From a management perspective, having gone through the same sort of things a few times and knowing places giving conferences aren't going to change, one thing you should attempt to push for is having a standard percentage set aside for training for each staff member.
For example, I often pushed at places that didn't have it to set aside 5-10% of each dev;s salary as a professional development budget over and above their other social charges to the org. Figuring that out t the beginning of the year to have budget room for those sorts of things makes that a lot less of an issue. Also, it acts as a recruitment and retention incentive for corps who generally have to compete (at least in the ruby world) with cooler more fun sounding startups with pool tables, nerf guns and beer fridges.
But definitely a good management ju-jitsu move if you're doing that sort of forward planning. I'd also suggest a sit down with staff and figure out where they want to go skills-wise so they can use the budget room you get from that can be applied (with approval) on agreed skills improvement. Also, make sure you ask that budget can be rolled over in case workloads or availability/opportunity for conferences just doesn't pan out.
The only problem comes when you have conferences which are way out of whack cost-wise compared to the set budget (or if salaries are low, as they are in the charity sector.).
Just an idea. Done that at a few larger, more bureaucratic places and after you've gotten over the initial bunfight over what the percentage for training or set budget room number is, it makes things a lot smoother. YMMV depending on where you are, how budgeting is handled internally and the attitude to training in your org.
ciao!
Daryl.