Review because:​

At no point has the case for change been adequately made, nor have the sensible alternative approaches proposed by industry for improving the current multiprovider EDR system been in any way considered.​​​

Credible evidence provided by industry to inform the review’s deliberations were largely ignored.

A ‘onestop shop’ ombudsman scheme which is a monopoly is likely to be less accountable to stakeholders and less responsive to industry’s legitimate concerns.​

Large financial firms, who are members of FOS, will be the main beneficiaries of the single ombudsman monopoly because their ombudsman costs will be subsidised by the significant number of smaller financial firms (presently members of CIO) who will be made to join the new single scheme.​

Smaller and more innovative financial firms, most of which are represented by the Associations and which operate on thinner margins and lack market dominance or the benefit of scale, will struggle to absorb or pass on any increased cost which may result from an inefficient single scheme monopoly.​​

The Review fails to explain how the proposed single ombudsman scheme will deal with the kind of major financial scandals that have undermined trust in the sector.​​

The Associations call on the Government to abandon its plans to establish a single monopoly EDR scheme.

This media release was directly sourced from the Mortgage and Finance Association of Australia's website here. 

The National Australian Pharmacy Students’ Association (NAPSA) has signed a revised partnership agreement with the peak national body for pharmacists, the Pharmaceutical Society of Australia (PSA).

“We are delighted to continue this strong relationship with PSA,” said NAPSA President Shefali Parekh. “PSA has provided strong support for NAPSA over many years and values the contribution pharmacy students can make to the profession.”

“NAPSA thanks PSA for its continued support of pharmacy students in Australia and allowing their attendance at PSA’s annual conference.”

PSA CEO Dr Lance Emerson said as the peak body for all pharmacists, PSA was delighted to once again partner with NAPSA to support the future of the profession.

“PSA has enjoyed a long and proud history of supporting pharmacy students, who make up a vital part of PSA’s membership. Our role is to ensure the profession has a vibrant future and our members have rewarding and exciting career pathways. PSA is delighted to be supporting NAPSA to ensure there is a professionally and financially rewarding and sustainable future for young pharmacists in Australia. We encourage all pharmacy students to become PSA members with free student membership.”

Pharmacy students are also encouraged to attend the flagship conference for pharmacists, PSA17 which has a range of guest speakers and panel sessions along with other activities targeted to help students kick-start their careers and substantially improve their skills and knowledge base.

Ms Parekh said: “Students can gain a lot by attending the conference as the sessions can really give you an edge in your career as they are focussed on pharmacists’ needs and are presented by people with expert knowledge in their fields.”

NAPSA is also proud to announce that in addition to this agreement, they will be a key partner to the Early Career Pharmacist forum: the future of pharmacist practice. A dedicated NAPSA lounge area will be available for NAPSA representatives to have a priority presence. Ms Parekh said: “We look forward to interacting with PSA17 delegates in a fun and informal space”.

Ms Parekh will also be a panellist on the first-ever Women in Leadership Panel: “Thank you PSA for the opportunity to inspire female pharmacy students at PSA17.”

PSA Early Career Pharmacist Board Director Taren Gill said: “I’m excited NAPSA and PSA are working together – the winner here is a pharmacy future full of motivated ECPs and leaders in the profession. PSA17 is a great opportunity to build your network of future colleagues and I look forward to meeting NAPSA members at the ECP event.”

PSA17 is being held at The Hyatt Regency Sydney, in Darling Harbour from 28-30 July 2017. To register and find out more visit www.psa17.com

-ENDS-

This media release was directly sourced from the Pharmaceutical Society of Australia's website here. 

Media Contacts:

NAPSA: Shefali Parekh 0422 394 905

PSA: Brad Watts, Executive Director Communications 0487 922 176

With just under 1 week to go, don’t miss your opportunity to benefit from an exceptional educational event at the AuSAE Conference & Exhibition, next week, May 11- 12 at the ICC in Sydney. 

A range of high calibre association and not for profit leaders will share their knowledge and experience as well as challenge your thinking on a range of topics to support your professional goals.

Highlights of educational opportunities not to be missed include:

• Craig Davis will inspire and challenge you to harness the human potential from your organisation and lead you towards a “conscious” business.
• Digital marketing expert, Debbie Bradley will deliver an interactive, long format workshop in creating and implementing a digital marketing strategy.
• Fitness Australia CEO, Bill Moore will focus on the “Art of Membership” and the quest towards the holy grail of enduring relevance.
• Kate Carnell, Australian Small Business and Family Enterprise Ombudsman will share her learnings from small business and how these can be transferred to Associations.
• Take some time to focus on your career with one of Australia’s first fundraising professionals, Nigel Harris.
• 2016 Australian Olympic Committee Chef De Mission, Kitty Chiller will share her journey of leadership in a highly visible and highly challenging environment.
• Finish the day with networking drinks on the Exhibition floor with over 50 specialist exhibitors.

Day 2 - Friday 12 May

• Lee White, CEO of Chartered Accountants ANZ takes on the topic of organisations remaining relevant in a changing world including the future of work.
• Small Associations Unite! Discover how Patrizia Torelli, CEO of the Australian Furniture Association discovered the secret to lead her organisation to punch above its weight.
• The importance of Middle Management – in workshop style Annabel Rees will provide insight into indemnifying and developing these often-forgotten leaders.
• As new occupations and associations emerge, hear Dr Deen Sanders’ practical steps to transforming your profession into a valued brand.
• Is your board on board?  Managing the board is often one of the most crucial roles for a CEO. Damian Mitsch FAICD, will test your resolve in moving your board to best practice.
• Are you running your events from the right reason?  Our panel of event professionals will take us back to basics in running the right event at the right time for the right audience.
• End the conference with our amazing keynote speakers – NFP strategist Liana Downey and the incredible Naomi Simson.

 Can’t attend the whole conference?  One day tickets are available from just $397.  To register click here.

Give a just a day of your time and gain the knowledge you need to grow, innovate and advance your career and organisation.

Warm regards,
Toni

Toni Brearley
Deputy Chief Executive Officer
Australasian Society of Association Executives

The Australian Dental Association Victorian Branch (ADAVB), has appointed its new CEO, Clinical Associate Professor Matthew Hopcraft.

Clinical A/Prof Matthew Hopcraft is currently an Oral Health Advisor with Dental Health Services Victoria, Professional and Scientific Relations Consultant with Oral–B, Spokesperson and Co-Founder of SugarFree Smiles and Clinical Associate Professor at the Melbourne Dental School, The University of Melbourne.

Clinical A/Prof Matthew Hopcraft is a dental public health expert and has over 20 years’ experience in a broad range of fields including administration, teaching, research and clinical practice.

He commenced his career serving as a dental officer in the Australian Army, before pursuing an academic career, teaching dental public health and general practice dentistry at The University of Melbourne where he was the Director of Clinical Education. He has worked in both public and private dental practices in metropolitan and rural locations, and in a senior administrative position at the Australian Dental Council.

Clinical A/Prof Matthew Hopcraft served 12 years on the ADAVB Council, including a term as President in 2011/12 and two years on ADA Inc. Federal Council. He commences his tenure as ADAVB CEO on Monday 3 July 2017, following the retirement from the role of current ADAVB CEO, Mr Garry Pearson, the ADA's longest serving Branch CEO.

This media release was sourced from Australian Dental Association. 

Fitness Australia introduced four exciting industry initiatives at Sydney’s Fitness Show in Darling Harbour over the weekend, including; the Association’s 2017 Awards program, the Quality Accreditation program, an exciting new app for trainers, and the Industry Retention Report.

Fitness Australia, CEO, Bill Moore, is excited to be providing such a diversity of initiatives designed to empower and support the industry and Members.

“We’re really excited to be launching these initiatives,” said Bill.

“No matter what your role in the industry, there’s something for you in this suite of initiatives, and that’s what we’ll be talking about at this year’s Fitness Show.

“Our 2017 Awards program will seek to recognise the great work of individuals and programs from across Australia, while the Quality Accreditation Program will raise the bar in terms of quality across the whole industry. In other exciting news we have a new, innovative app, which will make it easier for clients to find registered exercise professionals – it’s all very exciting.

“Fitness Australia exists to empower and support our industry and our members, and these initiatives are very much part of that commitment.”

The four initiatives include:

Launch of the 2017 Fitness Australia Awards Program

Fitness Australia recognises the outstanding work that those in and around the fitness industry do to create active, healthier, happier communities and this year’s Fitness Australia Awards program seeks to reward that thanks to our partners; Nationwide Super, Physio Control, Net Profit Explosion (NPE) and Studio Silo. Visit awards.fitness.org.au for more.

Fitness Australia Quality Accreditation

Accreditation is a tool to improve performance and outcomes and provides independent recognition that a fitness business is committed to safety and quality, and that’s what the Fitness Australia Quality Accreditation Program is all about. Accreditation assists fitness businesses to better understand, engage, benchmark and continuously improve their organisation’s health and services. Stay tuned to fitness.org.au for more on the Quality Accreditation Program.

PT Management App

Coming soon to your device, you’ll be able to manage your PT business from the palm of your hand with this exclusive trainer and client management App. If you or your business is registered

with Fitness Australia you’ll get access to our new PT management app, just for being part of the family. No set up or licensing costs, just download the app you’re off and running! Download the flyer to find out more.

Industry Retention Report The 2017

Industry Retention Report provides a deeper understanding of member behaviour and retention. “This report offers operators not only key related statistics, but a benchmark to measure retention against. It will have a wider impact on the approach used to manage sales, marketing and customer service and the recruitment and training of staff" Industry Researcher, Paul Bedford. 

This media release was written Tom Skolarikis of Fitness Australia, email: tom.skolarikis@fitness.org.au.