Join Us at the November Meeting: “Benefit Law Changes”
Embry Rucker Shelter Donations Update
Join The 2005 Dulles SHRM Board Of Directors
Community Assistance
Chapter Discussion Group
Board Meeting Minutes
Member Orientation
Chapter By Laws Approved
Legislative Update
HRA-NCA To Sponsor Spring 2005 PHR/SPHR Exam Preperation Sessions
"Update On Visas and Immigration Issues"
"HR Today - Facing The Challenges Of Tomorrow, Now"
Mark Your Calendar
Recertification Credits In Strategic Management
Check Out Previous Newsletters

Join Us at the October Meeting: “New Perspectives On Retention”

For Details on the Program: Click Here

Embry Rucker Shelter Donations Update

During the September dinner meeting, Dulles SHRM members donated $40 for the Embry Rucker Shelter. The cash contributions were used to purchase two $20 Target gift certificates for the homeless. Chief Executive Officer Kerrie Wilson extends her sincere appreciation for your generosity.

Join The 2005 Dulles SHRM Board Of Directors
Several Vacancies Remain

Planning for the 2005 Dulles SHRM Board of Directors has begun, and several vacancies remain. We invite you to take advantage of this exceptional opportunity for personal and professional development. Make a difference with YOUR new, novel, and out of the ordinary ideas. Openings remain for:

• President-Elect,
• Website Director,
• Legislative Liaison, and
• One or more Director-at-Large openings.

Self-nominations are being accepted and should be submitted to Secretary Lisa Forester no later than Friday, November 5. The Nominating Committee, staffed by President Cindy Loison. President-Elect Kurt Cowles, Secretary Lisa Forester, and Chapter Director of Diversity, Education, and Workforce Evelyn Kaiser, will select ballot finalists. Voting will be held during the November Dinner Meeting (November 17), at the conclusion of which we will announce the 2005 Board. New members will be inducted at the December holiday meeting (December 8).

You may learn more about the duties of most Board positions by accessing the job descriptions by Clicking Here. If you have additional questions, you may contact the current incumbent, Cindy, or Kurt.

Submit your self-nomination by completing the Willingness to Serve Form located on our website and submitting it to Lisa ( forester.lisa@grayhawksystems.com ) no later than Friday, October 8.

Community Assistance

Dulles Chapter Diversity/Workforce Education Director Evelyn Kaiser presents October community assistance speaker Donna Brand of The Women’s Center located in Vienna, VA. Since 1974, the Women’s Center has provided counseling, education, and information resources to the Metropolitan D.C. community. Psychological, career, financial, and legal referral services are delivered to women and families representing a diverse range of ethnic and cultural backgrounds and are made available regardless of a client’s ability to pay. Clients whose needs extend beyond the scope of services available through the Center receive free assistance in locating other area resources to address those needs. The goal is to equip individuals with the skills and tools necessary to lead more fulfilling and productive lives.

In 2003, the Center provided 50,210 hours of direct client services to more than 5,700 clients. Of those assisted, 32,293 hours (64%) were provided at low cost or no cost. One hundred and fifteen life skills training workshops were presented to 1,347 individuals. Information and referral volunteers helped 25,138 individuals locate community resources.

A diverse staff delivers the Center’s services. Staff members address cultural and language barriers by providing bilingual services in Spanish, Italian, and Arabic. Center services are provided at the Vienna and D.C. offices as well as at host facilities throughout Fairfax County, Alexandria, Arlington, Falls Church, Loudoun County, and Prince William County.

Each march the Center holds an annual Leadership Conference, recognized for its unparalleled networking opportunities for women along with inspiring presentations. The 2005 Conference will be held on Saturday, March 12, 2005, at the Sheraton Premiere at Tysons Corner.

Board Meeting Minutes

The minutes from the Board meetings are available on our web site - please take a few minutes to review them in full. Click Here to View.

Member Orientation
November Dinner Meeting

In advance of the November dinner meeting, Dulles SHRM will offer Member Orientation to current and new members to provide information on the chapter and its activities. Orientation will be held from 4:30-5:30 p.m. at the Dulles Marriott Suites. E-mail invitations will be sent with RSVPs required. Orientation will be facilitated by Member-at-Large Cornelia Gamlem with an introduction provided by Vice President, Membership Bonnie Little. This new feature for members was initially launched last June and will be held twice annually. For more information or to register, contact Bonnie Little (blittle@mrketr.com).

Chapter By Laws Approved
(Submitted by President-Elect Kurt Cowles)

At the September 22 Chapter meeting, all members present voted unanimously to approve the updated Dulles Chapter By Laws. They are therefore approved. Click Here to view the updated By Laws. Special thanks to committee members Maggie Chan, Amy Lourenco, and Don Nagley for their support and commitment to updating this important document.

Legislative Update
(Submitted by Legislative Liaison Mary Lynn Billitteri)

Get Out the Vote
To help members educate themselves and urge them to vote, SHRM has launched the nonpartisan Get Out the Vote campaign, a compilation of resources and Web links with information on candidates and issues in all 50 states. Go to www.shrm.org/government/gotv for more information.

Department of Labor
Sen. Tom Harkin’s amendment to roll back the new overtime rules was voted down by a Congressional committee of House and Senate members. Similar amendments designed to block the new overtime rules were also attached to the House and Senate versions of the Labor Department’s appropriations bill for fiscal 2005. A final appropriations bill may have to be resolved in a lame duck session after the November elections. SHRM reports that most controversial elements (such as the Harkin amendment) will most likely be removed by a lame duck session as legislators focus on getting the legislation passed.

COBRA Notice Requirements
The Department of Labor has issued final regulations clarifying and expanding COBRA notice requirements. The final regulations apply to notice obligations arising in plan years beginning on or after November 26, 2004. This means that employers with calendar year plans must comply with the new notice requirements beginning on January 1, 2005. The Department of Labor issued revised guidelines for the COBRA Initial (General) Notice and COBRA Election Notice. In addition, the agency has specified that two new notices, the “Notice of Unavailability of Continuation Coverage” and “Notice of Termination of Continuation Coverage,” are also required. The new regulations do not change any of the requirements as to who is covered, under what circumstances, or the nature of the coverage that must be offered.

HRA-NCA To Sponsor Spring 2005 PHR/SPHR Exam Preperation Sessions

Strengthen your human resources knowledge by participating in a comprehensive review of the HR functions while preparing for either the PHR or SPHR exam. This course provides 34 hours of instructor-led facilitation by Paul Shibelski, SPHR. Dates and times for the course follow. Participants are expected to attend all the sessions.

• Orientation: Friday, February 18 from 8:00 - 10:00 a.m.
• Session 1: Friday, March 4 from 8:00 a.m. - 4:00 p.m.
• Session 2: Saturday, March 5 from 8:00 a.m. - 4:00 p.m.
• Session 3: Friday, March 18 from 8:00 a.m. - 4:00 p.m.
• Session 4: Saturday, March 19 from 8:00 a.m. - 4:00 p.m.
• Review: Friday, April 8 from 8:00 - 12:00 p.m.

The seminar cost is $1,125 for HRA-NCA members and $1,200 for non-members. This price includes all sessions and the SHRM learning system. Breakfast is provided. The registration deadline is Friday, February 4, 2005.

Sessions will be held at the Carnegie Endowment for International Peace, 1779 Massachusetts Avenue, N.W., Washington, D.C. 20036. The location is accessible via the Metro Red Line. Parking is available in local garages and on the street. Visit www.hra-nca.org/event for more information and to enroll.

"Update On Visas and Immigration Issues"
Sponsored by Northern VA SHRM, November 18

Speakers:
Haseena J.Enu, Esq., Managing Partner
Randall K. Hulme, Esq., Associate Partner
Fragomen, Del Rey, Bernsen & Loewy, LLP, Washington, D.C.

Meeting Location:
ICF Consulting, 9300 Lee Highway, Fairfax, VA
(703) 934-3000)

Date/Time: Thursday, November 18, 8:00-9:30 a.m.

RSVP: Nancy Lockwood, SPHR, GPHR
IHR SIG Chair
(703) 535-6041
nlockwood@shrm.org

Directions: www.icfconsulting.com/Locations/

Note: If you are not a member of NoVA SHRM, attend one time as a guest for free.

"HR Today - Facing The Challenges Of Tomorrow, Now"
HRA-NCA Conference To Be Held January 28, 2005

Mark your calendar to attend the HRA-NCA SHRM Conference titled HR Today - Facing the Challenges of Tomorrow, NOW. The agenda will include educational seminars on topics such as HR competencies, growth and development, legal issues, and much more. A kick-off speaker will launch the conference, which will include networking opportunities at a breakfast, lunch, and post-conference reception as well as vendor booths to visit throughout the day.

The Chapter is expecting about 250 attendees from SHRM Chapters throughout Maryland, Virginia, and D.C. as well as 50 exhibitors and sponsors. For sponsorship opportunities, contact Chris Hopkinson at chrish@frontiertax.com or call (240) 361-1071. To inquire about vendor sponsorship, contact Martha Heisel at info@hra-nca.org or call (703) 241-0229. Visit www.hra-nca.orgfor complete information about the conference to be held at the Cafritz Conference Center, The George Washington University.

Mark Your Calendars

Upcoming SHRM Conferences and Seminars

2004 Conferences

• November 18-20 - Leadership Conference (volunteer leadership training for chapter leaders), Arlington, VA

2005 Conferences

• March 14-16 - Annual Employment Law & Legislative Conference, Washington, D.C.
• April 20-22 - Annual EMA Conference & Exposition, Dallas, TX
• May 22-25 - WorldatWork Annual Conference & Exposition, New Orleans, LA
• June 19-22 - SHRM Annual Conference & Exposition, San Diego, CA

2004 Chapter Dinner Meetings

• November 17 - “New COBRA Notice Regulations” with Howard Clemons, Shaw Pittman
• December 8 - Annual Holiday Party
• December 15 - Transition Board Meeting

2005 Chapter Dinner Meetings

• January 19 - “Making Mandatory HR Training Fun - How to Turn ‘Prisoners’ Into Learners” with Wendy Mack, T3 Consulting
• February 16 - To Be Announced
• March 16 - “Dealing With Difficult Situations and People” with Cornelia Gamlem, GEMS Group

Recertification Credits In Strategic Management
(By Laila Karmally)
(Contributed by Shelley Prochaska, SHRM)
(Source: HRCI Website)

Several members have asked Shelley (sprochaska@shrm.org ) to send information regarding recertification credits in strategic management. The following information was taken from the HRCI website.

Specified Credit Hours in Strategic Management for SPHR Recertification

Under the new recertification requirements, SPHR certificants must earn 15 of the 60 recertification credit hours over a three-year period specifically in the strategic management functional area. These recertification credit hours can be acquired through the continuing education, instruction, on-the-job, or research/publishing categories.

The HRCI test specifications define strategic management as “the processes and activities used to formulate HR objectives, practices, and policies to meet the short- and long-range organizational needs and opportunities, to guide and lead the change process, and to evaluate HR’s contribution to organizational effectiveness.” This definition will be used as the basis of the new strategic management requirements for SPHR-certified professionals.

A review of the “responsibilities” area under the strategic management functional area of the HRCI test specifications shows that the types of continuing education experiences which count toward the specified credit hours in strategic management actually give certificants the opportunity to explore areas beyond the conventional “HR-related” seminars and workshops.

For your guidance, the responsibility areas and examples of what would fulfill strategic management requirements appear below:

1. Interpret information related to the organization’s operations from internal sources, including financial/accounting, marketing, operations, information technology, and individual employees in order to participate in strategic planning and policy-making.

This responsibility area recognizes that to be effective strategic partners, HR professionals must know the “business of business” and how it relates to the HR function and the organization’s strategic goals. Types of continuing education experiences that may count toward the strategic management requirement might include upper-level business writing courses, marketing workshops, finance for non-financial managers, and seminars that discuss trends in the workplace (for example, the aging population, the labor shortage, ethical recruitment, etc.). Programs specific to the certificant’s industry (i.e., health care) may also earn strategic management recertification credit hours. Certificants should be prepared to demonstrate why an industry-specific program (for example, “Challenges in the Health Care Industry”) added to their strategic management skills and the human resource management function.

2. Interpret information related to the general business environment, industry practices and developments, and technological developments from external sources (for example, publications, government documents, media and trade organizations), in order to participate in strategic planning and policy-making.

This responsibility area recognizes that HR professionals should be able to take work-related information from various resources, synthesize it, and apply it to their own work settings. An example of an applicable “recertification” experience that would count under the strategic management area would be the research and development of an environmental scan for presentation during an organization’s strategic planning meeting. Another example might be the establishment of a formal process whereby the HR function regularly informs executives of industry trends and discusses how they may affect their own organization. Another example may be attending a seminar or workshop on how to make forecasts. Key in all of these examples is the ability of the certificant to produce documentation in case of audit.

3. Participate as a partner in the organization’s strategic planning process.

Certificants would receive credit for first-time participation in a strategic planning process within their organization.

4. Establish strategic relationships with individuals in the organization to influence organizational decision-making.

Examples of strategic management recertification credits awarded include learning about organizational culture and its effect on HR policies and practices.

5. Establish relationships/alliances with key individuals in the community and in professional capacities to assist in meeting the organization’s strategic needs.

Certificants would receive strategic management credits for HR-related work that includes an organizational social responsibility component such as a welfare-to-work or school-to-work program, philanthropic activities, or alliances with community-based organizations. Recertification credit would not be awarded for merely participating in company-sponsored activities. Certificants must be prepared to demonstrate their involvement in the program and how their HR expertise helped develop or further them.

6. Evaluate HR’s contribution to organizational effectiveness, including assessment, design, implementation, and evaluation of activities with respect to strategic and organizational measurement in HR objectives (refers to participation in change management).

This responsibility area acknowledges that it is not enough to introduce new programs and initiatives within an organization, but to also constantly evaluate its return on investment. SPHR certificants would earn recertification credit in strategic management for designing and implementing such programs or for participating in workshops to learn how to measure HR’s contribution to organizational effectiveness.

7. Provide direction and guidance during changes in organizational processes, operations, planning, intervention, leadership training, and culture that balance the expectations and needs of the organization, its employees, and other stakeholders (including customers).

Demonstrated on-the-job leadership in change management would qualify for strategic management recertification credits. Strategic management credits would also be awarded for learning more about one’s industry, organizational operations, projected needs based on one’s industry, and how to best serve your organization’s customers.

8. Develop and shape organizational policy related to the organization’s management of its human resources.

Demonstrated first-time on-the-job experience in developing organizational policy based on your organization’s specific needs, such as instituting a telecommuting policy.

9. Cultivate leadership and ethical values in self and others through modeling and teaching.

Examples of strategic management recertification credits awarded include participation in leadership training and development of an organization code of ethics.

10. Provide information for the organizational budgeting process, including budget development and review.

This responsibility area recognizes that to be leaders, HR professionals must have knowledge of budget development and review. HR professionals who may need additional training in this area would earn strategic management recertification credits for continuing education in finance for non-financial managers, budget development, forecasting, and project management as it relates to HR.

11. Monitor legislative environment for proposed changes in law and take appropriate action to support, modify, or stop the proposed action (for example, write to a Member of Congress, provide expert testimony at a public hearing, lobby legislators).

Strategic management recertification credits would be awarded when participating at the state or Federal level to influence the outcome of workplace legislation or legislation that would affect your industry. This would include providing testimony and writing or meeting with legislators. HRCI awards one recertification credit hour for testifying to Congress or a state legislative body under the leadership category.

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!

Cindy Loison
President
Dulles SHRM
cloisonhr@aol.com