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Every association is different. But no matter who you are or whom you represent, one thing is for certain: there is lot of work to be done.
Whether it’s managing members, raising funds, contending with new rules and regulations, or delivering quality programs that serve your mission, there is only so much that can be done in a given day, week, or year.
And that’s not when you’re trying to hire new employees or keep existing ones, or reduce overhead costs, or stay up to date with new technology and ways of communicating.
Does this sound stressful? Perhaps a bit. But that’s part of the job — managing people, processes, finances, and beyond.
The most successful associations are efficient, tech-savvy, and skilled at communicating with members, sponsors, and their local (and online) communities.
Another trait these associations share: They track employee time.
I love working for a board.
One of the unique attributes of an association is to have a board that represents members. The CEO/president/executive director has as an element of their scope of work to mentor, advise and care for the board. For some this is a challenge, for others it is a treat.
An employment handbook is a critical tool for communicating to employees. It provides employees one place to get everything they need to know about their employment. By clearly laying out what the organization expects of them as well as what they can expect from the organization, it lays the groundwork for an open, positive work relationship.
With MSAE’s new organizational membership model, our membership has more than doubled to over 1,700 members. No longer are we an association just for the Chief Staff Executive…we’re here to serve the entire association staff. During the past year, we’ve created many new programs, webinars, peer-to-peer community of practice groups, and resources to address the needs of all staff levels.
Photo by en.wikipedia.org
The Department of Labor released a proposed rule last summer that would require employers to pay overtime wages to employees making $50,440 or less per year, which would be a 113 percent increase over the current threshold.
Numerous organizations, including MSAE, submitted comments on the proposed rule to DOL last year. MSAE reported that the the new rule would adversely affect many nonprofit organizations. To contain payroll costs from increased overtime obligations, employers would have to either lay off employees or exclude reclassified employees from telework and career growth opportunities outside of core business hours.