2018 Graduation

Congratulations! You are about to graduate from CHC, following in the footsteps of nearly 3000 other students who are now proud CHC graduates. A CHC degree can take you places you didn’t dream of and open up opportunities for you to transform your world. Whatever you do and wherever you find yourself after graduation, the staff and friends of CHC stand behind you.

Graduation at CHC is a very special time. It is an opportunity to honour and farewell students who are finishing their time at CHC. It is an occasion that celebrates your transition from student to graduate and marks the beginning of a new chapter in your life.

All are welcome to be part of this very special occasion.

CHC has two conferral periods each academic year: mid-year and end-of-year.

All graduates of the School of Education, Humanities and Business, the School of Social Sciences and the Millis Institute who receive their awards in an academic year are invited to participate in the annual CHC Graduation Ceremony, which is held in December of each year.

All graduates of the School of Ministries who receive their awards in an academic year are invited to participate in the annual Citipointe Ministry College Graduation Ceremony, which is held in March/April of the following year.

If you did not attend your graduation when you completed your studies, you are welcome to attend a ceremony up to two years after the conferral of your award.

Important Information

Please use the links below for more important information about graduation at CHC.

Applying to Graduate
Information for Graduands
The Graduation Ceremony
After Graduation

RSVP Here

Graduation RSVP

Open Night – All Courses

Discover our courses

Speak one-on-one with our friendly staff, who can answer your questions about studying at one of Australia’s leading higher education providers:

  • What can I study?
  • What are the pre-requisites?
  • How much will it cost – can I defer my fees?
  • Will my qualifications be recognised?
  • Can I do an internship during my degree?

Staff from all five study areas – Business, Liberal Arts, Education, Ministries and Social Sciences – will be on hand to speak with you about our range of 30 courses. We offer flexible, accredited courses at Diploma, Bachelor and postgraduate level – you can even study by distance (most courses) and part-time, to suit your lifestyle.

Register Now!

Lifespan Development Workshop

It’s been said that life is a journey. It’s along this journey that we encounter a myriad of transformations. It is therefore essential that counsellors working with people understand these transformations and be able to assist their clients to negotiate the changes they face. In many cases, the presenting problem stated in the initial counselling session does not give a complete picture of what the actual issues are. Lying beneath the presenting problem is often the relentless unyielding fact of change. Research tells us that life can be seen in five stages – pre-school, school, work, retirement, and death. These markers highlight events that involve our relationships, our health (mentally and physically), our work, finances, and personal experiences. The one thing that does not change is the reality of change.
To enhance the effectiveness of personal and family counselling, it is imperative for counsellors to be informed at a minimal level of developmental psychology including elements of psychosexual, psycho-social, family, moral and spiritual development. This one day workshop will have a primary focus in these five topics. It is especially designed for those who may not have studied life span development, (transformation of the personality, including the attainment of social attitudes and skills, from infancy through maturity) but require some of the basics of human development.

CHC Ball 2018

The Student Representative Council humbly requests your presence at our CHC Night of Mystery Ball. Our capricious caper is sure to leave you musing over every clue and questioning the alibis of everyone around you. And if that doesn’t tickle your fancy, there is a mouth-watering two course meal and breathtaking Brisbane City skyline are sure to do the trick.

The $79 early bird tickets are limited in number and, assuming they aren’t sold out, will be unavailable after the 30th of June, so get in quick!

Alternatively, group bookings of 5 or more get the early bird rate right up until August 22nd, so if you’ve got the friends, you’ve got the discount.

$89 full price tickets will be available up until August 22nd.

Get tickets here: https://www.eventbrite.com.au/e/chc-ball-tickets-44319449667

Open Night – All Courses

Discover our courses

Speak one-on-one with our friendly staff, who can answer your questions about studying at one of Australia’s leading higher education providers:

  • What can I study?
  • What are the pre-requisites?
  • How much will it cost – can I defer my fees?
  • Will my qualifications be recognised?
  • Can I do an internship during my degree?

Staff from all five study areas – Business, Liberal Arts, Education, Ministries and Social Sciences – will be on hand to speak with you about our range of 30 courses. We offer flexible, accredited courses at Diploma, Bachelor and postgraduate level – you can even study by distance (most courses) and part-time, to suit your lifestyle.

Register Now!

Missional Business Conference 2018

2018 Missional Business Conference

Join us for CHC’s annual gathering of business leaders, academics and students to discuss and share great stories of Christian business.

Orientation – Semester 2

 

Orientation is the perfect opportunity to kick off your studies at CHC. Meet your course coordinators and lecturers, get to know CHC and form friendships with your fellow students. Make the most of your CHC experience by starting with all the information you need to succeed.

The main purpose of Orientation is to connect you to the people you need to know to make the transition to study at CHC a smooth one. There are some workshops to help you be ready for studying and also plenty of times for connecting with each other, the Student Representative Council (SRC) and staff.

We look forward to welcoming our new students for Semester 2 on 19 July 2018. Visit the Orientation Page for the full program.

Bring In The Organisational Pest Controllers

I was recently asked a few colleagues who were working in various fields of education to describe the most difficult people they had ever worked with. Without hesitation, each one could immediately recall obnoxious colleagues and subordinates with whom they have had to deal at some stage in their working lives.

Yet, when I asked them to tell me how they had handled these people, there was usually a shrug of the shoulders or a shake of the head. Regardless of whether it was a peer, department head, or subordinate whose behaviour was difficult, people were generally at a loss to recommend an appropriate strategy for dealing with the situation.
Some said that they simply didn’t know what to do, and tried to ignore the issues. Others said they did not want to appear to be a bully, while others were too afraid to “stir the pot” or to engage in any conflict.
However, avoidance is usually not the most effective conflict management style. Appropriately dealing with conflict and other personnel issues, can improve workplace culture, productivity and morale.
Imagine yourself in the following three scenarios. What would you do?

Harriett – the Meeting Hogger
Harriett is on a number of committees and has a senior role in school administration. She has an excellent memory and is very intelligent. Harriett has worked in the school for a long time, and knows the history and culture of the organisation. The problem is that she likes to talk at length about every issue on meeting agendas. During meetings, questions are often referred to her, owing to her wealth of school-wide knowledge, but much of what she says is not relevant to the subject at hand.
What could be answered with a brief response often results in a long-winded, thorough explanation, outlining the history of the matter instead. Harriett loves the sound of her own voice. Meetings often run over-time and after-hours.

Leah – the Lazy, yet Cunning, Personal Assistant
Leah is very good at delegating tasks to others. When you hired her, as Personal Assistant to the Principal, you thought that her assertive manner of delegating was a positive trait, engendering independence and initiative in others. However, now that you have to order your own stationery, photocopy the letters to send to school families and do much of your own filing, you have
begun to wonder how she fills the rest of her time. You’ve dis- covered that when you walk past her desk she is often either up- dating her Facebook status, attending to her role as soccer club president, reading text books relating to her part-time TAFE studies, or has wedding-planning websites open on her desk-top, organising bridal party attire or searching for honeymoon destinations.

William – the Workplace Bully
You wonder whether William has some serious emotional disturbance. His moods are erratic. One moment he is friendly and chatty and the next you receive the cold-shoulder treatment. He has spread false rumours about some colleagues in his department and frequently talks about others behind their backs (or behind closed doors). One female staff member has already re- signed after finding a knife stabbed upright into her desk. This threatening behavior occurred the morning after a heated argument with William, during which time, he threw a stapler across the room. When the staff member complained to her Head of School, his response was that she should ignore William, saying, “He simply behaves this way to get attention.”
These three scenarios require the application of three basic managerial principles. The fundamentals for dealing with “tricky people issues” are:

• Always remain sensitive to the person, and address the situation or behaviour, not the person themselves or their character
• Be direct, honest and open and try not to beat around the bush. Subtlety just doesn’t work with some people
• Maintain boundaries – be firm and maintain your personal standards and boundaries as well as your school’s Code of Conduct expectations.

Let’s now apply these general principles to the three earlier cases.

When dealing with Harriett, the first and most basic question to ask is, does she really need to be a member of so many committees and attend so many meetings? The problem can easily be solved by simply reducing the number of sessions that she must personally attend. Any important background information can be obtained from her prior to the meeting, with appropriate acknowledgment given publicly to her expert contribution. By controlling Harriet in this way, valuable time can be salvaged and group motivation restored.

If Harriett’s attendance is required at meetings, then the role of the chairperson must be to ensure that all attendees are given the opportunity to contribute, and that no one person is permit- ted to hold the floor for an unreasonably long time. If you are the chairperson, perhaps you will need to quite deliberately interrupt her and say, “Thank you Harriett for outlining all of the background information, but I will ask you now to sum up the important points for us in just a minute or two. We have a long agenda today, and we have to move on.”

If her usual over-lengthy responses continue during other items of discussion, you need to repeat, quite assertively, the need for summary dot points, or be even more direct: “Harriett, I notice that you have led our discussion for quite a lot of the time and I thank you for your contribution. I would now like to give others the opportunity to participate, and will accordingly open the matter for general discussion.”
If you are not the chairperson, but a frustrated attendee, forced to repeatedly suffer in silence, then it would be appropriate to have a word to the Chairperson prior to the meeting, outlining what you have observed at previous meetings and suggesting re- medial strategies for the Chair to follow.

What about our lazy personal assistant? It seems that her own personal time management has been very effective, but at the expense of the time management for which she is being paid. She has cunningly managed to attend to many of her personal tasks in the school’s time. If Leah is not one of your own direct staff members, you may be tempted to think “Oh well, it’s really none of my business. I don’t think I’ll bother saying anything.” However, if you and others are having to undertake tasks that are more appropriately part of her job description, then clearly it is your business. Your school’s overall productivity and efficiency should be everyone’s business. Leah is misappropriating the school’s time, and should be told so directly, so have a quiet word to her supervisor about your observations and offer some suggestions. If she is your subordinate, then it is important to intervene at an early stage, before the behaviour escalates. So bite the bullet, and next time you ask Leah to attend to a request and she indicates that she’s happy for you to do it instead, do not accept this behaviour. Remind her assertively that for overall school organisational efficiency, it is more productive if she attended to the tasks for which she is being paid, and then give her a deadline by which to complete the assignment.

And finally, how would you deal with William? William’s behaviour is simply unacceptable. He is a workplace bully who has learnt how to effectively manipulate people and circumstances, in order to get what he wants. His violent behaviour (throwing the stapler) and the implied personal threat (the knife in the desk) are serious incidents requiring immediate managerial attention. William’s Head of Department should not have ignored this behaviour. At a minimum, these dangerous and violent actions warrant a performance counselling interview and official warning. Depending on your school’s Code of Conduct, instant dismissal may be appropriate. If the knife in the desk is interpreted as a threat of personal harm, the police should be called to investigate. If your supervisor is unwilling to undertake action in this regard, you should take your complaint to the Principal or Head of School. If you are concerned about potential persecution for disclosing inappropriate behavior, it is worth noting that both state and federal legislation provide protection for ‘whistle-blowers’ against reprisals. The term whistle blower has several meanings, but according to the Australian Securities and Investment Corporation (ASIC), it is usually used to refer to someone who alerts the authorities to misconduct from within an organisation. These three scenarios have addressed some common work- place issues. Dealing with staff can be tricky at times. The key to effectively managing others and gaining their esteem, is to ensure that you behave in a respectful, yet assertive manner. This way, your needs, as well as the needs of the school and other staff, will be met appropriately.

About the Author
Mrs Wendy Collins is a Chartered Accountant and lecturer in the School of Business, at Christian Heritage College, in Brisbane. She has a Bachelor of Commerce Degree, a Masters degree of Management and a Graduate Diploma of Education (FET). Her special interests are in Accounting, Business Planning and Business Communication.