- Voting members should always be individuals, based on the association’s membership criteria.
o The association must be independent, controlled by members. The association must be able to speak out on behalf of their members on relevant matters.
o Organisations should not be voting members, but can be involved in non-voting membership categories (sometimes called affiliates).
- Individuals must willingly become members: they must be free to choose to join
o OLA does not aspire for membership to become a registration where by law you must be a member in order to practice.
- Membership must remain affordable and relevant for members.
o The OLA recognises that outdoor leaders are (at the time of incorporation) some of the worst paid and least secure workers in Australia.
- 100% of the base fee for individual membership must go to funding benefits for members.
o Only Patron memberships, sponsorship, affiliate memberships or other revenue streams can go towards paying for business administration/expenses/overheads/etc
- Memberships
o Student OLA-S
§ The newbie (for those doing their first outdoor qualification)
§ $ per year membership (who get a single vote)
o Individual OLA-I
§ The regular (someone who has been around for a bit and is doing the grind)
§ $$ per year for individual members (who get a single vote)
o Patron OLA-P
§ The passionate or old crusty (who wants to give back to the employees)
§ $$$ per year for patron members (who get a single vote but also wish to support the admin of the business)
o Professional OLA-PP (N.B. this would not be an option when the association started – it would be an optional long term project for the association. And a very hard one to achieve!)
§ The Aspirational membership level. Kind of like the NZMGA or IFMGA.
§ $$$ per year, but $$$$ to get the certification (a single vote, and a special designation regarding their skill level in a particular area)
§ This should have a hard-to-pass exam or interview. But needs to be clear about what the association does and does NOT certify (eg quals and professional development vs affective abilities). If only a small percentage of candidates for the designation pass, publicise this as it is good for the brand to prove attainment is a challenge. Position the association’s designation as superior to other qualifications and more relevant. Members must maintain their accreditation (not just once they get their initial qual).
o Life Member OLA-L (N.B. this would not be an option when the association started – it would be an optional long term project for the association)
§ Free/honorary. Only given to people who have contributed in exceptional ways to the aims and objectives of the OLA over a number of years.
o Affiliate OLA-A1, 2, 3
§ Business members
§ affiliate members get no vote, but who wish to support the objectives of the association
§ Different levels
· $ x 10^1 anonymous
o Benefits: warm fuzzy feelings
· $$ x 10^2 minor affiliate
o Benefits: advertised as such, priority job listings
· $$$ 10^? major affiliate
o Benefits: advertised as such, priority job listings, access to some data
The outdoor leader association membership should be sought-after, aspirational and powerful. Members should want to carry and proudly promote the designation. Outdoor Leader’s should aspire to having the post-nominal “OLA” (outdoor leader Australia)
Our core services to members include education, training, technical support and advocacy.
Some ideas:
- Representation and Professional strength
o OLA represents you - a voice in conversations dominated by large employers or where the employee’s voice is not currently heard.
o National voice for Outdoor leaders
o represent the interests of members to the government and community.
o OLA is a member of OCA, influencing policy and standards and funding nationally.
o dedicated to engaging with peak bodies on behalf of outdoor leaders (eg ONSW, OCA, SkillsIQ, TAFE, etc)
o take part in developing the standards and best practices of their profession
o seek to maintain standards within the sector (from employees and employers in line with the AAAS)
o quality control (of leaders? Of quals? Of employers?)
o having an organisations that acts as a peak body or umbrella for professionals working in the outdoor leadership field
o lobbying legislative bodies for laws that are favorable to its members.
o Employees and members work together with local and international bodies to represent the views and concerns of the profession to governments, regulators, industries, academia and the general public.
o We are not a union. But by joining the largest professional association for Outdoor Leaders in Australia you will strengthen our collective capacity to advocate for the concerns and aspirations of Outdoor Leaders to achieve improved salaries, working conditions and professional development.
- Employment assistance/advice
o We are not a law service. But OLA provides free information and advice to its members on Outdoor Leader working conditions and entitlements. This includes OLA representing members to campaign for protection and improvement of employment rights of members.
o Advice on insurances, using your vehicle for work, sham contracting, questions to ask your employer. checklists (questions to ask your employer about your employment, or WHS, or how to know if the shit hits the fan if you will be safe and supported)
o resources and knowledge base around employment rights and responsibilities (very clearly NOT a union, but an informal source of knowledge that sits between “I’ll figure this out myself” and “I need to pay for a lawyer/expert”)
o industry information (a free “how to understand the outdoor sector” online course that gives an overview of some of the moving parts)
- Professional Recognition
o Membership of the association should help members differentiate themselves in their profession (make more money, progress in career, etc) (eg. Association membership should assist employment prospects.) The ideal positioning would be to have members more sought after than practitioners who are not members of the association.
- Workplace assistance and professional support
o Are you nervous about talking to your employer on your own? We can provide a support person to assist you in navigating difficult conversations, understanding your rights, and interpreting complex contracts.
o Members can access confidential advice about rights and entitlements from experienced peers. Professional advice is available for a fee, but is hoped will be included in membership in future years.
o Special support and peer groups for indigenous, CALD, LGBQTI+, disabled and other workers in the sector.
- Voting rights and shaping policy
o Members are able to vote on OLA policy and direction through a variety of democratic processes, including voting at association meetings, and representation at decision making forums.
o Voting rights on issues. Not just who your annual rep is, but on issues as they are unfolding
- Access to up-to-date information
o OLA’s website contains useful information, including links to the latest OLA news. Members receive a password to access more information in a members only section of the website.
o on-line discussion forums: Through our members only social media groups, you can stay informed of developments in the outdoor sector, OLA activities and available member services.
o e-newsletters: OLA members email with the latest (behind the scenes) industry news
§ the TL;DR newsletter. A summary only. For viewing on the phone and on the go. The top stories in bullet form with links if you’re interested
§ the Type2 newsletter: Los of info. Painful to read, but on reflection was worth it.
o Tips on funding, scholarships, govt payments, etc that re relevant to Outdoor Leaders
o current information on policy and other developments affecting your industry
- Training courses and Professional Learning
o Get RTO’s as partners to say that if they meet our standards then we’ll give their graduates our OLA designation – it will increase their marketability.
o assist members to further the profession through ongoing learning (eg weather workshops, scenarios, good quality first aid, etc)
o Events and conferences
o interest or focus groups specialising in specific areas of the industry
o Members get access to a variety of courses (online and Face to face) to develop their skills and knowledge.
o e-learning opportunities
o OLA’s professional learning centre provides members with high-quality courses, conferences and leader support.
o Lessons from peers on near misses and incidents: OLA produces the “pub debrief” podcast that consists of casual chats with deidentified peers sharing stories of lessons and experiences from being in the field. First aid, near misses, incidents and injuries, hazards, crazy client stories, and more. podcast interviews with worker perspectives on big issues (eg Sidney Dekker!)
o Continuous learning opportunities: access to professional development resources to enhance skills and knowledge and to stay up to date on changes within their field. Eg conferences and workshops, online classes, white papers, newsletters, and other educational resources.
o events, workshops and professional development and training seminars
o The OLA should absolutely cover off on those aspects of the training package that have been removed over the years (eg legal, employment, etc)
o networking with other students, graduates and industry professionals;
o Mentoring Industry mentoring opportunities.
o study tips and assistance for people looking to move around within the industry
o information on professional registration requirements
- Health and insurance
o Health, life and travel insurance that makes sense for the sector
o members can join this top fund at competitive contribution rates.
o competitive travel insurance that makes sense for outdoors inclined travellers
o life insurance that makes sense for the outdoors inclined
o specialist advice on long term health – physios, mental health, diet, etc
o health services with substantial discounts for members.
- scholarships, awards and prizes
o Study Grant - awarded annually to a member to undertake research in Australia on an issue of practical significance to members.
o Future leader Scholarships - scholarships to students studying outdoor leadership from minorities or in areas of identified needs.
- Special offers from sponsors and affiliates
o Special offers that are well beyond what you’d normally be able to access as an outdoor leader
o group buying power! (eg first aid)
o Membership group discounts: group discounts on a wide range of products and services
- Professional Services
o Access to experts like tax agents who specialise in outdoor leaders
o Log book templates (Log book hosting? your name at OLA.org?)
o mapping or assessment of overseas qualifications.
- Research and Library
o define the profession in terms that are useful for leaders not employers
o research – to demonstrate how good employees are, how bad employer systems are, etc?
o regular journals and other publications for subscription
o research on areas of practice, quality and innovation
o OLA’s library provides members with a comprehensive and up-to-date information service to support the professional development needs of members.
o online library/catalogue of research and data about the values of the outdoors, etc
o latest industry information
o labour market information
o annual OLA survey of members (to be a member you have to complete the survey)(skill areas, pay and conditions, hours in the field, etc)
o subscriptions to professional resources, journals and other publications
- Career information
o employer profiles and ratings. Glass Door type rating system of outdoor employers done by employees
o In order to stay front of mind for employers, OLA should have a job board and strive to be the most comprehensive free listing job board in Australia (not jobs outside Australia?). (I don’t think OLA should be a job board). Also, offer something that other job boards do not: segmentation to the target market. I.e. canoeing jobs go to canoeing instructors!
o Get employers who are members to say “OLA applicants preferred”.
o discovering professional and career developmental activities or events;
o finding career information about your chosen industry;
o career planning and job seeking assistance/tips
o access to current salary information based on surveys conducted by the association, and advice on workplace agreements.
o career advice
o OLA could certify businesses as places to get employed. Allowing those employers to use their association membership as the platform and build upon this by reputation amongst clients and prospective employees.