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CMSolutions: Your trusted partner, providing the safety net in the tough times and peace of mind at all times.
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March Newsletter 2023
Welcome to all our members to our March 2023 newsletter.
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There is a lot to look forward to for our members this year and we have been busy planning a full schedule of new member benefits for our members.
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Proudly Community Management Solutions celebrate our 50th anniversary this year of being in business and providing these services to our members since 1973 so please help us celebrate this year and we will have some remarkable offers throughout the year to thank our members for their loyalty and support.
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We continue to provide our free webinars and have a full schedule this year which will include regular IR and HR updates from our Senior Consultant Craig Pollard, I will be delivering two webinars one in March on How to correctly conduct Performance and Appraisals and a special three hour or so workshop webinar on Learning and Development.
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We have many other webinars planned this year including five-star customer service, strategic planning, workforce planning, bullying and harassment and many others all dependent on feedback received by our members so please keep sending me your suggestions of what you would like to see.
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This newsletter contains some new articles and some old favourites, including an article on swimming safety for children by our OHS consultant, Part 3 on the Importance of Learning and Development, a new article on our all-inclusive HR service, articles on finance and all our usual articles with a back-to-school theme.
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We have begun engaging in a few impressive business partnerships which I will be providing much more details on shortly, in this edition we have a new relationship with Fox Turner Partners, and I have an article with their director Richard Turner who is offering discounted rates on his services for our members.
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We also have some more services for our members through our business partnership with Nuvo Creative which included free website hosting and tech support for returning past members and a free grant finder service for all members and we are launching our new on line learning portal to provide free mandatory training in the area of Workplace Health and Safety for our members.
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As part of our continuous improvement strategy, each time that you contact us we will be asking our members to complete a very brief three question survey for us, and greatly appreciate our members participating in this with us so we can continue to improve our services to you.
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Also, in the newsletter I discuss our new whole of HR support service where we can provide our members with a complete HR solution to their need regardless of their capacity.
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Upcoming Events:
- 15th March - IR and HR updates Webinar
- 22th March - Performance and Appraisals Webinar
- 12th April - Learning and Development Webinar
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Community Management Solutions now offer a HR Full Service
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We are now offering a Full all-encompassing HR service to our members and we have some current members who utilize this service and the feedback that we have received is that this whole of HR support has been invaluable to their organisations.
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For our members for a discounted fee, we put your mind at ease by taking care of all your HR needs to allow you to focus on what you do best and your service delivery model without having to worry about any people challenges or issues.
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We ensure that you are fully compliant with all your legislative responsibilities and that you comply with HR best practice in all facets of your operations.
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We will ensure that your staff are culturally aligned with your mission and values, that they understand their role and responsibilities and that they comply with your code of conduct and are performing at their peak allowing you to focus on matters that are your expertise.
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As a full HR Service you are allocated with your own HR Consultant so that you receive constant service just like having your own HR employee without having to pay the full employees wage.
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This saves on costs, training, coverage for sick or annual leave and recruitment costs and the time that it takes for an employee to come up to speed and also retention and replacement costs. You also do not have any issues with cultural fit.
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One advantage is that not only do you have a designated consultant but if that consultant is not available then there is a whole team of other HR specialists here at Community Management Solutions to assist you with all of your inquiries so you will never not have someone available to deal with any issues including urgent and complex cases. Therefore ample support is always available.
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As our team are highly skilled and experienced we have the expertise to be a one stop shop to cover all your HR needs including but not limited to Industrial Relations advice and support, recruitment, performance management, health and safety, rehabilitation, learning and development, workplace investigations, wellness and retention programs, mediation and counselling, terminations and redundancies, audits and reports, checklists, policies, procedures and templates, calculations of wages and leave provisions and overall support on all HR issues.
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The cost is very reasonable and we can provide an individual quote for you after you provide your current staffing levels, turnover rate, any current claims you are managing and any ongoing projects.
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The cost can be paid on a monthly basis and there does not necessarily have to be a long term commitment therefore it can be utilized as a permanent solution or utilized periodically depending on your wants and needs at any particular time.
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This service is designed for all our members, some will have no dedicated HR person and if that is the case we can provide all your HR needs.
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Some will have their own HR team but who may have the need for additional support from time to time or be considering a new hire or a replacement hire to their current team. In this case this is a much more effective option with a whole team to support you when required.
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If you would like some more information then please send me a message or give me a call.
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Celebrating Commitment & Dedication
I was recently invited to attend the Gowrie Early Childhood conference, to celebrate the announcement by the Gowrie CEO Louise Jackson of some new Gowrie Scholarships including the “Elaine Saylor- Headstart First Nations Outstanding Educator Scholarship"
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Elaine was the treasurer at Headstart Kindergarten in Townsville for over 30 years. Due to my long association and support work with the Headstart Kindergarten and work with Elaine & staff, I was humbled to join staff and committee and family Of Elaine & other representatives from the centre & Louise Jackson (Gowrie) on the stage for the above announcement and photo.
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I take this opportunity to thank all the voluntary committee members for their valuable contribution to their associations.
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2023 Membership
It's that time of year again! Please get in contact if you have to make any changes to your Membership or would like more information. When paying through the bank please quote your invoice number.
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You can download our 2023 Membership Renewal form HERE
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Community Management Solutions has entered into a business relationship with Fox Turner Partners to provide additional services to our members.
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We Initially engaged Richard in September 2022 to support the services team to define a client growth strategy and methodology that would support CM Solutions with their growth Aspirations.
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In the time we have been working together with Richard we have been able to retain and grow more revenues with existing clients and by becoming more strategic with our clients we have been able to unearth short, medium, and long-term competitive incumbency.
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We have also and been able to find and acquire more customers through leveraging our current relationships with our existing customers and partners by increasing the amount of referrals to other likeminded organisations which has resulted in an increase on our top line revenues.
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We have found our engagement with Richard to be collaborative, supporting, engaging, & thought provoking that has inspired our people to become even more customer centric and thus delivered the desired outcomes.
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Fox Turner Partners is now offering this service to our members at discounted rates.
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Advertisement - Industry Partner
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NGS Super delivering value for members
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The results are in. NGS Super has been judged Money magazine’s 2023 Best Value Balanced Super Product.
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As a leading fund for the education and community sectors, NGS understands that everyone is different and has different needs and financial goals. That’s why the things that matter to you when it comes to your super – low fees, quality products, strong performance and personal service – matter to NGS too.
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The Money magazine award, which was independently judged by Rainmaker Research, recognises that NGS offers the high-quality low-cost products our members are looking for. Compared to others in the market NGS offers low-cost options, including index investment options for only $150 a year.
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NGS Super is committed to delivering a better future for members. The Fund’s strategy to have a carbon-neutral portfolio by 2030 shows a dedication to delivering sustainable products, with competitive returns that also have a positive impact on the world.
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Join a value for money fund that will take care of you today and tomorrow.
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Our Helpline is available Monday to Friday, 8am–8pm (AEST) on 1300 133 177.
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PAID DOMESTIC AND FAMILY VIOLENCE LEAVE
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The Federal Government has introduced a new entitlement to paid "Domestic & Family Violence Leave" for all employees covered by the Fair Work Act 2009. This new entitlement will be available to employees on the following dates;
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for employees of ‘non-small businesses’ (employers with 15 or more employees)
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for employees of 'small businesses’ (employers with fewer than 15 employees)
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These entitlements are available to ALL classes of employees - full time, part-time, and casual.
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The leave is not accrued, or accumulated from year to year, but instead is similar to "compassionate leave" in that the entire amount is available immediately from the dates specified above if they meet the qualification criteria. However, no employee is entitled to take more than 10 days per annum in paid Domestic and Family Violence Leave in any year.
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This entitlement to 10 days per annum then renews on the above dates (for existing employees) or on the anniversary dates of employment for those staff employed after the commencement of the entitlement.
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The Fair Work Ombudsman has advised that the leave may be taken in the following circumstances;
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Taking family and domestic violence leave
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Employees (including part-time and casual employees) can take this paid leave if they need to do something to deal with the impact of family and domestic violence.
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This could include, for example, the employee:
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- making arrangements for their safety, or the safety of a close relative (including
- attending court hearings
- accessing police services
- attending counselling
- attending appointments with medical, financial, or legal professionals
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Meaning of family and domestic violence
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Under the new provisions, family and domestic violence means violent, threatening or other abusive behaviour by an employee 's close relative, a current or former inmate, partner, or a member of their household that both:
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- seeks to coerce or control the employee
- causes them harm or fear
- an employees:
- spouse or former spouse
- de facto partner or former de facto partner
- child
- parent
- grandparent
- grandchild
- sibling
- a child, parent, grandparent, grandchild, or sibling of on employee 's current or former spouse or de facto partner, or
- a person related to the employee according to Aboriginal or Tones Strait islander kinship rules.
There are also rules that state that an employer MUST NOT STATE on an employee's payslip that they were paid for "Family & Domestic Violence Leave". It is acceptable to record such leave as "Paid Leave" on payslips. Please remember however that you are obliged to keep a record in your payroll system of the nature of leave taken, the length of the leave taken, and the remaining balance of leave available.
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When granting leave an employer can request evidence of the need for family and domestic violence leave, and the evidence must convince a reasonable person that the leave was taken for that purpose. Documents, such as police and court documents or a statutory declaration, are examples of what an employer may accept. An employer can request evidence for as little as one day of leave.
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Employers must take reasonable steps to maintain the confidentiality of information about an employee's situation when it is provided for the purpose of family and domestic violence leave. The employer may only disclose the information if required by law or necessary to protect the life, health, or safety of the employee or another person. Employers should be aware that such information is sensitive and mishandling it could have adverse consequences for the employee. Employers should work with the employee to agree on how the information will be managed.
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Finally, payment for the leave is calculated at what the employee would have received if they had worked the shift. This means that all shift penalties, weekend penalty rates, allowances, regular overtime, and other such payments must be included when paying an employee during such leave. This is not like Personal/Carer's Leave which is paid at the base rate of pay. Ensure that you adjust your payroll system to account for this difference.
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As stated above, casual employees are also entitled to paid leave in these circumstances, but they are only entitled to be paid for a rostered shift they have missed due to the need to take the leave. They cannot request to be paid "10 days’ pay" if they were only rostered to work 2 shifts in a fortnight.
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Your Opinion Matters
Take our Annual 3 minute survey
and be in with a chance to win a
$100 voucher of your choice!
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CMSolutions' Bookkeeping & Payroll Service
Recently we have had an increasing number of members asking us to help with aspects of financial management.
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Our tailor-made solutions take the pressure off Treasurers (making it easier to recruit and keep one) and allows committees to breathe easy, knowing all the right processes are being followed.
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Whether you need timesheets and pays processed, full bookkeeping and accounting services, or BAS and committee reports, we can deliver a cost-effective and personalised service!
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Call our Finance Team today on 07 3852 5177 to get a quote
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Staff Member Profile
Pete the Penguin
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Pete comes to us with a wide range of experience and formal education. In the last two years Pete could be best described and an all-rounder familiar with most parts of the business.
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Pete is very punctual and has recently signed a new ten-year contract with us. A contract of such length is unusual, but Pete insisted as he loves working here and we are extremely grateful as we have found him invaluable.
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Pete always has a friendly disposition but can become a little cranky when hungry so he has quickly become familiar with the local eating outlets which he visits frequently. Pete is always available for a chat with our members he has expertise in majority our services but tends to specialise in water safety.
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Welcome to part 3 of our Learning and Development Series, the feedback that we have received from members has been highly productive with some great questions asked and I look forward to answering all those questions for all our members in my next Webinar.
In this third section I would like to focus on how to put together or give some thought to your current Learning and Development Plan.
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Learning and Development is a key cornerstone of striving to become and employee of choice.
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A proper well thought out responsible learning and development plan is imperative for talent attraction and retention; it fuels the career of your people and also has the dual impact of enabling your organisation to reach desired outcomes.
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It should form a vital component of your mission and values statement, be present in your strategic plan and have the resources to be properly implemented into all facets of your operations and service delivery model.
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The work landscape is changing, it is becoming more complex, and it is premium to have people who are reskilled, cross skilled and upskilled to meet the demands of your business and as part of your succession planning within your workforce planning model.
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Firstly, we must concentrate and support both employer and employee buy in to such a plan, it must have a clear direction and an effective communication strategy.
A learning plan should have some basic common denominators which can include but certainly not limited to:
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• Assist in the development of employee and organisational culture aligned to meet mission and values
• Create a valued based proposition
• Designed to motivate and engage our people
• Increase the capability and understanding of current employees
• Use as an attraction marketing tool for new potential employees
• To fix productivity and alignment gaps.
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The plan should be based on what you can resource, what will have the most impact for your people, how you can measure return on investment and how you will put the plan into an implementation phase.
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A plan is imperative to keep current employees motivated to stay within the business as you are meeting their career aspirations and showing that you are genuinely interested and invested in their professional and personal growth.
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If your plan is to have an affluent growth for your organisation then you need to concentrate on providing your people with the tools to both enhance their current skills and to develop new ones.
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It is the employer’s responsibility to listen very carefully to the needs and requests of their employees and then to determine how this training would align with current business outcomes.
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At the very basic core lets look at an employee’s role:
• Determine the exact requirement of the role and what is needed for a person to achieve success in that role, the skills must be defined and clear,
• Source what is required for a person to learn to become exemplary in this role.
• Ensure that the training that you implement supports what your organisation is trying to achieve at this particular time
• Provide clear communication with your people as what learning and development opportunities are available and a specific timeline.
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Mandatory Training is a must for all your people to cover off on all the absolute basics that are required for your people to be effective, safe and understand the behavioral requirements of your organisation. I too often find that some employees are not providing adequate investment in employee induction and annual mandatory training, and this can come back and have a devastating impact on your people and culture if not addressed and correctly implemented.
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I will discuss in detail in our webinar about the importance of mandatory training and the legal implications and risks that are associated with not having a proficient model and plan in place.
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Your overall learning and development strategy is linked directly to your current and perhaps most importantly future needs, so it is different for anyone.
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It is important to conduct a training needs analysis of your people to ensure that your training is in alignment with your business objectives.
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Training may encompass but certainly not limited to:
• Mandatory Training
• Training to comply with legislative requirements
• Training to achieve specific qualifications
• Training on new changes to legislation, policies and procedures
• Code of Conduct
• On the job training – buddy system
• Training to deliver knowledge
• Electronic, Face to Face, Mentoring and Coaching
• Health and Safety
• Performance and Time Management
• To meet skill shortages and skill gaps
• Training of business development
• Leadership and Management Training
• Succession Planning
• Strategic Thinking
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Here at Community Management Solutions we can meet all your training needs and I will discuss in much more detail at our upcoming webinar how you can develop your own training plan and how to ensure that Learning and Development is a key deliverable for your organisation.
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We will be holding a webinar discussing Learning and development further on the 12th of April at 1pm. To express interest please click here.
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Kevin Prendergast
Chief Executive Officer
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Manual Handling
The 5 P's or 5 Manual Handling Principles to avoid injury that we refer to are summarised as follows;
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- Plan Plan your lift adequately.
- Position Centre the body & feet correctly.
- Pick Lift item using good posture.
- Proceed Move toward desired location.
- Place Set object down safely.
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Grants
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You can find all information we have on current grant opportunities that may be relevant to your organisation on our website. Including New Business Assistance with the New Enterprise Incentive Scheme (NEIS) and Youth Jobs PaTH.
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Just follow the link to go to our website
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Early Childhood swimming
Recently there has been news in the media about child drownings in Queensland. The Queensland Government has been challenged to make swimming lessons for children more accessible and more affordable.
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Royal Life Saving Society – Australia CEO, Justin Scarr, said he was deeply saddened by the tragic increase in drowning.
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“Increased drowning deaths in school aged children is tragic and may be a sign of generational impacts of lessons missed due to COVID‐19” Mr Scarr said.
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However even apart from the impacts of Covid 19, according to the Queensland Family and Child Commission reports on childhood deaths, on average nine children under the age of five drown in Queensland each year.
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Some schools both in the private and state school sector in Queensland have regular access to a swimming pool, and these schools, provide swim lessons as a part of the school curriculum.
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However, a recent long-term study on the positive effects of learning to swim at an early age has shown that there are additional benefits to early childhood swimming lessons than just prevention from drowning.
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A long-term study by Griffith University researchers found that children who learn to swim early have more advanced developmental Milestones.
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This means that children in swim classes are far more adept at activities like drawing, using pencils and building with blocks. They also tend to have better balance and coordination than their peers who are not actively learning to swim. The earlier you start your baby in swim classes, the more pronounced this jump in child development may be.
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Researchers at Griffith University also found that swim lessons, actually teach a whole lot more than bubble blowing and back floats. In fact, their study showed that kids who took swim lessons before the age of five, were 6 to 20 months ahead of their peers…in a ton of different areas.
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The study looked at 7,000 kids who took swimming lessons in the USA, Australia, and New Zealand. Turns out, those swim class kids had a substantial competitive edge across all developmental areas:
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- Intellectually, they were 6 months ahead of their peers in counting and mathematics reasoning.
- Physically, they were 7 months ahead in motor development.
- Socially, they were 15 months ahead in socio and emotional development.
Children who swim demonstrate more advanced cognitive and physical abilities than other children, according to the ground-breaking research led by Griffith University.
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The findings of a four-year project by the Griffith Institute for Educational Research, Laurie Lawrence’s Kids Alive Swim Program and Swim Australia have surpassed expectations and indicate that swimming children have many advantages when starting school.
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“While we expected the children to show better physical development and perhaps be more confident through swimming, the results in literacy and numeracy really shocked us,” lead researcher Professor Robyn Jorgensen said.
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“The children were anywhere from six to 15 months ahead of the normal population when it came to cognitive skills, problem solving in mathematics, counting, language and following instructions.”
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Therefore, the research indicates that providing swimming lessons for your young child will not only reduce the likelihood of drowning, but also help in the development of cognitive and emotional skills.
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Teaching your child to swim at an early age is a step in the right direction towards preventing your child from drowning. However even competent adult swimmers can still drown.
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If your child is old enough to attend school and the school that they are attending has swimming lessons as a part of the school curriculum, then your child will have the opportunity to become a reasonably competent swimmer.
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If your child is not yet old enough to attend school and you want to arrange swimming lessons for your young child, local public swimming pools usually have a young child swimming lesson program available with appropriately qualified swimming instructors.
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- Never take your eyes off children in, on or around water. Supervision means constant visual contact, not the occasional glance. You should actively supervise children, even if they can swim. Avoid all distractions, including using a phone or answering the door.
- Even at a supervised public pool, never take your eyes off children. Toddlers, in particular, have a natural attraction to water, and their sense of danger is under-developed. A lack of direct supervision by a parent or carer is believed to be a contributing factor in more than two-thirds of drowning deaths at public pools.
- Follow the lifeguards’ directions and pool rules. Lifeguards are not babysitters – you are responsible for supervising your child.
- Be aware of your child but also be aware of others around them if it is crowded.
- Do not go out of your depth when in the water with your child unless you are a strong swimmer.
- Never leave a child alone around water. Always actively supervise children in, around and on water.
- Follow public pool rules and set rules for your pool at home – ensure the rules are enforced and followed by your children.
If you are fortunate to have your own backyard pool, you will need to ensure that your pool has all the required safety standards. Install and maintain adequate fencing that complies with the appropriate standards. At your own backyard pool, after your family have left the pool, never leave flotation devices in the pool. Safety barriers are no substitute for adult supervision.
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- Ensure that fencing complies with the appropriate standards for your state or territory.
- Gates should open outward away from the pool and be self-closing and self-locking. Never prop open a pool gate – it is illegal to do this.
- Remove objects like chairs and pot-plants that can be used to climb over the fence.
- If you leave the pool or water area, even for a moment, take your child with you.
- Empty wading (paddling) pools when they are not in use.
- Store pool chemicals out of view and out of reach of children. Always use chemicals appropriately and follow the directions for use on the label.
- Deflate inflatable pool toys when not in use and check them for leaks before use. Never leave pool toys in the pool when they are not in use.
- any floatation devices
- pool noodles
- rings
- kickboards
- and inflatable toys such as rafts.
Pool toys are OK to use, but children still need to be actively supervised in the water, even if the child is being supported by a floatation device to keep them afloat in water.
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Always ensure toys comply with Australian standards, and that the toy is suitable for your child's age and weight.
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All pool toys should be put away (and deflated if appropriate) after use so that they don’t attract attention or tempt children into the pool area.
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Nothing can replace adequate adult supervision when your child is swimming, just playing near water, or just playing in the back yard or the local park.
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Our children are our only hope for the future, but we as their parents, are their only hope for their present and their future. (Zig Ziglar: Relationship quotes).
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CHILD DEATH REGISTER KEY FINDINGS 2020–21
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Child drowning facts and figures. Early Years Swimming, Adding Capital to Young Australians
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Royal Life Saving National Drowning Report 2022
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Zig Ziglar: Relationship quotes
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For more information, please follow the link below.
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Beh Sc., Grad Dip OH&S, MHumServ.
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TIPS TO GET READY FOR YOUR AUDIT!
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Find out here what our Financial Team recommends to help ensure your audit goes quickly and smoothly.
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PERFORMANCE APPRAISAL WEBINAR
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A performance appraisal is typically referred to by definition as a “periodic and systematic process whereby the job performance of an employee is documented and evaluated”.
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We will be hosting a Webinar on Performance appraisal on 22nd of March at 1pm.
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To express your interest in this Webinar, please apply HERE.
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Kevin Prendergast
Chief Executive Officer
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WEBINARS
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You can find all past webinars we have hosted on our Website, in the Member Resources including Recruitment, Workplace Health and Safety, Investigations and Wellness.
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Handover Checklist for Outgoing Executive
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As AGM's (Annual General Meetings) are fast approaching, outgoing committees should ensure that all their hard work is not lost. You can do this by making sure the handover process is performed correctly. Use our HANDOVER CHECKLIST to ensure all relevant information has been provided to the new executive committee.
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It is also recommended that the prospective committee member shadow the outgoing committee, attend committee meetings and work together on all tasks remaining for their term.
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If you need assistance with your handover contact the CMSolutions team.
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MOVIE REVIEW: A man named OTTO
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Tom Hanks delivers a super performance in this drama based on life’s successes and tragedies in a very moving piece which is suitable for a variety of audiences. Well paced and written which moves sometimes from comedy to drama and ultimately packs a large emotional punch so please be prepared for that.
4 stars
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Advertisement - Industry Partner
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Industrial Relations Expert Craig Pollard will be conducting a regular, short webinar every six weeks on any current changes or decisions that have been made within Industrial Relations that may impact our members.
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Craig will speak on a number of topics which have become known on a regular basis and also if there is something urgent then additional webinars will be introduced as the need arises.
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Craig has extensive experience, knowledge, skills and expertise in this space so please take advantage of this initiative. You can also utilize this time to meet fellow members online as a networking tool and to express ideas or discuss challenges. If there is anything specific that you would like Craig to discuss, or any particular questions, please send Craig a message.
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The Next webinar will be on CURRENT HR/IR AREAS OF CONCERN and will be held on Wednesday 22nd of March at 1pm.
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To express your interest in this Webinar, please apply HERE.
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Update your committee details
to ensure you don't miss our correspondence
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EAPS AND SUPPORT RESOURCE
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CMSolutions are advocates for Mental Health and have partnered with Acacia EAP to ensure our members can access a service to support their staff.
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| For more information, call 1300 364 273 and mention you are a CMSolutions Member. |
| Other Resources Available: |
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Staff at CMSolutions
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