October 2006 Newsletter
IN THIS ISSUE
News from Dulles Chapter of SHRM and other timely HR information
"The 5 Critical Practices of a Career Development Culture "
Wednesday, November 15, 2006 (Dinner Meeting)
Do you work for a career development company? As an HR professional, are you creating a career development culture that will make your company a preferred employer? What is career development, exactly?
On November 15, we will examine the five critical practices of a career development culture, and discuss how one company has taken career development to a new level. We will explore the specific programs that are “must haves” for an integrated career development strategy, and consider answers to some important questions:
• How do you market or brand the concept of career development?
• What are the different roles that managers and employees play in career development?
• What do you measure progress in becoming a career development company?
• Who owns career development?
• Is there a “dark side” to career development?
This session will challenge the notion that progress in the area of career development needs to be a slow process, or that it takes significant resources to build a career development platform. We will provide ideas and concepts that any organization can easily implement to begin building a career development culture.
Steve Arneson, Ph.D., is Senior Vice President of Learning & Development at Capital One. Steve is responsible for setting and executing the company’s leadership development, diversity and talent management strategies, and also leads Capital One University and the Career Development Center. Steve held previous leadership development positions at Time Warner, AOL, Pepsi, and AON Consulting Worldwide, and has written several articles in national publications about career and leadership development.
November Sponsor: We welcome our sponsor, Lytle EAP Partners. Lytle is an independent consulting and service organization providing Employee Assistance and Work/Life Programs for over 20 years. Lytle offers strategies for organizations to achieve success by caring for the needs of their managers and employees. As an independent EAP provider, Lytle EAP Partners offers the “hands on” approach to EAP. Offering an EAP/Work/Life Program is an investment in your most valuable resources- your employees. Employee Assistance/Work/Life Programs contribute to the success, growth and adaptability of your business and provide an avenue for employees to improve their lives. By offering your employees the opportunity to obtain professional assistance, difficulties and concerns can be resolved before they impact the workplace. For information call Beth Gilley 703-654-6056 or bagilley@lytleeap.com.
Register online at www.dullesshrm.org.
 This program has been submitted for approval for 1.0 recertification credit hour toward PHR and SPHR recertification through HRCI. For more information, visit www.hrci.org.
Embry Rucker Shelter Donations Update
Members who attended the September meeting donated $45 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.
October Community Speaker
We welcome our community speakers, Mary V. Young, Transition Consulting Teacher, and Melissa Hartman, Ed. D. Special Education Supervisor and Loudoun County Public School's Transition Consulting Teacher. Mary and Melissa will talk to us about what partnering with their transition staff and hiring their students will bring to our businesses. They will talk about building positive Community Relations, investing in the youth by educating them on work demands, providing technical assistance in accommodating in the workplace, business tax credits and deductions and more.
What does partnering with our transition staff and hiring our students bring to your business?
Positive Community Relations * Problem-solving skills to effect creative business solutions * Low Turnover
Skills and knowledge * Technical assistance in accommodating the workplace * Motivation * Business Tax Credits and Deductions * Average and above performance and attendance ratings * Low Turnover * Active involvement in lifelong learning * Valuable investment in the youth by education them on what work demands
2007 Dulles SHRM Board of Directors Ballot
Contributed by Mary Saily, President Elect
The Nominating Committee is grateful for the positive response to our appeal for members who are willing to serve on the Board or in Committee positions in 2007. The ballot will distributed at our October Chapter meeting and will be posted on the Dulles SHRM website by October 25. Chapter members will be voting on the proposed slate of candidates at our November 15 meeting.
If you are a current member of Dulles SHRM and are unable to attend the November 15 Chapter meeting, you may vote by downloading the ballot from the website and emailing your completed ballot to Mary Saily, President Elect, by noon on November 15. Her email address is provided on the ballot.
Day Inside the Beltway - An Insider's Opinion
Contributed by Denise Henderson, Communications Director
On Tuesday, September 26th, Dulles SHRM Chapter sent an eight person delegation to the Hill. The day started with a visit to SHRM National in Alexandria, where we were greeted by Bernard Coleman, Member Advocacy Specialist. While at SHRM National, we met with several Governmental Affairs members including Michael Aitken, Director, Government Affairs; Bob Carragher, Manager, Government Relations; Nancy Hammer, Esq., Manager, Tax and Benefits; Kathleen Coulombe, State Advocacy Specialist; and Robert LaGow, Manager of Volunteer Programs. They prepared us for our meeting on the Hill and talked to us about volunteering with SHRM.
With Bernard Coleman and Bob Carragher leading the way, we headed off to meet with our legislators. Bernard had been a staffer for a Congressman, and Bob had been a staffer for a Senator. On our way, we were treated to a tour of the Russell Senate and Cannon House buildings, including some of the tunnels that run underneath them. We met with staffers from Sen. George Allen, Sen. John Warner, and Cong. Frank Wolf’s offices. We discussed how the pending Employment Verification/Immigration Reform and HealthCare IT bills would affect businesses and HR specifically. We told the staffers about SHRM and Dulles SHRM and who we represent. The staffers agreed to take our information back to their Senator or Congressman. The main issue mentioned by all the staffers was Immigration Reform but with regards to Border Protection and that Border Protection was the hot topic and Employment Verification and HealthCare IT probably wouldn’t be voted on this session.
All of the attendees agreed they would definitely attend again in the future. This event was free to attendees, as it was sponsored by the Dulles SHRM Chapter.
To learn more, visit http://www.shrm.org/government/. Here, you can write your elected officials, find information on voter registration deadlines, ballot initiatives in your state, tips on how to organize a voter registration drive in your workplace, as well links to up-to-date polling information on some of the hotly-contested state and federal races in this November's election.
Holiday Party Sponsorships
Contibuted by Amy Lourenco, Secretary
Dulles SHRM offers you and your company a variety of options to market your products and services to our members. We offer dinner meeting sponsorships, website advertising, and holiday party sponsorship.
Our annual Holiday Party is scheduled for Wednesday, December 6th at the Worldgate Marriott. As you may know, this event is full of great food, games and giveaways. The holiday party is a great way to show your support of Dulles SHRM and our members.
We invite you to provide us with a gift or two to give our members during this festive event. As we do the drawing, we’ll mention your company name as the donor of the prize. Of course, you’re welcome to attach a business card to the prize itself. We appreciate cash, certificates, and products that will be raffled off during this celebration.
If you’d like to donate prizes, please let me know what you’ll be donating. You can bring the items to the party (which I know you are planning to attend!), or we can pick them up from your office.
We hope you will consider sponsorship of our organization. Thank you for your continued support of the Dulles Chapter!
If you need additional information or have any questions, please contact Amy Lourenco, Secretary, amylourenco@yahoo.com.
Chapter Membership Promotion
Contributed by Lynn Padgett, Vice President, Membership
We the members of the Dulles SHRM Chapter would like to invite you to join our local chapter FREE for the remaining 2006 fiscal year. If you pay your 2006 dues between now and December 31, 2006, you do not have to pay for 2007. Annual dues are only $30.00.
If you would like to join the chapter now, please visit our website at www.dullesshrm.org and complete the online membership application.
This is a great opportunity to get two months of FREE membership and get affiliated with a growing, diverse chapter, dedicated to the Human Resource profession. You can also attend our Orientation program on November 15 from 5:00pm – 5:30pm. Longtime chapter supporter Cornelia Gamlen will give a brief presentation on the benefits of joining the Dulles chapter of SHRM. There is no charge to attend the orientation program, though we do ask that you register with Lynn Padgett, Lynn.Padgett@gd-ais.com, prior to the program. You would be required to pre-register online and pay the meeting cost should you decide to stay for the chapter meeting directly following orientation.
Request for Proposals
APT International Conference
July 11-15, 2007 Wyndham Baltimore Inner Harbor
SUBMISSION DEADLINE EXTENDED: OCTOBER 31, 2006
Now accepting proposals for:
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Pre-Conference Workshops: July 11, Wed (8:30 am – 5:00 pm)
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Concurrent Sessions: July 13-14, Fri-Sat (90 or 180 minutes)
The Association for Psychological Type International is the only international membership organization for professional users of the Myers Briggs Type Indicator® and related personality type instruments.
Proposals are welcome on any area of application of the MBTI® and/or related instruments. Special attention will be given to proposals introducing cutting-edge concepts germane to the daily work of MBTI® practitioners in the 21st century, such as: multi-cultural awareness, global issues, virtual work environment, and integration and use of multiple instruments. Typical subject areas include but are not limited to the eight interest areas of the Association: Careers & Occupations, Counseling & Psychotherapy, Education, Health Care, Management & Organization Development, Multicultural & International Issues, Religion & Spirituality, Theory & Research.
To Submit a Proposal for a Pre-Conference Workshop or a Concurrent Session:
Go to www.aptinternational.org/rfp
To Discuss Contributing to an Interest Area Symposium (Thursday, July 12, 2007):
Contact the Interest Area Consultant in your preferred interest area at www.aptinternational.org/IACs
Conference Registration Fees
Presenter’s Fee APTi Member $475, Presenter’s Fee Non-Member $585, Non-Discounted Fee $475
Questions? Contact: John Lord, Executive Director, APT International, john.lord@aptinternational.org
Association for Psychological Type International • 9650 Rockville Pike • Bethesda, MD 20814-3998 • 800-847-9943 • www.aptinternational.org
Mark Your Calendar
Chapter Breakfast/Dinner Meetings:
The 2007 Calendar of Events will be posted online and in the November newsletters
Chapter Discussion Group - "University Recruiting ," Thursday, November 2, 2006
Contributed by Cindy Loison, SPHR, Director, Discussion Group
Securing talented employees is an ongoing challenge. A focused university recruiting program can attract new talent into the organization, and allows the company to develop that talent from the ground up. Lori VanNewkirk, Regional HR Manager, Kimley-Horn and Associates will facilitate the group discussion on establishing an effective university recruiting program.
In preparation, please reflect on the following questions:
• What’s working/not working with your current college recruiting program?
• What types of events do you/can you plan that will solidify your relationship with a university?
• What does the university recruiting cycle look like?
• How do you choose the universities with which to develop a relationship?
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.
To register: Please confirm your participation by registering on-line, at least 24 hours in advance, on the Dulles SHRM web site, Career Growth/Chapter Discussion Groups (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, November 2, 2006
Time: 7:30 a.m. to 9:30 a.m.
Place: Kimley-Horn and Associates, Inc.
13221 Woodland Park Road
Suite 400
Herndon, VA 20171
Phone: Lori VanNewkirk Contact: 703-674-1300
Directions:
From the Dulles Toll Road (from the west): Take exit 10 for Herndon/Chantilly and make a right off of the exit onto Centreville Road. Turn left at the first light onto Woodland Park Road. After about .3 miles, make a right into the parking lot of 13221 Woodland Park Road (the entrance to the parking lot is next to a small grassy/treed area). Once at the building, take the elevators to the 4th floor and enter the suite to your left.
From the Dulles Toll Road (from the east): Take exit 10 for Herndon/Chantilly and make a left off of the exit onto Centreville Road. Turn left at the first light onto Woodland Park Road. After about .3 miles, make a right into the parking lot of 13221 Woodland Park Road (the entrance to the parking lot is next to a small grassy/treed area). Once at the building, take the elevators to the 4th floor and enter the suite to your left.
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!
John Beazley, SPHR, Human Resources Manager, Technica Corporation
Trace-Ann Green, PHR, HR Senior Manager, Deloitte
Jobe McGrane, Regional Recruiter, Advantage Human Resourcing
Margaret Meiers
Christine Mulcahy, HR Director, Digicon Corporation
Thomas J. Pickett, Coach Pickett, LLC
Dennise Promise, PHR, Director of Human Resources & Facilities, LISCR, LLC
Janice Raleigh, SPHR, Director, HR, REI Systems, Inc.
Articles of Interest
Contributed by Evelyn Kaiser, Diversity/Workforce Education Director
A Note from W. Roy Grizzard, Jr., Ed.D.,
Assistant Secretary for Disability Employment Policy
We again celebrate National Disability Employment Awareness Month, and proudly recognize our workers with disabilities. We also salute employers large and small who are working to recruit and hire qualified individuals with disabilities. What began in 1945 as a single week of recognition has grown into an international, month-long series of events and opportunities to increase the employment of people with disabilities. This year, we commemorate National Disability Employment Awareness Month with the official theme of “Americans with Disabilities: Ready for the Global Workforce.” This theme will be used by the private sector; federal, state and local governments; and advocacy organizations around the country to plan events and programs that showcase the abilities and skills of job candidates who have disabilities. These events will serve to increase awareness of the successes achieved among both the disability and employment communities, and shed light on the barriers people with disabilities still face in finding and keeping employment.
On October 18th, the American Association of People with Disabilities along with the Social Security Administration and other private sector sponsors will serve as national hosts of Disability Mentoring Day, promoting career development for students and job seekers with disabilities through one-on-one job shadowing and hands-on career exploration. On October 26th, U.S. Secretary of Labor Elaine L. Chao will announce the winners of the Secretary of Labor’s New Freedom Initiative Award to recognize the non-profits, small businesses, corporations and individuals that have demonstrated exemplary and innovative efforts in improving the employment and workplace environment for people with disabilities. Also in October, we will celebrate the 4th anniversary of DisabilityInfo.gov, an online resource that provides people with disabilities and employers information on a host of cross-cutting topics, including resources on job accommodations and employment programs. This easy-to-navigate Web portal is the federal gateway to disability-related information - from state and local resources to news and events to grants and funding and more. Under the leadership of Secretary Chao, the Department of Labor’s Office of Disability Employment Policy is developing and influencing policies and practices that directly impact the participation of people with disabilities in the workforce. Across America and beyond, people with disabilities are making tremendous contributions in the work place. This month and throughout the year we acknowledge their important contributions, and reaffirm our commitment to ensuring that people with disabilities realize their employment and career goals.
Life in a Cube: Problems Experienced by Employees with Cognitive Impairments
By Suzanne Gosden Kitchen, M.A., ABD
Employees with cognitive impairments may experience a variety of difficulties when performing job duties in a cubicle environment. These impairments may be temporary or permanent and may effect overall work performance, including quality of work, conduct, and productivity. The following describes potential issues that employees with cognitive impairments may face when working in a cubicle environment, some preventative measures the employer can take to minimize difficulties, and accommodations that can be made for employees who have cognitive impairments. Cognitive impairments may be a result of one or more of the following conditions: Attention deficit disorder or attention deficit hyperactivity disorder, Asperger syndrome, bipolar disorder, brain aneurysm, cancer, chronic fatigue syndrome, depression, epilepsy, fibromyalgia, head injury, learning disability, migraine headache, mental retardation, multiple sclerosis, post-traumatic stress disorder, sleep disorders, and stroke. Other conditions may also result in short- or long-term cognitive limitations. JAN receives many calls asking for accommodation ideas to assist these individuals with performing their job activities in cubicle environments. The following is a summary of these ideas.
1. Employees with cognitive impairments may experience disorganization in their cubicles. This is due, in part, to the compressed work and storage space of a cubicle, which may not be used efficiently or effectively. Setting up files, labeling and organizing work materials, and stocking the workstation with necessary supplies can help employees be more organized.
2. Employees with cognitive impairments may be easily distracted by auditory and visual stimuli. Consider strategic placement of workspaces, e.g., at the end of a row so only one wall is shared with other workspaces. Placing a workspace in a low-traffic area, away from the path to the bathroom, the building's exit, or office equipment can also be helpful. To avoid further auditory distraction, consider placing the workspace away from active areas like the lunchroom, meeting tables, or the copy center. If it is not possible to move the workspace, consider modifying the workspace by purchasing taller cubicle walls, adding cubicle doors, adjusting the position of the desk or chair, providing sound absorption panels, and/or providing a white noise machine.
3. Employees with cognitive impairments may have difficulty managing time, due in part to everyday workplace distractions. Providing noise-canceling headsets may help employees stay focused on the task at hand. The use of timers or watches will be helpful and assist with time management and task completion. An electronic organizer can also be valuable, keeping track of scheduled events and deadlines and providing graphic or audible alarms to prompt moving to the next job task or activity.
4. Employees with cognitive impairments may have difficulty engaging in work-related communication in a cubicle environment. Cognitive impairments can result in poor impulse control, poor judgment, or lack of social skills that create communication problems. These problems can include talking too loud or striking up conversations in the wrong place or at the wrong time. Setting clear rules for communication in/around cubicle spaces that regulate voice control, duration of work or private conversations, and disciplinary actions will help control noise levels, avoid congregations of chatty employees, and extinguish behavior such as calling out over cubicle walls.
5. Employees with cognitive impairments can experience disorientation, which may result in not knowing where to find people, materials, or services in a cubicle environment. It may be difficult to get to public-use areas such as the bathroom, copy room, or conference tables. Offering to show where materials can be found or where places are located, and/or provide verbal, written, or pictorial instructions could also be useful.
6. Employees with cognitive impairments may need to control the temperature in a cubicle environment. Adjusting temperature can increase productivity by reducing distractions and providing consistent physical comfort in the workplace. Allowing personal heating devices or personal cooling devices may also be helpful, as the employee will be less likely to fall asleep, leave work early due to discomfort, or lose work-time because he/she is unfocused or uncomfortable.
7. Privacy is an issue in a cubicle environment for all employees, including those employees with cognitive impairments. An employee might be self-conscious about using accommodations such as speech recognition software or screen reading software. The use of a headset will allow only the employee to hear what is being read from the screen reader. The use of a voice-amplifier will allow the employee to whisper while using speech recognition software. Another option is to use a steno system, which allows individuals to use speech recognition software while talking into a mask. This mask prevents others from hearing what is being said. Designating a private area so that the employee can call job coaches, therapists, or other people in their support system may also be beneficial.
For additional information on accommodation ideas and the Americans with Disabilities Act, contact JAN directly at http://www.jan.wvu.edu/english/contact.htm.
Change of Venue
Beginning in January 2007, our Dulles SHRM Chapter meeting location will change to the Sheraton Hotel in Reston, at 11810 Sunrise Valley Drive, Reston, VA 20191. We will include reminders in the upcoming newsletters and mailers. While we have enjoyed the customer service and hospitality of the Worldgate Marriott, our membership has grown such that the available rooms can no longer accommodate our monthly meetings.
Dulles SHRM Chapter Bylaws
The Board of Directors of the Dulles Chapter of SHRM has approved amendments to our Chapter Bylaws. The purposes of these amendments include:
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Clarify our relationship and mutual purpose with National SHRM
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Clarify our Student Membership criteria
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Add a provision for calling Special Meetings as needed
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Clarify the powers, duties, and composition of the Board of Directors
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Add a provision for Electronic Voting by our membership
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Clarify provision for withdrawal of Affiliated Chapter Status by National SHRM
The Board approved the updated Bylaws on October 9, 2006 and recommends approval by our membership. These amendments have also been approved by National SHRM.
The amended Bylaws have been posted on the home page of the Dulles Chapter website. All current 2006 Dulles SHRM Chapter members are asked to vote on the approval of these amended Bylaws. Note: you must be a current member of Dulles SHRM to cast your vote.
We’ll ask for a vote at the November 15 Chapter meeting where all members present will be able to cast their vote. If you would like to indicate your approval electronically, please send your vote via email to Kurt Cowles, Immediate Past President, at kcowles@mitre.org.
Please include your full name, your SHRM National Member number, and whether you vote to approve or not to approve the amended Bylaws. All votes submitted by email must be received no later than 4:00pm, November 15, 2006.
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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