| 
INVITATIONS TO TENDER NOTICE
CLOSING DATE EXTENDED TO
FRIDAY 23rd DEC 2011 Townsend Enterprise Park Ltd is one of Belfast’s original and most successful enterprise development organisations and since its foundation in 1987, it has earned the reputation of being a major enterprise development player in the Belfast area and has helped hundreds of businesses start up and develop their business.
The company offers competitively priced managed workspace and business services to meet a wide variety of business needs and it is located parallel to the Westlink in Belfast City Centre, the ideal place to do business with ample parking.
Townsend Enterprise Park Ltd now wishes to invite competitive tenders from suitably qualified and competent contractors for the supply of the following services for a fixed term period. Legal services Accountancy services Waste management Energy supply Insurance Security IT maintenance services Full details relating to the requirements of Townsend Enterprise Park Ltd including the terms and conditions governing the award of the contract are available from www.townsend.co.uk.
Affiliate Marketing - a double sided coin for business?
 Sometimes called ‘the ultimate form of marketing’, affiliate marketing is a commission-based deal between a merchant and a seller. Think of it as pay-per-performance marketing. Internet based affiliate schemes have grown rapidly in recent years mainly in higher priced consumer products including financial services and package holidays. However, although internet selling offers huge opportunities to brands, there are always caveats to embracing any new online marketing tool. So what are the main benefits and challenges posed by today’s affiliate marketing environment? Affiliate Marketing: The basics The affiliate model is based around four players: the merchant, the publisher (website), the affiliate network and the customer. So for instance, a company offering Italian villa hire could have an affiliate deal with a well known affiliate network such as Commission Junction (www.cj.com), who can place and track Villa adverts and details on leading Italy travel sites. If someone looking to hire an Italian Villa booked a holiday through the affiliated travel site then the company would pay the affiliate company a percentage – typically around 10% of the sale value. Affiliate marketing is now big business. Figures by marketing Sherpa suggest that over £5 bn in commission fees are generated each year through affiliate marketing arrangements. The Benefits The advantages of affiliate selling are closely rated to search engine marketing (which raise visibility in the search engines for your products or services) and include: - Target niche sectors online including travel, finance, education, health and gaming.
- Reach customers through generic phrases (e.g. ‘Italy holidays’) at a much lower cost that trying to gain visible interest exposure yourself.
- Vastly improve your brand reach by displaying your brand adverts on third-party sites.
- Return on Investment – Affiliate schemes are easy to track and measure as it’s a pay per performance model.
- Rapidly improve brand awareness, particularly for businesses new to online selling.
…And the down side Marketing and selling on the internet is not easy, despite the puffed–up claims of certain unethical marketers. The affiliate market is characterised by extreme competition as new entrants embrace the online pay per performance model. The main disadvantages of affiliate marketing include: Management fee: Fees charged by the affiliate network ‘middle men’ vary but can be as much as 30% of the sale. That’s fine if you still have a good margin, but may leave little room for profit. Limited Effect: There’s a big debate among internet marketers around the real benefits to affiliates. Some marketers avoid or stop using internet marketing because they fear it has a limited actual impact on sales. The electronic retailer Dabs.com stopped their affiliate scheme because they feared affiliates were gaining too high a percentage of their sales. In 2007, Nick Robertson CEO of ASOS the online clothing retailer famously described affiliates as “grubby little people in grubby little studios”. Ouch! Paul McGarrity is Director of Octave Online Communications, an internet marketing consultancy based in Belfast.
The consultancy helps business and organisations to benefit from online marketing strategy and campaigns. www.OctaveOC.com
We are currently recruiting for the following sales positions:
Business Systems Sales Executive
Job Specification
We are seeking a skilled telecom’s systems sales professional with experience in selling PBX systems predominantly into the private sector in NI, but any public sector sales experience would be advantageous. You will generate your own appointments through new business development and via some existing accounts, be able to identify potential business opportunities, present solutions and close the sale face to face to meet and exceed targets.
Experience of selling a range of switches will be extremely beneficial. You will be strong at developing new business both directly and strategically through third parties (architects, developers etc) with a successful sales track record.
THE PACKAGE:
Basic Salary - Excellent Basic (£20-25,000) + uncapped commission (OTE up to £45K)
Company Car Allowance – Negotiable
Benefits - Mobile, Lap Top, 23 Days Holiday (plus statutory days).
Network Sales Representative
Job Specification
Rainbow Telecom seeks a highly driven and target focused sales professional preferably with a Telecoms background or alternatively a strong field sales background. The successful candidate will self generate appointments within the B2B sector and will report directly to the Sales Manager. Experience in B2B and Self Generating business is essential as your roll would involve developing new business. Duties will include sitting 2-3 appointments per day and performing in line with company's targeted KPI's.
THE PACKAGE:
Basic Salary – Excellent Basic (£15-20,000) + uncapped commission (OTE up to £40k)
Company Car Allowance – Negotiable
Benefits - Mobile, Lap Top, 23 days holiday (plus statutory days)
Mediation - What we've been waiting for? If you have ever thought there has to be a better way to settle a dispute than by slogging it out with colleagues through adversarial grievance or complaints procedures, months of recrimination, anguish, excess stress, frustration, and lost days of your life, then just maybe mediation could be what you (and the rest of us) are looking for. While it is no magic wand and is not applicable in every situation it does represent perhaps the best possible option in modern-day dispute resolution What is mediation? Quite simply it’s a way of resolving disputes without the need to go through formal procedures, whether in house or external. Sounds fantastic and very simple and in essence it is. If both parties in a dispute agree then a trained mediator, who is an impartial third party, guides the parties to a settlement on which they both agree. The mediator does not impose a decision or attempt to judge the merits of the case and the process takes place in a much more comfortable, constructive and less confrontational environment. The difficult bit about mediation is actually getting both parties to agree that mediation is a good idea in the first place. Mediators also need to ensure that there are no physical or mental obstacles – e.g. excess stress for which pre-checks and additional allowances could be made. Often these can be accommodated for example by ensuring suitable timing and duration of mediation meetings. Most disputes become very personal and our legal and employment relations system is geared to a combative approach - finding fault, picking holes, showing blame or error. People may not see the opportunity or advantage of finding a settlement. They may think they have no alternative but to prove that the other party is in the wrong or they will not be taken seriously or even found to be at fault themselves. These are all very natural thoughts, but they don't really help and the grim reality is that any procedure where people in dispute put their case to a formal hearing is full of anxiety and uncertainty for all concerned. The parties lose control of the outcome which is imposed by the judge or other person hearing the evidence and, despite the confidence of the parties in the merits of their own case, very often they are dismayed by the outcome – indeed often it is a result which leaves everyone disappointed. Mediation looks at the common ground, the positive aspects and finds the best resolution for both parties – both parties are allowed to be themselves without the hype and artificial games which sometimes accompany court scenes. Nothing is agreed until both parties reach their own agreement that they both believe is workable and one they can live with. How does it work? Mediation requires the consent of all the parties concerned, but if one or more have not indicated willingness, it is possible to approach a mediation organisation or individual mediator to help to negotiate that initial agreement. Once the concept has been accepted, there remains the question of the choice of mediator(s), but this is generally best left to the mediation organisation to recommend a trained mediator with the relevant experience. With UK employers and employees increasingly encouraged by the industrial relations advisory service, ACAS, and by the courts, to try to resolve disputes by mediation, it is most important to engage mediators who are well trained, engage in continuing professional development and uphold proper standards. The Mediation Institute of Ireland (MII) trains and continually assesses its mediators in line with European standards. The Scottish Mediation Network has adopted a self-certification approach, with its Scottish Mediation Register providing details of mediators who certify that they meet the key requirements for professional mediation work. (Caracall uses both MII and SMR mediators). At an agreed time and venue the mediator listens, allows the parties to express their feelings, explores underlying issues, challenging and encouraging where necessary. The mediator spends time with each party, both in joint session and in private meetings helping each party to focus on their interests, and the interests of the other parties, rather than their rights. Often we may have legal or other rights, however in a dispute it can be more helpful to concentrate on what objectives and outcomes would be most helpful. Sometimes this will be something for which there is no legal right but it could be gained through a constructive negotiation. For example, many people just want to be treated fairly – unfortunately there is no general right to fair treatment, but it may be achieved through a robust discussion facilitated by a mediator. The mediator will explore the early part of the relationship, drawing out what it was that caused the individuals to work together initially, and what caused the breakdown in trust or confidence between them. The mediator will help the parties to examine areas of possible agreement as well as disagreement. The mediator will also help each party to examine their own resolve, testing out their belief in the true strength of their own case and how they see the scenarios of fighting or settling the dispute. Some of this process can be difficult if not painful for some parties: for this reason, the mediator should never test parties or try to expose weaknesses in a case in joint session, only ever in private. It is obvious therefore that those Mediators with some degree of experience and/or qualification in the area of excess stress will be best placed to conduct successful mediations. Some people feel especially hurt and vulnerable and the mediator needs to be gentle with them and also ensure respectful behaviour by other parties during mediation. All the discussions are completely confidential - the mediator will not repeat or imply to another party anything that one party has said unless or until the mediator has been given express permission to do so. This confidentiality allows the parties to trust the mediator so they can discuss openly all aspects of their case. Eventually, by spending time helping the parties discuss with each other and/or by "shuttling" between the parties, the mediator can help the parties to understand their own and each other's positions in a way quite different to that of the traditional adversarial case and, hopefully, reach an agreement. If no agreement is reached the parties are not in any way bound by what has been discussed. They may resume their dispute as if there had been no mediation process. Once an agreement has been reached and signed by the parties and the mediator(s), the parties themselves sign up to honour and implement what they have agreed. Most agreements are honoured by the parties precisely because they have worked hard to achieve a settlement, and upon terms that were always within their control, unlike an imposed court decision. Sometimes it will be necessary to ensure that an agreement is legally binding. This may require special arrangements. For example, if the dispute is already well advanced and one of the parties has lodged an application to an Employment Tribunal, then independent legal assistance may be required to complete the formalities (known as a “compromise agreement”) whereby the legal claim may be permanently settled. When the substantive issues have been resolved through mediation, the mediation agreement will usually specify how any legal advice on the formality of a compromise agreement is to be paid for (the cost is usually around £300). Why mediate? There are plenty of very good reasons, such as - The outcome of mediation is always within the control of the parties - with the help of the mediator they decide for themselves a settlement they can live with.
- Parties in mediation avoid the uncertainty and dissatisfaction often experienced in court/arbitration or a formal grievance hearing where they have little choice but to accept the judgment made, which none of them may be happy with.
- Mediation resolves disputes fast, usually within a day.
- Mediation is significantly less expensive than litigation - because months or years of litigation are avoided, as are the consequent fees of lawyers and experts. Parties may of course have legal or other advisors present during the mediation if they wish.
- Everything said at the mediation is entirely confidential to the parties (unless specifically agreed otherwise) - unlike the potential publicity of court proceedings which can be damaging to the reputation of all concerned.
- The mediation process is 'without prejudice', so if a settlement is not reached litigation may continue without the parties needing to worry about having 'given away' a negotiating position that the other could use in court.
- Mediation works in some 80% or more of commercial disputes - a settlement is usually reached on the day, or within a few days of the mediation meeting.
- Mediation is voluntary; any party may withdraw at any time.
- Nothing is binding upon any party until an agreed settlement is reached.
- The Mediation is arranged at a venue convenient to the parties, who each have their own room as well as a separate room for joint meetings.
- The process is much more constructive i.e.the Mediator listens to everyone's point of view, talks to the parties privately and together, guiding them towards a settlement. Advisers may be consulted privately or, where desired and the Mediator deems it appropriate, may accompany the parties in the joint discussions. It is important that any adviser understands the mediation process and does not treat it as if it were an adversarial argument in a court of law.
- In addition where any parties are allowed to be present to support or advise the parties at dispute the Mediator must ensure that any such parties are never allowed to take over the proceedings or act in any manner which is detrimental to the process or its objectives i.e. to get the parties in dispute to work together and engage as best they can.
- Mediators can involve others e.g. brief advisers such as solicitors and union reps who may be unfamiliar with the methodology of mediation. The more that advisers understand about mediation, the better they can help their client to achieve a good result.
- The Mediation can take place at any time - it is not limited to ordinary working days or hours. If it suits the parties to negotiate over a weekend, then that's when it happens. Health or other personal considerations should also be taken into account in setting the timing and duration of mediation meetings.
- If the parties can reach a mediated agreement then this may lay the foundations for a process which can both resolve future disagreements and enhance relationships between the parties.
Want to know more or receive a FREE no-obligation consultation/pre-Mediation assessment to advise whether your situation is suitable for Mediation or not? Contact Fred at
This e-mail address is being protected from spambots. You need JavaScript enabled to view it
This e-mail address is being protected from spambots. You need JavaScript enabled to view it or by phoning +44 (0)1786 235055
FULL CONFIDENTIALITY ASSURED
Statutory duty to conduct CRB Checks on Staff Academies need Enhanced Disclosures Guidance published by the Department of Education in April 2011 for schools applying for Academy status includes the following statement concerning Criminal Records Bureau Disclosures: “The Independent School Standards place a statutory duty on Academies to ensure that all members of staff have received an enhanced CRB check prior to the confirmation of their appointment or as soon as practically possible thereafter, and that this check confirms their suitability to work with children. New disclosures should be sought unless the member of staff has worked in a relevant educational setting within the previous 3 months. “ First Standard, a specialist Umbrella Body with the Criminal Records Bureau, has experience of working with schools to fulfil this requirement. We work with you to establish appropriate protocols and procedures to ensure that the checks are completed on time. For further information, visit our website: www.firststandardltd.co.uk
TENDERS For Northern Ireland specific contracts, there are a number of sources of information specifically for contracts within Northern Ireland. The Central Procurement Directorate (CPD) handles contracts for a number of government departments. You can find a list of current tender opportunities on the CPD website. Again, there is no email alert facility that we can find which makes the content difficult to adapt to the Bulletin format. Please see https://e-sourcingni.bravosolution.co.uk/esop/toolkit/notice/public/opportunities.do?reset=true for the current list of Northern Ireland opportunities. Ref: DEC295175
Notice Type: Invitation to Tender
Title: Tender to Train Community Activists in Volunteerism
Published: 12/12/2011
Published by: Kilkenny Community & Voluntary Forum
Deadline: 23/12/2011
Full Text: http://www.etenders.gov.ie/search/show/Search_View.aspx?id=DEC295175
Ref: DEC295336
Notice Type: Invitation to Tender
Title: Human Resources Consultancy Services
Published: 12/12/2011
Published by: The Pharmaceutical Society of Ireland
Deadline: 09/01/2012
Full Text: http://www.etenders.gov.ie/search/show/Search_View.aspx?id=DEC295336
Belfast City Council Tenders are available at www.belfastcity.gov.uk/tenders 
First Edition Publications, The Technology Centre, Townsend Enterprise Park, Townsend St., BELFAST BT13 2ES
T 028 90435778 | M 07970430155 |
This e-mail address is being protected from spambots. You need JavaScript enabled to view it
| www.firsteditionpublications.com | SKYPE id: gi4cso
The contents of this email and any attachments are the property of the organisation named above and are intended for the confidential use of the named recipients only. If you are not the intended recipient please notify us immediately. Any disclosure, copying or distribution is prohibited. We accept no responsibility or liability in respect of the email other than to the addressee. Any files attached to this email will have been checked with virus detection software before transmission. However, you should carry out your own virus check before opening any attachment. We accept no liability for any loss or damage, which may be caused by software viruses.
| 
