Managing Indigenous Organisations

Setting Remuneration for Directors of an Indigenous Corporation

Setting Board remuneration for a commercial company is relatively simple. There are a number of databases providing comparative remuneration levels that can be trawled and you can check with Human Resource Employment agencies. Setting Board remuneration for a Not-for-profit is extremely difficult because of the paucity of publicly available information. Multiply that level of difficulty by 10 for information about remuneration of Directors of Indigenous organisations. Trying to shoe-horn "median" rates from general surveys on samples of NFP's into your particular circumstances is so inappropriate, don't even try it. There are no set tables. So what steps can you take in setting equitable remuneration for Directors of Indigenous Boards? I can recommend 6 steps to take to set remuneration for Indigenous Boards. (more…)...
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Does Your Board Handle Change Well?

Change is an inevitable part of life, and of the life of an Indigenous organisation. I ask those readers who have been through the journey of Indigenous organisations through the 80's to now to consider how the environment and climate around Indigenous organisations have changed. The change from grant-funded operations to Native Title negotiations; the change of Governments, government agencies and legislation affecting Aboriginal people; and the change from the Aboriginal Councils and Associations Act 1976 to the Corporations (Aboriginal and Torres Strait Islander) Act 2006, and how that has "professionalised" the Indigenous Board from the old "Council" or "Committee". Change is the future - how future proof is your Board? (more…)...
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Related Party Benefits

Related Party Benefits are benefits, outside of normal remuneration or commercial arrangements, given by a Corporation to a related party. For example if the Chairperson is given a loan by the Corporation, or another Director is provided with free housing, outside of normal remuneration or outside of an arms-length commercial arrangement where they have provided a service and are getting paid for that service - these are Related Party Benefits. Related parties include Directors and close relatives, and the entities or companies they control. Both regulatory bodies, ASIC and ORIC, require that Related Party Benefits and transactions are approved by members at general meeting, or where allowed by the legislation, approved by the Board. They must be transparent. Even without legislation it is simply good governance to manage any transactions in which related parties gain a benefit. Clearly this could be a minefield in an Indigenous organisation. (more…)...
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Indigenous Organisations Should Deliver For The Short Term But Focus On The Long Term

Is your organisation too reactive? I'm not talking about the bush fires you have to put out every day. That's just a symptom of an under-resourced not for profit or grant funded service. No, I'm talking about how you tailor and manage the services you deliver by aiming at what is the issue of the moment. For example is your Board, hearing from your members, concerned about housing, so you decide to provide housing support services? That's not necessarily wrong, but is it supportive of your long term objectives? (more…)...
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OTS Management