Posts filed under Search & Human Resources

Five Key Elements to Succession Planning for Associations

Succession planning is not about replacing an existing employee. The purpose is to prepare the organization and develop its "bench strength" for future organizational requirements. This article shares five elements to managing a succession process in associations and not-for-profit organizations.

CSAE Annual Association Compensation Study Open Until May 6!

Should I ask for a raise? How much should we pay the new Membership Manager? Would offering flex days help us draw stronger job candidates?

Knowing how to structure staff salary and benefits can be a challenge for any association. Associations are unique, after all - It can be extremely challenging to find comparables that truly reflect your unique realities. 

The CSAE annual compensation survey closes Friday May 6! Participate today for big savings on the report and for the opportunity to pre-order your copy! 

Whether you are a national trade association with 20 staff or a small professional association with a part-time administrator, the annual CSAE association compensation and benefits study is a valuable tool that offers Canadian associations a unique opportunity to measure compensation against similar organizations across areas such as:

  • Staff Level and Experience
  • Age, Gender and Level of Education
  • Organization Type, Size and Geography

The survey is only open for a few more days. Don't miss out!



The Portgage Group's, Alan Ward Presents at #CSAE2015

See us at the CSAE Conference this week in Calgary!    

See us at the CSAE Conference this week in Calgary!


The Portage Group Senior Associate, Alan Ward, has been asked to be a presenter at the upcoming Canadian Society of Association Executives Conference #CSAE2015 in Calgary on October 28th . 

Alan will be presenting on Succeeding at Succession Planning.   




What is Succession Planning?


Succession planning is a process for identifying and developing internal people with the potential to fill key leadership positions in the organization. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available.


The discussion will be interactive and will strive to create relevance to different levels levels of management:

·      Staff

·      The Executive Directors

·      The Board of Directors


Succeeding at Succession Planning is less about filling positions and more about building the future health of the organization. It can’t be done well unless you look to future needs and requirements in a systematic way.


We would like this session to be integrated, getting feedback and interaction from the crowd. Come prepared to ponder a few questions (will be shared on Twitter) and produce and share some answers!


Session Details: 8am – 11:30am

Wednesday October 28th. . Room E3.

Succeeding at Succession with Alan Ward

Attend this session if you want to really dig into the challenges and opportunities of growth for 21st century associations!

 Follow the#CSAE2015 activity on Twitter @ThePortageGroup and on The Portage Group blog. 

New Beginnings: When to Quit Your Job

Applicants for a job will recognize that common interview question: “Why did you leave your last employer?”

In my consulting work I have discovered a number of valid reasons why one should consider moving on from a job. Years ago I did research on why good employees get fired and heard from executives on reasons why they should have left a job sooner. I've continued to talk with individuals who have exited a role because it was no longer the right job for them.

Here is a suggested list of factors that may point to the need to get on with that next chapter in your professional career.

The Characteristics of Executive Leadership

Outstanding leaders in the not-for-profit sector have common characteristics. Certainly they must be aligned with their employer's mission and be a compelling advocate who engages others in that mandate. They must be effective communicators. Leaders engender confidence. What else are not-for-profit boards seeking in staff leaders?