December 13 - Region 4 Team Building

Dear Officers:

Venue: CAMP ALLEN, STA. CRUZ, LAGUNA

Activities - there will be 8 low games with facilitators from Letran Calamba and Camp Allen

Attire:

Team Building

(1) rubber shoes
(2) long pants / jogging pants
(3) any t-shirt or long sleeve shirt

you may use sunblock lotion if you wish, but most activities are under the trees

Induction

Region IV T-Shirt

Regards,

Larry

Officers Meeting on December 6, 2008

To all Officer (Outgoing and Incoming),

There will be an Officer meeting on December 6, 2008 at 2:00 pm.
Place is to be announced soon.

Your attendance is highly appreciated.

Regards and God Bless,

Engr. Roldan Dela Guardia
Incoming Chapter Secretary

Activities for the last two months of 2008

Dear Officers:

Watch out for the next activities of IIEE Region IV for the last two months of 2008.

J2U in Northern Cavite:

(1) Date - November 22
(2) Regional Meeting for 2009 Regional Conference c/o Roselyn / Edmon / Elmer
(3) Program of activities will be sent onced finalized c/o Jeddper

Region IV Team Building & Induction of 2009 Officers / Year End Closing Ceremony & Thanksgiving Party:

(1) Date - December 13
(2) Venue - Camp Allen, Sta. Cruz, Laguna
(3) Line up of Activities :

(3.1) Team Building
(3.2) Induction of 2009 Officers
(3.3) 31st Anniversary Celebration of Central Laguna Chapter (originally the Cavite/Batangas/Laguna Chapter)
(3.4) Region IV Year End Closing Ceremony and Thanksgiving Party

(4) Inducting Officer - 2009 National President Arthur N. Escalante
(5) Target Registration Fee - Php 500.00 per person (partially subsidized thru sponsorship - total package is Php 800.00 / person)
(6) Sponsorship - Php 2,000.00 (invitation letter / flyers will be released by Allan Alvarez)

Regards,

Larry

HOW REWARDING ARE YOU?

Rewarding Your Team

Learning Why "Thank You" Is So Vital

Imagine this scenario:

One of your team members has saved the company a significant amount of money with a process she spent weeks creating. It's right before the winter holidays, so you decide to reward her with a turkey that she and her family can enjoy for dinner one night.You make a big deal of presenting the turkey to her. She smiles and shyly accepts the gift, quickly putting it in the office refrigerator. You feel good because you rewarded her efforts, and she seemed to be happy about the recognition.But is she? Things aren't always as they appear. You didn't take the time to find out whether or not she likes turkey, so you didn't discover that she's a vegetarian. And you didn't consider that she commutes to the office one hour by train - so by the time she gets that frozen turkey home to give away to friends, it will be a drippy, soggy mess. Have you ever wondered why the rewards you offer don't seem to be received very well? We often hear from business experts about how important it is to reward your team. But it's equally important to take the time to find out how your team would really like to be recognized. Sometimes people don't want a bonus or pay raise. Instead, what they'd really like is a sincere "thank you" or a day off to spend with their families. This article helps you learn the "ins and outs" of recognizing your team.

The Importance of Rewarding Your Team
Although the idea of rewarding workers beyond their pay and benefits package seems obvious, some leaders avoid the practice, perhaps because they feel that showing appreciation undermines their authority, perhaps because they want to avoid stirring up jealousy in other members of the team, perhaps because they feel they don't have the time to do it, or perhaps because they feel embarrassed praising people openly.This is a shame, because these attitudes reduce their own performance, and all of these problems can or should be avoided. The most successful leaders are those who recognize and reward their team's efforts. This not only builds trust, but it strengthens loyalty as well. Turnover is often much lower in teams that have a strong bond with their leader, and this impacts a company's bottom line.You should also remember that, for the most part, the world's talent pool is shrinking - mostly due to declining birth rates, which leads to an aging workforce. This means that it's becoming harder for organizations to find the people they need. Finding and keeping talented people is a key issue, and the companies that figure out how to do this now will likely be the ones that succeed far into the future. One of the best ways to keep these people is to make sure that their hard work is appreciated. If finding the few minutes needed to recognize people is a problem, just think how much time you'd have to spend replacing them!

Recognizing Their Efforts
Appropriately rewarding team members for something they've done takes some effort on your part. If you don't put much thought into what you're doing, then you may just upset the very people you're trying to thank. This is why you should sit down with your team and find out how they'd really like to be rewarded. For example, if your team is about to start a major project, find out:

• Which team achievements would people like to be rewarded for?
• What kind of reward would they like, as individuals and as a team?
• Would they rather celebrate with several milestones along the way, or have one big celebration when they hit the team's goal?

Learning how your team would like to be recognized, and how you can show your appreciation, is a vital step toward making sure that your efforts will be appropriate.

When and How to Say "Thank You"
The return on appreciation is huge. Workers who feel appreciated are twice as likely to stay at a company than those who don't feel appreciated. If you think you don't have time or can't afford to show appreciation to your team, then stop and think about how much you currently invest in hiring and training new people. How much would you save if your staff turnover were lower? Probably a lot, which is why recognizing your team's efforts is almost always cost-effective.And don't think that daily gratitude will "wear out" your team. Has anyone ever thanked you so many times that it lost its meaning? Probably not. It's not likely that your team will ever get tired of receiving your appreciation. Just make sure you're sincere about why you thank people. And don't rush the "thank you" while you're on your way somewhere else. This WILL probably make your gestures lose their meaning. Stop, look at the person, and tell him how much you appreciate what he's doing. These small gestures cost nothing except a few seconds of your time, but their payoff is enormous.

"Thank You" Tips
Remember these guidelines:

• Be consistent - Consistency is vital. If you praise often during one month, and then skip the next month entirely, your team will wonder what's going on. Creating a culture of recognition and reward is important – so once you start, make sure you continue.
• Be specific - Every time you praise people on your team, be specific about what they did to deserve the recognition. If you say, "Jim did a great job yesterday!" that's not only vague, but it may cause jealousy from other team members. Being specific not only makes the person you recognize feel better, it also lets the whole team know that you're paying attention. So, detail exactly what the person did and why it made a difference.
• Know your people - You must know your team to reward them adequately. For example, if you know that someone loves art and music, then opera tickets or museum passes would probably be an appreciated, thoughtful gift. If someone else is a sports fan, then football tickets might be a great idea. Getting to know your team's interests is critical to showing your appreciation well. Send out a survey, or question them about their passions. And write it all down so you don't forget.
• Make the reward relevant - Your gift or gesture should be relevant to your team member's effort. For example, if someone comes in early for a week to make sure a project is completed on time, then a gift certificate for a great breakfast would be a good fit. If, however, the person just saved the company from a mistake that would have cost millions, then something more significant is needed!

Ideas for Rewarding Your Team
As we said earlier, chances are high that your team isn't looking for a bonus check or pay raise to feel appreciated. Sometimes, smaller gestures go further and don't break the budget in the long run. Here are some creative ideas to consider for showing appreciation to your team:

• Offer flexible scheduling - not everyone needs, or wants, to be in the office at 8:00 a.m. Or, you could offer telecommuting days.
• Send handwritten thank-you notes when someone goes above and beyond the requirements of the job.
• Create "free day" coupons that a worker could use for a free day off - no questions asked - without using vacation or sick time.
• Take your team out to lunch - and then, as a last-minute surprise, give them the rest of the day off.
• Give out "lazy Monday" coupons to allow a team member one "free" Monday morning off.
• If you e-mail a team member to say thank you, consider copying that message to YOUR boss.

There are thousands of creative ways to say "thank you." The great thing about these gestures is that they'll probably be remembered far longer than any bonus check. You'll show your appreciation - and, at the same time, you'll strengthen the bond between you and your team.

source: MindTools

2009 IIEE BATANGAS CHAPTER LIST OF OFFICERS

IIEE
41 Monte de Piedad St.
Cubao, Quezon City

Attention:

ENGR. HIPOLITO LEONCIO
National President

Thru:

ENGR. LARRY CRUZ
Region IV Governor

Subject:

2009 OFFICERS LIST

Gentlemen;

In my capacity as Chapter President of IIEE Batangas Chapter, we would like to present to you our list of 2009 Officers:

1. Roselyn C. Rocio - President
   
2. Benjamin S. Sevilla,Jr. - VP Internal
   
3. Dennis Badillo - VP External
   
4. Ador Guerrero - VP Technical
   
5. Roldan Dela Guardia - Secretary
   
6. Michelle A. Aguirre - Treasurer
   
7. Criselda Maaňo - Auditor

• Board of Directors

1. Trini Frend C. Ramos
   
2. Reynald B. Ilagan
   
3. Jaybee Perez
   
4. Ma. Victoria Gamab
   
5. Romeo C De Castro
   
6. Mario Cometa
   
7. Ma. Josenia R. Bautro
   
8. Erna C. Manalo
   

Thank you very much.

Very truly yours,

(Sgd.) Roselyn C. Rocio
President

IIEE BATANGAS CHAPTER
www.iiee-batangaschapter.blogspot.com

Continuing Professional Education (CPE) Requirement For EEs and RMEs

TO : All Licensed Electrical Engineers and Electricians

FROM : PRC BEE CPE COUNCIL /IIEE CPE COUNCIL

RE : CONTINUING PROFESSIONAL EDUCATION REQUIREMENT FOR EEs and RMEs

Effective 1 January 2009, all licensed Electrical Engineers and Electricians who are in the practice of electrical engineering and electricians shall be required to abide by the requirements, rules and regulations on continuing professional education (CPE) under the New Electrical Engineering Law (RA 7920) promulgated by the Professional Regulatory Board of Electrical Engineering in coordination with the Institute of Integrated Electrical Engineers of the Philippines, Inc. (IIEE). The practice of electrical engineering and electricians under the New Law shall constitute an EE and RME in the practice on (RA 7920) design, consultancy, in education and in government. Licensed REEs, PEEs and RMEs in the practice of electrical engineering shall show proof of CPE requirement completion upon renewal of their professional licenses Identification Card. The objectives of the CPE are as follows: To provide and ensure the continuous education of EEs and RMEs with the latest trends in the electrical engineering profession brought about by modernization and scientific and technological advancements; To raise and maintain the REEs, PEEs and RMEs capability for delivering professional services; To attain and maintain the highest standards and quality in the practice of electrical engineering; To make Filipino g REEs, PEEs and RMEs globally competitive; and To promote the general welfare of the public. The total CPE credit units required for EEs shall be * fourty five (45) units for three (3) years, provided that a minimum of * fifteen (15) credit units shall be earned in each year and thirty (30) credit CPE units for RMEs for three (3) years, provided that a minimum of ten (10) credit units shall be earned in each year. Any excess credit units in one year may be carried over to the succeeding years within three-year period CPE credit units shall be granted only to accredited programs and providers. The program and activities qualified for CPE credits include the following: Participation in seminars and conventions as a resource speakers, panelist or reactor, facilitator or moderator, or as a seminar/convention participants. Preparation for Masters or Doctorate Degree. Completion of a self-directed package. Authorship of published materials. Inventions. Completion of a postgraduate or in-service training. Observations studies. Completion of professorial chair requirements. Other activities and programs recommended by the CPE Council and approved by PRC BEE. All applications for CPE Provider, Program Accreditations and CPE certifications shall be made with the CPE Secretariat of IIEE at IIEE Building, # 41 Monte de Piedad, Cubao, Quezon City. A processing and accreditation fee of Seven Thousand Pesos (P7, 000) shall be assessed upon submission of application papers for CPE Provider. Applicants outside the National Capital Region shall shoulder the transportation and accommodation expenses for at least two CPE accreditors for ocular inspection of facilities in connection with the application as CPE Provider. In the event that your application as CPE Provider is approved, you may apply for the accreditation of your CPE programs. Separate guidelines will be issued for this purpose. If your application is disapproved, you shall get a refund of Five Thousand Pesos (P5, 000). For additional information about the CPE requirements, you may call Ms. Zaida E. Tinio, Technical Staff of IIEE at telephone numbers 727-3552 loc. 107 or 414-5626 for more details. For your information and guidance. (Sgd.) RODOLFO R. PENALOSA Chair, PRC BEE CPE Council (Sgd.) FRANCIS V.MAPILE Chair, IIEE CPE Council * from 60 and 30 units respectively. emailed by joyous melgarejo update dated Oct. 27, 2008