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April 30, 2010

The May 2010 issue of HR News magazine (4.7 MB) is now online.
The Spring 2010 issue of Public Personnel Management (2.2 MB) is available online.
Press releases on the IPMA-HR Web site may be accessed here.
To access archived issues of the HR Bulletin, click here; you must be a member of IPMA-HR in order to access these archived issues.


IPMA-HR Launches New Web Site

IPMA-HR is proud to introduce its new Web site. Click here to see IPMA-HR at its new location on the Web. The site has been redesigned to make it easier for members to find the information they need and to improve the search function. We are also pleased with the new look our site has to offer. The old site will remain up for a short time, but we ask that you change your bookmarks as soon as you can.

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New Study Finds Public Sector Employees Earn Less than Comparable Private Sector Employees

WASHINGTON, D.C. – Employees of state and local government earn an average of 11 percent and 12 percent less, respectively, than comparable private sector employees. An analysis spanning two decades shows the pay gap between public and private sector employees has widened in recent years.

These findings are contained in a new report, “Out of Balance? Comparing Public and Private Sector Compensation Over 20 Years,” commissioned by the Center for State and Local Government Excellence (Center) and the National Institute on Retirement Security (NIRS). The study provides an original analysis of data from the U.S. Bureau of Labor Statistics. The study finds that:

  • Jobs in the public sector typically require more education than private sector positions. Thus, state and local employees are twice as likely to hold a college degree or higher as compared to private sector employees. Only 23 percent of private sector employees have completed college as compared to about 48 percent in the public sector.
  • Wages and salaries of state and local employees are lower than those for private sector employees with comparable earnings determinants such as education and work experience. State workers typically earn 11 percent less and local workers 12 percent less.
  • During the last 15 years, the pay gap has grown–earnings for state and local workers have generally declined relative to comparable private sector employees.
  • The pattern of declining relative earnings remains true in most of the large states examined in the study, although there does exist some state level variation.
  • Benefits make up a slightly larger share of compensation for the state and local sector. But even after accounting for the value of retirement, healthcare, and other benefits, state and local employees earn less than private sector counterparts. On average, total compensation is 6.8 percent lower for state employees and 7.4 percent lower for local employees than for comparable private sector employees.

 


“The picture is clear. In an apples-to-apples comparison, state and local government employees receive less compensation than their private sector counterparts,” said Keith A. Bender, report coauthor and associate professor at the University of Wisconsin-Milwaukee Department of Economics. “These public sector employees earn less than they would earn if they took their skills to the private sector,” he added.

John S. Heywood, report coauthor and distinguished professor at the University of Wisconsin-Milwaukee Department of Economics said, “Jobs in state and local governments consist disproportionately of occupations that demand more education and skills. Indeed, accounting for these differences is critical in understanding compensation patterns.”

The study sheds light on a recent survey of government hiring managers, sponsored by the Center. Elizabeth K. Kellar, president and chief executive officer of the Center reported, “Hiring managers told us that despite the economy, they find it difficult to fill vacancies for highly-skilled positions such as engineering, environmental sciences, information technology and healthcare professionals. The compensation gap may have something to do with this.”

NIRS Executive Director Beth Almeida said, “For a long time, there has been a compensation tradeoff in public sector jobs—better benefits come with lower pay as compared with private sector jobs. This study tells us that is still true today.” She added, “What’s striking is that on a total compensation basis—looking at pay and benefits—employees of state and local government still earn less than their private sector counterparts.”

The Center for State and Local Government Excellence helps state and local governments become knowledgeable and competitive employers so they can attract and retain a talented and committed workforce. More information is available at www.slge.org. The National Institute on Retirement Security is a nonprofit organization established to contribute to informed policymaking by fostering a deep understanding of the value of retirement security to employees, employers, and the economy through national research and education programs.

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Results of Challenger, Gray & Christmas Survey Show Odds of Job-Search Success Same or Just Slightly Better than Last Year

CHICAGO - A job-market recovery finally may be underway by the time this year’s crop of college graduates collect their diplomas in May and June. However, a new survey by global outplacement consultancy Challenger, Gray & Christmas, Inc., indicates that the job prospects for these grads are about the same or only slightly better than last year’s dismal outlook.

Continued weakness in the entry-level job market could force many newly-minted graduates to accept lower-paying service sector positions or forsake income entirely by volunteering or accepting unpaid internships. Others may abandon the job search, opting to further their education, live at home or travel.

In the Challenger survey, about half of the human resource executives polled said the outlook for this year’s college graduates is roughly the same as last year. Twenty-eight percent of respondents were marginally more optimistic, saying that the outlook is slightly better than a year ago.

On a positive note, less than 10 percent of respondents felt that the job market for this year’s graduates would be worse than last year. Meanwhile, nearly 13 percent said the job market is “much better” than in 2009.

The survey was conducted among approximately 100 human resources professionals in a wide variety of industries nationwide. The two-week survey concluded the first week of April.

“Last year was an extremely tight job market for entry-level candidates. Even if this year is slightly better, the competition for available jobs will remain fierce. In fact, some of this year’s graduates may very well compete with some of last year’s graduates for positions,” said John A. Challenger, chief executive officer of Challenger, Gray & Christmas.

“They will also be competing with other young people, who received their diplomas within the last five years, had jobs, and found themselves back in the labor pool once the recession hit. These recent job seekers could prove to be the toughest competition for this year’s graduates, as they are likely to accept entry-level wages yet bring some on-the-job experience to the table,” he added.

In the overall job market, there are more than five job seekers for every opening, based on the latest data from the Bureau of Labor Statistics showing that there were about 2.7 million job openings at the end of February and about 15 million unemployed Americans. These figures do not even account for the estimated 2.4 million 2009-2010 graduates, who will enter the job market this spring armed with associate’s and bachelor’s degrees.

“This is not to say that soon-to-be graduates should give up hope. There are opportunities out there, but entry-level job seekers will have to dig for them. They may have to look outside of the industry or career path they envisioned pursuing immediately out of college. They may need to look in parts of the country they might not have considered previously. They will have to look beyond the on-campus job fairs,” advised Challenger.

Many seniors are probably already finding that on-campus job fairs are not providing many opportunities. On-campus recruiting has improved only slightly in recent months. A monthly index compiled by the National Association of Colleges and Employers (NACE), finds that, on an index scale of 0 to 200, recruiting activity rated an index score of 97.3 in February, up from 92.6 in October. However, any rating below 100 still represents an expected decrease in activity.

The number of companies coming during the spring semester to recruit business graduates at the University of Wisconsin – Madison was down 9.6 percent from a year earlier. However, that was an improvement from the fall/winter semester, when the number of on-campus recruiters was 25 percent lower than the previous school year, according to a statement provided to Challenger researchers by Steve Schroeder, assistant dean of the school’s undergraduate program and the director of the Business Career Center.

“We had a much busier spring semester than expected. Typically fall semester is the busier time and spring tends to be a bit lighter. While our fall was busier than spring, spring was busier than what we normally see. This aligns with what we have been seeing nationally as the economic recession is getting better,” said Schroeder.

“We anticipate hiring in the fall of 2010 to pick up and the number of companies already committed to coming to campus in September and October confirms that,” he added.

Schroeder had more good news for this year’s graduating class:

“In regard to job postings, we are up 20 percent over last year. This indicates that companies still have great opportunities, but are not been able to come directly to campus to interview students. The past 18-24 months have been difficult for college graduates, but most indicators point to a better 2010 and beyond.”

According to the Challenger survey, the graduates with the best chance of employment success are those with degrees in health care-related fields, such as nursing, physical therapy, pharmacy sciences or medical technician specialties. More than one in four respondents (26.3 percent) felt that these graduates would enjoy the most success.

Those earning a business degree were considered to be in the best position for this job market by 18 percent of respondents. Meanwhile, degrees in accounting/finance, engineering and computer science, which used to be considered surefire paths to employment, each received just 10 percent of the votes for offering the best chance of job-search success.

“Having too-specialized a degree may not necessarily be a good asset in a recovering economy, unless you are specializing in health care fields where demand for new workers appears to be recession-proof. A general-purpose business degree gives graduates more flexibility and is likely to open a greater number of opportunities,” said Challenger.

Engineering, computer science and accounting may no longer be the fastest path to employment, but they are among the most lucrative. A recent survey by the National Association of Colleges and Employers (NACE) found that eight of the top 10 best-paid majors are in engineering, with the highest-paid petroleum engineering graduates starting at $86,220. Computer science ranked fourth in the NACE survey, with graduates earning average starting salaries of $61,205.

A high starting salary is no guarantee of job-search success, however. NACE found that only 42 percent of engineering graduates found jobs in 2009, compared to 70 percent in 2007.

“Some recent graduates are less concerned with starting salaries. In fact, they appear to be more willing to work for free if it means getting their foot in the door and obtaining valuable on-the-job experience. Unpaid internships used to be held primarily by those still in school. In today’s job market, recent graduates and even experienced job seekers are more willing to take these unpaid positions, and companies are more than happy to oblige,” said Challenger.

There are no national statistics on the number of paid or unpaid internships or whether they are being filled by current students or those who have graduated. However, anecdotal evidence from around the country suggests that more soon-to-be graduates are considering or accepting internships, as opposed to traditional full-time positions.

The Atlanta Journal Constitution recently reported that the number of companies attending job fairs at Emory University remained nearly unchanged. However, University officials told the paper that the number of companies recruiting full-time employees was down by about 10 percent, while internship recruiting increased by about 25 percent.

Soon-to-be graduates may also consider volunteering at nonprofit organizations.

“As the job market continues to improve over the next couple of years, those who can show some work experience are going to be in a better position than those who abandoned the job market entirely. For those who feel that opportunities are nonexistent, the best option may be a return to school. However, for many this is not an option financially, and may simply return to live with their parents until steady income can be achieved,” said Challenger.

Among 2009 U.S. college graduates, 80 percent moved back home with their parents after graduation, according to a report by CollegeGrad.com. That was up from 77 percent in 2008, 73 percent in 2007, and 67 percent in 2006.

“The percentage of graduates returning home could reach even higher this year, as new graduates compete with last year’s graduates and other more experienced job seekers for available positions. We may even see young people who have been out of school for two or three years and had jobs and apartments returning home following a layoff,” said Challenger.

Challenger, Gray & Christmas is an outplacement consulting organization with offices in every major and minor city in the United States and with clients in more than 63 locations in Canada.

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Top Employers for the Class of 2010

BETHLEHEM, Pa. – Accounting services, engineering services, and retail/wholesale trade employers top the list of employers extending offers to 2009-10 bachelor’s degree graduates, according to a new survey from the National Association of Colleges and Employers (NACE).

As reported in the Spring 2010 issue of NACE’s Salary Survey, accounting services employers extended the largest number of offers to new college graduates. Engineering services firms landed in second position, followed by retail/wholesale trade employers.  

“Although data are limited at this time of year, the results are consistent with what we have seen in the past,” said Marilyn Mackes, NACE’s executive director. “Accounting and engineering organizations historically have been among the most active in terms of recruiting and hiring new college graduates.”  

Also not surprising are the types of graduates most likely to attract attention from these employers. Accounting services firms extended the bulk of their offers to accounting, logistics/materials management, and finance graduates. Engineering services firms targeted mechanical engineering and electrical engineering graduates. Retail/wholesale trade employers focused most of their attention on business administration/management and marketing graduates.

NACE will continue to track the movement of starting salary offers to Class of 2010 graduates in the upcoming issues of Salary Survey. The Summer 2010 issue will be published in early July. The Fall 2010 report, the final issue for the Class of 2010, will be published in September 2010.

About Salary Survey: Salary Survey is a quarterly report of starting salary offers to new college graduates in 70 disciplines at the bachelor's degree level. The survey compiles data from college and university career services offices nationwide. Salary Survey is issued in winter, spring, summer, and fall, with the fall issue serving as the year-end report. (Please note: The report does not include data for all industries.)

The National Association of Colleges and Employers (NACE) has been a leading source of information about the employment of college graduates since 1956.

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Public Sector Job Satisfaction Declines in Great Britain

According to the Chartered Institute of Personnel and Development (CIPA), job satisfaction among British public sector workers has fallen sharply, due primarily to a growing concern over job security. The CIPD conducted a survey of 2,000 employees that found that net job satisfaction, which was calculated by subtracting the numbers dissatisfied from the numbers satisfied has fallen to +34 as compared to +45 this time last year.

There were 18 percent of the public sector workers who now think it is likely that they will lose their jobs due to the economy as compared with only seven percent in April 2009. Almost 40 percent of the public sector employees believe that their organization will reduce the workforce. Last year, only 14 percent believed there would be job reductions. There were 23 percent of public sector employees who feel under increasing pressure at work each day as compared to 13 percent last year.

Ben Willmott, CIPD senior public policy adviser, said: “Public-sector leaders need to focus on communicating why change is needed and to consult with staff to find the best ways of making efficiencies without cutting front-line services. Employees who feel they are consulted and have a voice and a stake in change are more likely to understand why things need to be done differently and pull together for the benefit of the organization and public-service users.”

Additional information is available here.

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Majority of Companies Now Doing Something to be More Environmentally Conscious, Finds a New CareerBuilder Survey

CHICAGO - One-in-10 employers say they have added “green jobs,” otherwise known as environmentally-focused positions, in the last 12 months and despite the tough economy, and nearly 10 percent plan to add more in 2010, according to a new national survey of more than 2,700 hiring managers by CareerBuilder. The survey was conducted between February 10 and March 2, 2010.

Employers in the Northeast (14 percent) added the most “green jobs” over the last year, followed by 11 percent in the South, 10 percent in the West and nine percent in the Midwest. Retail led the industries surveyed with 24 percent indicating they have added the “green jobs” over the last 12 months, followed by 18 percent of transportation and utilities, 15 percent of sales, 14 percent of IT and manufacturing, and 10 percent of financial services.

Companies are not only adding environmentally friendly positions within their organizations, but they are strengthening their in-house green programs as well. Nearly 70 percent of companies say they have added programs to be more environmentally conscious in the last year. The most popular green programs include:

  1. Recycling (47 percent)
  2. Using less paper (43 percent)
  3. Controlling lighting (40 percent)
  4. Powering down computers at the end of the day (29 percent)
  5. Purchasing office supplies made from recycled materials (25 percent)

“Green opportunities continue to grow as companies take advantage of increased government programs designed to spur job growth and reduce the country’s carbon footprint,” said Rosemary Haefner, vice president of human resources for CareerBuilder. “The green category has expanded over the past few years and job seekers are finding environmentally friendly positions in virtually every industry and at every job level.”

Survey Methodology: This survey was conducted online within the U.S. by Harris Interactive on behalf of CareerBuilder.com among 2,778 U.S. Hiring Managers and HR professionals (employed full-time; not self-employed; non government); ages 18 and over between February 10 and March 2, 2010 (percentages for some questions are based on a subset of U.S. Employers, based on their responses to certain questions). With a pure probability sample of 2,778 one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.86 percentage points. Sampling error for data from sub-samples is higher and varies.

CareerBuilder is a leader in human capital solutions, helping companies target and attract their most important asset—their people. CareerBuilder works with top employers to provide resources for everything from employment branding and data analysis to recruitment support. Owned by Gannett Co., Inc., Tribune Company, The McClatchy Company and Microsoft Corp., CareerBuilder and its subsidiaries operate in the United States, Europe, Canada and Asia.

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May 13 Webinar will Focus on Why it Makes Good Business Sense for Government to Hire Military Veterans

Need motivation and direction to jump-start or reinvigorate a military recruiting initiative? Facing a tough sell with your key stakeholders? Unsure of all the hiring authorities and benefits available to those government organizations that hire veterans? Join us Thursday, May 13, 2010, from 1-2:30 p.m. Eastern Time for this informative webinar in which the presenter from The Value of a Veteran will highlight why it makes good business sense to hire military veterans.

Who Should Attend
This webinar is for directors of HR, recruiting directors, diversity directors, recruiters, hiring managers and/or those charged with developing specific hiring initiatives.

What You Will Learn

  • Making the Business Case for Including Veterans and Veterans with Disabilities in your Recruiting Strategy
    • Special Hiring Authorities
    • DVAAP
    • Executive Order 13518
  • The Top #9 Biases Employers Have about Veterans (and How to Counter-argue Them)
    • What Do You Need to Know about Hiring Veterans with Disabilities?
    • What does the term “service disabled” mean?
    • What is PSTD and should I be concerned?
    • Where can I find additional information and support?

Meet the Presenter
LTC Lisa Rosser of the U.S. Army Reserve on a mission to help organizations improve their veteran recruiting and retention programs. She is a vocal advocate of hiring veterans to be the solution to poor fit, high turnover, feeble pipelines, and homogeneous succession plans.

Rosser helps her clients make the business case for targeting the military, learn which recruiting tactics are most effective, and implement retention programs that resonate with veterans and makes them feel at home in their new environment.

Rosser’s military career spans more than 20 years (both active and reserve), three continents, and four major deployments, including the Gulf War, Somalia, Bosnia and a two-and-a-half year mobilization immediately following the events of 9/11. Her military career includes detailed work as a telecommunications officer and as an operations officer, and general work in the human side of the military: performance management, recruiting, placement, training and skills development. She continues to serve in the Army Reserve, working as an instructor in a training battalion. Her civilian career included eight years with Accenture, a Global Fortune 500 consulting firm.

In 2007 Rosser founded her own company, The Value of a Veteran . In that capacity Rosser is a consultant, author, speaker, and workshop leader on military hiring and retention strategy development. She’s written The Value of a Veteran: The Guide for Human Resource Professionals to Regarding, Recruiting, and Retaining Military Veterans, and delivers workshops and seminars nationwide to corporate, government and higher education employers.

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 that 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.

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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.

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June 6 Seminar on New Strategies and Applications for Public Sector Compensation Being Held in Conjunction with 2010 Central Region Conference

Headed to the 2010 Central Region Conference? Be sure to attend IPMA-HR’s compensation seminar, “New Strategies and Applications for Public Sector Compensation.” The seminar, which is being held in conjunction with the 2010 Central Region Conference, will take place from 8:30 a.m. until 4 p.m. Sunday, June 6, 2010, at the Madison Marriott West in Middleton, Wis. Dr. Jim Fox, chairman of Fox Lawson & Associates, will lead the seminar.

The New Strategies and Applications for Public Sector Compensation seminar provides a detailed understanding and application of new or emerging classification/compensation concepts in the public sector. This is an intermediate-level seminar designed to familiarize personnel and compensation practitioners, or anyone with the responsibility of implementing or supporting new compensation programs within their organization, with the “whats” and “whys” of the new strategies and decision-making considerations. Those who would benefit from this seminar include experienced compensation specialists and personnel professionals in the public sector, as well as anyone responsible for developing, implementing and supporting new compensation programs.

What You Will Learn

  1. Key factors driving personnel system change and evaluation criteria for measuring change
  2. New and emerging compensation practices and approaches and applications to current methods
  3. The “whats” and “whys” of broadbanding and managing classification/compensation in a broadbanding environment
  4. The “whats” and “whys” of new base-pay approaches and applications such as merit and skill-based pay
  5. The “whats” and “whys” of variable pay and general recognition programs
  6. Communicating change effectively and tips for influencing decision-makers

The one-day seminar costs $275 for IPMA-HR members; the cost for nonmembers to take part in the seminar is $375.

To register for the seminar, 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 the registration form and fax the completed form to (703) 684-0948.

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Drawing to be Held for First 50 Paid Registrants of the 2010 IPMA-HR International Training Conference & Expo

Registration is now open for the 2010 IPMA-HR International Training Conference & Expo, which is being held October 2-6, 2010, at the Sheraton Seattle Hotel in Seattle. The conference will provide public sector HR professionals and managers a forum to learn and exchanges ideas and practices in the ever-changing and challenging field of human resources. With more than 25 educational sessions, HR executives, managers and other professionals will have the opportunity to discuss and share visions, directions, lessons-learned and relevant issues.

Prize Drawing
The first 50 paid registrations that are received for the 2010 IPMA-HR International Training Conference & Expo will be entered for a chance to win one of three prizes. The prizes to be awarded are: 1) a free Pre-Conference Workshop of your choice (up to a $450 value) at the 2010 IPMA-HR International Training Conference & Expo, 2) $100 off of an IPMA-HR professional development course of your choosing, or 3) a $50 Visa Gift Card. Don’t wait; register today!

Don’t Wait to Make Your Hotel Reservation
The Sheraton has set aside a limited block of rooms for IPMA-HR conference delegates at a special rate of $189 (+tax) per night (single/double). The special conference rate is in effect until September 9, 2010. All rooms are available on a first-come, first-served basis or until the room block is at capacity. After September 9, or when the room block is filled, reservations will be taken on a space- and rate-available basis only. Reservations can be made online or by calling the Sheraton directly at (800) 325-3535. Be sure to mention the IPMA-HR Conference.

Earn Points Toward Recertification
Earn up to 11 points toward your IPMA-CP or IPMA-CS recertification by attending this conference. Plus, see the latest cutting edge products and services for the public sector HR professional at the IPMA-HR Expo featuring employee benefit packages, professional development programs, training programs and materials, and much more.

Questions about the conference? Contact the IPMA-HR Meetings Department, either by phone at (703) 549-7100, or by e-mail at meetings@ipma-hr.org.

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On the Calendar

May 13
Webinar: Hiring Military Veterans - Why It Makes Good Business Sense for Government
Contact IPMA-HR Professional Development and Research Coordinator Heather Corbin at hcorbin@ipma-hr.org, or click here for more information.

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 click here for more information.

June 6
Seminar: New Strategies and Applications for Public Sector Compensation
In conjunction with the IPMA-HR Central Region Conference
Middleton, Wis.
Contact IPMA-HR Professional Development and Research Coordinator Heather Corbin at hcorbin@ipma-hr.org or click here for more information.

June 6-9, 2010
Central Region Conference
Middleton, Wis.

June 6-9, 2010
IPMA-Canada 2010 National HR Training Conference
HR: Rising to the Challenge
Westin
Ottawa, Ontario, Canada
Visit www.ipma-aigp.ca for more information.

July 7
Online Course
Managing Employee Performance as an HR Business Partner

July 18
Seminar: Job Analysis
In conjunction with the 2010 IPAC Conference.
Newport Beach, Calif.
Contact IPMA-HR Professional Development and Research Coordinator Heather Corbin at hcorbin@ipma-hr.org or click here for more information.

August 25
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 or click here for more information.

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.

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