February 2007 Newsletter

IN THIS ISSUE
News from Dulles Chapter of SHRM and other timely HR information

• "The Art of Business: Using Acting Techniques in Training, Presentations and Corporate Communication "
• Embry Rucker Shelter Donations Update
• February Community Speaker
• Dulles SHRM Board Opening
• Call for Nominations
• 2nd Annual Greater Washington Area Employer Benefit and Work Life Survey Extended until March 2.
• HR Scholarships & Education News
• Welcome to New Members
• Member Orientation
• Chapter Discussion Group - Company Culture, March 1
• Mark Your Calendar
• Conflict Management
• Complimentary Webcast
• Articles of Interest
  
  

 

“The Art of Business: Using Acting Techniques in
Training, Presentations and Corporate Communication”

Wednesday, March 21, 2007 (5:15pm to 8:00pm)

This workshop looks at some of the techniques used by professional theatre, film and television performers that can be used to enhance business presentations, training and communication.  Whether you are trying to reach an audience of two or 200, these techniques will enhance both your speaking and performance abilities. Topics that are examined include nerves, using the body in a more dynamic way, developing a better voice, and improving your creativity through imagination, concentration, observation and relaxation. The workshop is participatory, fun and probably quite different from any other workshop you have taken on presentation skills. 

When you complete this workshop, you will be able to:

Gregory Justice has been offering workshops on “THE ART OF BUSINESS:  USING ACTING TECHNIQUES IN TRAINING, PRESENTATIONS AND CORPORATE COMMUNICATION” for over 20 years.  Greg is a professional actor and director and an award-winning teacher of theatre arts.  In his workshops, Greg shares the skills and crafts that actors have used for hundreds of years and demonstrates how they can aid communication in corporate venues.   His workshops appeal to a wide and diverse audience.  He has conducted presentations for Pfizer Pharmaceuticals, Allstate Insurance, Roche Diagnostics, Lowe’s Home Improvement, The Virginia Festival and Events Association, The American Registry for Internet Numbers, the Animal Control Officers of Virginia, Witt Mares Certified Accountants, The Society of Pharmaceutical and Biotech Trainers, The Certified Public Accountants of Virginia, and The Virginia Fire and Life Saving Coalition, just to name a few.  He has presented workshops for several American Society for Training and Development (A.S.T.D.) chapters, and the Society for Human Resource Management (S.H.R.M.) chapters, in Washington, D.C., Maryland, North Carolina and Virginia.  Greg is a professor of Theatre Arts at Virginia Tech.  He has been an employee of the University since 1983.  He teaches courses in acting and directing.  He has also directed over 40 plays for the department.  As a professional actor, he has appeared in over 100 theatrical productions and numerous television and radio commercials.  Greg has a Bachelor of Fine Arts degree from the University of Utah and a Master of Fine Arts degree from Pennsylvania State University.   Greg has received numerous major teaching awards including the Virginia Tech Alumni Award for Excellence in Teaching, the Diggs Teaching Scholar Award for innovative teaching and he is a member of Virginia Tech’s Academy of Teaching Excellence.  He was also inducted in the National Golden Key Honor Society as an honorary member in 1994.   Greg appears in Who's Who in the South, Who's Who in Entertainment, and Who's Who in Education.

We welcome our March sponsor, Workforce Learning, LLC.  Workforce Learning provides organizations with the skills, knowledge and experience to build a positive and productive work climate that supports the people side of business. To learn more, contact Alice Waagen, President, at (703) 834-7580 or alice@workforcelearning.com or go to http://www.workforceleraning.com

We welcome our March Community Speaker: Myra Mobley, Employment Security Office Director with the Virginia Employment Commission, will be on hand to give information on how to fill positions by hiring Veterans.  They have access to an outstanding pool of potential candidates who are veterans with the job skills to meet your business needs. For more information, contact Myra at Myra.Mobley@vec.virginia.gov; or at 703.803.1106.

Register online at www.dullesshrm.org.

 

February Community Speaker

We welcome Karen Longe, our February Community Speaker. Karen has over 10 years of experience in providing ergonomics consulting services to corporate clients.  KEL Ergonomics believes that promoting and practicing good ergonomics benefits the individual and a company’s bottom line.  A sound ergonomics program will save a company money by reducing the number and cost of workers compensation claims and lost work days. This is “real” money when the cost of a worker’s compensation claim can easily exceed $10,000. Increased employee retention, morale and end user satisfaction are additional benefits of implementing recommended ergonomics principles.

Dulles SHRM Board Opening

The Dulles Board member who has served as SHRM Foundation Representative is moving out of the area and we are seeking a replacement.  We wish Ben Kane well as he re-locates and thank him for the contributions he has made to our chapter.

The key duties of the position are:

1. Educates the chapter membership about the existence, purpose, and ongoing activities of the SHRM Foundation.
2. Encourages the chapter membership to contribute financially to the SHRM Foundation by leading chapter fundraising efforts (e.g., 50/50 raffle which is held at all chapter meetings).  In addition to handling the raffle, also handles acquisition and distribution of door prizes at chapter meetings.
3. Encourages the chapter membership to support an annual contribution to the SHRM Foundation by the chapter.
4. Advises and updates the chapter membership on the Foundation’s activities and fundraising needs and stays abreast of information about the Foundation via the SHRM website.
5. Represents the chapter in the human resources community.
6. Attends all monthly dinner meetings and Board of Directors meetings.

If you are interested in applying for the position, please visit our website and complete the Willingness to Serve form or contact Mary Saily, Chapter President, for a soft copy of the form at msaily@humanr.com.

Call for Nominations

2007 Human Resource Leadership Awards of Greater Washington

The HR Leadership Awards Committee for the Greater Washington Capital Area is now accepting nominations for the prestigious 2007 HR Leadership Awards.  It’s time to nominate the HR professionals you know who are ground-breakers and achievers in the profession. The HR Leadership Awards of Greater Washington celebrate HR executives for outstanding contributions to their organizations and to the field of Human Resources Management. Your nomination tells their story, so others can benefit from their innovation and accomplishments. It’s a chance to honor those who have taken the risks and pushed for excellence in the field. Please see www.hrleadership.org for additional details and to prepare your nominations!  Nominations must be returned by March 28, 2007.

2007 SHRM Human Capital Leadership Awards

I’d like to encourage you to consider participating, and encouraging your peers/colleagues to participate in the second annual SHRM Human Capital Leadership Awards competition.  The 2007 competition – which opened in January and will be accepting entries through May 4 – is an important vehicle for HR professionals to gain the recognition they deserve. The four categories, Strategic HR Leadership, Innovative Business Solution, Competitive Workforce, and the Human Capital Business Leader of the Year all honor human resource leaders who serve as essential partners in developing and executing organizational strategy.  The benefits of winning include:

• Recognition by peers, business leaders and more than 210,000 SHRM members for excellence in HR strategies
• VIP treatment and complimentary registration at the SHRM Strategic HR Conference, Tampa, Florida, October 10-12, 2007
• Detailed coverage in HR Magazine
• A large crystal award presented at the SHRM Strategic HR Conference
• Winner of the Human Capital Business Leader of the Year is invited to the televised CNBC Executive Leadership Awards

Nominations will be accepted from any public-or private-sector HR department or HR professional for programs implemented since January 1, 2006.  Entries are open to SHRM members and nonmembers from domestic and international HR departments and professionals.  SHRM encourages and supports the nomination of a diverse pool of candidates in each of the award categories. To learn more about the awards and the nomination process, visit www.shrm.org/leadershipawards.   For any feedback or questions, please contact SHRM’s Awards Manager, Hans Billger, at 703.535.6395 or hbillger@shrm.org/. 

2nd Annual Greater Washington Area
Employer Benefit and Work Life Survey
Extended to March 2!

Last year’s Greater Washington Employer Benefit and Work/Life Survey was hailed as the most comprehensive of its kind in the Washington market. Organizations found the data essential to their competitive strategy and invaluable in benchmarking benefit plan design, offerings, and costs.  Survey participants receive the results report FREE OF CHARGE (non-participant cost is $500). Companies of all sizes are invited to participate. Survey questions cover the full spectrum of employee benefits topics, including: medical/prescription/dental/vision plan design, rates and contributions, consumer driven health care, medical trends, flexible spending accounts, paid and unpaid leave, HR policies, retirement, work/life initiatives - and much more.  Go to www.wachoviainsurance.com/washingtonsurvey to begin the survey. If you have any technical difficulties taking the survey, contact chris.bartnik@wachovia.com or by phone 703.760.6957.

HR Scholarships & Education New

WTPF Academic Scholarship Announcement

WTPF (The Business Forum for HR Professionals) is pleased to announce its inaugural scholarship program. In their commitment to the continuing pursuit of knowledge, this $3,500 academic scholarship is available for full- and part-time undergraduate degree candidates pursuing HR degrees at colleges and universities in the Washington DC area. Applicants must demonstrate: strong academic performance (3.0 grade point average or higher), leadership ability, involvement in HR related organizations and a commitment to pursuing a human resources career. The candidate selected for the scholarship will also be considered for the WTPF internship program. If you or anyone you know might be interested, please complete a scholarship application form. The deadline for 2007 applications is March 15, 2007. Scholarships will be awarded in late April. Have questions or need a scholarship application form? Contact Sharon Berardi, VP Professional & Community Outreach, at sharon_berardi@aon.com or 301-280-7517.

HRLA Scholarships Announcement

Sponsored by the HR Leadership Awards of Greater Washington, the HR Leadership Scholarship Program is designed to develop strategic leadership in human resources. Up to three $3,000 scholarships will be awarded in 2007 to support current and aspiring HR professionals pursuing a Human Resources Management graduate or undergraduate degree at accredited universities in the greater Washington, DC area. Applicants must reside in the greater Washington, DC area (e.g., Northern Virginia, Montgomery and Prince George’s County, District of Columbia) and provide evidence of acceptance or enrollment in a Human Resources Management program of study. Current students must demonstrate satisfactory academic performance, as defined by a grade point average equivalent to a “B” average.  Completed applications must be postmarked by April 18, 2007.  The winners will be announced May 18 and the scholarships will be presented on June 5 at the HR Leadership Awards of Greater Washington Gala.  For more information, visit www.hrleadership.org or contact Kristina M. Hopper, Executive Director HR Leadership Awards of Greater Washington; at info@hrleadership.org; or phone: 703-284-5916.

Marymount University to Open Reston Center

Marymount's new Reston Center will open in May. In the fall, a new HRM Leadership Cohort (Master's in HRM) begins. To learn more about undergraduate or graduate courses and programs offered at Marymount University’s Reston Center, visit www.marymount.edu/reston  or call 703-284-5901. You may also contact Laurie Callahan directly at 703-284-1648.

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.

Lenka Ackerman                                   
Nina Almaguer, Human Resources Manager, Tri-Tek Engineering
Silvia Barros                             
Janet Bourroughs, Internal Staffing Manager, SRA, International
Jennifer Calhoun
Emily Carter, Senior Human Resource Coordinator, TerreStar Networks, Inc.
Carolyn Dadant
Kassandra Dyer, HR/Consultant Coordinator, Ajilon Consulting
Judy Fry, Human Resources and Corporate Services Specialist, Patton Harris Rust & Associates
Shelly Gagen, SPHR, Human Resource Partner, Applebee's International Inc.
Jennifer Green
Freda Greene, SPHR, Senior HR Consultant, Oracle USA, Inc.
Linda Hayes, Recruiting Manager, Oberon Associates, Inc.
Anika Howard, PHR, Director of Human Resources, Accelligence LLC
Barbara Irwin
Franky Johnson, President, Johnson & Lee Consulting, LLC
Maggie Jones, Employee Relations Manager, SRA International, Inc.
Diane Kelley, Human Resources Associate, Terrestar Networks
Fran Kunz, Human Resources Manager, Huthwaite, Inc.
Milissa Leavey, Recruiting Manager, Washington Consulting, Inc.
Linda Lichens, Recruiter, Spherion/Mergis
Karen Long
Susan Milloy, Corporate Services Director, Dowless & Associates
Tristan Nall, PHR, Human Resources Manager, Reston Limousine
Tom Northrop, SPHR, Managing Principal, Challenger, Gray & Christmas
Melanie Ott
David Parrish
Roz Prout
Therese Sellars, Director of Human Resources, Mid-Atlantic Region, WCI Communities Inc
Thomas Smith, SPHR, Director of Human Resources, Patton Harris Rust & Associates
Christine Swankoski, PHR, Administrator, ISS Human Resources, The George Washington University
               
For new members that pay at the door, please remember to log into our system at www.dullesshrm.org and complete a new and/or renewing membership form so we will have your information in our system. Thank you.

Member Orientation
March Dinner Meeting

Dulles SHRM will offer Member Orientation to current and new members to provide information on the chapter and its activities prior to the March dinner meeting.   Orientation will be held from 5:00 -6:00 p.m. at the Reston Sheraton.  Orientation will be facilitated by long standing Dulles SHRM member Cornelia Gamlem with an introduction provided by Joseph Gregory, Assistant Vice President, Membership.  For more information or to register, contact Joseph Gregory at joseph.gregory@accenture.com.

 

“Company Culture”
Thursday, March 1, 2007

Experts define corporate culture as the pattern of basic assumptions, values, and norms that are shared by the company's employees.  Where does culture come from?  Join us for a discussion of culture - what it means to our companies and what our role is with regards to our company's culture.  Wendy Mack, president of T3 Consulting will facilitate our group discussion.

In preparation, please reflect on the following questions:

• As an HR person, how important is it that you know your culture?
• Can culture help a company attract, retain, and motivate employees?
• Is there such a thing as a good culture or a bad culture? 
• Is it possible to change a company's culture?  If so, how?
• When and why should company engage in a culture transformation?
  

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.

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, March 1
Time:               7:30 a.m. to 9:30 a.m.
Place:              ARTEL, Inc.
                        1893 Preston White Dr
                        Reston, VA 20191
Phone:             703-620-1700  
Contact:   Denise Henderson, dhenderson@artelinc.com   

Directions:
From the Toll Road and Dulles:
Take the Hunter Mill Road exit.  Turn right at the end of the exit ramp and turn right at the “fork” onto Sunrise Valley Drive.  Proceed through the first traffic light and turn right onto Preston White Drive (just past the tennis courts).  Continue on Preston White to 1893.  Turn where you see the ARTEL sign. Please use rear entrance of building and go to 3rd floor.

From the Toll Road and Tysons:
Take the Toll Road toward Dulles Airport to the Hunter Mill Road exit. Turn left at the end of the exit ramp and turn right at the “fork” onto Sunrise Valley Drive.  Proceed through the first traffic light and turn right onto Preston White Drive (just past the tennis courts).  Continue on Preston White to 1893.  Turn where you see the ARTEL sign. Please use rear entrance of building and go to 3rd floor.

2007 Chapter Breakfast/Dinner Meetings:

• April 18 (Breakfast Meeting) – “Accounting 101: How HR Professionals Affect the Bottom Line” Presenter: Larry Singleton, Focus: HR Metrics
• May 16 (Dinner Meeting) – “The Business Value of Employee Coaching, Coaching Competencies for Managers, and the Coaching Process” Presenter: Kathleen Ferris, Focus: Coaching                    
• June 20 (Dinner Meeting) – Presenter: Talisa Ernstmann, Focus: HR Competencies             
• July 18 (Breakfast Meeting) – Presenter: Cornelia Gamlem, Focus: Employee Relations
• August 15 (Dinner Meeting) – Presenter: Bob Corlette, Focus: Recruiting                 
• September 19 (Dinner Meeting) – Presenter: Misti Mukherjee, Focus: HR and the Law         
• October 17 (Breakfast Meeting) ) – Focus: Compensation/Benefits
• November 14 (Dinner Meeting) – Focus: Employee Recognition Programs               
• December 5 (Dinner Meeting) – Holiday Party

Conflict Management

Exposing the Inexcusable Excuses for Not Handling Conflict
By Francie Dalton, Founder and President of Dalton Alliances Inc. 410-715-0484, www.daltonalliances.com.

One of the most pervasive problems within executive ranks is the frequency with which they avoid conflict. However, one role executives should be playing is that of conflict solver. But addressing conflict is never easy, and excuses for side-stepping it are often made.  Here are 10 tips for overcoming excuses the next time you are faced with conflict in the workplace:

Excuse #1: I’m just not good at handling conflict.
So get good at it. Needing to improve your skills with conflict doesn’t justify avoiding it in the present. Try this four-step formula when addressing your adversary: “When you____, I feel _____ because _____. Therefore, _____.”

Excuse #2: If I’m not feeling it, it doesn’t exist.
If you’re refusing to act because you’ve experienced no ill effects from others’ conflict, understand that your immunity doesn’t invalidate others’ pains. As the boss, you have a fiduciary responsibility to facilitate resolution among feuding subordinates whether it’s affecting you or not.

Excuse #3: If I ignore it, it’ll go away.
I call this the ostrich mentality. You can certainly stick your head in the sand, but not without simultaneously offering up what for most of us is a much larger alternative target, which will be much easier to hit since you’re standing still! Ignoring conflict just increases your risk.

Excuse #4: If I confront, the conflict will get worse.
When executives tell me why they think confronting conflict will make it worse, their reasons are more often based on assumptions than on actual experience. Are you making negative assumptions about what would happen if you confronted conflict in order to justify inaction?

Excuse #5: It’s not urgent, and I have other priorities.
Are you feigning other priorities to justify not having to deal with conflict? Understand that conflict doesn’t have to be urgent to poison the work environment. Allow lowgrade hostilities to continue unchecked and they’ll fester, infecting every functional activity and resulting in considerable productivity losses.

Excuse #6: Solving their interpersonal problems isn’t a good use of my time.
Then perhaps you should consider giving up the managerial function.

Excuse #7: Executives should be able to solve their own conflicts without involving me.
Telling those at an impasse they should be able to solve it themselves isn’t helpful. Try getting each party to answer briefly the following questions regarding their conflict: What’s true right now? What would be the impact if nothing changes? Now what are your recommendations? This process usually unearths similar suggestions.

Excuse #8: I don’t want to be the “heavy.”
Being the heavy is part of the weight your rank confers. Be willing to carry it, or step aside and let someone lead who’s willing to do so responsibly.

Excuse #9: I don’t care enough about the people involved in this conflict to want to fix it.
Then work somewhere else! Don’t kid yourself into thinking that others can’t sense your toxic disdain. Realize too that your passive aggressive behavior is now a major part of the problem.

Excuse #10: If I were to confront the conflict, I wouldn’t be able to control my emotions.
Maturity involves giving up the luxury of behaving the way you feel. Learning to subordinate emotions to the achievement of targeted results is a key requirement for successful management and leadership. By revealing the flaws embedded within these excuses, you are now armed to face conflicts head on.

Still Not Convinced? Are you still feeling fear and trepidation about handling conflict? Francie Dalton suggests reading Effective Phrases For Performance Appraisals by James E. Neal, Jr. “Just insert the words ‘does not’ in front of any of the phrases he provides, and you’re equipped to address any conflict,” Dalton says. “So, no more excuses!”

Complimentary Web Cast

Benefits Compliance 101 Series: ERISA Plan Documentation Requirements & Compliance Strategies/Form 5500 Filing Requirement
Presented by H. Frasier Ives, Esq. and Deborah Dossinger of Wachovia Insurance Services

The second installment of this series will review the ERISA’s formal plan documentation and summary plan description (SPD) requirements, and discuss various compliance strategies (i.e., What’s the difference between a plan document and an SPD? Why can’t I just use the benefits booklets prepared by the carrier? Can one document serve both purposes? Exactly what is a wrap plan?, etc.). In addition, we will review the basic Form 5500 filing requirements, including the most common filing exemptions for welfare benefit plans. To register for the replay of this web cast, go to https://livemeeting.viewcentral.com/reg/wachoviaevents/lunchandlearn.

Articles of Interest
Contributed by Evelyn Kaiser, Diversity/Workforce Education Director

SHRM to promote employment of people with disabilities
By Beth McConnell, Senior Editor, HR News, emcconnell@shrm.org

The Society for Human Resource Management (SHRM) and the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) have agreed to work together to promote the employment of people with disabilities and to give employers resources to make that employment easier.

On Oct. 26, SHRM President and CEO Susan R. Meisinger, SPHR, and ODEP Assistant Secretary W. Roy Grizzard Jr. signed an agreement establishing an alliance to provide information, access and guidance to encourage organizations to hire people with disabilities. SHRM and ODEP will focus on training and education, outreach and communication, technical assistance, and fostering a national dialogue.

“In today’s workplaces, HR professionals are helping to make diversity an important strategic business advantage,” Meisinger said. “As part of our ongoing commitment to promote career opportunities for persons with disabilities, SHRM is proud to partner with ODEP.”

Currently, only 55.8 percent of the disabled community has a job, said SHRM’s Chief External Affairs Officer Bill Maroni.

HR professionals “have a responsibility and a power to increase that number dramatically,” Maroni said. However, he added, “this is not just about the promotion of employment of people with disabilities. We are also recognizing people with extraordinary abilities and courage” who are now in the workplace.

The alliance was announced at the Circle of Champions, the second annual roundtable discussion featuring the winners of The New Freedom Initiative Awards.

Companies today are experiencing stiff competition for skilled, ready-to-work employees, said Grizzard, who was Personnel Administrator for the Henrico County school system in Virginia for more than 20 years. “Despite the fact that [workplaces] use more technology, there is fierce competition,” he said. “This is a fruitful area to be harvested.”

Telework!Va Offering Employers up to $35,000 to Start or Expand a Formal Telework Program.

Hearing Impairments and the ADA
By James Jorgensen

As we have noted on prior occasions, the Americans with Disabilities Act (ADA) is a federal law that prohibits discrimination against individuals with disabilities. Title I of the ADA covers employment by private employers with 15 or more employees and state and local government employers of the same size.

The U.S. Equal Employment Opportunity Commission (EEOC) enforces the employment provisions of the ADA. Recently, the EEOC published a series of questions and answers about deafness and hearing impairments. We will discuss this potential disability in the next two articles.

Estimates of the number of people in the United States with a self-described "hearing difficulty" range from 28.6 million to 31.5 million. The number of individuals with hearing difficulty is expected to rise rapidly by the year 2010 when the baby boomer generation reaches age 65. A "hearing difficulty" can refer to the effects of many different hearing impairments of varying degrees.

Hearing impairments are conditions that affect the frequency or intensity of one's hearing. The term "deaf" describes a limited group of individuals.

Deaf individuals do not hear well enough to rely on their hearing to process speech and language. Individuals with mild to moderate hearing impairments may be "hard of hearing," but are not "deaf." These individuals differ from deaf individuals in that they use their hearing to assist in communication with others. People who are deaf and those who are hard of hearing can be individuals with disabilities within the meaning of the ADA.

A hearing impairment is a disability under the ADA if: (1) it substantially limits a major life activity; (2) it substantially limited a major life activity in the past; or (3) the employer regarded (or treated) the individual as if his or her hearing impairment was substantially limiting. The determination of whether a hearing impairment is substantially limiting must be made on an individualized case-by-case basis.

If an individual uses mitigating measures, such as hearing aids or other devices that actually improve hearing, these measures must be considered in determining whether the individual has a disability under the ADA. Even someone who uses a mitigating measure may have a disability if the measure does not correct the condition completely and substantial limitations remain. If an individual does not use mitigating measures, then the hearing impairment must be considered, as it exists, without speculation about how a mitigating measure might lessen the hearing loss.

Study after study indicates that individuals with hearing impairments can perform successfully on the job and should not be denied opportunities because of stereotypical assumptions about hearing loss. Some employers assume incorrectly that workers with hearing impairments will cause safety hazards, increase employment costs or have difficulty communicating in fast-paced environment. In fact, with or without reasonable accommodation, individuals with hearing impairments can be effective and safe workers.

Next time, we will discuss the types of reasonable accommodations available to individuals with hearing impairments.

James Jorgensen practices law at Hoeppner Wagner & Evans in Valparaiso. Opinions in this column are solely his.

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!

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