The Association Director
Who are we?
Danny Adamaso
Planning Staff
Avi Maspin
Chagit Chovev
Ziva Makonen
Tal Hass
Chairperson
Shula Mola
Supervision Commity
Tzionah Yeshiyahu
Yakov Chazikiyahu
Management
Yakov Chazikiyahu
Gadi Malko
Micha Oddenheimer
Yossi Klein Halevi
Gidon Ambiya
Ita Prince
Tziona Yishiyahu
Dr. Haim Perry
www.iaej.co.il
Israel Association
For
Ethiopian Jews
(IAEJ)
28 Pier Konig Street,
5th Floor
Jerusalem, Israel 93469
Organization
Staff
Avi Maspin
Lilach Gavish
D’vora Greisman
Keren Alalof
Ziva Makonen
Tal Hass
Chagit Chovev
Danny Adamaso
phone 02-6789673
[email protected]
Organization Structure
Director
Legal
Advisor
Accountant
Office
Manager
Human
Resources
Employment
Project
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Lobbyist
Research
Unit
Social
Involvement
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IAEJ
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Dictionary of Concepts
Vision
Timetable
Assessment
Estimating
Goals
Aims of
the Plan
Types of
Action
Action
Plan
Limits and
threats
Resources and
opportunities
Verification
Points
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Category
Subcategory
Employment
Graduates
Non-Professionals
Involvement
Bridging communities
Social Cooperation
Strengthening the
Community
Housing
Suitable Residential
Environment
Social
The Ethiopian Jewish
Heritage
Education
Formal Education
Informal Education
Advocating (in a
variety of different
fields)
Ad Hoc Response
Providing Services
and Education
Activity in response to
Government
Decisions
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Comments
The number of students who have graduated and/or are studying in University is significantly
below par with respect to the general population. As such, the number of those employed in a
profession that is fitting to their academic skill is 17% lower than the equivalent in the population
as a whole. Most of the community’s adults are lacking in professional skills that are in demand in
the Israeli job market, thus making things difficult when looking for employment.
As of today, The Ethiopian community is divided into two central groups: immigration from the
beginning of the 80s until Operation Shlomo and the period after Operation Shlomo. Due to
historical circumstance, the connection between the two populations is riddled with difficulties.
Society in general is not familiar with the community and its internal politics. The lack of familiarity
between the established immigrants and those who have arrived more recently has caused
suspicion, stereotypes and stigmas which demand social, cultural and civic bridging work both
inside the community itself and between the established society and the community
As of today, 85% of the Ethiopian community are located in 20 cities in the
Geographical periphery, in down-trodden neighborhoods that were built in the 50s and 60s. This
fact with the addition of their personal difficulties as immigrants and the number of children per
person, does not allow for living conditions that are acceptable for the average family in the
community and they are very different from living conditions of the average family in Israel.
The culture and history of Ethiopian Jews is disappearing as the elders are aging before a
nationally oriented governmental solution is put in place, which will give an appropriate expression
to turn the cultural and social assets of Ethiopian Jewry into a national treasure of the Jewish
people in Israel and in the world as a whole.
The lack of a system that can compensate for gaps in western education that parents cannot
provide to their children, means that many Ethiopian children are excessively sheltered. The fact
that many high school students have criminal records suggests that the education System in
Israel is not succeeding in providing the appropriate response to the needs of Ethiopian students
and youth.
Many concerns are lodged to the organization about various different issues. From requests of
private individuals, students, organizations and people requesting referrals or short term help
requests to requests that demand involvement with the absorption of Ethiopian immigrants into
israel. The association, as of today, provides a response to over 500 requests a year without any
organized infrastructure. There is a need for organization and attuned responses.
The Israeli Media has espoused the concept that the state invests a large amount of money in the
absorption of Ethiopian immigrants. For the most part, the aid assigned appears only in headlines
and eventuality leads to a crash. The activation of initiatives is for the most part struck down
because of government change, budget cuts and, especially, from a lack of adequate
professional tracking after the establishment of a government decision. Examples of cancelled
initiatives include project chumash, the national project, the center for pronunciation and others.
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The inclusion of challenges dealt with by Ethiopian Graduates into the public agenda and
the establishment of a project designed to deal with these challenges
The designation of the organization as a professional body and a center of information for
the community, for organizations of the third sector for professionals (Academies and
research institutes, secretaries in government ministries and more) and for government
ministries.
Active knowledge and involvement in all forms of media, in specific areas in which the
organization functions and in all areas that are connected to the community.
The expansion of cooperation with social organizations, both those that have no specific tie
to the Ethiopian community and those who’s concentration is connected with the
community (Yedid, Agenda, the Sderot Conference, The Bridge Fund, Senimatic and more).
Production of white papers and research which are of use to the intended audience of the
association
Uploading a new internet site and enlarging the readership of the “Kav Ha-ofek (Horizons)”
Magazine among various different audiences.
Accompanying, assisting and interfering to find appropriate solutions to incidents that
occur in academic institutions, in residential areas and in connection with a response by
those who provide different services on the institutional level. This activity attempts to
combat the lack of an appropriate response and discriminatory management.
Active Involvement in the engraving of The Sigd Festival, in the establishment of the
Chumash project in the government and establishing the clause of fair representation in the
law of state service. The activity took place in cooperation with Members of Knesset,
Knesset Committees and Government Ministries.
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Organizational Targets
Main Target
1)
2)
3)
4)
5)
6)
to become a major Defending social organization
for the Ethiopian-Israeli community
Raising the public and social awareness to the challenge that the
Ethiopian community is facing. Means: creating a social-political
debate among the Israeli society.
To be a social-cultural catalytic for facing the gaps that exist in
the areas of education, employment, occupation and housing.
Developing tools for communal and social involvement for the
benefit of the Ethiopian-Israeli civilians at the municipal level and
at the national level.
to be a “watchdog” against discriminating acts.
To be a major factor in collecting, processing and distributing all
sorts of information that might be needed to help the Ethiopian
community become equal part in the Israeli society.
Encouraging the awareness of the Ethiopian people of their rights
and obligations. On the other hand: monitoring the federal
institutions in rendering services at an understandable language
to the Ethiopians.
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Targets (at least 3 to each purpose)
 Producing 5 position papers which present the activities of the organization,
and three “action” researches.
 Three law proposals that will promote the subject of the community
involvement in the Israeli society.
 Designing & activating on a current basis a website of the Organization in
the English language.
 Founding 5 groups of interest in 5 different cities.
 Exposing the challenges that the Ethiopian community is facing by
producing 3 television programs.
 Raising the Organizational Budget by at least 20%; maintaining existing
budget.
 Producing 3 events a year to promote issues in which the Organization is
involved.
 Submitting to the contributors 5 new requests every year for new projects,
and getting confirmation for 2 of them.
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Ways of Acting, Means, & Tools Used- 1
 Building a Work Program for each organizational unit, each of the units being
responsible for achieving its own targets.
 Creating collaborations with groups\ institutions with similar purposes to those
of the Organization; this will be done both by the different units in the
Organization & by the Organization as a whole.
 Activating “agents” and socially active persons: using those agents’ personal
and communal connections in the local and national level.
 Re-establishing a lobby at the Knesset which will promote Ethiopian interests, as
well as activating the different committiees of the Knesset.
 Maintaining a constant contact with all of the contributors- both private ones &
funds; this contact will be on a monthly basis by means of phone calls, reportwriting, and meetings.
 Transparency, availability, and granting a personal and organizational response
to anyone who will seek for help at any issue whatsoever; this includes private
people, organizations, funds, the media, and government ministers
 Documentation: Producing monthly reports summarizing the activities of each
unit in the Organization.
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Ways of Acting, Means, & Tools Used- 2
 The human resource of the Organization, which is made of the
personal connections, the professional abilities, and the vision of
each of the employees of the Organization.
 The different units of the Organization, each one according to its
own skills & field of expertise (Research, Community, Lobby,
Magazine, Resource Development).
 Cooperation with Professionals, Funds, Federations,
organizations, Government offices, the Media, researchers, the
Academy, & Ministers.
 Social agents and local gatherings, volunteers and activists in the
various communities & authorities, and different parties who are
interested in promoting the situation of the Ethiopian community.
 Events such as conferences, seminars, study-days, both local and
national; those events are either initiated by the Organization or by
other factors; if necessary, the Organization collaborates with
another party in order to organize such events.
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Major Ways of Control Receiving a confirmation from a Contributor to proceed the financing of a
certain project that was initially financed by that Contributor.
 The actual contents of the monthly reports of each of the Organizational
units.
 The number of participants at the events and conferences initiated by the
Organization.
 The number of entries to the Organization’s website and the feed-backs
received regarding the activities of the Organizations.
 The level of satisfaction of the different units\ teams of the Organization
from their own tasks and achievements.
 Achieving the targets and the monthly work plans of the team.
 Initiated Involvement of the CEO (when necessary) due to deficiencies and
disorders at the team-level.
 Team work and collaboration among the team\unit members during the
project.
 Personal meeting\ conversations between the CEO and each of the other
employees.
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Resources & Opportunities
 Traditional supporters of the Organization such as: Keren Moriah, NY Federacy,
FEJ.
 Collaborations with organizations, for example- Agenda, Tabekka, and others.
 Applying the conclusions of “Midot” REPORT.
 Applying and re-newing requests to Contributors.
 Collaboration with government ministers who are active in matters involving
the Ethiopian Community.
 The professional talents and capabilities of the Professional team of the
Organization.
 Funds & Federations who’re interested in the fields of activitiy of the
Organization.
 Achievements which have influenced both the Community and the different
offices.
 Collaborators and Colleagues at government offices and at the Community.
 The reputation of the Organization, and its various achievements until now.
 Three Community members have started as ministers at the 18th
Knesset!
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Possible Barriers & Threats
 Inter-community politics among the organizations who are active for the
Community.
 The competition for Resources, mainly due to the financial\ economical
situation of the different funds and donators.
 Wearing-out\ possible exhaustion of some of the team members, particularly
those who work for over 2 years.
 The ending of the participation of 3 traditional donators of the Organization in
the coming year.
 An increase in the challenges and difficulties of the community members in all
areas of life due to the global economical crisis.
 Public exhaustion\ “wearing-out” due to the many reports regarding the
difficulties faced by the community members.
 The stereotypes\ Stigmas existing on the nature of activities of Ethiopian
organizations.
 Fear of the next regime\ government being uncommitted to the execution of the
5-year plan (“the Homesh”).
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Means of Evaluation
(How can we tell we have succeeded?)
 The number of publications at the Media, and the nature of the
different responses to those publications.
 The will of the Public, and particularly of the Ethiopian Community
to be involved in the activities of the Organization, both locally and
nationally.
 The number of requests for donations that will be eventually
confirmed, by donators, federations, and private people.
 The will of the different organizations, government offices and funds
to collaborate on issues in which the Organization specializes.
 The number of requests for information from outside parties,
including follow-up of the number of entries\ downloads to\ from the
Organization’s website.
 The frequency of requests made by institutions and private people
for attending conferences and seminars regarding the nature of
activities of the Organization.
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
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Schedules & Tasks
Task
Schedule
Reponsibility
Comments
Work Program
Feb 15
Danny+team
Each unit builds its own work plan
Personal chats
Once a month
Karen
To be appointed with each unit
separately
Team meetings
Once in 2 weeks
Karen
No outside tasks unless approved first
Forums
Once a month
Each unit manager
To be managed\ scheduled by each
unit manager
Monthly reports
Once a month
All team members
CEO report will be documented by
Karen and will be handed to Debora
at the end of each month
Outside Trips
Twice a week
Community unit
Research twice a month, CEO once a
month, Lobby once a week.
Reports to Donators
According to needs
Debora
Each report and request will be first
approved by CEO
Enriching Seminar
Twice a year
Danny, Karen,
Debora
Seminar is a study day, refreshing,
etc. according to available resources
General Assembly
Once a year
Karen, Danny, Shula
A yearly summary will be presented+
confirmarions for budgets & Plans
Fun\ traditional night
Once a year
Danny, Shula
At a date suitable for most
management members
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Working Principles
 Each team member is obligated to have one outside day-trip to enable
him to collect information, formal data, and non-formal data.
 The presence in all forums is obligatory, and as part of the job-definition,
dismissal will be authorized only by the CEO.
 Each unit manager is responsible to prepare a meeting and to coordinate
among the meeting participants.
 Each team member is responsible for building work program at the areas
of his responsibilities and has to get this work plan confirmed by the
CEO.
 Each team member will submit once a month activity report that reflects
the extent of his activities for that month.
 Each forum will have at least one meeting each month; team meeting will
be held once in two weeks.
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Constant Forums (Organizational Synchronization)
1. Management Forum- (Organization’s management,
CEO)
2. Resources Development Forum- (resouces development,
CEO, Chairman).
3. Team Meating Forum- (All team including all the units)
4. Research Unit Forum- (Reaearch, CEO, Community)
5. Involvement Forum- (Involvement, Research, Lobby,
CEO).
Lobby Forum+ Kav Haofek Magazine- (Lobby, CEO,
research).
6. Employment Forum- (employment, Research, Lobby,
Internet)
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