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WELCOME TO SATELLITE
© Satellite Creative Limited
It’s 1997. Tony Blair is Prime Minister. Titanic is breaking records at the cinema. Dolly the
sheep has been cloned. Steve Jobs has returned to Apple Computers. J K Rowling publishes
her first Happy Potter. Tiger Woods becomes the youngest golfer to win the Masters. Hale
Bopp Comet has its closest approach to the earth. And Satellite Creative is born.
Residing happily in the pretty market town of Tring servicing local and national clients,
we are 18 years young and full of excitement for all things creative. Whether its to run a
strategic campaign, provide studio support, build a new shiny website or improve your
online traffic, we can help.
Make us part of your team.
A LITTLE BIT ABOUT US
OUR SERVICES
Branding.
Brand creation. Brand review. Brand refresh. Brand guidelines. Copy writing.
Design.
Design for print. Design for web. Campaign design. Exhibition design. Packaging design.
Press and TV advertising. Personalised and digital mailings.
Digital.
Website design and build. Hosting and maintenance. App creation and build. Online banner
advertising. SEO strategy. PPC campaigns.
And most things in between.
OUR TEAM
Our small, yet perfectly formed team work intelligently from brief through to completion to
ensure your marketing budget delivers for you.
Your account manager will be your eyes and ears and provide communication throughout
any project, whilst our creative directors, design gurus and web geeks beaver away behind
the scenes.
Viki Brockett
Account Director
Charis Lamond
Account Manager
Andrew Wilkinson
Creative Director
Dylan Blackhurst
Creative Director
David Moore
Managing Director
Kim Calder
Accountant
Craig Perry
Digital Designer
Robert Duffy
Senior Digital Designer
Lee Kindle
Senior Designer
Sarah Ward
Designer
OUR CLIENTS
envoplan
BRANDING
Corporate rebrand
revised logo designs : v2
15th January 2010
Damory Veterinary
branDing approach
31st march 2011
Andy Wilkinson CreAtive direCtor
AFTER
BEFORE
Breakspear
Medical
AFTER
BEFORE
HarnessCare
HarnessCare HarnessCare
HarnessHoldings
OUTSTANDING OFFICE FURNITURE
inboundChina
Chinainbound
inboundChina
inboundChina
InboundChina
inbound
INBOUND
China
inboundChina
DAVIES VET SPECIALIST
ARK
MEMBERSHIP
ORGANISATIONS
5,200
50/50MALE/FEMALE
RESPONSES
MEAN
AGE 44
ANNUAL MEMEBERSHIP SURVEY RESULTS 2013
WE ASKED - YOU SAID...
23%INCREASECOMPARED TO 2012
12.5% OF MEMBERS
HIGHEST RESPONSE FROM
FULL TIME PARTNERS
WITHIN URBAN PRACTICES
GROUP
PRACTICE
URBAN
OTHER
RURAL
GROUP PRACTICE SUBURBAN
TYPE OF
MEMBERSHIP
AGE
37%
20%
15%
28%
MEMBERS
RETIRE/LIFE ASSOCIATES
FELLOWS
FIRST 5
ASSOCIATES
IN TRAINING
(AITs) 23%
20%
23%
13%
2% 1%
11%
50%
31%25-35YRS
36-45YRS
46-55YRS
56-65YRS
66+YRS
IT IS IMPORTANT THAT GPS LIKE ME ARE HEARD COLLECTIVELY
I SUPPORT THE AIMS AND OBJECTIVES OF THE COLLEGE
MEMBERSHIP SAYS SOMETHING POSITIVE ABOUT ME
MEMBERSHIP ASSISTS ME WITH EDUCATION AND
PROFESSIONAL DEVELOPMENT
END OF LIFE CARE
DEMENTIA
CHRONIC PAIN
CANCER
DIABETES
25%
27%
12%
5%
THE RCGP AND YOU YOUR THOUGHTS ABOUT US
5 MOST CLINICAL PROGRAMMES MEMBERSHIP SATISFACTION
You want us to be more
active in representing the
profession to the media
and Government
You ask us to seek
feedback (via Faculties)
before implementing
major decisions
You would like there
to be more courses
outside London
You would like to be
reminded of the College
benefits which are
available to you
You would like communication from the College to be
more streamlined with an opt out facility for
particular types of communication
SAY MEMBERSHIP HAS
PARTIALLY MET, MET OR
EXCEEDED EXPECTATIONS
(+ 2 PERCENTAGE POINTS ON 2012)
OF MEMBERS WOULD
RECOMMEND MEMBERSHIP
OF RCGP TO A COLLEAGUE
(+2 PERCENTAGE POINTS ON 2012)
64%
63%
53%
50%
48%
89%
72%
72%
72%
91%
86%
ANNUAL MEMBERSHIP SURVEY RESULTS 2013
WE ASKED - YOU SAID...
5,837RESPONSES 47/53MALE/FEMALEMALE/FEMALE
47/53MALE/FEMALE
10%INCREASE
COMPARED TO 2012
13% RESPONDED.
IT IS IMPORTANT THAT GPS LIKE ME ARE HEARD COLLECTIVELY
I SUPPORT THE AIMS AND OBJECTIVES OF THE COLLEGE
MEMBERSHIP ASSISTS ME WITH EDUCATION AND
PROFESSIONAL DEVELOPMENT
MEMBERSHIP SAYS SOMETHING POSITIVE ABOUT ME
END OF LIFE CARE
DEMENTIA
MENTAL HEALTH
CHRONIC PAIN
HEALTH INEQUALITIES
THE RCGP AND YOU
Access to high quality
e learning and educational
resources
SAY MEMBERSHIP HAS
PARTIALLY MET, MET OR
EXCEEDED EXPECTATIONS
45%
35%
35%
34%
33%
89%
73%
71%
70%
89%
GENERAL PRACTICE AT HEART OF IMPLEMENTATION OF INTEGRATED CARE
IMPROVE OUT OF HOURS/UNSCHEDULED CARE
REDUCE HEALTH INEQUALITIES AND PROMOTE UNDERSTANDING OF
CAUSES OF VARIATIONS IN QUALITY AND ACCESS IN GENERAL PRACTICE
TOP 3 RESOURCING ISSUES FOR COLLEGE FOCUS (VERY/FAIRLY IMPORTANT)
91%
87%
82%
REPRESENTING THE PROFESSION
PROVIDING MORE PRACTICAL ADVICE AND SUPPORT
CPD PROVISION
YOU WANT US TO BE MORE ACTIVE IN…
64%
46%
44%
WHYYOUWOULDRECOMMENDUS
(MAIN THEMES)
Represents commitment to
quality and professionalism
For revalidation support
A collective voice
MEMBERSHIP
SATISFACTION
5 MOST IMPORTANT AREAS OF CLINICAL CARE FOR COLLEGE FOCUS
RCOG: INFOGRAPHICS
ISSUE XX I JUNE 2014INFORMATION AND INSIGHT FOR THE OFFSHORE MARINE CONSTRUCTION SECTOR
SAFETY
PAGE X
Near miss incident
update
EVENTS
PAGE X
Joins us: Oceanology
for ROV seminar
SURVEY
PAGE X
What’s wrong with
diver training?
REGULATION
PAGE X
Container weights
change
www.imca-int.com
International Marine Contractors Association
New vision
unveiled in
Singapore
Why we’re aiming high
What it means for you
MAKINGWaves
JUNE 2014 I 1110 I JUNE 2014
FOCUS FOCUS
JUNE 2014 I 11
Six compelling presentations
In introducing the seminar Jim Mann provided
background and history to illustrate the journey
the IMCA ROV Division, and the sector, has
taken with a focus on competence. Explaining
that the industry is now in need of a common
approach to training new entrants, he expressed
the belief that thanks to input from the
workshop’s expert speakers a common approach
to ROV training could be established, and a
globally accepted syllabus to be followed by all
training establishments and companies could
result.
Steve Ham presented the current contextual
training initiative, ‘The ROV Industry Training
Academy’ supported by the Underwater Centre,
Technip, Subsea 7 and Fugro Subsea Services.
This project resulted from the IMCA ROV
personnel action group, formed in the summer
of 2012 to address perceived shortfalls in ROV
pilot technicians entering the industry, and also
to look at fast tracking skilled people to senior
roles where appropriate.
Two courses are being developed. The first
a five-week induction course for those entering
the industry from an acceptable technical
background; and the second, an advanced course
designed to support those with the right abilities
who have either been promoted, or are seeking
to be promoted, to more senior levels such
as supervisor. Steve aired the view that if not
enough newcomers are currently being trained;
future needs were of deep concern.
Looking overseas
Australia-based subsea consultant Bill Evans
suggested a range of training was taking place
but that assessing the training need was not the
starting point and that a great deal of it was ‘on
the job’ and not structured. Bill spent some time
working through what were generally accepted
as the ‘core elements’ to be covered in a typical
ROV introductory training programme, and
recommended spending more time on assessing
what individuals needed in terms of the
backgrounds they were coming from, and the
existing skills sets possessed.
Transferability of competence was seen as
an issue and there are often concerns raised with
regard the uniformity of assessments from one
company to another which contributed to this
problem.
He suggested that three key things need to
happen to address these issues:
• Standardised training with a modular
approach able to be flexible to the needs of
the individual and company
• Standardisation of competence schemes
across the industry through the audit of
company Competence Management Systems
(CMS) by an external body, preferably
IMCA
• IMCA did not need to accredit training itself
but suggested that IMCA needed to map and
recognise training accreditation bodies in
different locations
Moving on to Canada, Dwight Howse
highlighted the current and expected future
trends of high demand and low supply with an
end result of higher wages, poaching, lower
profitability and lost opportunities for
companies. The Marine Institute
runs a two year internationally
recognised engineering
technician programme taking
high school graduates and
equipping them with the skills
to gain employment as ROV
pilots and technicians in the
industry on completion of the
course.
Giorgio de Tomi then
presented the similar approach
being taken in South America.
Although their project is not as mature as
JOIN THE
DEBATE...
The accuracy and authority of
IMCA’s annual ROV statistics
relies on the contribution of
IMCA members. If you wish to
contribute please contact nick.
hough@imca-int.com
RISING TO THE
GLOBAL ROV
CHALLENGE
Continued
that of the Marine Institute it is based on the
same model of a mixture of academic tuition,
workshop time and placement in company to
acquire real work place offshore experience.
The afternoon’s presentations concluded
with Steve Cowie providing an overview of how
Oceaneering recruit, train, develop and assess
their ROV personnel from pilot technicians
through to leadership training for supervisors
and senior managers around the world.
Between them the ‘super six’ provided much
food for thought, and action.
Moving things forward
Importantly the afternoon included a stimulating
discussion, facilitated by Jim Mann, on the
presentations and on how the ROV sector’s
recruitment, retention, training and competence
could be improved; and the personnel shortages
addressed collectively as an industry.
Agreement was reached that a common
approach to ROV training was required and
an industry steering group, co-ordinated by
IMCA, was proposed. This could progress and
sustain initiatives already underway such as the
UTC’s ROV Industry Training Academy; and
to develop future projects and facilities around
the world showcasing academic and private
sector engagement, such as those in Canada
and Brazil.
It was clear that two routes into the industry
had been presented at the workshop and that a
global/ common approach had to recognise and
incorporate both approaches and their merits:
• People with a suitable technical background
but with no offshore/ ROV experience
• People with no technical background but
with an interest and the right aptitude to be
trained in the industry (this would include
school leavers and those wanting to transfer
from other non-technical industries with the
funds to do so).
In terms of staff retention, the mood of the
meeting was that investing in existing staff
would pay dividends.
The IMCA view
IMCA agrees that the solution for the problem
is the development of a standard industry wide
syllabus to be delivered across a world-wide
network of training providers / centres.
This should be specific to the field of ROVs,
but still broad enough to cover all the core
basics and skills of different ROV roles. Extra,
manufacturer-specific training could then be
done to supplement these core skills.
Accreditation of the syllabus was a talking
point which needs further consideration. IMCA
is keen to help drive the development of the
syllabus ‘script’, guidance and competence
framework – but does not intend (and is not in
the position to be able to) be the auditor of these
courses. Local third party accreditation is the
probable route forward.
From vision to action
The next step is for the IMCA Remote Systems
& ROV and Competence & Training Core
Committees to discuss establishing a steering
committee which would comprise a broad
spectrum of individuals from contractors,
training establishments and ROV operators
to consider as wide a scope of opinion and
experience as possible.
Ultimately, this steering committee could
look at defining what should be in the syllabus,
how it should be delivered and how it should
be accredited. “Accreditation has to be a goal.
Getting there we need a road map,” says Jim
Mann.
Commitment to supporting the interests
and aspirations of both members and the wider
industry rising to the challenge is of vital
importance to IMCA.
Accreditation has to be
a goal. Getting there we
need a road map.
JIM MANN
Fugro Subsea Services;
Chairman IMCA Remote Systems &
ROV Committee
Quisque ornare orci in lacus congue, id placerat nisi facilisis. Etiam vitae eros lacinia, imperdiet nisl pulvinar, condimentum aretra quis lectus
egestas blandit. Phasellus mattis eros sit amet cursus pulvinar. Donec arcu nulla, aliquam vel arcu vel, vehicula tempor tellus. Quisque
scelerisque luctus augue in volutpat.
IMCA: MAKING WAVES MAGAZINE
heritage • conservation • environment • Wildlife • leisure • heritage • conservation • environment • Wildlife • leisure
Activitiy at the Chilterns Commons Project Walkers on the Chiltern Way footpathRiver fly monitoring at Ewelme
Our achievements include…
l Creating the Chiltern Way, a circular 134 mile footpath
around the Chilterns and a series of additional circular
footpath extensions, enjoyed by thousands of people
each year
l Planning, testing and maintaining the route of the
Chilterns Cycleway, a 170 mile circular cycle route
around the Chilterns (a joint project with the Chilterns
Conservation Board)
l Restoring Lacey Green Windmill c.1650, the oldest
smock mill in England, now open to the public
l Restoring Ewelme Watercress Beds, a heritage site
and nature reserve, open to the public
l Clearing and conserving Boddington Hill fort, the site
of an iron age hill fort at Wendover Woods which had
been on the English Heritage “at risk” register
l maintaining and conserving 6 sites, all run by
volunteers and open to the public – we are now
taking on the care of more heritage sites and nature
reserves so that we can protect these special places
for the future
1: Fill in your details
Title/s Surname
First name/s
Address
Postcode
Tel
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How did you become aware of the Chiltern Society?
Please treat my subscription and all future payments as Gift Aid
donations until I notify you otherwise (see below).
signed date
GIFT AID IT: Please complete this form as it enables us to claim back a
percentage of the value of your subscription at no extra cost to you.
Note: Gift Aid applies if you pay income tax or capital gains tax at least
equal to the tax deducted from your payment.
If you are NOT a taxpayer please tick here:
If you cease to pay tax please inform us. If you pay tax at the higher rate
you can claim further tax relief on your self assessment form.
2: Choose your membership Please tick as appropriate.
Annual membership Single £20
Family £30
Life membership Single £300
Family £450
You can pay by cheque/credit/debit card or direct debit
Join by Direct Debit and get 3 months FREE for your first year’s membership.
(We will automatically deduct 25% from your first year’s fee)
... or pay by credit/debit card or cheque
i wish to pay for my membership by credit/debit card. Please debit my visa/maestro/mastercard (delete as appropriate)
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I wish to pay for my membership by cheque made payable to Chiltern Society. 01/2014
3: Choose how to pay
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Instruction to your Bank or Building Society:
Please pay the chiltern society direct debits from this account detailed
in this instruction sub ect to the safeguards assured by the direct debit
Guarantee. I understand that this instruction may remain with the
Chiltern Society and, if so, details will be passed electronically to my
Bank / Building Society.
signed date
To the Manager, Bank / Building Society:
Address
Postcode
Banks and Building societies may not accept direct debit instructions for
some types of accounts
Walkers on the Chiltern Way Volunteers clearing the River WyeCycling Group out and about
Our current projects
l We organise hundreds of walks and cycle rides
through the Chilterns mid-week and at weekends to
encourage people to explore the Chilterns
l Improving access to footpaths in the Chilterns for
everyone by removing stiles and installing kissing
gates – over 700 installed so far!
l Campaigning against the current route of HS2 railway
through the Chilterns
l Every week our volunteers clear footpaths and
undertake conservation work on public land,
commons and woodland - we focus on public access
land so that we are improving the environment for
all who enjoy the Chilterns
l Chilterns Commons Project – we are part of this
4 year project to enhance and preserve commons
l New activities; farm walks, map reading courses, star
gazing, geology, nature and wildflower walks.
See website for details
Membership offers
Single membership
Annual £20 Life £300
Family (2+ people and children at same address)
Annual £30 Life £450
3 Months FREE
Get 3 months free membership for your first year’s
membership if you join and pay by direct debit
Single membership only £15
Family membership only £22.50
The Chiltern Society is a registered charity, committed to conserving the Chilterns for the enjoyment of
everyone. We are a volunteer lead organisation with almost 7000 members, and rely on the income
from membership and donations to fund all our activities.
PLEASE JOIN TODAY. By supporting us through your membership, you are helping the Chilterns.
THREE quick steps
to joining the
Chiltern Society
!
SPECIAL
OFFER
3 MONTHS
FREE
MEMBERSHIP
CS Lacey Green Windmill
Fencing repairs
PLEASE COMPLETE THE RELEVANT SECTIONS
BELOW AND SEND TO:
Chiltern Society, FREEPOST (HH601),
Chesham, Bucks HP5 1ZA (No stamp required)
Chiltern
Society
Chiltern
Society
Registered charity 1085163
Orginators identification number: 9 48348
Activitiy at the Chilterns Commons Project
Our achievements include…
hiltern Way, a circular 134 mile footpath
hilterns and a series of additional circular
footpath extensions, enjoyed by thousands of people
Planning, testing and maintaining the route of the
ycleway, a 170 mile circular cycle route
hilterns (a joint project with the C
acey Green Windmill c.1650, the oldest
smock mill in England, now open to the public
estoring Ewelme Watercress Beds, a heritage site
ill fort, the site
of an iron age hill fort at Wendover Woods which had
eritage “at risk” register
aintaining and conserving 6 sites, all run by
volunteers and open to the public – we are now
taking on the care of more heritage sites and nature
reserves so that we can protect these special places
Walkers on the Chiltern Way
The Chiltern Society is a registered charity, committed to conserving the Chilterns for the enjoyment of
everyone. We are a volunteer lead organisation with almost 7000 members, and rely on the income
from membership and donations to fund all our activities.
By supporting us through your membership, you are helping the Chilterns.
THREE quick steps
WE CARE FOR THE CHILTERNS
Love the
Chilterns?Join today and help
us protect them for
the future.
www.chilternsociety.org.uk
8
Hill,
TheChilternHills
TheChilternHillsstretchfromtheRiverThames
inOxfordshiretoHitchininHertfordshire,anarea
ofsimilargeologythroughout.Itsrollinghills,
woodlands,fieldsanddownlandacrossthecounties
ofBuckinghamshire,Oxfordshire,Bedfordshireand
Yoursuppor
theChiltern
generations.
Wetakepositive
Chilternsthroug
throughourprac
lFootpathsand
footpathmap
lAnetworkof
monitorsandr
l9teamsofco
environmental
commonsand
lStreams,pond
monitored
lCommunityin
environment
terns
atest Chiltern
ociety.org.uk
ne
aps
hiltern society
ial places
cle rides
urants and shops
to Chiltern
path maintenance
s
t gift for anyone
twood Nature Reserve
Coverphoto:HowardDell
heritage • conservation • environment We care for the chilternsWildlife • leisure • heritage • conservatione • leisure • heritage • conservation
CS Prestwood Nature Reserve
River
Thames
River
Thames
AMERSHAM
CHILTERN OPEN
AIR MUSEUM
LUTON
AVERSHAM
HENLEY
PRINCES
RISBOROUGH
MARLOW
GERRARDS
CROSS
BEACONSFIELD
HIGH
WYCOMBE
RICKMANSWORTH
CHESHAM
BERKHAMSTED
HEMEL
HEMPSTEAD
WENDOVER
TRING
HITCHIN
DUNSTABLE
Great
Missenden
Prestwood
West
Wycombe
6
2
5
4
3
BUCKS
BEDS
HERTS
BUCKS
HERTS
y Sites
e Watercress Beds
m Wood
w Common (North)
ood Nature Reserve
Hill Nature Reserve
Green Windmill
n Society Area
f Outstanding
l Beauty
n Way Extension
n Way
ire Loop
Society Sites
1 Ewelme Watercress Beds
2 Bottom Wood
6 Marlow Common (North)
5 Prestwood Nature Reserve
4 Brush Hill Nature Reserve
3 Lacey Green Windmill
Key
Chiltern Society Area
Area of Outstanding
Natural Beauty
Chiltern Way Extension
Chiltern Way
Berkshire Loop
Legacy
giving
Leaving a gift in
your Will to the
Chiltern Society
since 1 65, the chiltern society has made a
significant contribution to the quality of life as we
know it today in the chilterns. as the pressures of
urbanisation increase, it will be even more important
and di cult to maintain this area of natural beauty.
if the chilterns have given you pleasure in your life,
would you consider leaving a legacy to the chiltern
society to help protect and conserve this wonderful
area for future generations?
as a charity, we do not receive a direct state
grant or subsidy for our work. the income from
membership fees provides only our basic running
costs and therefore we
depend on legacies for
the essential funds that
we need to make long-
term plans, particularly
to acquire sites of
special interest and to
conserve the natural
beauty of the chilterns.
Family Open Day at CS Ewelme Watercress Beds & Nature Reserve
www.chilternsociety.org.uk
Next steps
We understand that decisions such as this are
personal and that when making your Will, first and
foremost, the interest of your dependants must be
considered. however we hope it will be possible for
you to consider including the chiltern society in your
Will. We suggest you contact your solicitor in order
to either make or change your Will. if you already
have a Will, you can simply add a codicil to include
the society. thank you, your support is greatly
appreciated.
if you have any questions, please call our o ce
014 4 1250 and they will arrange for our legacy
volunteer to call you on a confidential basis.
registered charity 1085163
company limited by guarantee no 4138448
chiltern society, White hill centre, White hill,
chesham Bucks hP5 1ag
01494 771250
email: legacies@chilternsociety.org.uk
www.chilternsociety.org.uk
CS Brush Hill Nature Reserve
CSBottomWood
CS Lacey Green Windmill
CS volunteers doing
river conservation
CS volunteers at
Wendover Woods
LegacyLegacy
giving
heritage • conservation • environment • Wildlife • leisure • heritage • conservation • environment • Wildlife • leisure
www.chilternsociety.org.uk
Leaving a legacy to
the Chiltern Society
if you have decided to help the society through the gift
of a legacy, it would be very helpful if you could let us
know by returning this form or emailing these details to
legacies@chilternsociety.org.uk. You will automatically
become a valued member of The Bluebell Guild, an
informal organisation of like-minded individuals who
have left bequests to the chiltern society.
to indicate your support will have no legal consequences.
it does not commit you to a particular course of action,
or limit your freedom to alter your Will in the future. it is
simply a statement of your present intentions. thank you.
name:
address:
Postcode:
telephone:
fax/email:
my legacy is (optional information):
Pecuniary £
residuary specific %
are there any other details you would like to provide?
Post to: chiltern society, freePost (hh601), chesham, Bucks hP51Za
registered charity: 1085163 company limited by guarantee no: 4138448
We care for the chilterns
Legacy
giving
Your legacy
can help us to
continue the following work:
l conserving and
caring for our sites;
the chiltern society
manages a growing
number of woodland
sites, heritage sites and
nature reserves in the
chilterns. in 2013 we
have taken on 3 more
nature reserves.
l Protecting sites from
building development – we bought the derelict
watercress beds in ewelme, oxfordshire in 2000
which was at risk of development and have
enhanced it as a nature reserve.
l Providing training and tools for volunteers to do
vital conservation work.
l running conservation work parties on public land;
for example conservation work on ponds, commons,
streams and woodland.
l maintaining footpaths and bridleways, installing
gates in the place of stiles to improve countryside
access for everyone.
l opposing unsuitable new development, caring
for historic buildings and supporting the chilterns
Buildings design awards to recognise good
building design.
l maintaining and monitoring natural waterways
and streams.
l encouraging people of all ages to learn, explore and
appreciate the chilterns.
Recent legacies
have allowed us to:
l improve our sites for
visitors – a legacy paid
for a new circular path,
new information boards
and a bench at Bottom
Wood, the ancient
woodland we care for
near stokenchurch in
Buckinghamshire.
l increase the use of a site for education
– by setting up an area in woodland for use by
teachers and pupils from a local infants school.
l expand our conservation groups to care for the
environment across the chilterns – legacies have
provided conservation training and tools for our
volunteers to set up new conservation groups.
l improve wildlife habitat – funding for new tree
plantings at ewelme Watercress Beds and local
nature reserve, oxfordshire.
l help butterfly conservation on one of our sites – a
legacy is being used for the long term maintenance
and improvement of the chalk grassland at Brush hill
nature reserve near Princes risborough.
How you can help us
through
your Will
Your legacy can be in the form of money, financial
assets such as shares, or in property and valuables.
once your personal wishes and commitments have
been fulfilled, the most welcome bequest to the
chiltern society would provide unrestricted funds
to be applied where they are needed most. if you
would like to leave a specific bequest, your wishes
will be honoured. as a registered charity, legacy
gifts to the chiltern society are free from inheritance
tax and capital gains tax and as such could be of
benefit to the remainder of your estate. there are
two important ways you can leave a gift to a charity:
1 A pecuniary gift
when you leave a specific amount of money,
2 A residuary gift
when you leave a percentage of your estate.
residuary gifts are extremely helpful because they
tend to be inflation-proof, being a percentage rather
than a specific sum.
The Bluebell Guild
Although it is a very personal and private matter,
letting us know when you have included the Chiltern
Society in your Will is extremely helpful to us, as it
enables us to plan for the future.
If you return the card indicating that you plan to
support the charity with a bequest, you will become a
member of the Bluebell Guild.
The Bluebell Guild has been established to recognise
those supporters who indicate their intention to help
the Chiltern Society in this way. The Bluebell Guild
makes it possible to thank like-minded individuals in
their lifetime for their foresight and generosity. Whilst
its membership will remain confidential, members
will receive regular communications and will also be
invited to occasional special events.
CS Bottom Wood
CS Marlow Common
Conservation Volunteeers
!
CS_LegacyLeaflet_2013_8pp_DL_FINAL.indd 2 10/12/2013 12:41
CHILTERN SOCIETY: LEAFLETS
Hats off to
Luton’s museums
Prestwood Nature Reserve
Warburg Summer Walk
heritage • conservation • environment • Wildlife • leisure
Prestwood Nature Reserve
www.chilternsociety.org.uk • CHILTERN SOCIETY MAGAZINE
ISSUE 208 • SUMMER 2013
Prestwood Nature Reserve
CHILTERN
ISSUE
heritage • conservation • environment • Wildlife • leisure
www.chilternsociety.org.uk • chiltern societY magaZine
issue 20 • autumn 2013
Building design awards
Bottom WoodAnniversary
Plus
The Annual Review
www.chilternsociety.org.uk • chiltern societY
issue 20
wardsheritage • conservation • environment • Wildlife • leisure
www.chilternsociety.org.uk • chiltern societY magaZine
issue 210 • Winter 2013
society farm shop awardChiltern Wayextension plansPlus
Canny canines at Saunderton
www.chilternsociety.org.uk • chiltern societY
issue 210
award
Wings overthe ChilternsSlow food revolution
Pegsdon spring walk
HERITAGE • CONSERVATION • ENVIRONMENT • WILDLIFE • LEISURE
Slow food revolution
www.chilternsociety.org.uk • CHILTERN SOCIETY MAGAZINE
ISSUE 207 • SPRING 2013
CHILTERN SOCIETY: MEMBERSHIP MAGAZINE
HERITAGE • CONSERVATION • ENVIRONMENT • WILDLIFE • LEISURE
www.chilternsociety.org.uk • CHILTERN SOCIETY MAGAZINE
ISSUE 214 • WINTER 2014
Society’s
new sites
Tea Shop Awards
Activities & events for the winter
STER
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CHILTERN SOCIETY MAGAZINE
Chiltern 214 www.chilternsociety.org.uk12 13
River
Thames
River
Thames
River
Thames
AMERSHAM
CHILTERN OPEN
AIR MUSEUM
LUTON
CAVERSHAM
GORING
WALLINGFORD
HENLEY
PRINCES
RISBOROUGH
MARLOW
GERRARDS
CROSS
BEACONSFIELD
HIGH
WYCOMBE
RICKMANSWORTH
CHESHAM
BERKHAMSTED
HEMEL
HEMPSTEAD
WENDOVER
TRING
HITCHIN
DUNSTABLE
Great
Missenden
Prestwood
West
Wycombe
6
9
1
10
11
8
2 7
4
5
3
BUCKS
BEDS
HERTS
OXON
BUCKS
HERTS
Key
Chiltern Society Area
Area of Outstanding
Natural Beauty
Berkshire Loop
Chiltern Way
Chiltern Way Extension
Chiltern Society Sites
Bottom Wood, ancient woodland
Brush Hill Nature Reserve
Captain’s Wood, woodland & nature reserve
Cholesbury Camp, site of iron age hill fort
Cobblers’ Pits, woodland near Wendover Arm canal
Ewelme Watercress Beds & nature reserve
Hampden Monument, memorial to John Hampden
who opposed the King’s imposition of Ship Tax
Lacey Green Windmill, c.1650
oldest smock mill in England
Marlow Common (North) woodland common
Prestwood Nature Reserve
Whiteleaf Hill, historic site,
chalk cross & nature reserve
1
2
3
4
5
6
7
8
9
10
11
North Chiltern Trail
Chiltern Cycleway
Peter Towersey reports on the
summer’s activities
The Society has been managing Bottom Wood as a nature reserve since September
1984. Its 35 acres, most of which is considered to be ancient pre-1600 natural woodland,
lie on the steep south-facing side of a wooded valley near Radnage Common, Bucks.
Archaeological features include ancient saw pits, an old well, and strip lychets thought to
be from an early medieval field system.
In June John Morris, Woodlands Project Officer,
led a group of about 20 members round
the reserve, introducing them to the wildlife,
history and archaeology of the site, covering
both its 30 years under Society ownership and
its heritage as ancient woodland.
The legacy of the wet spring was
still much in evidence in the extensive
accumulations of mud, particularly at the
site entrances. We dug a drainage channel
at the northwest entrance to drain a large
pond that had formed around the gates.
In autumn 2011 we had planted 180 trees
(a mixture of hazel, oak and cherry) in two
compartments, so in July we carried out a
census to discover their success rate, which
averaged just over 80%. The hazels achieved
almost 100% success.
In August we undertook an inspection
of the site with John Morris, and a number
of trees were marked up for felling during
the forthcoming work party season. Some,
which were mature, potentially unsafe and
close to public paths were marked for felling
by a contractor. Others were identified
for thinning out, either to allow the better
specimens to develop, or to let more light
into an area that was previously more open
with more diverse ground flora.
Contact: peter.towersey@ntlworld.com
News from other sites
Marlow Common
Growth has slowed, so we don’t need to be
constantly chopping brambles to keep the
footpaths clear. Our heather looks really
good now with a huge mass of flowers.
We transplanted small heather shoots to
one of our recently cleared areas in the
hope that it will spread. The gorse is also
thriving. We’re planning to site a few new
bird boxes, replace some old ones and clean
out all the existing ones ready for next
year’s nesting. We’re indebted to Bucks Bird
Club for a grant enabling us to continue
this programme. They’ve also funded the
purchase of a kestrel box. We’d love to
persuade a pair to nest here, particularly
as their numbers are in decline. In late
September some important safety work was
carried out on storm-damaged trees.
There are now three information and
interpretation boards on the Common,
thanks to our Chiltern Commons Project
Grant. We’re working on a final board
providing information about the thriving
brick and pottery industry that existed
here and was dependent on the excavation
of local clay. There are a number of huge,
SOCIETY SITES
Managing
Bottom Wood
irregularly shaped clay pits on the Common
because the seams of clay were excavated
until they ran out. One of our first tasks
when we started work was to identify the
deepest pit and clear it of vegetation, so
that it could serve as a reminder of their
original use. We continue to meet on the last
Saturday or Sunday every month to carry
out a wide variety of tasks and we welcome
new volunteers.
Contact: Jeff_short66@yahoo.co.uk
Captain’s Wood and Chesham
Bois Common
From the end of May until September, we
undertook a project for Chesham Town
Council which involved maintaining over
5.5km of footpaths and bridle paths. The
task was carried out by members of the
Captain’s Wood and Chesham Bois Common
Conservation Groups, working jointly in
small teams. We returned in October to
ensure everything was in apple-pie order for
the winter.
We’ve also continued to work in Captain’s
Wood in an attempt to open up the view
across the valley towards Asheridge.
The main task remains the removal of
considerable amounts of holly which has
become rampant throughout the Wood.
Contact: euanrussell@tesco.net
Wendover Woods
The volunteers’ work has included some
traditional scrub-bashing and trail maintenance
in Wendover Woods, and at two new sites,
Cowleaze Wood near Stokenchurch and Tring
Park, for the Woodland Trust. We’ve also
carried out Scheduled Ancient Monument
protection, clearing trees and regrowth from
Grim’s Dyke, a sizeable stretch of which is
now clearly visible in Baldwin’s Wood near
Wendover. On a more creative note we’re
working with the Chiltern Box Woodland
Project to encourage the preservation and
growth of these unusual trees, most recently by
seed collection and taking cuttings for planting
out. The Project was launched by the Chilterns
Conservation Board in January 2013 to
research, conserve and celebrate the area’s box
heritage. The largest native box woodland in
the country is in the Chilterns, near Wendover.
Box trees grow slowly, so their growth rings are
very close together. Consequently the wood is
very dense and regarded by woodworkers as
the best for carving.
Contact: john.rennie@btopenworld.com
Bottom Wood guided walk
(Photo: Peter Towersey)
In October the Society signed an agreement with Buckinghamshire County Council to take
over the care of five more nature reserves and heritage sites. Negotiations were led on our
behalf by Roger Newman.
The new sites vary considerably in character,
and our volunteers have already been in
action at one or two of them – Whiteleaf
Cross, for example. In September volunteers
from the Society, along with ancient
monument specialists from Bucks CC and
a group of volunteers from RAF Halton,
cleaned up the famous Chiltern landmark. If
you would like to get involved at any of the
new sites, or know anyone who would like to
volunteer, please contact Geoff Wiggett, our
Volunteer Co-ordinator, on 01442 875906.
We have been developing walks that
include these sites. They have been featured
in the magazine, and can be downloaded
free of charge from the website. See www.
chilternsociety.org.uk/free_walk_pdfs.php.
Here is a brief description of what you
can expect to find if you visit.
Whiteleaf Hill
near Princes Risborough
l A Local Nature Reserve well known for its
butterflies, wild flowers, leafy woodlands,
history, geology, archaeology and
spectacular views
l A prominent site on the Chilterns
escarpment, it includes the Whiteleaf
Cross hill figure from the mid-18th
century, as well as several Scheduled
Ancient Monuments including a Neolithic
barrow and WWI practice trenches
l Together with our adjacent Brush Hill
Local Nature Reserve, it establishes
a significant location under Society
management, demonstrating our
commitment to the conservation of local
heritage and wildlife
l A picnic area, with easy access and
parking.
Captain’s Wood near Chesham
l A Local Nature Reserve of ancient beech
woodland, this is a site of high wildlife
value close to a built-up area of Chesham.
A team of Society conservation volunteers
have been working there for two years,
and involving local groups and schools.
Cholesbury Camp
l A Scheduled Ancient Monument in the
form of an Iron Age hillfort. According to
English Heritage it’s regarded as one of
the most visually impressive prehistoric
New sites added
settlements of the Chilterns. It forms part
of a wider distribution of defended sites
established across the Chiltern Hills in the
late Bronze and Iron Ages.
Cobblers’ Pits near Wendover
l A small mixed wood with yew and
boxwood that lies between the Upper
Icknield Way and the Wendover Arm of
the Grand Union Canal, opposite Green
Park (previously Aston Clinton House,
owned by the Rothschilds)
l Box is rare in the Chilterns, and is
the subject of a special Chilterns
Conservation Board project. The site is
close to Wendover Woods where we
have a well-established conservation
volunteer group. It’s also across the
road from Aston Clinton Ragpits, which
is in the care of Beds, Bucks and Oxon
Wildlife Trust, and is an important site for
orchids. There is roadside parking near
the Ragpits.
Hampden Monument
l A listed monument to Chiltern hero
John Hampden, a landowner and
parliamentarian opposed to King Charles’
introduction of the Ship Tax
l Accessible by public footpath, it provides
wonderful views across the valley.
Volunteers in Tring Park (Photo: Colin Drake)
CHILTERN SOCIETY: MEMBERSHIP MAGAZINE
MARCH/APRIL 2008
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PLUS NEWS FROM THE DIVISIONS ✱ LEARNING & DEVELOPMENT ✱ LEGAL ADVICE
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Topics include:
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are pleased to announce the IHM 2008 Awards Dinnerowing this conference at the Royal College of Physicians
find out more, please either call Healthcare Events on 020 8541 1399email sarah@healthcare-events.co.ukdownload a conference programme, visit www.healthcare-events.co.uk
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PLUS LEGAL • CAREERS • FINANCE • LEARNING & DEVELOPMENT
INSIDE this issue
Two special supplements
• Practice management:
PBC skills, public
participation and more
• Research: Putting
evidence into
management practice
17
extraHEALTH MANAGEMENT
PRACTICE MANAGEMENT REPORT
Practice management is an ever more challenging role. Our special
supplement looks at some of the areas you may find yourself involved in,
such as patient participation, funding streams, staff disciplinary procedures
and commissioning. We also hear from individual practice managers who
have faced personal and professional development challenges.
Continued on page 19
Graham Box is chief executive of the
National Association for Patient
Participation (NAPP). Find out more
about NAPP’s Growing Patient Participation
campaign at www.growingppgs.
com
able to provide useful and constructive
feedback to the practice. PPGs can also
carry out research in partnership with
the practice to find out the views of the
wider practice population on key issues.
Anyone is capable of setting up a
PPG, but good communication skills and
an ability to see things from a patient
perspective will be valuable. Competing
The first patient participation group
(PPG) was set up in 1972 by a pioneering
GP, and 41% of general practices in
England now have one. They are a
positive and constructive forum that
helps improve the patient experience
and strengthen the way the practice
operates. Generally made up of a group
of volunteer patients, the practice
manager and one or more practice
GPs, PPGs meet on a regular basis to
discuss the services on offer and how
improvements can be made for patients
and for the practice itself.
The practice manager has a key role
to play initially in setting up a PPG and
driving its success. Recruiting members
to represent the community is the first
task with personal invitations (by phone
or in person) most likely to succeed in
attracting a broad spectrum of patients
with skills and experience to offer.
Once members are recruited,
it is the practice manager’s role to
maintain momentum, to ensure that
Group therapy
clear ground rules are in place and to
champion patient participation within
the practice. Remember that, over time,
the PPG should be run by the patients
themselves. This may not be possible
immediately but it should be built into
the planning from day one.
In some cases it is practice
colleagues rather than patients who feel
apprehensive. Reception staff can be
nervous of feedback and senior partners
may be concerned that a PPG will be
time-consuming or that it will become
a ‘talking shop’ rather than an action-
focused group. Highlighting benefits and
demonstrating ‘quick wins’ is valuable to
bring all parties onside.
Volunteers need to feel, and be,
valued. This will ultimately encourage
them to speak freely about the things
that matter to them and other patients.
Showing them around the surgery, giving
them insight into how the practice and
its systems are run, will help to ensure
that PPG members are well-informed and
Local communities need a voice – and practice managers can make
sure it gets heard, says Graham Box.
MEMBERS
MAGAZINE
News
• Code of conduct update
• Accreditation
second phase
• BME working group
Features
• Catering for
patient nutrition
• The right IT for
electronic records
25
extraHEALTH MANAGEMENT
RESEARCH SPECIAL REPORT
Welcome to a special Health Management supplement from theNational Institute for Health Research service delivery and organisation(SDO) programme, which is responsible for research designed to helphealth practitioners, managers and policymakers improve the quality ofpatient care, the efficiency of health services and, ultimately, the healthof the public.
The SDO currently has two main missions – knowledge production,and knowledge mobilisation. Its first task is to commission high-quality,rigorous research on topics and issues where managers and leaders inthe NHS need evidence to help inform and shape their decision-making.This supplement offers a taste of such research. In it you will findoutlines of recent projects around the key themes of organisationalculture, service redesign and delivering new services, workforceplanning and networking. There are summaries of the main findings andinsight into their relevance to health and social care managers.The second aim of the programme is to work with the NHSmanagement and leadership community to build up its capacity andcapability to use that research effectively. The ultimate purpose is, ofcourse, to contribute to improving patient care.
What the research showsA series of recently commissioned projects focusing onmanagement practice (see pages 26-28) is intended to help bridgethis knowledge gap.
You might also find the short explanations of research termsdotted throughout the supplement helpful. The full titles and leadresearchers of each study are provided so you can follow them upfor more information.
The National Institute for Health Research provides theframework through which the Department of Health maintainsand manages and maintains the research, research staff andresearch infrastructure of the NHS in England as a virtualnational research facility. It funds programmes addressing arange of health priorities, including the SDO programme, whichcommissions research on the way health services are organisedand delivered by the NHS. Visit www.sdo.nihr.ac.uk for details ofthe NIHR SDO programme and downloadable research reports/summaries. Alternatively call 023 8059 5586 or email sdo@southampton.ac
.uk
Since 1997 quality of care and
performance improvement have been
the central reform issues in the NHS.
Underpinning many of these reforms hasbeen the idea of cultural transformation
as a primary driver for improvement.
Due to the importance of
organisational culture to health care
delivery, and the relatively under-
A cultured approachdeveloped nature of the evidence base,the SDO programme has commissioned
research on the organisation and
management of the NHS.
The project Understanding the
dynamics of organisational culture
change: creating safe places for patients
and staff, led by Professor Lorna McKee
of the University of Aberdeen (pictured),
aims to develop our understanding oflinks between the safety of patients andthe well-being of NHS staff and the
culture/style of the organisation.
How do aspects of leadership andthe management of safety affect staff andpatient care? What improvements are
needed to create safer workplaces
and practices?
Current NHS reforms are based onthe idea that culture change must occuralongside structural and procedural
changes if the desired improvements inperformance and quality are to be met.Although recent research offers valuable
insights into how cultural issues set thecontext for success, failure and recovery
in NHS organisations, the evidence
base to guide policy in this area remains
underdeveloped.
Research into Changing cultures,
relationships and performance in local
Continued on page 26
“Cultural changes will
impact on professional
behaviour (for good or ill)”
e
g
d
y
r
ality andductivity
reater
th:
solutions
better health
20/10/09 14:37:41 5805-HM1109-Cover.indd 3 21/10/09 09:56:13
INSIDE this issue
Two special supplements
• Practice management:
PBC skills, public
participation and more
• Research: Putting
evidence into
management practice
extraextraTH MANAGEMENT
extraMANAGEMENT
Practice management is an ever more challenging role. Our special
supplement looks at some of the areas you may find yourself involved in,
• Code of conduct update
• Accreditation
second phase
• BME working group
• Catering for
patient nutrition
• The right IT for
electronic records
Welcome to a special
National Institute for Health Resea
(SDO) programme, which is resp
health practitioners, managers and
patient care, the efficiency of hea
of the public.
and knowledge mobilisation. Its first task is to commissirigorous research on topics and issues where managers anthe NHS need evidence to help inform and shape their
outlines of recent projects around the key themes of organculture, service redesign and delivering new services, workfoplanning and networking. There are summaries of the main fininsight into their relevance to health and social care managers.The second aim of the programme is to work wimanagement and leadership community to build upcapability to use that research effectively. The ultimate pcourse, to contribute to improving patient care.
What the research shows
Due to the importance of
organisational culture to health care
delivery, and the relatively under-
A cultured approach
culture/style of the organisation.
How do aspects of leadership andthe management of safety affect staff andpatient care? What improvements are
base to guide policy in this area remains
underdeveloped.
Research into Changing cultures,
relationships and performance in local
Continued on page 26
“Cultural changes will
impact on professional
behaviour (for good or ill)”
NOVEMBER/DECEMBER 2009 ✱ HEALTH MANAGEMENT08
Workplace
Over time, organisational culture
can become skewed and workforce
behaviours embody this negativity and
lack of collective approach. This may
become particularly apparent through
bullying, harassment and mobbing.
The principle characteristic of
mobbing – a term borrowed from
ornithology – is a form of conduct by a
group of employees, which if done by
an individual would be seen as ‘picking
on’ or bullying.
This sort of behaviour can be
deliberate and consciously co-ordinated,
but is more likely to develop pretty much
spontaneously as the result of a barely
conscious ‘copycat’ atmosphere.
Mobbing is often insidious, difficult
to detect, harder to prevent once
discovered and potentially incurable.
It is usually triggered by someone
(the ‘mobbee’) being perceived as a
threat, either to an individual who then
instigates the mobbing behaviour and
encourages others to participate or to
a group who start behaving in a certain
way by consensus, with others following
their lead.
Mobbing begins with subtle
changes – such as an individual being
excluded from team social activities –
and escalates.
For instance, colleagues may
send round robins or ‘confidential’
deputations to higher authorities
complaining that someone is not doing
their job or of poor teamwork. The
problem is that this may be seen as a
legitimate, and democratic, way of airing
a grievance against a colleague.
Mobbing is difficult to respond to
Work should be a friendly non-hostile
environment, not an environment where
negativity and resentment develops.
An open, inclusive, and constructive
workplace provides opportunities for
employees to develop in their roles,
network and support one another and
build loyalty to the organisation and
its vision.
Employees know what the rules
are, what policies and procedures
exist and what structures are in place.
Communication needs to be open and,
where this breaks down, to be mediated
in a non-blaming manner.
A positive workplace culture
generally results in a proactive and
productive workforce of well motivated
employees that value the organisation
and are willing to go the extra mile.
At the other extreme is the negative
workplace culture, where decisions
will often be made without full staff
awareness and little involvement.
Communications are likely to be
controlled and partial, leaving people
feeling that they are not included.
The organisation may have gone
through restructuring or major change
that has not been appropriately
managed or resolved. Often negative
workplace cultures have a high
turnover of staff as they try to escape
unpleasant environments.
Beware the
mob mentality
Managers need to be aware of insidious and subtle forms
of bullying that have a cumulative impact on workplace
culture and detrimental effects all round, advises the
Managers in Partnership union.
“There is typically no
single, or identifiable,
perpetrator”
Ganging up on a colleague is a particularly
destructive form of bullying.
because there is typically no single, or
identifiable, perpetrator.
The normal result is that the employee
being mobbed suffers deteriorating
health, consequent loss of performance
and eventual dismissal or resignation.
There may be a long-term impact on
their self-esteem, self-efficacy and self-
confidence because they find it hard to
identify exactly what has happened to
them or don’t know how to respond and
deal with it.
Managers need to know about
mobbing and be able to recognise
it to protect not just their staff but
also themselves. Because mobbing is
carried out by employees themselves
and triggered by the mobbee being
perceived as a threat, it can often be
directed against the person in charge.
If it is not tackled effectively,
employees who carry out mobbing
will feel empowered to behave in
the same way again, and a negative,
destructive culture will implicitly be
accepted and defined as an appropriate
method of putting pressure on
individual colleagues to leave the
team or organisation.
This article is based on a
presentation given at an IHM
Scotland event by Managers in
Partnership (MiP) Scottish national
officer Claire Pullar and MiP member
Rosie Ilett, a manager for NHS
Greater Glasgow and Clyde. Visit
www.miphealth.org.uk for details
of Managers in Partnership. Go to
www.bullyonline.org for advice on
tackling workplace bullying.
Photo:©istockphotos.com/tomazl
5805-HM1109-pg08-09.indd 2 21/10/09 10:00:10
HEALTH MANAGEMENT ✱ NOVEMBER/DECEMBER 2009 09
an individual’s personal and professional
development, although of course you
may look up to a mentor and see them as
a role model as well.
The issue for people from BME
backgrounds is actually identifying role
models in senior positions. The NHS
has very few senior leaders from BME
backgrounds – in fact, across the public
sector there are few visibly different
people in positions of authority. This
can make it difficult to imagine yourself
aspiring to those positions.
The public sector hierarchy must
begin to revisit the topic of role
models, especially as it relates to BME
staff. There are two major aspects to
this – the existence of role models in
predominantly white environments, and
providing role models and mentors for
aspiring BME individuals.
Because people can learn a great
deal by observing successful role
models, there is a desperate need for
individuals to see someone resembling
themselves in key roles in public services.
It generates a special feeling and
confirmation of who they could be.
The NHS recognises the need to
develop appropriate and adequate role
models – without them it is difficult to
see talented and dynamic people from
ethnic backgrounds aspiring to join
healthcare. Today’s young people are
driven and want to do well. They will not
stay part of an organisation that does not
obviously and openly develop and value
talent; regardless of what the talent looks
like or where it comes from.
Succession planning in all our public
services is important. Due to changes
in the demography of the UK, in future
there will be fewer non-BME young
people to choose from. Now is the
time employers should be considering
how they will make their organisations
attractive to talented people from
ethnic backgrounds. Forward thinking
organisations should be planning how
When Barack Obama became US
president it seemed everyone was
delighted – but people from black and
minority ethnic (BME) backgrounds
were especially pleased to at last have a
powerful role model to look up to.
The dictionary describes a role
model as someone regarded by others,
especially younger people, as a good
example to follow.
Very young children look up to their
parents, often attempting to emulate
them. Older children admire footballers,
models, movie stars and other people
in the public eye, and may try to look
or behave like the object of their
admiration. This is role modelling in its
broadest sense.
Having someone you recognise as
being similar in some way to yourself
in a position of authority or power
encourages and motivates you to believe
you too could be capable of achieving a
higher status.
Role models are impressive and
important figures in the distance. You
can admire, emulate, respect, and
almost worship such individuals, but a
role model does not necessarily have
to know that you exist. Even if aware
of you, role models do not make a
commitment to your development.
Any aid they provide is by example,
not by giving direct advice or
providing recommendations for career
advancement or jobs, spending time
with you, discussing your work, or caring
about you as an individual.
A role model is therefore not the
same as a mentor. Mentors differ from
role models in that they are involved in
Follow the leader
It can be hard to aspire to a senior position if there’s a lack of role
models whose example you can follow, says Yvonne Coghill.
role model does not
necessarily have to know
that you exist”
Yvonne Coghill leads the National Breaking
Through programme, which helps senior
BME managers and clinicians develop the
advanced leadership and managerial skills
required to perform effectively at director
level. Visit www.institute.nhs.uk/building_
capability for details.capability for details.capability
See Positive Action on page 7Action on page 7A
for news of how the IHM aimsM aimsM
to maximise development
opportunities for BME managers.
to develop role models in positions of
authority and power. This will without a
doubt help attract and retain the high-
flyers and talented staff of the future.
The National Breaking Through
programme is tasked with developing
outstandingly talented professionals from
BME backgrounds. NHS organisations
would do well to take note of these
individuals when developing talent
and succession-planning strategies and
perhaps think about employing them
into the senior level posts they are
capable of doing. By default they would
then become role models for the many
thousands of BME staff working at lower
levels in the NHS.
Leadership
When Barack Obama became US
president it seemed everyone was
delighted – but people from black and
minority ethnic (BME) backgrounds
were especially pleased to at last have a
powerful role model to look up to.
model as someone regarded by others,
especially younger people, as a good
example to follow.
Very young children look up to their
parents, often attempting to emulate
them. Older children admire footballers,
models, movie stars and other people
in the public eye, and may try to look
or behave like the object of their
admiration. This is role modelling in its
broadest sense.
being similar in some way to yourself
in a position of authority or power
encourages and motivates you to believe
you too could be capable of achieving a
higher status.
important figures in the distance. You
can admire, emulate, respect, and
almost worship such individuals, but a
role model does not necessarily have
to know that you exist. Even if aware
of you, role models do not make a
commitment to your development.
Any aid they provide is by example,
not by giving direct advice or
providing recommendations for career
advancement or jobs, spending time
with you, discussing your work, or caring
about you as an individual.
A role model is therefore not the
same as a mentor. Mentors differ from
role models in that they are involved in
Follow the leader
It can be hard to aspire to a senior position if there’s a lack of role
models whose example you can follow, says Yvonne Coghill.
“A role model does notA role model does notA
necessarily have to know
that you exist”
INSTITUTE OF HEALTH MANAGEMENT: MEMBERSHIP MAGAZINE
W W W . R S C . O R G
RSCnews
N O V E M B E R 2 0 0 3
RSC campaigns
for chemistry
THE RSC IS stepping up its activities to support
the chemical sciences by embarking on a new
Campaign for Chemistry. The campaign will
develop over the coming months and aims to
promote the chemical sciences at high levels
and help deliver the RSC strategy.
Simon Campbell, President Elect of the RSC,
who is leading the campaign, says: “We aim to
put a benefits-driven case to government and
policy makers that will ensure that industry
invests in our science and that research and
teaching in the chemical sciences can flourish
at all levels.”
Neville Reed, the RSC’s head of communication,
says communicating the RSC’s views to the wider
world and utilising the expertise of the 45,000
members are key parts of the campaign. “We have
a powerful case and an opportunity to ensure that
the chemical sciences thrive in industry, higher
education and schools,” he says.
Significant inputs into policy making are
already underway. Rodney Townsend, RSC
head of science and technology, is working
closely with Research Councils UK on the
proposals for a European Research Council.
Tony Ashmore, head of education, is leading
work on promoting interaction between
chemistry groups in HE and schools.
The RSC has made a signification input to the
EU consultation on ‘Increasing Human
Resources for Science and Technology’ (see
www.rsc.org/lap/polacts/increasehr0903.htm)
and is preparing a detailed supportive response
to the HEFCE consultation on funding of
teaching that could see the money allocated to
chemistry rise by 15 per cent.
The campaign builds on the extra effort the
RSC has put into developing new areas of
chemical sciences in the past two years – areas
such as biosciences, materials chemistry,
environmental sciences, sustainability and
energy. It also follows the 2001 membership
changes that recognised the need for the RSC to
become more responsive to the changing nature
of science, by broadening those eligible for
membership whilst enhancing the requirements
for the Chartered Chemist designation.
The Campaign for Chemistry is seen as a key
part of the RSC’s future work. RSC chief
executive, David Giachardi says: “We must
maintain a strong regional and national presence
for chemistry, to ensure the future of our subject.”
G For more details about the campaign
contact Neville Reed at Burlington House
(address on page 20), email reedn@rsc.org or
call 020 7440 3319.
Darmstadtium joins
Visual Elements
‘Visual Elements’, an audiovisual exploration
of the periodic table, has added element 110 –
Darmstadtium – to its images.
Winner of the chemistry category for Scientific
American’s web awards earlier this year, ‘Visual
Elements’ was created by celebrated artist
Murray Robertson, supported by the RSC.
G Visual Elements can be viewed on line at:
www.chemsoc.org/viselements
New proactive stance will promote chemical sciences at high levels
2 NEWS
Double award for SET winner,
plus FECS conference report.
6 AWARDS
The RSC Industrially Sponsored
Awards for 2003.
7 DIARY DATES
Your guide to RSC events in the
coming month.
15 EVENTS
ITF focuses on training and RSC
announces symposia dates.
16 MAXIMISING
MEMBERSHIP
Your admissions questions answered, plus
reasons to renew your membership.
18 MEMBER NEWS
Personal news and new members announced.
20
AND
FINALLY
Mouldy
experiments and
Chemistry Week
arrives.
INSIDE…
Image©MurrayRobertson2003
2328_RSC_Nov.03 10/22/03 3:52 PM Page 3
news
The RSC has made a signification input to the
Resources for Science and Technology’ (see
w.rsc.org/lap/polacts/increasehr0903.htm)
and is preparing a detailed supportive response
teaching that could see the money allocated to
The campaign builds on the extra effort the
chemical sciences in the past two years – areas
energy. It also follows the 2001 membership
changes that recognised the need for the RSC to
become more responsive to the changing nature
of science, by broadening those eligible for
membership whilst enhancing the requirements
The Campaign for Chemistry is seen as a key
maintain a strong regional and national presence
for chemistry, to ensure the future of our subject.”
contact Neville Reed at Burlington House
(address on page 20), email reedn@rsc.org or
Darmstadtium joins
18 MEMBER NEWS
Personal news and new members announced.
20
AND
FINALLY
INSI
W W W . R S C . O R G
J A N U A R Y 2 0 0 4
Europe is key forthe RSC
THE RSC CAMPAIGN
for Chemistry was
initiated in 2003 as
a major activity to
support the RSC’s
long-term strategy.
The Campaign seeks
to develop and
support chemical
science in the UK to
meet the scientific,
technological and
human challenges
of the 21st Century.However, decisions made at an EU level will
have an increasing impact on chemicalscience in the UK. For example, the creationof a European Higher Education Area by 2010
and commitment to implement the two-stage
system outlined in the Bologna Declaration by
2005 will affect our schools and universities.
At the research level, there is growingenthusiasm for the proposed EuropeanResearch Council that might support thelonger term, multidisciplinary projects thathave been neglected under the Frameworkprogrammes. However, there is concern that
funding may be at the expense of top-slicing
national research council budgets, whichwould have a negative impact withinmember countries.
The RSC’s vision is to become the premier
organisation in Europe for advancing chemical
sciences. Simon Campbell believes that theRSC needs to bolster current alliances andpartnerships, and work harder at buildingnew relationships to ensure that the chemical
science community across Europe speaks
with one effective voice. He says “We alsoneed to build upon the growing realisationwithin the EU that R&D spend should beincreased to improve competitivenessagainst the US and Japan, and the driftaway from science and technology careersmust be reversed”.
Philippe Busquin, the EU’s researchcommissioner, has stated that “Europe needs
to invest more in research, particularly if it is
to attain its objective of becoming the mostcompetitive and knowledge-based economyin the world by 2010”. In 2002, the EUCouncil in Barcelona set a goal for R&Dinvestment to rise from 1.9 to 3% of GDP,estimated to lead to annual increases of0.5% of GDP and 400,000 additional jobs,many in the chemical sciences. To supportthis initiative, it is crucial that universitiesattract the best students to study scienceand technology and continue to train theskilled manpower that is essential forhigh-tech industries, such as pharmaceuticals.
The pharmaceutical industry is a majoreconomic force within the EU since itemployed over 580,000 staff, spent E19,800m
on R&D and contributed E40,000m to thetrade balance in 2002.
The RSC is strongly committed tocollaboration within Europe. “The RSC isalready working closely with other chemicalsocieties across Europe, and our vision andCampaign signals our intention to furtherstrengthen our efforts in this area”, saysSimon Campbell.
● For full details of the RSC's strategy,go to www.rsc.org/strategy/index.htm
"Decisions made at a European level will increasingly have an
impact on the UK chemical sciences community" said Simon
Campbell, President-elect of the RSC, at a recent meeting on the
RSC's Campaign for Chemistry.
2 NEWS
Chemical experts needed; plus FaradaySociety celebrates centenary.
6 DALTON CELEBRATIONSTwo days of celebrations to commemorateDalton bicentenary.
8 DIARY DATESYour guide to RSC events.
11 EVENTS
Award for young inorganic chemists.
12 MAXIMISINGMEMBERSHIPWhat’s new for RSC journals in 2004 anda younger member in the spotlight.
14 MEMBER NEWSDivisional and Forum vacancies plusPersonal News.
16 AND
FINALLY
The RSC reveals The Dream of the Virgin,plus great offers
on books.
INSIDE…
Your membershipin 2004
AND FINALLY...
W W W . R S C . O R G
CONTACT USROYAL SOCIETY OF CHEMISTRYBurlington House, Piccadilly, London W1J 0BATel: +44 (0)20 7437 8656Fax: +44 (0)20 7437 8883
Thomas Graham House, Science Park,Milton Road, Cambridge CB4 0WFTel: +44 (0)1223 420066Fax: +44 (0)1223 423623
email: rsc@rsc.org
www.rsc.org
Registered Charity Number 207890© The Royal Society of Chemistry 2003
S WE ENTER another year, it’s time to setose resolutions and plan ahead. Whattter way than to start with ‘How can Iximise my membership?’ Now you haveeived your subscription renewal notice, it istime to be proactive and take advantagel the benefits your RSC memberships you.
e best way to get the most out of being aber is to get involved. For up-to-datemation, go to www.rsc.org/members. Howbenefits are you taking advantage of?
working
gnition of belonging to the world’sst professional body for theical sciences
ve your networking skills andcolleagues
olved with other members on RSC, Boards and other committeesmembers discussion board - seeknd feedback from other members,ss of geographic location
ation
ions, Forums and specialistroups covering all aspects ofcal sciences
● Access the Library and InformationService (LIC) - accessible from anywherein the world.
● Exchange ideas through the TechnologyCar Boot Sale Network
Support
● Get advice and guidance on scientificand professional issues including CareerManagement and Got a Degree? WhatNext... (for recent graduates)● A framework for Continuing ProfessionalDevelopment (CPD Programme) includingthe Undergraduate and PostgraduateSkills Records
● Industrial placements to give careerinsights (summer work and year outplacements for chemical science students)
● Work towards Chartered Chemist -the essential qualification for allprofessional chemists
Discounts
● Up to 35% off a range of books from theRSC, Wiley, OUP, and Pearson books and85% off RSC journals● Save up to 20% on an extensiveprogramme of national and internationalmeetings, conferences and seminars
Plus you willreceive every month...Chemistry World - essential reading forchemical scientists, covering everythingfrom job adverts to news reports andfeature articles.
Three ways to renew your membershipBy post - simply complete your invoice andreturn in the envelop providedOnline - go to www.rsc.org/members andclick on ‘membership subscription renewal’By phone - call the subscription renewalhelpline on 01223 432141
● If you have any queries, you can alsoemail Membership Administration atsubsrecords@rsc.org
get out of your membership?hink about our websites,ots, RSC News and
y material? As part of
assessment of the
our communication withould like to find out more. Over the next few
be asking you questionsnd holding focus groups.e to give us your feedback;o respond to every
comment, but those we receive will helpus to make changes.
Thank you to the many members who have
already registered an interest in becominginvolved in our focus groups. If you would like
to take part in shaping future communication
with members, please register your interest at
info@rsc.org giving your name, membershipnumber and preferred contact details. Or youcan write to Jane Foster, MembershipMarketing Executive at Thomas GrahamHouse (address on page 16).
roving YOUR membershiptening to YOU
0_RSC_Jan.04_1 12/10/03 3:36 PM Page 2
Europe is key for
with one effective voice. He says “We alsoneed to build upon the growing realisationwithin the EU that R&D spend should beincreased to improve competitivenessagainst the US and Japan, and the driftaway from science and technology careers
Philippe Busquin, the EU’s researchcommissioner, has stated that “Europe needs
to invest more in research, particularly if it is
to attain its objective of becoming the mostcompetitive and knowledge-based economyin the world by 2010”. In 2002, the EUCouncil in Barcelona set a goal for R&Dinvestment to rise from 1.9 to 3% of GDP,estimated to lead to annual increases of0.5% of GDP and 400,000 additional jobs,many in the chemical sciences. To supportthis initiative, it is crucial that universitiesattract the best students to study scienceand technology and continue to train the
high-tech industries, such as pharmaceuticals.
employed over 580,000 staff, spent E19,800m
on R&D and contributed E40,000m to the
already working closely with other chemical
"Decisions made at a European level will increasingly have an
impact on the UK chemical sciences community" said Simon
Campbell, President-elect of the RSC, at a recent meeting on the
W W W . R S C . O R G
A P R I L 2 0 0 4
RSC President invited to
Downing Street to discuss
funding review for scienceRSC PRESIDENT Sir Harry Kroto was one of 25
leading figures from the UK scientific community
to be invited to a breakfast seminar at Number
11 Downing Street on 2 March. During the
seminar, Chancellor of the Exchequer Gordon
Brown, Secretary of State for Education Charles
Clarke, and Secretary of State for Industry
Patricia Hewitt announced plans for a
fundamental review of funding needs and policy
priorities for science, engineering and
innovation. This includes a ten-year investment
plan to be announced as a central priority for
this summer’s Spending Review.Following the seminar, Sir Harry said: “I
welcome the Chancellor of the Exchequer’s
recognition of the crucial importance of science
and technology to the knowledge economy of
the 21st century by bringing together the leading
SET institutions to discuss the best way ahead –
on which the UK’s very future and success will
depend.”
The invitation to Sir Harry to attend the
meeting came just hours after The Daily
Telegraph published the Nobel Prize winner’s
article about British chemistry facing extinction.
The article starkly set out the grim picture for the
chemical sciences and the wider world if current
trends continue. The controversial piece ended
by underlining the contribution of chemists to
the UK in the last century, and added: ”...it
seems ludicrous that merely to survive we are
being forced to beg, crucible in hand, scraps
from the higher education table.”
The meeting with Gordon Brown builds on
the success of the Charter for Science and
Engineering published by the RSC in 2001, and
a two-year media campaign waged by the RSC
to draw national and international attention to
the chemical sciences. A stream of headline-
grabbing stunts have softened up the ground in
the UK’s newsrooms, enabling the RSC to gain
increased coverage for its more serious
messages. The escalation in the number of
lightweight stories has been paralleled by a
growth in the appearance of policy-related
news, occasionally involving national television
and radio interviews with RSC chief executive
David Giachardi.
In February, David Giachardi met with Roger
Highfield, science editor for The Daily Telegraph.
As a result of the interview, and a subsequent
story about the threats to chemistry in the UK,
the paper invited Sir Harry to write an article.
Sir Harry did not pull his punches – he focused
on the recent series of chemistry department
closures, and the illustrious contribution of
chemical science to world development.
RSC News will continue to report on
developments in the RSC’s current campaign to
place chemistry in the spotlight, through its public
relations campaign and lobbying schedules.
Sir Harry Kroto (below) welcomes Gordon Brown’s recognition
of the importance of science and technology
INSIDE…
Editors meet in Glasgow
The recent RSC Editors’ Symposium in Glasgow
gave RSC staff and editorial board members
the chance to discuss the future development
of RSC publishing See page 2
European Research Council
The RSC gives its conditional support to the
establishment of the European Research
Council, which could potentially expand
European research activities See page 3Governance consultation
Members’ input is sought for new
governance structure See pages 8-9
NEWS
2
EVENTS
7
MEMBER CONSULTATION
8
DIARY DATES
10
MEMBER NEWS
14
AND FINALLY
16
2555_RSC_April.04_v3 3/19/04 12:53 PM Page 3
W W W . R S C . O R G
priorities for science, engineering and
innovation. This includes a ten-year investment
plan to be announced as a central priority for
this summer’s Spending Review.
welcome the Chancellor of the Exchequer’s
recognition of the crucial importance of science
and technology to the knowledge economy of
the 21st century by bringing together the leading
SET institutions to discuss the best way ahead –
on which the UK’s very future and success will
depend.”
The invitation to Sir Harry to attend the
meeting came just hours afterelegraph
article about British chemistry facing extinction.
The article starkly set out the grim picture for the
chemical sciences and the wider world if current
trends continue. The controversial piece ended
by underlining the contribution of chemists to
the UK in the last century, and added: ”...it
seems ludicrous that merely to survive we are
being forced to beg, crucible in hand, scraps
from the higher education table.”
The meeting with Gordon Brown builds on
the success of the
published by the RSC in 2001, and
a two-year media campaign waged by the RSC
to draw national and international attention to
the chemical sciences. A stream of headline-
priorities for science, engineering and
innovation. This includes a ten-year investment
plan to be announced as a central priority for
MEMBER NEWS
W W W . R S C . O R G14 R S C N E W S
Data provides valuable
insight into membership
G Mr Ronald Alfred Charles Adams CChem
FRSC - Retired technical director, Howson
Algraphy Ltd. Died 30 November 2003,
aged 82.
G Mr Thomas Almond CChem MRSC
Retired group safety adviser, Ciba-Geigy Plc.
Died 30 October 2003, aged 71.
G Mr Lawrence Blight CChem FRSC
Retired senior lecturer in Physical
Chemistry, Thames Polytechnic.
Died 10 December 2003, aged 74.
G Mr Richard Andrew Botham MRSC
Team coordinator, Addecco (Pedigree
Masterfoods). Died 6 December 2003,
aged 29.
G Dr James Charles Brunton CChem MRSC
Retired. Died 11 December 2003, aged 72.
G Mr Syndey Burrows CChem MRSC
Retired research coordinator, Dcl, Yeast &
Food Division, Glenoch. Died 21 November
2003, aged 88.
G Mr George William Cherry MRSC
Retired. Died 10 December 2003, aged 86.
G Mr Derrick Gwynn Croxton CChem MRSC
Retired managing director, Kimberly-Clark Ltd.
Died 15 December 2003, aged 80.
G Dr Keith Dodgson CChem MRSC
Formerly a research associate, University of
Lancaster. Died 1 October 2003, aged 53.
G Dr William Rees Foster MRSC
Retired research manager, Monsanto Chemicals
Ltd. Died 15 December 2003, aged 69.
G Dr Eric Paul Goodings CChem MRSC
Retired research associate, ICI Ltd, Corporate
Lab. Died 11 December 2003, aged 86.
2004 remuneration
trends survey now
available
SINCE 1919, the RSC has been keeping
track of the remuneration of
professionally qualified chemical
scientists who live and work in the UK.
The Trends in Remuneration 2004
survey is based on the responses to a
questionnaire sent to over 30,000
members in December 2003.
The Trends report is widely used, both
by members for reference, and by
employers to benchmark the
remuneration levels of professionally
qualified chemical scientists in the UK.
The information contained in this report
is especially helpful to members who
are planning their careers.
G The Trends in Remuneration survey
2004 report is now available at
www.rsc.org/trends. For your personal
copy of the report, call 020 7440 3313
or email gowerk@rsc.org
Managing your
membership online
APPLICATION FORMS for joining the
RSC, and for transfer between categories
of membership, can now be completed
and submitted online.
You can also use this new online
service to pay your annual subscription,
pay for ongoing subscriptions to
journals, join any of the Interest Groups
and update your personal details.
To access this service, go to
www.rsc.org/members and click on
one of the following links:
G Online applications
G Membership subscription renewal
G Update your personal and
contact details
You will need your membership number
and password. New members can sign
up by using the appropriate link.
G To apply for Chartered Scientist (CSci)
go to www.rsc.org/members/csci.htm
THE DATA THAT RSC members provide every year, via application forms and subscription
renewal invoices, enables us to monitor the effectiveness of our recruitment and retention
campaigns and to develop services and activities for specific groups of members. It also
provides an insight to current trends in the chemical science community. These include the
following statistics:
G At the end of 2003 the RSC had 44,397 members. Despite a slight fall in number of members
(418) last year, the number of undergraduate and postgraduate students increased for the fifth
year running.
G The average age of members has been between 45 and 46 years since the early 1990s,
although the percentage of members under the age of 25 years has increased from 8 to 10
per cent in the last five years, reflecting the increase in student members.
G The average duration of membership across all categories is approximately 20 years, with 5.9
per cent of members retaining their membership for over 50 years.
G In 1993, women made up only 14.2 per cent of the total membership – that figure has now
increased to 21.2 per cent.
Key issues for members today
Last year, the RSC carried out a survey of a 3,000 randomly selected UK members. We wanted
to know about the types of employment and conditions of service pertinent in today’s market.
Starting this month, we will be bringing you regular reports in RSC News, highlighting particular
areas of the findings. This month, we focus on the top categories of employment, company size
and length of service.
Top employment categories and size of organisation
The top five categories of employment most prevalent amongst respondents are: pharmaceutical
research; pharmaceutical manufacturing; university, college or further education sector; chemical
and allied products; and schools (LEA, foundation and independent).
Despite the break up of the industrial giants and the growth of smaller organisations, the
results of the survey indicated that the majority of members (72 per cent of respondents) work
in companies or organisations with over 250 employees.
Deaths
2555_RSC_April.04_v3 3/19/04 1:56 PM Page 16
15R S C N E W S
10%
<1 yr
14%
1-2 yrs
21%
2-5 yrs
14%
5-10 yrs
41%
11+ yrs
0 20% 40% 60% 80% 100%
36%
33%
31%
21%
19%
Building, construction
& allied products
Building, construction
& allied products
Building, construction
Contract manufacturing
Materials science
Services (patents, info, advisory,
health & safety)
Services (patents, info, advisory,
health & safety)
Services (patents, info, advisory,
School (LEA, foundation
& independent)
School (LEA, foundation
& independent)
School (LEA, foundation
0 20% 40% 60% 80% 100%
68%
60%
57%
56%
55%
Central / local
government laboratory
Nuclear industry
Chemical
& allied products
Food & beverage
Detergents, soaps
& allied products
Detergents, soaps
& allied products
Detergents, soaps
Under the
spotlight
ALEX ROGERS
AMRSC is a 25-year-
old trainee patent
attorney. He gained
a MChem at Oxford
University and is
the Younger
Member Rep for
the Chilterns and
Middlesex local
section.
What are your day-to-day
responsibilities?
My job is to help inventors obtain legal
protection for their ideas and advise them
on intellectual property law. Due to my
training, I deal with mostly chemical and
materials-related inventions. A ‘typical’ day
may involve writing to patent offices to
argue that a client’s invention is patentable,
meeting or corresponding with inventors to
discuss their new ideas, or writing patent
applications.
What are your future career plans?
The litigation side of the job is interesting.
I eventually hope to get more involved in
this aspect by qualifying as a patent litigator.
This requires an additional two years of
study – and the ability to juggle a job, study
and a social life!
What does being a Younger Member
Rep involve?
My remit is to organise local educational
and social events that will be of interest to
students and recent graduates. This year I
have set up a series of talks given by
chemists with interesting jobs. These events
are a great way to find out about jobs you
could be doing with a chemistry degree, as
well as a great way to network with other
RSC members.
For more information on the Chilterns and
Middlesex Younger Members Network,
contact Alex Rogers at arogers@boult.com
G If you are interested in joining the
Younger Members Network, go toYounger Members Network, go toY
www.rsc.org/getinvolved or contactwww.rsc.org/getinvolved or contactwww
Jane Foster at fosterj@rsc.org or call
01223 432296.
The largest percentage of
respondents reported that they
had worked for their current or
most recent employer for over
years. The pie chart (right)
illustrates the length of time that
members have been with their
current or most recent employer.
The survey also revealed the top
five categories of employment for
long service. These are shown in
the chart right, which is based on
the percentage of respondents
working in each employment
category who have been with
their current employers for over
At the other end of the scale, the
top five categories of employment
for members with less than one
year’s service are shown in the
chart right. These categories could
represent popular choices for new
entrants to the profession, or
fields where short-term
employment is common.
or further details about the results of this survey, contact Julie Franklin at Burlington
House (address on page 16) or email franklinj@rsc.org
Dr John Frederick Grove MRSC
Retired. Died 22 October 2003, aged 82.
Dr Reginald Harold Hall CChem FRSC
Retired research officer, Imperial College,
London. Died 8 September 2003, aged 83.
Dr Eric John Lewis CChem MRSC
Director, ELM Ltd, Reading. Died 23
November 2003, aged 67.
Dr John McDougall CChem FRSC
Retired head of department of
microbiology, University of Technology,
Sydney. Died 13 November 2003,
Dr Ronald Laidlaw Moss CChem FRSC
Retired senior principal scientific officer,
Ministry of Technology. Died 10 December
Mr Ronald Page CChem MRSC
Retired research chemist, British Celanese Ltd.
Died 1 December 2003, aged 98.
G Mr Keith Leonard Preddy CChem MRSC
Senior research fellow, University of
Birmingham. Died 24 July 2003, aged 61.
G Dr Krishnamurti Ramamurti CChem FRSC
Retired chief of chemical research, Kansas
State Government. Died 1 June 2003, aged 83.
G Mr Ian Leslie Stansfield CChem MRSC
Retired senior scientific services officer, British
Gas South Western. Died 26 November 2003,
aged 77.
G Dr Peter Sykes CChem FRSC
Retired vice master, Christ’s College,
Cambridge University. Died 24 October 2003,
aged 80.
G Mr Leslie George Tomlinson CChem FRSC
Retired area scientist, British Rail Derby. Died
28 November 2003, aged 94.
G Mr Ian Charles Walker MRSC
Retired lecturer in chemistry, Weald College.
Died 28 November 2003, aged 65.
W W W . R S C . O R G
Length of service
The largest percentage of
respondents reported that they
had worked for their current or
most recent employer for over
11 years. The pie chart (right)
illustrates the length of time that
members have been with their
current or most recent employer.
The survey also revealed the top
five categories of employment for
long service. These are shown in
the chart right, which is based on
the percentage of respondents
working in each employment
category who have been with
their current employers for over
11 years.
At the other end of the scale, the
top five categories of employment
for members with less than one
year’s service are shown in the
chart right. These categories could
represent popular choices for new
entrants to the profession, or
fields where short-term
employment is common.
G For further details about the results of this survey, contact Julie Franklin at Burlington
House (address on page 16) or email franklinj@rsc.org
G Dr John Frederick Grove MRSC
Retired. Died 22 October 2003, aged 82.
G Dr Reginald Harold Hall CChem FRSC
Retired research officer, Imperial College,
London. Died 8 September 2003, aged 83.
G Dr Eric John Lewis CChem MRSC
Director, ELM Ltd, Reading. Died 23
November 2003, aged 67.
G Dr John McDougall CChem FRSC
Retired head of department of
microbiology, University of Technology,
Sydney. Died 13 November 2003,
aged 73.
G Dr Ronald Laidlaw Moss CChem FRSC
Retired senior principal scientific officer,
Ministry of Technology. Died 10 December
2003, aged 74.
G Mr Ronald Page CChem MRSC
Retired research chemist, British Celanese Ltd.
Died 1 December 2003, aged 98.
ROYAL SOCIETY OF CHEMISTRY: MEMBERSHIP MAGAZINE
Putting the spark into your brand
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Putting the spark into your brand

  • 1. WELCOME TO SATELLITE © Satellite Creative Limited
  • 2. It’s 1997. Tony Blair is Prime Minister. Titanic is breaking records at the cinema. Dolly the sheep has been cloned. Steve Jobs has returned to Apple Computers. J K Rowling publishes her first Happy Potter. Tiger Woods becomes the youngest golfer to win the Masters. Hale Bopp Comet has its closest approach to the earth. And Satellite Creative is born. Residing happily in the pretty market town of Tring servicing local and national clients, we are 18 years young and full of excitement for all things creative. Whether its to run a strategic campaign, provide studio support, build a new shiny website or improve your online traffic, we can help. Make us part of your team. A LITTLE BIT ABOUT US
  • 3. OUR SERVICES Branding. Brand creation. Brand review. Brand refresh. Brand guidelines. Copy writing. Design. Design for print. Design for web. Campaign design. Exhibition design. Packaging design. Press and TV advertising. Personalised and digital mailings. Digital. Website design and build. Hosting and maintenance. App creation and build. Online banner advertising. SEO strategy. PPC campaigns. And most things in between.
  • 4. OUR TEAM Our small, yet perfectly formed team work intelligently from brief through to completion to ensure your marketing budget delivers for you. Your account manager will be your eyes and ears and provide communication throughout any project, whilst our creative directors, design gurus and web geeks beaver away behind the scenes. Viki Brockett Account Director Charis Lamond Account Manager Andrew Wilkinson Creative Director Dylan Blackhurst Creative Director David Moore Managing Director Kim Calder Accountant Craig Perry Digital Designer Robert Duffy Senior Digital Designer Lee Kindle Senior Designer Sarah Ward Designer
  • 7. Corporate rebrand revised logo designs : v2 15th January 2010 Damory Veterinary branDing approach 31st march 2011 Andy Wilkinson CreAtive direCtor AFTER BEFORE
  • 11. ARK
  • 13. 5,200 50/50MALE/FEMALE RESPONSES MEAN AGE 44 ANNUAL MEMEBERSHIP SURVEY RESULTS 2013 WE ASKED - YOU SAID... 23%INCREASECOMPARED TO 2012 12.5% OF MEMBERS HIGHEST RESPONSE FROM FULL TIME PARTNERS WITHIN URBAN PRACTICES GROUP PRACTICE URBAN OTHER RURAL GROUP PRACTICE SUBURBAN TYPE OF MEMBERSHIP AGE 37% 20% 15% 28% MEMBERS RETIRE/LIFE ASSOCIATES FELLOWS FIRST 5 ASSOCIATES IN TRAINING (AITs) 23% 20% 23% 13% 2% 1% 11% 50% 31%25-35YRS 36-45YRS 46-55YRS 56-65YRS 66+YRS IT IS IMPORTANT THAT GPS LIKE ME ARE HEARD COLLECTIVELY I SUPPORT THE AIMS AND OBJECTIVES OF THE COLLEGE MEMBERSHIP SAYS SOMETHING POSITIVE ABOUT ME MEMBERSHIP ASSISTS ME WITH EDUCATION AND PROFESSIONAL DEVELOPMENT END OF LIFE CARE DEMENTIA CHRONIC PAIN CANCER DIABETES 25% 27% 12% 5% THE RCGP AND YOU YOUR THOUGHTS ABOUT US 5 MOST CLINICAL PROGRAMMES MEMBERSHIP SATISFACTION You want us to be more active in representing the profession to the media and Government You ask us to seek feedback (via Faculties) before implementing major decisions You would like there to be more courses outside London You would like to be reminded of the College benefits which are available to you You would like communication from the College to be more streamlined with an opt out facility for particular types of communication SAY MEMBERSHIP HAS PARTIALLY MET, MET OR EXCEEDED EXPECTATIONS (+ 2 PERCENTAGE POINTS ON 2012) OF MEMBERS WOULD RECOMMEND MEMBERSHIP OF RCGP TO A COLLEAGUE (+2 PERCENTAGE POINTS ON 2012) 64% 63% 53% 50% 48% 89% 72% 72% 72% 91% 86% ANNUAL MEMBERSHIP SURVEY RESULTS 2013 WE ASKED - YOU SAID... 5,837RESPONSES 47/53MALE/FEMALEMALE/FEMALE 47/53MALE/FEMALE 10%INCREASE COMPARED TO 2012 13% RESPONDED. IT IS IMPORTANT THAT GPS LIKE ME ARE HEARD COLLECTIVELY I SUPPORT THE AIMS AND OBJECTIVES OF THE COLLEGE MEMBERSHIP ASSISTS ME WITH EDUCATION AND PROFESSIONAL DEVELOPMENT MEMBERSHIP SAYS SOMETHING POSITIVE ABOUT ME END OF LIFE CARE DEMENTIA MENTAL HEALTH CHRONIC PAIN HEALTH INEQUALITIES THE RCGP AND YOU Access to high quality e learning and educational resources SAY MEMBERSHIP HAS PARTIALLY MET, MET OR EXCEEDED EXPECTATIONS 45% 35% 35% 34% 33% 89% 73% 71% 70% 89% GENERAL PRACTICE AT HEART OF IMPLEMENTATION OF INTEGRATED CARE IMPROVE OUT OF HOURS/UNSCHEDULED CARE REDUCE HEALTH INEQUALITIES AND PROMOTE UNDERSTANDING OF CAUSES OF VARIATIONS IN QUALITY AND ACCESS IN GENERAL PRACTICE TOP 3 RESOURCING ISSUES FOR COLLEGE FOCUS (VERY/FAIRLY IMPORTANT) 91% 87% 82% REPRESENTING THE PROFESSION PROVIDING MORE PRACTICAL ADVICE AND SUPPORT CPD PROVISION YOU WANT US TO BE MORE ACTIVE IN… 64% 46% 44% WHYYOUWOULDRECOMMENDUS (MAIN THEMES) Represents commitment to quality and professionalism For revalidation support A collective voice MEMBERSHIP SATISFACTION 5 MOST IMPORTANT AREAS OF CLINICAL CARE FOR COLLEGE FOCUS RCOG: INFOGRAPHICS
  • 14. ISSUE XX I JUNE 2014INFORMATION AND INSIGHT FOR THE OFFSHORE MARINE CONSTRUCTION SECTOR SAFETY PAGE X Near miss incident update EVENTS PAGE X Joins us: Oceanology for ROV seminar SURVEY PAGE X What’s wrong with diver training? REGULATION PAGE X Container weights change www.imca-int.com International Marine Contractors Association New vision unveiled in Singapore Why we’re aiming high What it means for you MAKINGWaves JUNE 2014 I 1110 I JUNE 2014 FOCUS FOCUS JUNE 2014 I 11 Six compelling presentations In introducing the seminar Jim Mann provided background and history to illustrate the journey the IMCA ROV Division, and the sector, has taken with a focus on competence. Explaining that the industry is now in need of a common approach to training new entrants, he expressed the belief that thanks to input from the workshop’s expert speakers a common approach to ROV training could be established, and a globally accepted syllabus to be followed by all training establishments and companies could result. Steve Ham presented the current contextual training initiative, ‘The ROV Industry Training Academy’ supported by the Underwater Centre, Technip, Subsea 7 and Fugro Subsea Services. This project resulted from the IMCA ROV personnel action group, formed in the summer of 2012 to address perceived shortfalls in ROV pilot technicians entering the industry, and also to look at fast tracking skilled people to senior roles where appropriate. Two courses are being developed. The first a five-week induction course for those entering the industry from an acceptable technical background; and the second, an advanced course designed to support those with the right abilities who have either been promoted, or are seeking to be promoted, to more senior levels such as supervisor. Steve aired the view that if not enough newcomers are currently being trained; future needs were of deep concern. Looking overseas Australia-based subsea consultant Bill Evans suggested a range of training was taking place but that assessing the training need was not the starting point and that a great deal of it was ‘on the job’ and not structured. Bill spent some time working through what were generally accepted as the ‘core elements’ to be covered in a typical ROV introductory training programme, and recommended spending more time on assessing what individuals needed in terms of the backgrounds they were coming from, and the existing skills sets possessed. Transferability of competence was seen as an issue and there are often concerns raised with regard the uniformity of assessments from one company to another which contributed to this problem. He suggested that three key things need to happen to address these issues: • Standardised training with a modular approach able to be flexible to the needs of the individual and company • Standardisation of competence schemes across the industry through the audit of company Competence Management Systems (CMS) by an external body, preferably IMCA • IMCA did not need to accredit training itself but suggested that IMCA needed to map and recognise training accreditation bodies in different locations Moving on to Canada, Dwight Howse highlighted the current and expected future trends of high demand and low supply with an end result of higher wages, poaching, lower profitability and lost opportunities for companies. The Marine Institute runs a two year internationally recognised engineering technician programme taking high school graduates and equipping them with the skills to gain employment as ROV pilots and technicians in the industry on completion of the course. Giorgio de Tomi then presented the similar approach being taken in South America. Although their project is not as mature as JOIN THE DEBATE... The accuracy and authority of IMCA’s annual ROV statistics relies on the contribution of IMCA members. If you wish to contribute please contact nick. hough@imca-int.com RISING TO THE GLOBAL ROV CHALLENGE Continued that of the Marine Institute it is based on the same model of a mixture of academic tuition, workshop time and placement in company to acquire real work place offshore experience. The afternoon’s presentations concluded with Steve Cowie providing an overview of how Oceaneering recruit, train, develop and assess their ROV personnel from pilot technicians through to leadership training for supervisors and senior managers around the world. Between them the ‘super six’ provided much food for thought, and action. Moving things forward Importantly the afternoon included a stimulating discussion, facilitated by Jim Mann, on the presentations and on how the ROV sector’s recruitment, retention, training and competence could be improved; and the personnel shortages addressed collectively as an industry. Agreement was reached that a common approach to ROV training was required and an industry steering group, co-ordinated by IMCA, was proposed. This could progress and sustain initiatives already underway such as the UTC’s ROV Industry Training Academy; and to develop future projects and facilities around the world showcasing academic and private sector engagement, such as those in Canada and Brazil. It was clear that two routes into the industry had been presented at the workshop and that a global/ common approach had to recognise and incorporate both approaches and their merits: • People with a suitable technical background but with no offshore/ ROV experience • People with no technical background but with an interest and the right aptitude to be trained in the industry (this would include school leavers and those wanting to transfer from other non-technical industries with the funds to do so). In terms of staff retention, the mood of the meeting was that investing in existing staff would pay dividends. The IMCA view IMCA agrees that the solution for the problem is the development of a standard industry wide syllabus to be delivered across a world-wide network of training providers / centres. This should be specific to the field of ROVs, but still broad enough to cover all the core basics and skills of different ROV roles. Extra, manufacturer-specific training could then be done to supplement these core skills. Accreditation of the syllabus was a talking point which needs further consideration. IMCA is keen to help drive the development of the syllabus ‘script’, guidance and competence framework – but does not intend (and is not in the position to be able to) be the auditor of these courses. Local third party accreditation is the probable route forward. From vision to action The next step is for the IMCA Remote Systems & ROV and Competence & Training Core Committees to discuss establishing a steering committee which would comprise a broad spectrum of individuals from contractors, training establishments and ROV operators to consider as wide a scope of opinion and experience as possible. Ultimately, this steering committee could look at defining what should be in the syllabus, how it should be delivered and how it should be accredited. “Accreditation has to be a goal. Getting there we need a road map,” says Jim Mann. Commitment to supporting the interests and aspirations of both members and the wider industry rising to the challenge is of vital importance to IMCA. Accreditation has to be a goal. Getting there we need a road map. JIM MANN Fugro Subsea Services; Chairman IMCA Remote Systems & ROV Committee Quisque ornare orci in lacus congue, id placerat nisi facilisis. Etiam vitae eros lacinia, imperdiet nisl pulvinar, condimentum aretra quis lectus egestas blandit. Phasellus mattis eros sit amet cursus pulvinar. Donec arcu nulla, aliquam vel arcu vel, vehicula tempor tellus. Quisque scelerisque luctus augue in volutpat. IMCA: MAKING WAVES MAGAZINE
  • 15. heritage • conservation • environment • Wildlife • leisure • heritage • conservation • environment • Wildlife • leisure Activitiy at the Chilterns Commons Project Walkers on the Chiltern Way footpathRiver fly monitoring at Ewelme Our achievements include… l Creating the Chiltern Way, a circular 134 mile footpath around the Chilterns and a series of additional circular footpath extensions, enjoyed by thousands of people each year l Planning, testing and maintaining the route of the Chilterns Cycleway, a 170 mile circular cycle route around the Chilterns (a joint project with the Chilterns Conservation Board) l Restoring Lacey Green Windmill c.1650, the oldest smock mill in England, now open to the public l Restoring Ewelme Watercress Beds, a heritage site and nature reserve, open to the public l Clearing and conserving Boddington Hill fort, the site of an iron age hill fort at Wendover Woods which had been on the English Heritage “at risk” register l maintaining and conserving 6 sites, all run by volunteers and open to the public – we are now taking on the care of more heritage sites and nature reserves so that we can protect these special places for the future 1: Fill in your details Title/s Surname First name/s Address Postcode Tel Email How did you become aware of the Chiltern Society? Please treat my subscription and all future payments as Gift Aid donations until I notify you otherwise (see below). signed date GIFT AID IT: Please complete this form as it enables us to claim back a percentage of the value of your subscription at no extra cost to you. Note: Gift Aid applies if you pay income tax or capital gains tax at least equal to the tax deducted from your payment. If you are NOT a taxpayer please tick here: If you cease to pay tax please inform us. If you pay tax at the higher rate you can claim further tax relief on your self assessment form. 2: Choose your membership Please tick as appropriate. Annual membership Single £20 Family £30 Life membership Single £300 Family £450 You can pay by cheque/credit/debit card or direct debit Join by Direct Debit and get 3 months FREE for your first year’s membership. (We will automatically deduct 25% from your first year’s fee) ... or pay by credit/debit card or cheque i wish to pay for my membership by credit/debit card. Please debit my visa/maestro/mastercard (delete as appropriate) credit / debit card no. valid from Expires Issue no*. maestro only signed date I wish to pay for my membership by cheque made payable to Chiltern Society. 01/2014 3: Choose how to pay By Direct Debit instruction to your Bank or Building Society... I wish to pay for my membership ANNUALLY by Direct Debit and get 3 months FREE Name/s of account holder/s Account number: Branch sort code: Instruction to your Bank or Building Society: Please pay the chiltern society direct debits from this account detailed in this instruction sub ect to the safeguards assured by the direct debit Guarantee. I understand that this instruction may remain with the Chiltern Society and, if so, details will be passed electronically to my Bank / Building Society. signed date To the Manager, Bank / Building Society: Address Postcode Banks and Building societies may not accept direct debit instructions for some types of accounts Walkers on the Chiltern Way Volunteers clearing the River WyeCycling Group out and about Our current projects l We organise hundreds of walks and cycle rides through the Chilterns mid-week and at weekends to encourage people to explore the Chilterns l Improving access to footpaths in the Chilterns for everyone by removing stiles and installing kissing gates – over 700 installed so far! l Campaigning against the current route of HS2 railway through the Chilterns l Every week our volunteers clear footpaths and undertake conservation work on public land, commons and woodland - we focus on public access land so that we are improving the environment for all who enjoy the Chilterns l Chilterns Commons Project – we are part of this 4 year project to enhance and preserve commons l New activities; farm walks, map reading courses, star gazing, geology, nature and wildflower walks. See website for details Membership offers Single membership Annual £20 Life £300 Family (2+ people and children at same address) Annual £30 Life £450 3 Months FREE Get 3 months free membership for your first year’s membership if you join and pay by direct debit Single membership only £15 Family membership only £22.50 The Chiltern Society is a registered charity, committed to conserving the Chilterns for the enjoyment of everyone. We are a volunteer lead organisation with almost 7000 members, and rely on the income from membership and donations to fund all our activities. PLEASE JOIN TODAY. By supporting us through your membership, you are helping the Chilterns. THREE quick steps to joining the Chiltern Society ! SPECIAL OFFER 3 MONTHS FREE MEMBERSHIP CS Lacey Green Windmill Fencing repairs PLEASE COMPLETE THE RELEVANT SECTIONS BELOW AND SEND TO: Chiltern Society, FREEPOST (HH601), Chesham, Bucks HP5 1ZA (No stamp required) Chiltern Society Chiltern Society Registered charity 1085163 Orginators identification number: 9 48348 Activitiy at the Chilterns Commons Project Our achievements include… hiltern Way, a circular 134 mile footpath hilterns and a series of additional circular footpath extensions, enjoyed by thousands of people Planning, testing and maintaining the route of the ycleway, a 170 mile circular cycle route hilterns (a joint project with the C acey Green Windmill c.1650, the oldest smock mill in England, now open to the public estoring Ewelme Watercress Beds, a heritage site ill fort, the site of an iron age hill fort at Wendover Woods which had eritage “at risk” register aintaining and conserving 6 sites, all run by volunteers and open to the public – we are now taking on the care of more heritage sites and nature reserves so that we can protect these special places Walkers on the Chiltern Way The Chiltern Society is a registered charity, committed to conserving the Chilterns for the enjoyment of everyone. We are a volunteer lead organisation with almost 7000 members, and rely on the income from membership and donations to fund all our activities. By supporting us through your membership, you are helping the Chilterns. THREE quick steps WE CARE FOR THE CHILTERNS Love the Chilterns?Join today and help us protect them for the future. www.chilternsociety.org.uk 8 Hill, TheChilternHills TheChilternHillsstretchfromtheRiverThames inOxfordshiretoHitchininHertfordshire,anarea ofsimilargeologythroughout.Itsrollinghills, woodlands,fieldsanddownlandacrossthecounties ofBuckinghamshire,Oxfordshire,Bedfordshireand Yoursuppor theChiltern generations. Wetakepositive Chilternsthroug throughourprac lFootpathsand footpathmap lAnetworkof monitorsandr l9teamsofco environmental commonsand lStreams,pond monitored lCommunityin environment terns atest Chiltern ociety.org.uk ne aps hiltern society ial places cle rides urants and shops to Chiltern path maintenance s t gift for anyone twood Nature Reserve Coverphoto:HowardDell heritage • conservation • environment We care for the chilternsWildlife • leisure • heritage • conservatione • leisure • heritage • conservation CS Prestwood Nature Reserve River Thames River Thames AMERSHAM CHILTERN OPEN AIR MUSEUM LUTON AVERSHAM HENLEY PRINCES RISBOROUGH MARLOW GERRARDS CROSS BEACONSFIELD HIGH WYCOMBE RICKMANSWORTH CHESHAM BERKHAMSTED HEMEL HEMPSTEAD WENDOVER TRING HITCHIN DUNSTABLE Great Missenden Prestwood West Wycombe 6 2 5 4 3 BUCKS BEDS HERTS BUCKS HERTS y Sites e Watercress Beds m Wood w Common (North) ood Nature Reserve Hill Nature Reserve Green Windmill n Society Area f Outstanding l Beauty n Way Extension n Way ire Loop Society Sites 1 Ewelme Watercress Beds 2 Bottom Wood 6 Marlow Common (North) 5 Prestwood Nature Reserve 4 Brush Hill Nature Reserve 3 Lacey Green Windmill Key Chiltern Society Area Area of Outstanding Natural Beauty Chiltern Way Extension Chiltern Way Berkshire Loop Legacy giving Leaving a gift in your Will to the Chiltern Society since 1 65, the chiltern society has made a significant contribution to the quality of life as we know it today in the chilterns. as the pressures of urbanisation increase, it will be even more important and di cult to maintain this area of natural beauty. if the chilterns have given you pleasure in your life, would you consider leaving a legacy to the chiltern society to help protect and conserve this wonderful area for future generations? as a charity, we do not receive a direct state grant or subsidy for our work. the income from membership fees provides only our basic running costs and therefore we depend on legacies for the essential funds that we need to make long- term plans, particularly to acquire sites of special interest and to conserve the natural beauty of the chilterns. Family Open Day at CS Ewelme Watercress Beds & Nature Reserve www.chilternsociety.org.uk Next steps We understand that decisions such as this are personal and that when making your Will, first and foremost, the interest of your dependants must be considered. however we hope it will be possible for you to consider including the chiltern society in your Will. We suggest you contact your solicitor in order to either make or change your Will. if you already have a Will, you can simply add a codicil to include the society. thank you, your support is greatly appreciated. if you have any questions, please call our o ce 014 4 1250 and they will arrange for our legacy volunteer to call you on a confidential basis. registered charity 1085163 company limited by guarantee no 4138448 chiltern society, White hill centre, White hill, chesham Bucks hP5 1ag 01494 771250 email: legacies@chilternsociety.org.uk www.chilternsociety.org.uk CS Brush Hill Nature Reserve CSBottomWood CS Lacey Green Windmill CS volunteers doing river conservation CS volunteers at Wendover Woods LegacyLegacy giving heritage • conservation • environment • Wildlife • leisure • heritage • conservation • environment • Wildlife • leisure www.chilternsociety.org.uk Leaving a legacy to the Chiltern Society if you have decided to help the society through the gift of a legacy, it would be very helpful if you could let us know by returning this form or emailing these details to legacies@chilternsociety.org.uk. You will automatically become a valued member of The Bluebell Guild, an informal organisation of like-minded individuals who have left bequests to the chiltern society. to indicate your support will have no legal consequences. it does not commit you to a particular course of action, or limit your freedom to alter your Will in the future. it is simply a statement of your present intentions. thank you. name: address: Postcode: telephone: fax/email: my legacy is (optional information): Pecuniary £ residuary specific % are there any other details you would like to provide? Post to: chiltern society, freePost (hh601), chesham, Bucks hP51Za registered charity: 1085163 company limited by guarantee no: 4138448 We care for the chilterns Legacy giving Your legacy can help us to continue the following work: l conserving and caring for our sites; the chiltern society manages a growing number of woodland sites, heritage sites and nature reserves in the chilterns. in 2013 we have taken on 3 more nature reserves. l Protecting sites from building development – we bought the derelict watercress beds in ewelme, oxfordshire in 2000 which was at risk of development and have enhanced it as a nature reserve. l Providing training and tools for volunteers to do vital conservation work. l running conservation work parties on public land; for example conservation work on ponds, commons, streams and woodland. l maintaining footpaths and bridleways, installing gates in the place of stiles to improve countryside access for everyone. l opposing unsuitable new development, caring for historic buildings and supporting the chilterns Buildings design awards to recognise good building design. l maintaining and monitoring natural waterways and streams. l encouraging people of all ages to learn, explore and appreciate the chilterns. Recent legacies have allowed us to: l improve our sites for visitors – a legacy paid for a new circular path, new information boards and a bench at Bottom Wood, the ancient woodland we care for near stokenchurch in Buckinghamshire. l increase the use of a site for education – by setting up an area in woodland for use by teachers and pupils from a local infants school. l expand our conservation groups to care for the environment across the chilterns – legacies have provided conservation training and tools for our volunteers to set up new conservation groups. l improve wildlife habitat – funding for new tree plantings at ewelme Watercress Beds and local nature reserve, oxfordshire. l help butterfly conservation on one of our sites – a legacy is being used for the long term maintenance and improvement of the chalk grassland at Brush hill nature reserve near Princes risborough. How you can help us through your Will Your legacy can be in the form of money, financial assets such as shares, or in property and valuables. once your personal wishes and commitments have been fulfilled, the most welcome bequest to the chiltern society would provide unrestricted funds to be applied where they are needed most. if you would like to leave a specific bequest, your wishes will be honoured. as a registered charity, legacy gifts to the chiltern society are free from inheritance tax and capital gains tax and as such could be of benefit to the remainder of your estate. there are two important ways you can leave a gift to a charity: 1 A pecuniary gift when you leave a specific amount of money, 2 A residuary gift when you leave a percentage of your estate. residuary gifts are extremely helpful because they tend to be inflation-proof, being a percentage rather than a specific sum. The Bluebell Guild Although it is a very personal and private matter, letting us know when you have included the Chiltern Society in your Will is extremely helpful to us, as it enables us to plan for the future. If you return the card indicating that you plan to support the charity with a bequest, you will become a member of the Bluebell Guild. The Bluebell Guild has been established to recognise those supporters who indicate their intention to help the Chiltern Society in this way. The Bluebell Guild makes it possible to thank like-minded individuals in their lifetime for their foresight and generosity. Whilst its membership will remain confidential, members will receive regular communications and will also be invited to occasional special events. CS Bottom Wood CS Marlow Common Conservation Volunteeers ! CS_LegacyLeaflet_2013_8pp_DL_FINAL.indd 2 10/12/2013 12:41 CHILTERN SOCIETY: LEAFLETS
  • 16. Hats off to Luton’s museums Prestwood Nature Reserve Warburg Summer Walk heritage • conservation • environment • Wildlife • leisure Prestwood Nature Reserve www.chilternsociety.org.uk • CHILTERN SOCIETY MAGAZINE ISSUE 208 • SUMMER 2013 Prestwood Nature Reserve CHILTERN ISSUE heritage • conservation • environment • Wildlife • leisure www.chilternsociety.org.uk • chiltern societY magaZine issue 20 • autumn 2013 Building design awards Bottom WoodAnniversary Plus The Annual Review www.chilternsociety.org.uk • chiltern societY issue 20 wardsheritage • conservation • environment • Wildlife • leisure www.chilternsociety.org.uk • chiltern societY magaZine issue 210 • Winter 2013 society farm shop awardChiltern Wayextension plansPlus Canny canines at Saunderton www.chilternsociety.org.uk • chiltern societY issue 210 award Wings overthe ChilternsSlow food revolution Pegsdon spring walk HERITAGE • CONSERVATION • ENVIRONMENT • WILDLIFE • LEISURE Slow food revolution www.chilternsociety.org.uk • CHILTERN SOCIETY MAGAZINE ISSUE 207 • SPRING 2013 CHILTERN SOCIETY: MEMBERSHIP MAGAZINE
  • 17. HERITAGE • CONSERVATION • ENVIRONMENT • WILDLIFE • LEISURE www.chilternsociety.org.uk • CHILTERN SOCIETY MAGAZINE ISSUE 214 • WINTER 2014 Society’s new sites Tea Shop Awards Activities & events for the winter STER T y 2015 BoscombeRoad LU5 4HU ton - Dunstable Busway n from 10am-2pm 93 Estate e LU5 4HU re Vacuum ask 500 £15 s Berghaus mere Fleece PRICE £25 Extrem Red Jet Black Intense Blue CHILTERN SOCIETY MAGAZINE Chiltern 214 www.chilternsociety.org.uk12 13 River Thames River Thames River Thames AMERSHAM CHILTERN OPEN AIR MUSEUM LUTON CAVERSHAM GORING WALLINGFORD HENLEY PRINCES RISBOROUGH MARLOW GERRARDS CROSS BEACONSFIELD HIGH WYCOMBE RICKMANSWORTH CHESHAM BERKHAMSTED HEMEL HEMPSTEAD WENDOVER TRING HITCHIN DUNSTABLE Great Missenden Prestwood West Wycombe 6 9 1 10 11 8 2 7 4 5 3 BUCKS BEDS HERTS OXON BUCKS HERTS Key Chiltern Society Area Area of Outstanding Natural Beauty Berkshire Loop Chiltern Way Chiltern Way Extension Chiltern Society Sites Bottom Wood, ancient woodland Brush Hill Nature Reserve Captain’s Wood, woodland & nature reserve Cholesbury Camp, site of iron age hill fort Cobblers’ Pits, woodland near Wendover Arm canal Ewelme Watercress Beds & nature reserve Hampden Monument, memorial to John Hampden who opposed the King’s imposition of Ship Tax Lacey Green Windmill, c.1650 oldest smock mill in England Marlow Common (North) woodland common Prestwood Nature Reserve Whiteleaf Hill, historic site, chalk cross & nature reserve 1 2 3 4 5 6 7 8 9 10 11 North Chiltern Trail Chiltern Cycleway Peter Towersey reports on the summer’s activities The Society has been managing Bottom Wood as a nature reserve since September 1984. Its 35 acres, most of which is considered to be ancient pre-1600 natural woodland, lie on the steep south-facing side of a wooded valley near Radnage Common, Bucks. Archaeological features include ancient saw pits, an old well, and strip lychets thought to be from an early medieval field system. In June John Morris, Woodlands Project Officer, led a group of about 20 members round the reserve, introducing them to the wildlife, history and archaeology of the site, covering both its 30 years under Society ownership and its heritage as ancient woodland. The legacy of the wet spring was still much in evidence in the extensive accumulations of mud, particularly at the site entrances. We dug a drainage channel at the northwest entrance to drain a large pond that had formed around the gates. In autumn 2011 we had planted 180 trees (a mixture of hazel, oak and cherry) in two compartments, so in July we carried out a census to discover their success rate, which averaged just over 80%. The hazels achieved almost 100% success. In August we undertook an inspection of the site with John Morris, and a number of trees were marked up for felling during the forthcoming work party season. Some, which were mature, potentially unsafe and close to public paths were marked for felling by a contractor. Others were identified for thinning out, either to allow the better specimens to develop, or to let more light into an area that was previously more open with more diverse ground flora. Contact: peter.towersey@ntlworld.com News from other sites Marlow Common Growth has slowed, so we don’t need to be constantly chopping brambles to keep the footpaths clear. Our heather looks really good now with a huge mass of flowers. We transplanted small heather shoots to one of our recently cleared areas in the hope that it will spread. The gorse is also thriving. We’re planning to site a few new bird boxes, replace some old ones and clean out all the existing ones ready for next year’s nesting. We’re indebted to Bucks Bird Club for a grant enabling us to continue this programme. They’ve also funded the purchase of a kestrel box. We’d love to persuade a pair to nest here, particularly as their numbers are in decline. In late September some important safety work was carried out on storm-damaged trees. There are now three information and interpretation boards on the Common, thanks to our Chiltern Commons Project Grant. We’re working on a final board providing information about the thriving brick and pottery industry that existed here and was dependent on the excavation of local clay. There are a number of huge, SOCIETY SITES Managing Bottom Wood irregularly shaped clay pits on the Common because the seams of clay were excavated until they ran out. One of our first tasks when we started work was to identify the deepest pit and clear it of vegetation, so that it could serve as a reminder of their original use. We continue to meet on the last Saturday or Sunday every month to carry out a wide variety of tasks and we welcome new volunteers. Contact: Jeff_short66@yahoo.co.uk Captain’s Wood and Chesham Bois Common From the end of May until September, we undertook a project for Chesham Town Council which involved maintaining over 5.5km of footpaths and bridle paths. The task was carried out by members of the Captain’s Wood and Chesham Bois Common Conservation Groups, working jointly in small teams. We returned in October to ensure everything was in apple-pie order for the winter. We’ve also continued to work in Captain’s Wood in an attempt to open up the view across the valley towards Asheridge. The main task remains the removal of considerable amounts of holly which has become rampant throughout the Wood. Contact: euanrussell@tesco.net Wendover Woods The volunteers’ work has included some traditional scrub-bashing and trail maintenance in Wendover Woods, and at two new sites, Cowleaze Wood near Stokenchurch and Tring Park, for the Woodland Trust. We’ve also carried out Scheduled Ancient Monument protection, clearing trees and regrowth from Grim’s Dyke, a sizeable stretch of which is now clearly visible in Baldwin’s Wood near Wendover. On a more creative note we’re working with the Chiltern Box Woodland Project to encourage the preservation and growth of these unusual trees, most recently by seed collection and taking cuttings for planting out. The Project was launched by the Chilterns Conservation Board in January 2013 to research, conserve and celebrate the area’s box heritage. The largest native box woodland in the country is in the Chilterns, near Wendover. Box trees grow slowly, so their growth rings are very close together. Consequently the wood is very dense and regarded by woodworkers as the best for carving. Contact: john.rennie@btopenworld.com Bottom Wood guided walk (Photo: Peter Towersey) In October the Society signed an agreement with Buckinghamshire County Council to take over the care of five more nature reserves and heritage sites. Negotiations were led on our behalf by Roger Newman. The new sites vary considerably in character, and our volunteers have already been in action at one or two of them – Whiteleaf Cross, for example. In September volunteers from the Society, along with ancient monument specialists from Bucks CC and a group of volunteers from RAF Halton, cleaned up the famous Chiltern landmark. If you would like to get involved at any of the new sites, or know anyone who would like to volunteer, please contact Geoff Wiggett, our Volunteer Co-ordinator, on 01442 875906. We have been developing walks that include these sites. They have been featured in the magazine, and can be downloaded free of charge from the website. See www. chilternsociety.org.uk/free_walk_pdfs.php. Here is a brief description of what you can expect to find if you visit. Whiteleaf Hill near Princes Risborough l A Local Nature Reserve well known for its butterflies, wild flowers, leafy woodlands, history, geology, archaeology and spectacular views l A prominent site on the Chilterns escarpment, it includes the Whiteleaf Cross hill figure from the mid-18th century, as well as several Scheduled Ancient Monuments including a Neolithic barrow and WWI practice trenches l Together with our adjacent Brush Hill Local Nature Reserve, it establishes a significant location under Society management, demonstrating our commitment to the conservation of local heritage and wildlife l A picnic area, with easy access and parking. Captain’s Wood near Chesham l A Local Nature Reserve of ancient beech woodland, this is a site of high wildlife value close to a built-up area of Chesham. A team of Society conservation volunteers have been working there for two years, and involving local groups and schools. Cholesbury Camp l A Scheduled Ancient Monument in the form of an Iron Age hillfort. According to English Heritage it’s regarded as one of the most visually impressive prehistoric New sites added settlements of the Chilterns. It forms part of a wider distribution of defended sites established across the Chiltern Hills in the late Bronze and Iron Ages. Cobblers’ Pits near Wendover l A small mixed wood with yew and boxwood that lies between the Upper Icknield Way and the Wendover Arm of the Grand Union Canal, opposite Green Park (previously Aston Clinton House, owned by the Rothschilds) l Box is rare in the Chilterns, and is the subject of a special Chilterns Conservation Board project. The site is close to Wendover Woods where we have a well-established conservation volunteer group. It’s also across the road from Aston Clinton Ragpits, which is in the care of Beds, Bucks and Oxon Wildlife Trust, and is an important site for orchids. There is roadside parking near the Ragpits. Hampden Monument l A listed monument to Chiltern hero John Hampden, a landowner and parliamentarian opposed to King Charles’ introduction of the Ship Tax l Accessible by public footpath, it provides wonderful views across the valley. Volunteers in Tring Park (Photo: Colin Drake) CHILTERN SOCIETY: MEMBERSHIP MAGAZINE
  • 18. MARCH/APRIL 2008 FOR MANAGERS IN HEALTH & SOCIAL CARE MEMBERS MAGAZINE PLUS NEWS FROM THE DIVISIONS ✱ LEARNING UPDATES ✱ CAREERS ADVICE INSIDER DEALING Office politics with integrity WITHOUT PREJUDICE Learn to love sub-contracting ON COMMISSION Is it becoming a lost art? We’re at your side ECONDARY mpact design ves space in work place Secure print mode avoids unauthorised use 28ppm print gives fast nt print outs GET TOGETHER Building relationships JOIN THE CO-OPERATIVE SOCIETY “Respecting different roles is a challenge” 4729-HM0308-Cover.indd 3 18/2/08 14:48:29 CO-OPERATIVE SOCIETY “Respecting different roles is a challenge”roles is a challenge” MAY/JUNE 2008 FOR MANAGERS IN HEALTH & SOCIAL CARE MEMBERS MAGAZINE PLUS NEWS FROM THE DIVISIONS ✱ LEARNING & DEVELOPMENT ✱ LEGAL ADVICE Keynote speakers: Professor Michael DeighanJoint Author Governance Between Organisationsand Strategic Board Development Advisor NHS CGSTand Bradford & Airedale Teaching PCT Dr John Bullivant Joint Author Governance BetweenOrganisations, Associate Director of Board DevelopmentNHS CGST and Bradford & Airedale Teaching PCT Sue Hodgetts Chief Executive The Institute for Healthcare Management (IHM) Lord Newby OBE Lord Newby is Chairman of Live Consulting.He specialises in advising companies on their corporate socialresponsibility strategies and partnerships and in using thesepartnerships to deliver public policy programmes. Professor Brian Stoten Chairman NHS Confederation and Chair Warwickshire PCT Topics include: ● International keynote address:Governance Between Organisations (GBO)● Learning from outside the NHS ● The role of the effective board Effective governance across health and social careDeveloping partnership governance with he voluntary sector he role of standards and performance monitoring Outsourcing risk and reputation PLUS workshop: ● Implementing the Governance Between Organisations (GBO) Toolkit in your organisation CPD Accreditation being sought A Joint NHS CGST, IHM and Healthcare Events Conference Governance Between Organisations (GBO) Consensus on Effective Practice Wednesday 2 July 2008 The Royal College of Physicians London are pleased to announce the IHM 2008 Awards Dinnerowing this conference at the Royal College of Physicians find out more, please either call Healthcare Events on 020 8541 1399email sarah@healthcare-events.co.ukdownload a conference programme, visit www.healthcare-events.co.uk Specialists in the organisation of healthcare conferences d ruout 30/4/08 11:24 Page 1 “Healthcaremanagement asaprofessiondoesn’texistin manycountries...” –WorldHealthOrganization GLOBAL WARNING 4916-HM0508-Cover.indd 3 15/5/08 13:37:56 asaprofessiondoesn’texistin –WorldHealthOrganization GLOBAL WARNING JANUARY/FEBRUARY 2009 FOR MANAGERS IN HEALTH & SOCIAL CARE NATIONAL,COMPARATIVEINFORMATIONFOR LOCALDECISION MAKERS. Delivering information straight to your doorstep To find out more about how our information can help you, visit www.ic.nhs.uk or call 0845 300 6016 Sign up for our free monthly e-bulletin at www.knowledge.ic.nhs.uk C M Y CM MY CY CMY K IC Ads 297 x 210.pdf 16/10/08 12:28:04 MEMBERS MAGAZINE PLUS NEWS FROM THE DIVISIONS ✱ LEARNING UPDATES ✱ CAREERS ADVICE Communication:atwo-waystreet SURVIVAL GUIDEKeep in touchin a crisis BEST BEHAVIOUREngage for social change MEDIA RELATIONSBuild them before you need them BE PATIENTRepresentatives find their voice 5406-HM0109-Cover.indd 3 11/12/08 14:21:54 JANUARY/FEBRUARY 2009 FOR MANAGERS IN HEALTH & SOCIAL CARE BEST BEHAVIOUREngage for social change MEDIA RELATIONSBuild them before you need them BE PATIENTRepresentatives find their voice MAY/JUNE 2009 FOR MANAGERS IN HEALTH & SOCIAL CARE BOOK NOWIHM 2009 Annual Conference and Awards 14-15 May 2009 Savoy Place, London. See page 7 for details. SPECIALREPORTResearch baseddecision making NATIONAL,COMPARATIVEINFORMATIONFOR LOCALDECISION MAKERS. Delivering information straight to your doorstep To find out more about how our information can help you, visit www.ic.nhs.uk or call 0845 300 6016 Sign up for our free monthly e-bulletin at www.knowledge.ic.nhs.uk C M Y CM MY CY CMY K IC Ads 297 x 210.pdf 16/10/08 12:28:04 MEMBERS MAGAZINE PLUS CONFERENCE PREVIEW ✱ LEARNING TIPS ✱ CAREERS ADVICE BEHAVEYOURSELF TheIHM’snewcodeofconduct TakingthestrainHowtomanagepressure 5542_HM0509-Cover.indd 3 20/4/09 09:45:48 INSTITUTE OF HEALTH MANAGEMENT: MEMBERSHIP MAGAZINE
  • 19. MANAGEMENT NOVEMBER/DECEMBER 2009 FOR MANAGERS IN HEALTH & CARE Yvonne Coghill on the inspirational value of role models PLUS LEGAL • CAREERS • FINANCE • LEARNING & DEVELOPMENT INSIDE this issue Two special supplements • Practice management: PBC skills, public participation and more • Research: Putting evidence into management practice 17 extraHEALTH MANAGEMENT PRACTICE MANAGEMENT REPORT Practice management is an ever more challenging role. Our special supplement looks at some of the areas you may find yourself involved in, such as patient participation, funding streams, staff disciplinary procedures and commissioning. We also hear from individual practice managers who have faced personal and professional development challenges. Continued on page 19 Graham Box is chief executive of the National Association for Patient Participation (NAPP). Find out more about NAPP’s Growing Patient Participation campaign at www.growingppgs. com able to provide useful and constructive feedback to the practice. PPGs can also carry out research in partnership with the practice to find out the views of the wider practice population on key issues. Anyone is capable of setting up a PPG, but good communication skills and an ability to see things from a patient perspective will be valuable. Competing The first patient participation group (PPG) was set up in 1972 by a pioneering GP, and 41% of general practices in England now have one. They are a positive and constructive forum that helps improve the patient experience and strengthen the way the practice operates. Generally made up of a group of volunteer patients, the practice manager and one or more practice GPs, PPGs meet on a regular basis to discuss the services on offer and how improvements can be made for patients and for the practice itself. The practice manager has a key role to play initially in setting up a PPG and driving its success. Recruiting members to represent the community is the first task with personal invitations (by phone or in person) most likely to succeed in attracting a broad spectrum of patients with skills and experience to offer. Once members are recruited, it is the practice manager’s role to maintain momentum, to ensure that Group therapy clear ground rules are in place and to champion patient participation within the practice. Remember that, over time, the PPG should be run by the patients themselves. This may not be possible immediately but it should be built into the planning from day one. In some cases it is practice colleagues rather than patients who feel apprehensive. Reception staff can be nervous of feedback and senior partners may be concerned that a PPG will be time-consuming or that it will become a ‘talking shop’ rather than an action- focused group. Highlighting benefits and demonstrating ‘quick wins’ is valuable to bring all parties onside. Volunteers need to feel, and be, valued. This will ultimately encourage them to speak freely about the things that matter to them and other patients. Showing them around the surgery, giving them insight into how the practice and its systems are run, will help to ensure that PPG members are well-informed and Local communities need a voice – and practice managers can make sure it gets heard, says Graham Box. MEMBERS MAGAZINE News • Code of conduct update • Accreditation second phase • BME working group Features • Catering for patient nutrition • The right IT for electronic records 25 extraHEALTH MANAGEMENT RESEARCH SPECIAL REPORT Welcome to a special Health Management supplement from theNational Institute for Health Research service delivery and organisation(SDO) programme, which is responsible for research designed to helphealth practitioners, managers and policymakers improve the quality ofpatient care, the efficiency of health services and, ultimately, the healthof the public. The SDO currently has two main missions – knowledge production,and knowledge mobilisation. Its first task is to commission high-quality,rigorous research on topics and issues where managers and leaders inthe NHS need evidence to help inform and shape their decision-making.This supplement offers a taste of such research. In it you will findoutlines of recent projects around the key themes of organisationalculture, service redesign and delivering new services, workforceplanning and networking. There are summaries of the main findings andinsight into their relevance to health and social care managers.The second aim of the programme is to work with the NHSmanagement and leadership community to build up its capacity andcapability to use that research effectively. The ultimate purpose is, ofcourse, to contribute to improving patient care. What the research showsA series of recently commissioned projects focusing onmanagement practice (see pages 26-28) is intended to help bridgethis knowledge gap. You might also find the short explanations of research termsdotted throughout the supplement helpful. The full titles and leadresearchers of each study are provided so you can follow them upfor more information. The National Institute for Health Research provides theframework through which the Department of Health maintainsand manages and maintains the research, research staff andresearch infrastructure of the NHS in England as a virtualnational research facility. It funds programmes addressing arange of health priorities, including the SDO programme, whichcommissions research on the way health services are organisedand delivered by the NHS. Visit www.sdo.nihr.ac.uk for details ofthe NIHR SDO programme and downloadable research reports/summaries. Alternatively call 023 8059 5586 or email sdo@southampton.ac .uk Since 1997 quality of care and performance improvement have been the central reform issues in the NHS. Underpinning many of these reforms hasbeen the idea of cultural transformation as a primary driver for improvement. Due to the importance of organisational culture to health care delivery, and the relatively under- A cultured approachdeveloped nature of the evidence base,the SDO programme has commissioned research on the organisation and management of the NHS. The project Understanding the dynamics of organisational culture change: creating safe places for patients and staff, led by Professor Lorna McKee of the University of Aberdeen (pictured), aims to develop our understanding oflinks between the safety of patients andthe well-being of NHS staff and the culture/style of the organisation. How do aspects of leadership andthe management of safety affect staff andpatient care? What improvements are needed to create safer workplaces and practices? Current NHS reforms are based onthe idea that culture change must occuralongside structural and procedural changes if the desired improvements inperformance and quality are to be met.Although recent research offers valuable insights into how cultural issues set thecontext for success, failure and recovery in NHS organisations, the evidence base to guide policy in this area remains underdeveloped. Research into Changing cultures, relationships and performance in local Continued on page 26 “Cultural changes will impact on professional behaviour (for good or ill)” e g d y r ality andductivity reater th: solutions better health 20/10/09 14:37:41 5805-HM1109-Cover.indd 3 21/10/09 09:56:13 INSIDE this issue Two special supplements • Practice management: PBC skills, public participation and more • Research: Putting evidence into management practice extraextraTH MANAGEMENT extraMANAGEMENT Practice management is an ever more challenging role. Our special supplement looks at some of the areas you may find yourself involved in, • Code of conduct update • Accreditation second phase • BME working group • Catering for patient nutrition • The right IT for electronic records Welcome to a special National Institute for Health Resea (SDO) programme, which is resp health practitioners, managers and patient care, the efficiency of hea of the public. and knowledge mobilisation. Its first task is to commissirigorous research on topics and issues where managers anthe NHS need evidence to help inform and shape their outlines of recent projects around the key themes of organculture, service redesign and delivering new services, workfoplanning and networking. There are summaries of the main fininsight into their relevance to health and social care managers.The second aim of the programme is to work wimanagement and leadership community to build upcapability to use that research effectively. The ultimate pcourse, to contribute to improving patient care. What the research shows Due to the importance of organisational culture to health care delivery, and the relatively under- A cultured approach culture/style of the organisation. How do aspects of leadership andthe management of safety affect staff andpatient care? What improvements are base to guide policy in this area remains underdeveloped. Research into Changing cultures, relationships and performance in local Continued on page 26 “Cultural changes will impact on professional behaviour (for good or ill)” NOVEMBER/DECEMBER 2009 ✱ HEALTH MANAGEMENT08 Workplace Over time, organisational culture can become skewed and workforce behaviours embody this negativity and lack of collective approach. This may become particularly apparent through bullying, harassment and mobbing. The principle characteristic of mobbing – a term borrowed from ornithology – is a form of conduct by a group of employees, which if done by an individual would be seen as ‘picking on’ or bullying. This sort of behaviour can be deliberate and consciously co-ordinated, but is more likely to develop pretty much spontaneously as the result of a barely conscious ‘copycat’ atmosphere. Mobbing is often insidious, difficult to detect, harder to prevent once discovered and potentially incurable. It is usually triggered by someone (the ‘mobbee’) being perceived as a threat, either to an individual who then instigates the mobbing behaviour and encourages others to participate or to a group who start behaving in a certain way by consensus, with others following their lead. Mobbing begins with subtle changes – such as an individual being excluded from team social activities – and escalates. For instance, colleagues may send round robins or ‘confidential’ deputations to higher authorities complaining that someone is not doing their job or of poor teamwork. The problem is that this may be seen as a legitimate, and democratic, way of airing a grievance against a colleague. Mobbing is difficult to respond to Work should be a friendly non-hostile environment, not an environment where negativity and resentment develops. An open, inclusive, and constructive workplace provides opportunities for employees to develop in their roles, network and support one another and build loyalty to the organisation and its vision. Employees know what the rules are, what policies and procedures exist and what structures are in place. Communication needs to be open and, where this breaks down, to be mediated in a non-blaming manner. A positive workplace culture generally results in a proactive and productive workforce of well motivated employees that value the organisation and are willing to go the extra mile. At the other extreme is the negative workplace culture, where decisions will often be made without full staff awareness and little involvement. Communications are likely to be controlled and partial, leaving people feeling that they are not included. The organisation may have gone through restructuring or major change that has not been appropriately managed or resolved. Often negative workplace cultures have a high turnover of staff as they try to escape unpleasant environments. Beware the mob mentality Managers need to be aware of insidious and subtle forms of bullying that have a cumulative impact on workplace culture and detrimental effects all round, advises the Managers in Partnership union. “There is typically no single, or identifiable, perpetrator” Ganging up on a colleague is a particularly destructive form of bullying. because there is typically no single, or identifiable, perpetrator. The normal result is that the employee being mobbed suffers deteriorating health, consequent loss of performance and eventual dismissal or resignation. There may be a long-term impact on their self-esteem, self-efficacy and self- confidence because they find it hard to identify exactly what has happened to them or don’t know how to respond and deal with it. Managers need to know about mobbing and be able to recognise it to protect not just their staff but also themselves. Because mobbing is carried out by employees themselves and triggered by the mobbee being perceived as a threat, it can often be directed against the person in charge. If it is not tackled effectively, employees who carry out mobbing will feel empowered to behave in the same way again, and a negative, destructive culture will implicitly be accepted and defined as an appropriate method of putting pressure on individual colleagues to leave the team or organisation. This article is based on a presentation given at an IHM Scotland event by Managers in Partnership (MiP) Scottish national officer Claire Pullar and MiP member Rosie Ilett, a manager for NHS Greater Glasgow and Clyde. Visit www.miphealth.org.uk for details of Managers in Partnership. Go to www.bullyonline.org for advice on tackling workplace bullying. Photo:©istockphotos.com/tomazl 5805-HM1109-pg08-09.indd 2 21/10/09 10:00:10 HEALTH MANAGEMENT ✱ NOVEMBER/DECEMBER 2009 09 an individual’s personal and professional development, although of course you may look up to a mentor and see them as a role model as well. The issue for people from BME backgrounds is actually identifying role models in senior positions. The NHS has very few senior leaders from BME backgrounds – in fact, across the public sector there are few visibly different people in positions of authority. This can make it difficult to imagine yourself aspiring to those positions. The public sector hierarchy must begin to revisit the topic of role models, especially as it relates to BME staff. There are two major aspects to this – the existence of role models in predominantly white environments, and providing role models and mentors for aspiring BME individuals. Because people can learn a great deal by observing successful role models, there is a desperate need for individuals to see someone resembling themselves in key roles in public services. It generates a special feeling and confirmation of who they could be. The NHS recognises the need to develop appropriate and adequate role models – without them it is difficult to see talented and dynamic people from ethnic backgrounds aspiring to join healthcare. Today’s young people are driven and want to do well. They will not stay part of an organisation that does not obviously and openly develop and value talent; regardless of what the talent looks like or where it comes from. Succession planning in all our public services is important. Due to changes in the demography of the UK, in future there will be fewer non-BME young people to choose from. Now is the time employers should be considering how they will make their organisations attractive to talented people from ethnic backgrounds. Forward thinking organisations should be planning how When Barack Obama became US president it seemed everyone was delighted – but people from black and minority ethnic (BME) backgrounds were especially pleased to at last have a powerful role model to look up to. The dictionary describes a role model as someone regarded by others, especially younger people, as a good example to follow. Very young children look up to their parents, often attempting to emulate them. Older children admire footballers, models, movie stars and other people in the public eye, and may try to look or behave like the object of their admiration. This is role modelling in its broadest sense. Having someone you recognise as being similar in some way to yourself in a position of authority or power encourages and motivates you to believe you too could be capable of achieving a higher status. Role models are impressive and important figures in the distance. You can admire, emulate, respect, and almost worship such individuals, but a role model does not necessarily have to know that you exist. Even if aware of you, role models do not make a commitment to your development. Any aid they provide is by example, not by giving direct advice or providing recommendations for career advancement or jobs, spending time with you, discussing your work, or caring about you as an individual. A role model is therefore not the same as a mentor. Mentors differ from role models in that they are involved in Follow the leader It can be hard to aspire to a senior position if there’s a lack of role models whose example you can follow, says Yvonne Coghill. role model does not necessarily have to know that you exist” Yvonne Coghill leads the National Breaking Through programme, which helps senior BME managers and clinicians develop the advanced leadership and managerial skills required to perform effectively at director level. Visit www.institute.nhs.uk/building_ capability for details.capability for details.capability See Positive Action on page 7Action on page 7A for news of how the IHM aimsM aimsM to maximise development opportunities for BME managers. to develop role models in positions of authority and power. This will without a doubt help attract and retain the high- flyers and talented staff of the future. The National Breaking Through programme is tasked with developing outstandingly talented professionals from BME backgrounds. NHS organisations would do well to take note of these individuals when developing talent and succession-planning strategies and perhaps think about employing them into the senior level posts they are capable of doing. By default they would then become role models for the many thousands of BME staff working at lower levels in the NHS. Leadership When Barack Obama became US president it seemed everyone was delighted – but people from black and minority ethnic (BME) backgrounds were especially pleased to at last have a powerful role model to look up to. model as someone regarded by others, especially younger people, as a good example to follow. Very young children look up to their parents, often attempting to emulate them. Older children admire footballers, models, movie stars and other people in the public eye, and may try to look or behave like the object of their admiration. This is role modelling in its broadest sense. being similar in some way to yourself in a position of authority or power encourages and motivates you to believe you too could be capable of achieving a higher status. important figures in the distance. You can admire, emulate, respect, and almost worship such individuals, but a role model does not necessarily have to know that you exist. Even if aware of you, role models do not make a commitment to your development. Any aid they provide is by example, not by giving direct advice or providing recommendations for career advancement or jobs, spending time with you, discussing your work, or caring about you as an individual. A role model is therefore not the same as a mentor. Mentors differ from role models in that they are involved in Follow the leader It can be hard to aspire to a senior position if there’s a lack of role models whose example you can follow, says Yvonne Coghill. “A role model does notA role model does notA necessarily have to know that you exist” INSTITUTE OF HEALTH MANAGEMENT: MEMBERSHIP MAGAZINE
  • 20. W W W . R S C . O R G RSCnews N O V E M B E R 2 0 0 3 RSC campaigns for chemistry THE RSC IS stepping up its activities to support the chemical sciences by embarking on a new Campaign for Chemistry. The campaign will develop over the coming months and aims to promote the chemical sciences at high levels and help deliver the RSC strategy. Simon Campbell, President Elect of the RSC, who is leading the campaign, says: “We aim to put a benefits-driven case to government and policy makers that will ensure that industry invests in our science and that research and teaching in the chemical sciences can flourish at all levels.” Neville Reed, the RSC’s head of communication, says communicating the RSC’s views to the wider world and utilising the expertise of the 45,000 members are key parts of the campaign. “We have a powerful case and an opportunity to ensure that the chemical sciences thrive in industry, higher education and schools,” he says. Significant inputs into policy making are already underway. Rodney Townsend, RSC head of science and technology, is working closely with Research Councils UK on the proposals for a European Research Council. Tony Ashmore, head of education, is leading work on promoting interaction between chemistry groups in HE and schools. The RSC has made a signification input to the EU consultation on ‘Increasing Human Resources for Science and Technology’ (see www.rsc.org/lap/polacts/increasehr0903.htm) and is preparing a detailed supportive response to the HEFCE consultation on funding of teaching that could see the money allocated to chemistry rise by 15 per cent. The campaign builds on the extra effort the RSC has put into developing new areas of chemical sciences in the past two years – areas such as biosciences, materials chemistry, environmental sciences, sustainability and energy. It also follows the 2001 membership changes that recognised the need for the RSC to become more responsive to the changing nature of science, by broadening those eligible for membership whilst enhancing the requirements for the Chartered Chemist designation. The Campaign for Chemistry is seen as a key part of the RSC’s future work. RSC chief executive, David Giachardi says: “We must maintain a strong regional and national presence for chemistry, to ensure the future of our subject.” G For more details about the campaign contact Neville Reed at Burlington House (address on page 20), email reedn@rsc.org or call 020 7440 3319. Darmstadtium joins Visual Elements ‘Visual Elements’, an audiovisual exploration of the periodic table, has added element 110 – Darmstadtium – to its images. Winner of the chemistry category for Scientific American’s web awards earlier this year, ‘Visual Elements’ was created by celebrated artist Murray Robertson, supported by the RSC. G Visual Elements can be viewed on line at: www.chemsoc.org/viselements New proactive stance will promote chemical sciences at high levels 2 NEWS Double award for SET winner, plus FECS conference report. 6 AWARDS The RSC Industrially Sponsored Awards for 2003. 7 DIARY DATES Your guide to RSC events in the coming month. 15 EVENTS ITF focuses on training and RSC announces symposia dates. 16 MAXIMISING MEMBERSHIP Your admissions questions answered, plus reasons to renew your membership. 18 MEMBER NEWS Personal news and new members announced. 20 AND FINALLY Mouldy experiments and Chemistry Week arrives. INSIDE… Image©MurrayRobertson2003 2328_RSC_Nov.03 10/22/03 3:52 PM Page 3 news The RSC has made a signification input to the Resources for Science and Technology’ (see w.rsc.org/lap/polacts/increasehr0903.htm) and is preparing a detailed supportive response teaching that could see the money allocated to The campaign builds on the extra effort the chemical sciences in the past two years – areas energy. It also follows the 2001 membership changes that recognised the need for the RSC to become more responsive to the changing nature of science, by broadening those eligible for membership whilst enhancing the requirements The Campaign for Chemistry is seen as a key maintain a strong regional and national presence for chemistry, to ensure the future of our subject.” contact Neville Reed at Burlington House (address on page 20), email reedn@rsc.org or Darmstadtium joins 18 MEMBER NEWS Personal news and new members announced. 20 AND FINALLY INSI W W W . R S C . O R G J A N U A R Y 2 0 0 4 Europe is key forthe RSC THE RSC CAMPAIGN for Chemistry was initiated in 2003 as a major activity to support the RSC’s long-term strategy. The Campaign seeks to develop and support chemical science in the UK to meet the scientific, technological and human challenges of the 21st Century.However, decisions made at an EU level will have an increasing impact on chemicalscience in the UK. For example, the creationof a European Higher Education Area by 2010 and commitment to implement the two-stage system outlined in the Bologna Declaration by 2005 will affect our schools and universities. At the research level, there is growingenthusiasm for the proposed EuropeanResearch Council that might support thelonger term, multidisciplinary projects thathave been neglected under the Frameworkprogrammes. However, there is concern that funding may be at the expense of top-slicing national research council budgets, whichwould have a negative impact withinmember countries. The RSC’s vision is to become the premier organisation in Europe for advancing chemical sciences. Simon Campbell believes that theRSC needs to bolster current alliances andpartnerships, and work harder at buildingnew relationships to ensure that the chemical science community across Europe speaks with one effective voice. He says “We alsoneed to build upon the growing realisationwithin the EU that R&D spend should beincreased to improve competitivenessagainst the US and Japan, and the driftaway from science and technology careersmust be reversed”. Philippe Busquin, the EU’s researchcommissioner, has stated that “Europe needs to invest more in research, particularly if it is to attain its objective of becoming the mostcompetitive and knowledge-based economyin the world by 2010”. In 2002, the EUCouncil in Barcelona set a goal for R&Dinvestment to rise from 1.9 to 3% of GDP,estimated to lead to annual increases of0.5% of GDP and 400,000 additional jobs,many in the chemical sciences. To supportthis initiative, it is crucial that universitiesattract the best students to study scienceand technology and continue to train theskilled manpower that is essential forhigh-tech industries, such as pharmaceuticals. The pharmaceutical industry is a majoreconomic force within the EU since itemployed over 580,000 staff, spent E19,800m on R&D and contributed E40,000m to thetrade balance in 2002. The RSC is strongly committed tocollaboration within Europe. “The RSC isalready working closely with other chemicalsocieties across Europe, and our vision andCampaign signals our intention to furtherstrengthen our efforts in this area”, saysSimon Campbell. ● For full details of the RSC's strategy,go to www.rsc.org/strategy/index.htm "Decisions made at a European level will increasingly have an impact on the UK chemical sciences community" said Simon Campbell, President-elect of the RSC, at a recent meeting on the RSC's Campaign for Chemistry. 2 NEWS Chemical experts needed; plus FaradaySociety celebrates centenary. 6 DALTON CELEBRATIONSTwo days of celebrations to commemorateDalton bicentenary. 8 DIARY DATESYour guide to RSC events. 11 EVENTS Award for young inorganic chemists. 12 MAXIMISINGMEMBERSHIPWhat’s new for RSC journals in 2004 anda younger member in the spotlight. 14 MEMBER NEWSDivisional and Forum vacancies plusPersonal News. 16 AND FINALLY The RSC reveals The Dream of the Virgin,plus great offers on books. INSIDE… Your membershipin 2004 AND FINALLY... W W W . R S C . O R G CONTACT USROYAL SOCIETY OF CHEMISTRYBurlington House, Piccadilly, London W1J 0BATel: +44 (0)20 7437 8656Fax: +44 (0)20 7437 8883 Thomas Graham House, Science Park,Milton Road, Cambridge CB4 0WFTel: +44 (0)1223 420066Fax: +44 (0)1223 423623 email: rsc@rsc.org www.rsc.org Registered Charity Number 207890© The Royal Society of Chemistry 2003 S WE ENTER another year, it’s time to setose resolutions and plan ahead. Whattter way than to start with ‘How can Iximise my membership?’ Now you haveeived your subscription renewal notice, it istime to be proactive and take advantagel the benefits your RSC memberships you. e best way to get the most out of being aber is to get involved. For up-to-datemation, go to www.rsc.org/members. Howbenefits are you taking advantage of? working gnition of belonging to the world’sst professional body for theical sciences ve your networking skills andcolleagues olved with other members on RSC, Boards and other committeesmembers discussion board - seeknd feedback from other members,ss of geographic location ation ions, Forums and specialistroups covering all aspects ofcal sciences ● Access the Library and InformationService (LIC) - accessible from anywherein the world. ● Exchange ideas through the TechnologyCar Boot Sale Network Support ● Get advice and guidance on scientificand professional issues including CareerManagement and Got a Degree? WhatNext... (for recent graduates)● A framework for Continuing ProfessionalDevelopment (CPD Programme) includingthe Undergraduate and PostgraduateSkills Records ● Industrial placements to give careerinsights (summer work and year outplacements for chemical science students) ● Work towards Chartered Chemist -the essential qualification for allprofessional chemists Discounts ● Up to 35% off a range of books from theRSC, Wiley, OUP, and Pearson books and85% off RSC journals● Save up to 20% on an extensiveprogramme of national and internationalmeetings, conferences and seminars Plus you willreceive every month...Chemistry World - essential reading forchemical scientists, covering everythingfrom job adverts to news reports andfeature articles. Three ways to renew your membershipBy post - simply complete your invoice andreturn in the envelop providedOnline - go to www.rsc.org/members andclick on ‘membership subscription renewal’By phone - call the subscription renewalhelpline on 01223 432141 ● If you have any queries, you can alsoemail Membership Administration atsubsrecords@rsc.org get out of your membership?hink about our websites,ots, RSC News and y material? As part of assessment of the our communication withould like to find out more. Over the next few be asking you questionsnd holding focus groups.e to give us your feedback;o respond to every comment, but those we receive will helpus to make changes. Thank you to the many members who have already registered an interest in becominginvolved in our focus groups. If you would like to take part in shaping future communication with members, please register your interest at info@rsc.org giving your name, membershipnumber and preferred contact details. Or youcan write to Jane Foster, MembershipMarketing Executive at Thomas GrahamHouse (address on page 16). roving YOUR membershiptening to YOU 0_RSC_Jan.04_1 12/10/03 3:36 PM Page 2 Europe is key for with one effective voice. He says “We alsoneed to build upon the growing realisationwithin the EU that R&D spend should beincreased to improve competitivenessagainst the US and Japan, and the driftaway from science and technology careers Philippe Busquin, the EU’s researchcommissioner, has stated that “Europe needs to invest more in research, particularly if it is to attain its objective of becoming the mostcompetitive and knowledge-based economyin the world by 2010”. In 2002, the EUCouncil in Barcelona set a goal for R&Dinvestment to rise from 1.9 to 3% of GDP,estimated to lead to annual increases of0.5% of GDP and 400,000 additional jobs,many in the chemical sciences. To supportthis initiative, it is crucial that universitiesattract the best students to study scienceand technology and continue to train the high-tech industries, such as pharmaceuticals. employed over 580,000 staff, spent E19,800m on R&D and contributed E40,000m to the already working closely with other chemical "Decisions made at a European level will increasingly have an impact on the UK chemical sciences community" said Simon Campbell, President-elect of the RSC, at a recent meeting on the W W W . R S C . O R G A P R I L 2 0 0 4 RSC President invited to Downing Street to discuss funding review for scienceRSC PRESIDENT Sir Harry Kroto was one of 25 leading figures from the UK scientific community to be invited to a breakfast seminar at Number 11 Downing Street on 2 March. During the seminar, Chancellor of the Exchequer Gordon Brown, Secretary of State for Education Charles Clarke, and Secretary of State for Industry Patricia Hewitt announced plans for a fundamental review of funding needs and policy priorities for science, engineering and innovation. This includes a ten-year investment plan to be announced as a central priority for this summer’s Spending Review.Following the seminar, Sir Harry said: “I welcome the Chancellor of the Exchequer’s recognition of the crucial importance of science and technology to the knowledge economy of the 21st century by bringing together the leading SET institutions to discuss the best way ahead – on which the UK’s very future and success will depend.” The invitation to Sir Harry to attend the meeting came just hours after The Daily Telegraph published the Nobel Prize winner’s article about British chemistry facing extinction. The article starkly set out the grim picture for the chemical sciences and the wider world if current trends continue. The controversial piece ended by underlining the contribution of chemists to the UK in the last century, and added: ”...it seems ludicrous that merely to survive we are being forced to beg, crucible in hand, scraps from the higher education table.” The meeting with Gordon Brown builds on the success of the Charter for Science and Engineering published by the RSC in 2001, and a two-year media campaign waged by the RSC to draw national and international attention to the chemical sciences. A stream of headline- grabbing stunts have softened up the ground in the UK’s newsrooms, enabling the RSC to gain increased coverage for its more serious messages. The escalation in the number of lightweight stories has been paralleled by a growth in the appearance of policy-related news, occasionally involving national television and radio interviews with RSC chief executive David Giachardi. In February, David Giachardi met with Roger Highfield, science editor for The Daily Telegraph. As a result of the interview, and a subsequent story about the threats to chemistry in the UK, the paper invited Sir Harry to write an article. Sir Harry did not pull his punches – he focused on the recent series of chemistry department closures, and the illustrious contribution of chemical science to world development. RSC News will continue to report on developments in the RSC’s current campaign to place chemistry in the spotlight, through its public relations campaign and lobbying schedules. Sir Harry Kroto (below) welcomes Gordon Brown’s recognition of the importance of science and technology INSIDE… Editors meet in Glasgow The recent RSC Editors’ Symposium in Glasgow gave RSC staff and editorial board members the chance to discuss the future development of RSC publishing See page 2 European Research Council The RSC gives its conditional support to the establishment of the European Research Council, which could potentially expand European research activities See page 3Governance consultation Members’ input is sought for new governance structure See pages 8-9 NEWS 2 EVENTS 7 MEMBER CONSULTATION 8 DIARY DATES 10 MEMBER NEWS 14 AND FINALLY 16 2555_RSC_April.04_v3 3/19/04 12:53 PM Page 3 W W W . R S C . O R G priorities for science, engineering and innovation. This includes a ten-year investment plan to be announced as a central priority for this summer’s Spending Review. welcome the Chancellor of the Exchequer’s recognition of the crucial importance of science and technology to the knowledge economy of the 21st century by bringing together the leading SET institutions to discuss the best way ahead – on which the UK’s very future and success will depend.” The invitation to Sir Harry to attend the meeting came just hours afterelegraph article about British chemistry facing extinction. The article starkly set out the grim picture for the chemical sciences and the wider world if current trends continue. The controversial piece ended by underlining the contribution of chemists to the UK in the last century, and added: ”...it seems ludicrous that merely to survive we are being forced to beg, crucible in hand, scraps from the higher education table.” The meeting with Gordon Brown builds on the success of the published by the RSC in 2001, and a two-year media campaign waged by the RSC to draw national and international attention to the chemical sciences. A stream of headline- priorities for science, engineering and innovation. This includes a ten-year investment plan to be announced as a central priority for MEMBER NEWS W W W . R S C . O R G14 R S C N E W S Data provides valuable insight into membership G Mr Ronald Alfred Charles Adams CChem FRSC - Retired technical director, Howson Algraphy Ltd. Died 30 November 2003, aged 82. G Mr Thomas Almond CChem MRSC Retired group safety adviser, Ciba-Geigy Plc. Died 30 October 2003, aged 71. G Mr Lawrence Blight CChem FRSC Retired senior lecturer in Physical Chemistry, Thames Polytechnic. Died 10 December 2003, aged 74. G Mr Richard Andrew Botham MRSC Team coordinator, Addecco (Pedigree Masterfoods). Died 6 December 2003, aged 29. G Dr James Charles Brunton CChem MRSC Retired. Died 11 December 2003, aged 72. G Mr Syndey Burrows CChem MRSC Retired research coordinator, Dcl, Yeast & Food Division, Glenoch. Died 21 November 2003, aged 88. G Mr George William Cherry MRSC Retired. Died 10 December 2003, aged 86. G Mr Derrick Gwynn Croxton CChem MRSC Retired managing director, Kimberly-Clark Ltd. Died 15 December 2003, aged 80. G Dr Keith Dodgson CChem MRSC Formerly a research associate, University of Lancaster. Died 1 October 2003, aged 53. G Dr William Rees Foster MRSC Retired research manager, Monsanto Chemicals Ltd. Died 15 December 2003, aged 69. G Dr Eric Paul Goodings CChem MRSC Retired research associate, ICI Ltd, Corporate Lab. Died 11 December 2003, aged 86. 2004 remuneration trends survey now available SINCE 1919, the RSC has been keeping track of the remuneration of professionally qualified chemical scientists who live and work in the UK. The Trends in Remuneration 2004 survey is based on the responses to a questionnaire sent to over 30,000 members in December 2003. The Trends report is widely used, both by members for reference, and by employers to benchmark the remuneration levels of professionally qualified chemical scientists in the UK. The information contained in this report is especially helpful to members who are planning their careers. G The Trends in Remuneration survey 2004 report is now available at www.rsc.org/trends. For your personal copy of the report, call 020 7440 3313 or email gowerk@rsc.org Managing your membership online APPLICATION FORMS for joining the RSC, and for transfer between categories of membership, can now be completed and submitted online. You can also use this new online service to pay your annual subscription, pay for ongoing subscriptions to journals, join any of the Interest Groups and update your personal details. To access this service, go to www.rsc.org/members and click on one of the following links: G Online applications G Membership subscription renewal G Update your personal and contact details You will need your membership number and password. New members can sign up by using the appropriate link. G To apply for Chartered Scientist (CSci) go to www.rsc.org/members/csci.htm THE DATA THAT RSC members provide every year, via application forms and subscription renewal invoices, enables us to monitor the effectiveness of our recruitment and retention campaigns and to develop services and activities for specific groups of members. It also provides an insight to current trends in the chemical science community. These include the following statistics: G At the end of 2003 the RSC had 44,397 members. Despite a slight fall in number of members (418) last year, the number of undergraduate and postgraduate students increased for the fifth year running. G The average age of members has been between 45 and 46 years since the early 1990s, although the percentage of members under the age of 25 years has increased from 8 to 10 per cent in the last five years, reflecting the increase in student members. G The average duration of membership across all categories is approximately 20 years, with 5.9 per cent of members retaining their membership for over 50 years. G In 1993, women made up only 14.2 per cent of the total membership – that figure has now increased to 21.2 per cent. Key issues for members today Last year, the RSC carried out a survey of a 3,000 randomly selected UK members. We wanted to know about the types of employment and conditions of service pertinent in today’s market. Starting this month, we will be bringing you regular reports in RSC News, highlighting particular areas of the findings. This month, we focus on the top categories of employment, company size and length of service. Top employment categories and size of organisation The top five categories of employment most prevalent amongst respondents are: pharmaceutical research; pharmaceutical manufacturing; university, college or further education sector; chemical and allied products; and schools (LEA, foundation and independent). Despite the break up of the industrial giants and the growth of smaller organisations, the results of the survey indicated that the majority of members (72 per cent of respondents) work in companies or organisations with over 250 employees. Deaths 2555_RSC_April.04_v3 3/19/04 1:56 PM Page 16 15R S C N E W S 10% <1 yr 14% 1-2 yrs 21% 2-5 yrs 14% 5-10 yrs 41% 11+ yrs 0 20% 40% 60% 80% 100% 36% 33% 31% 21% 19% Building, construction & allied products Building, construction & allied products Building, construction Contract manufacturing Materials science Services (patents, info, advisory, health & safety) Services (patents, info, advisory, health & safety) Services (patents, info, advisory, School (LEA, foundation & independent) School (LEA, foundation & independent) School (LEA, foundation 0 20% 40% 60% 80% 100% 68% 60% 57% 56% 55% Central / local government laboratory Nuclear industry Chemical & allied products Food & beverage Detergents, soaps & allied products Detergents, soaps & allied products Detergents, soaps Under the spotlight ALEX ROGERS AMRSC is a 25-year- old trainee patent attorney. He gained a MChem at Oxford University and is the Younger Member Rep for the Chilterns and Middlesex local section. What are your day-to-day responsibilities? My job is to help inventors obtain legal protection for their ideas and advise them on intellectual property law. Due to my training, I deal with mostly chemical and materials-related inventions. A ‘typical’ day may involve writing to patent offices to argue that a client’s invention is patentable, meeting or corresponding with inventors to discuss their new ideas, or writing patent applications. What are your future career plans? The litigation side of the job is interesting. I eventually hope to get more involved in this aspect by qualifying as a patent litigator. This requires an additional two years of study – and the ability to juggle a job, study and a social life! What does being a Younger Member Rep involve? My remit is to organise local educational and social events that will be of interest to students and recent graduates. This year I have set up a series of talks given by chemists with interesting jobs. These events are a great way to find out about jobs you could be doing with a chemistry degree, as well as a great way to network with other RSC members. For more information on the Chilterns and Middlesex Younger Members Network, contact Alex Rogers at arogers@boult.com G If you are interested in joining the Younger Members Network, go toYounger Members Network, go toY www.rsc.org/getinvolved or contactwww.rsc.org/getinvolved or contactwww Jane Foster at fosterj@rsc.org or call 01223 432296. The largest percentage of respondents reported that they had worked for their current or most recent employer for over years. The pie chart (right) illustrates the length of time that members have been with their current or most recent employer. The survey also revealed the top five categories of employment for long service. These are shown in the chart right, which is based on the percentage of respondents working in each employment category who have been with their current employers for over At the other end of the scale, the top five categories of employment for members with less than one year’s service are shown in the chart right. These categories could represent popular choices for new entrants to the profession, or fields where short-term employment is common. or further details about the results of this survey, contact Julie Franklin at Burlington House (address on page 16) or email franklinj@rsc.org Dr John Frederick Grove MRSC Retired. Died 22 October 2003, aged 82. Dr Reginald Harold Hall CChem FRSC Retired research officer, Imperial College, London. Died 8 September 2003, aged 83. Dr Eric John Lewis CChem MRSC Director, ELM Ltd, Reading. Died 23 November 2003, aged 67. Dr John McDougall CChem FRSC Retired head of department of microbiology, University of Technology, Sydney. Died 13 November 2003, Dr Ronald Laidlaw Moss CChem FRSC Retired senior principal scientific officer, Ministry of Technology. Died 10 December Mr Ronald Page CChem MRSC Retired research chemist, British Celanese Ltd. Died 1 December 2003, aged 98. G Mr Keith Leonard Preddy CChem MRSC Senior research fellow, University of Birmingham. Died 24 July 2003, aged 61. G Dr Krishnamurti Ramamurti CChem FRSC Retired chief of chemical research, Kansas State Government. Died 1 June 2003, aged 83. G Mr Ian Leslie Stansfield CChem MRSC Retired senior scientific services officer, British Gas South Western. Died 26 November 2003, aged 77. G Dr Peter Sykes CChem FRSC Retired vice master, Christ’s College, Cambridge University. Died 24 October 2003, aged 80. G Mr Leslie George Tomlinson CChem FRSC Retired area scientist, British Rail Derby. Died 28 November 2003, aged 94. G Mr Ian Charles Walker MRSC Retired lecturer in chemistry, Weald College. Died 28 November 2003, aged 65. W W W . R S C . O R G Length of service The largest percentage of respondents reported that they had worked for their current or most recent employer for over 11 years. The pie chart (right) illustrates the length of time that members have been with their current or most recent employer. The survey also revealed the top five categories of employment for long service. These are shown in the chart right, which is based on the percentage of respondents working in each employment category who have been with their current employers for over 11 years. At the other end of the scale, the top five categories of employment for members with less than one year’s service are shown in the chart right. These categories could represent popular choices for new entrants to the profession, or fields where short-term employment is common. G For further details about the results of this survey, contact Julie Franklin at Burlington House (address on page 16) or email franklinj@rsc.org G Dr John Frederick Grove MRSC Retired. Died 22 October 2003, aged 82. G Dr Reginald Harold Hall CChem FRSC Retired research officer, Imperial College, London. Died 8 September 2003, aged 83. G Dr Eric John Lewis CChem MRSC Director, ELM Ltd, Reading. Died 23 November 2003, aged 67. G Dr John McDougall CChem FRSC Retired head of department of microbiology, University of Technology, Sydney. Died 13 November 2003, aged 73. G Dr Ronald Laidlaw Moss CChem FRSC Retired senior principal scientific officer, Ministry of Technology. Died 10 December 2003, aged 74. G Mr Ronald Page CChem MRSC Retired research chemist, British Celanese Ltd. Died 1 December 2003, aged 98. ROYAL SOCIETY OF CHEMISTRY: MEMBERSHIP MAGAZINE