Continuing Education, Artists, and Grant Resources

At Arts NW we believe in the power of continuous learning and professional growth. Our goal is to provide you with access to a variety of webinars covering essential topics, from industry trends, marketing strategies, and professional development. Explore our curated list of continuing education that we believe will be particularly helpful for our community. 


Friday, June 28 | 12PM ET   (Webinar)

“Succession Planning for Cultural Institutions, Part One: Research Findings"

Cultural sector professionals are notorious for wearing the proverbial many hats and making extraordinary use of scarce resources. Staff transitions, whether unexpected or planned, can be disruptive and stressful in these environments. With shifts to the workforce and volunteer pipelines, succession planning and knowledge transfer are becoming more important to address.
 In 2023, members of 15 arts and cultural organizations participated in listening sessions supporting the Collections Stewardship Succession Planning Initiative, a joint effort by the Conservation Center and Lyrasis, funded by a Museum Leadership Grant from the Institute for Museum & Library Services. This input, along with insights from museum, library, and arts professionals across the country, has led to the development of tools and resources to support better succession planning for collections care and management roles at cultural institutions.
 Join Michelle Eisenberg, Executive Director of CCAHA, and Tom Clareson, Senior Consultant for Digital & Preservation Services at Lyrasis, for a presentation on the findings of this report.
​​Register Here

Wednesday, July 10th | 12PM ET   (Webinar)

“Succession Planning for Cultural Institutions, Part Two: Resource Roadmap"

​​​​​​​Join Dyani Feige, CCAHA Director of Preservation Services, and Tom Clareson, Senior Consultant for Digital & Preservation Services at Lyrasis for a presentation on resources developed as part of a Cultural Stewardship Succession Planning Initiative, funded by a Museum Leadership Grant from the Institute for Museum & Library Services. During the session, they will share examples of tools that have been developed to support succession planning for collections care and management roles, including knowledge transfer guides, sample policies and communications templates, checklists for successful staff transitions, and a framework for internal advocacy for succession planning.
 This webinar addresses Goal #3: Collections Sustainability of the Foundation for the Advancement in Conservation’s (FAIC) Held in Trust Report on Field Sustainability, Infrastructure, and Sector Health. It is part two of a multi-part webinar series on succession planning for cultural institutions.
​​​​​Register Here

Monday, July 8th | 1PM ET   (Webinar)

Employee Handbook Requirements for 2024. Includes Updated Federal, State and Local Regulations as well as Multi-State Regulations!"

If there’s ever a time to rethink your handbook, it’s now.  The timeliness has less to do with the 2024 year — the obvious time to roll out a replacement handbook — and more to do with the wave of changes that recently swept the workplace. The National Labor Relations Board (NLRB) now has submitted its new Employee Handbook changes that can make Employee Handbooks legally unlawful. The NLRB has the authority to monitor and make changes to employee handbooks for union and non-union workplaces. The NLKRB mandates that employee handbook policies do not prevent employees from discussing with their colleagues issues about workplace issues like pay, benefits, and safety issues, and speaking negatively about the company or supervisors. This legal protection is called “Concerted Activity from Section 7 of the National Labor Relations Act (NLRA). Federal, State, and Local regulations are in place and regulatory agencies are revving up audit focus for 2023 and beyond. Many state regulations and multi-state regulations are impacting which laws supersede federal regulations. Workers’ new expectations may clash with employers’ old policies. Policies that ban flexibilities, certain policies as per the National Labor Relations Board and concerted activity may feel frustratingly out of date. And yet, many organizations punt on handbook refreshes. I think a lot of companies don’t update their employee handbooks as often as they should. With the shift to hybrid work/Remote work, organizations must set clear expectations around communication, and performance. Managers and associates both play a significant role in making [hybrid work] successful within their teams, and HR teams have an opportunity to provide tools and guidelines to make it even easier. With 2024 here, now is the time for employers to consider updating their employee handbooks. Handbooks, handed out at orientation and often thereafter ignored, are an important compliance tool for employers addressing all manner of employment issues. Handbook policies can be a helpful tool when defending a variety of employment claims, such as wage and hour violations, harassment and discrimination lawsuits, and leave disputes.

Areas Covered:- Learn why Employers need to follow the National Labor Relations Board and why they should care about policies that can be unlawful with new requirements. Participants will learn, identify, and prepare for employee handbook violations. Participants will be aware of all the new regulations that will impact their company. The course will identify the most common employee handbook violations and how to mitigate them. Participants will learn which regulatory agency will focus on which regulation and mitigate the risk. Participants will learn what policies will land them in hot water. What policies are “must have” for your employee handbook? Social media and the impact of penalties when employees choose to speak negatively about their Employer. New paid leave laws and how Employers can manage them. Impact of “Ban the Box” regulations on criminal background screening regulations. States where asking candidates for salary history has been prohibited. This means removing the salary history in handbooks, applications, and career websites. Learn What employee handbook policies will be outdated before the year is out. Identify the best practices that can propel your company to be compliance-savvy. Learn how your managers/supervisors can be your Ambassadors in workplace compliance or your downfall. See how training can be one of your “first line of defense” in litigation. The best practice is communicating your updates to employees and having them acknowledge your employee handbook according to guidelines.

Why Should You Attend:- An outdated handbook, however, can be a liability, particularly for multistate employers with a widely dispersed workforce. These employers must be attuned to the myriad of different employment laws and must be aware of new developments in any state where any employee is located. These complicated compliance requirements may seem tedious or burdensome, especially in an environment where employers are already struggling with recruiting and hiring, but failure to do so can be costly. However, according to the National Labor Relations Act (NLRA) and the National Labor Relations Board’s employee handbook requirements for union and non-union employees, we are more than ever policies that Employers can violate policies that have been changed by the new administration.

Who Will Benefit:- Federal Contractors Department Heads Human resources professionals Compliance professionals Payroll Professionals Managers/Supervisors & new and potential managers Office Managers responsible for HR responsibilities The person responsible for the Equal Employment Opportunity Commission (EEOC)

"JUNE30" for $30 off. Secure your spot!

​​​​​​​​​​​​Register Here

Monday, July 15 | 8:30 AM PT       (In-Person Workshop)

Can We Talk: Digital Benchmarks to Guide Arts and Cultural Institutions"

​​​​​​​Audience behavior has changed significantly over the past few years, rendering pre-pandemic benchmarks all but obsolete. Arts and cultural organizations need updated markers to steer their digital adaptations and adjust to the demands of today's market.  Using data pulled from actual campaign results, Capacity Interactive will share brand-new digital marketing benchmarks and emerging trends for this industry, as well as address common challenges related to setting best practices for digital strategy. Get ready to answer questions like: What can I learn from the work of other organizations that share my region, budget size, and genre?  How successfully is my content driving ticket sales and engaging audiences?  What’s the most effective way to diversify across additional digital channels? The data will help inform your campaign optimizations and inspire strategic planning for FY25. ****** With 10+ years of strategic marketing experience, Priya Iyer Doshi serves as President of Capacity Interactive. Driven by her deep passion for the arts and marketing, she has grown CI through people-first leadership, high-impact strategy, and iterative optimization. She is a known industry speaker, having presented at a number of conferences over her CI tenure, which began in digital advertising consulting in 2016. Previously, Priya worked in marketing/sales on Broadway and client services leadership in the agency world. Outside of work, Priya loves dancing, spending time with friends/family, traveling with her partner Neil, cuddling with her dog Bibo, and practicing mindfulness.

About The Company: Capacity Interactive is the premier digital marketing consulting firm for arts and culture organizations. The CI team works with organizations across genres and budget sizes to create holistic digital marketing strategies that build passion and drive revenue.
​​​​​​​ Register Here

Tuesday, July 16 | 2.00 PM ET       (Webinar)

“The Arts Compensation Project Report" 

​​​​​​​The Arts Compensation Project Report is almost here!  Soon you will have access to the staffing, compensation, demographics, and benefits data collected from municipal, festival, college/university, and independent presenters across the U.S.

The 45+ page report will include: Data representing 65 organizations, 830 full-time roles, and 1,000+ employees. Total compensation, including base salary, bonus and incentives, deferred compensation, other reportable compensation, and other non-taxed benefits. The 10th, 25th, 50th, 75th and 90th percentiles for total compensation for 7 management levels, in the following departments: Administration, Box Office, Development, Education, Events, Finance, Marketing, Operations, Production, and Programming More than 50 graphs and 20 tables illustrating the data.
​​​​​​​ Register Here

Wednesday, July 17 | 1:00 PM ET       (Webinar)

“Capacity Classroom: Level Up Your Q3 & Q4 Campaign Strategy" 

Get inspiration for impactful single ticket on-sales and holiday campaigns 
Discover the exact times of year to deepen your investment for optimal results
Learn to leverage dynamic ads for multifaceted storytelling
Preview new data from CI’s 2024 Cultural Compass study to help you make strategic decisions
​​​​​​​ Register Here


19 Bucharest International JAZZ Competition 2025 @ EUROPAfest

Date: 4 - 12 July 2025
open for: instrumentalists and vocalists of all nationalities

NEW ! Age limit: up to 45 years old ( born after the 1st of July 1980 ). The leader can be older than 45.
Prizes: The total amount is 7.000 Euro, cash and concerts




Facebook event ( for sharing): 

The registration is open. 
Deadline: 1st March 2025