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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.
Let’s take a look at why!
Understand Hiring Needs
If you had unlimited budget, how large would your team be? What if your budget was cut in half? How would that affect how you organized the team?
Perhaps more importantly, how are you managing your current staffing needs?
The data providing by time tracking highlights how many hours employees spend on key projects, who is available to take on new work, who is out on vacation or sick leave, and so much more.
More specifically, tracking time can help you understand what it takes to make a new hire successful. If you bring on additional help, is there enough capacity on staff to train, manage, and mentor them?
By simply entering employee hours, the larger operational picture becomes much more clear — freeing up your time to focus on strategic goals for your association.
2. Measure Program Costs
Once your team has started recording their time, you’ll begin to understand how many hours it takes to perform certain types of work or functions. And with employee salary information as part of your timesheet system, you’ll be able to analyze the true costs of the work performed.
Empowered with this data, you’re able to create more accurate program budgets and more effectively forecast how much time and effort — and at what cost to the organization — it will take to complete any major program.
This information can be used as internal benchmarks, shared with the leadership team to drive improvements, or included with ROI models as you look to gain better insights into what is delivering results and what is not.
For example, these insights can help you determine whether it makes more sense to manage a program internally or outsource some work to contractors or part-time employees.
3. Manage Overtime Hours
Are your employees working overtime? If so, do they receive overtime pay? Is this costing your association more than originally planned? By tracking and approving employee time, you can quickly understand overtime trends and patterns, as well as report on the impact to your organization.
For some associations, occasional may be ok, but extended periods of overtime could merit further review of how programs, budgets, and even employee time off are managed.
As a reminder, the Department of Labor (DOL) mandates that nonexempt employees are eligible for overtime when time worked in a week exceeds 40 hours.
4. Time Tracking Is (Finally) Easy
It used to be that tracking time required maintaining dozens of Excel spreadsheets. Or paper cards that would literally be stamped with the time and date. Those days are long behind us.
Time can be recorded online, on your desktop, on your mobile phone, or via your calendar. Whether you’re in the office or on the road, keeping track of your work is never more than a click or two away!
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.
The Association Societies Alliance's (ASA) newly approved annual leadership award has been named after and posthumously awarded to the late Shane Yates, CAE, CMP, CTA, former executive director of the Ohio Society of Association Executives (OSAE). This award honors his memory and contributions to the association sector after he unexpectedly passed away this spring.
One of the principle roles of associations is to advocate on behalf of their memberships before the legislative, executive, and judicial branches of government.
AMERICAN ASSOCIATIONS DAY 2019 | MARCH 28-29 | WASHINGTON D.C.
American Associations Day is the only legislative fly-in where association professionals like you can connect with Congressional offices and share your story on important association issues. This year our issues will be the value of association meetings to the economy and society along with association tax issues.
This unique opportunity allows you, as an association professional, to create connections with policy-makers that will not only advance the association industry, but your own organization as well. Join MSAE and the Michigan association delegation to attend the ASAE Board reception and network with leaders in our field.
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.
Many organizations across the country, including associations, are preparing for a surge in personnel costs as they prepare for the Obama administration’s overhaul to the Department of Labor Overtime Rule. According to a letter from the Congress to the Secretary of Labor, the Labor Department's proposal, due to be released in final form in July, would more than double the salary threshold to $50,440 per year, up from $23,660. With implementation of this rule, about five million workers would become newly eligible for overtime pay. In addition, the minimum salary would automatically increase each year to match the 40th percentile of the average salary earned by full-time employees in the United States.