Prosperity Advisers Recognised Globally for Technology Innovation


This month in Shanghai, China Prosperity Advisers Group was privileged to receive a global award for Internal Technology Innovation of the Year. This highly competitive award recognises the achievements of Prosperity Advisers Group in technology and how the firm has embraced new ways of doing things to support its team internally and in connecting with clients. The award judging panel was chaired by US based professional services technology scion, Gary Boomer.

The prestigious award is part of an annual excellence program led by the Leading Edge Alliance (LEA) – an association of 200+ independent accounting and financial advisory firms from around the world across 620 offices in 106 countries.

Accepting the award on behalf of the Prosperity team, CEO Allan McKeown said “This award is testament to the dedication of Prosperity’s team, and seeing the work of Australian advisory firms recognised on the world stage is tremendous! Today our staff and clients expect accounting and financial advisers to have the latest technology and to quickly embrace emerging systems and cloud based solutions. The technology we developed which is the basis of this important award is the cornerstone of our practice because it is our client relationship and intelligence ‘hub’. Clients are the lifeblood of our firm and how we work with them through our people and technology to deliver smart solutions is what sets us apart.”

Also in Shanghai to celebrate the award win and to participate in international tax sessions with other LEA firms was Prosperity Director, Siobhan Sellick who says, “Technology is integral to the success of the accounting and advisory firm of the future. Prosperity Advisers is at the forefront of the push to embrace smart technology and software that will help us to serve our clients better, so they too can better compete and win in their respective fields. We are very proud to be recognised on a global scale for these achievements.”

The conference included working sessions on how professional firms across the world can share best practice initiatives for the benefit of our clients. Naturally, there was also a strong Chinese flavour that unmasked emerging opportunities from this economic powerhouse.

This award continues a string of accolades for the firm. Prosperity Advisers has recently taken out the NSW/ACT Accounting Partner of the Year Award from Xero, and was further recognised as finalist in two categories at the Australian Accounting Awards – Diversified Firm of the Year and for emerging leader Alex Hardy who was awarded Rising Star of the Year.

How outsourcing can drive efficiencies in your Medical Practice

Businessman using a calculator to calculate the numbers

In recent months we have experienced a lot of interest among medical practices looking to fully ‘outsource’ their medical accounting tasks, resulting in improved time management for practice staff and more time for their patients.

We are now seeing the focus being shifted from ‘lost time’ (administrative functions such as manual bookkeeping, payroll processing and other accounting tasks) to better ‘productive time’ with more focus on practice management, patient care, performance, future growth and forward planning.

Why consider outsourcing?

There are some very good reasons to consider outsourcing in your practice. Before embarking on any outsourcing program, you should consider the root causes, or underlying reasons, why inefficiency may be present within your practice. By doing this first, you can then consider the type and extent of outsourcing which is right for you and your team.

Some questions to ask to see whether outsourcing might be right for your practice include:

  • Are general administrative functions such as payroll processing, bookkeeping and other general accounting tasks taking up valuable hours which could be used for more meaningful practice management?
  • Do you experience frequent staff changes resulting in increased training costs and lost time?
  • Are you finding it a challenge to keep up to date with constant changes in ‘medical-accounting’ regulations?
  • Is managing software changes, renewal costs and training updates an issue?
  • Are you experiencing increases in quarterly or annual bookkeeping costs?
  • Are you spending many hours outside of work completing accounting tasks?
  • Are you finding it hard to review practice profits, performance and future growth plans?
  • Are you doing the bare minimum to get by without really taking notice of the data and what your financial results are telling you?

Burning the midnight oil is a common trend faced by many practitioners and this impacts on the quality of work delivered due to fatigue and stress.

Practice managers, doctors and other key staff sometimes face frustration in having to do so many tasks in very limited time without being fully resourced or trained sufficiently. This, in addition to their respective individual daily tasks, can result in high turnover from dissatisfied staff and disharmony within the practice.

What to consider when outsourcing

Finding efficiency in lost time is a key area of focus to improving overall business efficiency.

We recommend you review your internal time and costs versus a one-off monthly or quarterly outsourcing cost to assist you with making the right choice. The costs of system upgrades, office space, training, supplies, salaries and benefits of a full time equivalent employee all add up over time.

Some of the common medical-accounting tasks that can easily be outsourced include preparation of:

  • Monthly bookkeeping including
    • Bank reconciliations
    • Ensuring data flows linking from practice software
    • Entering supplier invoices
    • Coordinating supplier payments
  • Monthly management accounts to give you a snapshot of your business performance
  • Monthly payroll for staff and superannuation management
  • Monthly calculation of payments to contracting doctor/s
  • Lodgement of monthly/ quarterly Business Activity Statements
  • Reviews and advice of your business affairs if live data is available
  • Quarterly performance updates and tax savings estimates
  • Annual payroll reconciliation and reporting including preparing end of year PAYG Payment Summary Statements

Plus support by email and phone throughout the year on any accounting or tax issues.

Improving practice efficiency by outsourcing some or all of these tasks will free up more time during work hours for practice managers and doctors to focus on the business strategies that can help the practice to prosper.

If you are interested in reviewing the outsourcing opportunities for your practice, you can contact your Prosperity Health adviser to discuss the options available.

Paving the way for women in finance


We all know there is a large gender gap in the finance and accounting sector. A recent report showed that in financial institutions, women are holding only 19% of senior positions, 14% of board seats, and a shocking 2% of CEO roles.

Many firms are struggling to reach appropriate levels of diversity, even though gender-diverse workplaces have been shown to perform better. While this gap has been shrinking in recent years, it is still an issue when looking at leadership positions. At Prosperity Advisers, you wouldn’t be able to tell by looking at our senior roles. Over 47% of our leadership team are women.  We sit squarely within the finance sector, and hold a total staff count of 60% women.

We have celebrated rapid growth within the company across our offices in Sydney, Newcastle and Brisbane. With this growth, there has been a strategic shift in management and staffing requirements. Prosperity is proud of our eight recent internal promotions, of which five went to women within the company – from accounting to the management team to Human Resources. The current promotions will bring the leadership team to almost 50% female.

Chief Executive, Allan McKeown said, “Our goal at Prosperity has always been to foster an environment that supports the growth and involvement of our people. We provide challenging professional experiences and deliver the right tools and support to assist our people to drive their careers forward.”

We are proud to have created a working environment in the financial sector that builds women and men up equally. Our unique work environment fosters the growth of the individual and business together.

One of the recipients of the new internal promotions is Kelly Chard. Kelly has elevated from the Business Services and Tax team to become a new Associate Director. Having worked for the firm for 10 years, Kelly is a role model to others, representing Prosperity’s equal love for mentoring others and promoting the firm’s vision.

Kelly’s career has evolved over time: “At the start of my career I thought a great accountant would just get the numbers right or find the best tax outcome. With the internal training and mentoring through Prosperity I was able to extend this mindset and focus on getting to know my clients on a more personal level so that I now advise them in far broader areas including growth planning, managing their time efficiently and financially protecting their families.”

Stephanie McCauley is another great example of the career diversity evident in Prosperity. Having worked for the firm for many years, Stephanie initially started in administration, and then moved through marketing before landing in Human Resources. She has just been promoted to Manager within the HR team. She was able to test her strengths and support our growth plans across many different departments. Highly capable, Stephanie has earned her promotion through dedication and a strong work ethic.

Katrina Brooker has been promoted to Team Leader within the firm’s Smart Drive group. Her expertise and management prowess ensures efficiency and high quality service to our clients. Kerry Kreutzer in the SMSF team has been promoted to Supervisor, and Ashley Read from our Outsourced Payroll team has been promoted to Payroll Officer. These promotions show the range and extent to which we are dedicated to raising all of our employees to their best potential selves.

When considering where to work, flexibility is a big part of the equation for professionals in today’s world. Prosperity strives to make this possible for both women and men. Kelly said, “I’ve worked part time and at times remotely to juggle my study and family commitments during my time with Prosperity which has been really important to me and my family.”

Prosperity’s Director of Human Resources, Tanya Craft says “the right cultural fit is integral to our success. We have clearly articulated our Prosperity DNA so we closely align values and beliefs with those of our team and prospective team. This alignment supports our high standards of performance and ethics and a strong culture of learning, development and achievement.”

Women are thriving in all offices at Prosperity Advisers, proving that the gender gap within the financial sector will hopefully soon be a problem of the past.

International Players are not just for Professional Sport!

Alex Bol

International transfers or secondments for accountants are nothing new. But as attraction and retention of quality staff is one of the top 5 challenges of the profession, international secondments are an increasingly important component of a firm’s HR strategy.

Step aside Jarryd Hayne, accountants are the new sports stars when it comes to international transfers. As Alex Hardy, Senior Manager at the Prosperity Advisers Group explains, there are as many benefits to firms and clients as there are to the individual at the centre of the transfer.

Having recently returned from a secondment to Prosperity’s affiliate, Bol Adviseurs in the Netherlands, I have seen first-hand the benefits to both firms. The thought of being paid to travel overseas appeals to every professional at some stage in their career, however international secondments have traditionally been on a case-by-case basis, infrequent and carried out by the larger firms. Times have changed. Through Prosperity’s membership of the Leading Edge Alliance (LEA), the frequency of secondments appears to be increasing. Just this month, Prosperity will welcome two colleagues from Burr Pilger Mayer (BPM), San Francisco and we have fielded a number of other expressions of interest in secondments during the 2017 peak audit season.

So why the sudden rise in popularity?

Firms committed to evolving into the “Firm of the Future” understand the need for innovation across their business. In an industry that sells advice, attracting and retaining quality professionals must be central to any business strategy.

The benefits

  • Scaling of the local work-force during periods of peak demand

For Australian accounting firms, the peak audit season typically runs from July to October each year. In the past, firms have often relied on contract labour or driving increased output from existing resources. There are a number of challenges with both of these approaches. Contract staff are often not incentivised to deliver on client outcomes leading to a poor client experience whereas overworking existing staff may lead to burnout and decreasing team morale. Secondments can also assist with solving local skill shortages.

  • Boost to local team morale and outcomes for clients

A secondee’s interaction within their new team encourages learning across cultural boundaries. Sharing experiences is always fun and provides motivation to the secondee and local team. Development of communication skills and adapting to new working environments provides a different form of team engagement. When teams are engaged they usually produce better outcomes for clients!

  • Impress clients and demonstrate the firm’s commitment to a global footprint

For firms that don’t have a recognised global brand, bringing an international secondee to client meetings demonstrates the firm’s commitment to being a truly global business. My interaction with an international client based out of Ireland during my stint in the Netherlands was really well received and a valuable experience for all involved.

  • Improving the local team’s language skills

English dominates as the language of choice for the international business community. Countries where English may not be the first language usually are seeking to improve their language skills. Placing a native English speaking secondee into a non-English team will encourage all staff to practice their English on a daily basis and likewise the secondee will learn or develop their own language skills. Better communication will also lead to better client experiences for firms with international clients.

  • Development of firm systems and methodologies

Firms generally compare systems and methodologies at conferences and seminars, but this often occurs at Partner level. Understanding and comparing methodologies at other career levels on-the-job creates additional opportunities for teams to immediately implement efficiencies or enhancements which drive better outcomes.

  • Attraction and retention of quality staff

Keeping staff engaged and innovating is a must for all firms. Constantly competing for the best talent in the market is a priority for accounting firms and firms like Prosperity who recognise the value of international secondments will continue to have it as part of their HR arsenal. If done well, the ability to keep staff learning and engaged plus broadening their personal international networks in an increasingly globalised business environment helps to attract and retain the best talent.

  • Facilitate client engagements across geographies

Importantly, there is also the potential for new relationships with clients of the other firm should they be active or considering expansion to the secondee’s home country. Facilitating advisory relationships across borders becomes smoother with the familiarity that working shoulder to shoulder provides.

Things to consider!

Select the right team members to be involved:

  • Will the employee best represent the firm?
  • Has the employee experienced overseas travel previously?
  • Does their skill set provide opportunities for the other firm?
  • Are they a confident communicator?

Get the right people involved in making it happen:

  • Encourage the HR leaders from both firms to build a relationship to ensure the secondment is seamless.
  • Ensure there is adequate on-boarding for work and team building but also living arrangements, getting around and integrating with the host Country.

Working visas:

  • These are often not difficult to obtain between most OECD countries.
  • Some up front commitment will be required to assess each specific jurisdiction.
  • Leverage each firm’s HR resources for the best outcomes.


  • Depending on the length of the secondment, services such as AirBNB may offer a solution should a local host be unavailable.
  • The remuneration of the employee may need to be negotiated during their secondment to factor in the difference in living costs between countries.

International secondments significantly add to the secondee’s professional and personal development, they are fun and the benefits to both firms involved shouldn’t be underestimated. Smart firms are increasingly taking advantage of this strategy and providing exciting opportunities for their staff and business.

Thank you very much for your enthusiasm, professionalism and open mind. You have been a real “asset” and inspiration for Bol.

Pascal Graat (Managing Partner, Bol Adviseurs)

Attention practice owners! Now is the time to see if your practice is well positioned to provide you with a healthy retirement.

Senior couple meeting financial adviser for investment

We all know that by establishing regular health and dental checks we’ve got a greater chance of preventing problems throughout our lives.

It’s the same reason for establishing regular financial and strategic reviews of your professional practice. Done regularly, this will help you keep focused on identifying key value drivers to maximise the value of your hard earned business investment and to effectively manage risks, potential weaknesses and/or threats.

Effective strategic and succession planning will help you position your practice to maximise value and make your business investment work for you during retirement. What exactly is succession planning? It’s a strategic process which allows you to transition your equity ownership by way of whole or part sale to fund your ongoing income during retirement.

When to do succession planning?

To be successful, it’s about starting early and preparing for the long term. You need to formulate a plan to assess your current position, set out what you want to achieve and develop and implement a plan for getting there.

A new financial year is a great time to reflect on previous year performance, to assess your progress towards achieving your retirement goals and provides an opportunity to identify new strategies for optimal growth, profitability and performance.

Working ‘on’ vs ‘in’ your practice

The first step is investing time to work on your practice, reviewing key business performance measures and industry trends:

  • Review financial performance including key performance indicators and use this to compare and benchmark with other successful and leading practices in your industry.
  • Review key trends in relation to government, industry, technology, staffing and resources, client/ patient needs and innovation.
  • Identify opportunities, strengths, weaknesses and threats.

Step by step plan

The next step is to plan ahead, to identify and prioritise key initiatives for the next 12 months aimed at driving revenue growth, improving profitability, cash flow, performance and ultimately increasing the equity value of your practice.

Some key initiatives include:

  • Reduce reliance on your own personal exertion and knowledge, make the business worth more without you. How? Consider leveraging from other professionals and team members, increasing the scale of your business, training key staff, investing in professional development to enhance level of care and maximising leveraging within the organisation by introducing an effective structured team. Introducing incentives and rewards to encourage performance improvements would also assist.
  • Establish client relationships linked to the practice and its brand; not just the individual.
  • Develop systems and processes to reduce reliance on key people within the practice.
  • Reduce potential threats (including the Medicare freeze, changes to pathology rent agreements etc.) by increasing the range of services offered, introduce private billing, select the right service mix to maximise profits and identify cross service opportunities.
  • Introduce new technology to improve client service and build effective client relationships.
  • Enhance patient services utilising data analysis and management tools to identify patients who would benefit from proactive collaborative care.
  • Effectively use debt to provide capital to expand and grow your practice by acquiring other practices. This strategy can potentially lead to increased revenue growth, profitability and a higher return on investment. It’s important to seek advice and manage the risks, especially during the due diligence process.
  • Review the gap between the value the practice is worth now and the value it needs to be when you plan to retire. Consider which of the activities in this article will help you maximise the value of your practice, to ensure it’s sale ready and easily transferable to the new owners when the time comes.
  • Make it easier for the purchaser to finance goodwill. Banks will generally support finance funding for goodwill when there is evidence of a comprehensive business and succession plan, financials to support future maintainable profits and an accountant report which assesses key risk and value drivers for the business.
  • Increase the tax effectiveness of your invested capital by planning ahead to ensure you maximise the use of available small business capital gains exemptions. Structure the sale contract to favour your after tax outcome and direct the proceeds of sale to an appropriate structure (superfund, family trust, next generation trust etc.) to protect your wealth and maximise after tax returns.
  • Prepare your estate planning. Having a professional will, powers of attorney and superannuation binding nominations is a big part of succession planning. Make sure your wishes are well known by those around you to ensure your estate is managed in the way you want.

Break down the activity

Take charge of your business to ensure it’s well positioned for the road ahead. Select and focus on 5 key initiatives for the next 3 months, reflect and measure the benefits achieved and prepare for your next strategic planning cycle.

Too many times we see professionals retire who haven’t spent the time during their career to determine how they will fund their retirement years. This can mean having to work well into their later years just to get by. If you start early, you can make the most of your business so it can be a big nest-egg for your future.

Are you hungry, smart and humble?

Team player

Image source: The Ideal Team Player: How to Recognize and Cultivate The Three Essential Virtues Hardcover – April 26, 2016 by Patrick M. Lencioni


An organisation is only as successful as the great people that go above and beyond to see the company succeed and to make clients happy.

Success is a team sport and there are various theories on what makes a great team player.

As our old friend Verne Harnish says those who don’t read barely have an advantage over those who can’t – one of the latest books he has recommended The ideal team player“ (by Patrick Lencioni) reminds us of the key attributes that we should look for when we are recruiting new members to the team.

Lencioni explains it like this ….

The Concept
An ideal team player embodies three virtues: humility, hunger and people smarts. The power this combination yields drastically accelerates and improves the process of building high-performing teams.

Ideal team players are hungry. They are always looking for more. More things to do. More to learn. More responsibility to take on. Hungry people almost never have to be pushed by a manager to work harder because they are self-motivated and diligent. They are constantly thinking about the next step and the next opportunity.

Ideal team players are smart. They have common sense about people. Smart people tend to know what is happening in a group situation and how to deal with others in the most effective way. They have good judgment and intuition around the subtleties of group dynamics and the impact of their words and actions.

Ideal team players are humble. They lack excessive ego or concerns about status. Humble people are quick to point out the contributions of others and slow to seek attention for their own. They share credit, emphasize team over self and define success collectively rather than individually.

We have a great team here at Prosperity and this also resonates with our Prosperity DNA (Passion = Hungry and Team/Integrity= Humble) and our Brand promise of One Team, One Plan, Smart Advice.

Do you know if you have the ideal team players in your business? Do you agree with the ideal team player attributes that Lencioni discusses?

Did you know that Prosperity Advisers Group has business consulting services that can benchmark your business performance against others? Benchmarking is a great way for SMEs to measure the effectiveness of their team and their business against their competition in order to improve internal processes and ensure they stay one step ahead of the game.

Growing our team for 2016

Growing Our Team for 2016 FINAL Small

Prosperity Advisers are on a quest for talent, with exciting new roles on offer. Take the next step in your career and benefit from true team culture and work/life balance – click here for more information on the roles available & how to apply.

Our roles are also on the careers section of our website

Our Gift to You this Christmas

Seasons Greetings 2015 V2

The team at Prosperity are very grateful for your support in 2015. We appreciate the opportunity we have to help create stronger financial futures for our clients. We are also acutely aware of the difficulties being encountered by so many Australian Families. So instead of Christmas cards and the usual trappings this year, we have donated $5,000 to the Kids with Cancer Foundation. This organisation assists doctors, nurses, families and support groups involved with caring for the youngest of children suffering from brain tumours, leukaemia and all other childhood cancers. 100% of our donation has been passed on your behalf to struggling families of kids with cancer and to the children’s hospitals where they are treated.

Christmas comms - Kids with cancer photo

Kids with Cancer Foundation Director, Peter Bodman accepts our donation from Lynley Hukins

A Strong Community Focus

This year we have undertaken an extensive program of giving back to our community through a combination of fundraising, sponsorship and pro-bono work. We are proud to have given support to the following organisations:

  • Kids with Cancer Foundation
  • Canteen
  • Ronald McDonald House
  • Surfest
  • Hunter Medical Research Institute
  • Hunter New England Health Local Health District
  • Youngcare Charity – Brisbane
  • Calvary Mater Pink Precinct
  • Cooks Hill Surf Club
  • Hunter Wetlands Centre Australia
  • Re-New Newcastle Limited
  • Friends of the University of Newcastle

Award Winning Year for the Firm of the Future

It has been a successful 2015 for us at Prosperity. Our firm has continued to display a willingness to grow and innovate to set Prosperity apart from our competitors.

This year Prosperity won the prestigious ‘Fast-Growing Firm of The Year’ award at the Australian Accounting Awards.

The success followed us winning a prestigious Edge Award for HR and Cultural Innovation in Miami, USA. The award was conferred by the Leading Edge Alliance, the second largest international association of accounting firms with 220 member firms globally.

Christmas comms - awards photo

Australian Accounting Awards Presentation

Our People Make the Difference

We were delighted to welcome the addition of Siobhan Sellick and Steve Gagel to our Shareholder Group at the firm this year and add Brendan Campbell and Ruby Cheung to our Associate Director team.

We are investing in our skills and capability to serve our clients. Carefully selected this year we have added an additional 12 new people to our team and celebrated seven internal promotions. Staff amenity and client meeting space in Brisbane has been enhanced with a recent move to larger premises. We are delighted to announce we are also moving to larger, better equipped premises in Kent Street Sydney in February and will upgrade our Newcastle premises during 2016.

Thank you for your much appreciated support and we look forward to working with you again next year.

All the very best to you and your families for the festive season.

The Prosperity Advisers Team


Our Prosperity Advisers Group offices will be closed from 5.00pm Wednesday 23rd December 2015 until 8.30am Monday 4th January 2016. For urgent matters during this time, a priority message service is in place.

Prosperity Salary Packaging and Prosperity Smart Drive clients, please note our office will be open all days excluding public holidays.

Prosperity feature in Australian Accounting Awards

Fast-Growing firm of the year 2East Coast accounting and financial firm, Prosperity Advisers has won the prestigious ‘Fast-Growing Firm of The Year’ award at the Australian Accounting Awards 2015.

AAA_SEAL_2015_Fast-Growing-WINNERThe Australian Accounting Awards are the only industry awards designed to showcase excellence right across the accounting profession. With a broad range of categories that examine excellence across the breadth of the profession, the Australian Accounting Awards provides a platform for all industry leaders to be recognised.

Prosperity recognises that the rate of business change continues at an increasing pace and invests considerable time and resources in a disciplined planning process that keeps them at the forefront of those changes. Prosperity regards its vision as ‘true north’ as they continue to evolve their advice offering. Prosperity’s innovative approach to advice have resulted in two year revenue growth of 29% in a period where research house IBIS have reported accounting firm growth to average just over 3% per annum.

Prosperity Director of Business Services and Taxation, Megan Faraday-Bensley accepted the award on behalf of the 150 strong team. She thanked Prosperity’s clients for their continued support and added “Our strategy of embracing industry change and disruption as well as developing a culture that has enabled us to attract and retain good people has enabled us to continue our double digit growth.”

The success comes just after winning a prestigious Edge Award for HR and Cultural Innovation in Miami, USA last month. The award was conferred by the Leading Edge Alliance, the second largest international association of accounting firms with 220 member firms globally.

Prosperity CEO, Allan McKeown said “We are very proud of the collective efforts of our people across our Newcastle, Sydney and Brisbane offices. The Fast-Growing Firm of the Year Award is a wonderful recognition for the tremendous effort our team has put in supporting our five point growth strategy. Our focus is on value added service rather than number crunching tasks means our clients receive advice that is more holistic and forward looking to assist them to drive innovation and make better decisions.

Prosperity recognised for Cultural and HR Innovation at Leading Edge Alliance Global Conference

ProspHside-001Prosperity Advisers Group has been awarded a prestigious Edge Award at the Leading Edge Alliance (LEA) Global Conference being held in Miami, Florida this week.

Prosperity was recognised for its Cultural and HR innovation that highlighted the firm’s ‘Lightning Rod for Talent’ program.

Launched during 2014 the program’s goals were to improve Prosperity’s brand recognition, increase the number of candidates, secure several key partner level hires and provide enhanced opportunities for our rising stars.

Prosperity CEO, Allan McKeown said, “It was important to have appropriate programs in place not only to attract the best and the brightest of the profession but also to ensure that we retain our good people.

“We are a people business and accordingly succeed or fail on the strength of our team.”

The Edge Award was conferred by LEA Global, an International alliance of independently owned accounting and consulting firms with more than 200 member firms worldwide.
“The firm’s membership of LEA has been invaluable in providing our clients with personal contacts and a global reach to assist with their International business expansion and career secondments for our employees.” Allan said.

Prosperity is also delighted to be acknowledged as dual Finalists in the Accountants Daily, Australian Accounting Awards 2015 that highlights the impressive work undertaken by our industry professionals, demonstrating the continued value of accountants as trusted advisers. Winners will be announced at a Gala evening on 30 October 2015.