IPMA-HR & Public Sector Groups Testify at Collective Bargaining Hearing
On Wednesday, March 10, 2010, Ellis Hankins, executive director of the North Carolina League of Municipalities, testified on behalf of IPMA-HR, the National League of Cities, the National Association of Counties, National Sheriffs Association, National Association of Towns and Townships, National School Boards Association, International City-County Management Association, International Municipal Lawyers Association, National Public Employer Labor Relations Association and the North Carolina League of Municipalities in opposition to mandatory bargaining. IPMA-HR also submitted a separate statement that can be accessed here.
The “Public Employer-Employee Cooperation Act” has been introduced in Congress every year since 1995 and appears to have the momentum to become law this year. The bills (H.R. 413, S.1611) have Republican and Democratic cosponsors and the apparent support of the Obama Administration.
The legislation would require state and local governments to engage in collective bargaining with their police, fire and emergency medical personnel. States would be given two years to comply with the federal requirements or fall under the jurisdiction of the Federal Labor Relations Authority (FLRA). The FLRA is tasked with determining which states comply with the federal law and then developing collective bargaining regulations for those that do not.
IPMA-HR expects the measure to pass by the end of the year.
Job Losses Continue
The Bureau of Labor Statistics (BLS) reported that in February, an additional 36,000 jobs were lost. The unemployment rate remained unchanged at 9.7 percent. The BLS advised that the employment report for December was revised to reflect that 109,000 jobs were lost rather than the 150,000 jobs initially reported and the change for January was revised from a loss of 20,000 jobs to a decline of 26,000 jobs.
The total of unemployed persons plus all persons marginally attached to the labor force (those who are neither working nor looking for work but who indicate that they want and are available for work), plus those employed part-time for economic reasons constituted 16.8 percent of the labor force. This was a slight increase of 0.3 percent since January. Temporary help services added 48,000 jobs and since September, temporary help services employment has risen by 284,000 jobs. The growth in temporary help services employment is viewed as a sign that the economy is recovering.
In February, federal government employment increased by 7,000 jobs. While employment at the U.S. Postal Service declined by 9,000 jobs, other federal employment increased by 16,100 jobs. The BLS cited the hiring of 15,000 temporary workers for Census 2010 as being a major contributor to the growth in federal employment. State government overall had an increase of 6,000 jobs, with state government education growing by 7,000 jobs, while the rest of state government lost 800 jobs. All of local government lost 31,000 jobs with local government education shedding 24,100 jobs, with the rest of local government losing 7,700 jobs.
Additional information is available here.
Americans’ Confidence Stabilizing, But Preparations for Retirement Continue to Erode
WASHINGTON – Americans’ confidence in their ability to retire appears to be stabilizing, now that the economic volatility of the recession has abated, but their self-described preparations for retirement continue to erode, according to the 2010 Retirement Confidence Survey (RCS) released today by the nonpartisan Employee Benefit Research Institute (EBRI) and Mathew Greenwald and Associates, a market research firm.
However, the RCS also finds that a growing number of American workers are also planning to delay retirement—which has negative implications for the U.S. job market, where unemployment is high and layoffs continue to grow. As older workers stay at their jobs longer, the RCS results suggest that fewer existing jobs are likely to open up. And Americans continue to lack confidence in institutions. They are most likely to express confidence in private employers and least likely to express confidence in the federal government. Both workers and retirees are expressing low levels of confidence in banks and insurance companies.
“Americans’ attitudes toward retirement have clearly tracked the economy the last couple of years, and that seems to be the case in 2010,” said Jack VanDerhei, EBRI research director and co-author of the survey. “Unfortunately, while their attitudes are stabilizing, their preparation for retirement is not. A distressing number of people have no savings at all.”
The 2010 RCS marks the 20th wave of this survey, which is the longest-running public opinion study of its kind on Americans’ attitudes on retirement and savings. The survey is cosponsored by EBRI and Mathew Greenwald and Associates, which fielded the questions in January. More than 30 organizations provided funding for this year’s survey, which can be found online.
In addition to looking at long-term trends on workers pushing back their expected retirement age—which had been steadily growing even before the recent economic recession—this year’s RCS also reveals several other major trends that this unique survey has been tracking over the past two decades. Among the survey’s key points:
- Stabilizing confidence: The percentage of workers very confident about having enough money for a comfortable retirement remains steady at 16 percent, which is statistically equivalent to the 20-year low of 13 percent measured in 2009. Retiree confidence about having a financially secure retirement has also stabilized, with 19 percent saying now they are very confident (statistically equivalent to the 20 percent measured in 2009).
- Basic expenses: Worker confidence about paying for basic expenses in retirement has rebounded slightly, with 29 percent now saying they are very confident about having enough money to pay for basic expenses during retirement (up from 25 percent in 2009, but still down from 34 percent in 2008). The percentage of retirees indicating they are very confident about paying for basic expenses has stayed level at 33 percent (statistically equivalent to the 34 percent observed in 2009).
- Fewer are saving: Fewer workers report that they and/or their spouse have saved for retirement (69 percent, down from 75 percent in 2009 but statistically equivalent to 72 percent in 2008). Moreover, fewer workers say that they and/or their spouse are currently saving for retirement (60 percent, down from 65 percent in 2009 but statistically equivalent to percentages measured in other years).
- Ranks of those with no savings are growing: An increased percentage of workers report they have virtually no savings and investments. Among RCS workers providing this type of information, 27 percent say they have less than $1,000 in savings (up from 20 percent in 2009). In total, more than half of workers (54 percent) report that the total value of their household’s savings and investments, excluding the value of their primary home and any defined benefit plans, is less than $25,000.
- Workers postponing retirement: One-quarter of workers (24 percent) report they have postponed their planned retirement age in the past year. Among the reasons cited for delaying retirement are the poor economy (29 percent of those postponing retirement), a change in their employment situation (22 percent), inadequate finances (16 percent), and the need to make up for losses in the stock market (12 percent).
More information and findings are available online.
Index Shows Some Improvement in Hiring Activity
BETHLEHEM, Pa. – Hiring activity for new college graduates has picked up some, according to results of a monthly poll conducted by the National Association of Colleges and Employers (NACE).
NACE’s latest poll, reported as an index, found that the overall hiring index for February 2010 is 96.4, up from 86.4 reported in January and near the 98.2 peak reported in December 2009.
“The February hiring index is more consistent with the trend we saw developing in the fall,” said NACE Executive director Marilyn Mackes.
In addition, 26.8 percent of respondents to the latest poll indicated they planned to increase hiring, while 25.9 percent reported plans to decrease hiring.
In terms of recruiting activity, poll respondents report little change between January and February. The current recruiting activity index stands at 97.3, down slightly from 98.6 reported in January but up some from 95.4 in December.
“In general, employers have been fairly consistent in their projections regarding recruiting activity,” Mackes said. “One reason for that appears to be their commitment to recruit for their internship programs this year even if they forgo or reduce their full-time college hiring.”
NACE’s next poll will be conducted March 1-April 1; results will be reported on NACE’s Web site.
U.S. Employers Anticipate Hiring to Inch Ahead in Second Quarter, According to Manpower Employment Outlook Survey
Staffing Levels Expected to Remain Relatively Stable Compared to Last Quarter
MILWAUKEE – U.S. employers have modest hiring plans for Quarter 2 2010, according to the results of the latest Manpower Employment Outlook Survey, conducted quarterly by Manpower Inc.
This quarter’s research concludes:
- Year-Over-Year Increase: With a seasonally adjusted outlook of +5 percent, employers indicate a moderate increase in hiring expectations compared to one year ago, when the seasonally adjusted outlook was -2 percent.
- Stability Continues: Seventy-three percent of employers, a record-tying high, expect to keep staff levels stable, which is good news for the currently employed.
- Industries Recovering: Twelve of 13 industry sectors surveyed report positive net employment outlooks, meaning employers in most industry sectors plan to add staff during the second quarter.
- Local Picture Improving: Among 201 surveyed Metropolitan Statistical Areas, 94 percent indicate a positive or neutral net employment outlook, indicating cautious optimism is becoming more widespread geographically.
“We continue to see encouraging signs in hiring activity in the U.S.,” said Manpower Inc. Chairman and CEO Jeff Joerres. “Key industries such as Manufacturing and Construction are seeing notable improvements on a year-over-year basis.”
“U.S. hiring activity is still in neutral, but revving toward first gear,” said Jonas Prising, Manpower president of the Americas. “It’s moving in the right direction, but it will take some time, with no major speed bumps, before it can accelerate.”
Of the more than 18,000 employers surveyed across the nation, 16 percent anticipate an increase in staff levels during Quarter 2 2010, while eight percent expect a decrease in payrolls, resulting in a net employment outlook of +8 percent. When seasonally adjusted, the net employment outlook becomes +5 percent. Seventy-three percent of employers expect no change in their hiring plans, with the final three percent of employers indicating they are undecided about their hiring intentions.
Employers in 12 of the 13 industry sectors surveyed have a positive outlook for Quarter 2 2010: Leisure & Hospitality (+17 percent), Professional & Business Services (+15 percent), Mining (+11 percent), Nondurable Goods Manufacturing (+9 percent), Financial Activities (+9 percent), Durable Goods Manufacturing (+8 percent), Information (+8 percent), Transportation & Utilities (+8 percent), Wholesale & Retail Trade (+7 percent), Construction (+4 percent), Other Services (+4 percent) and Education & Health Services (+3 percent). The Quarter 2 2010 outlook is negative only for employers in Government (-1 percent).
For Quarter 2 2010, a positive outlook is reported in all four of the U.S. regions surveyed. The Northeast has the strongest outlook (+8 percent), followed by the South and West (+6 percent). The outlook in the Midwest (+4 percent) is the weakest of the regions surveyed.
*The net employment outlook, often shortened to simply “outlook” or “NEO,” is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting a decrease in hiring activity.
About the Survey
Employment services company Manpower Inc. releases the Manpower Employment Outlook Survey quarterly to measure employers’ intentions to increase or decrease the number of employees in their workforce during the next quarter. It is the only forward-looking survey of its kind, unparalleled in size, scope, longevity and area of focus.
The Manpower Employment Outlook Survey’s United States results are based on interviews with more than 18,000 employers located within 200 Metropolitan Statistical Areas (MSAs), as defined by the federal government, and one MSA in Puerto Rico. The mix of U.S. industries within the survey follows the North American Industry Classification System (NAICS) Supersectors and is structured to be representative of the U.S. economy. The national survey carries a margin of error of +/- 0.61 percent
The complete results and visuals from the Manpower Employment Outlook Survey are available for download here, where you will also find the survey results for the 201 MSAs.
Supreme Court Agrees to Review Public Employee Privacy Case: Background Investigations
On March 8, 2010, the U.S. Supreme Court agreed to decide whether or not NASA violated the privacy rights of employees working in non-sensitive positions by asking intrusive questions as part of background investigations. NASA investigators asked about treatment or counseling for illegal drug use, and forms asked about employment, residence, illegal activities, financial integrity, mental and emotional stability and general behavior. The Ninth Circuit Court of Appeals issued a preliminary injunction against NASA prohibiting them from continuing the questioning. The case is NASA v. Nelson, No. 09-530.
The Supreme Court is expected to decide whether or not government employees have a right to informational privacy under the Fourth Amendment and if so, how far that right extends. Privacy rights cases typically concern drug testing or physical searches. The outcome of the case is likely to impact how public employers conduct background investigations. Oral arguments have not yet been scheduled.
Nominations Sought for IPMA-HR President-Elect
The IPMA-HR Nominating Committee is now accepting nominations for president-elect. The deadline for the receipt of nominations is May 27, 2010. The desired competencies and application for president-elect that needs to be completed can be accessed by clicking here.
The term of the office of president-elect is one calendar year, and the president-elect automatically succeeds the office of the president after having served a one-year term as president-elect.
To be nominated, elected and to continue to hold office as president-elect, an individual must be a current individual member or covered staff member of an IPMA-HR agency member and have maintained membership for no less than three (3) years, have demonstrated a commitment to the Association through service at any level, and be willing to contribute actively of time and talents to the objectives of the Association.
For more information, contact Debbie Tankersely-Snook by phone at (703) 549-7100, or by e-mail at tankersely@ipma-hr.org.
March 18 Webinar to Focus on Layoffs and Furloughs
Join us Thursday, March 18, 2010, from 1-2:30 p.m. Eastern Time for an informative webinar, in which presenters from Arlington County, Va., and South Carolina’s State Office of Human Resources will discuss how cost savings measures have worked in state and local governments.
Arlington County was recently faced with a budget gap and hiring freeze. They realized, after exhausting all other possibilities, that to close the gap would mean that some programs, services, and administrative overhead would need to be reduced. Learn how they designed their process to ensure employees were treated with respect and dignity while at the same time Arlington County maintainined fiscal responsibility to Arlington County citizens.
Also, discover how South Carolina’s State Office of Human Resources was able to provide cost saving tools, such as recruitment initiatives, position cost sharing and separation programs, to their state agencies. Find out how they developed future strategies to assist state agencies in delivering their missions with reduced resources.
You won’t want to miss this webinar. It will provide valuable information you can use while handling another economically challenging year.
Meet the Presenters
Laura H. Chalkley is the division chief for training, organization development and staffing in the Arlington County, Va., Human Resources Department. She has been employed by local government for more than 20 years and has been in her current position for eight years. Prior to this position, she was an internal organization development consultant. In June of 2004 she was recognized as one of the three finalists for the HR Leadership Awards of Greater Washington for her contributions to enhancing organization efficiency and performance, and also was named “Personnelist of the Year” by the Local Government Personnel Association of the Baltimore-Washington Metropolitan Area for outstanding performance in the area of employee growth and development. Chalkley graduated from Trinity College in Washington, D.C., with a BA in business administration, and completed the Georgetown University Certificate Program in Organization Development. She earned the designation of Certified Public Manager through a certificate program jointly sponsored by The George Washington University and the Metropolitan Washington Council of Governments.
Samuel L. Wilkins, IPMA-CP, is director of the South Carolina Budget and Control Board Office of Human Resources—a role he assumed January 1, 2002. He has held previous positions with that office since 1993, including assistant director and legal counsel. For eight years prior, he served as an assistant attorney general in the South Carolina Office of the Attorney General where he was chief of the Governmental Litigation Division. Prior to that position, he was in private practice for two years. Wilkins received his BA degree from Furman University, Greenville, S.C., in 1975, and his JD from the University of South Carolina School of Law, Columbia, S.C., in December, 1982. He was admitted to practice law in South Carolina in May, 1983, and subsequently has been admitted to practice in the United States District Court of South Carolina and the Fourth Circuit Court of Appeals. He served as a member of the editorial board for the South Carolina Lawyer, published by the South Carolina Bar.
Wilkins also served as chair of the Continuing Legal Education Committee and as a member of the Administrative and Regulatory Law Committee of the South Carolina Bar. He has published numerous articles on employment law issues and wrote the Public Officers and Public Employees section of South Carolina Jurisprudence. He is author of the article, “Wrongful Discharge and Employment Contracts,” which appeared in the 2004 South Carolina Damages Book. He was a coauthor of Civil Service Reform in the States: Personnel Policy and Politics at the Subnational Level, published by SUNY Press in 2006. Wilkins, who earned his IPMA-HR Certified Professional designation in 2006, is president-elect of the International Public Management Association for Human Resources (IPMA-HR), and has chaired and/or served on numerous IPMA-HR committees and taskforces over the years. He is also active in the South Carolina chapter of IPMA-HR, having served as its president in 2001-2002. He served as president of the National Association of State Personnel Executives (NASPE) and on its executive committee and chaired and/or served on a number of its committees and taskforces. He was selected to participate in the Council of State Governments’ 2004 Toll Fellowship Program. He is the recipient of the 2005 Eugene H. Rooney Award for Leadership in Human Resources Management presented by NASPE.
Sign Up Today and Your Entire Staff Can Listen In for One Fee
Register today by visiting www.ipma-hr.org. Be sure to log into the “members only” section of the IPMA-HR Web site, then click on “Registration” at the top right of the page and follow the prompts. Or, download your registration form and fax the completed form to (703) 684-0948.
The price for IPMA-HR members to participate in the webinar is $150; the price for nonmembers to participate in the webinar is $200.
There is no limit to the number of staff from your office participating in this webinar. In the room where staff will participate, you'll need a speaker phone and a computer. Prior to the event, you will get instructions on how you will link to the webinar by telephone and on the Internet. One registration fee gives you a unique access code for one phone line and a link to the Web component. As many of your staff that you can pack into a room can attend and listen in by speakerphone.
Please note: Additional phones lines require additional access codes, which means separate registrations for each additional access code you need.
Cancellation Policy
You may cancel your registration up to 48 hours in advance of the webinar, and transfer your registration to a future webinar without penalty. If you do not transfer your registration, you must cancel no later than one week prior to the webinar date to receive a full refund of your fee.
Questions? Contact us by phone at (703) 549-7100 or by e-mail at meetings@ipma-hr.org.
IPMA-HR Managing Employee Performance as a Human Resources Business Partner Online Class Begins April 7
Register now to take part in IPMA-HR’s “Managing Employee Performance as a Human Resources Business Partner” online class, which is being offered in partnership withPrince George’s Community College. The class will begin April 7, and costs just $495 for members of IPMA-HR; the cost for nonmembers to take part in the class is $595.
This course examines the “how-to’s” for creating strategic partnership with human resources supervisors and managers to effectively manage employee performance. Participants have an opportunity to develop their own action plans for partnering with management in developing plans for their organizations.
Who Should Attend?
Senior managers who are interested in improving organizational performance, HR directors and other HR specialists whose responsibilities include performance management and/or organizational development, should participate in this course.
Learner Outcomes Include the Following:
- Defining performance management
- Understanding the variety of performance management systems available
- Developing the competencies needed to be a business partner and how to apply them
- Understanding and assessing how performance management partnerships benefit an organization
- How to select the performance management system appropriate for your organization
- How to apply performance management in your organization
Benefits of Online Learning:
- Convenience. You decide when and where to take your classes
- Fast. Complete the program in only five weeks
- Priorities. Continue to work full-time
Registration
To register for the course, visit www.ipma-hr.org. Be sure to log into the “members only” section of the IPMA-HR Web site, then click on “Registration” at the top right of the page and follow the prompts. Or, download your registration form and fax the completed form to (703) 684-0948.
Prince George’s Community College is a fully accredited, two-year institution of higher education serving students and working adults from Prince George’s County, Md., metropolitan Washington, D.C., and around the world. The college’s main campus is located less than 10 miles from the nation’s capital at 301 Largo Road in Largo, Md., with additional campuses in Hyattsville, Laurel, and Camp Springs, Md., on Andrews Air Force Base.
Submission Deadline Approaching for Measuring ROI in the Public Sector, to be Published jointly by IPMA-HR and the ROI Institute
In the last decade, much progress has been made in capturing the impact and ROI in a variety of types of Human Resources programs. Public sector HR organizations have achieved success with this issue and we want to capture these success stories. This new case book will feature ROI studies that show the impact and value of the human resources function.
The concept of ROI in the public sector has never been more important than it is today. With the pressure to deliver more with less, public agencies must ensure that HR programs are delivering value. This is particularly important for the expensive, high profile, and highly visible (even controversial) programs. Value must be expressed in terms that top administrators understand and that taxpayers demand. Today, this means impact, monetary value (expressed cost reduction or cost avoidance) and, yes, the financial return on investment.
Case studies are needed in every aspect of HR including, 1) recruiting and selection, 2) orientation and on-boarding, 3) compensation, including pay for performance, 4) benefits and benefits administration, 5) ethics and compliance, 6) diversity, 7) employee relations and work climate, 8) safety and health, 9) wellness and fitness, 10) career development, 11) talent management, 12) management and executive development, 13) leadership and coaching, 14) technical and administrative training, 15) legal issues and, 16) e-HR and human capital management systems.
Each case study should describe the project and the surrounding issues and concerns that lead to the evaluation. The methods used are fully described including the data collection, analysis, and reporting. The data collected should include reaction, learning, application, impact, ROI, and intangibles. Also, case studies should show how the impact of the HR program is isolated from other influences. The goal is to show credible case studies that will serve as examples and learning tools for others.
Publishing a case study in this new book is an excellent way to show the great work of many government departments and agencies. It brings recognition and respect to the important and valuable projects undertaken by HR managers in the public sector. It is also a good way to bring recognition to those individuals who make the difference in designing, developing, implementing, and supporting important projects.
Editors
Dr. Patti Phillips, president & CEO of the ROI Institute, and Dr. Jack Phillips, chairman of the ROI Institute, are serving as editors of this publication. Together the Phillipses have edited and/or authored over 50 books on the topics of measurement, evaluation, and ROI. For more information on the ROI Institute and the work of Drs. Patti and Jack Phillips, please visit www.roiinstitute.net.
Deadlines
The deadline for submission is March 31, 2010. Exceptions may be made under special circumstances and if appropriate arrangements are made.
For More Information
Case study guidelines may be downloaded at www.roiinstitute.net.
For additional information, please contact the project manager, Beth Phillips, either by mail at ROI Institute, Inc., P.O. Box 380637, Birmingham, AL 35238-0637, by e-mail at beth@roiinstitute.net, or by phone at (205) 678-8101.
On the Calendar
March 18, 2010
2010 IPMA-MCC Spring Training and Development Conference
Montgomery College Cultural Arts Center, Takoma Park/Silver Spring Campus
Takoma Park, Md.
Visit www.ipmamc.org for more information.
March 28-30, 2010
North Carolina-IPMA 2010 Spring Conference
Raleigh Hilton North
Raleigh, N.C.
Visit www.nc-ipma.org for more information.
April 7
Online Course
Managing Employee Performance as an HR Business Partner
April 22, 2010
2010 SCPMA-HR Annual Conference
Human Resources: Agents of Change
Almansor Court
Alhambra, Calif.
Contact Brigitte Charles, either by phone at (714) 536-5917, or by e-mail at bCharles@surfcity-hb.org, or visit www.scpma-hr.org for more information.
April 24-28, 2010
Southern Region Conference
Oklahoma City, Okla.
April 28-30, 2010
Western Region Conference
San Diego, Calif.
May 20, 2010
SNIPMA-HR Annual Conference
2010: A New Beginning
Texas Station Hotel
North Las Vegas, Nev.
Contact Tammara Williams at williamst@rtcsnv.com, or visit www.snipma.com for more information.
June 6-9, 2010
Central Region Conference
Middleton, Wis.
July 7
Online Course
Managing Employee Performance as an HR Business Partner
July 14
Online Course
Developing Competencies for HR Success
September 19-22, 2010
Eastern Region Conference
Adlephi, Md.
September 22
Online Course
Developing Competencies for HR Success
October 2-6, 2010
2010 International Training Conference & Expo
Sheraton Seattle Hotel & Towers
Seattle, Wash.
Contact IPMA-HR Director of Membership and Professional Development Jessica Allen at jallen@ipma-hr.org for more information. Check the Web site at www.ipma-hr.org for conference updates.
October 6
Online Course
Managing Employee Performance as an HR Business Partner
Watch the HR Bulletin and our Web site for more information on educational opportunities.