SIOPSA 2014 Annual Report

Transcription

SIOPSA
Annual
Report
2014
SIOPSA Annual Report 2014
Contents
Highlights
Page
Reporting period
Page
Message from the President
Page
SIOPSA Executive
Page
SIOPSA 2020 (Strategic Focus)
Page
New SIOPSA Structure
Page
Scope of Practice and Ethics
Page
International Recognition
Page
Emerging Psychologists
Page
Communication
Page
Ratification
Page
Annual SIOPSA Conference
Page
CPD and eCPD
Page
Social Media
Page
Regional branches – PTA, JHB, CT, KZN, EC, NW
Page
Interest Groups
Page
Society Administration
Page
Membership
Page
Constitutional Matters
Page
Financial Reports
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Financial Position and Status
Income Statement
2014 Outlook
Budget
Closing Remarks
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Page
Highlights
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SIOPSA 2020 Strategy - From aspiration to implementation
SIOPSA is in the process of registering as a CPD Accreditor with the HPCSA.
eCPD service has been extended both in scope (i.e. to ALL members) and extent (i.e.
24 Clinical CEUs and 6 Ethical CEUs) at no additional cost. .
2553 CEU’s provided via AOSIS to SIOPSA members
Development of an intern database, as well as the student hub housing emerging
psychologist content on the SIOPSA website.
One-day emerging psychologist workshops hosted in Gauteng and Western Cape (in
conjunction with UCT) by the regional branches.
16th Annual SIOPSA Conference: “Partnering for Performance” featuring three
specific themes, i.e. Entrepreneurship, Growth and Leadership.
SIOPSA CSI project focused on Empowering the Social Entrepreneur.
SIOPSA embraced the digital age through the establishment of its official social
media platforms, delivering added value to members, and showing increased growth.
Foundational work conducted in establishing an open-access peer-reviewed,
practitioner focused publication aptly titled “Industrial and Organisational
Psychology in Context”, or IOPIC (pronounced eye-op-ik).
Launch events of the SIOPSA North West and SIOPSA Eastern Cape Branches
Various regional SIOPSA branch events, catering for CEU requirements and offering
the opportunity to network and share knowledge amongst members and nonmembers alike.
Launch of the Code of Practice for Registered Psychology Practitioners in Coaching
by IGCCP
Developing and facilitating the Foundational Coaching Workshops (IGCCP)
Committed and continued engagement by People Assessment in Industry (PAI), on
behalf of SIOPSA, with Government to lobby for input into the EE legislation.
Establishment of IGSPO – the Interest Group in the Systems Psychodynamics in
Organisations
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Hosting of a three day experiential conference by IGSPO
Sustained efforts by EXCO members to have the knowledge generated by the Future
Fit initiative become practical, ensuring implementation.
Committed, enthusiastic and service orientated administrative staff
Increased fiscal discipline brought about by judicious application of treasury policies
and procedures.
Enduring energy and committed engagement from a supportive Executive
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Reporting Period
This report highlights the activities and key issues addressed by the Society for Industrial and
Organisational Psychology from 29th July 2013 until 1st July 2014. Regarding the Society
financial reporting (audited) in this Report, the period spans the previous financial year from 1
January 2013 – 31 July 2013.
Date of issue:
5 July 2014
SIOPSA President 2014 André Westraat
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Message From the President
When I took up the role as President of SIOPSA in 2013, I assumed the role in the full
knowledge that it will be challenging, stimulating and ever so engaging; my how I misjudged
myself…
Fulfilling the role of President has left me with an enduring feeling of pride for the profession I
practice, and the Professional Society I belong to. The year has thrown up several challenges, all
of which I was able to manage with the help of an outstanding Executive Committee. Serving on
the SIOPSA Executive is a selfless act, and I want to applaud and thank each and every member
of the current executive for their outstanding contribution to expanding the breadth, depth and
width of the Society in order for it to take the next step on the journey of growth and maturity. I
am sad to report the loss of Petrus Nel, Ophilia Ledimo, Danie Oosthuizen and Ester Kruger as
EXCO members during the year, due to work commitments. To them as well go a word of
thanks for their contributions. This year, it is exactly 30 years that IO psychology is organised in
SA; from SIP to SIOPSA, and all the guises in between. My dream, as always has been to impact
the Society and the profession for the advancement of everyone. With this in mind, it was my
privilege to co-design the strategic plan for SIOPSA to guide our actions towards achieving the
SIOPSA 2020 objectives.
I still maintain that, as with many other professions, the need for transformation is paramount.
The profession of I/O psychology can, and must, take up its role as the leading change agents in
South Africa. We have as been challenged to rise to the occasion, to answer the call of the
country to move from mediocrity to excellence. During my presidency, I have consistently acted
in order make a meaningful impact in realising the dreams, desires and expectations that the
members of SIOPSA have. Collectively harnessing the potential of each of our members,
formally and informally, we have achieved significantly. When I took office, my “war cry” was:
“So, let’s get working…” I can confirm that we have, to the benefit of SIOPSA.
To conclude, a word of thanks to my Heavenly Father for the guidance, patience, wisdom,
strength and endurance He has granted me to lead SIOPSA the past year. I vow to fulfil my role
as outgoing vice president with commensurate passion and commitment. To Kim Dowdeswell,
my successor, I wish the best of luck, heaps of fortitude and wisdom to carry on the great work
that generations of presidents have started. Please know that you have my full support, and the
collective wisdom of the advisory committee to guide your steps.
Kind regards
André Westraat
SIOPSA President, 2013/2014
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SIOPSA EXECUTIVE
The SIOPSA Executive Committee 2013/2014
President
André Westraat
(elected)
Past President
Karel Stanz
(elected)
President-Elect
Kim Dowdeswell
(elected)
Secretary
Manoko Matlala
(elected)
Treasurer
André Lombard
(elected)
Communication
Hema Parbhoo
(elected)
Conference Co-ordination
Shirleen Titus
(elected)
CPD and eCpd
Dr Llewellyn van Zyl
(elected)
Christopher Beukes/Alison Felix
(elected)
Strategy
Lourens van Schalkwyk
(elected)
Strategy
Alison Felix
(elected)
Strategy
Andrew Johnson
(elected)
Interest Groups
Interest Group in Coaching &
Consulting Psychology (IGCCP)
Steven Breger
(elected and ex officio)
PAI (IG)
Jorn Dannheimer
Frans Cilliers
Deon Meiring
Interest Group in System
Psychodynamics Organisations (IGSPO)
International Association of Cross
Cultural Psychology (IACCP)
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Regional Branches
KZN Branch Chair
Carin Bergh
(ex officio)
JHB Branch Chair
Ntswaki Raboroko
(ex officio)
PTA Branch Chair
Johan (Ollie) Olwagen
(ex officio)
WCape Branch Chair
Aretha van der Merwe
(ex officio)
Eastern Cape Branch Chair
Frik Nortje
(ex officio)
North West Branch Chair
Lene Jorgensen
(ex officio)
President-Elect 2013/2014
One nomination for President-Elect were received namely Kim Dowdeswell.
Nominee
Nominated
Seconded
Kim Dowdeswell
Nadene Venter
Theo Veldsman
Congratulations to Kim Dowdeswell for her election as President Elect.
The President Elect for 2014/2015 will be elected during the Society’s AGM on 22nd July
2014.
Meetings
The Executive Committee met five times during this reporting period on the following dates:
Meeting dates of the Executive Committee
28 July 2013
5 September 2013
14 November 2013
30 January 2014
28 – 29 March 2014 (STRATEGY)
4 June 2014 (STRATEGY)
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SIOPSA 2020 Strategy
From aspiration to implementation
Through various iterations during 2011 and 2012, the AGM adopted a roadmap for the future
of SIOPSA called SIOPSA 2020. It entailed the following:
1. To establish the benefits of IO psychology as a profession and SIOPSA as the leading
professional society on “people matters” in the workplace.
2. To create a professional society with which all current and future IO Psychologists in
our country want to be associated.
3. To establish SIOPSA as a regulatory body for IO Psychology in South Africa.
4. To run SIOPSA as an effective business with services to its members and other
stakeholders.
During 2013 it became clear that, although inspirational and providing broad direction, the
four “dreams” led to a lack of focus. There was a need for a clear, coherent and compelling
vision to create goal-directed behaviour towards achieving the initiatives. Also, the dreams
were not sufficiently externally focussed and did not compel action as forcefully as strategic
objectives and imperatives might have done. As such, the Executive set about creating a
strategic plan consisting of a related vision and mission statement, and various key directives,
re-interpreted form the original four Dreams”, that would give rise to specific actions to achieve
SIOPSA 2020.
OUR VISION
To promote IO Psychology as a profession and SIOPSA as the leading professional society for
the application of psychology in the workplace.
OUR MISSION
“As human behaviour specialists, translating the scientific body of IO Psychology knowledge
into fit-for-purpose practices to promote business objectives, and helping employees flourish.”
OUR PURPOSE
SIOPSA exist in order to serve its members. To this end, the Society strives to create conditions
in which Industrial and Organisational Psychologists will be able to deliver efficient and
effective services to the benefit of all in South Africa. Collectively, our purpose is to encourage
the existence of fair and humane work situation in South Africa, to which all have an equal
opportunity of access and within which all can perform according to their abilities, can develop
to their full potential and can experience a high quality of work life.
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TIME FRAMES
2014-2015
2015-2017
2017-2020
“Gearing for growth”
“Growth through innovation and excellence”
“SIOPSA - the leading and self-regulatory body for IOP in SA”
FOCUS AREAS/ENABLERS
BUILD A STRONG AND REPRESENTATIVE MEMBERSHIP
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To create a professional society with which all current and future IO Psychologists in our
country want to be associated with
Increasing the membership base in sectors not traditionally active in SIOPSA, e.g. black and
younger professionals
Give input into the education of future IO professionals, based on the scientist/practitioner
model
Provide direction to educational institutions with regard to workplace related research
topics
Assist future IO professionals in attaining full professional status through internships
Assist future IO professionals with jobs opportunities
Act as intermediary in facilitating mentorship opportunities for IO professionals
Stimulate interest amongst students, particularly black students, to pursue a career in IO
Psychology
QUALITY ASSURANCE THROUGH SELF-REGULATION
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To establish SIOPSA as the statutory body for IO Psychology in South Africa
EXCO to research and engage in conversation with similar professional bodies on the road
towards self-regulation
CUSTOMER-FOCUSED SERVICE DELIVERY
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To run SIOPSA as an effective business, with services, to its members and other stakeholders
Activate and energise members to gain active involvement in the committees and regions of
the society
To set up and sufficiently staff a permanent SIOPSA office
Establishing SIOPSA’s online presence via the internet and other social media platforms
Investigate and implement professional services to members and stakeholders (e.g. training,
mentorship programmes and information repository)
Register SIOPSA as an accredited CPD accrediting agency
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The following is a brief snapshot of the roadmap to help successive Executives to move from
inspiration to implementation:
Our Vision
To promote Industrial and Organisational Psychology as a
profession and SIOPSA as the leading professional society for
the application of psychology in the workplace
Strong and
Representative
Membership
SIOPSA run as
an effective
business to
the benefit of
its
membership
Establishment and
acknowledgement
of SIOPSA as a
self-regulatory
body
Quality Assurance
through Selfdetermination
Setting
standards for
a generic
competency
framework
for an IO
Psychologist
Establishment
of positive,
mutually
beneficial
relationships
with regulatory
bodies
Bridge the
sciencepractitioner
gap with
business and
the broader
community
Customer Service
Delivery and Excellence
To be a
representative
society
by 2020
Build SIOPSA
as a strong
brand
amongst all
stakeholders
Continuous
and
collective
blind spot
checks
Our Mission
As human behaviour specialists, we translate the scientific body of IO psychology knowledge into fit-for-purpose practices
to promote business objectives and help employees flourish
The following operational opportunities were identified to be actioned by the incoming EXCO.
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Finalise the developed strategy and ensure commencement with implementation
Nominate members to join HPCSA
Create a customer experience monitor
Establish a document repository for HPCSA and relevant, related documents
Establish an Online networking forum (phpBB3)
Identify and operationalise a CSR project for SIOPSA
Partner with academic institutions to establish their needs
Establish and populate a database of NGO’s/NPO’s
Establishing IO Psychology profession and /SIOPSA as brand champion in the eyes of
business through a branding exercise
Convert current “guests” of SIOPSA into fully-fledged members in line with the SIOPSA
constitution
Ensure an enduring organisational presence through Public Relations initiatives.
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SIOPSA Structure
An enduring organisational principle is that “structure follows strategy”. As such, the current
committee-based structure for the Society, which we have consolidated over the last year, will
be enhanced to make sure that it supports the re-interpreted dreams through the new strategy.
The main objectives of the structure were:
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To allow for a refocus on strategic matters.
To create greater capacity that will lead to improved progress on operational matters.
To foster longevity and continuity in focus through increased participation.
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Ethics
During the 2013/2014 AGM a dedicated Exco position was established with a focus on
Ethics. This portfolio had previously been executed in the Secretariat. The new Exco position,
was allocated to Dr. Danie Oosthuizen whose key deliverables were member communication on
ethics, embedding of the Oath for Industrial Psychologists, consolidating previous SIOPSA
sponsored research work as well as the Code of Conduct for SIOPSA members. Dr. Oosthuizen
has since, due to work pressures, excused himself from Exco and the role, which was then
transferred back to the Secretariat.
The focus going forward in this portfolio will be on creating more platforms for Industrial
Psychologists to take the Oath, and to present an opportunity for those who cannot make it
to the Conference to participate in this noble and ethical cause. The Secretariat will continue
to consolidate and communicate all ethics related information to members, with the assistance
of Ethics representatives in the different branches. SIOPSA will continue to offer Ethics based
events and/or interventions to ensure continued professional development in this regard, thus
empowering our members.
Prepared by Manoko Matlala
It has been said that "No people should give government power over them, without first setting
conditions on the use of that power”, such is the purpose of the Constitution. To this end, the
SIOPSA constitution acts as the cornerstone for the existence of the Society. It sets out the
purpose and intent; it provides direction and set the benchmark for how the Society is
operated. The constitution forms our identity, determines the boundaries of our being and
ensures that, as a Society, we can never lose focus of our main objectives. The constitution is
not a document that should be changed or altered on a whim, but it also does not mean that it is
set in stone. A “living” constitution however helps the Society to stay relevant and brings about
a level of agility that ensures that the Society does not stagnate.
It was resolved in the previous year that EXCO will undertake a thorough review of the
constitution during the 2013/2014 financial year. The proposed changes were delayed for
another year as the focus shifted towards a new strategic outlook and implementation plan for
the Vision 2020 for SIOPSA. EXCO took a view that it will be more beneficial for a proper
constitutional review to be conducted once the new strategic outlook and implementation plan
have been finalised presented at the AGM. In this way, EXCO can ensure that the review is
aligned to the SIOPSA Vision 2020 and beyond.
Prepared by Manoko Matlala
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Emerging Psychologists can be likened to the junior members of any prominent sports team. If
there is no team of junior members, there is little or no continued succession (never mind
success) for that senior team. The pool of upcoming talent has to understand the skills and
game-plan required and has to be representative of the supporter audience that they play for.
This also holds true for Industrial Organisational (IO) Psychology. Emerging Psychologists
(formally referred to as IO Psychology students or interns) are the future of Industrial
Organisational Psychology as a profession. It is the responsibility of all registered IO
Psychologists to encourage, support, direct and mentor them as they transition from learners
into practitioners. Acknowledging young IO Psychologists as the future of the profession, the
professional title of Emerging Psychologists has been bestowed upon them. The belief is to
entrench a quality of professionalism into this emergent group of the existing
IO Psychology community.
SIOPSA acknowledges the Emerging Psychologists as the profession’s future with the formation
of the Emerging Psychologist Committee. This Committee assists SIOPSA in specifically focusing
on emerging psychologists and identifying and addressing their needs. It provides further
support as an active link between education and practice through application of a more
practical focus to the professions’ requirements.
Some of the emerging psychologists’ needs that have been identified over the last few years by
the Committee and that continues to be the “show-stoppers” in their professional development
and progression, are:
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Understanding what Professional Practice entails – obtaining key, practical knowledge and
skills to translate and apply their academic education into practice, i.e. how to practically
exercise the role of an IO Psychologist.
Navigating their way through professional registration as an IO Psychologist and Continued
Professional Development (CPD)
Gaining opportunities to apply their knowledge and obtain guidance in that application –
internships and relevant work experience
Linking with the professional IO Psychology community as well as making in-roads into the
business community e.g. through networking and mentoring opportunities
In 2013-2014, SIOPSA has addressed specific challenges of Emerging Psychologists. Amongst
several, the development of the intern database, as well as the student hub which will house
emerging psychologist content on the SIOPSA website has been established. By actively
addressing these needs and engaging with emerging IO Psychologists and Universities, SIOPSA
continues to advocate the profession of IO Psychology. The main objective is for SIOPSA to
harness the young potential and passion that exists and to create a talent pipeline for our
profession.
Three top priorities for the next 12 months are:
1) Demystifying the practical requirements for registration,
2) Engagement and application of IO Psychology as a profession
3) Diversifying the profile of IO Psychologists, especially young, developing professionals.
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The above priorities speak directly to the point of transformation. As the context of what we do
as IO Psychologists constantly changes through the influence of a changing business world, the
demographics of IO Psychologists requires more representation of the South African society.
This is not only for the profession to remain sustainable and ensure its continued existence; but
also so that the custodians of the profession (emerging and registered IO Psychologists) are
viewed as relevant and fully understanding of and addressing the clients’ needs. The current
dominant profile of the IO Psychology community is represented by the following
demographics: White, Afrikaans, Female, Middle-aged individuals who are generally employed
in large organisations. SIOPSA has committed to taking accountability for leading this
important change in the profession as is directed by the macro environment in our country
which is inclusive of a diverse South African population. At a micro-level for the Society, the
greatest opportunity for growth resides in this group, i.e. Emerging Psychologists which is
evidently becoming more diverse and representative at University level.
Transformation initiatives are to:
1) Actively market SIOPSA to a diverse group of students at Universities
2) Actively engaging with undergraduate and post-graduate IO psychology students
3) Actively engage with interns and recruiting them as SIOPSA members thus allowing
them to fulfil their need for affiliation towards a professional body.
It is with an abundance of gratitude and commitment in which a pipeline of IO Psychologists is
support to fit into the complexity the future world of work.
Prepared by Alison Lodewyk-Felix
Communication
Last year SIOPSA had a mandate in terms of the Marketing and Communication Strategic Intent
(2013-2014)
a) To ensure that SIOPSA continues to grow its brand in South Africa and internationally,
by building on the existing Marketing and Communications Strategy
b) To retain existing members through raising the importance and influence of the IOP
Professional in the workplace
c) To grow our membership base through communicating Brand Identity and Awareness
in the field of work and society
d) To demonstrate that the journey we have been on and continue to walk, support the
emphasis of Equality for all South Africans
In terms of an update the following highlights have been achieved:
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Brand Identity
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Great emphasis has been placed on enhancing the current brand identity through
various initiatives. This includes introducing the new SIOPSA branded clothing,
conference bags and pens.
The goal is to consolidate the various fragmented efforts into a more consolidated and
integrated SIOPSA brand image
Social Media
- There has been consistent effort in terms of enhancing the brand through various social
media platforms i.e. Twitter, Facebook and LinkedIn
- Plans to enhance our digital marketing platform for our 2015 annual conference
Corporate Social Investment (CSI)
- We have embarked on forming various strategic partnerships that will assist in
elevating our professional footprint
- This includes a recent partnership with the UJ Centre for Social Entrepreneurship and
Social Economy (CSESE), within the Faculty of Management, UJ. They have established a
social business incubator for upcoming entrepreneurs. The purpose of the CSESE- UJ
social business incubator is to assist with the growth and development of social
enterprises with the aim of helping these enterprises become more sustainable and in
turn to be part of stimulating the economy.
- The aim is of the partnership with SIOPSA is to encourage members who are academics,
business professionals and students to participate and to make their technical and
managerial skills available to the social economy as coaches and mentors.
Regional Events
- There has been an increase in terms of hosting regional events and a concerted effort
has been made to provide people outside Johannesburg with key events and guest
speakers that added value to them as fellow professionals
Membership Base
- Over the years there have been various efforts to involve and mobilise students. Each
year SIOPSA utilises the services of eager students who come through and volunteer
their services at our Annual Conference
We hope to continue on this positive path and look forward to the mobilisation of all of our
members going forward to further embed our SIOPSA footprint both nationally and globally
thereby elevating our overall brand identity.
Prepared by Hema Parbhoo
Ratification
During the period under review, various membership applications were ratified according to
the SIOPSA Constitution.
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Conference
With a Conference Theme of “Making a Difference in the Future World of Work”, SIOPSA 2013
aimed to look at new ideas related to themes such as digital transformation, financial fragility,
“greening”, sustainability and the impact of social media on the workplace. Experts within our
industry, and outside, where part of the journey of making sense of the IOP Contribution in the
new world of work. There were a few “firsts” during this Conference –
• A CSI project to donate school shoes to underprivileged children. A fantastic
contribution by our society that made the media!
• A powerful address by Minister Trevor Manual on the National Development Plan,
calling IOP’s to support the nation’s growth.
• Using TED Talks to get more exposure to international thought leaders in related subject
fields
• Colleagues taking the IOP Oath for the first time at the Conference
Other highlights included the illuminating talks of Clem Sunter, and Prof Adrian Furnham. The
recorded inspiration message from Prof Deo Strumpher had us thinking about “Advanced Age
and Conscientiousness”. The valued contribution of 11 Workshops, 33 Posters, and 77
Presentations, Symposiums, and Panel Discussions were evident in the feedback received from
members:
Figure 1: Members Opinion regarding Program Content
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The SIOPSA Conference would certainly not be viable without the contribution of our sponsors.
We would like to say a special “thank you” again to the following organisations:
• Platinum Sponsor: SHL
• Gold Sponsors: EOH and TTS
• Silver Sponsors: Bioss SA and Phia Henning and Associates
Also heartfelt thanks to all the exhibitors for considering our conference your marketing space.
The following exhibitors attended the 2013 Conference :
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Hay Group
Latitude 26
Psytech SA
ALQMIE
Evalex
Connemara
SIOPSA
University of Pretoria
Saville Consulting
Centre for Creative Leadership
Integrity International
JvR Group
Maccauvlei
University of Johannesburg - Department of Industrial Psychology and
People Management
Knowledge Resources
ACSG
SABPP
HCI
HPCSA
In addition, thank you to each and everyone who attended the 2014 Conference. Without our
members support and contributions, we would not have been able to create a place of learning
and connecting such as our Annual Conference.
Prepared by Ester Kruger on behalf of the 2013 Conference Committee
The 2014 conference
One of the major annual events which bring together new awareness, ideas and interesting
people, is the Annual SIOPSA Conference, which is being held from 21 – 23 July 2014 at the
CSIR in Pretoria. In support of the growth of our members, and the profession in general, the
Annual SIOPSA Conference’s theme, Partnering for Performance will feature three specific
themes, i.e. Entrepreneurship, Growth and Leadership.
The 3-day Conference flow will be structured through keynote addresses, facilitated panel
discussions, workshops, master tutorials, individual presentations, posters and roundtable
discussions which will all be led by relevant professionals. Professor Andréw Thatcher and the
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elected Abstract Review Committee have carefully reviewed over 100 submissions from
academics and practitioners. This Scientific Review Board was stringently selected on the basis
of subject matter experts who have both local and international credibility and is skilled in the
applied scientific integrity of the field of Industrial and Organisational Psychology.
Our invited keynote speakers will share their expertise in topics related to South African and
Global Best Practices for Individual, Team and Organizational Growth. Some specific focus
areas will include Official updates, Future Fit trends, Emerging Psychologists, PAI and
introducing a Code of Good Conduct in Coaching Psychology. An Oath Ceremony will enable
IOP’s to commit to the Ethical Standards and Practices of the profession. In weaving together
the three themes, the conference will close-out through a Partnering Café and the application
of an open space technique where all stakeholders can share and listen to insights made at the
conference.
SIOPSA continues to consider social responsibility as a key strategic imperative thus
demonstrating their commitment to socio-economic growth in the wider South Africa. We have
embarked on a CSI project which is focused on Empowering the Social Entrepreneur. This
project will be launched at the conference and we aspire to raise 1000 hours of time sponsored
by all practitioners who wishes to reciprocate goodwill towards social enrichment.
All conference delegates who are registered with the HPCSA will be entitled to a maximum of
24 CPD points for three days of participation and attendance.
We look forward to welcoming you at SIOPSA’s 16th Annual Conference where you will
experience a conference setting which fully utilises the Scientific-Practitioner model.
Prepared by Shirleen Titus on behalf of the Conference Committee
CPD and eCPD
ORIENTATION
Along with following the normal status quo, the 2013/2014 cycle has provided exciting
opportunities for the continuous professional development portfolio. First, SIOPSA is in the
process of registering as a CPD Accreditor with the HPCSA. Second, the eCPD service has been
extended both in scope (i.e. to ALL members) and extent (i.e. 24 Clinical CEUs and 6 Ethical
CEUs) at no additional cost. Each of these will be discussed below.
CPD ACCREDITOR STATUS
During this cycle we have investigated the possibility of registering SIOPSA as a CPD Accreditor
with the HPCSA. Accreditor status implies that in the future members/non-members will be
able to apply to SIOPSA for the CPD accreditation of their activities (e.g. seminars, workshops,
journal clubs etc.). We have found that this is a viable option for SIOPSA, not only as a value
added service for members and a potential income stream for the society, but also to aid in the
establishment of a mutual beneficial relationship with the HPCSA. This does present three
rather significant challenges: (a) the current EXCO needs to submit for a voluntary CPD audit
(individual level), (b) SIOPSA needs to submit for a voluntary CPD service Provider audit
(organisational level) and (c) new administrative systems need to be developed. Each of these
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challenges will need to be addressed in sequential phases. The proposed project plan for
execution is presented below:
Phase 1: EXCO Audit Submission – 28 August 2014
Phase 2: SIOPSA Audit Submission – 30 September 2014
Phase 3: CPD Accreditor Application Submission – November 2014
Phase 4: Administrative systems – November 2014
GRATIS eCPD SERVICE
The eCPD service provided by AOSIS (Pty LTD) was introduced during the 2010/2011 cycle at
a subsidised rate to members of SIOPSA. After investigation the feasibility of presenting this
service at no cost to members, the ‘free’ eCPD service was initially introduced on a proof of
concept basis to full members during the third quarter of the 2012/2013 cycle. Full members
were able to obtain 24 CEUs of which 6 were ethics. Due to the demand presented by full
members in this free service, it was extended to all members of the society. In our negotiations
with AOSIS we originally bargained for 500 members to use this service. The associative cost of
this proof of concept was R33 000 excluding VAT. In April 2014, we renegotiated with AOSIS to
implement this service for a two year cycle, whilst we develop the systems required to
internalise the eCPD function. The outcome of the discussion was that members will now be
able to satisfy ALL their CPD requirements required by the board at no additional cost.
All paid up members of the society will now be able to obtain all 24 Clinical and 6 Ethical
CEUs required by the Board.
In essence SIOPSA, through AOSIS, will provide the following eCPD activities to all SIOPSA
Members at no cost:
•
•
•
•
8 x 3 (Clinical) CEU/CPDs activities via SAJIP articles per year per member.
1 x 6 Ethics CEU/CPDs activities via SAJIP articles per year per member.
This comes to 30 CEUs per member per year.
The CPD certificates will be issued under the eCPD Healthcare Accreditation
number.
Therefore, by joining SIOPSA all your CEU needs are covered. We hope that this would aid in
not only satisfying the needs of our current members, but also to aid in growing membership.
BUSINESS AS USUAL
Further to the above, it was again “business as usual” within the CPD portfolio. SIOPSA was
again accredited as a CPD service provider in February this year (Dated December 2013 to
December 2014) and was able to offer a number of CPD accredited events. A total number of
154 CEUs (of which 14 were ethics) was provided this cycle.
Similarly, it would seem as though members have capitalised on the eCPD service. Table 1
provides an overview of the utilisation of the eCPD service through referring to unique logins to
the AOSIS servers per month as well as the total amount of CPD points claimed by members. A
total number of 2553 CPD points were claimed by members.
19
Table 1 – eCPD overview
Month
Unique
Logins
100
128
110
110
136
127
168
140
135
176
165
277
1772
Apr-13
May-13
Jun-13
Jul-13
Aug-13
Sep-13
Oct-13
Nov-13
Dec-13
Jan-14
Feb-14
Mar-14
Total
CPD Points
Claimed
0
48
93
96
117
156
285
234
198
354
273
699
2553
OBJECTIVES FOR THE 2014/2015 CYCLE
With this in mind the 2014/2015 cycle poses interesting challenges and opportunities for
SIOPSA. First, our aim is to register SIOPSA as a CPD accreditor. Secondly, we will be
investigating, developing and piloting mechanisms to internalise the eCPD function by the
2016/2017 cycle. Finally, our objective is to ensure that SIOPSA continues to provide its
members with quality CPD activities, events and conferences. We commit to the continued
strive towards service excellence in this portfolio.
Social Media
ORIENTATION
Tweets. Twits. Facebricks. #hashtags. And ‘That site where you can watch those funny videos of
cats on the interwebz’. These and many other labels are used to describe mechanisms and
platforms to connect individuals through the internet. These platforms are used for various
purposes ranging from information sharing to marketing. In 2012/2013, SIOPSA embraced the
digital age through the establishment of its official social media platforms. These platforms
provided the Society with the opportunity to engage with its members, to build networks, to
share ideas and to stimulate conversation around crucial topics.
THE YEAR IN A NUTSHELL
The key objective for the 2013/2014 cycle was piloting initiatives directed towards the
effective utilisation of these platforms in order to drive growth and ‘organic reach’. A trial and
error methodology was followed to determine factors associated with membership growth and
membership engagement with the various platforms. First, two new ‘managing members’
(Steven Breger & Johan van der Nest) was employed on the Facebook platform. This aided in
establishing continuity in engagement strategies, member interaction and posts. Secondly, we
investigated the establishment of ‘separate’ profiles for branches and interest groups linked to
the main platforms in order to evaluate the effectiveness of the strategy. The process worked
20
particularly well on interest group level however failed to drive the appropriate traffic on
branch level. This will have an impact on the development of a social media strategy and brand
management of both SIOPSA and its interest groups. Third, Hootsuite (as a social media
management mechanism) was utilised during the last quarter of this cycle to manage the
various platforms. The software aided in not only the management of the platforms but
provided rather interesting analytics. For example, at the time of writing this report 329
individuals had listed SIOPSA membership on their LinkedIn profiles. It also provided an
indication of SIOPSA’s geographic dominance (Johannesburg, and Cape Town). The analytics
aids us in understanding the impact and extent of the brand within South Africa. Finally, the
use of YouTube as a platform for eCPD related activities were investigated. Mixed reactions
were received from the HPCSA relating to this matter. A proof of concept will be required to
get the formal go-ahead from the HPCSA. We will further this matter in the 2014/2015 cycle.
GROWTH IN SOCIAL MEDIA MEMBERSHIP
Table 2 provides an overview of the growth experienced since the previous cycle. All the
platforms have grown significantly since launch and we notice that more members are
engaging with its content. Of particular notice are the growth and content engagement
strategies of the Facebook profile. Users seem to interact much more openly and freely than on
LinkedIn and therefore Facebook should be positioned as the distribution method of choice
when it comes to SIOPSA related matters. For the 2014/2015 cycle, our aim will be to grow
member interaction by 50% and increase platform membership by another 25%.
Table 2 – Social Media Growth
Social Media Platform
Membership 2012/2013
LinkedIn
Facebook
Twitter
Youtube
886
237
36
5
Membership
2013/2014
1262
502
233
312
CHALLENGES AND OBJECTIVES FOR THE 2014/2015 CYCLE
However, we have also identified various aspects which may affect our membership growth
and engagement strategy. The main factor identified relates to the adoption of social media by
our members. The social media committee established that some members perceive
themselves as not being ‘tech-savvy’ and therefore is unable to fully benefit from the functions
of SIOPSA’s social media platforms. To address this, the committee aims to provide members
with workshops on the use, function and benefits of social media for IO psychologists during
the 2014/2015 cycle. Through this, we hope that members will be able to adopt social media
both as a tool in practice, and embrace the benefits of the digital era. #SocialmediaFTW
21
SIOPSA’s Industrial and Organisational
Psychology in Context (IOPIC)
ORIENTATION
During the second quarter of 2013/2014 cycle, SIOPSA, in line with Dream 4 of its 2020 vision
(to provide real benefits to members in terms of access to new information, latest trends, and
guidance or advice from experts) resolved that there is a need, within the market, for a
practitioner friendly publication aimed at the Industrial Psychologist.
The need for such a publication stems from the fact that no publication currently exists within
the South African market that caters exclusively to the latest trends in industrial/organisational
psychology. Both the South African Journal of Industrial Psychology as well as the South African
Journal of Human Resource Management caters almost exclusively for academics, scientists and
students. Popular magazines such as HR Future and People Dynamics cater for the human
resource practitioner. This leaves a gap in the market as no publication bridges the gap
between the pure academic and popular press. Consequently, a mainstream publication with
academic/scientific credibility is needed to fill this proverbial gap in the market.
ADDRESSING THE NEED
This need was to be addressed by the publication of an open-access peer-reviewed, practitioner
focused publication aptly titled “Industrial and Organisational Psychology in Context”, or IOPIC
(pronounced eye-op-ik), under the Editorship of Llewellyn van Zyl (UNISA) and Kim
Dowdeswell (CEB). The purpose of IOPIC would be to provide a scientifically sound, noncommercialized practitioner-focused outlet for reports, latest trends, practical tools and
scholarly commentary on the science, practice and teaching of industrial and organisational
psychology in South Africa. The focus would be on translating the “science” of IOP into
“practice” and to provide practitioners with a valuable companion to their active practices.
This practitioner focused publication was to be presented between the commercial (e.g. HR
Future) and pure academic publications (e.g. SAJIP) in order to provide academics,
practitioners, field experts (and the like) with a platform through which to disseminate “new
information, latest trends and guidance or advice from experts” of the latest IOP trends. The
focus will be to stimulate theory and practice building through the dissemination of latest IOP
trends in a ‘practice friendly’ manner. Similarly, it will be aimed at providing authors with the
opportunity to share and test ideas with both the ‘scientist’ and the ‘practitioner’.
As with a traditional scientific journal, IOPIC would be comprised of an Editorial committee to
manage the day-to-day management of the publication and a science-practitioner advisory
committee. The Editorial committee will be comprised of an Editor-in-Chief, Associate Editor
and Specialist-practitioner section editors. The advisory committee will act in a consultative
capacity to the Editorial Committee concerning matters related to the scientific merit and
practical contribution of articles and operations of IOPIC. These members will be serving as
ambassadors for IOPIC based on their academic and professional standing in the IOP
community and to advise on the future direction of the journal.
22
Against this backdrop, the initial aim was to launch two trail publications in 2014 (Volume 1:
Issue 1 & 2) to proverbially “test” the interest and impact of the publication. As such the selfpublication process was initiated. First, the target market was assessed and a risk-benefit
analysis was conducted in order to establish the viability of the journal. Second, in line with the
findings of the assessment, journal’s scope and distribution channel was clarified. Third, the
publication guidelines and submission processes were developed. Fourth, the proposed
Editorial and science-practitioner committees were contacted to establish the willingness to
contribute to the journal. Fifth, a copy editor was contacted to aid in the layout, typesetting and
cover design of the first Issue. Finally, the title registration as well as the international standard
serial number (ISSN) registration process was initiated.
CHALLENGES AND OBJECTIVES FOR THE 2014/2015 CYCLE
However, due to process constraints with the publications registrar relating to the (a) legal
deposits procedure with the National Library of South Africa (NLSA) and (b) current process
involved in the title registration as well as with the ISSN, the publication process has been
halted until the second quarter of the 2014/2015 cycle.
At the time of writing this report, we can report that all of the above mentioned constraints,
with the exception of the ISSN registration process, have been resolved. Therefore, we are on
track to publish the first issue towards the beginning of 2015. We hope that this publication
would provide a valuable value added service to our members, a possible income stream for
advertising and to build out the awareness of SIOPSA beyond the conference.
Prepared by Dr. Llewellyn van Zyl
Regional Branches
Inter-regional co-operation
The six regional branches – Pretoria, Johannesburg, KwaZulu Natal, Western Cape, Eastern Cape and
North West – continue to be a source of great activity for members, particularly with regards to CPD
events.
Each region has, over the reporting period, made a stirling effort to present dynamic and excellent
speakers on relevant topics. To further enhance this for members, the regions will now be
“nationalising” their approach, with an initiative to share expertise more between the regions,
particularly with regard to importing out-of-province guest speakers. EXCO has also decided to fund
travelling expenses for guest speakers so that they can speak in other regions.
Regional Chairs will continue working together to share regional event feedback regarding the most
popular event speakers and topics.
23
Regional branch membership
Every regional branch has submitted a call for members to get involved in
the committee or in assisting with CPD events. We again reiterate the call to
members to become more involved in SIOPSA and assistance in your region
is an excellent place to start.
Member feedback
Event attendees continue to provide valuable feedback, both positive and in the form of suggestions. If
regional events are to continue to be successful, members are urged to give feedback following CPD
events.
Pretoria Branch
Name and surname
Position
Johan Olwagen
Chairperson
M.A. Themba
Treasurer
Louise Coetzee
Secretary
Marli Jooste
Marketing
Suhail Ramkilawan
Student Affairs
1. INTRODUCTION
As Chairperson of the Pretoria Regional Branch I would like to convey my thanks to the
following:
• Our Members: Thank you for your active involvement and participation in the
regional events. As much as you are professionals with busy schedules, your
commitment to your own ongoing learning and growth is always enlightening.
• Our Presenters: The professional input you have provided is and always will be
more important than just building our CPD portfolio. The knowledge and passion
for your topics is shared, networking opportunities are created, and learning
about what IOPs and Psychologists in general contribute has always been as
important.
• The Branch Committee: Thank you for your dedication and hard work over the
last year. It is not always fully appreciated that you voluntarily give up your
personal time to meet, plan and arrange events.
24
•
The SIOPSA Executive: We thank André Westraat and his highly committed
Executive for providing guidance, support and an opportunity to open all our
minds about the impact we can and should be having.
2. THE PRETORIA BRANCH COMMITTEE
The Pretoria Branch committee for 2013/14 year consisted of:
Chairperson: Johan Olwagen
Treasurer: M.A. Themba
Secretary: Louise Coetzee
Marketing: Marli Jooste
Student Affairs: Suhail Ramkilawan
As always given the voluntary nature of committee service, life happens. In the past year
we have had to say good-bye to other serving members: Telsa-Ria Karodia-Pillay and
Subashnee Ramiah and thank them for their service
The roles of Chairperson, Treasurer and Marketing will also come to an end at the AGM
in July. Nominations are awaited to fill these roles. We would like our members to give
willingly of their time. New blood is required to take the strategy crafted in March and
June to new heights.
3. HIGHLIGHTS
The following were the highlights for the past year:
• Pretoria was awarded the “Branch of The Year”
• Speaker events held in 2013 (Post Conference and AGM):
o Coaching – Karen Scheepers
o Post-Traumatic Stress in the Workplace – Elka Erlank
o One-Day Student Workshop with the Following Speakers:
Prof Karel Stanz & Prof Pieter Schaap; Dr Llewellyn van Zyl
(Academic and HPCSA requirements)
Ms Bongi Sokhela & Ms Subashnee Ramiah (FNB) & Ms Esther
Venter (Comair): Corporate practice
Col. Piet Bester (MPI): Public Sector Practice
Ms Kim Dowdeswell (SHL); Dr Nicola Taylor (JVR): Test Publishers
Mr Steve Renecle (Stephen Renecle & Associates): Consulting
Prof Deon Geldenhuys: Behavioral Risk Assessment
Prof Freddie Crous: Consumer Behaviour
Mr Trevor Reynolds: Aeromedical Psychology
Mr Pieter vd Merwe Behavioural Economics
• Speaker Events: 2014:
o February 2014: Integrity & Employee Risk Profiling in the Work
Environment (Erna Penning & Mariette Barends) & Employee Moral
Degeneration (Carol Hardijzer)
o March 2014: One Day Coaching Workshop: Foundational Coaching Skills
Workshop in conjunction with the Interest Group in Coaching &
Consulting Psychology (Steven Breger; Aletta Odendaal; Gail Wrogemann
o March 2014: A Whole-Brain Approach to Burn-out (Johan Olwagen
presented to the NW Branch)
25
o June 2014: Why Managers Struggle to Delegate and What to do About It
(Johan Olwagen)
o September 2014: Behavioural Economics (Pieter vd Merwe)
o September 2014: Student Workshop (Proposed)
o November 2014: Bias-Free Assessment: From Holy Grail to Practical
Solutions (Prof Fons vd Vijver)
SIOPSA Student Event Collage
26
Johannesburg Branch
Name and surname
Position
Ntswaki Raboroko
Chairperson
Thenjiwe Msomi
Treasurer
Manoko Matlala
Member
Chris Beukes
Marketing
Sunaina Vaghela
Students
Talitha Muller
Interest Groups
Taryn Marcus
Member
Vacancies:
• Secretary
• Interest Groups (from 1 August 2014)
CSI Event
The Johannesburg branch hosted a career day for the Grade 9’s at Ivory Park High School. The
grades 9’s were taken though a career interest self-evaluation session. The branch is looking to
make this an annual CSI event and formally partner with the school.
27
Events
The role of I/O Psychologists as organizational architects: An OD perspective
The workshop explored the topic of organizational systems, productivity and people. The
session was led by Otto Pretorius from QBIT and his colleagues, Herman Roythorne-Jacobs &
Lize Kloppers.
Future Events:
•
•
A half day workshop is scheduled for the Joburg branch in August. The focus of the
workshop will be Ethics.
CSI Event: details to follow
28
KwaZulu Natal Branch
Name and surname
Position
Carin Bergh
Chairperson
Susan Ellison
Committee
Holly Pittam
Committee
Lutfiya Adams
Committee
Andréa Hansen
Committee
Itumeleng Malabie
Committee
Emma Caruth
Co-opted
The KwaZulu Natal branch has seen some committee changes in the past year. Susan Ellison
stepped down as chair in order to pursue other goals, and Carin Bergh has been elected into
the role. Susan has stayed on as a committee member however, providing continuity within
the committee. Avanthi Thacker and Connie Ndlovu also moved on to other projects, and we
would like to thank them for their hard work and commitment. We are glad to welcome
Lutfiya who has stepped forward to contribute to the society. Lutfiya will be sharing the
regional marketing and communications role with Susan. Andréa Hansen has also joined
the committee, responsible for the emerging psychologists portfolio. Itumeleng Malabie
joined on the Ethics portfolio. The committee has been fortunate that Holly Pittam is
continuing as Treasurer. Unfortunately, Yurissa Sawyers has stepped down from the
committee, as she recently became a mom. We hope to have her back in future, but wish her
well on this very big venture.
A big thank you to all the committee for volunteering their time and energy to making
SIOPSA a success on the ground.
1. Events
The final event for 2013 was Gamification and Ethics in Assessments with Sandra
Schlebusch and Kim Dowdeswell. We have started 2014 with a focus on the private
practitioner, in line with addressing the challenges that our members face on the ground in
KZN. There is a conscious attempt this year to address the concerns that our members are
facing in terms of providing practical skills or information that can improve our services as
psychologists.
2014 is flying by, and there are value-adding events lined up. The year plan is as follows:
29
Date
March 2014
Event
The IOP in Private Practice
Speaker
Colette
Cavaleros
Nosipho Xaba
of Freddie Crous
July 2014
The Theory and
Appreciative Inquiry
September 2014
Building
Thriving
Organisations Dr Llewellyn Van Zyl and
through Positive Interventions
Lene Jorgensen
October 2014
Assessing the Assessors: The Impact Brandon Pleaner
of Assessor Learning Agility on
Assessment Centre Outcomes
November 2014
A Whole Brain Approach to Burnout
Practice
and
Johan Olwagen
Unfortunately, we are experiencing some issues with our marketing system. We have received
reports that some members are not receiving any notifications for events, and others are
receiving for the other regions, but not for KZN. If you are not receiving notifications, please
contact the SIOPSA office and let us know so we can rectify the issue.
Eastern Cape Branch
Name and surname
Position
Frik Nortje
Branch Chair
Dr Johan Schoeman
Treasurer
Dr Sharon Munyaka
Student Portfolio
Susan McGoldrick
Events and
Communication
Internships/Marketing
Dr Tracy Potgieter
The Eastern Cape branch was launched during October 2013 with the screening of ‘Doctors of
the Dark Side’. The intense discussion that ensued after the screening suggested the urgent
desire by professionals especially psychologists to have a platform for dialogue and learning in
their region without the costly trips to other provinces.
2014 Started off very promising with an event on the 18th of March 2014 where Cynthia
Schoeman, an ethics specialist explored the seven key ethical issues that need to be understood
to ensure effective ethics management and to improve an organisation’s ethical status.
30
Other events planned for the year seek to engage and forge relationships with professionals in
our region. In an effort to increase our SIOPSA membership, we have made use of existing
forums or related societies to market SIOPSA. Our planned events will not only be relevant to
psychologists but can be applied broadly to other professionals in the region. Our committee is
actively creating platforms to increase membership into SIOPSA and in turn grow the Eastern
Cape branch.
One such platform is the Positive Organisational Scholarship (POS) unit that was launched two
years ago in the Department of Industrial and Organisational Psychology at the Nelson Mandela
Metropolitan University (NMMU). Spearheaded by Dr Johan Schoeman, he is keen to share
some insights with SIOPSA members following his recent visit to Michigan University for a
workshop hosted by Prof Kim Cameron. In addition, Prof Kim Cameron attended a POS
conference in Johannesburg on 21 & 22 May and Port Elizabeth on the 22nd of May 2014. These
conferences created the platform for the launch of the first POS centre in Africa which will be
administered from the Nelson Mandela Metropolitan University (NMMU).
Another Committee driven initiative is the support being offered to current and prospective
intern IOPs in our region. We had our first session in February 2014 with the interns where
discussions with senior IOPs, newly registered IOPs and intern psychologists ignited various
ideas of how the internship and preparedness for the board exams could be improved.
For continuity of support to the interns, quarterly meetings have been scheduled with the
Committee.
The committee members of the Eastern Cape SIOPSA Branch are as follow:
• Frik Nortje (Chairman). Frik is a Management Consultant at work Dynamics in Port
Elizabeth
• Dr Johan Schoeman (Treasurer). Johan is a lecturer at Nelson Mandela Metropolitan
University
• Dr Sharon Munyaka (Student Portfolio). Sharon is a Psychologist in Independent
Practice
• Susan McGoldrick (Events and Communication). Susan is an Independent Consultant
• Dr Tracy Potgieter (Internships/ Marketing). Tracy is the Group Talent and Learning
Manager at Coca Cola Sabco
North West Branch
Name and surname
31
Position
Lené Jorgensen
Branch Chair
Lizelle Brink
Committee Member
Laetitia Gustafson
Committee Member
Bouwer Jonker
Committee Member
Marissa de Klerk
Committee Member
Jaco Pienaar
Committee Member
Leon de Beer
Committee Member
Alewyn Nel
Committee Member
The North West province recently established a new SIOPSA branch which is based in
Potchefstroom. The new branch committee has 8 members (photo below) of which Lené
Jorgensen is the elected branch chair. Also from the North=West University are branch
members Prof Jaco Pienaar (Director of the WorkWell Research Unit); and industrial
psychologists Dr Leon de Beer, Dr Alewyn Nel, Mrs Lizelle Brink, Dr Marissa de Klerk and Mr
Bouwer Jonker. Mrs Laetitia Gustafson is an industrial psychologist from the private sector in
Potchefstroom, who also serves as a branch member.
The launch event for the NW branch was held on the 23rd of October 2013 in Potchefstroom.
The event was opened by emerging psychologist and masters student, Bernard Maritz, who
humorously reflected on industrial psychology practices. Proff. Johan Coetzee and Joppie van
Graan followed with an on-stage conversation concerning “Reflecting on the Industrial
Psychology profession: Moments, memories and highlights”. The two professors had the
audience in stitches over anecdotes concerning their 35+ years’ careers. Recognition was also
given to local giants in the I-O psychology profession, namely Prof. Alret Barnard, Prof. George
Sieberhagen and Prof. Marius Stander. The evening was closed with a cheese and wine occasion
whilst networking.
Proff. Johan Coetzee (left) en Joppie van Graan (right).
32
Proff. George Sieberhagen (sitting in front left) and Alret Barnard (right). From the back left is
Prof. Paul Jansern, Prof. Johan Coetzee, Prof. Joppie van Graan, from SIOSPA Manco: André
Lombard and Karl Stanz. Prof Stander, Lené Jorgensen and Bernard Martitz.
NW branch committee (from left to right: Laetitia Gustafson, Bouwer Jonker, Lizelle Brink, Jaco
Pienaar, Leon de Beer, Lené Jorgensen, Alewyn Nel and Marissa de Klerk pictured here with
André Lombard and Karel Stanz, from Manco).
Three events took place during 2014, starting on the 3rd of March 2014 where Johan Olwage
from the Pretoria branch educationally entertained the mostly student-audience on the topic: A
Whole-Brain® Approach to Burnout.
33
Prof. Fons van de Vijver from the Netherlands was the guest speaker for the second event on 14
April, with Cross-cultural Psychology in South Africa. During the event Prof. Deon Meiring, from
the Interest group for Cross-Cultural Psychology, also addressed the audience during the event
and announced a student bursary made available.
On the 27th of May Prof. Jaco Pienaar presented an ethics workshop during the third event
which was widely attended for the valuable ethics CEUs. Prof. Pienaar stimulated thought
about ethics and moral philosophy in general. He concluded by saying that if the workshop
managed to instil more questions than answers then it was successful, as these are issues that IO psychologists and practitioners in general should ponder more deliberately and that there
are not always concrete answers when it comes to ethical dilemmas.
34
At the conclusion of the third event members and guests were asked which topics interest them
for potential future events.
The results showed the following:
1. Being a young IOP practitioner
2. New technology regarding psychometrics
3. Personality
4. Emotional Intelligence
5. Psychology-related topics
6. The IOP practitioners’ guide to managing stress
What is becoming clearer since the launch event of the NW branch is that the students
(emerging psychologists) especially make use of the networking and learning-opportunities
provided. Although it is still early days, with some growth pains (thank you Rosalie for loads of
patience with us concerning the recons!), we look forward to become an established branch
with the main focus being to prepare emerging psychometrists and psychologists for the
workplace.
35
Western Cape Branch
A new committee was elected last year and consists of the following members:
Name and surname
Position
Aretha van der Merwe
Branch Chair
Annemarie Jordaan
Administrator and
Treasurer
Marketing and
Communication
Events hostess and
Emerging psychologists
Johan vd Nest
Christa Botha
Adrian Parsadh
Yolandi Janse van Rensburg
Social responsibility
project
The committee has, besides the regular events, two goals for the year. The first is to enlarge our
student attendance. Emerging psychologists are the future of our profession and young ideas
and energy are needed to keep building the profession and society. Therefore we want to
establish at least one student chapter this year. The second goal is to give something back to
society in general. We plan a project for young people that are ready to enter the world of work,
but are unable to get a job. The aim is to equip them with information on how to have a better
chance to get a job. It will be in collaboration with the Department of Labour.
We hosted the following events:
4 April:
Emerging Psychologists open day: University of Cape Town in
collaboration with SIOPSA and the other two Western Cape universities,
University of Stellenbosch and University of the Western Cape, had a very
successful morning event where the focus was on professional practice for
an I/O Psychologist. There were about 40 students from all three
universities. The committee members of SIOPSA Western Cape were the
speakers on the different fields of I/O Psychology. The students found the
information relevant and it seems if the student day will be a regular
event from now on. Six students indicated their willingness to participate
in discussions to establish a student chapter.
9 May
Leadership and Management: From conception to implementation at
Eskom and Koeberg Nuclear Power Station
Speaker:
Andréw Johnson of the Eskom Leadership Institute
About the topic: Dr. Andréw J Johnson, Industrial Psychologist and heads
up the Eskom Leadership Institute. Their approach starts with lead self,
followed by lead others and leads change. The behaviors associated with
36
the inside out approach are reflected in the Eskom Leadership Brand. In
collaboration with Henley Business School, The Pacific Institute and
Connemara, training and workshop material based on the inside out
approach and the Leadership Brand was developed for the different levels
in the organization.
These development initiatives were rolled out to the three different levels
at Koeberg Nuclear Power Station, the only nuclear power station in
Africa. The Senior Team attended the Leadership Journey, the Middle
Managers attended the Middle Management Program and the Supervisors
attended the Supervisory Development Program.
Andréw Johnson discussed the conceptual leadership framework and the
Eskom Leadership Brand as well as the development of the training and
workshop material based on the aforementioned. The value of the above
training and workshops on the individual and teams as well as the impact
on the business were discussed by the delegates who attended the
program.
The event was also very successful and the feedback from the attendees
was positive and the found the practical implication of the topic very
useful.
Events to come:
Aug
Social responsibility project: The project is still in the conception phase
and a discussion with the Department of Labour took place to discuss
ideas and clarify roles. The project will focus on young people who are
ready to enter the workplace but need some skills to do so effectively.
Sept:
Ethics in organisations: The Consultant working in Organisations
Speaker: Liezel Groenewald
About the topic: Ethics is important for anyone in business. It is
particularly important to consultants because of the high level of trust that
organisations grant them and because of the access that many consultants
have to the confidential and proprietary inner workings of the
organisation that employ them.
Business ethics is about human behaviour in the organisational context. It
is about the values, norms and standards agreed to in the organisation and
the latter’s relationship and interaction with its internal and external
stakeholders. I-O psychologist consultants are on the receiver end of this
process. They therefore need to understand the organisation’s ethical
37
standards, influence it and manage their own behaviour according to their
set principles. These principles are often expressed in a code of ethics or a
code of personal conduct.
Due to the nature of their work I-O consultants have to be able to
recognise ethical issues, make judgments and decisions (based on
generally agreed standards and norms) and behave ethically. This would
be simple, were it not for a variety of factors that can make it difficult to
distinguish between right and wrong.
The presentation will focus on some theoretical background about the
differences and similarities between ethics, legislation and morality as
these are sometimes confused. These differences often lead to ethical
dilemmas or so-called grey areas where the line between right and wrong
becomes blurred. Information in this presentation will thus aim to assist
participants to develop and enhance their principles/code of ethics for
ethical consulting, recognise ethical issues, understand their role in
enhancing ethical business practices, recognise ethical dilemmas and
resolve such dilemmas.
Oct
Executive coaching: Using Neuroscience to improve performance
Speaker:
Prof Justin Kennedy
Coaching has emerged from a synthesis of many fields including training,
adult learning, consulting, change management, the human potential
movement, psychology and systems science. Each of these fields has their
own models and approaches to coaching. A brain-based approach to
coaching may provide an answer to the challenge of providing an evidence
based framework for coaching.
Every event that occurs in coaching is tied to activities in someone’s head.
(Some people may argue that coaching is more “heart based.” Whatever
your perspective is on this, consider that emotions have correlates in the
brain too.) This means that a brain-based approach should underpin and
explain every good coaching model and provide the field with an
underpinning science. A brain-based approach is going to be inclusive and
bring the disparate field to greater cohesion. Further, a brain-based
approach to coaching looks attractive when you think about the other
contenders for a foundational discipline, the obvious one being
psychology.
From an organizational perspective, psychology suffers from a mixed
history and a perception of being unscientific. A brain-based approach is
something tangible and physical. We live in a materialistic world where
organizations respect things that can be measured. To bring about the
wide- scale use of coaching as a learning or transformation tool, we need
to speak to organizations in a language they understand. The main reason
38
it may be time to build a brain-based approach to coaching is simply how
profoundly useful this approach is. It is interesting to be able to explain in
scientific terms why the brain needs coaches, but it is even more useful to
know how coaching helps the brain improve its functioning. This points us
to ways we can better measure, manage and deliver coaching initiatives,
whether one to one, training internal coaches, or in teaching coaching
skills to thousands of leaders.
Nov
Systems Psychodynamics: A Systems Psychodynamic Consultancy
Stance
Speakers:
Prof Frans Cilliers & Adrian Parsahd
We know that organisations in South Africa are faced with continual
change as a response to the global and local economic, political, social and
technological realities. At the same time we hear conversations about the
changing role of the I/O Psychologists in organisations to address never
before experienced levels of stress and anxiety. These conversations often
lead to how I/O Psychology experiences identity crises – as was debated
at the 2013 SIOPSA Conference in July. It then makes sense that we need
to extend our levels of competence to cope with change in different ways
to ensure our relevance in consulting towards optimal organisational
functioning.
SIOPSA sees itself as functioning on the forefront of providing ways for its
members to stay relevant in their roles as I/O Psychologist consultants.
Therefore, The Interest Group in Systems Psychodynamics of
Organisations was formally launched at the 2013 SIOPSA Conference in
Pretoria. This interest group aims to serve as a platform towards
stimulating awareness and understanding of, and competence in I/O
Psychological Consulting in organisations below the surface of
consciousness. Our relevance depends on extending our consulting
repertoire in order to serve organisations and clients in different and new
ways towards optimal functioning.
This event which aims to provide an understanding and experiential space
for I/O Psychologists to learn about and explore the role of the systems
psycho-dynamically informed organisational consultant. This consulting
stance involves working above (with conscious, rational, objective
behaviour) as well as below the surface (with unconscious, irrational,
subjective behaviour).
39
Interest Groups
Interest Group in Coaching and Consulting Psychology (IGCCP)
Chair: Steven Breger
Steering-Committee Members:
Dr Aletta Odendaal Dr Anna-Rosa le Roux
Gail Wrogemann
Dr Marietjie van der Walt
Dr Lynne Ribton-Turner
The IGCCP’s VISION and OBJECTIVES
•
•
•
•
•
•
•
To professionalise the domains of Coaching and Consulting Psychology in South Africa.
To encourage high standards of coaching and consulting grounded in sound theoretical
research and evidence-based scientist-practictioner application, driven by the specific
(client) contexts.
To develop and grow our knowledge and skills-base by establishing appropriate criteria,
standards and CPD activities.
To foster cooperative relations amongst stakeholder organisations, government,
regulating bodies, interest groups, psychologists, professional bodies and educational
institutions.
To continually influence the science and practice, and to stimulate the exchange of
knowledge, ideas and experience amongst international and local psychologists and
other interested parties.
To promote the development of coaching and consulting psychology as an emerging
theoretical and applied sub-discipline of psychology.
To monitor and hold ourselves accountable for achieving our Vision, on behalf of
SIOPSA.
An overview of our Interest Group
The IGCCP has, since its inception as the Consulting in Psychology Interest Group (CPIG) in 2006,
focused primarily on establishing and growing a sustainable framework for Consulting, and
now both Coaching and Consulting Psychology, in South Africa.
Since 2007, Coaching was steadily gaining traction within the South African organisational
context. And, with the ever-accelerating global achievements in this domain, Aletta Odendaal
was invited to participate in a global dialogue to facilitate the development of Coaching. This
culminated in SIOPSA signing the Global Coaching Community (GCC) Dublin Declaration on
Coaching in 2008. SIOPSA was then invited to be part of a global network to facilitate the
theoretical, applied and professional global development of Coaching Psychology. In 2009,
Coaching Psychology was incorporated into our Vision, and has become a major driving factor
for the IGCCP. We henceforth became known as the Interest Group in Coaching and Consulting
Psychology.
40
During 2010-2012, Dr. Aletta Odendaal and Dr. Anna-Rosa le Roux, the founder and past
Chairperson (respectively) of the IGCCP, established an important and solid foundation through
liaising and establishing key relationships with the international Coaching Psychology
academic fraternity.
We have been actively involved since then:
•
•
•
•
•
Aletta and Anna-Rosa were invited guests and speakers at the 1st International Congress
of Coaching Psychology (London, Dec. 2010).
The IGCCP were proud organisers and hosts of the 1st Southern Hemisphere Congress of
Coaching Psychology (Pretoria, May 2011).
The IGCCP Executive sits on the International Society of Coaching Psychology’s (ISCP)
International Steering Committee.
We provide regular updates on the developments in South Africa for Coaching
Psychology International, the International Society for Coaching Psychology’s (ISCP)
newsletter.
We have attended and spoken at international coaching psychology congresses, having
visited Dublin, Spain, Rome, Paris, Sydney, Edinburgh, Mozambique and at the
International Congress of Psychology (Cape Town, July 2012).
Stakeholder engagement is everything
It has been an eight-year labour of love, to date, and the IGCCP has come a long way. We have
reached, and continue to work towards, important milestones. Over the years, our journey has
encompassed three overarching Stakeholder-Engagement phases (see Figure 1).
41
Figure
1:
IGCCP Stakeholder-Engagement Phases.
Launch of the Code of Practice for Registered Psychology Practitioners in Coaching
In 2013, the IGCCP presented a talk at our Annual SIOPSA Conference, at which we introduced
the draft Code of Practice for Registered Psychology Practitioners in Coaching.
We are proud to announce that we are officially launching this draft Code of Practice at the
2014 Annual SIOPSA Conference.
The Code of Practice is an important document in that it positions the practical requirements
around the professionalisation of Coaching Psychology, in line with international trends. The
purpose of the Code is to ensure that registered psychology practitioners who practice as
coaches conduct their services professionally and ethically. This gives due regard to the needs
and rights of those involved in the coaching process, the purpose for the coaching, and the
broader context in which the coaching takes place. The IGCCP is, in alignment with the Code,
establishing a List of Practitioners. This list aims to provide recognition for registered
psychology practitioners who practice within the field of Coaching Psychology.
Our milestones and recent achievements during 2014
•
Developing and launching of the (draft) Code of Practice for Registered Psychology
Practitioners in Coaching
42
•
•
Conducting a successful (and ongoing) Public Consultation process for the Code of
Practice [and successfully motivating for SIOPSA’s first, extremely valuable, online
survey facility].
Developing and facilitating the Foundational Coaching Workshops – the first of a
strategic series of competency-building workshops, in order to bridge the theory,
knowledge and skills that are essential for psychology practitioners in coaching.
Figure 2: IGCCP Timeline, to date.
Moving forward into 2014-2015
We will continue to encourage public consultation with regard to the (organic) Code of Practice
document.
We are also in the process of liaising with the Educational Committee of the HPCSA’s
Professional Board of Psychology, regarding the Code of Practice and the List of Practitioners
(which is discussed within the Code of Practice document).
As part of the IGCCP strategic objectives and inclusive stakeholder engagement model, we
continue to liaise and build our Value Proposition and our relationships with the key Academic,
Corporate and Governmental stakeholders.
The IGCCP will continue to represent SIOPSA in the international Coaching Psychology sphere,
and utilise this forum to reflect, to learn, and to build on our mandate of professionalising
Coaching Psychology in South Africa.
43
IGCCP AGM for the upcoming year
As is the annual procedure, the IGCCP will convene a short Annual General Meeting during the
conference, in order to elect new office bearers for 2014-2015 year.
Much gratitude
Much gratitude goes to the IGCCP Steering Committee for volunteering their valuable time and
input, with such selfless commitment. To the SIOPSA Executive, thank you for your ongoing
support and for your sage advice and encouragement.
We are also extremely grateful to SIOPSA’s Pretoria Branch Committee for their encouragement
and for hosting the first of these Coaching Workshops.
We have accomplished much thus far...and the door of opportunity remains open to endless
possibility.
Prepared by Steven Breger, IGCCP Chairman
People Assessment in Industry (PAI)
In the last year, two (2) key points drove the PAI (People Assessment in Industry) agenda.
These are the standing point from previous years on the implementation by the Health
Professions Council of South Africa (HPCSA) of a new test classification framework with its
respective scope of practice for practitioners, as well as the promulgation of the amendment to
the Employment Equity Act (EEA) no. 55 of 1998.
The implementation of a new test classification framework by the HPCSA is a critical
component which is eagerly awaited by practitioners, test publishers and client organisations
alike. Such a new classification framework will provide much needed clarity and guidance to
the stakeholders on the legal and permissible use of psychological and other similar
assessments in the workplace. Feedback has been provided by the HPCSA on their progress
made so far in reviewing and amending the European Federation of Psychologists’ Associations
(EFPA) framework for test classification for the local South African context. This process is still
underway and we hope that more light and clarity will be shed on this during the PAI Panel
Discussion at this year’s SIOPSA conference.
The second key point of the promulgation of the amended section 8 of the EEA of 1998, has
injected fresh energy into need for a revised and finalised classification framework. The
amendment to the EEA requires all psychological and other similar assessments to be certified
with the HPCSA prior to these being applied legally in South Africa. The amendment in itself can
contribute very positively to the industry in effectively regulating and guiding the use of
psychological and other similar assessments. To do this however, certain key aspects such as
the interpretation of certain terminology and definitions, the related test classification process
and framework, as well as the available resources and capacity of the relevant bodies, need to
be ironed out. As it stands at the time of this Annual Report, regulations still need to be drafted
44
for the implementation and governance of this amendment. Once this is done, there should
hopefully be more clarity on the way forward.
To this end, PAI is facilitating a panel discussion at this year’s SIOPSA conference with key
experts as panel members to discuss the practical application as well as implications of the
above two points. Panel members include senior representatives from PAI, the Psychometrics
Committee of the Professional Board of Psychology from the HPCSA, the Association of Test
Publishers (ATP), as well as several South African large and well-established corporates using
occupational assessments for various applications.
Going forward, PAI’s aim should be to further collaborate with the above-mentioned
stakeholders in gaining full understanding of the implications of the amended EEA as well as
the new test classification framework. In line with this, it would be very valuable to our
members, as well as practitioners and organisations in general, if PAI and SIOPSA, along with
the relevant stakeholders, continue an active relationship to collectively work through the
implementations of the new classification framework as well as the EEA amendment, so as to
provide guidance and clarity to test users. Going forward, PAI and SIOPSA are ready and keen
to work and engage with the HPCSA on the related points.
Please contact Kim Dowdeswell should you wish to volunteer your services on any of
the new projects. Any support in this regard will be greatly appreciated.
Through all our activities we are working towards setting the standard for people assessment in
South Africa. Suggestions for future activities can be forwarded to Kim Dowdeswell.
45
Interest Group in the Systems Psychodynamics Organisations (IGSPO)
Chair: Prof Frans Cilliers
Secretary: To be appointed
IGSPO studies the systems psychodynamic behaviour in organisations. This involves the
unconscious behaviour manifesting on the individual, group and organisational levels and how
those are addressed through consultation, coaching and research.
The purpose of IGSPO
The purpose of the IGSPO is to create awareness of the nature, role and importance of studying
systemic unconscious organisational behaviour and to create opportunities for SIOPSA
members and South African organisations to become informed and to gain competence in
organisational consulting below the surface.
The objectives of IGSPO
•
To act as a container and an informant of systems psychodynamic organisational study
and practice
•
To provide opportunities for SIOPSA members (and other interested organisational
psychology practitioners) to study, practice and share research findings in systems
psychodynamics in organisations
•
To present academic and theoretical conferences, practical (Group Relations Training)
workshops and discussion forums towards the development of competence in this
organisational stance
Activities
•
Six Systems Psychodynamic papers were presented at the 2013 SIOPSA Conference by
Adrian Parsadh, Sanchen Henning, Frans Cilliers, Michelle May, Mias de Klerk, Lerato
Motsoaledi, Marius Pretorius and Gail Wrogemann
•
The SIOPSA Regional event planned for Cape Town in November 2013 could not be
presented because of a lack of a sufficient number of participants
•
A three day experiential conference was presented on 12-14 February at the Saint
Georges Hotel attended by 34 participants (mostly SIOPSA members). The consultants
were Frans Cilliers, Peliwe Mnguni, Michelle May and Adrian Parsadh. The event made a
profit (the budget and CPD administration are still being processed). The participants
reported favourably on their learning about consultancy and coaching awareness and
competence
46
Focus for 2014/2015
•
In this reporting year, a newly appointed chair person and a secretary will lead IGSPO
•
A number of Systems Psychodynamic papers will be presented at the 2014 SIOPSA
Conference
•
Regional events will be planned and presented at least in two regions – e.g. Cape Town
and Durban with whom contact in this regard has been made
•
A three day experiential conference is planned for February 2015. If sufficient funds are
available, an international consultant (with Tavistock Institute connections) will be asked
to join the South African team of consultants as a learning opportunity for our local
Systems Psychodynamic consultants. It is envisioned that a day of consultant training
takes place before the three day event.
Interest Group for Cross Cultural Psychology (IACCP)
The SIOPSA Cross-Cultural Psychology (IACCP) Interest Group was formally established at the
15th Annual SIOPSA Conference AGM on the 30th July 2013 at the CSIR international
convention center in Pretoria. Prof Deon Meiring is the chairperson of the interest group and
also holds an executive position as the Central and Southern Africa regional representative
of the International Association for Cross-Cultural Psychology. The SIOPSA IACCP interest
group has also engaged in a collaborative partnership with the International Association for
Cross-Cultural Psychology.
The focus of the SIOPSA IACCP interest group is to facilitate networking opportunities, increase
awareness and to disseminate cross-cultural psychology research within the South African
context. The interest group wants to create opportunities for SIOPSA members to get
acquainted with the science and the practical application of cross-cultural psychology in the
workplace.
Activities: July 2013 to June 2014
•
•
•
•
Establishment of the SIOPSA IACCP interest group;
Presentation by Prof Fons Van de Vijver at the SIOPSA North-West regional branch on –
“Bias-Free Psychological Assessment: from Holy Grail to Practical Solutions”;
Establishing of the Fons van de Vijver Cross-Cultural Psychology Scholarship fund for
research in cross-cultural psychology in South Africa;
Awarding of scholarship to Dr Sijmen Auke Brouwers form the North –West University
(Potchefstroom Campus) for contribution towards the IACCP 2012 proceeding e-book:
“Toward Sustainable Development through Nurturing Diversity”.
Activities: July 2014 to June 2015
•
•
Attending the 22nd Congress of the International Association for Cross-Cultural
Psychology, in Reims, France, 15-20 July 2014;
Attending the EC meeting of the IACCP in Reims to discuss joint collaboration projects;
47
•
•
•
Presentations of SIOPSA IACCP interest group activities at SIOPSA regional branches in
2014 and 2015;
Attending IACCP 2015 regional conference in San Cristobal de las Casas, Mexico;
Inviting the IACCP president for a keynote address at the SIOPSA 2015 conference.
Prepared by Deon Meiring.
Society Administration
We are pleased to report that SIOPSA administration has improved recognisably and members
will have noticed the many changes that have been implemented over the past couple of years
since employing an Office Manager and Administrator on a full-time basis. Juliette Erasmus is
managing the SIOPSA office from our office space in Midrand, working closely with Rosalie
Williams, who assists with certain projects.
The demand on SIOPSA’s administration
infrastructure is however growing substantially, as the number of members and activities
increase.
Some interesting figures
Membership Category
• Full Members
• Associate
Members
• Student members
• Affiliates
• Foreign Affiliates
• Guests
•
•
Honorary Life
Members
Fellows
2012/2013
54
37
2013/2014
59
46
106
3
Nil
We can’t say when they
joined
2
139
6
Nil
772 guests at present
0
0
3
SIOPSA Website
The Paygate Gateway is up and running successfully enabling members to book and pay via
credit card. The Student hub is also up and running enabling companies to submit their
internship opportunities and enabling students to load their information that are looking for
internships. We have a Service Level Agreement with Flint Studios and this has definitely been
to our benefit in terms of service and preferential treatment with regards to deadlines and
design requirements.
48
SIOPSA Regional Events
The regional events were on the whole well attended. Debt management has improved, and we
have a 98.5% upfront payment rate for our regional events. We are still striving for 100%
payment upfront, as this will alleviate a lot of time after the events following up on fees
collection.
One challenge, still, however is that members are still not referencing payments to their
invoices, which has created a list of unallocated payments.
Invoices
The decision to prevent members booking for events until their outstanding invoices have been
paid has been working well and cost recovery has improved.
.
Despite a few small challenges here and there, we are confident in reporting a smoother
process from our administration service for the 2013/14 reporting period and look
forward to even more improvements in the period ahead.
Membership
Membership Fees
The fees below were confirmed for the new year 2014.
Membership Category
2012 Fees
2013 Fees
2014 Fees
Full Members
R800.00
R860.00
R900.00
Associate Members
R800.00
R860.00
R900.00
Student Members
R100.00
R110.00
R120.00
Affiliates
R700.00
R750.00
R800.00
Foreign Affiliates
R800.00
R860.00
R900.00
Table 2: Increase in SIOPSA membership fees from 2012 to 2014
49
Honorary Membership
André Westraat will receive honorary membership for distinguished and meritorious service to SIOPSA
as President for the period 2013 – 2014.
Also, in accordance with the guidelines of the SIOPSA constitution, honorary membership will
be awarded to Prof Marius Stander and Dr Rod le Roux for having distinguished themselves by
meritorious achievement or service in the sphere of Industrial or Organisational Psychology as
a science and / or profession.
Presidential Awards
2 Presidential awards will be awarded this year.
During the AGM in 2013, a mandate was secured to conduct a constitutional review. Following
the strategic workshops and the resultant strategic plan to achieve the goals of SIOPSA 2020, it
became clear that, in order to create enhanced synergy between the envisioned strategic
direction and the foundational principles enshrined in the current constitution, the planned
constitutional review needed to be postponed in 2013 / 2014, and for it be conducted in 2014 /
2015. As such the constitutional review will be conducted by the Secretary, assisted by the
Outgoing Vice President.
Finance and Treasury
Treasurer's Report 2014
The transition and commensurate adjustment from a shortened 2013 Financial year ending 31
July 2013, into a newly adopted SIOPSA Financial year cycle 2013/14, commencing on 1 August
2013, was relatively seamless and occurred without too much distortion to SIOPSA's financial
well-being. In addition, the Society was able to maintain and even increase a strong Treasury
platform and administrative footing as it progressed through the latter part of 2013 and up to
the half-year mark in 2014.
50
It had been, financially speaking, anticipated for the 2013/14 year to again be a particularly
challenging one for the Society, given the transitioning of the financial year cycles and a
consequent likely income shortfall. Although our income stream from our Annual Conference
was still intact, and while we had budgeted for a reasonable growth in membership, the prorated lesser membership fees which we offered. i.e. to normalise into the new cycle, caused us
to budget for a loss (ca -R 120 000) in the new financial year.
Concerted debt management efforts have been put in place during the year to demonstrably
minimize the historical short-term debts, thankfully to much avail and improvement. Good
financial discipline and savings both at corporate as well as branch level, despite ongoing key
initiatives expenses like the brand new e-Student Hub, website Phase 2 development and AOSIS
e-CPD service contracting, has stood us in very good stead. Moreover, and perhaps the most
unexpected positive impact during the year has emanated from a bumper membership growth,
beyond budget expectations.
In addition, travel expenses, office rental, accounting and audit fees, computer and printing
costs decreased markedly, while branchs' grant allocations have to a large extent not been
used. Although final expenses, including the final conference expenses, still have to be factored
in, the nett result on our interim income statement portrays a gratifying healthy surplus for the
11 months ending 30 June 2014 - with still more conference fees to be collected from
conference attendees.
Our fully-fledged in-house SIOPSA Administration office with two permanent salaried
positions, proved to be continuously facilitative of an ever-improving administration and
financial affairs management anchor for SIOPSA. It remains a strategic decision and investment
well made. Our relationships and liaisons with our various stakeholders, including Standard
Bank, have been maintained to satisfactory levels.
Our close online monitoring of our bank account movements with regular weekly account
reports assisted generously to track and reconcile important transactions, like our members
subscriptions and event payments. This facilitated our much stricter financial controls
including debt collecting and governance towards our set targets, and member service.
Reasonably swift creditor payment routines was possible via our weekly pay run procedure,
which has continued to work smoothly between Office, Treasurer and Internet banking.
A well-defined budget for the newly adjusted financial year 2013/14, aligned with our SIOPSA
Vision and current goals, constituted one of our key drives. A commendable team effort
between Treasury, the Office and Mr Brett Francois, our Tax and Accounting Consultant,
resulted in a very satisfactory budgeting process. Budget highlights included special grants
towards important initiatives like our marketing and branding drive; our emerging
psychologists work and website Phase 2 development. Our budget has also paved the way for
the launch of yet another new branch (North West - Potchefstroom), and was also expanded to
include the initiatives of the IGCCSA, IGGSPO and IACCP interest groups.
Our new website with the chosen web master service provider Flint Studio, has stabilised since
its initial teething problems. The addition of the Pastel and Invoicing functionality met with a
corresponding decrease in our monthly dependence on the erstwhile outsourced accounting
service expense. The usage of the brand new look-and-feel website with significantly improved
functionalities has been increasing as visitors became more accustomed to it. A Service Level
51
Agreement with a monthly recurring standard fee has been concluded with Flint Studio. It has
inter alia gained us access to a faster and more comprehensive service from our web master,
and it fosters strong relationships on an ongoing basis.
Countrywide branch visits from Treasury and the Office have been conducted between May and
July 2014, all with very good result. Information exchange between the branch Committee
members and the Office was highly welcomed, i.e. the introduction of the new SIOPSA Toolkit
to help branches with standards approaches, and best-practice events and financial
management. It also assisted us to gain insight into branch-specific needs and practical
suggestions on some key issues.
Our long term investment has been successfully transferred from Standard Bank w.e.f. 1 July
2013 to a much more lucrative investment house (Stanlib), and a satisfactory 12-month growth
of 10% (ROI) has been reported.
Sound financial governance within SIOPSA has remained a key imperative for us. The fine
balance between good investment, cost containment and necessary expensing for vision
pursuit and growth, coupled with financial discipline, benchmarks and controls stand central to
our viability and financial well-being. To this end, many role players have contributed. My
sincerest gratitude, as always, is extended to my colleagues on the Executive, and notably also
to our remarkable SIOPSA office stalwart Juliette Erasmus, assisted by Rosalie Williams. Their
continuing support has instilled a very special camaraderie and productivity between us. As in
the past I also commend our Regional Chairs, Committees, Branch Treasurers and our members
at large, for helping to render SIOPSA (particularly during the past year) a financially
sustainable and successful association.
I remain very satisfied with our Accountants (BluePoint Accounting), and notably Mr. Francois,
for his continuous and untiring efforts in assisting SIOPSA Treasury in all our milestone
financial activities. His advice when required, and his hands-on accounting and commitment to
the SIOPSA cause has made for a very rewarding working relationship.
The audited financial reports for the period 1 January 2013 - 31 July 2104 will be made
available on the SIOPSA website at www.siopsa.org.za, as soon as our audit has been completed
by our auditors CMA Incorporated, following the close of the current financial year on 31 July
2014.
Prepared by André Lombard, Treasurer
52
Budget and Interim Financial Position June 2014
The audited financial statements for the financial year ending 31 July 2014 will only be
available in the latter part of 2014. As said in the aforementioned notes, it had been decided to
combine the financial audit for the short 2013 financial year with the current financial year.
Once available, these audited statements will be posted on the SIOPSA website. The Executive
is however please to report in the interim that the Society seems to remain in sound financial
position.
SIOPSA is registered as a non-profit organisation in terms of the Non-Profit Organisations Act
of 1997 with registration number 042-531-NPO. As per requirements, the Society’s NPO report
to the Registrar of non-profit organisations will be duly submitted pursuant to the audit.
In the interest of our members and for due transparency, our Budget for 2014 is shown below,
together with the Interim Income Statement for the 11 months ending 30 June 2014. No
Variance Analysis and comments are shown as yet because of the very tentative nature of the
Actuals figures. Just to note too, that the correct ledger code allocations of the Actuals figures
are still under scrutiny.
53
INTERIM INCOME STATEMENT FOR THE 11 MONTHS ENDING 30 JUNE 2014
ACTUAL 2014
INCOME
2 019 478
BUDGET 2014
R
2 641 508
CONFERENCE FEES
MEMBERSHIP FEES
REGIONAL EVENTS
OTHER EVENTS
1 516 421
306 037
125 066
71 955
2 181 683
269 825
190 000
-
DIRECT OPERATING EXPENDITURE
793 154
1 575 872
CONFERENCE EXPENSES
REGIONAL EVENTS
REGIONAL / OTHER GRANTS
- Johannesburg
- Pretoria
- Cape Town
- KZN
- Port Elizabeth
- Bloemfontein
- Potch / North West
- Sasolburg
- CPD / social media
- Ethics Portfolio
- SIOPSA 2020/FFit
- Marketing
- Students
- IGCCSA
- IACCP
- IGPSPO
- PAI
OTHER - Journals
551 283
15 088
1 071 872
190 000
119 574
25 803
1 875
3 891
4 433
35 708
5 377
-
30 123
12 500
12 500
12 500
10 000
10 000
10 000
10 000
7 500
25 000
12 500
25 000
25 000
25 000
15 000
15 000
15 000
17 500
54 000
GROSS PROFIT
INTEREST RECEIVED
DIVIDENDS RECEIVED
FAIR VALUE ADJUSTMENT - STANLIB
TOTAL INCOME
1 226 323
1 065 636
74 716
16 461
157 735
258 750
-
1 475 236
1 324 386
(1 080 536)
(1 441 642)
20 160
114 301
22 440
46 500
138 250
15 000
EXPENSES
Accounting & audit fees
Admin. & secretarial fees
Advertising
54
-
Bank charges
Computer expenses
Courier & postages
Conference & meetings
Entertainment & refreshments
Insurance
Printing & stationery
Rental - office
Salaries & wages
Subscriptions
Staff welfare
Telephone
Travel & accommodation
Sundry expenditure
NET PROFIT / (LOSS) before
exceptional item
8 228
56 305
513
7 740
1 971
10 712
93 158
604 110
9 004
14 228
117 667
-
394 700
12 000
84 100
2 500
21 500
7 500
2 200
65 000
156 870
637 820
9 877
3 500
20 000
189 025
30 000
(117 256)
2014 Outlook
The 2014 Annual Conference, with its high impact triple interest theme and innovative
Conference design with high-profile speakers, has proven at stop-press time to have lured an
increased attendance when compared to the previous year. This augers well for our flagship
event of the year and the commensurate income.
With the advent of our brand new Strategic Plan, we will be challenged to carefully budget on
set prioritised basis according to the ten key imperatives and operational plans. One of the
landmark, ground-breaking changes will be the appointment of a SIOPSA CEO in the new term
to lend gravity to the vision of running SIOPSA as an effective business. The position should be
highly incentivised through a performance contract with self-funding elements associated with
the position cost.
The expenditure will be closely managed and the same rigorous debt management initiatives of
the previous term will be harnessed to ensure minimal debt accrual and incentivised early
payment of annual subscription fees. To this end, the prospect of an auto debit order system
will be actively explored, notably to inculcate early membership fee payments and improve the
Society's cash flow early in the financial year.
55
Our membership growth will remain as a central focus. We envisage the e-CPD membership
incentive will lure full members and students alike. Focused marketing efforts, fuelled by the
Strategic Plan actions and communication of benefits should motivate our current bumper 800
active guests to join the Society.
With our website now up and running for 15 month, and the e-Student hub featuring as a
enabler for companies and students alike regarding internship opportunities, we foresee a
further improved usage of the site. Our expectation is that visits to the website by our
members and guests alike should be increasingly popular with its enhanced functionalities.
Our plans are to render it a much more interactive, ever-changing, and information-rich ecommunication vehicle, labeling the site a pleasant, hassle-free experience and highly valueadding.
Our recent roadshows into the Regions, offering a comprehensive standardised Toolkit to the
branch Committees and communicating the Administrative Operating Policies, Guidelines and
Charter, has been much welcomed and we can look forward that branches will use this as a
handy business navigator in their day-to-day governance of key Society matters.
56
Closing Remarks
From the President
Having compiled the Annual Report, I stand in awe of the tremendous work that was done
during the year. I look back with a feeling of quiet thankfulness and humility to the resolve my
Executive, and each and every branch member and administrative staff member, have put in, in
order to make SIOPSA work. I salute each and every one for their commitment to making our
Society a joy to lead.
Regards,
André Westraat
57

SIOPSA 2014 Annual Report

Transcription

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