Chams Plc (CHAMS.ng) listed on the Nigerian Stock Exchange under the Technology sector has released it’s 2014 interim results for the half year.For more information about Chams Plc (CHAMS.ng) reports, abridged reports, interim earnings results and earnings presentations, visit the Chams Plc (CHAMS.ng) company page on AfricanFinancials.Document: Chams Plc (CHAMS.ng) 2014 interim results for the half year.Company ProfileChams Plc provides enterprise technology solutions for identity management and transaction payments to the public and private sectors in Nigeria. The company builds robust, secure and adaptable platforms to facilitate identity management, identity transactions and verification systems. Established in 1985, Chams Plc has executed identification and verification projects for major institutions including INEC, NCC, NHIS, PeNCOM, ICAN, Customs, Nigeria Air Force, NAHCO, Head of Service of the Federation as well as government departments and private education institutions. The company has also handled identity management and transaction payments for the governing bodies of the states of Osun, Anambra, Ogun, Adamawa, Benue and Oyo. Chams Plc handled the execution and deployment of identity management solutions for the Bank Verification Project which was a multi-million dollar initiative of the Central Bank of Nigeria (CBN) and the Banker’s Committee. It was the first banking industry biometrics identity matching solution in the global financial markets. Chams Plc is the front end partner to the national Identity Management Commission (NIMC), the agency of the Federal Government of Nigeria (FGN). Other notable accolades include pioneering Nigeria’s first payment card scheme, Valucard; and is the first homegrown company in Nigeria to be listed in the Guinness Book of Records for setting up the mega ChamsCity Digital Mall. Chams Plc’s head office is in Lagos, Nigeria. Chams Plc is listed on the Nigerian Stock Exchange
Rector/Priest in Charge (PT) Lisbon, ME By Mary Frances SchjonbergPosted Feb 29, 2016 Ann Fontaine says: House of Deputies President the Rev. Gay Clark Jennings breaks bread during Executive Council’s Feb. 28 Eucharist at the American Airlines Training and Conference Center in Fort Worth, Texas. The Rev. Brandon Mauai, a deacon from North Dakota and former council member, assists at the service. Photo: Mary Frances Schjonberg/Episcopal News Service[Episcopal News Service – Fort Worth, Texas] The shape, scope and structure of the Episcopal Church’s pledge to address racism, practice reconciliation and become a church of evangelists has begun to be built, the Executive Council learned at its Feb. 26-28 meeting. And the council put some important pieces of that work into place.In doing so, council began living into a call to action sounded at General Convention last summer. During the meeting, council members “focused greatly on fleshing out how we as a churchwide community will engage the work of evangelism and racial reconciliation,” Presiding Bishop Michael Curry said during a post-meeting news conference, adding that council joyfully embraced that work.The General Convention in July adopted a 2016-2018 triennial budget that included $3 million for starting new congregations with an emphasis on assisting populations, including Hispanic communities, $2.8 million for evangelism work and a major new $2 million initiative on racial justice and reconciliation.“The Episcopal Church, meeting in a community of governance, was led to consider and embrace a different form of vocation in the life of the Episcopal Church, and that’s what we’re doing,” the Rev. Gay Clark Jennings, House of Deputies president and council vice president, said of General Convention’s actions during her closing remarks. Now council is “working hard to provide infrastructure” for the convention’s decision that the Episcopal Church has “a vocation to evangelism, reconciliation, church planting.”Council, she said, is figuring out “how we as a church will live out this new manifestation of a corporate vocation.”It was clear during the course of the meeting that while racial justice and reconciliation and evangelism efforts might be separate line items in the triennial budget, they are all closely tied together when it comes to reaching a “world crying out for the good news of a God who is in the business of loving and blessing and making whole the broken people and broken systems of this world,” as the Rev. Canon Stephanie Spellers described it in her Feb. 28 sermon during council’s Eucharist.Spellers, canon to the presiding bishop for evangelism and racial reconciliation, outlined the emerging plans that include an “evangelism summit” that would be the first step in building a network of evangelists across the church. There are planned initiatives in digital evangelism, including finding “ways to create meaningful links with people online [by] listening to their deepest longings and questions” and training Episcopalians in using social media for evangelism. The plans envision an experiment with Episcopal revivals that would, in part, “train local teams to practice relational evangelism and deep listening with their neighbors, schoolmates, friends, co-workers,” she said.Before reconvening after lunch on Feb. 28, Executive Council members record a video birthday greeting for council member the Rev. Frank Logue’s wife, Victoria. Photo: Mary Frances Schjonberg/Episcopal News ServiceCouncil also heard how Curry, Jennings, the vice presidents of the House of Bishops and House of Deputies, several staff members and other leaders throughout the church met earlier this month to begin developing a plan for racial reconciliation work that will be rooted in listening. “A whole church engaged in truth-telling and story-sharing, listening to diverse neighbors and engaging in mutual transformation” is how Spellers described it.And council helped to set in motion plans to expand the church’s efforts in church planting and developing new ways of building and nurturing faith communities.Council passed a 2016 budget that included allocations for many of the new initiatives. That budget is due to be posted here soon.“We covered an amazing amount of ground and learned about the wide variety of potential ministries before us,” the Rev. Susan Snook, chair of council’s committee on local mission and ministry, said during her report to the Feb. 28 plenary. “It’s a great time to be an Episcopalian and it’s a great time to be part of the Jesus Movement.”Episcopal News Service plans additional coverage of the emerging details of these efforts in the coming days.In other action, council:Elected its representatives to the Evangelical Lutheran Church in America and to the Anglican Church of Canada. Steven Nishibayashi of the Diocese of Los Angeles will be council’s representative to the ELCA’s Church Council. Noreen Duncan, Diocese of New Jersey, will represent council on the Canadian church’s Council of General Synod. Currently, the Rev. Stephen Herr, pastor of Christ Evangelical Lutheran Church in Gettysburg, Pennsylvania, is the ELCA liaison to Executive Council, and the Very Rev. Peter Wall, dean of Christ’s Church Cathedral in Hamilton, Ontario, represents the Anglican Church in Canada.Executive Council members (clockwise from center back) Presiding Bishop Michael B. Curry, Julia Harris Ayala, Thomas Alexander, George Wing and General Convention Executive Officer the Rev. Canon Michael Barlowe use their electronic devices to access and sing a hymn during Eucharist at the start of their Feb. 28 plenary session. Photo: Mary Frances Schjonberg/Episcopal News ServiceAgreed to a proposal from the Diocese of Texas that came via the church’s Joint Standing Committee on Planning and Arrangements to attempt to raise $100,000 to pay for a larger worship venue for a special Eucharist during the 2018 meeting of General Convention in Austin, Texas. The churchwide budget already provides for a 3,000-seat worship space expandable to 5,000 in the Austin Convention Center. However, council was told that the diocese senses a wider opportunity for evangelism by having a Eucharist in the Palmer Center, about a mile away. Jennings, a member of the planning and arrangements committee, said that the diocese hopes to have between 5,000 to 6,000 members of the diocese attend the Eucharist. That number would be in addition to the large number of convention participants who normally participate in the daily Eucharist. “It was very clear that the budget could not stretch to accommodate this and those in that diocese are willing to look for the funds to pay for it,” she said. The Rev. Stan Runnels, council member from the Diocese of West Missouri, cast the sole vote against the authorization. He told council before the voice vote that agreeing to raise this money was “adding gasoline to the fire” that burns in some parts of the church over whether General Convention should meet in a diocese that does not pay the full asking to the churchwide budget. The Episcopal Church currently asks dioceses to contribute 18 percent of their income annually to the churchwide budget. It will drop to 16.5 percent for the 2017 budget and 15 percent in 2018. Each year’s annual giving in the three-year budget is based on a diocese’s income two years earlier, minus $150,000. Jennings told council that the Diocese of Texas currently gives 13.3 percent of its income and recently has been increasing that percentage amount. In 2013, Texas had pledged 6.7 percent ($463,959 of its then $7,094,500 in eligible income). The deadline for reserving the Palmer Center is March 25, according to the resolution that council approved, and signed commitments for the full cost must be received before any contract is signed.A summary of resolutions council passed during the meeting is here.Previous ENS coverage of the Fort Worth meeting is here.Council next meets June 8-10 at the Oak Ridge Hotel and Conference Center in Chaska, Minnesota, southwest of Minneapolis.The Executive Council carries out the programs and policies adopted by the General Convention, according to Canon I.4 (1). The council is composed of 38 members – 20 of whom (four bishops, four priests or deacons, and 12 lay people) are elected by General Convention and 18 (one clergy and one lay) by the nine provincial synods for six-year terms – plus the presiding bishop and the president of the House of Deputies. In addition, the vice president of the House of Deputies, secretary, chief operating officer, treasurer and chief financial officer have seat and voice but no vote.– The Rev. Mary Frances Schjonberg is an editor and reporter for the Episcopal News Service. Youth Minister Lorton, VA Executive Council starts building infrastructure for new initiatives Racial justice, reconciliation, evangelism capture members’ imagination Rector Pittsburgh, PA Comments (2) In-person Retreat: Thanksgiving Trinity Retreat Center (West Cornwall, CT) Nov. 24-28 Family Ministry Coordinator Baton Rouge, LA Cathedral Dean Boise, ID March 1, 2016 at 2:34 pm The link has been added. Priest-in-Charge Lebanon, OH Submit a Press Release Associate Rector Columbus, GA Rector Collierville, TN Virtual Celebration of the Jerusalem Princess Basma Center Zoom Conversation June 19 @ 12 p.m. ET Remember Holy Land Christians on Jerusalem Sunday, June 20 American Friends of the Episcopal Diocese of Jerusalem Assistant/Associate Priest Scottsdale, AZ Rector and Chaplain Eugene, OR Executive Council, Director of Administration & Finance Atlanta, GA Rector Belleville, IL Episcopal Migration Ministries’ Virtual Prayer Vigil for World Refugee Day Facebook Live Prayer Vigil June 20 @ 7 p.m. ET TryTank Experimental Lab and York St. John University of England Launch Survey to Study the Impact of Covid-19 on the Episcopal Church TryTank Experimental Lab Inaugural Diocesan Feast Day Celebrating Juneteenth San Francisco, CA (and livestream) June 19 @ 2 p.m. PT AddThis Sharing ButtonsShare to PrintFriendlyPrintFriendlyShare to FacebookFacebookShare to TwitterTwitterShare to EmailEmailShare to MoreAddThis Missioner for Disaster Resilience Sacramento, CA Ya no son extranjeros: Un diálogo acerca de inmigración Una conversación de Zoom June 22 @ 7 p.m. ET Rector Bath, NC February 29, 2016 at 10:29 am The summary link is missing. Thanks for the thorough report. This Summer’s Anti-Racism Training Online Course (Diocese of New Jersey) June 18-July 16 Rector Shreveport, LA Rector Hopkinsville, KY Rector (FT or PT) Indian River, MI Assistant/Associate Rector Morristown, NJ Join the Episcopal Diocese of Texas in Celebrating the Pauli Murray Feast Online Worship Service June 27 Press Release Service Executive Council February 2016 Priest Associate or Director of Adult Ministries Greenville, SC Curate Diocese of Nebraska Assistant/Associate Rector Washington, DC Featured Events Featured Jobs & Calls Rector Tampa, FL Bishop Diocesan Springfield, IL Submit a Job Listing Canon for Family Ministry Jackson, MS New Berrigan Book With Episcopal Roots Cascade Books The Church Pension Fund Invests $20 Million in Impact Investment Fund Designed to Preserve Workforce Housing Communities Nationwide Church Pension Group Comments are closed. Seminary of the Southwest announces appointment of two new full time faculty members Seminary of the Southwest Rector Albany, NY Rector Washington, DC Rector Smithfield, NC Tags Rector Martinsville, VA Associate Rector for Family Ministries Anchorage, AK Rector Knoxville, TN Mary Frances Schjonberg says: Course Director Jerusalem, Israel An Evening with Presiding Bishop Curry and Iconographer Kelly Latimore Episcopal Migration Ministries via Zoom June 23 @ 6 p.m. ET Curate (Associate & Priest-in-Charge) Traverse City, MI Director of Music Morristown, NJ Submit an Event Listing Associate Priest for Pastoral Care New York, NY The Church Investment Group Commends the Taskforce on the Theology of Money on its report, The Theology of Money and Investing as Doing Theology Church Investment Group Episcopal Charities of the Diocese of New York Hires Reverend Kevin W. VanHook, II as Executive Director Episcopal Charities of the Diocese of New York
The following report is based on a chapter in Catalinotto’s book, “Turn the Guns Around: Mutinies, Soldier Revolts and Revolutions” (World View Forum, 2017), which tells the story of the American Servicemen’s Union, an anti-war, anti-racist organization of U.S. active-duty service members during 1968-75.On the evening of June 5, 1969, hundreds of GIs imprisoned in the Army stockade at Fort Dix, N.J., rose up in rebellion. Half the stockade burned as these troops, many of them active opponents of the U.S. war in Vietnam, defended themselves against an attack by 250 military police.Some of the most effective anti-war soldier organizers were being held in the Fort Dix Stockade during the first half of 1969: Henry Mills, Terry Klug, John Lewis, Bill Brakefield, Tom Tuck, Tom Catlow, Jeffrey Russell and Robert North. Lewis, Mills and North had organized meal strikes and other mass actions in the stockade in early 1969.The stockade commanders considered the whole prisoner body to be a pack of trouble, and accordingly, they inflicted whole groups with collective punishment. For weeks building up to June 5, the anger of the GIs had been growing. Their issues: inadequate food, long confinements without trial, racism in the stockade system against Black and Puerto Rican GIs and interference with their mail. (The AWOL Press, vol. 1, No. 6)On June 5, with temperatures in the sun over 90°F, the guards ordered the GIs housed in prison blocks 66 and 67 to stand in formation for hours that afternoon.To this kind of provocation, the men’s reaction was destined to go beyond refusing to eat a meal. That evening, hundreds of prisoners smashed windows, threw beds and footlockers out of the barracks, and some set buildings afire. The stockade authorities sent in 250 troops armed with riot guns and tear gas. They beat Brakefield, a member of the American Servicemen’s Union (ASU) and an anti-war activist, until he was unconscious.As soon as the union learned of the rebellion and of the brutal repression of our members and other GIs, ASU Chairperson Andy Stapp got to work building support for the prisoners and for any of the GIs facing new charges. The first step was to put the Army on the defensive for systematic, brutal treatment of the prisoners, most of whom were facing charges for the very low-level offense of Absent Without Official Leave (AWOL). The next step was to demand the right to investigate conditions in the stockade.ASU gets Army to answerThe following article appeared in the ASU monthly newspaper, The Bond, that July:“On June 20, the Army answered the ASU. In a letter written for the Secretary of the Army by Col. James C. Shoultz, Jr. (“Acting the Provost Marshal General”), the Brass denied that GIs in the Dix stockade had been abused, denied overcrowding, denied that MPs used “physical contact” with the prisoners (but admitted that nine prisoners had been hurt), denied that tear gas was used and refused to allow the ASU to investigate the stockade or see medical records.“In addition to imprisoning and then further mistreating these citizen soldiers, the Army now proposes to try them for their resistance. Of the 150 involved in the rebellion, 38 have now been charged as a result of this resistance. Ten have been singled out for special charges of riot, inciting to riot, conspiracy to riot, arson, etc. Four of these are ASU organizers. One is Terry Klug who returned from Europe several months ago, where he worked with RITA — GI resisters.“Another is Tom Tuck, a Black GI who earlier led the ‘Dirty Dozen’ at Fort Knox, Ky. Bill Brakefield received sanctuary at City College in New York last fall when he refused orders for Vietnam. Jeff Russell joined the Union while confined in the stockade.“It should be made perfectly clear that the Army has no right to try them. It has no more right to try them than General Motors has a right to try workers who go on strike against them.“The ASU is not only busy publicizing the vicious injustice of this Brass attack, it is rallying support among civilians as well as GIs to fight back.” (The Bond, July 22, 1969)If Mills and Lewis escaped being arrested and charged, it was only because they weren’t housed in Cell Blocks 66 and 67. The two had been organizing effective mass actions — like meal strikes — against the stockade authorities, but none of the strikes had turned into a spontaneous general rebellion as on June 5.The charges against the thirty-eight, and especially against the five GIs singled out for general courts-martial and possible heavy sentences — including the ASU organizers and their closest allies — were extremely serious. Klug faced more than 56 years in prison.For the 21-year-olds at Fort Dix, it was mind-boggling to think they were facing decades in prison merely for rebelling against injustice.For the ASU national organizers in their NYC office, there was only one guilty party: the U.S. Army. Sure, someone set the stockade on fire, but it was a building that shouldn’t have been there in the first place. And it was holding the wrong prisoners.The Pentagon officers were dropping napalm bombs on villages all over Vietnam and setting people on fire every day. The GIs knew that, and you could tell from their letters that many of them hated it. The ASU members especially hated it, and it was understandable that some took direct action to express their feelings.The ASU started to organize defense for the Fort Dix 38 just as it had for the Black GIs at Fort Hood, Texas, who were protesting riot-control duty in Chicago the prior summer. Union organizers decided to first build solidarity among other GIs and with the civilian anti-war movement, then get publicity out to all the anti-war media to build support and break the story into the corporate media.The ASU had an advantage in the summer of 1969: A majority of the population had turned against the war, with an even larger majority in the Northeast. Also, Fort Dix was only 36 miles from Philadelphia and 72 miles from New York City. Unlike Fort Hood, Fort Dix was not in rural Texas where the anti-war and anti-racist GIs could be isolated from their supporters.The government still had its repressive state power right there at Fort Dix, but there were thousands of young revolutionaries and hundreds of thousands of sympathizers who would, when they heard the truth about the stockade, support the Fort Dix 38.Special message from defendants During that summer of 1969, when the Richard Nixon administration was making the first tentative moves to pull U.S. troops out of Vietnam, the ASU published a special message from the GIs among the Fort Dix 38 who were closest to the union and faced general courts-martial and the most consequential charges. Here are excerpts from some of their statements published in a special flyer by the ASU:“Jeffrey Russell: ‘On June 5, the prisoners were made to stand at attention for four hours in the boiling sun. The same day two prisoners were beaten by guards. Twice that day the people’s personal items had been torn through and scattered. After lunch cell blocks 66 and 67 were uprooted and the people were forced to change cell blocks. The people stood in the sun for three hours before they were moved. … Other guards said that this was part of a plan to force the people to riot. … The riot that came on June 5 was a glorious retaliation, by the people, against the Nazi repression and the mercenary Army… . The people chanted, “Vietnam, we won’t go.”’“Carlos Rodriguez Torres: ‘The next thing I tell you is absolutely true and I can use the person’s name because it was me. … Sgt. Himan put his hands on me and I tried to protect myself. SP4 Miller started punching. Next thing I know all six are trying to put me down and tie my hands behind my back and begin to put on pressure. More punches on my back, sides, head and, next thing I know, Sgt. Himan, to prove he is the man he isn’t, puts my head on the floor, left side up, and leaves an imprint of his boot and bump on the other side. They kicked me in the back of my head, and put a foot on the back of my neck and applied pressure.’“William Brakefield: ‘What we want as a union has been said before. We want the rights afforded human beings, and not what being slaves of capitalist exploiters forces us to accept; we don’t want “yes-sir-ing” or any more “sir-ing” of officers, which is equal to “yes mista bossman” and “nosa mista Charlie”… . We want freedom for those of us who wish not to serve the nation in times of unjust wars or in any war the United States wages if we choose not to serve. … We want the plague against the Black man removed from the army forever, especially against the Black Panthers and the Black Muslims.’“Terry Klug: ‘We as 38 GIs who have already served much time in Pig concentration camps for crimes against nature and mankind — such as going home to be with our wives, girlfriends and families, for refusing to go to Vietnam and participating as human beings in an imperialistic and inhuman war against brave men and women fighting for their own freedom, for speaking out against the fascism that presides in our military and, indeed, throughout our entire governmental system, and for the crime of being Black or Puerto Rican. … May our many comrades who are presently and fortunately on the outside take up the fight with us so that we together, as one strength, as one righteous force, may bring an end to the evil that is warping our country and bringing destruction and suffering on our brothers of the world.’”Klug’s supporters outside got his message. The ASU, the Fort Dix anti-war coffeehouse, Students for a Democratic Society, YAWF and the Rainbow Coalition — which included the Black Panther Party, the Young Lords Organization, the Young Patriots, the Resistance and the Committee to Free the Ft. Dix 38 — all began to start organizing for a mass demonstration set for Oct. 12, 1969.Look for a report later in the year about the Oct. 12 women-led demonstration and the resolution of the charges against the rebellious soldiers.FacebookTwitterWhatsAppEmailPrintMoreShare thisFacebookTwitterWhatsAppEmailPrintMoreShare this
By Digital AIM Web Support – February 24, 2021 Twitter Twitter Pinterest Local News Pinterest Facebook Block party about illegal dumping set NEW City of Odessa logo wide USE THIS ONE Code Enforcement is hosting a community block party to help bring awareness to illegal dumping in the city of Odessa. The free community block party will be from 9 a.m. to noon Saturday at the Ector County Coliseum Barn G. There will be entertainment, jumpers, music and food. Odessa’s Public Information Coordinator Andrea Goodson said the city is holding the event after Code Enforcement recently finished up a sweep that allowed residents in a specific area to throw away large bulky items for one week. “It’s an effort to help keep our community clean and let our citizens know about some of the codes that are out there,” Goodson said. Goodson said every quarter in the calendar year, an area of the city will be allowed for one week to dispose of bulky items — couches, beds, TVs or refrigerators. She knows there are people in the community that can’t make it to the bulk item drop off center located at 814 42nd St. She said she hopes this block party can show attendees the effects of illegal dumping can have on a community. “Our goal in the city is to empower our citizens to do the right thing with voluntary compliance to keep the city beautiful and clean,” she said. “Illegal dumping is a huge issue in the city. Not only is it ugly, but it creates a health and sanitation issues. We want our citizens to dispose of things properly.” Facebook Previous article011819_BYNUM_NEW_BUILDING_14Next articleECTOR COUNTY RESTAURANT REPORT: Dec. 20 through Jan. 3 Digital AIM Web Support WhatsApp WhatsApp TAGS
LaserLens/iStock(WASHINGTON) — More than 12,000 people applied to be a member of NASA’s next class of astronauts, which has plans to send the first woman to the Moon by 2024 and first humans to Mars in the 2030sApplications opened for the Artemis program at the beginning of March, making the first time in four years NASA was hiring for astronauts.Since then, people from every U.S. state, the District of Columbia and four U.S. territories applied, according to a press release from NASA issued Wednesday.The number of applications was the second-highest the agency had ever received. The all-time high is 18,300 applications, which was set by the most recent class of astronauts who graduated in January.Those chosen will be part of a new group to explore the Moon and “take humanity’s next giant leap: human missions to Mars,” according to NASA.“We’ve entered a bold new era of space exploration with the Artemis program, and we are thrilled to see so many incredible Americans apply to join us,” NASA Administrator Jim Bridenstine said in statement.The agency’s Astronaut Selection Board is still in the early phases of the process. The most qualified candidates will be invited to the Johnson Space Center in Houston, Texas, for final interviews and medical tests.NASA expects to introduce the new astronauts in the summer of 2021. The listed salary range was $104,898 to $161,141 per year, according to the government website.Those selected will go through about two years of initial skills training, including spacewalking, robotics, and spacecraft systems, before launching into space. From there, the class will live and work aboard the International Space Station at 250 miles above Earth, taking part in experiments that prepare them for the Moon and Mars.The new class plans to send the first woman and next man to the Moon at the beginning of 2024. That exploration is aimed to set up the next missions: sending the first humans to Mars in 2030.“We’re able to build such a strong astronaut corps at NASA because we have such a strong pool of applicants to choose from,” Anne Roemer, manager of the Astronaut Selection Board, said in a statement. “It’s always amazing to see the diversity of education, experience and skills that are represented in our applicants.” Copyright © 2020, ABC Audio. All rights reserved.
Comments are closed. Related posts:No related photos. Who’s dictating now?On 1 May 2001 in Personnel Today Secretaries and PAs are knowledgeworkers with raised expectations. Helen Vandevelde warns that employers mustinvest in their skillsTime was when the firsttask of the day for the secretary was to make the coffee. These days, smartmanagers make their own. And the really sharp ones will be pouring out thearomatic jump start which their secretaries need to launch their day, whiletheir secretaries get on with acknowledging the e-mails and prioritising thevoicemails that have come in overnight. The development of information andcommunications technology has made the work of PAs, secretaries and managementassistants, well, more managerial. They’re expected to research for informationon the Web, keep up with data on the company intranet, work remotely withmanagers away on business or with colleagues in different time zones. “They’re expected to cope in thedigital world,” comments Will Hawkins, business development manager forMicrosoft Press in the UK.Above all, secretaries are requiredto program and reprogram their minds for different tasks. “Secretaries will need to beproactive self-starters who can take autonomous decisions based on ofteninadequate information,” observes Adrie van der Luijt, chief editor ofDeskDemon.com, the online support service for PAs and management assistants.As technology protocols processroutine work, the humans deal with the exceptions. If you’re no good at solvingproblems, secretarial work isn’t for you.It comes as no surprise, then, thatemployees value training well above other benefits. Research by Office Angels, one ofthe UK’s leading secretarial and office support recruitment consultancy,reveals that more than half of these employees prefer flexible benefits to payrises.And 93 per cent of them single out trainingas their most prized benefit.Flexible benefitsThe Office Angels research alsoshowed some 30 per cent of employers in the sample had introduced flexiblebenefits in the last two years. These employers recognise the needto attract, motivate and retain talented staff in a competitive labour market.Secretaries too understand theimportance of skills updating in an increasingly technology-driven environment.The myriad uses of videocoms that arejust around the corner will make today’s range of software applications feellike a gentle scroll around a pixellated park.And arguably, using the technologyis the easy bit. It’s dealing with the human side of ICT that presents the realchallenge. ICT puts us in contact with more people for shorter periods of time.Already we “get to know” new people via e-mail. Swapping several e-mails within afew days creates a new kind of relationship that was never possible with postalcorrespondence, or even fax exchanges.Secretaries also have to manage awider network of relationships. It’s easier to make misjudgments when you don’tknow people’s likes, dislikes and tolerance thresholds. Deprived of cluesWhen you’re managing relationshipsover a distance, you’re deprived of the clues you get from colleagues’ bodylanguage or from what you learn as a result of sharing the same space with them.Hawkins observes, “Technology andthe competitiveness as a result has turned the secretarial role inside out. “There’s less communication with themanager, but much more relating to other people in support of the manager.”As round-the-clock communicationbecomes more common, secretaries will need to deal with yet more relationshipvariables. They might start their day with a briefing from someone signing offin Singapore. And the day could end with ahandover to someone who’s just arrived at work in Winnipeg. Allow theirritations of the day to interfere in these kinds of exchanges and you’re lost.All that’s before you start takingcultural differences into account. “Interpersonal and cross-cultural skills arehigh on the agenda,” comments Adrie van der Luijt. Cultural behavioursWe have just entered themulticultural century. Just as currencies converge across whole subcontinents,so will we need to acclimatise to different cultural behaviours andexpectations. For many people, this is one of themost rewarding aspects of globalisation, but it is also one of the mostdemanding. So what are the core knowledge-based skills for secretaries andmanagement assistants? They would seem to be:– Competence with changing technology– Versatility in use of software– An eye for presentation of text and image combinations– Ability to switch from person-to-person to remote communication– Web-based research skills– Remote relational skills– Versatility between work levels, from compliance to generation of solutions – Flexible adaptation to work functions, such as switching from machineinterface to diplomatic firmness with a difficult caller– Cross-cultural sensitivity– Network management– Time zone and relay collaboration.Hawkins sees secretaries in adecision-making role. “They’re involved in a more hands-on way in the business,helping to make decisions in the areas of the business they’re working in.”Kevin Marchand, training anddevelopment manager with EWS Railway, saw the need to integrate secretarialstaff into the work of the team they were supporting, shortly after the companywas formed. “We’ve included them in teambriefings, but we’ve also developed their time management and report writingskills,” Marchland said.Which strategy to adopt? Adrie van der Luijt doesn’t rateproviding blanket training throughout the organisation. Instead, he suggeststhat training managers should “work with people to help them develop intoself-confident, proactive team players who really add value to yourorganisation”.He also confirms that the days ofdictating to secretaries have disappeared. Van der Luijt points out that inSweden, inadequate training and a lack of respect for the secretarialprofession has led to the closure of the last secretarial college. “Big-name Swedish companies aredesperate for qualified people who want to work as secretaries. We haven’tquite reached that point in the UK, but there’s a real danger that the bestpeople will leave to work on their own terms”.Employers who fail to invest intheir secretaries’ employability may find themselves having a lot more to dothan just making the coffee…Helen Vandevelde is abusiness consultant and professional speaker on the future of work, [email protected] She will deliver a keynote presentationon talent management in the global economy at the IQPC Forum for HR andrecruitment directors in London on 25 June Case studyCash bonuses forMicrosoft usersOne popular knowledge-basedqualification among secretaries is the Microsoft Office User Specialist orMous. Its modular structure enables people to exploit the features of Microsoftdesktop applications like Word, Excel, Access, Outlook and Powerpoint. Entrantsget the result of the one-hour assessment within minutes.Will Hawkins says he receivespositive feedback from people who have completed the qualification. “They referto the advantage of a globally recognised qualification. People say they’remore productive and it makes life easier because they understand the programmesbetter. “Some people use it to go on tobetter things. Others are happy with the enhancement they get with their day-to-day work,” he says.Steve Rogers, program manager EMEAWest Microsoft Office User Specialist Program, is himself a Master in Office 97and Master in Office 2000, in addition to being an authorised instructor inboth. He points out how committed employers are to the scheme. “Some companies are so keen forcertification to be rolled out that they pay cash bonuses to staff whichachieve these certifications. That’s a sign that employers are taking this veryseriously.”He adds, “The exam allows candidatesto explore different techniques during the test by utilising a full workingversion of the application, unlike other ‘simulation-based’ computer assessmenttests. Thanks to this, candidates have reported learning new features as anoutcome of assessment. That makes taking the exam very satisfying and fun to do.“Its popularity is growing fast too.We’re starting to get some major blue-chip companies on board, and publicsector too like county councils and police forces.’Marion Coles, IT training and usersupport manager with Nabarro Nathanson, one of the UK’s leading commercial lawfirms, saw Mous as an opportunity to raise the profile and skill level of thefirm’s trainers, as well as the secretarial staff. “I thought, ‘This is great.Our training centre can become an approved testing centre and our trainers willhave the opportunity to work to the highest level and gain the respect theydeserve’. “The secretaries grew in confidencein their ability to use the applications. They were given a globally recognisedbenchmark to enable them to work to the highest level. That’s exactly whathappened.”Case studyDrivingemployability at EWS RailwayEWS Railway developed its MovingInto Management Programme in 1999. It is open to all employees, and aims todevelop employability skills with participants setting the agenda.Kevin Marchand says, “It’s aprogramme that aims to draw out the potential of people with latent talent.Basically, it’s up to them. They put themselves forward and they’ve got a lotof learning to do. Most of the people have succeeded in getting promotion.” The programme comprises modules on:– Self-awareness– Finance– Basic management skillsThe learning package also includeswork shadowing and managing a project. It is accredited through the OCRvalidating body.Participants have been warm in theirendorsement of the programme, according to Marchand. “Comments kept coming backlike, ‘I never knew I could do it’ and ‘this is great; I’ve stretched myself’.One person told me she’d learnt about things she didn’t know existed.” Marchand’s attitude to retentionfollowing the programme is realistic too. “They realise that these skills makethem more employable. Will they stay with our company? Well that’s up to us tokeep them attracted to working with us.” Previous Article Next Article
Fifth Wall’s Brendan Wallace (right) and Andriy Mykhaylovskyy (Fifth Wall; iStock)Fifth Wall is officially in the SPAC market and looking to raise $250 million for a new blank-check company.The Los Angeles-based firm said in a regulatory filing that it will issue 25 million shares of its new special purpose acquisition company at $10 per share. Goldman Sachs and Deutsche Bank are underwriting the deal.Headed by Blackstone Group alumni Brendan Wallace and Brad Greiwe, Fifth Wall is already one of the best-funded proptech VCs, with $1.3 billion in committed capital.Its new blank-check company will join a growing list of proptech-focused SPACs, including Tishman Speyer’s TS Innovation Acquisitions and PropTech Investment Corp. II, formed by Abu Dhabi Investment Authority veterans Tom Hennessy and Joe Beck.Read moreThese blank-check firms are courting proptech deals Fifth Wall to launch SPAC Blank-check companies make comeback Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Full Name* Email Address* Blank-check companies, which have no underlying assets, seek reverse-mergers with private companies that are looking to go public. They made a comeback last year as an alternative to the traditional IPO process.So far in January, investors have poured $16.8 billion into 59 new SPACs, according to SPACInsider. The 248 SPACs created last year raised $83 billion.Fifth Wall is betting its track record will give its new SPAC a “substantial competitive advantage,” the IPO filing said. “A SPAC is an important extension of Fifth Wall’s approach to partnering with leading real estate technology companies to create long-term value,” it said.Fifth Wall has invested in 40 startups, including six that are now unicorns, including VTS and Opendoor, which went public in a SPAC deal last year. Fifth Wall’s investment grew by a multiple of seven, generating more than $600 million on paper, according to regulatory filings.The new SPAC filing did not specify whether Fifth Wall will look to merge with an existing portfolio company. The SPAC will be headed by Wallace and Fifth Wall CFO Andriy Mykhaylovskyy and aims to guide a “category-defining market leader” from the private market to the public one.Contact E.B. Solomont Message* Share via Shortlink TagsBrendan WallaceFifth WallIPOProptechSPAC
FacebookTwitterLinkedInEmailAllen Kee / ESPN Images(TAMPA, Fla.) — New York Yankees starting pitcher Luis Severino was scratched from Tuesday’s exhibition game against the Atlanta Braves after experiencing shoulder discomfort, and he will likely not be ready in time for Opening Day, according to Yankees manager Aaron Boone.Speaking to YES Network, Boone said Severino felt discomfort in his right shoulder after throwing a warmup pitch. The All-Star pitcher was pulled from the lineup and replaced by left-handed pitcher Stephen Tarpley.Tuesday would have been Severino’s first spring training start.Severino later went in for an MRI, which revealed he has rotator cuff inflammation in his right shoulder. Boone said the 25-year-old will not be allowed to pitch for at least two weeks while he recovers. With the Yankees’ Opening Day just over three weeks away, there’s a chance Severino may not be ready to take the mound when his team kicks off the regular season against the Baltimore Orioles on March 28 at home. New York has not named a replacement for Severino should that be the case.Copyright © 2019, ABC Radio. All rights reserved. Beau Lund Written by March 6, 2019 /Sports News – National Luis Severino pulled from start over shoulder discomfort; may miss Opening Day