siopsa annual report 2014 · am sad to report the loss of petrus nel, ophilia ledimo, danie...

SIOPSA

Annual

Report

2014

SIOPSA Annual Report 2014

2

Contents

Highlights Page

Reporting period Page

Message from the President Page

SIOPSA Executive Page

SIOPSA 2020 (Strategic Focus) Page

New SIOPSA Structure Page

Scope of Practice and Ethics Page

International Recognition Page

Emerging Psychologists Page

Communication Page

Ratification Page

Annual SIOPSA Conference Page

CPD and eCPD Page

Social Media Page

Regional branches – PTA, JHB, CT, KZN, EC, NW Page

Interest Groups Page

Society Administration Page

Membership Page

Constitutional Matters Page

Financial Reports

• Financial Position and Status

• Income Statement

• 2014 Outlook

• Budget

Page

Closing Remarks Page


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Highlights

• SIOPSA 2020 Strategy - From aspiration to implementation

• SIOPSA is in the process of registering as a CPD Accreditor with the HPCSA.

• eCPD service has been extended both in scope (i.e. to ALL members) and extent (i.e.

24 Clinical CEUs and 6 Ethical CEUs) at no additional cost. .

• 2553 CEU’s provided via AOSIS to SIOPSA members

• Development of an intern database, as well as the student hub housing emerging

psychologist content on the SIOPSA website.

• One-day emerging psychologist workshops hosted in Gauteng and Western Cape (in

conjunction with UCT) by the regional branches.

• 16th Annual SIOPSA Conference: “Partnering for Performance” featuring three

specific themes, i.e. Entrepreneurship, Growth and Leadership.

• SIOPSA CSI project focused on Empowering the Social Entrepreneur.

• SIOPSA embraced the digital age through the establishment of its official social

media platforms, delivering added value to members, and showing increased growth.

• Foundational work conducted in establishing an open-access peer-reviewed,

practitioner focused publication aptly titled “Industrial and Organisational

Psychology in Context”, or IOPIC (pronounced eye-op-ik).

• Launch events of the SIOPSA North West and SIOPSA Eastern Cape Branches

• Various regional SIOPSA branch events, catering for CEU requirements and offering

the opportunity to network and share knowledge amongst members and non-

members alike.

• Launch of the Code of Practice for Registered Psychology Practitioners in Coaching

by IGCCP

• Developing and facilitating the Foundational Coaching Workshops (IGCCP)

• Committed and continued engagement by People Assessment in Industry (PAI), on

behalf of SIOPSA, with Government to lobby for input into the EE legislation.

• Establishment of IGSPO – the Interest Group in the Systems Psychodynamics in

Organisations • Hosting of a three day experiential conference by IGSPO

• Sustained efforts by EXCO members to have the knowledge generated by the Future

Fit initiative become practical, ensuring implementation.

• Committed, enthusiastic and service orientated administrative staff

• Increased fiscal discipline brought about by judicious application of treasury policies

and procedures.

• Enduring energy and committed engagement from a supportive Executive


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Reporting Period

This report highlights the activities and key issues addressed by the Society for Industrial and

Organisational Psychology from 29th July 2013 until 1st July 2014. Regarding the Society

financial reporting (audited) in this Report, the period spans the previous financial year from 1

January 2013 – 31 July 2013.

Date of issue: 5 July 2014

SIOPSA President 2014 André Westraat


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Message From the President

When I took up the role as President of SIOPSA in 2013, I assumed the role in the full

knowledge that it will be challenging, stimulating and ever so engaging; my how I misjudged

myself…

Fulfilling the role of President has left me with an enduring feeling of pride for the profession I

practice, and the Professional Society I belong to. The year has thrown up several challenges, all

of which I was able to manage with the help of an outstanding Executive Committee. Serving on

the SIOPSA Executive is a selfless act, and I want to applaud and thank each and every member

of the current executive for their outstanding contribution to expanding the breadth, depth and

width of the Society in order for it to take the next step on the journey of growth and maturity. I

am sad to report the loss of Petrus Nel, Ophilia Ledimo, Danie Oosthuizen and Ester Kruger as

EXCO members during the year, due to work commitments. To them as well go a word of

thanks for their contributions. This year, it is exactly 30 years that IO psychology is organised in

SA; from SIP to SIOPSA, and all the guises in between. My dream, as always has been to impact

the Society and the profession for the advancement of everyone. With this in mind, it was my

privilege to co-design the strategic plan for SIOPSA to guide our actions towards achieving the

SIOPSA 2020 objectives.

I still maintain that, as with many other professions, the need for transformation is paramount.

The profession of I/O psychology can, and must, take up its role as the leading change agents in

South Africa. We have as been challenged to rise to the occasion, to answer the call of the

country to move from mediocrity to excellence. During my presidency, I have consistently acted

in order make a meaningful impact in realising the dreams, desires and expectations that the

members of SIOPSA have. Collectively harnessing the potential of each of our members,

formally and informally, we have achieved significantly. When I took office, my “war cry” was:

“So, let’s get working…” I can confirm that we have, to the benefit of SIOPSA.

To conclude, a word of thanks to my Heavenly Father for the guidance, patience, wisdom,

strength and endurance He has granted me to lead SIOPSA the past year. I vow to fulfil my role

as outgoing vice president with commensurate passion and commitment. To Kim Dowdeswell,

my successor, I wish the best of luck, heaps of fortitude and wisdom to carry on the great work

that generations of presidents have started. Please know that you have my full support, and the

collective wisdom of the advisory committee to guide your steps.

Kind regards

André Westraat SIOPSA President, 2013/2014


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SIOPSA EXECUTIVE

The SIOPSA Executive Committee 2013/2014

President André Westraat (elected)

Past President Karel Stanz (elected)

President-Elect Kim Dowdeswell (elected)

Secretary Manoko Matlala (elected)

Treasurer André Lombard (elected)

Communication Hema Parbhoo (elected)

Conference Co-ordination Shirleen Titus (elected)

CPD and eCpd Dr Llewellyn van Zyl (elected)

Emerging Psychologists Christopher Beukes/Alison Felix (elected)

Strategy Lourens van Schalkwyk (elected)

Strategy Alison Felix (elected)

Strategy Andrew Johnson (elected)

Interest Groups

Interest Group in Coaching & Consulting Psychology (IGCCP)

Steven Breger (elected and ex officio)

PAI (IG) Jorn Dannheimer (elected and ex officio)

Interest Group in System Psychodynamics Organisations (IGSPO)

Frans Cilliers (elected and ex officio)

International Association of Cross Cultural Psychology (IACCP)

Deon Meiring (elected and ex officio)


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Regional Branches

KZN Branch Chair Carin Bergh (ex officio)

JHB Branch Chair Ntswaki Raboroko (ex officio)

PTA Branch Chair Johan (Ollie) Olwagen (ex officio)

WCape Branch Chair Aretha van der Merwe (ex officio)

Eastern Cape Branch Chair Frik Nortje (ex officio)

North West Branch Chair Lene Jorgensen (ex officio)

President-Elect 2013/2014

One nomination for President-Elect were received namely Kim Dowdeswell.

Nominee Nominated Seconded

Kim Dowdeswell Nadene Venter Theo Veldsman

Congratulations to Kim Dowdeswell for her election as President Elect.

The President Elect for 2014/2015 will be elected during the Society’s AGM on 22nd July

2014.

Meetings

The Executive Committee met five times during this reporting period on the following dates:

Meeting dates of the Executive Committee

28 July 2013

5 September 2013

14 November 2013

30 January 2014

28 – 29 March 2014 (STRATEGY)

4 June 2014 (STRATEGY)


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SIOPSA 2020 Strategy

From aspiration to implementation

Through various iterations during 2011 and 2012, the AGM adopted a roadmap for the future

of SIOPSA called SIOPSA 2020. It entailed the following:

1. To establish the benefits of IO psychology as a profession and SIOPSA as the leading

professional society on “people matters” in the workplace.

2. To create a professional society with which all current and future IO Psychologists in our country want to be associated.

3. To establish SIOPSA as a regulatory body for IO Psychology in South Africa.

4. To run SIOPSA as an effective business with services to its members and other

stakeholders.

During 2013 it became clear that, although inspirational and providing broad direction, the

four “dreams” led to a lack of focus. There was a need for a clear, coherent and compelling

vision to create goal-directed behaviour towards achieving the initiatives. Also, the dreams

were not sufficiently externally focussed and did not compel action as forcefully as strategic

objectives and imperatives might have done. As such, the Executive set about creating a

strategic plan consisting of a related vision and mission statement, and various key directives,

re-interpreted form the original four Dreams”, that would give rise to specific actions to achieve

SIOPSA 2020.

OUR VISION

To promote IO Psychology as a profession and SIOPSA as the leading professional society for

the application of psychology in the workplace.

OUR MISSION

“As human behaviour specialists, translating the scientific body of IO Psychology knowledge

into fit-for-purpose practices to promote business objectives, and helping employees flourish.”

OUR PURPOSE

SIOPSA exist in order to serve its members. To this end, the Society strives to create conditions

in which Industrial and Organisational Psychologists will be able to deliver efficient and

effective services to the benefit of all in South Africa. Collectively, our purpose is to encourage

the existence of fair and humane work situation in South Africa, to which all have an equal

opportunity of access and within which all can perform according to their abilities, can develop

to their full potential and can experience a high quality of work life.


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TIME FRAMES

2014-2015 “Gearing for growth”

2015-2017 “Growth through innovation and excellence”

2017-2020 “SIOPSA - the leading and self-regulatory body for IOP in SA”

FOCUS AREAS/ENABLERS

BUILD A STRONG AND REPRESENTATIVE MEMBERSHIP

• To create a professional society with which all current and future IO Psychologists in our

country want to be associated with

• Increasing the membership base in sectors not traditionally active in SIOPSA, e.g. black and

younger professionals

• Give input into the education of future IO professionals, based on the scientist/practitioner

model

• Provide direction to educational institutions with regard to workplace related research

topics

• Assist future IO professionals in attaining full professional status through internships

• Assist future IO professionals with jobs opportunities

• Act as intermediary in facilitating mentorship opportunities for IO professionals

• Stimulate interest amongst students, particularly black students, to pursue a career in IO

Psychology

QUALITY ASSURANCE THROUGH SELF-REGULATION

• To establish SIOPSA as the statutory body for IO Psychology in South Africa

• EXCO to research and engage in conversation with similar professional bodies on the road

towards self-regulation

CUSTOMER-FOCUSED SERVICE DELIVERY

• To run SIOPSA as an effective business, with services, to its members and other stakeholders

Activate and energise members to gain active involvement in the committees and regions of

the society

• To set up and sufficiently staff a permanent SIOPSA office

• Establishing SIOPSA’s online presence via the internet and other social media platforms

• Investigate and implement professional services to members and stakeholders (e.g. training,

mentorship programmes and information repository)

• Register SIOPSA as an accredited CPD accrediting agency


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The following is a brief snapshot of the roadmap to help successive Executives to move from

inspiration to implementation:

The following operational opportunities were identified to be actioned by the incoming EXCO.

• Finalise the developed strategy and ensure commencement with implementation

• Nominate members to join HPCSA

• Create a customer experience monitor

• Establish a document repository for HPCSA and relevant, related documents

• Establish an Online networking forum (phpBB3)

• Identify and operationalise a CSR project for SIOPSA

• Partner with academic institutions to establish their needs

• Establish and populate a database of NGO’s/NPO’s

• Establishing IO Psychology profession and /SIOPSA as brand champion in the eyes of

business through a branding exercise

• Convert current “guests” of SIOPSA into fully-fledged members in line with the SIOPSA

constitution

• Ensure an enduring organisational presence through Public Relations initiatives.

Our Vision

To promote Industrial and Organisational Psychology as a profession and SIOPSA as the leading professional society for

the application of psychology in the workplace

Quality Assurance through Self-

determination

Customer Service Delivery and Excellence

Strong and Representative

Membership

Our Mission

As human behaviour specialists, we translate the scientific body of IO psychology knowledge into fit-for-purpose practices

to promote business objectives and help employees flourish

SIOPSA run as an effective business to

the benefit of its

membership Establishment and acknowledgement

of SIOPSA as a self-regulatory

body

Setting standards for

a generic competency framework

for an IO Psychologist

Establishment of positive,

mutually beneficial

relationships with regulatory

bodies

Build SIOPSA as a strong

brand amongst all

stakeholders

Bridge the science-

practitioner gap with

business and the broader community

To be a representative

society by 2020

Continuous and

collective blind spot

checks


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SIOPSA Structure

An enduring organisational principle is that “structure follows strategy”. As such, the current

committee-based structure for the Society, which we have consolidated over the last year, will

be enhanced to make sure that it supports the re-interpreted dreams through the new strategy.

The main objectives of the structure were:

• To allow for a refocus on strategic matters.

• To create greater capacity that will lead to improved progress on operational matters.

• To foster longevity and continuity in focus through increased participation.


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Ethics

During the 2013/2014 AGM a dedicated Exco position was established with a focus on

Ethics. This portfolio had previously been executed in the Secretariat. The new Exco position,

was allocated to Dr. Danie Oosthuizen whose key deliverables were member communication on

ethics, embedding of the Oath for Industrial Psychologists, consolidating previous SIOPSA

sponsored research work as well as the Code of Conduct for SIOPSA members. Dr. Oosthuizen

has since, due to work pressures, excused himself from Exco and the role, which was then

transferred back to the Secretariat.

The focus going forward in this portfolio will be on creating more platforms for Industrial

Psychologists to take the Oath, and to present an opportunity for those who cannot make it

to the Conference to participate in this noble and ethical cause. The Secretariat will continue

to consolidate and communicate all ethics related information to members, with the assistance

of Ethics representatives in the different branches. SIOPSA will continue to offer Ethics based

events and/or interventions to ensure continued professional development in this regard, thus

empowering our members.

Prepared by Manoko Matlala

Constitutional Matters

It has been said that "No people should give government power over them, without first setting

conditions on the use of that power”, such is the purpose of the Constitution. To this end, the

SIOPSA constitution acts as the cornerstone for the existence of the Society. It sets out the

purpose and intent; it provides direction and set the benchmark for how the Society is

operated. The constitution forms our identity, determines the boundaries of our being and

ensures that, as a Society, we can never lose focus of our main objectives. The constitution is

not a document that should be changed or altered on a whim, but it also does not mean that it is

set in stone. A “living” constitution however helps the Society to stay relevant and brings about

a level of agility that ensures that the Society does not stagnate.

It was resolved in the previous year that EXCO will undertake a thorough review of the

constitution during the 2013/2014 financial year. The proposed changes were delayed for

another year as the focus shifted towards a new strategic outlook and implementation plan for

the Vision 2020 for SIOPSA. EXCO took a view that it will be more beneficial for a proper

constitutional review to be conducted once the new strategic outlook and implementation plan

have been finalised presented at the AGM. In this way, EXCO can ensure that the review is

aligned to the SIOPSA Vision 2020 and beyond.

Prepared by Manoko Matlala


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Emerging Psychologists

Emerging Psychologists can be likened to the junior members of any prominent sports team. If

there is no team of junior members, there is little or no continued succession (never mind

success) for that senior team. The pool of upcoming talent has to understand the skills and

game-plan required and has to be representative of the supporter audience that they play for.

This also holds true for Industrial Organisational (IO) Psychology. Emerging Psychologists

(formally referred to as IO Psychology students or interns) are the future of Industrial

Organisational Psychology as a profession. It is the responsibility of all registered IO

Psychologists to encourage, support, direct and mentor them as they transition from learners

into practitioners. Acknowledging young IO Psychologists as the future of the profession, the

professional title of Emerging Psychologists has been bestowed upon them. The belief is to

entrench a quality of professionalism into this emergent group of the existing

IO Psychology community.

SIOPSA acknowledges the Emerging Psychologists as the profession’s future with the formation

of the Emerging Psychologist Committee. This Committee assists SIOPSA in specifically focusing

on emerging psychologists and identifying and addressing their needs. It provides further

support as an active link between education and practice through application of a more

practical focus to the professions’ requirements.

Some of the emerging psychologists’ needs that have been identified over the last few years by

the Committee and that continues to be the “show-stoppers” in their professional development

and progression, are: • Understanding what Professional Practice entails – obtaining key, practical knowledge and

skills to translate and apply their academic education into practice, i.e. how to practically

exercise the role of an IO Psychologist.

• Navigating their way through professional registration as an IO Psychologist and Continued

Professional Development (CPD)

• Gaining opportunities to apply their knowledge and obtain guidance in that application –

internships and relevant work experience

• Linking with the professional IO Psychology community as well as making in-roads into the

business community e.g. through networking and mentoring opportunities

In 2013-2014, SIOPSA has addressed specific challenges of Emerging Psychologists. Amongst

several, the development of the intern database, as well as the student hub which will house

emerging psychologist content on the SIOPSA website has been established. By actively

addressing these needs and engaging with emerging IO Psychologists and Universities, SIOPSA

continues to advocate the profession of IO Psychology. The main objective is for SIOPSA to

harness the young potential and passion that exists and to create a talent pipeline for our

profession.

Three top priorities for the next 12 months are:

1) Demystifying the practical requirements for registration,

2) Engagement and application of IO Psychology as a profession

3) Diversifying the profile of IO Psychologists, especially young, developing professionals.


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The above priorities speak directly to the point of transformation. As the context of what we do

as IO Psychologists constantly changes through the influence of a changing business world, the

demographics of IO Psychologists requires more representation of the South African society.

This is not only for the profession to remain sustainable and ensure its continued existence; but

also so that the custodians of the profession (emerging and registered IO Psychologists) are

viewed as relevant and fully understanding of and addressing the clients’ needs. The current

dominant profile of the IO Psychology community is represented by the following

demographics: White, Afrikaans, Female, Middle-aged individuals who are generally employed

in large organisations. SIOPSA has committed to taking accountability for leading this

important change in the profession as is directed by the macro environment in our country

which is inclusive of a diverse South African population. At a micro-level for the Society, the

greatest opportunity for growth resides in this group, i.e. Emerging Psychologists which is

evidently becoming more diverse and representative at University level.

Transformation initiatives are to:

1) Actively market SIOPSA to a diverse group of students at Universities

2) Actively engaging with undergraduate and post-graduate IO psychology students

3) Actively engage with interns and recruiting them as SIOPSA members thus allowing

them to fulfil their need for affiliation towards a professional body.

It is with an abundance of gratitude and commitment in which a pipeline of IO Psychologists is

support to fit into the complexity the future world of work.

Prepared by Alison Lodewyk-Felix

Communication

Last year SIOPSA had a mandate in terms of the Marketing and Communication Strategic Intent

(2013-2014)

a) To ensure that SIOPSA continues to grow its brand in South Africa and internationally,

by building on the existing Marketing and Communications Strategy

b) To retain existing members through raising the importance and influence of the IOP

Professional in the workplace

c) To grow our membership base through communicating Brand Identity and Awareness

in the field of work and society

d) To demonstrate that the journey we have been on and continue to walk, support the

emphasis of Equality for all South Africans

In terms of an update the following highlights have been achieved:


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Brand Identity

- Great emphasis has been placed on enhancing the current brand identity through

various initiatives. This includes introducing the new SIOPSA branded clothing,

conference bags and pens.

- The goal is to consolidate the various fragmented efforts into a more consolidated and

integrated SIOPSA brand image

Social Media

- There has been consistent effort in terms of enhancing the brand through various social

media platforms i.e. Twitter, Facebook and LinkedIn

- Plans to enhance our digital marketing platform for our 2015 annual conference

Corporate Social Investment (CSI) - We have embarked on forming various strategic partnerships that will assist in

elevating our professional footprint

- This includes a recent partnership with the UJ Centre for Social Entrepreneurship and

Social Economy (CSESE), within the Faculty of Management, UJ. They have established a

social business incubator for upcoming entrepreneurs. The purpose of the CSESE- UJ

social business incubator is to assist with the growth and development of social

enterprises with the aim of helping these enterprises become more sustainable and in

turn to be part of stimulating the economy.

- The aim is of the partnership with SIOPSA is to encourage members who are academics,

business professionals and students to participate and to make their technical and

managerial skills available to the social economy as coaches and mentors.

Regional Events - There has been an increase in terms of hosting regional events and a concerted effort

has been made to provide people outside Johannesburg with key events and guest

speakers that added value to them as fellow professionals

Membership Base - Over the years there have been various efforts to involve and mobilise students. Each

year SIOPSA utilises the services of eager students who come through and volunteer

their services at our Annual Conference

We hope to continue on this positive path and look forward to the mobilisation of all of our

members going forward to further embed our SIOPSA footprint both nationally and globally

thereby elevating our overall brand identity.

Prepared by Hema Parbhoo

Ratification

During the period under review, various membership applications were ratified according to

the SIOPSA Constitution.


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Conference

With a Conference Theme of “Making a Difference in the Future World of Work”, SIOPSA 2013

aimed to look at new ideas related to themes such as digital transformation, financial fragility,

“greening”, sustainability and the impact of social media on the workplace. Experts within our

industry, and outside, where part of the journey of making sense of the IOP Contribution in the

new world of work. There were a few “firsts” during this Conference –

• A CSI project to donate school shoes to underprivileged children. A fantastic

contribution by our society that made the media!

• A powerful address by Minister Trevor Manual on the National Development Plan,

calling IOP’s to support the nation’s growth.

• Using TED Talks to get more exposure to international thought leaders in related subject

fields

• Colleagues taking the IOP Oath for the first time at the Conference

Other highlights included the illuminating talks of Clem Sunter, and Prof Adrian Furnham. The

recorded inspiration message from Prof Deo Strumpher had us thinking about “Advanced Age

and Conscientiousness”. The valued contribution of 11 Workshops, 33 Posters, and 77

Presentations, Symposiums, and Panel Discussions were evident in the feedback received from

members:

Figure 1: Members Opinion regarding Program Content


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The SIOPSA Conference would certainly not be viable without the contribution of our sponsors.

We would like to say a special “thank you” again to the following organisations:

• Platinum Sponsor: SHL

• Gold Sponsors: EOH and TTS

• Silver Sponsors: Bioss SA and Phia Henning and Associates

Also heartfelt thanks to all the exhibitors for considering our conference your marketing space.

The following exhibitors attended the 2013 Conference :

• Hay Group

• Latitude 26

• Psytech SA

• ALQMIE

• Evalex

• Connemara

• SIOPSA

• University of Pretoria

• Saville Consulting

• Centre for Creative Leadership

• Integrity International

• JvR Group

• Maccauvlei

• University of Johannesburg - Department of Industrial Psychology and

People Management

• Knowledge Resources

• ACSG

• SABPP

• HCI

• HPCSA

In addition, thank you to each and everyone who attended the 2014 Conference. Without our

members support and contributions, we would not have been able to create a place of learning

and connecting such as our Annual Conference.

Prepared by Ester Kruger on behalf of the 2013 Conference Committee

The 2014 conference

One of the major annual events which bring together new awareness, ideas and interesting

people, is the Annual SIOPSA Conference, which is being held from 21 – 23 July 2014 at the

CSIR in Pretoria. In support of the growth of our members, and the profession in general, the

Annual SIOPSA Conference’s theme, Partnering for Performance will feature three specific

themes, i.e. Entrepreneurship, Growth and Leadership.

The 3-day Conference flow will be structured through keynote addresses, facilitated panel

discussions, workshops, master tutorials, individual presentations, posters and roundtable

discussions which will all be led by relevant professionals. Professor Andréw Thatcher and the


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elected Abstract Review Committee have carefully reviewed over 100 submissions from

academics and practitioners. This Scientific Review Board was stringently selected on the basis

of subject matter experts who have both local and international credibility and is skilled in the

applied scientific integrity of the field of Industrial and Organisational Psychology.

Our invited keynote speakers will share their expertise in topics related to South African and

Global Best Practices for Individual, Team and Organizational Growth. Some specific focus

areas will include Official updates, Future Fit trends, Emerging Psychologists, PAI and

introducing a Code of Good Conduct in Coaching Psychology. An Oath Ceremony will enable

IOP’s to commit to the Ethical Standards and Practices of the profession. In weaving together

the three themes, the conference will close-out through a Partnering Café and the application

of an open space technique where all stakeholders can share and listen to insights made at the

conference.

SIOPSA continues to consider social responsibility as a key strategic imperative thus

demonstrating their commitment to socio-economic growth in the wider South Africa. We have

embarked on a CSI project which is focused on Empowering the Social Entrepreneur. This

project will be launched at the conference and we aspire to raise 1000 hours of time sponsored

by all practitioners who wishes to reciprocate goodwill towards social enrichment.

All conference delegates who are registered with the HPCSA will be entitled to a maximum of

24 CPD points for three days of participation and attendance.

We look forward to welcoming you at SIOPSA’s 16th Annual Conference where you will

experience a conference setting which fully utilises the Scientific-Practitioner model.

Prepared by Shirleen Titus on behalf of the Conference Committee

CPD and eCPD

ORIENTATION

Along with following the normal status quo, the 2013/2014 cycle has provided exciting

opportunities for the continuous professional development portfolio. First, SIOPSA is in the

process of registering as a CPD Accreditor with the HPCSA. Second, the eCPD service has been

extended both in scope (i.e. to ALL members) and extent (i.e. 24 Clinical CEUs and 6 Ethical

CEUs) at no additional cost. Each of these will be discussed below.

CPD ACCREDITOR STATUS

During this cycle we have investigated the possibility of registering SIOPSA as a CPD Accreditor

with the HPCSA. Accreditor status implies that in the future members/non-members will be

able to apply to SIOPSA for the CPD accreditation of their activities (e.g. seminars, workshops,

journal clubs etc.). We have found that this is a viable option for SIOPSA, not only as a value

added service for members and a potential income stream for the society, but also to aid in the

establishment of a mutual beneficial relationship with the HPCSA. This does present three

rather significant challenges: (a) the current EXCO needs to submit for a voluntary CPD audit

(individual level), (b) SIOPSA needs to submit for a voluntary CPD service Provider audit

(organisational level) and (c) new administrative systems need to be developed. Each of these


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challenges will need to be addressed in sequential phases. The proposed project plan for

execution is presented below:

Phase 1: EXCO Audit Submission – 28 August 2014

Phase 2: SIOPSA Audit Submission – 30 September 2014

Phase 3: CPD Accreditor Application Submission – November 2014

Phase 4: Administrative systems – November 2014

GRATIS eCPD SERVICE

The eCPD service provided by AOSIS (Pty LTD) was introduced during the 2010/2011 cycle at

a subsidised rate to members of SIOPSA. After investigation the feasibility of presenting this

service at no cost to members, the ‘free’ eCPD service was initially introduced on a proof of

concept basis to full members during the third quarter of the 2012/2013 cycle. Full members

were able to obtain 24 CEUs of which 6 were ethics. Due to the demand presented by full

members in this free service, it was extended to all members of the society. In our negotiations

with AOSIS we originally bargained for 500 members to use this service. The associative cost of

this proof of concept was R33 000 excluding VAT. In April 2014, we renegotiated with AOSIS to

implement this service for a two year cycle, whilst we develop the systems required to

internalise the eCPD function. The outcome of the discussion was that members will now be

able to satisfy ALL their CPD requirements required by the board at no additional cost.

All paid up members of the society will now be able to obtain all 24 Clinical and 6 Ethical CEUs required by the Board.

In essence SIOPSA, through AOSIS, will provide the following eCPD activities to all SIOPSA

Members at no cost:

• 8 x 3 (Clinical) CEU/CPDs activities via SAJIP articles per year per member.

• 1 x 6 Ethics CEU/CPDs activities via SAJIP articles per year per member.

• This comes to 30 CEUs per member per year.

• The CPD certificates will be issued under the eCPD Healthcare Accreditation

number.

Therefore, by joining SIOPSA all your CEU needs are covered. We hope that this would aid in

not only satisfying the needs of our current members, but also to aid in growing membership.

BUSINESS AS USUAL

Further to the above, it was again “business as usual” within the CPD portfolio. SIOPSA was

again accredited as a CPD service provider in February this year (Dated December 2013 to

December 2014) and was able to offer a number of CPD accredited events. A total number of

154 CEUs (of which 14 were ethics) was provided this cycle.

Similarly, it would seem as though members have capitalised on the eCPD service. Table 1

provides an overview of the utilisation of the eCPD service through referring to unique logins to

the AOSIS servers per month as well as the total amount of CPD points claimed by members. A

total number of 2553 CPD points were claimed by members.


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Table 1 – eCPD overview

Month Unique Logins

CPD Points Claimed

Apr-13 100 0

May-13 128 48

Jun-13 110 93

Jul-13 110 96

Aug-13 136 117

Sep-13 127 156

Oct-13 168 285

Nov-13 140 234

Dec-13 135 198

Jan-14 176 354

Feb-14 165 273

Mar-14 277 699

Total 1772 2553

OBJECTIVES FOR THE 2014/2015 CYCLE

With this in mind the 2014/2015 cycle poses interesting challenges and opportunities for

SIOPSA. First, our aim is to register SIOPSA as a CPD accreditor. Secondly, we will be

investigating, developing and piloting mechanisms to internalise the eCPD function by the

2016/2017 cycle. Finally, our objective is to ensure that SIOPSA continues to provide its

members with quality CPD activities, events and conferences. We commit to the continued

strive towards service excellence in this portfolio.

Social Media

ORIENTATION

Tweets. Twits. Facebricks. #hashtags. And ‘That site where you can watch those funny videos of

cats on the interwebz’. These and many other labels are used to describe mechanisms and

platforms to connect individuals through the internet. These platforms are used for various

purposes ranging from information sharing to marketing. In 2012/2013, SIOPSA embraced the

digital age through the establishment of its official social media platforms. These platforms

provided the Society with the opportunity to engage with its members, to build networks, to

share ideas and to stimulate conversation around crucial topics.

THE YEAR IN A NUTSHELL

The key objective for the 2013/2014 cycle was piloting initiatives directed towards the

effective utilisation of these platforms in order to drive growth and ‘organic reach’. A trial and

error methodology was followed to determine factors associated with membership growth and

membership engagement with the various platforms. First, two new ‘managing members’

(Steven Breger & Johan van der Nest) was employed on the Facebook platform. This aided in

establishing continuity in engagement strategies, member interaction and posts. Secondly, we

investigated the establishment of ‘separate’ profiles for branches and interest groups linked to

the main platforms in order to evaluate the effectiveness of the strategy. The process worked


21

particularly well on interest group level however failed to drive the appropriate traffic on

branch level. This will have an impact on the development of a social media strategy and brand

management of both SIOPSA and its interest groups. Third, Hootsuite (as a social media

management mechanism) was utilised during the last quarter of this cycle to manage the

various platforms. The software aided in not only the management of the platforms but

provided rather interesting analytics. For example, at the time of writing this report 329

individuals had listed SIOPSA membership on their LinkedIn profiles. It also provided an

indication of SIOPSA’s geographic dominance (Johannesburg, and Cape Town). The analytics

aids us in understanding the impact and extent of the brand within South Africa. Finally, the

use of YouTube as a platform for eCPD related activities were investigated. Mixed reactions

were received from the HPCSA relating to this matter. A proof of concept will be required to

get the formal go-ahead from the HPCSA. We will further this matter in the 2014/2015 cycle.

GROWTH IN SOCIAL MEDIA MEMBERSHIP

Table 2 provides an overview of the growth experienced since the previous cycle. All the

platforms have grown significantly since launch and we notice that more members are

engaging with its content. Of particular notice are the growth and content engagement

strategies of the Facebook profile. Users seem to interact much more openly and freely than on

LinkedIn and therefore Facebook should be positioned as the distribution method of choice

when it comes to SIOPSA related matters. For the 2014/2015 cycle, our aim will be to grow

member interaction by 50% and increase platform membership by another 25%.

Table 2 – Social Media Growth

Social Media Platform Membership 2012/2013 Membership 2013/2014

LinkedIn 886 1262

Facebook 237 502

Twitter 36 233

Youtube 5 312

CHALLENGES AND OBJECTIVES FOR THE 2014/2015 CYCLE

However, we have also identified various aspects which may affect our membership growth

and engagement strategy. The main factor identified relates to the adoption of social media by

our members. The social media committee established that some members perceive

themselves as not being ‘tech-savvy’ and therefore is unable to fully benefit from the functions

of SIOPSA’s social media platforms. To address this, the committee aims to provide members

with workshops on the use, function and benefits of social media for IO psychologists during

the 2014/2015 cycle. Through this, we hope that members will be able to adopt social media

both as a tool in practice, and embrace the benefits of the digital era. #SocialmediaFTW


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SIOPSA’s Industrial and Organisational

Psychology in Context (IOPIC)

ORIENTATION

During the second quarter of 2013/2014 cycle, SIOPSA, in line with Dream 4 of its 2020 vision

(to provide real benefits to members in terms of access to new information, latest trends, and

guidance or advice from experts) resolved that there is a need, within the market, for a

practitioner friendly publication aimed at the Industrial Psychologist.

The need for such a publication stems from the fact that no publication currently exists within

the South African market that caters exclusively to the latest trends in industrial/organisational

psychology. Both the South African Journal of Industrial Psychology as well as the South African

Journal of Human Resource Management caters almost exclusively for academics, scientists and

students. Popular magazines such as HR Future and People Dynamics cater for the human

resource practitioner. This leaves a gap in the market as no publication bridges the gap

between the pure academic and popular press. Consequently, a mainstream publication with

academic/scientific credibility is needed to fill this proverbial gap in the market.

ADDRESSING THE NEED

This need was to be addressed by the publication of an open-access peer-reviewed, practitioner

focused publication aptly titled “Industrial and Organisational Psychology in Context”, or IOPIC

(pronounced eye-op-ik), under the Editorship of Llewellyn van Zyl (UNISA) and Kim

Dowdeswell (CEB). The purpose of IOPIC would be to provide a scientifically sound, non-

commercialized practitioner-focused outlet for reports, latest trends, practical tools and

scholarly commentary on the science, practice and teaching of industrial and organisational

psychology in South Africa. The focus would be on translating the “science” of IOP into

“practice” and to provide practitioners with a valuable companion to their active practices.

This practitioner focused publication was to be presented between the commercial (e.g. HR

Future) and pure academic publications (e.g. SAJIP) in order to provide academics,

practitioners, field experts (and the like) with a platform through which to disseminate “new

information, latest trends and guidance or advice from experts” of the latest IOP trends. The

focus will be to stimulate theory and practice building through the dissemination of latest IOP

trends in a ‘practice friendly’ manner. Similarly, it will be aimed at providing authors with the

opportunity to share and test ideas with both the ‘scientist’ and the ‘practitioner’.

As with a traditional scientific journal, IOPIC would be comprised of an Editorial committee to

manage the day-to-day management of the publication and a science-practitioner advisory

committee. The Editorial committee will be comprised of an Editor-in-Chief, Associate Editor

and Specialist-practitioner section editors. The advisory committee will act in a consultative

capacity to the Editorial Committee concerning matters related to the scientific merit and

practical contribution of articles and operations of IOPIC. These members will be serving as

ambassadors for IOPIC based on their academic and professional standing in the IOP

community and to advise on the future direction of the journal.


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Against this backdrop, the initial aim was to launch two trail publications in 2014 (Volume 1:

Issue 1 & 2) to proverbially “test” the interest and impact of the publication. As such the self-

publication process was initiated. First, the target market was assessed and a risk-benefit

analysis was conducted in order to establish the viability of the journal. Second, in line with the

findings of the assessment, journal’s scope and distribution channel was clarified. Third, the

publication guidelines and submission processes were developed. Fourth, the proposed

Editorial and science-practitioner committees were contacted to establish the willingness to

contribute to the journal. Fifth, a copy editor was contacted to aid in the layout, typesetting and

cover design of the first Issue. Finally, the title registration as well as the international standard

serial number (ISSN) registration process was initiated.

CHALLENGES AND OBJECTIVES FOR THE 2014/2015 CYCLE

However, due to process constraints with the publications registrar relating to the (a) legal

deposits procedure with the National Library of South Africa (NLSA) and (b) current process

involved in the title registration as well as with the ISSN, the publication process has been

halted until the second quarter of the 2014/2015 cycle.

At the time of writing this report, we can report that all of the above mentioned constraints,

with the exception of the ISSN registration process, have been resolved. Therefore, we are on

track to publish the first issue towards the beginning of 2015. We hope that this publication

would provide a valuable value added service to our members, a possible income stream for

advertising and to build out the awareness of SIOPSA beyond the conference.

Prepared by Dr. Llewellyn van Zyl

Regional Branches

Inter-regional co-operation

The six regional branches – Pretoria, Johannesburg, KwaZulu Natal, Western Cape, Eastern Cape and

North West – continue to be a source of great activity for members, particularly with regards to CPD

events.

Each region has, over the reporting period, made a stirling effort to present dynamic and excellent

speakers on relevant topics. To further enhance this for members, the regions will now be

“nationalising” their approach, with an initiative to share expertise more between the regions,

particularly with regard to importing out-of-province guest speakers. EXCO has also decided to fund

travelling expenses for guest speakers so that they can speak in other regions.

Regional Chairs will continue working together to share regional event feedback regarding the most

popular event speakers and topics.


24

Regional branch membership

Every regional branch has submitted a call for members to get involved in

the committee or in assisting with CPD events. We again reiterate the call to

members to become more involved in SIOPSA and assistance in your region

is an excellent place to start.

Member feedback Event attendees continue to provide valuable feedback, both positive and in the form of suggestions. If

regional events are to continue to be successful, members are urged to give feedback following CPD

events.

Pretoria Branch

Name and surname Position

Johan Olwagen Chairperson

M.A. Themba Treasurer

Louise Coetzee Secretary

Marli Jooste Marketing

Suhail Ramkilawan Student Affairs

1. INTRODUCTION

As Chairperson of the Pretoria Regional Branch I would like to convey my thanks to the

following:

• Our Members: Thank you for your active involvement and participation in the

regional events. As much as you are professionals with busy schedules, your

commitment to your own ongoing learning and growth is always enlightening.

• Our Presenters: The professional input you have provided is and always will be

more important than just building our CPD portfolio. The knowledge and passion

for your topics is shared, networking opportunities are created, and learning

about what IOPs and Psychologists in general contribute has always been as

important.

• The Branch Committee: Thank you for your dedication and hard work over the

last year. It is not always fully appreciated that you voluntarily give up your

personal time to meet, plan and arrange events.


25

• The SIOPSA Executive: We thank André Westraat and his highly committed

Executive for providing guidance, support and an opportunity to open all our

minds about the impact we can and should be having.

2. THE PRETORIA BRANCH COMMITTEE

The Pretoria Branch committee for 2013/14 year consisted of:

Chairperson: Johan Olwagen

Treasurer: M.A. Themba

Secretary: Louise Coetzee

Marketing: Marli Jooste

Student Affairs: Suhail Ramkilawan

As always given the voluntary nature of committee service, life happens. In the past year

we have had to say good-bye to other serving members: Telsa-Ria Karodia-Pillay and

Subashnee Ramiah and thank them for their service

The roles of Chairperson, Treasurer and Marketing will also come to an end at the AGM

in July. Nominations are awaited to fill these roles. We would like our members to give

willingly of their time. New blood is required to take the strategy crafted in March and

June to new heights.

3. HIGHLIGHTS

The following were the highlights for the past year:

• Pretoria was awarded the “Branch of The Year”

• Speaker events held in 2013 (Post Conference and AGM):

o Coaching – Karen Scheepers

o Post-Traumatic Stress in the Workplace – Elka Erlank

o One-Day Student Workshop with the Following Speakers:

� Prof Karel Stanz & Prof Pieter Schaap; Dr Llewellyn van Zyl

(Academic and HPCSA requirements)

� Ms Bongi Sokhela & Ms Subashnee Ramiah (FNB) & Ms Esther

Venter (Comair): Corporate practice

� Col. Piet Bester (MPI): Public Sector Practice

� Ms Kim Dowdeswell (SHL); Dr Nicola Taylor (JVR): Test Publishers

� Mr Steve Renecle (Stephen Renecle & Associates): Consulting

� Prof Deon Geldenhuys: Behavioral Risk Assessment

� Prof Freddie Crous: Consumer Behaviour

� Mr Trevor Reynolds: Aeromedical Psychology

� Mr Pieter vd Merwe Behavioural Economics

• Speaker Events: 2014:

o February 2014: Integrity & Employee Risk Profiling in the Work

Environment (Erna Penning & Mariette Barends) & Employee Moral

Degeneration (Carol Hardijzer)

o March 2014: One Day Coaching Workshop: Foundational Coaching Skills

Workshop in conjunction with the Interest Group in Coaching &

Consulting Psychology (Steven Breger; Aletta Odendaal; Gail Wrogemann

o March 2014: A Whole-Brain Approach to Burn-out (Johan Olwagen

presented to the NW Branch)


26

o June 2014: Why Managers Struggle to Delegate and What to do About It

(Johan Olwagen)

o September 2014: Behavioural Economics (Pieter vd Merwe)

o September 2014: Student Workshop (Proposed)

o November 2014: Bias-Free Assessment: From Holy Grail to Practical

Solutions (Prof Fons vd Vijver)

SIOPSA Student Event Collage


27

Johannesburg Branch


Ntswaki Raboroko Chairperson

Thenjiwe Msomi Treasurer

Manoko Matlala Member

Chris Beukes Marketing

Sunaina Vaghela Students

Talitha Muller Interest Groups

Taryn Marcus Member

Vacancies:

• Secretary

• Interest Groups (from 1 August 2014)

CSI Event

The Johannesburg branch hosted a career day for the Grade 9’s at Ivory Park High School. The

grades 9’s were taken though a career interest self-evaluation session. The branch is looking to

make this an annual CSI event and formally partner with the school.


28

Events

The role of I/O Psychologists as organizational architects: An OD perspective

The workshop explored the topic of organizational systems, productivity and people. The

session was led by Otto Pretorius from QBIT and his colleagues, Herman Roythorne-Jacobs & Lize Kloppers.

Future Events:

• A half day workshop is scheduled for the Joburg branch in August. The focus of the

workshop will be Ethics.

• CSI Event: details to follow


29

KwaZulu Natal Branch


Carin Bergh Chairperson

Susan Ellison Committee

Holly Pittam Committee

Lutfiya Adams Committee

Andréa Hansen Committee

Itumeleng Malabie Committee

Emma Caruth Co-opted

The KwaZulu Natal branch has seen some committee changes in the past year. Susan Ellison

stepped down as chair in order to pursue other goals, and Carin Bergh has been elected into

the role. Susan has stayed on as a committee member however, providing continuity within

the committee. Avanthi Thacker and Connie Ndlovu also moved on to other projects, and we

would like to thank them for their hard work and commitment. We are glad to welcome

Lutfiya who has stepped forward to contribute to the society. Lutfiya will be sharing the

regional marketing and communications role with Susan. Andréa Hansen has also joined

the committee, responsible for the emerging psychologists portfolio. Itumeleng Malabie

joined on the Ethics portfolio. The committee has been fortunate that Holly Pittam is

continuing as Treasurer. Unfortunately, Yurissa Sawyers has stepped down from the

committee, as she recently became a mom. We hope to have her back in future, but wish her

well on this very big venture.

A big thank you to all the committee for volunteering their time and energy to making

SIOPSA a success on the ground.

1. Events

The final event for 2013 was Gamification and Ethics in Assessments with Sandra

Schlebusch and Kim Dowdeswell. We have started 2014 with a focus on the private

practitioner, in line with addressing the challenges that our members face on the ground in

KZN. There is a conscious attempt this year to address the concerns that our members are

facing in terms of providing practical skills or information that can improve our services as

psychologists.

2014 is flying by, and there are value-adding events lined up. The year plan is as follows:


30

Date Event Speaker

March 2014 The IOP in Private Practice

Colette Cavaleros and

Nosipho Xaba

July 2014 The Theory and Practice of

Appreciative Inquiry

Freddie Crous

September 2014 Building Thriving Organisations

through Positive Interventions

Dr Llewellyn Van Zyl and

Lene Jorgensen

October 2014 Assessing the Assessors: The Impact

of Assessor Learning Agility on

Assessment Centre Outcomes

Brandon Pleaner

November 2014 A Whole Brain Approach to Burnout

Johan Olwagen

Unfortunately, we are experiencing some issues with our marketing system. We have received

reports that some members are not receiving any notifications for events, and others are

receiving for the other regions, but not for KZN. If you are not receiving notifications, please

contact the SIOPSA office and let us know so we can rectify the issue.

Eastern Cape Branch


Frik Nortje Branch Chair

Dr Johan Schoeman Treasurer

Dr Sharon Munyaka Student Portfolio

Susan McGoldrick Events and

Communication

Dr Tracy Potgieter Internships/Marketing

The Eastern Cape branch was launched during October 2013 with the screening of ‘Doctors of

the Dark Side’. The intense discussion that ensued after the screening suggested the urgent

desire by professionals especially psychologists to have a platform for dialogue and learning in

their region without the costly trips to other provinces.

2014 Started off very promising with an event on the 18th of March 2014 where Cynthia

Schoeman, an ethics specialist explored the seven key ethical issues that need to be understood

to ensure effective ethics management and to improve an organisation’s ethical status.


31

Other events planned for the year seek to engage and forge relationships with professionals in

our region. In an effort to increase our SIOPSA membership, we have made use of existing

forums or related societies to market SIOPSA. Our planned events will not only be relevant to

psychologists but can be applied broadly to other professionals in the region. Our committee is

actively creating platforms to increase membership into SIOPSA and in turn grow the Eastern

Cape branch.

One such platform is the Positive Organisational Scholarship (POS) unit that was launched two

years ago in the Department of Industrial and Organisational Psychology at the Nelson Mandela

Metropolitan University (NMMU). Spearheaded by Dr Johan Schoeman, he is keen to share

some insights with SIOPSA members following his recent visit to Michigan University for a

workshop hosted by Prof Kim Cameron. In addition, Prof Kim Cameron attended a POS

conference in Johannesburg on 21 & 22 May and Port Elizabeth on the 22nd of May 2014. These

conferences created the platform for the launch of the first POS centre in Africa which will be

administered from the Nelson Mandela Metropolitan University (NMMU).

Another Committee driven initiative is the support being offered to current and prospective

intern IOPs in our region. We had our first session in February 2014 with the interns where

discussions with senior IOPs, newly registered IOPs and intern psychologists ignited various

ideas of how the internship and preparedness for the board exams could be improved.

For continuity of support to the interns, quarterly meetings have been scheduled with the

Committee.

The committee members of the Eastern Cape SIOPSA Branch are as follow:

• Frik Nortje (Chairman). Frik is a Management Consultant at work Dynamics in Port

Elizabeth

• Dr Johan Schoeman (Treasurer). Johan is a lecturer at Nelson Mandela Metropolitan

University

• Dr Sharon Munyaka (Student Portfolio). Sharon is a Psychologist in Independent

Practice

• Susan McGoldrick (Events and Communication). Susan is an Independent Consultant

• Dr Tracy Potgieter (Internships/ Marketing). Tracy is the Group Talent and Learning

Manager at Coca Cola Sabco

North West Branch


Lené Jorgensen Branch Chair

Lizelle Brink Committee Member

Laetitia Gustafson Committee Member


32

Bouwer Jonker Committee Member

Marissa de Klerk Committee Member

Jaco Pienaar Committee Member

Leon de Beer Committee Member

Alewyn Nel Committee Member

The North West province recently established a new SIOPSA branch which is based in

Potchefstroom. The new branch committee has 8 members (photo below) of which Lené

Jorgensen is the elected branch chair. Also from the North=West University are branch

members Prof Jaco Pienaar (Director of the WorkWell Research Unit); and industrial

psychologists Dr Leon de Beer, Dr Alewyn Nel, Mrs Lizelle Brink, Dr Marissa de Klerk and Mr

Bouwer Jonker. Mrs Laetitia Gustafson is an industrial psychologist from the private sector in

Potchefstroom, who also serves as a branch member.

The launch event for the NW branch was held on the 23rd of October 2013 in Potchefstroom.

The event was opened by emerging psychologist and masters student, Bernard Maritz, who

humorously reflected on industrial psychology practices. Proff. Johan Coetzee and Joppie van

Graan followed with an on-stage conversation concerning “Reflecting on the Industrial

Psychology profession: Moments, memories and highlights”. The two professors had the

audience in stitches over anecdotes concerning their 35+ years’ careers. Recognition was also

given to local giants in the I-O psychology profession, namely Prof. Alret Barnard, Prof. George

Sieberhagen and Prof. Marius Stander. The evening was closed with a cheese and wine occasion

whilst networking.

Proff. Johan Coetzee (left) en Joppie van Graan (right).


33

Proff. George Sieberhagen (sitting in front left) and Alret Barnard (right). From the back left is

Prof. Paul Jansern, Prof. Johan Coetzee, Prof. Joppie van Graan, from SIOSPA Manco: André

Lombard and Karl Stanz. Prof Stander, Lené Jorgensen and Bernard Martitz.

NW branch committee (from left to right: Laetitia Gustafson, Bouwer Jonker, Lizelle Brink, Jaco

Pienaar, Leon de Beer, Lené Jorgensen, Alewyn Nel and Marissa de Klerk pictured here with

André Lombard and Karel Stanz, from Manco).

Three events took place during 2014, starting on the 3rd of March 2014 where Johan Olwage

from the Pretoria branch educationally entertained the mostly student-audience on the topic: A

Whole-Brain® Approach to Burnout.


34

Prof. Fons van de Vijver from the Netherlands was the guest speaker for the second event on 14

April, with Cross-cultural Psychology in South Africa. During the event Prof. Deon Meiring, from

the Interest group for Cross-Cultural Psychology, also addressed the audience during the event

and announced a student bursary made available.

On the 27th of May Prof. Jaco Pienaar presented an ethics workshop during the third event

which was widely attended for the valuable ethics CEUs. Prof. Pienaar stimulated thought

about ethics and moral philosophy in general. He concluded by saying that if the workshop

managed to instil more questions than answers then it was successful, as these are issues that I-

O psychologists and practitioners in general should ponder more deliberately and that there

are not always concrete answers when it comes to ethical dilemmas.


35

At the conclusion of the third event members and guests were asked which topics interest them

for potential future events.

The results showed the following:

1. Being a young IOP practitioner

2. New technology regarding psychometrics

3. Personality

4. Emotional Intelligence

5. Psychology-related topics

6. The IOP practitioners’ guide to managing stress

What is becoming clearer since the launch event of the NW branch is that the students

(emerging psychologists) especially make use of the networking and learning-opportunities

provided. Although it is still early days, with some growth pains (thank you Rosalie for loads of

patience with us concerning the recons!), we look forward to become an established branch

with the main focus being to prepare emerging psychometrists and psychologists for the

workplace.


36

Western Cape Branch

A new committee was elected last year and consists of the following members:


Aretha van der Merwe Branch Chair

Annemarie Jordaan Administrator and

Treasurer

Johan vd Nest Marketing and

Communication

Christa Botha Events hostess and

Emerging psychologists Adrian Parsadh Emerging Psychologists

Yolandi Janse van Rensburg Social responsibility

project

The committee has, besides the regular events, two goals for the year. The first is to enlarge our

student attendance. Emerging psychologists are the future of our profession and young ideas

and energy are needed to keep building the profession and society. Therefore we want to

establish at least one student chapter this year. The second goal is to give something back to

society in general. We plan a project for young people that are ready to enter the world of work,

but are unable to get a job. The aim is to equip them with information on how to have a better

chance to get a job. It will be in collaboration with the Department of Labour.

We hosted the following events:

4 April: Emerging Psychologists open day: University of Cape Town in

collaboration with SIOPSA and the other two Western Cape universities,

University of Stellenbosch and University of the Western Cape, had a very

successful morning event where the focus was on professional practice for

an I/O Psychologist. There were about 40 students from all three

universities. The committee members of SIOPSA Western Cape were the

speakers on the different fields of I/O Psychology. The students found the

information relevant and it seems if the student day will be a regular

event from now on. Six students indicated their willingness to participate

in discussions to establish a student chapter.

9 May Leadership and Management: From conception to implementation at Eskom and Koeberg Nuclear Power Station

Speaker: Andréw Johnson of the Eskom Leadership Institute

About the topic: Dr. Andréw J Johnson, Industrial Psychologist and heads

up the Eskom Leadership Institute. Their approach starts with lead self,

followed by lead others and leads change. The behaviors associated with


37

the inside out approach are reflected in the Eskom Leadership Brand. In

collaboration with Henley Business School, The Pacific Institute and

Connemara, training and workshop material based on the inside out

approach and the Leadership Brand was developed for the different levels

in the organization.

These development initiatives were rolled out to the three different levels

at Koeberg Nuclear Power Station, the only nuclear power station in

Africa. The Senior Team attended the Leadership Journey, the Middle

Managers attended the Middle Management Program and the Supervisors

attended the Supervisory Development Program.

Andréw Johnson discussed the conceptual leadership framework and the

Eskom Leadership Brand as well as the development of the training and

workshop material based on the aforementioned. The value of the above

training and workshops on the individual and teams as well as the impact

on the business were discussed by the delegates who attended the

program.

The event was also very successful and the feedback from the attendees

was positive and the found the practical implication of the topic very

useful.

Events to come:

Aug Social responsibility project: The project is still in the conception phase

and a discussion with the Department of Labour took place to discuss

ideas and clarify roles. The project will focus on young people who are

ready to enter the workplace but need some skills to do so effectively.

Sept: Ethics in organisations: The Consultant working in Organisations

Speaker: Liezel Groenewald About the topic: Ethics is important for anyone in business. It is

particularly important to consultants because of the high level of trust that

organisations grant them and because of the access that many consultants

have to the confidential and proprietary inner workings of the

organisation that employ them.

Business ethics is about human behaviour in the organisational context. It

is about the values, norms and standards agreed to in the organisation and

the latter’s relationship and interaction with its internal and external

stakeholders. I-O psychologist consultants are on the receiver end of this

process. They therefore need to understand the organisation’s ethical


38

standards, influence it and manage their own behaviour according to their

set principles. These principles are often expressed in a code of ethics or a

code of personal conduct.

Due to the nature of their work I-O consultants have to be able to

recognise ethical issues, make judgments and decisions (based on

generally agreed standards and norms) and behave ethically. This would

be simple, were it not for a variety of factors that can make it difficult to

distinguish between right and wrong.

The presentation will focus on some theoretical background about the

differences and similarities between ethics, legislation and morality as

these are sometimes confused. These differences often lead to ethical

dilemmas or so-called grey areas where the line between right and wrong

becomes blurred. Information in this presentation will thus aim to assist

participants to develop and enhance their principles/code of ethics for

ethical consulting, recognise ethical issues, understand their role in

enhancing ethical business practices, recognise ethical dilemmas and

resolve such dilemmas.

Oct Executive coaching: Using Neuroscience to improve performance

Speaker: Prof Justin Kennedy

Coaching has emerged from a synthesis of many fields including training,

adult learning, consulting, change management, the human potential

movement, psychology and systems science. Each of these fields has their

own models and approaches to coaching. A brain-based approach to

coaching may provide an answer to the challenge of providing an evidence

based framework for coaching.

Every event that occurs in coaching is tied to activities in someone’s head.

(Some people may argue that coaching is more “heart based.” Whatever

your perspective is on this, consider that emotions have correlates in the

brain too.) This means that a brain-based approach should underpin and

explain every good coaching model and provide the field with an

underpinning science. A brain-based approach is going to be inclusive and

bring the disparate field to greater cohesion. Further, a brain-based

approach to coaching looks attractive when you think about the other

contenders for a foundational discipline, the obvious one being

psychology.

From an organizational perspective, psychology suffers from a mixed

history and a perception of being unscientific. A brain-based approach is

something tangible and physical. We live in a materialistic world where

organizations respect things that can be measured. To bring about the

wide- scale use of coaching as a learning or transformation tool, we need

to speak to organizations in a language they understand. The main reason


39

it may be time to build a brain-based approach to coaching is simply how

profoundly useful this approach is. It is interesting to be able to explain in

scientific terms why the brain needs coaches, but it is even more useful to

know how coaching helps the brain improve its functioning. This points us

to ways we can better measure, manage and deliver coaching initiatives,

whether one to one, training internal coaches, or in teaching coaching

skills to thousands of leaders.

Nov Systems Psychodynamics: A Systems Psychodynamic Consultancy

Stance

Speakers: Prof Frans Cilliers & Adrian Parsahd

We know that organisations in South Africa are faced with continual

change as a response to the global and local economic, political, social and

technological realities. At the same time we hear conversations about the

changing role of the I/O Psychologists in organisations to address never

before experienced levels of stress and anxiety. These conversations often

lead to how I/O Psychology experiences identity crises – as was debated

at the 2013 SIOPSA Conference in July. It then makes sense that we need

to extend our levels of competence to cope with change in different ways

to ensure our relevance in consulting towards optimal organisational

functioning.

SIOPSA sees itself as functioning on the forefront of providing ways for its

members to stay relevant in their roles as I/O Psychologist consultants.

Therefore, The Interest Group in Systems Psychodynamics of

Organisations was formally launched at the 2013 SIOPSA Conference in

Pretoria. This interest group aims to serve as a platform towards

stimulating awareness and understanding of, and competence in I/O

Psychological Consulting in organisations below the surface of

consciousness. Our relevance depends on extending our consulting

repertoire in order to serve organisations and clients in different and new

ways towards optimal functioning.

This event which aims to provide an understanding and experiential space

for I/O Psychologists to learn about and explore the role of the systems

psycho-dynamically informed organisational consultant. This consulting

stance involves working above (with conscious, rational, objective

behaviour) as well as below the surface (with unconscious, irrational,

subjective behaviour).


40

Interest Groups

Interest Group in Coaching and Consulting Psychology (IGCCP)

Chair: Steven Breger

Steering-Committee Members:

Dr Aletta Odendaal

Dr Anna-Rosa le Roux

Gail Wrogemann

Dr Marietjie van der Walt

Dr Lynne Ribton-Turner

The IGCCP’s VISION and OBJECTIVES

• To professionalise the domains of Coaching and Consulting Psychology in South Africa.

• To encourage high standards of coaching and consulting grounded in sound theoretical

research and evidence-based scientist-practictioner application, driven by the specific

(client) contexts.

• To develop and grow our knowledge and skills-base by establishing appropriate criteria,

standards and CPD activities.

• To foster cooperative relations amongst stakeholder organisations, government,

regulating bodies, interest groups, psychologists, professional bodies and educational

institutions.

• To continually influence the science and practice, and to stimulate the exchange of

knowledge, ideas and experience amongst international and local psychologists and

other interested parties.

• To promote the development of coaching and consulting psychology as an emerging

theoretical and applied sub-discipline of psychology.

• To monitor and hold ourselves accountable for achieving our Vision, on behalf of

SIOPSA.

An overview of our Interest Group

The IGCCP has, since its inception as the Consulting in Psychology Interest Group (CPIG) in 2006,

focused primarily on establishing and growing a sustainable framework for Consulting, and

now both Coaching and Consulting Psychology, in South Africa.

Since 2007, Coaching was steadily gaining traction within the South African organisational

context. And, with the ever-accelerating global achievements in this domain, Aletta Odendaal

was invited to participate in a global dialogue to facilitate the development of Coaching. This

culminated in SIOPSA signing the Global Coaching Community (GCC) Dublin Declaration on

Coaching in 2008. SIOPSA was then invited to be part of a global network to facilitate the

theoretical, applied and professional global development of Coaching Psychology. In 2009,

Coaching Psychology was incorporated into our Vision, and has become a major driving factor

for the IGCCP. We henceforth became known as the Interest Group in Coaching and Consulting

Psychology.


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During 2010-2012, Dr. Aletta Odendaal and Dr. Anna-Rosa le Roux, the founder and past

Chairperson (respectively) of the IGCCP, established an important and solid foundation through

liaising and establishing key relationships with the international Coaching Psychology

academic fraternity.

We have been actively involved since then:

• Aletta and Anna-Rosa were invited guests and speakers at the 1st International Congress

of Coaching Psychology (London, Dec. 2010).

• The IGCCP were proud organisers and hosts of the 1st Southern Hemisphere Congress of

Coaching Psychology (Pretoria, May 2011).

• The IGCCP Executive sits on the International Society of Coaching Psychology’s (ISCP)

International Steering Committee.

• We provide regular updates on the developments in South Africa for Coaching

Psychology International, the International Society for Coaching Psychology’s (ISCP)

newsletter.

• We have attended and spoken at international coaching psychology congresses, having

visited Dublin, Spain, Rome, Paris, Sydney, Edinburgh, Mozambique and at the

International Congress of Psychology (Cape Town, July 2012).

Stakeholder engagement is everything

It has been an eight-year labour of love, to date, and the IGCCP has come a long way. We have

reached, and continue to work towards, important milestones. Over the years, our journey has

encompassed three overarching Stakeholder-Engagement phases (see Figure 1).


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Figure 1:

IGCCP Stakeholder-Engagement Phases.

Launch of the Code of Practice for Registered Psychology Practitioners in Coaching

In 2013, the IGCCP presented a talk at our Annual SIOPSA Conference, at which we introduced

the draft Code of Practice for Registered Psychology Practitioners in Coaching.

We are proud to announce that we are officially launching this draft Code of Practice at the

2014 Annual SIOPSA Conference.

The Code of Practice is an important document in that it positions the practical requirements

around the professionalisation of Coaching Psychology, in line with international trends. The

purpose of the Code is to ensure that registered psychology practitioners who practice as

coaches conduct their services professionally and ethically. This gives due regard to the needs

and rights of those involved in the coaching process, the purpose for the coaching, and the

broader context in which the coaching takes place. The IGCCP is, in alignment with the Code,

establishing a List of Practitioners. This list aims to provide recognition for registered

psychology practitioners who practice within the field of Coaching Psychology.

Our milestones and recent achievements during 2014

• Developing and launching of the (draft) Code of Practice for Registered Psychology

Practitioners in Coaching


43

• Conducting a successful (and ongoing) Public Consultation process for the Code of

Practice [and successfully motivating for SIOPSA’s first, extremely valuable, online

survey facility].

• Developing and facilitating the Foundational Coaching Workshops – the first of a

strategic series of competency-building workshops, in order to bridge the theory,

knowledge and skills that are essential for psychology practitioners in coaching.

Figure 2: IGCCP Timeline, to date.

Moving forward into 2014-2015

We will continue to encourage public consultation with regard to the (organic) Code of Practice

document.

We are also in the process of liaising with the Educational Committee of the HPCSA’s

Professional Board of Psychology, regarding the Code of Practice and the List of Practitioners

(which is discussed within the Code of Practice document).

As part of the IGCCP strategic objectives and inclusive stakeholder engagement model, we

continue to liaise and build our Value Proposition and our relationships with the key Academic,

Corporate and Governmental stakeholders.

The IGCCP will continue to represent SIOPSA in the international Coaching Psychology sphere,

and utilise this forum to reflect, to learn, and to build on our mandate of professionalising

Coaching Psychology in South Africa.


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IGCCP AGM for the upcoming year

As is the annual procedure, the IGCCP will convene a short Annual General Meeting during the

conference, in order to elect new office bearers for 2014-2015 year.

Much gratitude

Much gratitude goes to the IGCCP Steering Committee for volunteering their valuable time and

input, with such selfless commitment. To the SIOPSA Executive, thank you for your ongoing

support and for your sage advice and encouragement.

We are also extremely grateful to SIOPSA’s Pretoria Branch Committee for their encouragement

and for hosting the first of these Coaching Workshops.

We have accomplished much thus far...and the door of opportunity remains open to endless

possibility.

Prepared by Steven Breger, IGCCP Chairman

People Assessment in Industry (PAI) In the last year, two (2) key points drove the PAI (People Assessment in Industry) agenda.

These are the standing point from previous years on the implementation by the Health

Professions Council of South Africa (HPCSA) of a new test classification framework with its

respective scope of practice for practitioners, as well as the promulgation of the amendment to

the Employment Equity Act (EEA) no. 55 of 1998.

The implementation of a new test classification framework by the HPCSA is a critical

component which is eagerly awaited by practitioners, test publishers and client organisations

alike. Such a new classification framework will provide much needed clarity and guidance to

the stakeholders on the legal and permissible use of psychological and other similar

assessments in the workplace. Feedback has been provided by the HPCSA on their progress

made so far in reviewing and amending the European Federation of Psychologists’ Associations

(EFPA) framework for test classification for the local South African context. This process is still

underway and we hope that more light and clarity will be shed on this during the PAI Panel

Discussion at this year’s SIOPSA conference.

The second key point of the promulgation of the amended section 8 of the EEA of 1998, has

injected fresh energy into need for a revised and finalised classification framework. The

amendment to the EEA requires all psychological and other similar assessments to be certified

with the HPCSA prior to these being applied legally in South Africa. The amendment in itself can

contribute very positively to the industry in effectively regulating and guiding the use of

psychological and other similar assessments. To do this however, certain key aspects such as

the interpretation of certain terminology and definitions, the related test classification process

and framework, as well as the available resources and capacity of the relevant bodies, need to

be ironed out. As it stands at the time of this Annual Report, regulations still need to be drafted


45

for the implementation and governance of this amendment. Once this is done, there should

hopefully be more clarity on the way forward.

To this end, PAI is facilitating a panel discussion at this year’s SIOPSA conference with key

experts as panel members to discuss the practical application as well as implications of the

above two points. Panel members include senior representatives from PAI, the Psychometrics

Committee of the Professional Board of Psychology from the HPCSA, the Association of Test

Publishers (ATP), as well as several South African large and well-established corporates using

occupational assessments for various applications.

Going forward, PAI’s aim should be to further collaborate with the above-mentioned

stakeholders in gaining full understanding of the implications of the amended EEA as well as

the new test classification framework. In line with this, it would be very valuable to our

members, as well as practitioners and organisations in general, if PAI and SIOPSA, along with

the relevant stakeholders, continue an active relationship to collectively work through the

implementations of the new classification framework as well as the EEA amendment, so as to

provide guidance and clarity to test users. Going forward, PAI and SIOPSA are ready and keen

to work and engage with the HPCSA on the related points.

Please contact Kim Dowdeswell should you wish to volunteer your services on any of

the new projects. Any support in this regard will be greatly appreciated.

Through all our activities we are working towards setting the standard for people assessment in

South Africa. Suggestions for future activities can be forwarded to Kim Dowdeswell.


46

Interest Group in the Systems Psychodynamics Organisations (IGSPO)

Chair: Prof Frans Cilliers

Secretary: To be appointed

IGSPO studies the systems psychodynamic behaviour in organisations. This involves the

unconscious behaviour manifesting on the individual, group and organisational levels and how

those are addressed through consultation, coaching and research.

The purpose of IGSPO The purpose of the IGSPO is to create awareness of the nature, role and importance of studying

systemic unconscious organisational behaviour and to create opportunities for SIOPSA

members and South African organisations to become informed and to gain competence in

organisational consulting below the surface.

The objectives of IGSPO

• To act as a container and an informant of systems psychodynamic organisational study

and practice

• To provide opportunities for SIOPSA members (and other interested organisational

psychology practitioners) to study, practice and share research findings in systems

psychodynamics in organisations

• To present academic and theoretical conferences, practical (Group Relations Training)

workshops and discussion forums towards the development of competence in this

organisational stance

Activities

• Six Systems Psychodynamic papers were presented at the 2013 SIOPSA Conference by

Adrian Parsadh, Sanchen Henning, Frans Cilliers, Michelle May, Mias de Klerk, Lerato

Motsoaledi, Marius Pretorius and Gail Wrogemann

• The SIOPSA Regional event planned for Cape Town in November 2013 could not be

presented because of a lack of a sufficient number of participants

• A three day experiential conference was presented on 12-14 February at the Saint

Georges Hotel attended by 34 participants (mostly SIOPSA members). The consultants

were Frans Cilliers, Peliwe Mnguni, Michelle May and Adrian Parsadh. The event made a

profit (the budget and CPD administration are still being processed). The participants

reported favourably on their learning about consultancy and coaching awareness and

competence


47

Focus for 2014/2015

• In this reporting year, a newly appointed chair person and a secretary will lead IGSPO

• A number of Systems Psychodynamic papers will be presented at the 2014 SIOPSA

Conference

• Regional events will be planned and presented at least in two regions – e.g. Cape Town

and Durban with whom contact in this regard has been made

• A three day experiential conference is planned for February 2015. If sufficient funds are

available, an international consultant (with Tavistock Institute connections) will be asked

to join the South African team of consultants as a learning opportunity for our local

Systems Psychodynamic consultants. It is envisioned that a day of consultant training

takes place before the three day event.

Interest Group for Cross Cultural Psychology (IACCP)

The SIOPSA Cross-Cultural Psychology (IACCP) Interest Group was formally established at the

15th Annual SIOPSA Conference AGM on the 30th July 2013 at the CSIR international

convention center in Pretoria. Prof Deon Meiring is the chairperson of the interest group and

also holds an executive position as the Central and Southern Africa regional representative

of the International Association for Cross-Cultural Psychology. The SIOPSA IACCP interest

group has also engaged in a collaborative partnership with the International Association for

Cross-Cultural Psychology.

The focus of the SIOPSA IACCP interest group is to facilitate networking opportunities, increase

awareness and to disseminate cross-cultural psychology research within the South African

context. The interest group wants to create opportunities for SIOPSA members to get

acquainted with the science and the practical application of cross-cultural psychology in the

workplace.

Activities: July 2013 to June 2014

• Establishment of the SIOPSA IACCP interest group;

• Presentation by Prof Fons Van de Vijver at the SIOPSA North-West regional branch on –

“Bias-Free Psychological Assessment: from Holy Grail to Practical Solutions”;

• Establishing of the Fons van de Vijver Cross-Cultural Psychology Scholarship fund for

research in cross-cultural psychology in South Africa;

• Awarding of scholarship to Dr Sijmen Auke Brouwers form the North –West University

(Potchefstroom Campus) for contribution towards the IACCP 2012 proceeding e-book:

“Toward Sustainable Development through Nurturing Diversity”.

Activities: July 2014 to June 2015

• Attending the 22nd Congress of the International Association for Cross-Cultural

Psychology, in Reims, France, 15-20 July 2014;

• Attending the EC meeting of the IACCP in Reims to discuss joint collaboration projects;


48

• Presentations of SIOPSA IACCP interest group activities at SIOPSA regional branches in

2014 and 2015;

• Attending IACCP 2015 regional conference in San Cristobal de las Casas, Mexico;

• Inviting the IACCP president for a keynote address at the SIOPSA 2015 conference.

Prepared by Deon Meiring.

Society Administration

We are pleased to report that SIOPSA administration has improved recognisably and members

will have noticed the many changes that have been implemented over the past couple of years

since employing an Office Manager and Administrator on a full-time basis. Juliette Erasmus is

managing the SIOPSA office from our office space in Midrand, working closely with Rosalie

Williams, who assists with certain projects. The demand on SIOPSA’s administration

infrastructure is however growing substantially, as the number of members and activities

increase.

Some interesting figures

Membership Category 2012/2013 2013/2014

• Full Members 54 59

• Associate

Members

37 46

• Student members 106 139

• Affiliates 3 6

• Foreign Affiliates Nil Nil

• Guests We can’t say when they

joined

772 guests at present

• Honorary Life

Members

2 3

• Fellows 0 0

SIOPSA Website

The Paygate Gateway is up and running successfully enabling members to book and pay via

credit card. The Student hub is also up and running enabling companies to submit their

internship opportunities and enabling students to load their information that are looking for

internships. We have a Service Level Agreement with Flint Studios and this has definitely been

to our benefit in terms of service and preferential treatment with regards to deadlines and

design requirements.


49

SIOPSA Regional Events

The regional events were on the whole well attended. Debt management has improved, and we

have a 98.5% upfront payment rate for our regional events. We are still striving for 100%

payment upfront, as this will alleviate a lot of time after the events following up on fees

collection.

One challenge, still, however is that members are still not referencing payments to their invoices, which has created a list of unallocated payments.

Invoices

The decision to prevent members booking for events until their outstanding invoices have been

paid has been working well and cost recovery has improved.

.

Despite a few small challenges here and there, we are confident in reporting a smoother

process from our administration service for the 2013/14 reporting period and look

forward to even more improvements in the period ahead.

Membership

Membership Fees

The fees below were confirmed for the new year 2014.

Membership Category 2012 Fees 2013 Fees 2014 Fees

Full Members R800.00 R860.00 R900.00

Associate Members R800.00 R860.00 R900.00

Student Members R100.00 R110.00 R120.00

Affiliates R700.00 R750.00 R800.00

Foreign Affiliates R800.00 R860.00 R900.00

Table 2: Increase in SIOPSA membership fees from 2012 to 2014


50

Honorary Membership

André Westraat will receive honorary membership for distinguished and meritorious service to SIOPSA

as President for the period 2013 – 2014.

Also, in accordance with the guidelines of the SIOPSA constitution, honorary membership will

be awarded to Prof Marius Stander and Dr Rod le Roux for having distinguished themselves by

meritorious achievement or service in the sphere of Industrial or Organisational Psychology as

a science and / or profession.

Presidential Awards

2 Presidential awards will be awarded this year.

Constitutional Matters

During the AGM in 2013, a mandate was secured to conduct a constitutional review. Following

the strategic workshops and the resultant strategic plan to achieve the goals of SIOPSA 2020, it

became clear that, in order to create enhanced synergy between the envisioned strategic

direction and the foundational principles enshrined in the current constitution, the planned

constitutional review needed to be postponed in 2013 / 2014, and for it be conducted in 2014 /

2015. As such the constitutional review will be conducted by the Secretary, assisted by the

Outgoing Vice President.

Finance and Treasury

Treasurer's Report 2014

The transition and commensurate adjustment from a shortened 2013 Financial year ending 31

July 2013, into a newly adopted SIOPSA Financial year cycle 2013/14, commencing on 1 August

2013, was relatively seamless and occurred without too much distortion to SIOPSA's financial

well-being. In addition, the Society was able to maintain and even increase a strong Treasury

platform and administrative footing as it progressed through the latter part of 2013 and up to

the half-year mark in 2014.


51

It had been, financially speaking, anticipated for the 2013/14 year to again be a particularly

challenging one for the Society, given the transitioning of the financial year cycles and a

consequent likely income shortfall. Although our income stream from our Annual Conference

was still intact, and while we had budgeted for a reasonable growth in membership, the pro-

rated lesser membership fees which we offered. i.e. to normalise into the new cycle, caused us

to budget for a loss (ca -R 120 000) in the new financial year.

Concerted debt management efforts have been put in place during the year to demonstrably

minimize the historical short-term debts, thankfully to much avail and improvement. Good

financial discipline and savings both at corporate as well as branch level, despite ongoing key

initiatives expenses like the brand new e-Student Hub, website Phase 2 development and AOSIS

e-CPD service contracting, has stood us in very good stead. Moreover, and perhaps the most

unexpected positive impact during the year has emanated from a bumper membership growth,

beyond budget expectations.

In addition, travel expenses, office rental, accounting and audit fees, computer and printing

costs decreased markedly, while branchs' grant allocations have to a large extent not been

used. Although final expenses, including the final conference expenses, still have to be factored

in, the nett result on our interim income statement portrays a gratifying healthy surplus for the

11 months ending 30 June 2014 - with still more conference fees to be collected from

conference attendees.

Our fully-fledged in-house SIOPSA Administration office with two permanent salaried

positions, proved to be continuously facilitative of an ever-improving administration and

financial affairs management anchor for SIOPSA. It remains a strategic decision and investment

well made. Our relationships and liaisons with our various stakeholders, including Standard

Bank, have been maintained to satisfactory levels.

Our close online monitoring of our bank account movements with regular weekly account

reports assisted generously to track and reconcile important transactions, like our members

subscriptions and event payments. This facilitated our much stricter financial controls

including debt collecting and governance towards our set targets, and member service.

Reasonably swift creditor payment routines was possible via our weekly pay run procedure,

which has continued to work smoothly between Office, Treasurer and Internet banking.

A well-defined budget for the newly adjusted financial year 2013/14, aligned with our SIOPSA

Vision and current goals, constituted one of our key drives. A commendable team effort

between Treasury, the Office and Mr Brett Francois, our Tax and Accounting Consultant,

resulted in a very satisfactory budgeting process. Budget highlights included special grants

towards important initiatives like our marketing and branding drive; our emerging

psychologists work and website Phase 2 development. Our budget has also paved the way for

the launch of yet another new branch (North West - Potchefstroom), and was also expanded to

include the initiatives of the IGCCSA, IGGSPO and IACCP interest groups.

Our new website with the chosen web master service provider Flint Studio, has stabilised since

its initial teething problems. The addition of the Pastel and Invoicing functionality met with a

corresponding decrease in our monthly dependence on the erstwhile outsourced accounting

service expense. The usage of the brand new look-and-feel website with significantly improved

functionalities has been increasing as visitors became more accustomed to it. A Service Level


52

Agreement with a monthly recurring standard fee has been concluded with Flint Studio. It has

inter alia gained us access to a faster and more comprehensive service from our web master,

and it fosters strong relationships on an ongoing basis.

Countrywide branch visits from Treasury and the Office have been conducted between May and

July 2014, all with very good result. Information exchange between the branch Committee

members and the Office was highly welcomed, i.e. the introduction of the new SIOPSA Toolkit

to help branches with standards approaches, and best-practice events and financial

management. It also assisted us to gain insight into branch-specific needs and practical

suggestions on some key issues.

Our long term investment has been successfully transferred from Standard Bank w.e.f. 1 July

2013 to a much more lucrative investment house (Stanlib), and a satisfactory 12-month growth

of 10% (ROI) has been reported.

Sound financial governance within SIOPSA has remained a key imperative for us. The fine

balance between good investment, cost containment and necessary expensing for vision

pursuit and growth, coupled with financial discipline, benchmarks and controls stand central to

our viability and financial well-being. To this end, many role players have contributed. My

sincerest gratitude, as always, is extended to my colleagues on the Executive, and notably also

to our remarkable SIOPSA office stalwart Juliette Erasmus, assisted by Rosalie Williams. Their

continuing support has instilled a very special camaraderie and productivity between us. As in

the past I also commend our Regional Chairs, Committees, Branch Treasurers and our members

at large, for helping to render SIOPSA (particularly during the past year) a financially

sustainable and successful association.

I remain very satisfied with our Accountants (BluePoint Accounting), and notably Mr. Francois,

for his continuous and untiring efforts in assisting SIOPSA Treasury in all our milestone

financial activities. His advice when required, and his hands-on accounting and commitment to

the SIOPSA cause has made for a very rewarding working relationship.

The audited financial reports for the period 1 January 2013 - 31 July 2104 will be made

available on the SIOPSA website at www.siopsa.org.za, as soon as our audit has been completed

by our auditors CMA Incorporated, following the close of the current financial year on 31 July

2014.

Prepared by André Lombard, Treasurer


53

Budget and Interim Financial Position June 2014

The audited financial statements for the financial year ending 31 July 2014 will only be

available in the latter part of 2014. As said in the aforementioned notes, it had been decided to

combine the financial audit for the short 2013 financial year with the current financial year.

Once available, these audited statements will be posted on the SIOPSA website. The Executive

is however please to report in the interim that the Society seems to remain in sound financial

position.

SIOPSA is registered as a non-profit organisation in terms of the Non-Profit Organisations Act

of 1997 with registration number 042-531-NPO. As per requirements, the Society’s NPO report

to the Registrar of non-profit organisations will be duly submitted pursuant to the audit.

In the interest of our members and for due transparency, our Budget for 2014 is shown below,

together with the Interim Income Statement for the 11 months ending 30 June 2014. No

Variance Analysis and comments are shown as yet because of the very tentative nature of the

Actuals figures. Just to note too, that the correct ledger code allocations of the Actuals figures

are still under scrutiny.


54

INTERIM INCOME STATEMENT FOR THE 11 MONTHS ENDING 30 JUNE 2014

ACTUAL 2014 BUDGET 2014

R

INCOME 2 019 478 2 641 508

CONFERENCE FEES 1 516 421 2 181 683

MEMBERSHIP FEES 306 037 269 825

REGIONAL EVENTS 125 066 190 000

OTHER EVENTS 71 955 -

DIRECT OPERATING EXPENDITURE 793 154 1 575 872

CONFERENCE EXPENSES 551 283 1 071 872

REGIONAL EVENTS 15 088 190 000

REGIONAL / OTHER GRANTS

- Johannesburg 119 574 12 500

- Pretoria 25 803 12 500

- Cape Town 1 875 12 500

- KZN 3 891 10 000

- Port Elizabeth 4 433 10 000

- Bloemfontein - 10 000

- Potch / North West 35 708 10 000

- Sasolburg - 7 500

- CPD / social media 5 377 25 000

- Ethics Portfolio - 12 500

- SIOPSA 2020/FFit - 25 000

- Marketing - 25 000

- Students - 25 000

- IGCCSA - 15 000

- IACCP - 15 000

- IGPSPO - 15 000

- PAI - 17 500

OTHER - Journals 30 123 54 000

GROSS PROFIT 1 226 323 1 065 636

INTEREST RECEIVED 74 716 258 750

DIVIDENDS RECEIVED 16 461 -

FAIR VALUE ADJUSTMENT - STANLIB 157 735 -

TOTAL INCOME 1 475 236 1 324 386

EXPENSES (1 080 536) (1 441 642)

Accounting & audit fees 20 160 46 500

Admin. & secretarial fees 114 301 138 250

Advertising 22 440 15 000


55

Bank charges 8 228 12 000

Computer expenses 56 305 84 100

Courier & postages 513 2 500

Conference & meetings - 21 500

Entertainment & refreshments 7 740 7 500

Insurance 1 971 2 200

Printing & stationery 10 712 65 000

Rental - office 93 158 156 870

Salaries & wages 604 110 637 820

Subscriptions 9 004 9 877

Staff welfare - 3 500

Telephone 14 228 20 000

Travel & accommodation 117 667 189 025

Sundry expenditure - 30 000

NET PROFIT / (LOSS) before

exceptional item 394 700 (117 256)

2014 Outlook

The 2014 Annual Conference, with its high impact triple interest theme and innovative

Conference design with high-profile speakers, has proven at stop-press time to have lured an

increased attendance when compared to the previous year. This augers well for our flagship

event of the year and the commensurate income.

With the advent of our brand new Strategic Plan, we will be challenged to carefully budget on

set prioritised basis according to the ten key imperatives and operational plans. One of the

landmark, ground-breaking changes will be the appointment of a SIOPSA CEO in the new term

to lend gravity to the vision of running SIOPSA as an effective business. The position should be

highly incentivised through a performance contract with self-funding elements associated with

the position cost.

The expenditure will be closely managed and the same rigorous debt management initiatives of

the previous term will be harnessed to ensure minimal debt accrual and incentivised early

payment of annual subscription fees. To this end, the prospect of an auto debit order system

will be actively explored, notably to inculcate early membership fee payments and improve the

Society's cash flow early in the financial year.


56

Our membership growth will remain as a central focus. We envisage the e-CPD membership

incentive will lure full members and students alike. Focused marketing efforts, fuelled by the

Strategic Plan actions and communication of benefits should motivate our current bumper 800

active guests to join the Society.

With our website now up and running for 15 month, and the e-Student hub featuring as a

enabler for companies and students alike regarding internship opportunities, we foresee a

further improved usage of the site. Our expectation is that visits to the website by our

members and guests alike should be increasingly popular with its enhanced functionalities.

Our plans are to render it a much more interactive, ever-changing, and information-rich e-

communication vehicle, labeling the site a pleasant, hassle-free experience and highly value-

adding.

Our recent roadshows into the Regions, offering a comprehensive standardised Toolkit to the

branch Committees and communicating the Administrative Operating Policies, Guidelines and

Charter, has been much welcomed and we can look forward that branches will use this as a

handy business navigator in their day-to-day governance of key Society matters.


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Closing Remarks

From the President

Having compiled the Annual Report, I stand in awe of the tremendous work that was done

during the year. I look back with a feeling of quiet thankfulness and humility to the resolve my

Executive, and each and every branch member and administrative staff member, have put in, in

order to make SIOPSA work. I salute each and every one for their commitment to making our

Society a joy to lead.

Regards,

André Westraat

siopsa annual report 2014 · am sad to report the loss of petrus nel, ophilia ledimo, danie...

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