grow and maintain strategic alliances and support Regions in the planning and execution of their program.

At a regional level, Institutional Coordinators (IC) would be appointed to replace Member-ship Coordinators. These ap-pointments would be critical and would work primarily with the Institution’s Corporate mem-bers, its Executive, and mem-bers. The IC would concentrate on the relationship between ATEM and the Institution, serv-ing to maximise the benefits to the individual member and the institution, working together to improve professional education and training.

It is time for change. Invest-ment in the proposals and our future, and consolidating our resources under one Association, would provide unprecedented capacity for ATEM to move forward strategically, securing our relevance in the sector and our position as a leading profes-sional body in tertiary education.

One for all, and All for One

Chris Pepper (more pg. 7)

In the last edition of ATEM Matters we published a précis of Maree Conway’s historical ac-count of ATEM, An Inherent Uncertainty. Maree wrote, “ATEM is an association that has a latent potential to be much more, and to play a greater role in defining the role of its mem-bers in the future of tertiary education institutions into the 21st century…. It is time for the inherent uncertainty that has characterised much of ATEM’s development to be replaced by the strength of the whole that has been lying dormant for much of its 30 years.”

ATEM 2010, a delegate arm of the ATEM Council, has been working on a proposal to do just that. The proposed changes look to substantially strengthen our position in the sector as a professional organisation. ATEM’s core business is clearly and undeniably focussed upon the professional development, education and career develop-ment of its members. To this end, ATEM would invest in the research and development of a quality Association PD program, aligned with a set of agreed core capabilities, and marketed,

branded and consistently deliv-ered to all members and their institutions in such a way that it substantially increases the bene-fits for all.

To facilitate this, members would unite under the one Asso-ciation ensconced in designated Regions as opposed to a federa-tion of Branches. The Regions would be managed by a locally elected Professional Develop-ment Committee focussed en-tirely upon the provision of professional education and train-ing, tailored to regional needs, and funded on a three year roll-ing budget approved by Council.

The Association would appoint a full-time Professional Develop-ment Coordinator to manage and develop the PD Program,

“One for All... and All for One”

A S S O C I A T I O N F O R T E R T I A R Y E D U C A T I O N M A N A G E M E N T

Edition 31 June 2007

ATEM MATTERS Special points of in-terest:

• One for all… and all for one

• TEM 2007 Look to the Future

• Promoting Excellence in HE Management: 2007 AUA Confer-ence, Nottingham

• More money for Grants!

• Ægidius Yarn!

Inside this issue:

The President 2

2007 TEM Conference “Look to the Future”

2

2007 AUA Conference: Promoting Excellence in HE Management

4

Yes, Minister! 10

What’s Happening in

ER? 12

Meanwhile Back @ the Branch

16

Awards and Grants 18

Welcome New Recruits 19

The Secretariat 20

Membership Upgrades… Congratulations!

24

The Ægidius Yarn 25

A new age beckons for ATEM members as proposed changes look set to secure the Association’s relevance in the sector and position it as a leading professional body in tertiary education.

One for all, and all for one (un pour tous, tous pour un) is a motto traditionally associated with the King's Musketeers in the novel “The Three Musketeers” written by Alexandre Dumas, père. In the novel, it was the trio of French musketeers named Athos, Porthos and Aramis who stayed loyal to each other through thick and thin (Wikipedia, 2007). The motto has passed into popular usage as a state-ment of solidarity among comrades and represents a most fitting adage to the proposed development of the Association for Tertiary Education Management.

As ATEM Looks to the Future, members will have the opportunity at this years Annual General Meeting to support the type of Association they want to create and be part of going forward.

“There is much hope in

ATEM’s future and it is

an association poised to

become greater than the

sum of its parts” (Maree

Conway, 2007: An Inherent

Uncertainty)

Tom Gregg President

The President

shape and form to the reforms we wanted. I asked for recom-mendations from ATEM 2010 to the May 2007 Council meeting. The Council debated and ap-proved a series of key recommen-dations. The implementation of the Council decisions before September this year, will funda-mentally change the nature of ATEM into a single, focussed Association with the capacity to use the strong resource base of ATEM for the good of members, all under the budget and strate-gic direction of the Council. The new Regions of ATEM will have Professional Development as their major focus (not admini-stration and finance). The de-tails are in other parts of this newsletter and on the website where you can see the minutes of the meetings. I am excited to

have reached this new point in ATEM’s development, after so many years of debate, general agreement, and consideration.

With the support of current Branch Presidents and the Secre-tariat, it is my intention to visit the regions where there is to be the greatest changes, and meet with members and ATEM lead-ers in those new Regions, to talk through the implementation processes.

I again thank Chris Pepper from WA for producing this excellent newsletter each quarter. I wish all ATEM members well, and look forward to your strong sup-port as the Council reforms are implemented this year.

Tom Gregg President

It is good to be able to provide these few words for this next edition of ATEM Matters, our electronic newsletter, and to just touch on two of the many new developments ahead.

AVCC has given way to the new Universities Australia, and the good news is that ATEM will continue to have the same rela-tionship as has been developing, and those excellent courses will continue to be offered to ATEM members.

You will all recall that for many years we have been working to-wards some reform of ATEM so that the Association can better work for the members. You will also all recall that I took the step of forming a specific working group who would give some

Page 2

ATEM MATTERS

Look to the future,

but get involved

today and attend

the conference.

2007 Tertiary Education Management Conference Canberra, Australia

tion. Although the majority of presenters are from institutions in Australia, there will be a won-derful opportunity to listen to colleagues from New Zealand, Botswana and the UK, and a report on the International Con-vention on Thinking which was held in Sweden earlier this year.

Keynote presentations will sup-port the workshop sessions, with speakers; Dr Allan Hawke: Chan-cellor Australian National Uni-versity, Dr Colin Adrian: CEO Canberra Institute of Technol-ogy, Dr Keith Suter: social com-mentator, Mr Michael Milton: Winter Paralympics Champion and Mr Max Kerr from the New Zealand Tertiary Education Commission.

To facilitate the networking proc-ess that is such an integral part of any national conference, dele-gates attending will have ample

opportunity to meet and mingle during proceedings and at a variety of social events.

The Welcome Reception will take place in the grandeur of Kings Hall at Old Parliament House.

You can chat quietly with friends as you enjoy good food, accompa-nied by the sounds of a string quartet. You might even be able to discover your future right here...

Tuesday afternoon, take the time to enjoy our nation’s capital on one of six guided tours. You can choose to experience the wonder of Floriade, venture into ‘space’ at Mt. Stromlo, discover the essence of Canberra, sample the produce of the areas cool climate wineries or tour state of the art education facilities around Can-berra.

Look to the Future

Planning for national Tertiary Education Management Confer-ence is well underway and we are now finalising all the details of the conference program and social events.

The theme “Look to the Future” has provided speakers with a broad pallet from which to de-velop their presentations, and delegates will be challenged to discover and discuss the chang-ing face of tertiary education on a global scale.

Over sixty sessions are scheduled, to encompass workshops and presentations, to investigate such diverse subjects such as techno-logical advances and flexible learning, policy issues, general safety, leadership, facilities man-agement, economics, ergonom-ics, environment and globalisa-

23 – 26 September 2007,

Hyatt Hotel, Canberra

“I am excited to have reached this new point in ATEM’s

development, after so many years of debate, general agreement, and consideration.”

Throughout the conference ATEM members can catch up at a variety of special member func-tions including our annual break-

fast and the 8th annual ‘Ghosts Lunch’, which this year takes place at the historic Lanyon Homestead. And TEFMA will be also having a member’s break-fast as well as their annual Awards Dinner, which this year will be held at the Australian War Memorial. Attendees to the TEFMA dinner will have an

opportunity to participate in a tour of the venue before pre dinner drinks.

And the Official Conference Dinner will be a ‘Blast from the Past’ with a 70’s night! After days of looking to the future, it will be time to revel in memories from this colourful era of disco dancing and Credence Clearwa-ter Revival. Get down, get funky, dust off those flares, dig out the platform shoes – or begin

2007 Tertiary Education Management Conference (cont.) Canberra, Australia

Page 3

June 2007

your search of the op shops for the perfect outfit. Dressing in keeping with the era is encouraged, but definitely not essential.

Early registration is encouraged, because attendance is limited to a maximum 500 delegates, and accommodation will be at a pre-mium due to Floriade. For fur-ther information or to register to attend, full details are available on the conference website: www.temc.org.au.

The Floriade, Canberra

A big thank you to all those that made the time to put pen to paper and provide us with details of their feedback and personal accounts for TEM 2006 (see the November edition of ATEM Matters). This has not only pro-vided for an interesting read, but also helps to document a history of the event from as many per-spectives as possible. Being a historian by trade, I share Maree Conway’s passion for making sure ATEM is recorded in the history books! Further, this also helps committees of the future build on these experiences rather than ‘reinventing the wheel’.

As a “conference virgin” I had the extra honour of being invited onto the organising committee for the conference – an experi-ence I would highly recommend to anyone and everyone reading this now. Why? Well, lets first get the down-sides out of the way. Yes, this did take up a bit of my time (less than you think as Leishmans does all the running around) resulting in extra pres-sures juggling my other work, committee, study and social com-mitments. Yes, this is voluntary so doesn’t help towards those monetary savings dreams. (wedding, house, overseas trip –

where are you ??!!??)

However, there is a more positive WIFM side to this equation. First and foremost was the chance to network. This in-cluded enhancing connections with my NSW branch ATEM colleagues and makes connec-tions with TEFMA colleagues I would normally only hear about. Secondly, my all important “skill set” was enhanced including, but not limited to –

Budgeting– assisting set and monitor conference budgets

Committee Experience— extra experience being in and actively contributing when in meetings, discussion and input into the conference logo, website, venue, satchels etc.

Sponsorship assisting in finding and then liaising with sponsors

Professional Development Con-tent— input into the content of the conference - being able to read all the wonderful abstracts hot off the press was a definite highlight!

Presentation Development and Public Speaking Skills— on the day having the experience and

Notes from a Conference Virgin By Jennifer Till, NSW Branch Committee

honour of introducing a guest speaker (who will ever forget the obvious passion of John Anderson – Contiki Founder) , chairing sessions and presenting a paper of my own with a colleague.

I am proud to be a 29 year old Higher Education Administrator. This IS a career and what we do DOES make a difference to the survival and success of higher education across the world. I am passionate about promoting this value that we add to our organisa-tions and society to all those that may doubt us. Our committees, professional development session and the ATEM secretariat help us do this all year around. Our ‘jewel in the crown’ , the TEM confer-ence, makes people really sit up and take notice. Hopefully by myself putting pen to paper, or fingers to keyboard, I have also put the thought into the head of some of you to become involved in the organising committee as an experience you will always remem-ber, a potential career develop-ment opportunity – as well as a lot of FUN!

Comments? Questions? Contact Me: j.till@unsw.edu.au

“I am proud to be a

29 year old Higher

Education

Administrator. This

IS a career and what

we do DOES make

a difference to the

survival and success

of higher education

across the world.”

The conference was held at the University of Nottingham, a large and beautiful campus, two hours by train from London. Some of the sessions and the large social activities, including morning and afternoon tea and lunch, were held in the newish and well-fitted out conference centre. However, many of the sessions were held in other buildings on the campus all of which were quite some distance from the conference centre. As it was pretty cold on one day, there was little incentive to return to the conference centre if all your sessions were in other parts of the campus. On one day I had an extremely nice and cheap lunch in the student cafe as a result. The food in both the halls and the conference centre was quite palatable, and there was lots of delightful walking to be had around the campus and its surrounds. My only complaint about the venue was the quality of the accommodation which could only be described as appalling - a chair with torn covers, stained carpets, small lumpy bed, a shower the size of an envelope and a towel the size of a stamp, and worst of all, absolutely no sound proofing of any description. I had to move to another room on the first night as the student in the room next to me incessantly played elevator music which drove me to distraction. And to add insult to injury, I had to pay an exorbitant rate (when translated into $AUS for an extra night)

The conference opened on Sunday evening with drinks and a dinner - only some of the delegates attended as the conference proper started at midday on the Monday. I attended the International delegates session on the Monday morning, which had a number of delegates from Australia (about 5 in the session but 8 that I could find), one from Canada, one from NZ, a few from Jamaica and a large number from Nigeria and Ghana. This session provided an excellent background to the UK higher education system, including an historical perspective and some of the current issues. It was interesting to see how much our challenges were the same. It was also striking how different we are, in particular the UK system is still very focused on full-time students straight out of school - they still talk about part-time students as something new! Also, many of the institutions are much smaller than Australian universities (6-10,000 students). However, the African institutions are enormous, one with 70,000 students aiming for 100,000. My impression was that the UK government is much less intrusive than the Australian, an example being that institutions are able to enrol 5% above or below agreed quota.

Part of the process when registering for the conference was to nominate every session I wanted to attend. This meant the organisers know how many people were going to attend each session and could ensure they were in the right sized rooms. This is something the TEM conference might consider in the future as it is frequently a problem that sessions are not in adequately sized rooms. The first keynote was the only session where all delegates came together. The presenter from the University of Kent was Professor Frank Furedi and was titled "Where have all the intellectuals gone?" He challenged the view that we are in an anti-intellectual age, pointing out the increase in graduate numbers and the length of study undertaken by the average citizen. However, he does agree that there is anti-intellectualism both inside and outside the univer-sity, with commodification of education being a major contributor. He considered that instrumentalism has become the essential "plot" in higher education. He suggested the public library as an example of how things have change, being used more than ever but having less books being borrowed. It has rather become a place of social interaction - more like a community drop-in centre than the traditional library. He sug-gested universities might be heading in the same way, although he did not explicate how this might mani-fest itself in the future.

Session 1 - Implementing an ethical business framework in a university setting.

Presenters: Liz Winders and Prof Ann Macaskill, Sheffield Hallam University

These presenters proposed that ethics in universities has largely focused around research, but in recent times there has been a move to develop a code of ethics for university business to operate under. Studies done point to "ethical" businesses performing better than others, suggesting that better corporate govern-ance results in better outcomes. The benefits of having a code of ethics is that a set of behavioural codes is explicated, providing guidance for staff and students and identifying areas of risk. The presenters suggested it was important, when developing a code, to also develop a set of processes for what to do when someone acts outside the code. The most interesting thing suggested by these presenters was to remove the word "normally" from policy - that this tends to obfuscate, giving people an out which only muddies the water. Maybe a better approach would be to have a statement about what circumstances might result in a policy not being invoked and then as suggested, one could remove that "normal" catchall.

Promoting Excellence in HE Management

“It was interesting

to see how much

our challenges were

the same.”

Page 4

ATEM MATTERS

AUA Conference: Nottingham, United Kingdom 1 –4 April 2007

Judy Szekeres SA Branch President

Session 2 - Is there a best way to structure the administration?

Presenters: Bernarde Hyde, Jack Kenward, Southern Universities Management Services

The presenters in this session posed the question, "is there a best way to structure administration"? They started by asking if structure mattered at all and suggested it did for reasons such as applying resources efficiently and improving communication. They proposed that structures in universities are rarely based on educational ideals. They posed two questions for the group to discuss - is there a best structure and is there a best way to determine structure? A set of 10 principles were put forward as a basis for approaching the second question. Those 10 principles ranged from developing a structure which supports the univer-sity's mission, to ensuring that administrative units have sufficient resources, to not designing structures around individuals. In answer to the first question posed, the presenters provided us with a number of common structures and discussion developed in groups around those structures. Finally, the presenters suggested that there IS a best structure for administration, proposing that faculty administration should mirror central administration, ensuring good lines of communication.

Keynote - Changing patterns of leadership in Higher Education

John Lauwreys

Lauwreys considered the need to raise the status of the profession of university management - clearly a common concern worldwide. He suggested starting with the use of language (prompting me to ask Maree Conway - just how long do we have to have this conversation?) He asked if the role of Registrar is in de-mise - it is certainly disappearing in Australian universities and clearly the same thing is happening in Britain. He pointed out the traditional Registrar role is now being taken by Pro Vice Chancellors or Chief Operating Officers. Lauwreys suggested that a mix of HE and non-HE people in these senior roles is nec-essary, the HE people bringing an understanding of the system and culture and the non-HE people bring-ing new ideas and ways of working. He questioned the shift from management by committee to authorita-tive management and suggested this would not be healthy for universities. Rather, he proposed "pruning" committees on a regular basis so they don't get out of hand.

Session 3 - A model for costing taught programs

Ian Neal, University of Sunderland and Lois Neal, University of Newcastle upon Tyne

This session was similar to a number I have attended at TEM conferences where people propose costing methodologies for teaching - in faculties and schools we all continue to struggle with this issue, not only in Australia. This presenter described the method he had used which was not unlike many I have see, although it was extremely detailed - much more so than some I have seen. However, it did not take into account service teaching which, in my view, made it extremely flawed and would create some perverse drivers for making students study outside the discipline area or cost centre. The presenter was not willing to provide the working model because, like all hopefuls who engage in these activities, he thinks the uni-versity may want to commercialise it. A number of the audience also questioned, given the detailed nature of the model, whether one wouldn't be creating a rod for the back of everyone involved who would have to account for all their time.

Keynote - Higher education and the market

Prof Roger Brown, Southampton Solent University

This presenter took the view shared by many such as Simon Marginson and Glyn Davis, that we are not operating in a real or "free" market. If we were, there would be greater freedoms of market entry, pricing and product. He suggested that if higher education were to become a truly free market we might find some things we don't want: under or over supply, monopoly powers, differences in abilities to access infor-mation, strategy completely based on prestige, and institutional failures. However, in the current semi-market there are also some undesirable outcomes: over supply and high costs and inefficiencies. He ques-tioned what mix of market/non-market would produce the best outcome and suggested a "managed mar-ket" where the state acts to keep both consumers and the academy in check. He made a few controversial suggestions such as: students should cover the cost of their tuition, allowing market entry to other provid-ers and getting rid of league tables which he described as "death to higher education".

Promoting Excellence in HE Management (continued)

“He made a few

controversial

suggestions such as:

students should cover

the cost of their

tuition, allowing

market entry to other

providers and getting

rid of league tables

which he described as

"death to higher

education".

Page 5

June 2007

Session 4 - Restructuring Department and Faculty administration: lessons learned

Phil McGeevor, University of London, Jack Kenward, Southern Universities Management Services

The principles proposed in Session 2 for structuring administration were put to the test in a restructuring of the faculties at Royal Holloway. A set of principles specific for the project were developed: faculty offices were to have professional faculty managers; the faculty manager was to take line management of all admin-istrative staff in the faculty; a review of functions was to decide where services should sit. Before the restruc-ture, the centre knew very little about what was going on in the 21 departments, each of which had a sepa-rate departmental administration. The restructure had senior management approval. Two groups were set up - an operations group and what we might call a steering group which had some heads of departments on it. One of the criteria for judging success was that the heads of department would feel better sup-ported. Some time into the project a number of problems emerged - they were not sure that everyone had agreed to the same things in the restructure. Also, as the dean had no budgetary responsibility, they had no real power. There was opposition from some heads of department who saw the restructure as something being imposed on them. The appointment of the faculty managers took a long time and there were diffi-culties in the interim. The presenters proposed a couple of principles which could be added in any restruc-ture: a clarity of purpose and justification for change needs to be explicated to everyone as well as a clear process for change and there needs to be an alignment of roles, relationships, processes and budgets.

It has to be said that some of this seemed very strange to the Australians in the audience where the unions have largely negotiated much of this into university's enterprise agreements.

Session 5 - Developing a holistic approach to supporting the student lifecycle.

Marcia Ody and Patricia Clift, The University of Manchester

This was an interactive session which began by posing the question - what are the transition points in the student lifecycle where the university needs to communicate with students? The presenters suggested that most of the issues raised by students were about socialisation. Much of what was covered was really only relevant to internal, full-time students who are living on campus - a common cohort in Britain which is becoming a thing of the past in many Australian universities. We were encouraged to think about other cohorts, but few strategies were suggested for other groups. The presenters suggested that peer mentoring and buddying are the most common proactive approaches and proposed extending this to induction into 2nd and 3rd years. They suggested getting peer mentors to undertake the process of identifying transition points and getting them to develop the activities themselves.

In general, it was a useful and interesting exercise to see the similarities and differences between the chal-lenges facing the UK system and the Australian and New Zealand systems. I was not convinced that the Australian or NZ higher education sectors have a great deal to learn from the practices in the UK. The administrative processes on the whole seem to be well behind those being used in this part of the world. The ultimate characterisation of this was the difficulty I had in booking an extra night's accommodation - I was able to use a credit card in the end, but only after a couple of emails - it certainly wasn't a standard procedure readily available on the conference website, and the descriptions of how universities in the UK manage change in the organisation seemed extremely outdated and uninformed by standard management practice.

Dr Judy Szekeres

ATEM SA Branch President

3 May 2007

Promoting Excellence in HE Management (continued)

“what are the

transition points in

the student

lifecycle where the

university needs to

communicate with

students?”

Page 6

ATEM MATTERS

The essence of the ATEM 2010 proposal that was endorsed by ATEM Council in May 2007 is captured in the lead article and will be reflected in alterations to the Association’s constitutions for consideration at the Annual General Meeting to be held on 25 September 2007, Hyatt Regency, Canberra.

Provided below is further detail on the proposed changes:

One Association under a Regional Structure

1. ATEM would operate as one Association, with a regional rather than branch structure .

2. Members would join the Association and clearly identify with doing that.

3. The existing Branch structure would be replaced by designated Regions as follows: • Western Australia • South and Central Australia up to the Tropic of Capricorn • A Tropical Region covering three institutions: Central Queensland University

(Rockhampton) Charles Darwin University (Darwin) and James Cook University (Townsville and Cairns)

• An Eastern Region incorporating all Queensland south of the Tropic of Capricorn and in-cluding Southern Cross University in Lismore

• A second Eastern Region incorporating the rest of NSW and the ACT • A Southern Region incorporating Victoria and Tasmania • One New Zealand Region

4. Each region would be managed by a Professional Education Committee with the Chair, Deputy Chair and others members being elected by the Region’s members. The composition of the Com-mittee would be flexible and determined by each Region according to its needs.

5. Each region would be invited to submit a name for itself to the ATEM Council. New Zealand has already proposed its name: Aotearoa.

6. The Regions would be focussed primarily on the provision of professional education and training, funded by three-year rolling budgets approved by the ATEM Council.

Our Core Business: Professional Education and Training

1. ATEM would contract a Consultant to research and provide a comprehensive report outlining the opportunities, gaps and deficiencies in professional education and development in tertiary education in Australia and New Zealand.

2. ATEM would research and develop a set of Core Capabilities which would serve to inform all professional development programs across the Association.

3. The Association would appoint a full-time Professional Development Coordinator to manage and develop the PD Program, grow and maintain strategic alliances and support Regions in the plan-ning and execution of their program.

4. PD Programs would be marketed, branded and consistently delivered across the Association.

5. Institutional Coordinators (IC) would be appointed in place of the existing Membership Coordi-nators. The IC would concentrate on the relationship between ATEM and the Institution, serv-ing to maximise the benefits to the individual member and the institution, working together to improve professional education and training. These positions would receive free ATEM Member-ship and significant concessions to their own ATEM professional development.

“One for All... and All for One” (continued)

Page 7

June 2007

“One for All... and All for One” (continued)

New Financial Structure

1. ATEM would develop a consolidated budget. A system for Regional expenditure against budget and variations thereto would be established along with required flexibility and Regional incentives, for approval by Council.

2. The substantial ATEM accumulated funds would be managed by Council through one prudent investment portfolio to maximise returns to the Association and ensure adequate Association cash flow.

3. Expenditure against accumulated funds would be managed by Council for strategic purposes and for the benefit of ATEM members.

4. A shift in financial year for the Association to January to December would facilitate improved align-ment with Regional planning, budgeting and reporting requirements. Note: transitional arrangements would need to be determined.

5. The Association and Regional budget would be prepared and cast on a three-year rolling basis to facilitate improved forward estimates and strategic decision making.

6. Improved membership fee management systems would be instituted including further investigation of automatic deductions and integration with salary packaging facilities.

Association Management

1. The Association Executive would remain unchanged.

2. The Association Council would be modified to reflect the Regional structure with the appointment of seven Regional chairs in place of Branch Presidents with the Executive retaining membership of up to six appointments that would include the President, two Vice Presidents, Association Treas-urer, Association Secretary (elected by the members), and one Councillor (appointed by Council).

3. The Association Council would have an expanded role to review and approve Regional plans and three-year rolling budgets.

4. The Association Council would meet four times per year (currently two times) to ensure the timely discharge of their expanded duties including the implementation and monitoring of strategic initia-tives.

5. The Annual General Meeting would be held by email, web-cast or by other electronic means prior to the end of April in order that the Association meets legislated requirements in this regard. The ATEM Awards breakfast and Members’ Forum would continue to be held at the annual TEM Con-ference.

Other General Changes

1. Amendments to the Association and New Zealand Constitutions will be prepared to reflect the proposed changes for approval by members at the AGM.

2. Further development and definition of membership benefits including the introduction of a career development program would be commissioned.

3. The TEM conference would not necessarily be automatically rotated through all Regions. The host of the TEM conferences would be determined by Council in liaison with TEFMA. Note: Subtle change here is that Regions will no longer be obliged to host the TEM Conference in rotation but retain the option to bid for the Conference in a period suitable to the Region.

Page 8

ATEM MATTERS

Implementation

The following Implementation Groups have been appointed to take all these reforms forward to the next Annual General Meeting on 25 September 2007. If you have any queries regarding the proposed changes you should direct them in the first instance to the Chair of the relevant group identified below or through Giles Pickford in the ATEM Secretariat.

The Constitutional Change Group

This group will recommend the necessary changes to the constitutions of ATEM Inc. and ATEM NZ

Association Secretary Toni Hodge (Chair)

Angela Boyes, BP Tasmania

C@L Chris Pepper

The Professional Education and Training Group

C@L Maree Conway (Chair)

Kay Hempsall, BP New South Wales

Ali Hughes, BP New Zealand

John Swinton, BP Queensland

Joanne Austin, BP Victoria

Linda McLain, BP Western Australia

The Financial Management Group

VP Richard Easther (Chair)

Association Treasurer Neil Voyce

The Overview Group

ATEM President Tom Gregg

VP Lucy Schulz (Chair)

VP Richard Easther

C@L Maree Conway

C@L Chris Pepper

“One for All... and All for One” (continued)

Page 9

June 2007

National data collection for university places

The Minister for Education, Science and Training, the Hon Julie Bishop MP, today an-nounced the first step towards establishing a new, national data collection for university places with the release of a discussion paper.

“A new national database will benefit everyone who has a genu-ine interest in getting the best outcomes for student place-ments, including higher educa-tion providers, students and policy-makers,” Minister Bishop said.

Minister Bishop said that under current arrangements the lack of consistent or comprehensive data on applications and offers means there is a danger of incorrect conclusions being drawn about the availability of university places.

“For example, scaremongering earlier this year by the Victorian Labor Government resulted in the early release of first round offers only, potentially mislead-ing students into believing they had little chance of obtaining a place at university.”

“In fact, at that time, there were several Victorian universities calling for additional applica-tions to fill vacant Common-wealth-supported places.

“If final round results were pub-lished, rather than incomplete data on early offers, students would be provided with an accu-rate assessment of the availability of places across the country.” Minister Bishop said she ex-pected the Federal Department of Education, Science and Train-ing would publish a range of

Yes, Minister! Australia

“If final round results

were published, rather

than incomplete data

on early offers,

students would be

provided with an

accurate assessment

of the availability of

places across the

country.”

Page 10

ATEM MATTERS

The Hon Julie Bishop MP

$35 million investment in 20 top researchers

The Minister for Education, Science and Training, the Hon Julie Bishop MP, today an-nounced the 2007 Federation Fellowships, which will provide more than $35 million over five years to 20 top researchers work-ing to make advances in fields that will improve the lives of Australians.

“Australia has many talented researchers working on a range of fundamental and applied projects with the potential to have a significant impact on our future economic, social, cultural and environmental wellbeing,” Minister Bishop said.

“It is important that Australia continues to attract and retain the best researchers to ensure our ongoing leadership in a range of disciplines.

“The Australian Government’s prestigious Federation Fellowships provide researchers of interna-tional standing an opportunity to focus on their groundbreaking work full-time with a globally competitive salary and equivalent funding from the host institu-tion.

"The 20 researchers awarded new Federation Fellowships in 2007 will work in fields such as engineer-ing, microbiology, physics, ani-mal production, psychology, genetics, law, economics, mathe-matics, philosophy and commu-nications technologies.”

For a full list of research to be undertaken by some of the Fed-eration Fellows see attachments following this media release.

Since the scheme began in 2002, 144 Federation Fellowships have been offered. In this funding round, eight existing Federation Fellows have been offered a sec-ond fellowship.

Federation Fellowships are funded under the Australian Govern-ment's 10-year $8.3 billion com-mitment to innovation, Backing Australia's Ability.

A list of the new Federation Fellows is attached. For more information, visit Federation Fellows.

reports analysing the data to make the system of applications and offers as transparent and useful as possible.

Consultation will be undertaken with higher education providers, Tertiary Admissions Centres, peak bodies and other interested parties. Submissions are invited on the discussion paper until 20 August 2007, with specific focus on the best way to establish the new data collection.

“I anticipate that the new system will be in place for the 2009 academic year, with the im-proved data reporting require-ments reflected in new funding agreements with universities,” Minister Bishop said.

The discussion paper is available at: www.dest.gov.au/highered/national_data_collection.htm

New Zealand is expanding sup-port for the world’s best PhD students to study here under the International Doctoral Research Scholarships (NZIDRS) pro-gramme, Tertiary Education Minister Michael Cullen an-nounced today.

Dr Cullen made the announce-ment at a function in Parliament celebrating the achievements of the 95 NZIDRS students cur-rently studying in New Zealand. The living allowance of $18,000 will increase to $20,500 in 2008. The scholarship also covers tui-tion fees, health insurance, and book and travel allowances. "We want to continue to attract the world’s brightest and best to New Zealand to help foster the exchange of high quality ideas and research at the top level of our tertiary institutions," Dr

Cullen said.

"Attracting the best is important if we are to continue transform-ing New Zealand into a high wage, knowledge-based economy. The scholarships are awarded for three years to international stu-dents for full time study for a doctoral research degree. The first students enrolled at New Zealand universities in 2005. "The scholarships are designed to attract top international stu-dents, so we can enhance the reputation and profile of tertiary education and strengthen our research capacity and capability. "International education is our fourth biggest export industry, earning $2 billion a year in for-eign exchange. The scholarships underline our efforts to raise

quality in the tertiary sector and enhance our growing interna-tional reputation for the excel-lence of tertiary training here. "Just last week New Zealand was acceded to the Lisbon Conven-tion on the Recognition of Qual i f ications concerning Higher Education in the Euro-pean Area

. New Zealand tertiary qualifica-tions will now have equivalent status in each of the 50 Lisbon convention countries.

"I congratulate the international scholars currently studying here and hope they return home, armed with excellent research and well satisfied with the quality of their tertiary experience," Dr Cullen concluded.

announced p re -Budge t ) . " This includes:

• $129 million over four years to support universities to build their capability and strengthen their international competi-tiveness.

• $21 million of operating fund-ing and $55 million of capital funding over the next two years in Institutes of Technol-ogy and Polytechnics (ITPs) to support several capability en-hancing initiatives.

• $35 million of capital funding over the next two years in the Quality Reinvestment Pro-gramme.

Budget 2007 also expands other tertiary investment through:

• $76.3 million of operating funding over four years and $2.2 million of capital funding over the next two years in initiatives that will improve

Budget 2007 provides the fund-ing needed to strengthen the ability of the tertiary sector to help meet our economic, envi-ronmental and social challenges, Tertiary Education Minister Michael Cullen said today.

"This year's Budget package will enable the tertiary system to better fulfil New Zealand's needs, and at the same time provide better value for money for taxpay-ers and students. This is vital if we are to maximise the potential of the tertiary sector to contrib-ute to our economic and social well-being.”

"Therefore, Budget 2007 sets aside $285.1 million of operating funding over four years (and $79.7 million of capital funding over four years). This package will be partially funded by money released from resetting the base-line for sub-degree provision below the current cap. (This was

skill levels among people in employment.

• $14 million over four years for the Performance Based Re-search Fund to expand re-search by tertiary education organisations.

• $6 million over four years specifically for wananga to use to boost their research capabil-ity and activity, particularly in the area of Maori knowledge.

• $16.2 million of operating funding over four years to ensure that more full time tertiary students are eligible for government assistance by in-creasing the student allowance parental income thresholds.to have Mr Key’s job.)

I want to emphasise that this government's focus is firmly on the longer term challenges for New Zealand - on preparing for the coming ten to twenty years.

Yes, Minister! New Zealand

Tertiary sector primed for future

Supporting world’s best scholars in New Zealand

“International

education is our fourth

biggest export industry,

earning $2 billion a

year in foreign

exchange. The

scholarships underline

our efforts to raise

quality in the tertiary

sector and enhance our

growing international

reputation for the

excellence of tertiary

training here,”

Page 11

June 2007

Hon Dr Michael Cullen

Restructures resulting in redundancies 11 May 2007

What’s Happening in ER? Australia

Page 12

ATEM MATTERS

www.freehills.com

This page is proudly provided by

In a recent decision regarding the ‘genuine operational reasons’ exemption to unfair dismissal claims, Com-missioner Eames of the Australian Industrial Relations Commission (AIRC) rejected an argument by an employee that his redundancy was a ‘sham’ because his position was subsequently readvertised at a lesser salary with the same duties.

The AIRC confirmed the finding of the Full Bench in Village Cinemas Australia Pty Ltd and found that the termination was ‘at least in part, if not fully, for operational reasons’. This decision has re-ignited debate on the fairness of the ‘operational reasons’ exception, which the ALP has promised to scrap if elected to govern-ment.

Facts

The employee was one of four space planners at Priceline prior to a restructure. Under the new organisa-tional structure, the space planner positions were reduced from four to two.

Two of the planners, of which the applicant was one, were earning considerably more than the other two, and these positions were made redundant to maximise the cost saving from the restructure.

The restructure was instituted after the company and its parent, Australian Pharmaceutical Industries Lim-ited, discovered a $17.2 million financial discrepancy in its accounts, which led to a temporary voluntary suspension of share trading, two hostile takeover bids and the appointment of a new CEO.

In total, 32 positions were made redundant in the restructure.

The employee subsequently found that a job with the same duties was advertised. He argued that the redun-dancy was made solely on the basis of reducing cost and not a restructure in the real sense as he was re-placed. Thus, he argued, the redundancy was a sham.

Decision

Commissioner Eames noted previous decisions of the commission where it was found that terminations flowing from financial difficulties are a ‘logical response’ to operational issues and constitute genuine opera-tional reasons. Commissioner Eames concluded that he was ‘satisfied that the [employee’s] termination resulted from the [company’s] financial difficulties and the subsequent decision to reorganise its structure’.

The commissioner noted that the decision to make the employee redundant would not likely have occurred had the company’s financial position been better. He added:

I am not satisfied that there was any evidence that the redundancy was a ‘sham’ or that the applicant was targeted inappropriately ... The applicant was one of 32 persons who were made redundant.

Commissioner Eames confirmed that:

... the concept of an operational ‘reason’ is much broader than the idea of an operational ‘requirement’ (the grounds under previous unfair dismissal legislation) and that ‘the question of a ‘valid reason’ need not be considered ...when considering a ‘genuine operational reasons’ argument.

Interestingly, in another recent ‘genuine operational reasons’ decision in which it was argued that the redun-dancy was a sham, Commissioner Lewin noted the following extract from the second reading speech to the Workplace Relations Amendment (Work Choices) Bill 2005 in relation to ‘genuine operational reasons’:

... no claims can be brought where the employment has been terminated because the employer genuinely no longer requires the job to be done. (Commissioner Lewin’s emphasis)

Commissioner Lewin concluded in that case that

... while the tasks performed by [the applicant, a HR Manager] will continue to be performed, they will not be performed by a dedicated HR practitioner. Relevantly, that is the ‘job’ which the employer genuinely no longer requires to be done.

This article was written by Karli Evans, Solicitor, and Chad Catterwell, Articled Clerk of the Melbourne Employee Relations group.

“An organisational restructure for

financial reasons in which a position was made redundant due

to its level of remuneration was held to constitute a

termination for ‘genuine operational reasons’ and therefore

exempted from the unfair dismissal provisions in the

Workplace Relations Act 1996 (Cth).”

“The fact that the employee’s position was subsequently

advertised at a lesser salary did not mean that the termination was not for genuine operational reasons”

Employer vicariously liable outside of work? 11 May 2007

“The Federal Magistrates’ Court in Cairns has found the Commonwealth of

Australia vicariously liable for unlawful

discrimination, sexual harassment and victimisation when an employee

was raped by a fellow employee in the

course of informal socialising which took

place outside work hours and away from

the workplace.”

Facts

Ms Lee, the applicant, held an administrative position at the Navy’s Patrol Boat Landing Class Logistics Office in Portsmith, Cairns. This office was also the workplace for members of the civilian Department of Defence and the Navy.

The first respondent, Mr Smith, was a fellow employee, and his conduct gave rise to the majority of the claims. The second and third respondents supervised the applicant. The fourth respondent was the Com-monwealth of Australia (Department of Defence).

The applicant’s claims against the first respondent included that he had behaved inappropriately towards her at work, that he raped her after a social dinner at a fellow employee’s house and that he threatened and bullied her at work after the rape. The claims against the second and third respondents arose from their behaviour towards the applicant following the complaint she filed in relation to the first respondent.

The applicant claimed that the Commonwealth of Australia (the employer) was vicariously liable for the following conduct:

• for sexual harassment or sex discrimination in the form of the topless calendars and pornography dis-played by its employees, particularly the first respondent

• sexual harassment or sex discrimination arising out of the inappropriate behaviour of a sexual nature by the first respondent, both at the workplace and at a course attended by the applicant and first respon-dent

• sexual harassment or sex discrimination arising out of the applicant’s rape by the first respondent, which allegedly occurred at the first respondent’s home in the early hours of a morning after the appli-cant and the first respondent had been to dinner with two other employees at their home. The Com-monwealth’s liability was said to arise because the first respondent was its employee and the act was committed by him as an employee in connection with his employment

• sexual harassment or sex discrimination arising out of the first respondent’s threatening behaviour at the workplace subsequent to the rape, and

• victimisation and consequent sex discrimination by the second and third respondents in their conduct to the applicant after she made a complaint with respect to the first respondent.

The applicant claimed:

• $120,000 for pain, suffering, hurt and humiliation • $400,216 for past and future economic loss, and • $17,000 for past and future medical expenses. Additionally the applicant sought a written apology from each respondent, re-employment, costs and inter-est.

Decision — Vicarious liability

Federal Magistrate Connolly believed the applicant as a ‘witness of truth’ and found in favour of the appli-cant’s claims. In relation to the topless calendars and pornography (including offensive screensavers on work computers), Federal Magistrate Connolly held that while the first respondent was primarily responsible for putting the calendar beside his desk, the other respondents should have been aware of the acts and pre-vented their occurrence.

The constant harassment by the first respondent of the applicant after she started work and during the course attended by them both was held to be unlawful discrimination. The employer was held responsible because it had failed to offer the applicant workplace training in equity and diversity which was against its own policy. The court stated that if the applicant had had the training, she would have been better equipped to deal with the first respondent’s unwelcome advances. Want more>> This article was written by Geraldine Dann, Special Counsel and Christine Cuthbert, Graduate of the Brisbane Em-ployee Relations Group

What’s Happening in ER? Australia

Page 13

June 2007

www.freehills.com

This page is proudly provided by

“Federal Magistrate Connolly awarded $100,000 for hurt,

humiliation, pain and suffering. The court is

yet to rule on economic loss,

reemployment, an apology, interest and

costs .”

What’s Happening in ER? New Zealand

Page 14

ATEM MATTERS

Mental health days: fair or foul? By Andrew Scott-Howman, Partner, Bell Gully 9 July 2007

their sick leave entitlement. But there are any number of appar-ent disincentives to do so.

Firstly, an employee would usu-ally be required to seek their employer’s consent before taking annual leave – which is all but impossible if the desire to take a mental health day arises shortly after the worker wakes up in the morning. And what if the em-ployer simply said no?

Secondly, there is some sort of psychological barrier for many employees in using annual leave. To many employees, it appears more appropriate – and fair – for the occasional day to be taken off without using up the precious annual holiday entitlement. Par-ticularly if the employee perceives that he or she has been working particularly hard, and a day off in response is cosmically justified.

But employees seeking to take mental health days can some-times find themselves in a lot of trouble.

The employee in McNeill v Solid Energy New Zealand Limited (Unreported, Employment Rela-tions Authority, Auckland, 1 May 2007) was an electrician at a mine in Huntly. He had worked in his job for ten years, and was a delegate for the local union. He was known to suffer from occa-sional hay fever.

On the evening of 30 January 2006 McNeill rang his employer, said that he was suffering from hay fever and said that he would not be coming in for his mid-night shift.

Next morning at 7am he put out to sea for a two day fishing trip. The trip had been pre-booked.

When he returned to work on 1 February 2006 he was called upon to represent a co-worker who had been asked to answer

Although the term mental health day probably has an antipodean origin, it is a concept which is internationally recognised.

For example, who can forget the antics of Ferris Bueller – who simply wanted a day off?

After studying reasonably hard throughout the school term, the young Ferris felt like he needed a break – not because he was sick, but rather for the sake of his emotional and mental wellbeing.

As Ferris put it: if you don’t stop and have a look around every now and again, you could miss something.

New Zealand’s holidays legisla-tion recognises the need for workers to have a few days off each year. Recently, the law was amended to allow all employees four weeks’ annual leave.

The same legislation also recog-nises the concept of sick leave. In addition to annual holidays, an employee is entitled to take up to five days off work each year if he or she is sick.

There is no definition of the concept of sickness in legislation – but an employee who takes three or more consecutive days off on the basis of illness may be required to provide a medical certificate validating his or her sickness.

The concept of a mental health day probably doesn’t fit within the law’s meaning of sick leave. A person – like Ferris Bueller – isn’t actually ill, but instead sim-ply wants to “have a look around” instead of going to work (arguably for the sake of their mental health).

An employee in this situation should, in ordinary circum-stances, take annual leave – rather than seek to claim part of

allegations about being absent without leave on the nights of 30 and 31 January. In fact, this other worker had been on the same fishing trip as McNeill – and had applied for annual leave to attend it. When that applica-tion was declined by the em-ployer, he went anyway.

Amazingly, McNeill acted as this worker’s representative, but did not mention that he had also been on the same trip.

About a week later a manager discovered that McNeill had been on the trip as well. The employer commenced an inquiry – the end result of which was a decision to dismiss McNeill for serious misconduct involving falsification of sick leave.

There was some dispute about the validity of McNeill’s applica-tion for sick leave. The employer acknowledged that it was possible that he had been suffering from hay fever on the night that he had telephoned in sick. But there were a couple of factors that swayed the employer against McNeill. The trip had been pre booked. And the employer did not accept that, on the night before the trip, McNeill could have known that he was going to be sick for the next two days.

In any event, he had attended a recreational fishing trip when he was, on his own evidence, sup-posed to be sick.

In short, the employer concluded that McNeill had taken a Ferris Bueller day off.

The Employment Relations Au-thority accepted McNeill’s argu-ments that the employer had overreacted by dismissing him.

Full Article>>

This page is ex-tracted from the

website of

IFLR New Zealand Law Firm of the Year

www.bellgully.com

“In short, the

employer concluded

that McNeill had

taken a Ferris

Bueller day off.”

The presumption of innocence By Andrew Scott-Howman, Partner, Bell Gully 4 July 2007

“But doesn't it seem

a bit odd if an

employer finds an

employee guilty

when the Police

process does not

result in a

subsequent

conviction for the

same thing?”

disciplinary outcome made in advance of any criminal process.

This alternative can be of great advantage to an employer con-cerned about delay, or the com-parative fickle nature of Police prosecutions.

And the employer may apply the standard of balance of probabili-ties in determining wrongdoing - which is an easier threshold than the criminal burden of beyond reasonable doubt.

But doesn't it seem a bit odd if an employer finds an employee guilty when the Police process does not result in a subsequent conviction for the same thing?

An outcome along these lines was recently considered by the Employment Relations Authority in Tauhore v Farmers Trading Com-pany Limited (Unreported, Em-ployment Relations Authority, Wellington, 25 May 2007).

Ms Tauhore was an employee at the Farmers store in Masterton. A co-worker alleged that she had become embroiled in a personal conflict with her - associated with an accusation that the co-worker was soliciting the affections of a man upon whom Tauhore had her own designs.

The allegations were serious. The co-worker said that Tauhore had sent abusive text messages to her - and, significantly, that she had assaulted her.

The employer was understanda-bly concerned when these mat-ters were brought to its attention. They had a direct bearing upon the relationship between the two co-workers - and probably also others in the workplace who knew about the allegations.

The employer obtained a com-plaint from the co-worker, and undertook an investigation. Ulti-

Arguably, one of the most spo-ken legal phrases is one of the least accurate: a person is inno-cent until they are proved guilty.

Think about it for a moment if you will.

The saying presupposes a per-son's guilt - and simply issues a caution about timing. The per-son will, in due course, be found guilty - but until then, you must suppose that they are innocent.

How bizarre: and how wrong. But also, how significant.

The adage has a particular mean-ing in the context of employment matters. It is not uncommon for an employee to be accused of committing misconduct at work which, if proven, could also con-stitute a crime.

But why not wait until they are proven guilty by a court until sacking them?

And therein lies a trap for em-ployers.

If the employer accuses the em-ployee of committing the crimi-nal wrongdoing, it may oblige itself to wait for the outcome of the criminal process before being able to dismiss. That may mean waiting months while a matter is brought on for hearing at court. It may also mean that the em-ployer is wedded to any outcome in the criminal process - includ-ing (for example) a decision by the Police not to prosecute, or the outcome of diversion instead of conviction.

The employer can avoid this seemingly unfortunate outcome by not charging the employee with the criminal offence - but instead making an accusation of a breach of an employment obli-gation. Such a breach can be separately investigated by the employer and a decision on a

mately, it formed the view that the complaints were made out - and dismissed Tauhore.

The co-worker also complained to the Police. A prosecution was mounted - but resulted in Tau-hore's acquittal.

Perhaps understandably, Tau-hore was disconcerted by these apparently disparate outcomes. How could her employer rea-sonably find her guilty, when a court had decided to acquit her?

The Employment Relations Au-thority provided a succinct an-swer. It held that Farmers had acted as a fair and reasonable employer by deciding, on the balance of probabilities, that the complaints before it had been made out.

It found that Farmers had not predetermined the matter - and that the employer was not com-mitted to mimic the outcome of the subsequent criminal trial.

In that context, the subsequent findings in the criminal proceed-ing were irrelevant. The Author-ity also noted that the standard of proof required for a criminal conviction was higher than that faced by the employer - which may have explained the two dif-ferent outcomes.

All of these different factors meant that, in this case, the em-ployer was able to justify a dis-missal in circumstances where criminal conviction was not ob-tained for the same allegations of wrongdoing.

Employers would be well advised to take heed of this decision - and to ensure that if it is desired to investigate - and take action - independent of a criminal pro-ceeding , then allegations should be made carefully - and investi-gated separately.

What’s Happening in ER? New Zealand

Page 15

June 2007

This page is ex-tracted from the

website of

IFLR New Zealand Law Firm of the Year

www.bellgully.com

Meanwhile Back @ the Branch

Page 16

ATEM MATTERS

New South Wales

Scholarship to attend the Branch Conference.

Another important event on the horizon is the Faculty and School Manager’s Forum on 3 August which is a collaboration between staff at the University of Western Sydney, Charles Sturt University and the University of Newcas-tle. This event will focus on case studies of managing and planning for change at the Faculty and School level and will provide strategies for managing issues facing all universities such as the ageing staff profile. The Forum will also be held in the central location of the University of Technology, Sydney. Planning is well underway for the Career Development Colloquium, a three-day residential program, which will be held 31 Oct – 2 Nov at the Bathurst Campus of Charles Sturt University. Details of all programs can be found on the ATEM website.

After fours years as Branch Presi-dent, Kay Hempsall is stepping down this year, although will continue to support the region through the professional develop-ment program. Kay would like

The Branch has been busy with its Professional Development Program with three successful programs completed in May and June: Strategic Planning and Performance Measurement on 18 May, a joint initiative with AAIR and ATEM, which attracted 30 participants; FOI and Privacy Law—Implications for Universities on 15 June with 20 participants; and Managing Change Strategi-cally on 22 June with 26 in atten-dance. All programs have at-tracted very good feedback and have proved yet again the value of ATEM professional development programs which offer the real opportunity to network with colleagues from across the sector to share and discuss common issues and challenges.

The NSW Branch Conference is on 20 July at the University of Technology, Sydney – high pro-file speakers from within the sector and DEST will provide updates on Higher Education matters and provide an opportu-nity for reflection on the fu-ture. The Branch hopes to see many members at this event, and we congratulate Clare Buckley (UNSW) who has been awarded a

Ali Hughes Branch President

The NZ Branch is saddened to report the death of long-time ATEM member ad Branch Secre-tary Peter Wills, who died in May after a very short illness. Peter was one of the original adminis-trative staff members of the Christchurch Teachers College Council (became Christchurch College of Education), and was then at CCOE during Tom Gregg’s entire time as Registrar there, in a wide variety of admin-istrative and then management roles. He willingly took on the additional work of supporting AITEA and then ATEM, and

maintained that ATEM role after retiring from CCE. Peter took on the ATEM NZ Secretary role in 2001, and has been a very valu-able member of the team since then. He will be a very hard act to follow.

The NZ Branch conference "Change the thinking, change the future" is being held at Manukau Institute of Technol-ogy from 9th to 11th July and promises to be a great event. I will be away in the States so un-fortunately will miss this, but wish then all good luck and good fun.

The NZ Branch is also busy pre-paring for next year's TEM con-ference (Connect to Christ-church, Investing for success) which will be held in Christ-church in late September 2008.

New Zealand

Kay Hempsall Branch President

to thank all members of the NSW Committee and the NSW mem-bers for their tremendous support over the last 4 years. In particu-lar, she would like to thank Mr John Chapman AM, who contin-ues to amaze and impress every-one with his attention to detail and his great sense of humour, and who is simply an immense pleasure to work with. Thanks Chappie, you are a legend!

Page 17

June 2007

sions on work/life balance, pro-vided by Susan McPhee from McPhee Andrewartha. These ses-sions were appreciated by many of the delegates who found the prac-tical hints provided by Susan on how to create a better work/life balance very useful.

The second professional develop-ment activity was a breakfast on 20th May. This session attracted over 50 attendees (one of the best attendances we have had at a breakfast) and included both HR practitioners and managers. Its focus was "Successful Recruitment in Higher Education" - clearly a hot topic. The speaker was An-drew Reed from Hender Consult-ing, one of the largest recruitment firms in Adelaide. He challenged the audience to be more creative in attraction and recruitment practices, given the highly competi-tive climate we operate in. The talk was well received and many of us are keen to see a move away

The SA Branch has held two pro-fessional development activities since the last report. The first was the SA Branch Conference on 22nd May. Over 80 people at-tended the day and we have had very positive feedback about the program. The day was opened by Gavin Moodie talking about higher education and the media, and providing an analysis of the recent budget. Gavin's obvious enthusiasm for his subject and his ability to provide a simple analysis of difficult material was much appreciated by the audience. The afternoon session began with the Hon Paul Caica, the state Minister for Employment Training and Further Education and Richard Symonds, the Director of Higher Education from the state govern-ment, talking about state govern-ment's interests and interactions with higher education. There was some interesting discussion of private providers in the state. The rest of the day included two ses-

from the process and procedure driven recruitment practices we currently seem to engage in.

The next professional develop-ment activity the Branch is con-ducting is a one day seminar on "Managing an Academic Unit". This session will be useful for Faculty and School managers, but will also be of interest to central unit managers who are interested in gaining an understanding of the particular issues facing managers of academic units. The Branch would welcome interstate dele-gates to this session.

The Branch also has a travel grant available to ATEM members from SA who are interested in attending the TEM conference at the end of September in Canberra. I recom-mend you apply if you are having trouble funding attendance at the conference.

South Australia

Judy Szekeres Branch President

Victoria what it was like for a boy from St Kilda winning an Oscar and the hilarity the difference in Holly-wood and Melbourne cultures caused. The next breakfast is on 18 July at the Park Hyatt where Associate Professor Susan Elliott as she discusses ‘The increasing diversity of our students and the implications for our work’. Sue is Pro Vice-Chancellor (Teaching, Learning and Equity) at the Uni-versity of Melbourne and Associ-ate Professor within the Faculty of Medicine, Dentistry and Health Sciences.

The branch awarded two scholar-ships of $1,500 each to members for career development and hopes to award three scholar-ships of up to $2,000 each to assist members to attend the TEM conference in September.

The professional development program continues to attract

many participants. 'Events Man-agement' will be repeated due to popular demand and the annual residential Middle Managers program was a full house again, providing a high level of training in management skills and per-sonal development. In addition, the Leadership program 'Leading from Within' (4 days over 4 months) is in full swing and there have been very positive reports so far.

Finally, we are very sorry to lose 2 committee members, Anne Stew-art and Helen Cull who have moved to work outside the terti-ary education sector. However, we are very pleased to welcome Amy Love and Nevine Khalifa who have been seconded to the committee until the AGM in September.

The Victorian branch has been very busy so far this year. In May it supported a very successful Service Centres conference which was held in Melbourne. The next conference will be in Queensland in 2008 with 2 uni-versities volunteering to be a part of organising this. Another out-come is that discussions have started regarding an Open Uni-versities Australia (OUA) Admin-istrators Conference for one day in 2008. There currently is no such forum for administrators of OUA, and ATEM, Swinburne, RMIT and OUA are in discus-sion.

We had our first breakfast for the year where the guest speaker was Academy award winner and graduate of the Victorian College of the Arts,Adam Elliot. He was a very engaging and entertaining speaker and took us through

Joanne Austin Branch President

Page 18

ATEM MATTERS

The ATEM Awards and Grants Committee met recently by teleconference and agreed to changes to the Peter Karmel International Travel Grant and the Maurie Blank Study Scholarship. One of the changes is to increase the quanta of the grants to the following:

The Karmel: up to $8,000

The Blank: up to $4,000

The Committee is now in the process of calling for applications. Details about the grants can be found at this address: http://www.atem.edu.au/activities_grants.cfm

The Committee also approved the following two delegates to overseas conferences in 2008.

AACRAO: March 24-27 2008, Orlando Florida

VP Lucy Schulz

AUA: 31 March – 2 April 2008, York UK

BP Linda McLain

__________________________________________________________________________

Closing Date: 28 July 2007

Peter Karmel Travel Grant Value $8,000

The Peter Karmel International Travel Grant is designed to facilitate comparative or cross-cultural studies

of professional administrative activity. The Grant, while also having the aim of assisting an individual

member's professional development, is intended primarily to contribute to the growth of a knowledge base

for the occupation of tertiary education administration and management. To this end, projects should not

normally be institution specific, but rather should have the potential to advance professional practice and

the standing of tertiary education in general.

Maurie Blank Study Scholarship Value $4,000

The Association for Tertiary Education Management Inc awards this annual scholarship to

support members undertaking undergraduate or postgraduate study to further their profes-

sional development.

Further information available at: http://www.atem.org.au/activities_grants.cfm

Grants and Awards

What’s coming up?

The Peter Karmel

Grant up to

$8,000 and

Maurie Blank

Scholarship up to

$4,000

The March breakfast seminar on

An Alternative View of Leader-

ship was enlightening and lively.

Over sixty-six people attended

(which is a record for a WA

Branch event) and were enter-

tained with stories and anecdotes

about leadership. But, in the

end, the message for leaders to

be "exemplary leaders" rests with

their ability to communicate and

to communicate in different

styles depending on the people

to whom they are talking.

In April, an afternoon workshop

on Anti Fraud and Risk Manage-

ment was held with twenty two

people attending. The workshop

was just that and participants

had an opportunity to work

through problems and share

information with colleagues.

Western Australia

Linda McLain Branch President

Page 19

June 2007

On behalf of all members and the ATEM Executive, welcome to you all and we hope you enjoy a long and

rewarding relationship with ATEM. The following people have joined ATEM since the last edition of

ATEM Matters was published. All have joined as full individual or corporate members unless otherwise noted.

Welcome New Recruits

Ms Jeni Hildyard

Mrs Narelle Hogg

Ms Fi Hoj

Ms Christine Horvath

Ms Merryn Hoskins

Mr Stuart Howe

Ms Marie Hutchinson

Ms Julie Hutton

Mr Luke Ivanov

Ms Julia Jackson

Mr John James

Dr Merran Jones

Ms Karen Judge

Mr Ian Julien

Ms Helen Kavenagh

Mr Ali Keller Smith

Mr Ross Kempe

Mrs Diane Kennedy

Ms Jane Ketley

Mrs Cushla Kilsby

Ms Noelle Suzanne King

Mr Les Kouppas

Ms Nicole Lawrance

Mrs Mary Lawrence

Mr Michael Li

Dr Paddy MaConachie

Ms Adrienne Masters

Mrs Patricia Matthews

Ms Emily Mc Keough

Mr Elio McCallum

Mrs Maria McIntosh

Mrs Natalia Messina

Mr Nicholas Moir

Mr Jason Mollison

Miss Janelle Moore

Dr Bernard Mordini

Ms Leanne Neumann

Melanie Newton

Ms Tanya Nieuwenhuis

Mr Jeremy Nolan

Ms Karen O'Meara

Ms Sarah O'Toole

Ms Kate Owen

Ms Ainslie Park

Miss Vanessa Peel

Ms Karen Pittard

Mr Kevin Player

Mrs Janet Plowman

Ms Renata Pourzanjani

Ms Danielle Raman

Mrs Melinda Rigg

Ms Mandy Rochford

Ms Dolla Rothery

Ms Rebecca Rothman

MS Liz Rubin

Prof Malek Scobie

Ms Clare Seigmann

Mr Neil Seymour

Prof Peter Shand

Ms Naumai Small

Dr Rosalind Smeelie

Ms Anne Stanesby

Dr Sharee Street

Dr Francine Sumich

Ms Kathryn Townend

Ms Helen Trainor

Mrs Jennifer Lynne Tse

Mr Nick Tuipeatau

Mrs Lisa Waldron

Mr Peter Walmsley

Ms Nihara Waser

Ms Julie Wescombe

Mr Stephen Whatman

Ms Nola Mavis White

Ms Carolyn Wilson

Ms Anna Charisse Winnall

Ms Corrie Worth

Ms Yolande Anderson

Prof David Arlidge

Mr Jon Ashton

Prof John Bernarde

Mr Jon Bishop

Mr Chris Bluhm

Miss Emma Borg

Ms Debbie Boutros

Ms Jodie Burr

Mrs Karina Burton

Mr John Calder-Smith

Ms Anne-Marie Chadderton

Mrs Fay Cook

Ms Toni Davis

Mr Don D'Ercole

Mr Robert Donnelly

Mr Rob Douglas

Dr Peter Dubs

Mrs Candace Dungan

Prof Geoff Dwyer

Ms Eileen Emerson

Dr Ruth Evans

Ms Tina Evison

Ms Jodie Farr

Mrs Gail Farren

Mr Tom Feroz

Dr Jeannie Firman

Mr Tony Frangos

Mr Martin Geddes

Ms Jenny Gibson

Claire Goddard

Mrs Sylvia Gunson

Mr James Hanns

Mr Andrew Harris

Christine Harwood

Mrs Sharon Hayes

Mr Mark Haywood

Dr. Susanne Haywood

Mrs Toni Herbert

Ms Jayne Heskins

Mr Tim Hickman

Page 20

ATEM MATTERS

The Secretariat

Jottings from the ATEM Secretariat

June 2007

Notes from the May Meeting of the ATEM Council

1 Collaboration with the L H Martin Institute

The President reported on a conversation with Professor Vin Massaro who is involved in the new $10 million L H Martin Institute at the University of Melbourne. The DEST-funded Institute will provide training for senior management staff around Australia, and ATEM’s involvement was proposed. Council received these proposals positively and authorised the President to take these ideas forward.

2 The ATEM Emeritus Chapter

The President reported that the Emeritus Chapter (The ATEM Ghosts) is becoming increasingly impor-tant because of its support for the ATEM Foundation. The Chapter is currently the third largest con-tributor to the Foundation, and with its bequest program, it potentially could be the largest.

Council looked at the Charter for the Emeritus Chapter and noted that the Convenor of Ghosts is elected annually by the members attending the Ghosts’ Lunch. It was agreed that the Convenor of Ghosts should become a Council appointment in future.

It was agreed that the Ghosts should be consulted during the 2007 Lunch about changing the Charter so that expressions of interest would be called for the position of Convenor for a five year term; that these expressions of interest be submitted to the ATEM Executive Committee; and that a recommendation for an appointment be submitted to Council in May 2008 and every five years after that.

3 New Branch in the South Pacific

The President reported that there was now a strong possibility that a new Branch of ATEM might be formed in the South Pacific, based in Fiji. Council agreed that if this came to pass, that the 2013 TEM Conference be held in Suva, subject to the agreement of TEFMA.

4. Report of the ATEM 2010 Group

VP Lucy Schulz introduced the report of the ATEM 2010 Group. The Report proposed reforms to ATEM which will fundamentally change the way ATEM is structured and managed.

Regions to replace Branches

The changes create the following new Regions which will replace the old Branch Structure:

Western Australia

South and Central Australia up to the Tropic of Capricorn

A Tropical Region covering three institutions: Central Queensland University (Rockhampton) Charles Darwin University (Darwin) and James Cook University (Townsville and Cairns)

An Eastern Region incorporating all Queensland south of the Tropic of Capricorn and including Southern Cross University in Lismore

A second Eastern Region incorporating the rest of NSW and the ACT

A Southern Region incorporating Victoria and Tasmania

One New Zealand Region which will be called Aotearoa

Page 21

June 2007

The Secretariat

It was noted that some regions may be changed slightly depending on the location of institutions (eg. Queensland). Further advice will be sought from Branch Presidents and relevant corporate members.

The Regions will be focussed entirely on the provision of professional education and training, funded by three-year rolling budgets approved by the ATEM Council, which in future will meet quarterly to review budgets and programs.

Each region will be invited to submit a name for itself to the ATEM Council although consideration may be given to either a competition of members for regional names or to involving a consulting/ marketing organisation to assist with this and the broader long term branding issues. New Zealand has already cho-sen its name: Aotearoa.

Our Core Business: Professional Education and Training

Each region will be managed by a Professional Education Committee. There will be a Chair and a mini-mum of five members on the committee (some of whom should come from the pool of Institutional Coordinators) half of whom are to be elected annually by the region for a two-year term). It was also suggested that regions consider nominating a Deputy Chair to ensure continuity and back up in the Chair’s absence. The size of the Committee is to be flexible and determined by each Region according to its needs.

To assist the Regions in their core work ATEM will appoint a full-time Professional Development Coor-dinator who will be contracted to run PD Programs ATEM-wide, including the HEW 5-7 Programs of Universities Australia, and other major high-demand programs which should be road-showed across the Association.

All PD Programs will be marketed across the whole Association and members will be encouraged to do a lot more border-crossing than is currently the case. The Victorian Branch has already promised a $25,000 grant to support an Association-wide Marketing and Branding Campaign. It was agreed that the use of this grant should be discussed further with the Victorian Branch after priorities had been set.

ATEM will develop a set of Core Capabilities which will inform all professional development programs across the Association.

ATEM will contract with a Consultant to provide a comprehensive report outlining the gaps and defi-ciencies in professional education and development of general staff in Australia and New Zealand.

New Financial Structure

In future ATEM will have one budget, one set of accounts, and one Auditor. The Regions will have petty cash accounts for sundry needs, but all major expenditure items will be provided for in the ATEM budget. Also ATEM will have one investment policy managed by FMAC and the ATEM Secretariat. It will make its investments in Australia and New Zealand as appropriate.

In future ATEM’s Membership Coordinators will be called Institutional Coordinators. They will be provided with free membership of ATEM provided there are at least five ATEM members in his or her institution. ATEM will aim to have one Institutional Coordinator in each institution in Australia. In New Zealand we will attempt to have one in each major institution who will also cover smaller neighbouring institutions of which there are many, as ATEM NZ has a big component of private provid-ers in its constituency.

ATEM will adopt a January to December financial year with an Annual General Meeting being held by e-mail or web-cast at a date not later than April in the following year. It will continue to hold the ATEM Awards Breakfast and Members’ Forum at the time of the annual TEM Conference.

The ATEM Council is currently composed of 9 Branch Presidents and 7 Executive Committee members. The new Council will include the Chairs of the seven Regions and the composition of the Executive Committee will be unchanged.

Page 22

ATEM MATTERS

The Secretariat

Implementation

The following Implementation Groups have been appointed to take all these reforms forward to the next Annual General Meeting on 25 September 2007. This will be managed as a formal Project, with the President as Project Sponsor and VP Lucy Schulz as Project Manager. The Project will be coordinated by the Overview Group under the leadership of the Project Manager, and make recommendations to the President, as the Project Sponsor.

The Constitutional Change Group

This group will recommend the necessary changes to the constitutions of ATEM Inc. and ATEM NZ

Association Secretary Toni Hodge (Chair)

Angela Boyes, BP Tasmania

C@L Chris Pepper

The Professional Education and Training Group

C@L Maree Conway (Chair)

Kay Hempsall, BP New South Wales

Ali Hughes, BP New Zealand

John Swinton, BP Queensland

Joanne Austin, BP Victoria

Linda McLain, BP Western Australia

The Financial Management Group

VP Richard Easther (Chair)

Association Treasurer Neil Voyce

The Overview Group

ATEM President Tom Gregg – Project Sponsor

VP Lucy Schulz (Chair) – Project Manager

VP Richard Easther

C@L Maree Conway

Association Secretary Toni Hodge

5 2007 TEM Conference

BP Steve Langley reported that the 2007 Conference had received 77 abstracts of which about 20 were nominated for the refereed stream. With a maximum enrolment of 500 the Conference should make a profit of $61,000 excluding sponsorship. The chief sponsorship of $25,000 had been secured from Cam-pus Living Villages, a Corporate Member of ATEM.

Page 23

June 2007

The Secretariat

6 Future Conferences

Council noted that future Conferences will be Christchurch 28 September - 1 October 2008, Darwin 16-19 August 2009, Melbourne 2010, Brisbane 2011 and Adelaide 2012. Fiji has been suggested for 2013 and the President will discuss this with TEFMA.

7 The Journal of Higher Education Policy and Management

Council received Dr Ian Dobson’s report on the ATEM Journal. It noted that the Journal was attracting a big increase in articles, which was creating a back log. There are currently 102 on the list and about 20-25 can be published in a year. Council agreed in principle to four editions per annum and requested the Editor to negotiate this increase with the Publisher.

8 Elections 2007

Council noted that the following elected positions fall vacant in 2007: President Tom Gregg, Vice-President Richard Easther, and Treasurer Neil Voyce: and that all incumbents will re-nominate for 2008-9. It also noted that C@L Chris Pepper’s post is up for reappointment by Council in September 2007.

Nominations in the 2007 Council Elections closed at 5.00 pm on Thursday 21 June 2007. I have re-ceived the following nominations:

PRESIDENT:

Tom Gregg (NZ Branch) moved Maree Conway, seconded Richard Easther

VICE-PRESIDENT

Chris Pepper (WA Branch) moved Tom Gregg seconded Richard Easther

TREASURER

Neil Voyce (NZ Branch) moved Ali Hughes seconded Richard Easther

All nominations are in order.

I therefore declare all Candidates elected unopposed. Their terms begin after the AGM on 25 Septem-ber 2007 and continue until the end of the 2009 AGM.

Congratulations to all candidates, we thank you for your commitment to ATEM and your interest in managing its affairs.

9 Financial Management Advisory Committee Report

Council resolved as follows:

(a) That VP Lucy Schulz be replaced by VP Angela Boyse as the Branch President on FMAC

(b) That the move of the public liability policy from Marsh to Unimutual be approved

(c) That the 3-year rolling budgets be updated and have a 2009-10 page added.

(d) FMAC will calculate the cost of implementing the ATEM 2010 proposals and Branches will be asked to commit appropriate funds to the ATEM Development Fund in order to meet the costs of implement-ing the ATEM 2010 reforms.

(e) That the ATEM Pooled Investments Policy be approved and extended to include Macquarie Income Securities, Publishing and Broadcasting Securities and ANZ Bank StEPS.

(f) That progress with the single accounting system is noted and Tony Wynack, ACT Branch Treasurer, be invited to be trained as back-up to Peter Scardoni and Neil Voyce.

(g) That a January to December Financial Year be adopted with effect from the AGM of 2007.

(h) That the CMS be modified to give members the option of renewing annually or quarterly.

(i) That the previous policy of automatic rotation of the TEM Conference be abandoned from the 2013 Conference and expressions of interest be called for instead.

(j) That the Annual Accounts be received; an amount of $5,000 to be written back.

(l) That Branches be asked to devise ways of drawing the Corporate Members into a more active participa-tion in ATEM and that there be a session devoted to this topic at the September meeting.

10 Report of the ATEM Foundation

Council resolved as follows:

(a) That the AGM of the ATEM Foundation Ltd be held by Teleconference after the Accounts had been audited

(b) That in the meantime the Directors of the Board continue to act

(c) That the ATEM Secretariat be congratulated on the implementation of the Foundation Investment program, noting that funds invested had grown by 40% from $77,000 to $103,000 and that these invest-ments were creating a dividend stream of over $4,000 per annum.

Giles Pickford

Peter Scardoni

ATEM Secretariat

The Secretariat (continued…)

Page 24

ATEM MATTERS

Congratulations to the following ATEM Members who have been recognized for their contribution and

commitment to tertiary education and their profession. Accordingly the title of Associate Fellow and

Fellow have been awarded since the last edition of ATEM Matters.

New South Wales David Noble Associate Fellow

Membership Upgrades…Congratulations!

Ægidius and the Black Ban

The Academy was riven with dissension during the implementation of the 'unified negative income policy for universities' period. This was because all within it were facing a 'relatively negative income situation', a phrase coined by the University Accounting Unit which had recently installed new air-conditioning and up-graded its car pool.

The Miscellaneous Workers Union was more agitated than any of the other representatives of the work-ers, because it had the most to gain from a really good Donnybrook. Lagging union membership is often reversed by the ministrations of conservative forces, while the occasional burst of revolutionary govern-ment drastically erodes the fear that drives people to take self-protective steps. They become as fearless as their leaders, which has always proved to be fatal for the huddled masses.

It was in such troubled times that Ægidius organised the outreach program for General Practitioners in Medicine.

The Academy had decided that it had not talked to the elite nearly enough recently. One of the Chemis-try boffins had suggested that a few rousing speeches about advances in basic research into electron spin reso-nance of spectral states and its potential application to post-nasal drip would be just the thing to create a sudden rush of respect for learning. The idea took on like wild fire.

Ægidius pondered that night in the University Club about the way that otherwise rational people will enthusiastically adopt an untested assumption on the sole grounds that it meant they no longer had to worry about a problem. 'Ægiduis should be able to fix that one' they all said, without any supporting a priori evidence, and went off about their business much as the farmers did in the picture where Icarus was falling out of the sky.

When Ægidius arrived at the Seminar Room, 30 minutes before the 'Post-Nasal Drip Symposium for Medical Practitioners', he found that the room was arranged café-style. He had requested lecture-style but the Miscellaneous Workers Union had put a wildcat strike on that day and the chairs and tables rested undisturbed from the previous night's Bridge tournament.

Throwing himself at the thing with all the energy available to seasoned PR people, Ægidius managed to have all the furniture put right just as the first victim of the Academy's outreach program arrived to im-prove his mind. The evening was acclaimed as a great success and all went home applauding each other and even others not involved at all in the night's proceedings.

It was next morning at 7.00 am when Ægidius was hit by the full force of the wrath of the campus clean-ers. When he got to work his room was even more untidy than usual and the Miscellaneous Workers Reichmarshal was sitting in Ægidius's chair demanding satisfaction.

'We put a ban on moving furniture in the Seminar Room and when we come back next again day it's all been moved in contravention of the industrial agreement' he thundered. 'We are now going to put a black ban on every blessed thing you do Ægidius and that will be the end of you'.

Ægidius looked wearily at the people's representative. He had not slept well that night because of the pains in his arms and back. 'Look mate' he said 'before I say anything I just want to ask you one thing: how many men would it have taken, and how long, to move the bloody furniture in that room?'

'I would say two men would have taken an hour to set it up right' he said, failing to notice the camou-flaged pitfall in his path.

'Well in that case I could not have done that of which I am accused' said Ægidius, adopting perfect gram-mar as a device to cause confusion. 'I can prove in a Court of Law that I was attending the official open-ing of the Dog Obedience Trials in the presence of the Lord Mayor and Corporation right up to 30 min-utes before the event in the Seminar Room. As you well know, it is simply not possible for one elderly asthmatic with a drinking problem to do the work of two people in half the available time. I am therefore forced by the laws of evidence and logic to maintain that I did not do the work that you accuse me of doing because I could not have physically done it'.

'Just watch it Ægidius, take more care, because we will get you next time' said the outwitted Miscellaneous Workers boss as he left the office by the shortest possible route.

The Ægidius Yarn

“Ægidius pondered

that night in the

University Club about

the way that otherwise

rational people will

enthusiastically adopt

an untested assumption

on the sole grounds

that it meant they no

longer had to worry

about a problem”

Page 25

June 2007

“Giles” ‘Pen Extraordinaire’

ATEM Inc is the leading professional association in Australasia for those who man-age and lead tertiary institutions, requiring a commitment to lifelong learning and continuous professional development and the highest standards of professional prac-tice.

We provide members with an edge in their professional activities and give members a voice in their areas of expertise in the wider community. Joining ATEM Inc will pro-vide you with many benefits, including:

• association with Australasia's leading tertiary administrators and managers;

• conferences/seminars at a Branch level, and the 500-member strong Annual Conference which rotates around Australia and New Zealand;

• exclusive access to Members-only website;

• networking and learning opportunities at ATEM Inc functions;

• preferential rates for ATEM Inc professional development programs, confer-ences, special events;

• professional development programs;

• recognition by way of postnominals (eg ATEMM) that can be used as part of your personal career path management; and

• topical and relevant information provided through our association publication ATEM Matters', sent to members six times a year.

• Thrice yearly mailings of ATEM's 'Journal of Higher Education Policy and Man-agement', an internationally distributed, refereed publication produced under the Carfax imprint in Oxford. Have you published here yet?

However, joining ATEM Inc will provide you with much more. You will be joining a global network of fellow professionals and be supported and encouraged to achieve excellence in your career.

Your partner in developing your career!

Secretariat Association for Tertiary Education Management PO Box 6050 O'Connor ACT 2602 Australia

Phone: +61 411 186 199 Fax: +61 2 6125 5262 Email: atem1@bigpond.com Web: www.atem.edu.au

A S S O C I A T I O N F O R T E R T I A R Y E D U C A T I O N M A N A G E M E N T

“Look to the Future”

Tertiary Education Management Conference

23 – 26 September - Hyatt Hotel, Canberra

EEARLYARLY B BIRDIRD R REGISTRATIONEGISTRATION C CLOSESLOSES SOON SOON

ONLY 2 WONLY 2 WEEKSEEKS TO GO TO GO –– A AUGUSTUGUST 1, 2007 1, 2007