Defined Terms and Documents      'Aboriginal Teenager Life Skills' RTV Social Inclusion Early Intervention Programme 

Largest 10 Australian companies each opt to establish within 5 years of Third RTV Year a Philanthropic Transition to Retirement Division within its 'Human Resources' because of the benefit to "their bottom line" of their Wise Old Owls delivering cost-effective Social Inclusion programmes -

(a)        energised by the Motivational Incentive Of RTV; and

(b)        quantified on their 'balance sheet' as highly cost-effective 'marketing expenditure' by materially increasing the value of 'Goodwill'

Three Benefits To 10 Corporate Sponsors notes that CEOs of major companies are inter alia keen to display Corporate Social Responsibility, in particular to specifically assist the Disadvantaged, because it enhances the perception of consumers towards their company's Brand Name and associated products and/or services which is generally valued on the balance sheet under 'Intangible Assets' or 'Goodwill'.

Three examples of large companies spending big on Social Inclusion programmes to enhance Brand Name are:

Prove The Effectiveness And Viability Of The Private Sector Philanthropic Administrator Model explains that -

(i)         a large number of Baby Boomers who retire as early as 55 possess a welter of valuable skills which may be channelled into Precisely Structured And Costed Preventive Health Programmes for the Three Benefits To Ten Corporate Sponsors provided theses talented executives enjoyed decision-making input to create the structure and operations of such national Preventive Health programmes;

(ii)        the definition of Philanthropy points out that many skilled executives are retiring as early as their mid-50s to travel offshore with their wife/partner and look after the grandkids who would be keen to continue to use their Project Development Expertise to assist others less fortunate;

(iii)       it is not a cost-effective use of a country's resources for skilled executives, who more often possess tertiary qualifications and a lifetime of 'creative' delivery, to desist from using such valuable working talents/expertise as early as 55 and limit those skills to travelling offshore as a tourist and baby-sitting the grand kids when -

   (a)     too many Australians have not enjoyed the luck that many of these executives have enjoyed - luck in receiving good genes/capable parents who provided strong mentoring guidance and encouraged them to pursue tertiary studies, usually 'leading by example';

   (b)    committing to be a Wise Old Owl can be enormously rewarding and will not materially negatively impact Employee Elder Colleague's normal job duties and responsibilities - see Gatekeepers and Three Philanthropic Elder Colleagues; and   

(iv)       too many Australians have not enjoyed the luck that many of these executives have enjoyed - luck in receiving good genes and luck in receiving capable parents who provided strong mentoring guidance, usually 'leading by example';

(v)        Australia is regarded by many as a Christian country.  A fundamental tenant of Christianity is to "love one's neighbour".  "Unlucky" Australians, particularly those born in outback country towns with minimal Social Inclusion, are the neighbours of the "Lucky" Australians.  The Private Sector Philanthropic Administrator Model provides an opportunity for "Lucky" Australians to love one's "Unlucky" neighbour in a highly time/cost-effective, satisfying manner; and   

(vi)       two  x  60 minutes episodes of "Easy Peasy - Not", which ABC TV or NITV could telecast from February of the Third RTV Year, would test the robustness of the Private Sector Philanthropic Administrator Model.   

Four Proposed RTV Programmes present the various Social Inclusion 'deliverables' from 'Aboriginal Teenager Life Skills' RTV Social Inclusion Early Intervention Programme to Prove The Effectiveness And Viability Of The Private Sector Philanthropic Administrator Model.

Moving further on from Proving (or otherwise) The Effectiveness And Viability Of The Private Sector Philanthropic Administrator Model the 'Life Skills' Programme Developer includes -

(b)          that Philip Johnston's final position at Commonwealth Bank was in 'Social and Corporate Infrastructure', hence his interest in pushing the boundaries of Social Inclusion delivered by the 'Corporate Sector',

(k)           e-mailed to 2020nomination@pmc.gov.au on 28 Feb 2008 a completed Nomination Form for the Youthful Exuberance Lifestyle Programme for the Australia 2020 Summit;

(l)            The Chairperson of the National Preventive Health Taskforce, Dr Rob Moodie, and one of the 7 Taskforce Members, Shaun Larkin, CEO of HCF, separately wrote to The Writer supporting his Youthful Exuberance Lifestyle Preventative Health Programme to reduce the >$155b Negligent Lifestyle Annual Costs to the Australian economy (fiscal Health Care Costs, other fiscal costs and Foregone GDP) of Fifteen Problems (aligned with 'Health' and/or Lifestyle Behaviour) by regarding Australia's 22m population as Human Brownfield Infrastructure to inject Capex via YELP to inter alia Improve Personal Health & Fitness to achieve Fifteen Benefits Of Materially Altered Lifestyle.

(m)         also expended several hundred hours in R&D to write a Second National Preventive Health Research Programme titled Bohémian Teenagers Arts Assistance Programme which is a Social Infrastructure Lifestyle Programme.