May 2006 Newsletter
IN THIS ISSUE
News from Dulles Chapter of SHRM and other timely HR information
SPECIAL NOTE: NO JUNE CHAPTER MEETING
"CONTACTS COUNT: NETWORKING SKILLS FOR HR PROFESSIONALS"
Wednesday, July 19, 2006
(Note: Breakfast Meeting, 7:30 a.m.-9:30 a.m.)
Networking is an essential professional and corporate competency for anyone in the field of Human Resources. Networking enables internal HR practitioners to excel at creating, cultivating, and capitalizing on the cross-functional relationships that get things done and affect the bottom line. For external HR consultants, networking is key to developing relationships and building business.
A recent survey showed that 82 percent of all businesspeople belong to some type of networking group. We know networking is important, but how many of us know what to do to make those memberships a worthwhile investment? How many of us have a networking strategy?
Mike Huckabee, the Governor of Arkansas who lost 100 pounds, once said, "There's a difference between going on a diet and changing a life style." The same is true with networking. There's a difference between thinking "I've really got to start going to some networking events" and choosing to develop a lifestyle that creates an abundance of opportunities for yourself and others. Done right, networking is a way of life - not something you do on Thursday night.
At our breakfast meeting on July 19, Wendy Mack will share valuable tips for initiating and maintaining the relationships that will enhance your success as an HR professional. In this session, you will learn:
- A process for deciding which organizations to join to build your network strategically.
- How to build long-term relationships that show off your talents.
- Techniques for advancing through the 6 stages in any relationship.
- The appropriate behaviors and conversations to have at each stage of the relationship.
Wendy Mack, SPHR is a certified Contacts Count presenter and president of T3 Consulting, a firm offering consulting services related to strategic training initiatives and employee alignment. Wendy has a personal passion for teaching employees at all levels how to work more effectively with their bosses, peers, direct reports, and customers. Some of her most recent clients include Northrop Grumman, America Online, Freddie Mac, and The Nature Conservancy. Wendy holds an M.A. in Organizational Communication from the University of Maryland and a B.A. in Communications from Slippery Rock University. She is a popular keynote speaker and is praised for her ability to deliver presentations that are both engaging and useful.
Community Speaker: Joan Velotti, Contract Coordinator, GMU Office of Continuing Professional Education will be on hand to talk about the New Gatlin Online Certificate Courses at George Mason University. For more information, visit their website at http://ocpe.gmu.edu/certificate_programs/gatlin_onlinecourses.htm.
Register online at www.dullesshrm.org.
EMBRY RUCKER SHELTER DONATIONS UPDATE
Members who attended the April meeting donated $57 in cash! Cash donations were used to purchase Target gift certificates for the homeless. Thank you for your continued support. Reston Interfaith's programs address the most critical issues facing our neighbors: affordable housing needs and homelessness, nurturing and healthy environments for families, and social issues, such as domestic violence and substance abuse. For more on how to help, check out www.restoninterfaith.org.
MAY COMMUNITY SPEAKER INFORMATION: OPERATION JOB MATCH
Operation Job Match (OJM) was initiated in 1980 by the National Capital Chapter of the National Multiple Sclerosis Society. OJM is an employment assistance and support program for individuals with adult-onset physical disabilities including multiple sclerosis, lupus, arthritis, diabetes, and spinal cord injury. Through the program, OJM staff assists individuals in making informed choices about their employment situation. Steven W. Nissen, M.S., CRC, Operation Job Match Program Director, will be on hand to discuss OJM and the services it provides.
Operation Job Match assists qualified individuals in returning to work and maintaining competitive employment. Through exploring accommodation strategies, obtaining a better understanding of an individual's rights and responsibilities under the Americans with Disabilities Act (ADA), and discussing the pros and cons of disclosure, that job seeker can better present himself or herself to a potential employer and be more equipped to address possible concerns of that employer. That confidence and knowledge will allow an employee to be even more productive and efficient in their job. Individualized direct job search assistance is also provided throughout the process from conducting vocational assessments, assisting with updating cover letters and resumes, interview role playing, disclosure training, and utilizing a job bank through which employers can post their available positions.
Employers can benefit from working with OJM. They can be provided with disability training. They can post their job vacancies through OJM, thereby eliciting responses from highly trained and experienced individuals. Employers who take an active interest in disability issues and tap into "the hidden source" of employees can be models for other employers. They can have an impact on assisting people with disabilities maintain their independence by providing guidance, mentorship, and support during the job search process. Most importantly, they have the potential of hiring a qualified individual.
For more information, contact Steven W. Nissen, M.S., CRC, Operation Job Match Program Director at National Multiple Sclerosis Society, National Capital Chapter, 2021 K Street, NW, Suite 715, Washington, DC 20006
(202) 296-5363 or (202) 887-0136 www.MSandYOU.org www.OperationJobMatch.org.
YOUR FOUNDATION AT WORK…DID YOU KNOW???
Submitted by Lisa Forester, PHR, SHRM Foundation Rep & Scholarship Coordinator
The SHRM Foundation supports the SHRM Information Center through a quarter million dollar grant. The Information Center, a free service to SHRM members, publishes the online White Papers series, maintains the Competitive Practices Database and answers more than 70,000 HR inquiries annually. The Foundation grant ensures that the Information Center has the latest technology and the most current resources to help HR practitioners get the answers they need quickly and easily. For an overview of the Foundation's work, visit www.shrm.org/foundation.
LEGISLATIVE UPDATE - CAPITAL HILL TRIP
Submitted by Judy Carter, Legislative Liaison
We are in the midst of setting our trip to Capital Hill. Don't miss this opportunity to show your support and to lobby Congress! If you have never met your Congressmen or Senators - take this opportunity. We will talk about a few issues HR Professionals as a whole want their politicians to be aware of when voting. Previous attendees are welcome to attend! Dulles SHRM cares about the issues that directly affect our profession. Please let Judy Carter know if you are interested in visiting Capital Hill with our Chapter, and what time of year works best for you. You can contact her at Judy.Carter@cox.net.
PROFESSIONAL DEVELOPMENT SEMINARS
The Virginia Relay System: Recruiting and Communicating with Employees
or Customers Who are Deaf or Hard of Hearing May 24th
Free Training! And Earn HRCI Credits!
WHERE: McLean - Booz Allen Hamilton
WHEN: 8:00 am-11:30 am
Please visit their website at http://www.vabln.org and click on the Calendar page to register.
For further information contact:
Virginia Business Leadership Network
Phone: 1-866-624-3502
Email: dana.rosanelli@suntrust.com
http://www.vabln.org
Winchester Chapter Summer Slammer June 6th
Presenter: Scott Christopher
Who says employee recognition has to be difficult? Many of today's leading companies are successfully transforming their corporations into "Carrot Cultures" - creating workplaces where employees are committed, profitability is high, and retention is among the best in their industries. You'll learn how every organization can implement these simple principles: Recognition/motivation programs do not need to be complex or expensive. Most non-monetary and formal recognition doesn't have the impact it should. With a few simple ideas used in America's best companies, you can increase the impact of the recognition presentation. The impact of recognition on your organization can be measured. Companies have learned how to measure the impact of recognition.
Manager of Recognition Training at the O.C. Tanner Company, Scott Christopher has presented on the power of recognition to delighted HR and manager audiences from Caesars Entertainment to the Society for Human Resource Management (SHRM) annual national conference. He currently crisscrosses the U.S. speaking to O.C. Tanner customers and other leadership groups about recognition programs that are strategic, simple, measurable and actually work. A contributing author of the bestselling A Carrot a Day, Scott presents concepts, research and exercises from Managing with Carrots and The 24-Carrot Manager, written by industry colleagues Adrian Gostick and Chester Elton. His audiences laugh a lot, participate en masse and always leave energized with the tools to unleash the potential of their workforces.
Details: 2006 Summer Slammer June 8, 2006 / 8:00-11:30 a.m.
Breakfast & Registration: 8:00 - 8:45 a.m. Seminar: 9:30 - 11:30 a.m.
$99 per person
Registration Deadline: Friday, June 2, 2006
Register Today:
Via Web: www.lfcc.edu/WorkforceServices
Via Phone: 540-868-7021
Via Fax: 540-868-7020
Via Mail: LFCC Workforce Services, 73 Skirmisher Lane, Middletown, VA 22645
Location: Lord Fairfax Community College
William H. McCoy Special Events Center located inside the Alson H. Smith Technology Center
This program has been approved for 2.5 recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI).
Executive Briefing on Employee Benefits June 6th
Bingham McCutchen LLP, UBS, Beers & Cutler and Legacy Partners join forces for an afternoon briefing to Executives, Fiduciaries, Human Resource Professionals and In-House Counsel on Executive Compensation, Fiduciary Liability, Competitive Retirement/Benefit Plans, and Corporate Tax Issues for public, pre-IPO, and pre-acquisition companies. Seminar topics and additional details can be found in the attached invitation.
When:
Tuesday, June 6, 2006
2:30pm (Registration)
3:00pm - 6:00pm (Program)
Cocktail reception immediately following program
Where:
Bingham McCutchen LLP
2020 K Street N.W.
Washington DC
RSVP:
To Melissa Frost at 202.419.2225
or via email at ERISA@bingham.com
by Tuesday, May 23, 2006
Sign up Early as Seating is Limited
JUNE CHAPTER DISCUSSION GROUP "TO RETAIN OR TO THROW - WHAT YOU NEED TO KNOW ABOUT: RECORD RETENTION"
Thursday, June 1
Contributed by Cindy Loison, SPHR, Director, Discussion Group
Have you ever asked yourself "Where is that document in that pile on my desk - better yet, where did I save it in the computer again?" Other times, you may be trying to remember who keeps the emergency procedures, what to do with notes from an internal investigation of harassment or with a credit report for an employee who left eight years ago. Record retention and destruction can be a daunting concept, especially when it comes to implementing or maintaining your company's policies and procedures. Jason Branciforte, a shareholder in the Washington, D.C. office of Littler Mendelson, will facilitate a discussion on record retention practices as we share our experiences and "lessons learned" with each other. In preparation, please reflect on the following questions:
- What have been your experiences with developing and/or maintaining a record retention/destruction policy?
- Who at your organization is responsible for the record retention policy - is it centralized or decentralized?
- What employment regulations impact record retention/destruction practices?
- What best practices and tools can we recommend to facilitate effective record retention?
You are invited to bring examples from your experience, or, if you have had no previous experience in this area, consider this an opportunity to learn from your colleagues. There is no charge for attending. Just be sure to call ahead so we expect you.
Please confirm your participation by registering on-line, at least 24 hours in advance, at www.dullesshrm.org. If you have questions, feel free to call Cindy Loison at 703-265-7520. Participation is limited to the first 25 people who sign up.
Date: Thursday, June 1
Time: 7:30 a.m. to 9:30 a.m
.
Place: Greenblum & Bernstein, P.L.C.
1950 Roland Clarke Place
Reston VA 20191
Phone: 703-716-1191; Ask for Wistaria Krigger or Lyne Lollichon
Directions:
From the Beltway or I-66, take the Dulles Toll Road (Route 267) to Exit 13, Wiehle Ave. Turn left on Wiehle Ave. At the second traffic light, turn right onto Sunrise Valley Drive. Proceed approximately 0.7 miles and then turn right onto Roland Clarke Place. We are located at the end of the block on the left.
From Dulles Airport, take the Dulles Access Road to Exit 12, Reston Parkway. Turn right onto Reston Parkway and at the first light, turn left onto Sunrise Valley Drive. Proceed approximately 1/2 mile and then turn left onto Roland Clarke Place. We are located at the end of the block on the left.
JULY CHAPTER DISCUSSION GROUP "VOLUNTEER OPPORTUNITIES FOR THE HR PROFESSIONAL"
Thursday, July 6
Contributed by Cindy Loison, SPHR, Director, Discussion Group
It is important that we, as HR professionals, set a positive example by giving back to our community. Many of us are already involved in non-profit organizations and events throughout the year. Evelyn Kaiser, Business Development Manager, of the Northern Virginia Region of the Virginia Department of Rehabilitative Services will facilitate a discussion on opportunities for HR professionals to volunteer and help the community. In preparation, please reflect on the following questions:
- What community service programs are you involved in?
- What are some of the positive experiences you have had?
- What reservations do you have about getting involved?
You are invited to bring examples from your experience, or, if you have had no previous experience in this area, consider this an opportunity to learn from your colleagues. There is no charge for attending. Just be sure to call ahead so we expect you.
Please confirm your participation by registering on-line, at least 24 hours in advance, at www.dullesshrm.org. If you have questions, feel free to call Cindy Loison at 703-265-7520. Participation is limited to the first 25 people who sign up.
Date: Thursday, July 6
Time: 7:30 a.m. to 9:30 a.m.
Place: Virginia Department of Rehabilitative Services
11150 Fairfax Blvd.
Suite 300
Fairfax, VA. 22030
Phone: 703-277-351; Contact: Evelyn Kaiser
Directions:
From Manassas and West: Take Rt. 66 East to Exit 57A. Get on Rt. 50 East toward Fairfax. Move into the left lane, go past two traffic lights and turn left into the parking lot at 50/66 Office Plaza.
From Loudoun County: Take Rt. 50 East toward Fairfax. Go past Fair Oaks Mall and cross over Rt. 66. After passing Jermantown Road, move into the left lane immediately and turn left into the parking lot at 50/66 Office Plaza.
MARK YOUR CALENDAR
2006 Conferences:
- June 25-28 - SHRM Annual Conference & Exposition, Washington, D.C.
Chapter Breakfast/Dinner Meetings:
- August 16 (Dinner Meeting) - "Ethical Issues" Presenter: Keith Green, SPHR, Focus: HR Strategy & Direction
- September 20 (Dinner Meeting) - TBA, Presenter: Caryn Pass, Krupin O'Brien, Focus: HR Law
- October 18 (Breakfast Meeting) - "Straight talk…Crucial Conversations" with Marcia Riley, Chief Learning Officer and AVP Talent Management, INOVA Health, Focus: Career Development
- November 15 (Dinner Meeting) - "Career Development" Present Steve Arneson.
- December 6 (Dinner Meeting) - Holiday Party
WELCOME TO NEW MEMBERS
Contributed by Lynn Padgett, Vice President, Membership
The Dulles Society of Human Resource Management SHRM welcomes our newest members.
Thank you for choosing our chapter!
Brenda Brumfield, HR Manager, Griffin-Owens & Associates
Angela Fiorini, Director, Human Resources, Anystream, Inc.
Joseph Jackson, SPHR, Acting Director, EEO & Diversity, National Reconnaissance Office
Emily King, Senior Manager, Strategic People Initiatives, Booz Allen Hamilton
Eric Maholmes, HR Generalist, Flowers Baking Co. of Lynchburg, LLC
Holly Nicoll, Principal, Nicoll Consulting Inc.
Frank Schofield, Operations Director, Summit Relocations Services
Paul Velky, SPHR, Director, Human Resources, Symantec Corporation
VIRGINIA SHRM STATE COUNCIL GOLF TOURNAMENT OCTOBER 11TH
(At the start of the State Conference)
Date:
October 11, 2006
7:30 AM Registration, 8:00 AM Shotgun Start, 1:00 PM Awards & Lunch on the Deck
Sponsored by:
Roanoke Valley SHRM
New River Valley SHRM
Virginia SHRM State Council
Hanging Rock Country Club
18 holes of Captain Choice
Prizes for the Winning Teams
Closest to Pin on Par Three's
Beginners are Welcome
Cost:
$50 per player
$200 per team
Please submit your entries by September 20, 2006:
Coy Renick, SPHR Phone 540-890-3153, Cell 540-556-4480 Email: crenick@cox.net
BARRIERS STILL EXIST FOR DISABLED WORKERS
By Ellen Simon, AP Business Writer Tuesday, April 4, 2006
Contributed by Evelyn Kaiser, Diversity/Workforce Education Director
Bruce Morgan knew he was in for a long job search. Morgan has a strong resume and a Masters of Business Administration, but he also has cerebral palsy, which affects his speech. After his company, Nabisco, was bought by Kraft Foods Inc., his 25-person department was laid off on the same day in 2004.
Some of his colleagues planned to take time off. Morgan, a triathlete, a piano player and a father of three, started looking even before the layoff.
Over the next 19 months, he had 125 in-person meetings and sent a monthly e-mail update to 1,600 people. Sometimes he was merely discouraged, once he was felt he was discriminated against so blatantly, he filed a complaint with the Equal Employment Opportunity Commission. Near the end of his search, Morgan, who lives Pompton Plains, N.J. was so disheartened, he started his own computer repair business.
The Americans with Disabilities Act, passed in 1990, prohibits discrimination against people with disabilities, yet the employment rate for those with disabilities has been nearly flat for almost 20 years.
Only 34 percent of working-age people with disabilities had full time or part time jobs in 1986. In 2004, the figure was 35 percent, according to surveys done by the National Organization on Disability in conjunction with the Harris Survey. People without disabilities have an employment rate of 78 percent.
People with disabilities are nearly three times more likely to live in poverty than people without disabilities; 26 percent of people with disabilities had an 2004 annual household income below $15,000, versus 9 percent of those without disabilities, the survey found.
"Employers still have fears and misconceptions about people with disabilities," said Nancy Starnes, vice president and chief of staff at the National Organization on Disability, a nonprofit focusing on the participation of people with disabilities in all aspects of community life.
Starnes, who has used a wheelchair since 1973, when a plane crash left her paraplegic, has made a career of trying to open doors to other people with disabilities. She worked from 1987 to 1997 in New Jersey at county job referral services for people with disabilities.
"I heard a lot of very, very disheartened people who were trying to look for work," she said.
While their disabilities ranged widely, their message was the same. "They were asking, in some cases, pleading, 'Can't you help me try to get a job? I'm having a very difficult time finding an opportunity, finding an employer who will just give me a chance,'" she said.
Advocates for the disabled try everything to open doors, from one-day events where college students with disabilities spend a day with an office worker to poetry contests.
"My mom without her job is a like a baseball player without a bat. My mom with her job is a like a cat lover with 20 cats," wrote Diamond Clark, age 12, whose mother works as a data entry clerk through New York City's FedCap, a nonprofit that serves 3,000 people with disabilities a year with job training and placement.
People who train disabled workers not only have to find willing employers, they have to prepare their clients for a tough search. Students who have spent their school years in special needs classes also have to adjust, quickly, to the less sheltered world of work.
Chef instructor Matthew Sywhaho teaches culinary students at FedCap's Career Design School. The students - who are from New York's District 75, which serves the city's most severely disabled students - staged mock interviews with graduates of the program. Each practiced everything from the knock on the door before the interview to the handshake at the end.
"Every time you go out, there's 400 people going out for the same job," Sywhaho told the students, who have severe learning disabilities. "What are you going to do to differentiate yourself from the other 399?"
"My No. 1 goal," he said later, "is to keep them from being scared, to keep them from being scared of new opportunities."
He gave them daily verbal tests and took them shopping for unfamiliar foods, such as white eggplant. For their graduation, the students prepared and served a seven-course lunch on February 3, which began with a shiitake mushroom and heirloom tomato tart and ended with passionfruit cheesecake on a brownie with passionfruit sauce. Each new course was greeted with applause.
Between courses, Joann Kelly, whose son Terrell, 19, was in the class, said, "The job market is rough, but seeing what can be done, how far he has come, I believe he can prosper."
The students are still sheltered, said Robyn L. Saunders, a career placement specialist at FedCap. One received a job immediately after an interview, spent a day working in the kitchen and never returned. She now tries to place two graduates in the same kitchen so they aren't entirely surrounded by the unfamiliar. So far, her success rate is good; less than two months after graduation, six of the nine graduates have jobs.
Morgan, 44, eventually landed a job, too, after meeting a Deloitte & Touche partner at an awards lunch sponsored by Just One Break, a nonprofit that helps find jobs for people with disabilities. Morgan is now a tax manager at Deloitte & Touche in Parsippany, N.J.
At Deloitte, "no one has said anything about my handicap one way or another," Morgan said. "Deloitte is really a remarkable, remarkable company."
Thinking back to his job search, he said, "I think sometimes people feel - not at Deloitte, but at other jobs - 'If someone handicapped can do the work that I do, what does that say about me?'"
SHRM NEWS TO USE TOPIC: HIRING FOREIGN NATIONALS
Contributed by SHRM Public Affairs Office
(Alexandria, Va., May 04, 2006) - A recent survey conducted by the Society for Human Resource Management (SHRM) found that 29 percent of human resource (HR) professionals said their primary reason for recruiting/hiring foreign nationals was because they could not find U.S. workers with the necessary skills, while 52 percent of the respondents said the length of time required to process petitions was their greatest challenge in recruiting/hiring foreign nationals.
Among other questions, respondents to SHRM's 2006 Access to Human Capital and Employment Verification Survey, which explores immigration and workforce readiness issues, were asked the
following:
What is the primary reason for recruiting/hiring foreign nations?
- 30 percent - Recruited as part of standard domestic recruitment, but later learned that candidate was a foreign national *29 percent - Cannot find U.S. workers with the necessary skills *14 percent - Cannot find U.S. workers with the necessary degrees *11 percent - Global organization
- 8 percent - Cannot find U.S. workers willing to do the work
- 2 percent - Recruited to increase diversity
- 6 percent - Other
What challenges have you encountered when recruiting/hiring foreign nationals?
- 11 percent - None
- 64 percent - Delays caused by processing of visas/green card sponsorships
- 55 percent - Process (including paperwork) too complex
- 52 percent - Length of time required to process petitions
- 43 percent - Cap on number of visas available/too few employment-based visas/green card sponsorships available
- 42 percent - Processing fees to costly
- 30 percent - Cost of recruitment
- 29 percent - Length of time before visa renewal
- 20 percent - Organization's ability to meet specific labor conditions to qualify employees for visas
- 16 percent - Visa category's eligibility requirements are too restrictive
- 10 percent - Temporary provision of labor
- 8 percent - Potential fines and penalties
- 3 percent - Other
There were 489 HR professionals from SHRM's membership surveyed for this report.
For more information or to receive the full survey by e-mail, please contact Will Gray at 703-535-6012 or wlgray@shrm.org, or Frank Scanlan at 703-535-6043 or fscanlan@shrm.org.
SHRM NEWS TO USE TOPIC: BONUSES FOR TOP EXECUTIVES PRIMARILY BASED ON PROFIT
(Alexandria, Va., May 10, 2006) - Cash bonuses for executives are primarily tied to organizational financial performance according to the 2006 HR Practices in Executive-Level Compensation Survey Report by the Society for Human Resource Management (SHRM).
"Organizations reward top executives for delivering profit growth and increasing revenue. It is important to remember that creating a work environment that fosters high performance directly impacts profit," said Susan R. Meisinger, president and CEO of SHRM.
Although not all executive-level cash bonuses were contingent on financial performance, 59 percent of bonuses were impacted by gross/net revenue, 54 percent by profit growth, 40 percent by cost containment, and 35 percent by customer satisfaction levels.
Executive-level employees are far more likely to receive performance-based cash bonuses and stock options (76 percent and 28 percent, respectively), than non-management employees (43 percent and 9 percent, respectively) at all organizations. Stock options for executive-level employees were offered by 79 percent of publicly owned companies and just 27 percent of privately owned companies. However, there has been some movement on the level of restricted stock options for executive-level employees over the past two years as 23 percent of survey respondents report that there has been a decrease in the use of restricted stocks for executives.
Perks for executives do not stop at pay, bonuses, and stock options. 84 percent are given cell phones, 71 percent receive relocation expenses, 59 percent are provided with company cars, 38 percent get special vacation allowances, 27 percent get country club or health club memberships, 26 percent get tickets for sports or entertainment events, and 10 percent have use of a company airplane.
That’s all for this month unless you have any ideas or suggestions? This is your chapter - let us know what’s on your mind!
Maggie Chan
President
Dulles SHRM
maggie.chan@bearingpoint.com
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