The Perth Convention Bureau’s (PCB) 2017 Aspire Awards are now open to individuals involved with not-for-profit associations who can apply for the City of Perth and the City of Mandurah Convention Scholarships funded by PCB under its Aspire Program. The aim of the Aspire Program is to assist the individual’s personal and professional development through attendance at a relevant international conference. The funding covers travel, accommodation and registration expenses to the maximum value of the award.

Application information and guidelines are now available at http://www.pcb.com.au/aspire; the deadline for applications is the 31st March 2017. A wide of assistance and advice is available to help you apply, for more information contact PCB’s Director Stakeholder Relations, Tracey Cinavas-Prosser on +61 (0)8 9218 2925 or email aspire@pcb.com.au. A free workshop lunch will be hosted on Monday 13th February 2017 at the Perth Convention and Exhibition Centre. All interested parties are welcome to attend, for more information on how to register please visit http://www.pcb.com.au/aspire/aspire-events.

Click here to view the invitation. 

Say goodbye to formal annual performance evaluations and hello to more informal and regular check-ins. Why the move to more fluid feedback benefits not only managers and employees but also associations.

Have you heard? Annual performance reviews are dead.

But don’t fear! Their replacement comes as a breath of fresh air to all generations in the workforce—not just young professionals.

On September 4, 1998, Google was born and revolutionized the way people access information and do business. Today’s young professionals grew up in an age where they could ask, “What does Google say?” and they could have an answer in seconds. So, it should come as no surprise that the expectation to obtain instant answers is applied to many aspects of life, including performance evaluations.

The stiff corporate title “performance appraisal” has gone by the wayside and been replaced with the modern term “check-in”.

Organizations are already moving toward a more fluid form of feedback. Timeframes range from quarterly, monthly, weekly, or at-large project checkpoints. The stiff corporate title “performance appraisal” has gone by the wayside and been replaced with the modern term “check-in”.

Check-ins are quick and informal, providing employees the opportunity to constantly get feedback and grow. They provide managers the ability to serve as coaches instead of managers, building a deeper connection. I find weekly coaching to be both helpful when I’m being managed and when I’m managing. A quick check-in on the status of a membership recruitment project has redirected my efforts and saved me hours of unnecessary work. It has also allowed me to grow in my position at a faster rate and helped the organization as a whole.

Last year Harvard Business Review highlighted Deloitte’s efforts to adopt a check-in format, which involved asking team leaders to hold weekly check-ins with employees. The company found that if you want employees to do their best work “in the near future,” they need to know what that entails and if they are on the right path. Most importantly, Deloitte found “a direct and measurable correlation between the frequency of these conversations and the engagement of team members.”

In addition, the Society for Human Resource Management offered up some other options for organizations to modernize their performance-appraisal processes. SHRM’s guidelines advise employers to provide examples of positive and negative behaviors, focusing on strengths more than weaknesses, and centering on the things an employee can work to change. Many organizations are no longer using a rating system, which has proven to be rigid and inaccurate depending on who is filling it out.

Associations are fast-moving vehicles. We don’t have time to slam on the breaks midway through the race to check all the systems in a lengthy review. Quick check-ins are important to make sure projects are on the right track and employees on pace. And while you may think you don’t have time to constantly check-in with employees, in the long run, this new process will be more productive and will take less time. After all, most managers meet with their staff at least once a week to cover updates on projects and tasks.

By incorporating check-ins into these meetings and giving feedback in emails when projects and tasks are completed, you can provide your employees with micro-corrections and the ability to grow at a faster and more efficient pace. Employees on their toes means engagement. A few small changes in your workplace can shift the culture to productive and on-task, creating greater employee retention and overall happiness.

This article was originally sourced from Associations Now and was written by Laura Ransone. 

26-28 October 2016

Surfers Paradise Marriott Resort & Spa, Queensland

(Click here to view flyer) 

Who should attend this Conference?

The Conference will benefit internal and external coaches, leaders, managers and consultants in organisational development, human resources, leadership, education and training.

• Practising Coaches 
• Business Leaders
• Purchasers of Coaching 
• Consultants
• Psychologists 
• Career Advisors
• Psychiatrists 
• Mentors
• Human Resource Practitioners 
• Leaders and People Managers
• Organisational Developers 
• Coaches in training
• Culture changers 
• Professionals who use coaching in their practice
• Educators and Academics 
• Occupational Therapists 
• People considering coaching as part of their professional development
• Counsellors

Why should you attend?

A rare opportunity: the Conference program has been specifically designed to focus

on current topics and issues across four streams:

• Leading Edge latest trends, research, neuroscience, leadership, coaching culture
• Diversity gender, cross cultural teams, ADHD
• Life and Wellbeing life transitions, parenting, personal learning and growth,wellbeing, resilience
• Coach Stretch and Nurture professional and personal development, self-care, mentoring, supervision, peer coaching

Delegates will:

• Learn from thought leaders and experts in the coaching world
• Advance their professional development and be challenged by new ideas
• Examine cutting-edge coaching, leadership & organisational trends
• Connect and network across the wide diversity of delegates from various disciplines

Play your part in the advancement of the practice and science of coaching.

THE ICF AUSTRALASIA CONFERENCE PROGRAM

Keynote Speakers

The Keynote speakers set the scene for this conference, they are undeniable leaders in their fields and will bring insight and learning hard to find elsewhere.

Ms Judith E Glaser

Judith is an Organizational Anthropologist. She is one of the most innovative change agents, consultants and executive coaches in the consulting and coaching industry and the world’s leading authority on Conversational Intelligence,® We-centric Leadership, and Neuro-Innovation. Judith is a best-selling author of 7 business books including her latest - Conversational Intelligence: How Great Leaders Build Trust and Get Extraordinary Results.

Prof David Clutterbuck

David is one of the early pioneers of coaching and mentoring. He is visiting professor in three UK universities and co-founded the European Mentoring and Coaching Council, which collaborates with ICF in the Global Coaching and Mentoring Alliance. Author/ co-author of 65 books, he leads the Coaching & Mentoring International practice for global educators in mentoring, coaching & team coaching. His interests include working with people who have a learning disability and / or are on the autistic spectrum; and comedy.

Dr Bryan J Dik, PhD

Bryan is Associate Professor of Psychology at Colorado State University. He is also co-founder and Chief Science Officer of jobZology, a software and consulting company that uses psychological assessment to bring job-seekers and organizations together in ways that help both to thrive. Bryan is an international expert in career development, having published widely on topics related to purpose, meaning, and religion / spirituality in career decision-making and planning.

Concurrent Program

Register Now

Don’t miss this important and groundbreaking conference, visit the website and submit your

registration now and don’t forget to include your Affiliate Registration Code.

The website has all current program information and outlines registration inclusions.

Contact Us

For information updates visit the ICF Australasia website: www.icfaustralasia.com

Conference Website: www.dcconferences.com.au/icfa2016

DC Conferences E icfa2016@dcconferences.com.au, P 61 2 9954 4400

A new report from GuideStar indicates that there are more female nonprofit CEOs than ever, especially at smaller organizations, but the compensation gap in the sector persists—and in some cases may be getting worse.

In one way, the gender gap is starting to look smaller than ever. In another, the gap is still apparent.

That’s according to the latest edition of the GuideStar Nonprofit Compensation Report, which covers the 2014 fiscal year. The report states that more women than ever are heading large nonprofits.

“The nonprofit sector has moved toward greater gender equality in the past 10 years,” GuideStar Senior Research Fellow Chuck McLean noted in a news release.

However, that data point tells only part of the story. The problem is twofold, according to the report, which is based on more than 96,000 Form 990 tax filings:

The gender gap is most pronounced at larger organizations. Women still represent only one-fifth of CEOs at organizations with budgets larger than $50 million, according to Crain’s Chicago Business. The gap, although an improvement over the 14 percent level seen in 2013, remains significant. The pay differential at larger organizations is considerable as well, with male CEOs making 23 percent more than women at organizations with budgets larger than $25 million.

Even at small organizations, a gender pay gap is apparent. The difference is getting smaller at many small nonprofits, where women tend to represent the majority of chief executives. The gap in pay, according to the study, remains at 8 percent.

According to Nonprofit Quarterly writer Michael Wyland, one element of the gender gap highlighted by the GuideStar report requires a little reading between the lines:

The one-year median increase in incumbent CEO compensation by gender and organization size is interesting because, while the pay gap between men and women is closing at organizations with budgets under $25 million, it’s widening for organizations with budgets over $25 million. Especially since smaller nonprofits report lower median increases in compensation for both men and women, it’s perplexing to note that large nonprofits, which would potentially have greater resources to devote to pay equity, appear to be neglecting that responsibility.

The issues raised by the study are in many ways systemic. And McLean told Crain’s he didn’t see an immediate solution to the problem.

“Certainly not in my lifetime,” he said of seeing the gap close. Pay equity “will require some sort of fundamental social change to disrupt the regression line.”

The full report is available for sale at the GuideStar website.

This article was originally sourced from Associations Now and was written by Ernie Smith.

When your international conference competition decides to pull out of the final bidding process once they’ve laid eyes on your bid document, you know you are onto a winner. That was the case for the International Council of Aircraft Owners & Pilots Associations (IAOPA) World Assembly 2018, which was won by New Zealand with a popular package that incorporated excellent local knowledge in the aviation field, the beauty of Queenstown, and the awesome appeal of the Warbirds over Wanaka airshow.

AOPA New Zealand President Ian Andrews first attended the World Assembly in China two years ago, and immediately saw the benefits of hosting the event in New Zealand. IAOPA is the largest general aviation organisation in the world, representing nearly 470,000 pilots who fly aircraft for personal, agricultural, or business use. While New Zealand only has 1,050 members, it has a lot to offer in terms of expertise and excellent flying experiences, Andrews says. “New Zealand is probably one of the most developed countries for flying. We have extremely high ratios of aeroplane ownership, with 4,000-plus aeroplanes in the country - that’s 1 to every 1,000 people. New Zealand has a world-leading air traffic management system, we do a lot of charting and we select air traffic trainees for the US. A New Zealand company does the exams for pilot testing. We have high-level aircraft manufacturing companies, and some of the best training organisations in Nelson, Massey, Hamilton and Christchurch. We are pretty much up there in the world field.”

He expects a good response from the New Zealand aviation community. “Locals can meet more people, do a lot of networking, without having to go to an international conference. We are looking at the themes ‘technology’ and ‘the freedom to fly’. Technology is changing a lot and New Zealand is in front of what's happening. We can show people what we’re doing here.” Andrews is hopeful he can attract at least 200 international attendees to the 2018 event to share knowledge and build business opportunities. “Even in China, the Europeans were saying they want to come to New Zealand. It is a long way to come. We will make the content good but that’s only part of it; the rest of it is selling New Zealand.”

And they certainly have, with a spectacular programme that makes the most of Queenstown’s iconic scenery and superior aviation assets. The assembly itself will take place March 25-29 2018 at Rydges Hotel, Queenstown. “The facilities are great there. You step outside Rydges and everything is in walking distance. Queenstown is brilliant,” Andrews says. “Coming into Queenstown is one of the best approaches in the world, it's a classic spot to take people up and see the flights come in and out. On the third day of the conference we plan to go out to Nokomai Station, which has an airstrip, and people can go up and see some of the real beauty of New Zealand.”

The pre and post-conference activity, unsurprisingly, will revolve around flying. Andrews envisions a number of the international pilots will have their pilot licence validated here, and, if they pass a local flight check, take to the air themselves. He’s also working on a pre-tour which will give visitors the chance to see the amazing collections at the Omaka Aviation Heritage Centre in Blenheim, featuring Sir Peter Jackson’s own collection of WWI aircraft, as well as the Vintage Aviation Museum in Masterton. “Post-event, we’ll be running a tour to Warbirds over Wanaka, which will be a great drawcard to get people here,” he notes. “Warbirds over Wanaka is spectacular. You’re sitting right on the runway and the flying and the aircraft are world-class. New Zealand holds so much appeal for our target audience. Our aim is to make this conference 10 times better than the ones before it.”

It is an ambitious target; but one that seems highly achievable, given the positive reaction to New Zealand’s bid. With limited resources - “it's me and three other committee members doing most of this” - Andrews reached out to Tourism New Zealand’s Business Events team for support in staging the bid. “They were fantastic. I had no idea Tourism New Zealand would give us support like they have, it has been absolutely brilliant. I’d definitely recommend contacting them to anyone trying to win an event like this," Andrews says. "Assistance included funding and developing a very impressive bid document, as well as supporting our team to go to the 2016 IAOPA World Assembly in Chicago to deliver the bid.

“I took 100 of the brochures to Chicago and put them in the office at the start of the conference,” Andrews says. “I didn't know who else was bidding but found out Germany, Italy and Austria had planned a joint bid. The German guy came into our office and said: “I’ve seen your presentation... I’ll withdraw now.” Once the Germans had surrendered, a final PowerPoint presentation, including stunning video footage of flying in New Zealand, sealed the deal with the IAOPA decision makers. “We know someone on the committee, and when they voted, everybody put two hands up for New Zealand,” Andrews laughs. “He said if they’d had three, they would have put three hands up.”

If you would like to find out more about Tourism New Zealand, please visit www.businessevents.newzealand.com

AuSAE has welcomed new members from the following organisations this month.

Is your organisation on this list? If your organisation is on this list as an AuSAE organisational member but you are unsure if you are part of the membership bundle, please contact the friendly AuSAE team at info@ausae.org.au.

Not on this list? To join AuSAE today please visit our membership information page here.

Can you tell us a bit about the Australasian Sleep Association (ASA) and the goals they strive to achieve?

ASA is the peak scientific body in Australia and New Zealand representing clinicians, scientists and researchers in the broad area of Sleep Health and Sleep Research. It has a multi-disciplinary membership which includes physicians, surgeons, scientists, dentists, psychologists, psychiatrists, to name but a few.

The Vision of ASA is provision of world standard research, education and training, and establishment of clinical standards to ensure clinical best practice in sleep medicine resulting in an informed community with healthy sleep practices.

What are the Australasian Sleep Association most successful membership strategies to increase engagement and membership retention?

Our major activity each year is our Annual Scientific Meeting, Sleep DownUnder 20... This 3 day conference offers our members an opportunity to present their research (this year alone over 200 abstracts of new research were received and accepted for presentation), and learn from the experts, the latest and greatest innovations and current best practice. Members are given a substantial discount to attend this event, and student members receive an even greater discount, plus an opportunity to apply for travel grants to attend. Over 70% of our membership attend this event each year.

We introduced a Members Only Facebook page, which has now gained traction, and is a great tool for members with questions about difficult cases or treatments. We also have a public Facebook page where we are able to promote the research of our members to interested people.

State meetings are held in each State to encourage networking amongst local members, Some States are holding these more often than others, but all States will have at least two meetings in 2016.

Representation of the field of Sleep Medicine to Government bodies and other professional bodies, such as the RACP, ADA, Department of Health etc., is an on-going task but the efforts of the ASA Board and Committees is recognised by our Membership as being very important.

We offer a mentorship programme that matches up students and those new to the field with more experienced members, and this often encourages members to remain working in the field of sleep, and retain their ASA membership.

Our latest membership offering is an Educational Resource Centre, where Members can access a large amount of educational material, at no cost (or substantially reduced costs) while non-members can access this information, there is a charge for them to do so. We are hoping that this will encourage interested non-members to join the ASA, and members to utilise this new resource.

What do you personally feel has been the biggest challenge that the Australasian Sleep Association has overcome in your time with the organisation?

The multi-disciplinary nature of ASA, ensuring that each discipline is adequately represented, is always a challenge. To try to overcome this we have established Councils (Special Interest Groups) in these disciplines to ensure that groups have an opportunity to meet together, and have representation on Board Committees, including the Conference Committee, ensuring topics of interest to each group are included within the conference programme.

We work very closely with Sleep Health Foundation, a DGR Charity, originally established by ASA, to raise awareness of the importance of sleep to the wider community. This ongoing relationship allows the two organisations to concentrate on their different audiences, while still giving the same message “Sleep is essential for good health”.

How does the future look for the Australasian Sleep Association (or what exciting projects are underway at Australasian Sleep Association?)

As with all Associations it never pays to be complacent, but I am confident that the increase in awareness of the importance of sleep within the health profession and general public, will ensure the ASA continues to grow in both size and influence.

What would you say to someone starting out in this profession with a view to become a future leader?

Association Management is an interesting and challenging role.

It is important to always remember that Board and Committee members are volunteers working full time in the field, you and the team in the office are the paid officers, and while it is often frustrating, they do not necessarily have the same priorities as you do, and considerable time can be spent waiting and chasing up on issues you believe are urgent – therefore patience is important.

Priorities can change quickly, and there is seldom, if ever just one task waiting to be done, flexibility and ability to multi task are therefore imperative.

Job satisfaction though is tremendous, leading a team to make things better for the future in the field in which the organisation operates is a real buzz. I cannot recommend the profession highly enough to anyone who enjoys a challenge and does not require routine in their daily work activities.

Stephanie Blower

Executive Officer

Australasian Sleep Association

Baby blip boosts health insurance coverage

Higher birth rates and young families taking out new policies have caused a surge in health insurance numbers in the year to the end of June, according to the latest figures from the Health Funds Association (HFANZ).

The total number of New Zealanders with private health insurance cover stood at 1.348 million as at June 30 this year, up 14,100 or 1.1 percent on the same time last year. In the June quarter, lives covered rose by 6100, or 0.5 percent.

Of significant note was an increase of more than 7000 lives covered in the 0-4 age group during the year, an increase of 12.3 percent, and a 6.4 percent increase in the 25-39 age bracket.

HFANZ chief executive Roger Styles said it appeared more young families were taking out new policies covering themselves and their children. New Zealand’s birth rate had increased over the past year for the first time in four years, and young people had also been keen to take up the new types of minor medical health insurance policies available.

"Things are looking up. It’s pleasing to see young families are taking no chances regarding their healthcare. They realise the government can’t fund everything, and that they are going to have to take more responsibility for the healthcare of themselves and their children."

Mr Styles said these figures showed the fifth straight quarter of growth, and marked the strongest annual growth in numbers recorded since September 2008.

Regional figures showed the main centres were leading the way, he said, with Auckland, urban Canterbury and Wellington having the highest health insurance coverage, followed by Southland and Taranaki. All five regions were above the national average of 29 percent coverage.

"These areas are the best prepared when it comes to looking after their healthcare," Mr Styles said.

Total claims paid amounted to $1.076 billion for the year ending June 30, 2016 - up 6.2 percent on the previous 12 months. Claims paid for the June quarters were $290 million, up 10 percent on June 2015.

This article was originally sourced from Voxy. 

National’s decision to ignore the concerns of charities will see the voluntary sector face hundreds of thousands of dollars in new costs if the Policing (Cost Recovery) Amendment Bill passes, says Labour's Community and Voluntary Sector spokesperson Poto Williams.

“National’s proposal to start charging charities and voluntary organisations for police background checks on staff and volunteers is overwhelmingly unpopular with the sector. The Bill will have its second reading this week.

“This is a part of our society already under significant cost pressures and National has ignored them again.

“That means groups like the Cancer Society will be paying for every police check they require unless they get an exemption from the Police Commissioner.

“Charities and volunteer groups shouldn't be the ones paying the price for National's cuts to the police budget.

"Registered not-for-profits charities should be able to keep this money and use it to do good in their communities. My amendment, which will be voted on in the committee stage of the Bill, would exempt them and this has the support of the Maori Party.

“All it needs to pass is the support of Peter Dunne. I urge him to support this sensible change,” says Poto Williams.

This media release was originally sourced from Scoop Media. 

From 1 April 2014 if you agreed to a lower salary in exchange for private use of a company motor vehicle, the amount of your salary reduction is treated as part of your income for WfFTC and student loans.

If the use of the vehicle just comes with the job then do not include the value. For example, you can use the work vehicle for private and work-related use without it affecting your salary or wage.

Example

When Erin started work, her employer offered her a:

• $50,000 salary and the private use of the work car, or
  
• $58,000 salary without private use of the work car.
  

Erin decided to use the employer-provided car instead of the $8,000 in additional salary.

Erin must include the $8,000 as income for WfFTC and student loans.

This article was originally sourced from Inland Revenue New Zealand.