LEISURE Winter Issue LINES - aarfp.com

LEISURE LINESLEISURE LINESLEISURE LINES

ALBERTA

RECREATION FACILITY PERSONNEL

“ Your Leader In Recreation Training”“ Your Leader In Recreation Training”“ Your Leader In Recreation Training”

Winter IssueWinter IssueWinter IssueD E C E M B E R 2 0 1 0D E C E M B E R 2 0 1 0

O f f i c i a l V o i c e f o r t h e A l b e r t a A s s o c i a t i o n o f R e c r e a t i o n F a c i l i t y P e r s o n n e l

Inside This Issue...Inside This Issue...Inside This Issue...PRESIDENT’S MESSAGE ............................................................................3

EXECUTIVE DIRECTOR’S REPORT ..............................................................4

Alberta’s Distracted Driving Legislation Set For Debate ..........................5

Be Pro-active in Addressing Mood Disorders...........................................6

We’re Failing By Choice............................................................................8

Proper Operations and Maintenance is the Key to Energy Savings .......10

How Eye Exams Make Your Brain Better ................................................11

NEWS, NEWS, NEWS ..............................................................................12

Pay a Little Now, or a Lot Later ..............................................................13

Finding Work-Life Balance......................................................................16

Tips for Retaining Employees.................................................................17

DECEMBER TRIVIA ..................................................................................18

Ten Stress-Reducing Email Tips ..............................................................20

BLAST FROM THE PAST - Can you guess who this is? ............................20

Recruiting Tips: Ramp Up Quality, Reduce Quantity ..............................22

2011 RFP COURSE SCHEDULE.................................................................23

RFP COURSE REGISTRATION...................................................................24

Tips for Walking 10,000 Steps a Day......................................................25

Educating Consumers About the Smart Grid: What Works ....................26

Happy Holidays!

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P R E S I D E N T ’ S

M E S S A G EK I M S N E L L

ADVOCACY:to pro-actively represent the association on issues

affecting recreation facility personnel.

PROMOTION:to market and promote the association and its services.

FELLOWSHIP:to encourage opportunities for goodwill and fellowship.

RESOURCE DEVELOPMENT:to develop and maintain human, written and financial resources which

support the activities of the association.

We gratefully acknowledge the financial assistance from the lottery funds distributed by the Alberta Sport, Recreation, Parks and Wildlife Foundation.

Leisure Lines is the official newsletter of the Alberta Association of Recreation Facility Personnel, published four times per year. To contribute articles,

contact the Editor, Larry Golby,P.O. Box 100, Cochrane, Alberta T4C 1A4

Phone: (403) 851-7626 • Fax: (403) 851-9181

MISSION STATEMENTThe Alberta Association of Recreation Facility Personnel is a provincial

organization dedicated to providing excellence in training and professional development for individuals involved in the operation of recreation facilities.

GOAL STATEMENTThe goal of the association is to foster growth and development of recreation facility personnel throughout the province of Alberta in the following areas:

PROFESSIONAL DEVELOPMENT:to provide a variety of educational opportunities related

to the operation of recreation facilities.

COMMUNICATION:to provide communication channels between members

and other agencies and individuals in the field.

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Postal Registration: Canada Publications Mail Sales Product Agreement No. 40037331 - Calgary, AlbertaRETURN UNDELIVERABLE CANADIAN ADDRESSES TO: RFP LEISURE LINES, P.O. Box 100, Cochrane, Alberta T4C 1A4

P U B L I S H I N G I N F O R M A T I O N

Season's Greetings! It is hard to believe we have already come to the end of another year. I would like to thank the office staff - Larry, Rhonda and Shawntel, the Instructor Cadre and the Board members for another successful year.

Although 2010 seemed to pass quickly, we were fortunate to be involved in several opportunities for our Association. In addition to a fantastic Conference in Red Deer, Larry and I were able to attend the RFABC Conference in Oliver. Our Association continued to work with Alberta Health and Wellness in regards to the Swimming Pool Operator certification as well as participate in the development of the Provincial recreation Policy.

In August, AARFP hosted meetings for Western CRFC which involved representatives from Alberta, Saskatchewan, Manitoba, the North West Territories and Nunavut. The main topic of discussion revolved around courses and striving towards consistency in program delivery, certification and recognition.

The 2011 course schedule is set and registrations will open early January. The Strategic Plan lead by Aaron Singh this

past September has helped us to prepare for another year of opportunity in 2011 for both the Association and the membership.

The office staff have also been busy working with the Lloydminster Conference Planning Committee for the 2011 Annual Conference and Trade Show. The sessions and events planned thus far are promising a strong program for all streams of recreation.

I would like to wish you all a very safe and joyful holiday season and look forward to another great year with the staff, the Board and the membership. o

IS THAT AN AIRBAG,OR HAVE YOU BEENSWALLOWING YOUR

BUBBLE GUM AGAIN?

EXECUTIVE DIRECTOR’S

MESSAGEL A R R Y G O L B Y


As we look forward to 2011, I know I have to sit back and wonder, where did 2010 really go? Time just seems to go faster and faster. I am putting full blame on the fast paced world we live in, not that time goes faster as we get older.

2010 was another good year for our Association along with a number of our members. We will see another surplus which is always good when dealing with any budget issues that may arise. A number of our members received promotions or advancements in their communities while others moved on to bigger and better things. Congrats to all. Our overall memberships increased once again in 2010 which continuously gives us a good indication that the services that are provided are helping to meet our community's needs. We had a huge turnover on our Board this past year with a number of new faces. Once again I would like to thank all the past Board members for all their time and dedication that they put into the Association. It was very much appreciated and you were all a pleasure to work with.

As always, we are always looking for ways to improve the Association so please feel free to contact anyone at the office or any Board Member if you have any ideas.

Our relationships with the Indigenous Sport Council of Alberta, Northwest Territories and Nunavut continue to grow. We were once again able to assist them in a number of training courses this past year and hopefully can provide the same type of support in 2011.

In closing, I would like to thank Shawntel, Rhonda and the Board for the support they gave me once again this past year.

Please make sure you take some time to enjoy the holiday season with family and friends and wherever your travels may take you, drive safely. On behalf of Shawntel, Rhonda and myself, have a Merry Christmas and all the best in the New Year. o

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ROAD SAFETY

L E I S U R E L I N E S • A A R F P W I N T E R I S S U E • D E C E M B E R 2 0 1 0

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Bill 16, the Traffic Safety (Distracted Driving) Amendment Act, 2010, which was introduced in April, is expected to be debated in the legislature this fall.

“I am pleased with the efforts that have been made on bringing forward a piece of legislation that strives to make our roads safer,” says Art Johnson, the Calgary-Hays MLA who introduced the legislation.

“This is a complex issue, and I believe we have found a good balance between enforcement and safety.”

The bill proposes a ban on the use of hand-held cell phones and activities such as texting, reading, writing and personal grooming while driving. It also puts restrictions on using other electronic devices while driving.

Bill 16 would allow the use of hands-free phones. CB radios and other radio communications would be allowed for commercial purposes and search and rescue services. Drivers could use hand-held devices to contact emergence services, and the legislation would not affect the official duties of emergency personnel.

Drivers engaged in any of the banned activities could be charged under this amendment. The bill proposes a fine of

$172.00 with no demerit points. The bill would also complement the current driving without due care and attention law. It would give law enforcement agencies more flexibility in dealing with a wider range of behaviors.

“This is a great step forward for traffic safety in our province,” says Frank Oberle, Solicitor General and Minister of Public Security. “Bill 16 is part of a comprehensive law enforcement strategy to help continue reducing fatalities and injuries on our roadways.”

Taken From OHS Magazine.

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Alberta's Distracted DrivingLegislation Set for Debate

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Many organizations encourage early detection and prevention of physical health conditions such as diabetes and obesity—but they need to be more pro-active about addressing mental health issues, according to Benefits Canada.

“The irony is that by and large, these illnesses—depression, anxiety, bipolar anxiety—affect people in their prime working years,” writes Karen Liberman of the Mood Disorders Association of Ontario.

The impact of mood disorders on the workplace is significant, according to the Mood Disorders Society of Canada:

Depression affects one in five people, and anxiety one in eight.

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Nearly 80% of Canadians with depression are concerned they will lose their job.

About 70% of Canadians with depression have had to leave their work for short- or long-term disability, or permanently.

One challenge is that while many employers view mental health claims as a key concern, not many have established policies to address this issue:

The majority of Canadian organizations do not have formal processes for helping supervisors support employees who return to work after an illness.

MENTAL HEALTH

Be Pro-active in Addressing Mood Disorders

continued on next page...

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MENTAL HEALTH: ADDRESSING MOOD SWINGS . . .


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More than 75% of Canadian organizations do not have a formal structure for addressing significant changes in an employee's behavior or productivity.

Only one in five Canadian organizations view dealing with the stigma related to mental illness as a priority.

Liberman states there are many simple, cost-effective ways in which organizations can incorporate support for workers with mental illness into their human resources policies and practices. Many accommodations such as the following are easy to do, and provide significant help:

Allow people with mental health issues to come in later on some mornings.

Provide easy access to water for people suffering from dry mouth, a common side-effect of some medications.

Another pro-active step organizations can take is to encourage managers to be alert for changes in an employee's work behavior. When people who have consistently done valuable work fail to do so, it can be a sign of a mood disorder. Other signs include:

increased absenteeism

less energy

reduced ability to get along with co-workers

It is also important for managers to be aware of the resources available to support workers in addressing mental health challenges. Employee Assistance Programs, psychological counseling and drug benefits are a few of the resources that can support recovery.

--Sources, Benefits Canada, Mood Disorder Society of Canada

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WATSON POOL AND PLUMBING

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Phone: (780) 478-3791

Fax: (780) 478-9926

E-mail: [email protected]

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FEAR OF CHANGE?

We’re Failing by ChoiceWhy do implementations fail? Given how much depends on our ability to implement change in our modern society, the answer to that tiny question is, shall we say, “important.” It's not just “Why do change implementations fail?” – But why do they fail so often, and often so horribly?

The prevailing wisdom is that people resist change for a variety reasons. The fear of uncertainty, the unknown, risk, we're creatures of habit, no reason to change, it's human nature to just resist change, everything is fine so why change, fear of failure, etc. We know this list off by heart. Any competent manager can replicate it. It shouldn't be too difficult for the modern management theory to create effective responses to these points of resistance and establish a change management methodology that succeeds more often than not.

If that happened, a lot of consultants would be out of work. If there is such a change methodology, we're choosing to ignore it. Sadly, there's lots of evidence to support this last gloomy observation.

First, think back to a disastrous change and implementation and identify the primary reasons it crashed and burned. Secondly, think back to a change that was a roaring success and identify why it was a success. The results will make fascinating reading.

Here are the most likely reasons behind failed change.

This is surprising. Management is typically who is pushing for the change......how is it that they are perceived as not being supportive? The following points provide a hint.

A lot of “talk” takes place during change, but not enough dialogue. The willingness to enter a dialogue is a measure of how supportive we are.

A directive is not communicating.

The failing here is best highlighted with a quote I'm fond of: “If you want to build a ship, don't drum up the men to gather wood, divide the work and give orders. Instead teach them to yearn for the vast and endless sea.” Change isn't driven by telling us what to do; it's driven by creating within us a passion for something better.

1. Lack of Management Support:

2. Lack of Communication:

3. Dictated From Above:

4. Lack of Vision:


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FEAR OF CHANGE? – WE’RE FAILING BY CHOICE . . .

5. Lack of Planning:

6. Lack of Involvement:

The primary reasons for a successful change are pretty predictable……just reverse the first set.

1. Involvement:

2. An Obvious Benefit:

A lot of change fails because of unnecessary stumbling into the future, preventable by having a ready roadmap in place before beginning the journey.

Contrary to how we may seem to think people respond to change, they do have an innate, powerful desire to be part of the process. When we deny that, we create an audience with no vested interest in the result. We guarantee our own failure.

People want to be involved with the change. When they are involved, they will go out of their way to make the change a success.

If the change proposed is obviously necessary to the majority of those involved, then they'll work to make it happen. If it's less than obvious then more communication is called for.

3. Communication:

4. Strong Upper Management Support:

5. Lots of Planning:

6. A Clear Vision:

Why is it necessary? When will it happen? What's in it for me? What won't change? How much will it cost? Who's responsible? Etc. The list doesn't end.

Management must be involved and be seen to be involved. When they are, change will happen: When they're not, it won't.

This speaks to management support. Planning is a symptom of management's desire to make change happen smoothly.

It's not surprising to learn that people want to follow – or at least want a purpose that's clear and achievable. If we want change to succeed, we should be able to paint a clear picture of what that “better tomorrow” will look like.

If change is going to happen, people want to and should be involved. When they are involved, they will go out of their way to make the change a success.

Taken From the Municipal World Magazine.

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Calgary

Grande Prairie

Edmonton

Red Deer

Lethbridge

Brooks

Proper Operations and Maintenanceis the Key to Energy Savings

We are always receiving questions about the next magic bullet to save energy in our rink facilities. More often than not many of the rinks that ask for this quick fix are not paying attention to the simple rink operations and maintenance that will ultimately save energy every day.

Proper ice depths, proper temperature control, adjusting the refrigeration plant, proper operation and maintenance of dehumidification and heating systems are a few of the simple items. We highly recommend that you read your

utility meters everyday so you can catch any operational changes quickly.

Once you are confident that you are running the venue at peak efficiency, start to explore capital projects to squeeze some more energy savings out of the equipment, or replace older less efficient equipment with energy efficient equipment. Training your staff on proper operation and maintaining the equipment will keep the energy costs in check. o

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Here's a surprising reason not to settle for subpar vision: Eye exams are good for your brain.

Yep, getting your eyes examined regularly and correcting vision problems could help to significantly reduce your odds of memory-stealing dementia down the road.

Compared with people who felt their vision was poor, people who rated their own vision as being very good or better were 63 percent less likely to develop dementia over a 9-year study period. And although the participants showed no signs of dementia or cognitive decline at the start of the study, the researchers found those with worse vision who hadn't bothered going to an eye doctor were 9.5 times more likely to develop Alzheimer's disease. On the

An Eye for Trouble?

other hand, the risk of cognitive decline was not significantly higher in people whose vision was initially not so great but who had problems professionally corrected.

It's not totally clear how the health of our eyes may be connected to brain function. But other studies have found similar links between declines in eyesight and waning cognitive ability. It may be that difficulty seeing makes it harder to keep up the good lifestyle habits known to curb dementia risk, like exercising regularly and doing mentally stimulating activities.

From Alberta Health

Visual Health Cues

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How Eye Exams Make Your Brain Better

PERSONAL HEALTH

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Congratulations to John Napier who is now the new Manager at the Big Hill Pool in Cochrane. All the best in your new appointment, John! o

News News News1. A cat has 32 muscles in each ear.

2. A goldfish has a memory span of three seconds.

(Some days that's about what my memory span is.)

3. A 'jiffy' is an actual unit of time for 1/100th of a second.

4. A shark is the only fish that can blink with both eyes.

5. Almonds are a member of the peach family.

6. Babies are born without kneecaps. They don't appear until the child reaches 2 to 6 years of age.

7. February 1865 is the only month in recorded history not to have a full moon.

8. If the population of China walked past you, 8 abreast, the line would never end because of the rate of reproduction . o

Odd Facts

NICE ONE HARRY AND HOWARE YOU GOING TO EXPLAIN

THIS TO THE KIDS??!

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ARENA MAINTENANCE

Pay A Little Now, Or A Lot LaterWe all know it's usually cheaper in the long run to spend money regularly looking after something than it is to ignore maintenance and then have to replace it altogether down the road. It's true for cars, appliances, your house……………etc.

As an ice arena facility manager, you know it's no different with dasherboards: you can pay a little now or a lot later. Hockey boards are not a static device; they are a working piece of mechanical equipment in order to function properly and look good.

You want your boards working properly – that is, working the way they were built to work. If the glass is in position and aligned correctly; if the boards are shimmed straight and plumb; and if the gates are opening and closing with ease, you have done your part as a facility manager to:

Maximize the safety of the people who use the rinkKeep your facility profitable by getting the most out of the investment made in the dasherboards (typically in the hundreds of thousands of dollars)Minimize potential risk or liability concernsMake your own time on the job easier

By the same token, having the boards looking good makes good business sense, too: clean, well- maintained boards contribute a great deal to the overall appearance of your rink or arena, creating a lasting positive impression on everyone who enters. The better your facility looks (including the boards) the easier it will be to keep existing patrons, attract new teams and clubs, and lure advertisers.

As you likely do for other key operational equipment at your rink, you should keep a logbook recording dasherboard maintenance problems and issues, the dates they occurred and how and when they were resolved. At least once a week, have staff walk the

Working Well and Looking Good:

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Regular Maintenance Tips:

perimeter of the boards, ice side and spectator side, looking for and fixing maintenance items, such as:

Loose or broken screws in the puckboard or cap railLoose bolts in the floor or between panelsChips, cracks or gaps in the glass or puckboardBroken weldsExcessive wear on the thresholdsSpilled food, etc.

Check your glass system carefully. Where there is seamless glass, check to be sure the Lexan clips at the top are in place properly; check to see that the gaskets on the edges of the glass are on properly. Where the shielding is supported (glass or acrylic), check the supports for any missing or protruding faceplate screws, ensure glass supports are properly seated in their bracket or socket.

Check to make sure there are no gaps in the shielding greater than ½ inch, maximum. Make sure gaskets are in place to reduce the likelihood of glass breakage. Always replace any cracked acrylic promptly. Check the bumper pads at all shielding termination points, and repair or replace them if worn excessively.

Check all the gates, adjusting, lubricating or replacing hinges, latches and closure bars as needed. On the heavier gates, check the casters for wear – remember, it's the casters that are meant to carry the weight of the gate, not the hinges! Check all ice-side gate release mechanisms to ensure they operate smoothly. If your system has a vertical lift gate, the manufacturer of the board system should be brought in on site occasionally to inspect, adjust and repair the gate as required. In some jurisdictions this annual inspection is mandatory. Contact your dasherboard supplier to find out more.

I know this will sound like your mother, but you will find it easier and less time-consuming to clean poly, glass and acrylic when it's done regularly than letting it build up over months or even years in some cases. (Mom wasn't wrong about everything!).

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Cleaning Up:



Again, best contact your board supplier on the best products to use for cleaning.

Cleaning acrylic is best done with soap and water using a soft cloth, sponge or a chamois. Drying should be done with a clean chamois. DO NOT use glass cleaner on acrylic, nor should you use any kind of solvent, gasoline, benzene, etc. Don't use a dry cloth to rub dirty spots on acrylic as this could cause scratches. You can hand polish acrylic with products such as Novus or Plexus, using a soft flannel cloth. Cleaning glass is best done with, appropriately enough, glass cleaner and a clean cloth.

Cleaning Lexan advertising panels should never be done using abrasive or alkaline cleaners, solvents, or scrub brushes, all of which can badly scratch the surface reducing the visibility of the ad. The appropriate method of cleaning Lexan is with mild soaps (Joy, Top Job, or Windex with Ammonia D), rinsed with clean water, and then dried with a clean, damp chamois.

Calling All Cowboys! Finally, remind those of your staff members who operate the ice resurfacing machine that dasherboards are not designed or built to be used as a guide for it. The force of an ice resurfacer could cause damage to the puckboard, the frames or the anchors, and gates. We suggest, at the very least, lowering the guide wheel on the machine closer to the base to get more of the stress upon occasional impact to the anchoring area.

So there you have it. By devoting some time and attention on an ongoing basis (preferably at least once a week), you will extend the life expectancy of your boards and ensure they are always working in a way that is safe for all users and operational staff, while assisting in the creation of a better-looking facility that is more attractive to customers and advertisers, both existing and prospective.

Taken From Arena Suppliers Magazine.

In Conclusion:

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ARENA MAINTENANCE: PAY A LITTLE NOW OR A LOT LATER . . .

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West Harvest Innth5620 – 44 Street

Reservations: 1-800-661-7221Price: $121.00 plus taxes *

Deadline Booking Date: March 25, 2011Booking Code: 1373 or RFP Conference

Website: http://lloydminster.westharvest.ca

Holiday Inn Expressth

5612 – 44 StreetReservations: (780) 870-5050

Price: $129.99 plus taxes * Deadline Booking Date: April 3, 2011

Booking Code: RFP ConferenceWebsite: http://www.holidayinn.com (Enter Lloydminster as 'Destination')

Best Western Wayside Innth5411 – 44 Street

Reservations: (780) 875-4404Price: $125.00 plus taxes *

Deadline Booking Date: March 24, 2011Booking Code: RFP Conference

Website: http://www.bwwis.com/ (Choose 'Location' & 'Lloydminster')

West Harvest Inn Express (Attached to the Common Wealth Centre)

th1402 – 50 AvenueReservations: 1-888-505-8884 or (780) 875-8884

Price: $120.00 plus taxes * Deadlline Booking Date: March 16, 2011

Booking Code: RFP ConferenceWebsite: http://lloydminsterexpress.westharvest.ca

Ramada Inn 5610 – 44 Street, Hwy. 16

Reservations: (780) 871-6940Price: $125.00 plus taxes *

Deadline Booking Date: March 25, 2011Booking Code: RFP Conference

Website: http://www.ramada.com (Enter Lloydminster as 'Destination')

The 2011 Conference Committee is in full swing getting the program set up and the venues confirmed.

Due to the fact that we are hosting in a smaller community, it is not possible to host our conference at one

hotel as well as all of the sessions. Luckily for us the host community, Lloydminster, has several very nice

hotels within walking distance from each other.

Here is a list of hotels that have guaranteed rooms for our delegates along with special rates. Please

take note of the Deadline Booking Dates.

REC’N’EC’N’ BORDERthe

AARFP 34th Annual General Meeting, Workshop & Trade Show

Lloydminster, Alberta April 17-20, 2011|


Did you know that researchers have identified a growing trend among Canadian dual-income couples to help cope with work-life balance? It is called the “off-shift” strategy.

By having one partner choose to work different hours than their partner, these couples hope to better manage child care (or elder care) responsibilities, Health Canada reports.

The following are interesting findings about this trend from Health Canada's report, “Reducing Work-Life Conflict”:

Nearly 20% of dual-income families in Canada deliberately work off-shifts to deal with child-care demands.

Of these, nearly one-third of males and 15% of women use off-shifts for child care purposes.

Men are more likely than women to use this strategy, regardless of the type of job or dependent care required.

The strategy, although helpful for some, did not help 40% of those who tried it to better cope with child-care demands.

Being aware that the off-shift strategy has not worked for many who have tried it might motivate some workers to re-consider use of this strategy, the study notes.

The research also looked at several other strategies that workers use to help alleviate conflicting work-life demands. They found the following:

About half of the respondents tried to cope by “just working harder” and trying to do it all—a strategy linked to higher stress.

Employees, especially women in managerial positions, are more likely to cope by delaying having children, or limiting family size.

Many other work arrangements are available to help employees deal with child care, elder care and other personal- care challenges. They include flex time, job-

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sharing and compressed work weeks. The study found the following:

Men and women with dependent-care responsibilities who work a regular, fixed work schedule report the lowest levels of work-life conflict.

Working a compressed work week helped some workers better deal with the demands of work and child care, particularly male managers.

Flex time is linked to reduced work-life conflict in many women workers.

Not every worker is able to choose their work hours—or to work regular shifts. The key is to be realistic about your expectations—and those of your supervisors, co-workers and family members.

If you are struggling with work-life demands, keep in mind that employee benefits available at many organizations can provide support. They include the Employee Assistance Program, personal paid days off work, short-term leaves, and elder care referrals.

--Source, Health Canada

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Finding Work-LifeBalance


Tips for RetainingEmployees

The cost to replace a valued employee is significant.

It is one compelling reason for investing time and effort to keep your valued employees, reports Alberta Employment. There are many other reasons:

Turnover causes disruption in work routines and can decrease morale among other employees.

Finding replacements can be difficult and sometimes impossible without costly training.

The looming retirement of baby boomers means many valued employees will retire over the next few years leaving large knowledge gaps across organizations.

These are just a few of the reasons why pro-active organizations increasingly place high priority on implementing positive practices to keep valued employees.

One important strategy is to pay careful attention to what matters most to your workers. That means being particularly careful about the generational differences:

Work-life balance is important to all employees.

Generation X (born between 1964 and 1980) and Generation Y (born since 1980) tend to have less interest in increased work responsibilities than previous generations.

The complex blended lives of today's employees place a high premium on finding time for children, aging parents, education, recreation and other pursuits.

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Here are more tips from Alberta Employment for building an effective retention plan:

Find out why new hires say they are attracted to your organization. This information can provide insights into what is working and what might be missing.

Track informal and formal sources of information to learn why employees stay. Hallway conversations and employee social gatherings can provide helpful perspectives, in addition to formal interviews and surveys.

Maintain good records on why employees leave, and look for patterns. They could be seasonal, or related to the economy or many other factors. Use these results to establish goals and targets for retention, and measure success.

Anticipate “turnover triggers.” They could be wide-reaching (such as a change in location) or personal, such as a poor performance appraisal.

Develop several strategies to deal with turnover challenges. Ask employees for their suggestions, as well as business colleagues and human resources literature.

Establish ways to measure whether your strategies are working, then collect the information, define timelines and analyze the data.

--Source, Alberta Employment

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If you're interested in winning a small gift from the Association, send in your answers to the questions below. The first person who has them all correct will be our December 2010 winner.

What better in December than have some Christmas Trivia?

1. Which of these companies was the first to use Santa Claus in an advertisement?

2. Which president was the first to decorate the White House Christmas tree?

3. Which country did the gingerbread house come from?

4. What kind of Christmas does Elvis Presley sing about?

5. In what year was "A Christmas Carol", by Charles Dickens, published?

6. What is the name of the Grinch's dog in the movie "How the Grinch Stole Christmas"?

7. Where was "A Christmas Carol" written?

8. Which reindeer helps Rudolph fly at the reindeer games?

9. Which reindeer is Rudolph’s dad?

Good Luck.! o


T E S T Y O U R K N O W L E D G ED E C E M B E R

T R I V I A

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Do you have an action plan for work emails?

Having an email action plan can boost the effectiveness of workplace email communications, human resources experts report. It can also help reduce stress, increase employee morale and build better relationships with colleagues and supervisors.

The typical corporate user is estimated to send and receive more than 100 emails per day—and many are of poor quality.

As well as distracting the recipient, careless or unclear emails can also decrease worker morale, cause misunderstandings and mistakes, and create needless irritation. Workplace emails that are less than professional can also damage the organization's reputation, and even affect the bottom line.

Those are just a few of the reasons for taking care each time you send a workplace email. Here are some tips from human resources experts:

1. Check spelling and grammar—every time! Do a quick proof-reading or use your spell-check function. Grammatical and spelling errors are a sign of disrespect to the recipient, and can show you do not take your work seriously.

2. Keep your emails short, simple, clear and concise. Limit them to three short paragraphs if possible, or number queries to make responding easier.

3. Politeness counts. Include an appropriate greeting, and remember to say “please” and “thanks.”

4. Consider your tone. Be mindful of who the recipients are, and avoid being overly casual. Recognize that without visual and audio cues, messages can be misunderstood. Avoid using all-capital letters, the equivalent of shouting.

5. Limit abbreviations. Common abbreviations such as “Mr. “or “Mrs.” are fine, but avoid colloquialisms.

6. Send attachments with care. Try to be sure they are in plain text only. With the multitude of viruses out there, it can be a good idea to let someone know you will be sending an attachment.

7. Many managers develop an email policy that sets out what proper email etiquette and content looks like at their organization.

8. Word emails with care. Remember that what you write will always be on record and available.

9. Remember you do not have to respond to all emails instantly.

10. Establish a daily routine for dealing with the bulk of your email at a non-stressful time of day. Some experts recommend saving your most productive time for your key work, and responding to routine, non-urgent email at another time of the day.

--Adapted from HrDownloads.com, David Allen

o

Ten Stress-ReducingEmail Tips

A Blast

from thePast!

A Blast

from thePast!

Who is this familiar face?

Answer on Page 25

He's a long time RFP instructor and has recently

retired from the City of Calgary. He still keeps

busy by helping out the local community

associations from time to time. And apparently

Larry Golby kicks his ass on the golf course

occasionally! Who is this guy?


www.mycomcanada.com


Are your organization's recruitment efforts resulting in too much quantity and not enough quality?

Posting job openings online is convenient—but the flip side is that many organizations find themselves deluged with applications. Workopolis.com and Careerbuilder.com provide the following statistics:

Organizations receive, on average, between 50 to 75 resumes for each job opening

More than half of the applicants will be unsuitable

More than half of employed individuals are looking for a better position.

Even though many applicants will not be qualified, separating the wheat from the chaff eats up valuable time. How can organizations become more efficient at this process?

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“Good recruitment begins with good planning,” advises Alberta Employment. “Beginning with a current job description, ask what the 'must haves' of the job are as opposed to the 'nice-to-haves.'”

Putting in extra effort upfront is worth the effort, HRdownlands.com concurs. Postings that provide accurate descriptions of job responsibilities can significantly reduce the following:

Rate of unsatisfied new hires

Performance issues

Turnover rates

Organizational stress

Morale problems

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Recruiting Tips: Ramp Up Quality, Reduce Quantity

continued on page 27...

www.a2zarenaproducts.com


RFP - COURSE SCHEDULE 2011

ARENA I

ARENA II

ARENA MAINTENANCE

POOL I

POOL II

PARK & SPORTSFIELDS I:

Spruce Grove - TLC............................................................................................June 6 - 7Red Deer ..........................................................................................................June 27-28Canmore ............................................................................................................July 7 - 8Bonnyville .......................................................................................................July 11 - 12Crowsnest Pass ..............................................................................................July 19 - 20Brooks ............................................................................................................July 27 - 28 Beaumont .......................................................................................................August 2 - 3 Strathmore .....................................................................................................August 3 - 4Peace River ................................................................................................August 15 - 16Spruce Grove ............................................................................................September 6 - 7Lethbridge...............................................................................................September 12-13Provost .................................................................................................September 26 - 27Stettler...........................................................................................................October 3 - 4

Hanna..........................................................................................................March 28 - 31Vermilion ............................................................................................................April 4 - 7Drayton Valley ...................................................................................................May 9 - 12 Blackfalds......................................................................................................October 3 - 6

Peace River (Zamboni) ........................................................................................August 5Cardston (Zamboni).......................................................................................September 7 Innisfail (Olympia) .......................................................................................September 16Canmore (Have Both) ..................................................................................September 30 Calgary – Fairview Arena (Olympia)...................................................................October 14 Spruce Grove (Zamboni) ...............................................................................November 10

Grande Prairie............................................................................................January 22 - 23Okotoks ..................................................................................................February 12 - 13Three Hills....................................................................................................March 10 - 11Peace River..................................................................................................March 10 - 11Athabasca....................................................................................................March 21 - 22Lacombe ....................................................................................................March 23 - 24Pincher Creek .....................................................................................................April 7 - 8Stettler............................................................................................................April 28 - 29Edmonton - Terwillegar........................................................................................May 3 - 4Edmonton - Grant MacEwan............................................................................May 12 - 13Olds................................................................................................................May 16 - 17Brooks ............................................................................................................May 26 - 27Cochrane .......................................................................................................June 16 - 17Edmonton - ACT........................................................................................September 8 - 9Edmonton – Londonderry......................................................................September 29 - 30

Hinton .......................................................................................................January 27 - 30Camrose ......................................................................................................February 1 - 4Peace River..................................................................................................March 22 - 25Drayton Valley .................................................................................March 29 - April 1Edmonton - Grant MacEwan........................................................................August 23 - 26Edmonton - Terwillegar ........................................................................September 13 - 16 Brooks ...............................................................................................September 27 - 30Edmonton - ACT ........................................................................................October 17 - 20Beaumont ..................................................................................................November 1 - 4

Taber ......................................................................................................................April 4 Cardston ................................................................................................................May 18Edson (Back to Back) .............................................................................................May 18Lacombe .................................................................................................................June 6Boyle (Back to Back) ................................................................................................July 6

PARK & SPORTSFIELDS II

CUSTODIAL

BUILDING MAINTENANCE I

BUILDING MAINTENANCE II

SUPERVISORY SKILLS

LIFE CYCLE/RISK MANAGEMENT

NATURAL ICE

DEVELOPING A POLICY & PROCEDURES FACILITY MANUAL

SYMPOSIUMLocation: Red Deer, Collicutt | August: 8 – 12, 2011

Blackfalds ...........................................................................................................May 2 - 3Taber .................................................................................................................May 5 - 6 Edson (Back to Back)......................................................................................May 19 - 20Boyle (Back to Back) .......................................................................................... July 7 - 8

Lacombe ........................................................................................................February 11Edmonton - ACT ....................................................................................................April 1Jasper .....................................................................................................................June 3Calgary – Arbour Lake C.C. ...........................................................................November 20

Hanna .....................................................................................................January 20 - 21Innisfail ..................................................................................................February 17 - 18Lloydminster .....................................................................................................May 9 - 10Spruce Grove..................................................................................................May 25 - 26Lacombe ..........................................................................................................June 2 - 3Camrose....................................................................................................November 7 - 8

Edmonton – Jasper Place.................................................................................March 7 - 8 Lloydminster ...................................................................................................May 11 - 12Spruce Grove ........................................................................................September 21 - 22Innisfail .........................................................................................................October 6 - 7 Canmore ...............................................................................................November 24 - 25

Hanna ..........................................................................................January 31 - February 1Peace River..............................................................................................February 17 - 18Pincher Creek..................................................................................................May 17 - 18Edmonton - Grant MacEwan ..............................................................................June 6 - 7Calgary – Arbour Lake C.C.........................................................................October 21 - 22

Edmonton – Summerside..................................................................................January 14 Cardston ................................................................................................................July 25Edmonton - Grant MacEwan ...................................................................................July 29Innisfail ........................................................................................................September 6 Edmonton – Londonderry ................................................................................November 4

Edmonton – Summerside .................................................................................February 7 Calgary – Arbour Lake C.C. .................................................................................October 9

Edmonton – Summerside..................................................................................January 24Brooks ............................................................................................................February 14Pincher Creek........................................................................................................March 7Beaumont ...............................................................................................................July 18 Calgary – Arbour Lake C.C. ...........................................................................November 27

Arena I ...................................................................................................August 8 - 9Pool I ......................................................................................................August 8 - 9Bldg. Mtce. I ........................................................................................August 9 - 10 Life Cycle/Risk Mgmt. ...............................................................................August 10Park & Sportsfields I ..................................................................................August 10 Arena Maintenance ....................................................................................August 11Park & Sportsfields II .........................................................................August 11 - 12Bldg. Mtce. II .....................................................................................August 11 - 12

ARFP - COURSE REGISTRATION FORM

CLASS SIZE:

COURSE START TIME:

FINISH TIME:

NOTE:

PROGRAM MEMBER

Max. 20

8:30 a.m.

5:00 P.M. on the last day

** Level II will be required to do some after class & evening work.

Arena Level I, Pool Level I, Building Mtce. ............................................................$372.00 (includes $17.71 GST)

Arena Level II, Pool Level II ....................................................................................$514.00 (includes $24.47 GST)

Parks & Sportsfield II ...............................................................................................$400.00 (includes $19.04 GST)

Building Mtce. II

Supervisory Skills .....................................................................................................$456.00 (includes $21.71 GST)

Parks & Sportsfield I.................................................................................................$258.00 (includes $12.28 GST)

Arena Mtce., Curling Mtce., Custodial, Lifecycle/Risk Mgmt.,

Developing a Policy & Procedure Facility Manual

*Prices subject to change.

PAYMENT OPTIONS: Payment can be made via money order or cheque made payable to “R.F.P.”. VISA, MasterCard and Purchase Orders also accepted. Payment MUST BE RECEIVED one week prior to the start of the course. Payment will not be accepted at the course.

IF you are NOT a current member, please add an $80.00 Membership Fee onto the cost of the course. The

Association asks that everyone has a current Membership to attend a RFP course. This membership provides you with benefits such as

access to our quarterly newsletters, and several other online features you can check out at www.aarfp.com!

MAIL TO: RECREATION FACILITY PERSONNEL ~ P.O. BOX 100, COCHRANE, ALBERTA T4C 1A4

Home Address: City: Postal Code:

Facility where employed: Position:

Facility Address: Email:

Location:Course Requested: Date:

Invoice to be Mailed to:

o If you have special needs please check the box and the Executive Director will contact you

Signature:

VISA/MasterCard Card Number:

Name as it appears on Card:

Cheques/MoneyOrdersPayable toRecreationFacility Personnel

**Please complete the above registration form and FAX BACK to (403) 851-9181 OR Mail to: P.O. Box 100, Cochrane, Alberta T4C 1A4 with payment.

NOTE: Approximately 1 week prior to the course start date, you will receive an emaill to confirm your attendance and give you any last minute details.We also have information on our website for the closest hotels/motels to the facility where the course is being held. Please don’t hesitate to call for this information.

Cancellation Policy: Minimum one week notice prior to course start date. NO REFUNDS WILL BE ISSUED AFTER THIS DATE.

Your Invoice/Receipt will be mailed out to you as soon as you’re registered. Please ensure you have the correct address entered above for the invoice to be mailed to.

Expiry:

Fax:Name: Phone: (Bus.) (Home)


ARFP - COURSE REGISTRATION INFORMATION

RECREATION FACILITY PERSONNELONLINEONLINE

REGISTERREGISTER

www.aarfp.ca/courses.cgi


Walking is one of the easiest ways to reduce stress and increase fitness, according to the Alberta Centre for Active Living.

The approach of World Heart Day on September 26th offers more motivation. Regular brisk walking for 30 minutes on four to seven days per week reduces the risk of the following:

Cardiovascular diseaseDiabetesObesityOsteoporosis

Walking is the most popular physical activity. More than 70% of Canadians walk for exercise. Walking offers the additional benefits of increased energy levels, greater stamina, and better sleep. It can be done almost anywhere by people of all fitness levels—and there is little risk of injury.

Once people start walking for fitness, many find that using a pedometer is a great way to stay motivated and track their progress. One study even found that people are more likely to walk 10,000 steps a day than they are to walk for 30 minutes.

A pedometer is an inexpensive device that counts how many steps you take. It can be worn all day, at home and at work, as it attaches easily to a belt, slacks or a skirt and can be purchased at most drugstores.

••••

As you get on track for walking, keep these numbers in mind:

Walking 10,000 steps a day is recommended for health benefits.People who are not active walk less than 5,000 steps a day.Most reasonably active people walk between 4,000 and 6,000 steps a day.A kilometre is about 5,000 steps.If you walk for 30 minutes, you likely will take about 2,400 to 3,600 steps.

Walking is easy to fit into your normal day, but it still takes some effort to step up your walking. Try these tips and you will be surprised to see how quickly the steps count up!

Walk to work, or get off the bus a few stops early.If you drive to work, park at the far end of the lot as long as it is secure to do so.During the work day, hold “walking meetings” to get creative juices flowing.Walk at lunch time, even if it is only for 10 minutes.Keep a comfortable pair of walking shoes at work.

--Sources, Alberta Centre for Active Living, Alberta Health & Wellness

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Tips for Walking10,000 Steps A Day

A Blast from the Past!A Blast from the Past! Answer: Dave Webber


As smart grid initiatives continue to pick up momentum in Alberta, a continuing question is how to best educate consumers about them.

That is a question facing jurisdictions throughout North America as the technology becomes more widespread, according to an industry publication, Renew Grid.

One recent consumer survey found the following:

Making use of a wide variety of communication channels appears to be the optimum approach for service providers.These channels can include regular mail and email, websites and call centres.

Consumers reported that when they send information to their service providers, they also rely on several communication channels. Here are the other key findings:

The main way consumers receive information from service providers is through regular mail.More than 40% of consumers chose email for their communication.

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•

When dealing with more complex issues, such as billing inquiries, service disruptions and other types of inquiries, the survey found the following:

Most consumers interact with their provider by phoneOnline communication is the second most popular methodRegular mail is the least popular methodText messaging is emerging in popularityMore than 20% of consumers would use social media sites to report on good and bad service to friends and family.

Analysts note that communicating key messages to consumers about smart grid concepts and options will be the next critical step in smart grid development.

Service providers and their partners can help to advance development by educating themselves on consumer preferences, the article states.

The result can be a “win-win”, as providers communicate about their offerings—and consumers become increasingly pro-active about energy consumption.

--Source, Renewgrid.mag

•

•

•••

o

Educating Consumers AboutThe Smart Grid: What Works?

DEAR SANTA,IF YOU LEAVE A NEW BIKE

UNDER THE TREE, I WILL

GIVE YOU THE ANTIDOTETO THE POISON

I PUT IN THE MILK!TIMMY


The recommended approach is to understand the position by speaking with the manager and team members. As well as responsibilities, find out the following:

How will success in the position be measured?

What are the ideal and minimum qualifications?

What behavior does team culture expect or reward?

Here are more tips for attracting better-qualified applicants and decreasing hiring mistakes:

Use your website strategically:

Provide additional information on the job posting on your website and ask those interested to visit the site.

Save time by asking applicants for a one-page summary as well as a cover letter and resume.

•

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o

Posting testimonial videos by satisfied employees can help candidates decide if they would fit in.

Ensure job information discusses your organization's culture and values.

Be honest. If long hours are sometimes expected, say so.

Network, network, network. Inform staff of new positions and ask them to get the word out. Use social networks such as Linked In, Twitter or Facebook. Set up an email group of former employees and other selected recipients to help spread the word.

When appropriate, approach professional organizations or universities.

In the selection process, check off all the boxes of required skills.

--Sources, Alberta Employment, HRdownlands.com

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RECRUITING TIPS: RAMP UP QUALITY, REDUCE QUANTITY . . .

www.bighillservices.com

ARFP BOARD OF DIRECTORS

PRESIDENTKim Snell...........................................................(780) 929-8256

PAST PRESIDENTSuzanne Gaida..................................................(403) 851-2550

PRESIDENT ELECTAaron Singh......................................................(780) 962-7607

SECRETARYVACANT.....................................................................................

TREASURERAmber Miller.....................................................(780) 875-4497

EDUCATION REP.Gerald Curran ...................................................(780) 468-1490

ASSOCIATE REP.Kathy Demorest ................................................(877) 236-3722

EDMONTON ZONE REP.Colleen Sparrow................................................(780) 686-0485

NORTH WEST ZONE REP.Mitch Carter......................................................(780) 891-3900

SOUTH ZONE REP.Randy Russell ....................................................(403) 330-8015

SOUTH CENTRAL ZONE REP.Neven Wilson....................................................(403) 932-1635

CALGARY ZONE REP.Elise Shelley ......................................................(403) 440-6702

CENTRAL ZONE REP.Sonia Dodd.......................................................(403) 742-4411

NORTH CENTRAL ZONE REP.Tom Peters ........................................................(780) 980-7120

NORTH EAST ZONE REP.Mike Bryson.............................................(780) 791-0070 X233

GOVERNMENT REP.Chris Szabo.........................................................RITE 415-0276

OFFICE STAFF

Larry Golby, Rhonda Phillips, Shawntel Graybill

P.O. BOX 100, COCHRANE, ALBERTA T4C 1A4

(403) 851-7626 | Fax: (403) 851-9181 | 1-888-253-7544

email: [email protected] Sales Inc.#6, 3700 - 19th Street NECalgary, Alberta T2E 6V2

Tel: (403) 291-3166Fax: (403) 291-4774

[email protected]

RECREATION FACILITY PERSONNEL


www.firsteditionfirstaid.ca

www.longbowsales.com

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LEISURE Winter Issue LINES - aarfp.com

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