June 2007 Newsletter
IN THIS ISSUE
News from Dulles Chapter of SHRM and other timely HR information
July Chapter Meeting
“Results-Based Hiring:
The Key to Attracting Top Performers”
Wednesday, July 18, 2007 (Breakfast Meeting: 7:30am)
In a recent Accenture survey, senior executives world-wide named "attracting and retaining skilled staff" as their number one business issue. The top performers you retain are your only enduring competitive advantage and a significant hedge against future risk, yet outdated hiring practices often repel the very people you wish to attract. This session offers proven strategies to attract and retain top performers in today’s hyper-competitive job market.
Objectives for this Lesson:
* Learn the 5 questions that must be answered before you begin recruiting.
* Revitalize your recruitment advertising. Learn how to define your hiring needs in a way that attracts the right candidates, and repels the wrong ones.
* Develop a strong foundation for effective performance management, before the new employee even starts work.
About the Speaker:
Bob Corlett is the President of Staffing Advisors (http://www.staffingadvisors.com/), a consulting firm that helps employers dramatically improve business results by aligning staffing strategy with business objectives. Bob is a frequent speaker on Results-Based Hiring™. His innovative approach to recruitment advertising typically doubles or triples the effectiveness of ads, often eliminating the need to use search firms. Thousands of HR executives and business leaders have signed up to receive Staffing Advisors’ popular newsletters about trends in staffing and opportunities in HR. In his volunteer work, Bob runs the Staffing Alliance of Maryland Employers (Project SAME, http://www.projectsame.com/).
We welcome our July sponsor, Emond, Berger, Suyama & Associates. The advisors of Emond, Berger, Suyama & Associates, a financial advisory practice of Ameriprise Financial Services, Inc., have 50 years of combined experience. The practice's focus is on pre- and post-retirement strategies for individuals plus retirement plan consulting on 401(k) plans to include design, fiduciary process and due diligence assistance. For more information, contact Peter Suyama at 703.359.2660 or Peter.B.Suyama@ampf.com.
This program has been approved for 1.0 recertification credit hour toward recertification through HRCI. For more information, visit www.hrci.org.
Register online at www.dullesshrm.org.
Embry Rucker Shelter Donations Update
Members who attended the May meeting donated $32 in cash! 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.
Dulles SHRM Members on the Hill
Cornelia Gamlem testified at the EEOC’s public hearing on “Achieving Work/Family Balance: Employer Best Practices for Workers with Caregiving Responsibilties” on May 23. Cornelia cited examples of how employers are promoting an improved work-life balance for employees who serve as caregivers. She explained the ways in which SHRM is available to assist members in establishing work-life policies. Cornelia also discussed ways to raise awareness of workplace flexibility issues and create respectful workplace practices. For the full article, check out: http://www.shrm.org/government/update/060107_1.asp
 Craig Petry, Evelyn Kaiser, Les Eszenyi and Denise Henderson participated in Day Inside the Beltway on May 23. The group traveled to SHRM National for a policy briefing and later visited with Senator Webb’s, Senator Warner’s and Congressman Wolfe’s offices. They discussed immigration reform, specifically employment verification; the Healthy Families Act (paid leave legislation), and the Employee Free Choice Act (regarding union voting and arbitration). Bernard Coleman (pictured) and Bob Carragher, SHRM Government Affairs, accompanied the group to the Hill.
For more information on these issues and others and on contacting your elected officials, check out: http://www.shrm.org/government/.
HRCI 2007 PHR/SPHR Study Group
Contributed by Chas Sumser, Certification Representative
Interested in taking the PHR/SPHR exam?
Want to study with and learn from other HR professionals?
Want the guidance of a proven and experienced facilitator?
The Dulles SHRM Chapter is organizing our annual PHR/SPHR Study Group for Fall 200. The study group is designed to prepare participants for the examination in the December-January testing window. As in the past, we will also invite the members of our sister chapter, NOVA SHRM, to join the group. The study group is a low-cost yet effective and dynamic 13-week session designed to cover all modules of the 2007 SHRM Learning System. The study group boasts an 60+% pass rate, which is just ahead of the national average. Eileen Taylor will once again facilitate, applying practical knowledge with the course material to help you learn and retain the information.
Dates: Tuesdays, September 11th - December 4th, 2006
Time: 5:45 p.m. - 8:45 p.m.
Place: TBD, but in the Tysons Corner area
Cost: $700 for Dulles/NOVA SHRM members (including the SHRM Learning System)
For more information please contact Chas Sumser, Dulles SHRM Certification Representative, at 703-885-1008 or chas@fgm.com.
SHRM Knowledge Center
If you are a SHRM member and have never used the Knowledge Center (formerly called the Information Center), you don’t know what you’re missing! It is surprising to find that some SHRM members are not aware of the Knowledge Center. It is one of the greatest benefits available! It is basically a call center staffed with ten certified HR professionals who are there to answer your questions. SHRM provides assistance with HR questions as a member benefit. This assistance is provided as general information and is not a substitute for legal or other professional advice.
Options for Requesting Assistance with an HR Question
By Phone: You can call them anytime the center is open (8:30 am to 8:30 pm ET), toll-free at 1-800-283-SHRM, option 5.
By “Live Help” Instant Message: Live Help is an interactive, one-to-one chat feature that connects you directly to an SHRM staff member for quick real-time assistance. It is provided for both customer service inquiries and quick answers to HR questions and is accessible during regular SHRM business hours (Monday through Friday, 8:30 am to 5 pm ET). The link for instructions to use this service can be found at www.shrm.org/help/whatis.asp.
By Express Request: You'll find over 60 Express Request topics between the Express Request FAQ page and the Express Request Archive. To assist you in locating topics of interest, a brief description of each express request response is provided. Express Request responses are available around the clock! To learn more about Express Requests, go to www.shrm.org/hrresources/expressrequest.asp.
By Email: Use the form at www.shrm.org/hrresources/icrequest.asp to send an e-mail question to the Knowledge Center staff. If you do not receive an automatic response acknowledging your request, please be sure to check to see if you have a spam blocker activated or you may not be able to see the information we send when we do respond to your request.
To learn more about SHRM or become a member, go to www.shrm.org/join.
Your Foundation at Work
“The Masters Series”
Contributed by Marlene Mouanga, SHRM Foundation Representative
When you attend the SHRM Annual Conference, you'll have the opportunity to participate in the Masters Series. The SHRM Foundation sponsors this series of in-depth learning sessions featuring internationally known experts in the field of management science. The Masters Series focuses on timely and provocative issues that affect your career and industry. Open to all attendees, these senior-level programs offer insight into the HR profession from thought-leaders and top academicians. For more information on Foundation sponsored educational programs, visit www.shrm.org/foundation.
The SHRM Foundation: 40 Years of Advancing the HR Profession
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.
Mary Polk, Recruitment Manager, Oberthur Card Systems
Tanya Alvarez, PHR, Human Resource Generalist, CA
For members that join or renew and then pay at the door, please remember to go to www.dullesshrm.org and complete a new and/or renewing membership form if you haven’t already done so. Thank you.
Chapter Discussion Group
"Mentoring Programs – How Can They Help"
Thursday, July 12, 2007
Contributed by Cindy Loison, Discussion Group Director
Have you ever been in a professional situation where you wish you had someone to turn to whom you could absolutely trust, to share your concerns and get some useful feedback? Someone with greater experience in your field or with your company, who had your best interests at heart? That would be a mentor!
Mentoring programs are a business tool used most often for professional development; a more senior professional (the mentor) is paired with a protégé, and trust, respect, commitment and confidentiality are key factors to a successful pairing. Because of the nature of the mentoring relationship these programs must be carefully structured and monitored, as great damage can occur if it goes astray.
If you have experience in a mentoring program you would like to share, or are interested in learning how to go set one up, please join us for this discussion group. It will be facilitated by Marsha Hughes-Rease, who has over twenty-five years of leadership experience, including three years as the Career Planning Officer for the Navy Nurse Corps, where she was able to introduce a successful formal mentoring program.
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 12
Time: 7:30 a.m. to 9:30 a.m.
Place: FGM, Inc.
12021 Sunset Hills Road, Suite 400
Reston, VA 20190
Phone: 703.885.1000; Contact: Chas Sumser
Directions:
From Route 495
Take the Dulles Toll Road West (Route 267)
Exit and turn right onto Reston Parkway North.
At first traffic light, turn left onto Sunset Hills Road
Turn Left at Second traffic light into Two Reston Overlook parking area
Visitors may park in any available spot
From Dulles Airport
Take the Dulles Access Road East (Route 267)
Exit and turn left onto Fairfax County Parkway North
Exit right onto Sunset Hills Road
Turn right at third traffic light into Two Reston Overlook parking area
Visitors may park in any available spot
Mark Your Calendar
2007 Chapter Breakfast/Dinner Meetings:
- August 15 (Dinner Meeting) – Presenter: Cornelia Gamlem, Focus: Employee Relations
- September 19 (Dinner Meeting) – Legal Update, Presenter: Misti Mukherjee, Focus: HR and the Law
- October 17 (Breakfast Meeting) ) – Presenter: Juan Gonzalez, Focus: Compensation/Benefits
- November 14 (Dinner Meeting) – Presenters: Ed Ford & Jackie Snowden, Focus: Employee Recognition Programs
- December 5 (Dinner Meeting) – Holiday Party
Save the Date to Join the HR Revolution!
HR Revolution: Driving Competitive Revolution is the theme of the 2007 Virginia State SHRM Conference in Arlington, Virginia, October 3-5. Its core focus is to help Human Resource Professionals create successful practices that will drive strategy and results, think strategically around emerging business and social trends, and sharpen their business acumen.
The 2007 Conference Program Tracks are: The Global Workplace; Leadership and Strategy; Business and Technology; HR on the Cutting Edge-Emerging Trends; and Government Contracting.
The keynote speakers at this year’s conference are:
- Robin Gerber, the author of “Leadership the Eleanor Roosevelt Way: Timeless Strategies from the First Lady of Courage,” who will share the leadership strategies of Eleanor Roosevelt.
- Deborah Russell, the Director of Workforce Issues at AARP, who will focus on issues related to the aging workforce and what it means to HR; and
- Dan Pink, the best-selling author of two influential business books, A Whole New Mind and Free Agent Nation.
This year’s conference will also feature pre-conference workshops on HR technology and action learning, an Executive Series targeted to the senior HR professional, and a program track for college students.
Conference attendees will also be able to learn about a vast array of professional services and products currently available to HR practice leaders by visiting the Conference Exhibit Hall.
Relaxation and conference entertainment include The Capitol Steps Comedy Troupe and a Golf Tournament to support the SHRM Foundation.
Registration will open early this summer. Stay tuned for more information.
Advanced HR Degree Now Offered in Reston
Attend an information session on Thursday, June 28, at 6:30 p.m. at Marymount's new Reston Center to learn about the M.A. in Human Resource Management cohort that starts this fall. The Center is located at 1861 Wiehle Ave., just off the Dulles Toll Road. The cohort program is designed for mid- or executive-level HR professionals who take classes together throughout the duration of the program. Cohort members will have the opportunity to travel overseas for an international experience as part of this program. RSVP: 703-284-5902; johnnie.johnson@marymount.edu; www.marymount.edu/infosession.
‘Workers with Disabilities: Talent for a Winning Team!’ is 2007 National Disability Employment Awareness Month theme
Contributed by Evelyn Kaiser, Diversity/Workforce Education Director
WASHINGTON — U.S. Secretary of Labor Elaine L. Chao today announced that "Workers with Disabilities: Talent for a Winning Team!" will be the official 2007 theme for National Disability Employment Awareness Month, which is observed in October nationwide.
"The 2007 'Talent for a Winning Team' theme captures the heart of the president's New Freedom Initiative, which is that Americans with disabilities are an underutilized reservoir of ambition, talent and skill ready to make great contributions in the workplace," said Secretary Chao.
Each October is National Disability Employment Awareness Month by congressional designation. The Labor Department's Office of Disability Employment Policy (ODEP) leads the nation's activities and produces materials to increase the public's awareness of the contributions and skills of American workers with disabilities. Typically, private sector; federal, state and local government; and advocacy organizations piggyback on the same theme to plan events and programs that showcase the abilities of employees and job candidates with disabilities.
"America's employers benefit when they provide opportunities for Americans with disabilities to work," said Roy Grizzard, assistant secretary of labor for ODEP. "A winning team will include people with disabilities."
ODEP is the nation's first assistant secretary-led office that specifically addresses policies that impact the employment of people with disabilities. For example, ODEP has developed methods for the 3,500 One-Stop Career Centers nationwide to serve people with barriers to employment, including individuals with disabilities. Also, collaborating with sister Labor Department agencies — the Employment and Training Administration and the Civil Rights Center — ODEP developed a disability checklist to assist with implementation of Section 188 of the Workforce Investment Act at the local level.
ODEP News Release: [05/29/2007], Contact Name: Richard Manning or Jennifer Kaplan, Phone Number: (202) 693-4676, Release Number: 07-0555-NAT
What are Personal Assistance Services?
Contributed by Evelyn Kaiser, Diversity/Workforce Education Director
Personal Assistance Services (PAS) can be defined as people or devices that assist a person with a physical, sensory, mental, or cognitive disability with tasks that the person would perform for himself or herself if he or she did not have a disability. In general, these may include assistance with dressing, bathing, eating, toileting, and cognitive tasks such as handling money or facilitating communications access with a reader or an interpreter.
What are Personal Assistance Services in the Workplace?
In the workplace, PAS is provided as a reasonable accommodation to enable an employee to perform the functions of a job. The employer's responsibility for providing reasonable accommodations begins when the employee reaches the job site and concludes when the work day ends. PAS in the workplace does not include skilled medical care. Work-related PAS might include filing, retrieving work materials that are out of reach, or providing travel assistance for an employee with a mobility impairment; helping an employee with a cognitive disability with planning or decision making; reading handwritten mail to an employee with a visual impairment; or ensuring that a sign language interpreter is present during staff meetings to accommodate an employee with a hearing impairment. Each person with a disability has different needs and may require a unique combination of PAS.
What Personal Assistance Services has been Provided in the Workplace?
The following examples of PAS were drawn from the database of the Office of Disability Employment Policy's Job Accommodation Network (JAN) and represent actual workplace accommodations that employers have provided for their employees with disabilities. These represent only a sampling of the many forms that PAS can take in the workplace:
A state agency maintenance mechanic with Amyotrophic Lateral Sclerosis, also known as Lou Gehrig's disease, had difficulties climbing stairs and carrying materials. The job was restructured so that this individual always worked in a team with another mechanic. The co-worker was easily able to carry the equipment and do the required lifting on the job while this worker performed other necessary tasks. Because the facility had no elevator, the worker was assigned only to jobs on the first floor.
An engineering assistant who is paraplegic could not open the entry or exit doors because of the type of security system at the communication company where he worked. The system included a security guard on duty at the door. The guard opened the door for the employee.
A college professor with physical limitations resulting from a stroke was assigned a student worker to assist with transport of materials to and from classes. The cost was minimal as the worker was already assigned to the department and performed other duties, as well. This task took approximately five hours per week of the student worker's time.
An office employee who is paraplegic working for a food manufacturer was provided an escort to his car to assist him in going through the doors and in folding and loading his wheelchair.
An engineer who uses a wheelchair held a job in a manufacturing company that required employees to move throughout a campus facility inspecting various aspects of the buildings, typically using the ability to climb, scoot, and crawl into small spaces. The engineers worked in teams. One member of the team would videotape the areas that this worker could not access. The engineer then used the videotape to gather pertinent information for the task.
A proofreader in a publishing company who uses a wheelchair was not able to transport materials from an inaccessible location to her work station. She was provided a low file cabinet and drawer unit that she could access and some necessary materials were placed within her reach. This area was periodically stocked for her by co-workers. Other materials that needed to be housed elsewhere were brought to her on a daily basis by her co-workers, who were also obtaining their own materials when retrieving or returning hers.
A federal agency employed two-full time sign language interpreters to accommodate the communication needs of numerous employees who are deaf. Having the interpreters on staff eliminated the need to contract out for this service. This solution saved time and eliminated the necessity of scheduling interpreters two weeks in advance, allowing for impromptu meetings. In addition, the staff interpreters were familiar with the vocabulary, protocols, and individuals within the agency, enabling them to perform their duties better.
An insurance company program analyst who is deaf had to communicate with others 90 percent of the time. The person worked with a team, but team members rotated throughout various projects. An interpreter was hired to facilitate communication between this worker and other team members.
A private school employed a counselor who is blind. Accommodations included providing a screen reader and voice synthesizer for computer activities and a part-time support service assistant for completing handwritten paperwork and reading print materials.
A health care service case manager who is blind was provided a driver to assist in making home visits. The same driver also was used for other driving needs of the health care facility. As often as possible, trips were scheduled so that the driver was transporting this individual and meeting other needs of the agency at the same time.
What Resources are Available for Additional Information?
The Office of Disability Employment Policy's Job Accommodation Network (JAN) is a toll-free service that provides information about workplace accommodations and the employability of people with disabilities. Calls are answered by experienced consultants who have instant access to the most comprehensive and up-to-date information about accommodation methods, including personal assistance. Contact: (800) 526-7234 (V/TTY); http://www.jan.wvu.edu/
The World Institute on Disability s Rehabilitation Research and Training Center conducts research to further understanding of how PAS can promote the economic self-sufficiency, independent living, and full integration of people with disabilities into society. A publication list of research results is available. For answers to questions, call the center's Information Connection voice mail response system at (510) 251-4301 or contact the World Institute on Disability, RTCPAS, 510 16th Street, Suite 100, Oakland, California 94612, (510) 763-4100 (V), (510) 208-9493 (TTY).
U.S. Department of Labor
Frances Perkins Building
200 Constitution Avenue, NW
Washington, DC 20210
1-866-633-7365 TTY:1-877-889-5627 Fax:1-202-693-7888
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!
Mary Saily
President
Dulles SHRM
msaily@humanr.com
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