Give your employees some insight into your organization’s growth-and maybe even pique their interest in applying.
Whether your employees are looking for a promotion or not, job postings are indicative of how the company is growing and changing. Your newsletter should include important information that your employees need to know, like sales updates or upcoming events.īut if you want your employees to find value in your newsletter, it has to include content tailored for them-and about them.
The first rule of employee newsletters is that they should be for employees. Employee-Focused Newsletter Content Ideas Want to strike that balance? Well, we’ve got 39 innovative content ideas that will help you grab employees’ attention and keep them coming back for more. The most engaging internal newsletters feature a mix of employee-focused content, organization-focused content, and customer-focused content. Like any great piece of content, there has to be variety to capture-and keep-your readers’ attention. Your newsletter can’t all be corporate announcements. To transform your employees from apathetic newsletter deleters to engaged readers, consider what kind of content they really want. On top of that, employees might be spread out in different offices or working remotely, and you really need them to read your newsletter to get on the same page. It’s hard to captivate your employees when there are so many different channels competing for their attention.
#Times newsletters director changes full
The Liberal Government is delivering on our commitment to make necessary changes to ensure the public can have full confidence in these important statutory offices.Did they even read your newsletter (or did it go straight to trash)? There should be no automatic ‘rollover’ for an incumbent into a further 10 year term. It is important to note that while the incumbent would be able to apply for a further term, the Government believes this must occur through a competitive selection process. This brings us into line with the majority of other states, which have a fixed term of appointment but do allow a further term. The Government has decided to amend both Acts to provide for a fixed term appointment of 10 years and allows the incumbent to apply for a further term of up to 10 years. Ědditional grounds for suspending or removing the DPP or Solicitor-General from office, including misbehaviour, misconduct, or criminal charges or convictions.Where currently they can only be suspended on full pay, it will now be possible to suspend the DPP or Solicitor-General from office on either part pay or no pay, should circumstances warrant it.The DPP or Solicitor-General may be suspended or removed from his position, if a resolution is passed by both houses of Parliament.
The DPP and Solicitor-General will no longer be given a lifetime appointment to the position.The amendments are in line with those in the draft bill from earlier this year, with some important further refinements. When the Government took action to remove the former DPP from office, we committed to amending the Director of Public Prosecutions Act 1973 in order to address these issues.Įarlier this year we released a draft bill and we have been consulting extensively with the community and the legal fraternity to make sure we strike the right balance to reflect the independence of the role and the importance of accountability, transparency and appropriate appointment and removal processes.Īs a result of this consultation we have today tabled a bill to amend the Director of Public Prosecutions Act 1973 and the Solicitor-General Act 1983. It was clear also that there was a similar concern around the lack of clarity in relation to the power to remove those occupying that role on occasions where removal may be clearly warranted. In the lead up to the decision earlier this year to remove the former DPP from office, it became increasingly apparent that there were widespread community concerns around the lifetime appointment to this office and the suspension of the former DPP on full pay for a lengthy period of time. The Hodgman Liberal Government has introduced legislation to Parliament removing the lifetime employment term of the Director of Public Prosecutions and allowing the DPP to be removed from office or suspended, with or without pay, by Parliament.