Job Cuts Fall 43 Percent to Near Four-Year Low of 38,326

CHICAGO, Ill. – After a 61 percent increase in March, the number of planned job cuts announced by American employers fell sharply in April to 38,326—43 percent fewer than the 67,611 layoffs the previous month. The April job-cut figure is the lowest since July 2006 (37,178) and comes just two months after the previous low of 42,090 in February.

The report on planned job-cut announcements was released Wednesday by global outplacement consultancy Challenger, Gray & Christmas. It showed that April job cuts were 71 percent lower than the same month a year ago, when employers announced 132,590 planned layoffs. 

So far this year, employers have announced 219,509 job cuts, 69 percent fewer than the 711,100 announced in the first four months of 2009. At the current pace averaging 54,877 job cuts per month, annual job cuts could end the year below 700,000 for the first time since 2000. 

While overall job cuts are on the decline, downsizing in the government and nonprofit sector continues unabated. These employers announced another 14,973 job cuts in April, bringing the year-to-date total to 76,773. That is 182 percent higher than the second-ranked pharmaceutical sector, which has announced 27,214 job cuts this year.

The retail sector, which announced nearly 80,000 job cuts in the first four months of 2009, has announced just 21,267 job cuts through April. 

“We have not seen job cuts this low since before the 2001 recession. It is certainly a promising trend that suggests most employers are increasingly confident about conditions going forward and slowing the pace of job cutting. However, this does not necessarily mean a hiring boom is just around the corner,” said John A. Challenger, chief executive officer of Challenger, Gray & Christmas.

“Hiring is likely to increase in the coming months, but many employers are stubbornly slow to hire in the onset of an expansion. They will first do what they can to maximize the productivity of existing employees through measures such as upgrading technology and expanding the hours of part-time workers.

“Even when business conditions improve to the point where increased hiring becomes necessary, employers have a large enough labor pool to be extremely selective. The more selective they are, the longer it takes to fill open positions,” said Challenger.

“Of course, the government and non-profit sector is the one area that continues to struggle even as other segments of the economy enjoy the fruits of recovery. While the federal government remains relatively strong and is actually adding workers, state and local governments are under immense budgetary pressure resulting from a lethal combination of higher costs and shrinking tax revenue,” he said.

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Level of Uninsured has Increased During Recession; Deductibles and Copayments Up Too, According to Study

WASHINGTON, D.C. – Not surprisingly, the percentage of the nonelderly (under age 65) without employment-based health insurance coverage has grown during the recession, according to a study published recently by the nonpartisan Employee Benefit Research Institute (EBRI). But in addition, for those who still have employment-based health insurance, deductibles and copayments for office visits also have increased.

“The main reason for the observed drop in the percentage of the population with employment-based coverage is related to the fact that when there are fewer people working, there are fewer people with access to employment-based coverage,” writes Paul Fronstin, director of the EBRI Health Research and Education program and author of the study, which appears in the May 2010 EBRI Issue Brief.

The current recession started December 2007, and has not been officially declared over, although the economy experienced real growth in the second half of 2009. However, unemployment has continued to rise, reaching 10.1 percent in October 2009, and has leveled off in the high-nine percent range.

The EBRI study reports the following:

1. The percentage of nonelderly (under age 65) with employment-based coverage was 61.3 percent in May 2007, and by July 2009 it was down to 58.2 percent.
2. The uninsured rate was 12.3 percent in May 2007, and by July 2009 it was up to 16.4 percent.
3. Between December 2007 and May 2008, the percentage of workers with coverage in their own name (the policyholder) fell from 60.4 percent to 56.8 percent. From May 2008 to July the percentage of workers with employment-based coverage in their own name continued to decline, falling to 55.9 percent.

In addition to higher levels of uninsured, the study shows health benefits that are being offered also have changed. Deductibles, copayments for office visits, and prescription drug copayments have been increasing in recent years. For example, among workers with employee-only coverage in a preferred provider organization (PPO), the percentage with a deductible of at least $500 increased from 14 percent in 2000 to 52 percent in 2009. It was 48 percent in 2008 and 36 percent in 2007. Deductibles are higher and have increased faster in small firms than in large firms, the study reports.

In general, according to the study, workers least likely to have employment-based coverage at the beginning of the recession were more likely than other workers to experience a decline in the percentage with such coverage one year later: Younger workers were more likely to lose coverage than older workers. Hispanic workers were more likely to lose coverage than whites or blacks. Part-time workers were more likely than full-time workers to have lost employment-based coverage.

In addition, the study finds that the percentage of workers with own-name employment-based coverage declined the most among those employed by for-profit private-sector employers and those employed by the federal government. Workers with the lowest earnings were the least likely to have employment-based coverage in their own name and experienced the largest decline in coverage.

Health coverage through the work place is by far the most common source of health insurance among the population under age 65, according to the study. In 2008, 160.6 million individuals under age 65, or 61.1 percent of that population, were covered by employment-based health benefits. Fifteen percent were covered by Medicaid or the State Children’s Health Insurance Program (SCHIP), 6.3 percent purchased coverage directly from an insurer, and about three percent were covered by Medicare or Tricare/CHAMPVA.

The May 2010 EBRI Issue Brief uses data from the Survey of Income and Program Participation, which is collected by the U.S. Census Bureau.

EBRI is a private, nonprofit research institute based in Washington, D.C., that focuses on health, savings, retirement, and economic security issues. EBRI does not lobby and does not take policy positions.

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Survey Reveals Americans Don’t Feel Valued in the Workplace—and Employers are Overlooking Simple Solutions

SANTA MONICA, Calif. - Escalating demands of the American workplace—from staff cuts and tighter budgets to increasingly difficult workloads—have created an environment where employees don’t feel they are valued appropriately by executives and superiors. However, a new survey of 584 working Americans conducted by Kelton Research and sponsored by learning and talent management solutions provider Cornerstone OnDemand reveals that employers are overlooking simple solutions to improve employee morale and loyalty—and reduce the risk of losing employees as the economy improves.

Nearly three in five (56 percent) employed Americans say that aside from compensation and benefits, being appreciated would motivate them to stay in their current position—even more so than an opportunity to advance their career (46 percent). 

Additionally, more working women than men (62 percent vs. 50 percent) feel that, aside from money and benefits, being appreciated would make them stay put. Yet, 54 percent of working Americans say that their colleagues appreciate them more than their supervisors or company executives.

While the economy may have made it difficult for employers to reward their workers with raises and additional benefits, they need to embrace other ways of showing appreciation.

“American workers simply want to be empowered to do a good job and be recognized for their contributions,” said Adam Miller, president and CEO of Cornerstone OnDemand. “If companies don’t clearly communicate how employees can contribute to organizational goals and provide adequate training and performance feedback, they risk losing their best people as the economy improves. This kind of turnover is costly and can dull a company’s competitive edge.”

Eye on the Future
Companies seeking to avoid excessive turnover as the economy recovers need to close the communication gap and empower employees to perform well in their roles. The survey found that in the last six months:

1. More than two in three (68 percent) employed Americans gripe they haven’t received useful feedback from their supervisors
2. More than four in five (82 percent) employed Americans have not established their career goals with their superiors
3. More than half (53 percent) of working Americans haven’t felt they have a clear understanding of how their role contributes to company objectives
4. One in four (25 percent) Americans with jobs have been given new duties or responsibilities at work that are outside of their skill set

For more information about Cornerstone OnDemand, click here. To follow Cornerstone OnDemand on Twitter, click here. To read Cornerstone OnDemand’s talent management blog, click here. 

About the Cornerstone OnDemand Employee Attitude Survey
The Cornerstone OnDemand Employee Attitude Survey was conducted by Kelton Research between March 17 and March 24, 2010 using an e-mail invitation and an online survey. Quotas are set to ensure reliable and accurate representation of the total U.S. population ages 18 and over.

Results of any sample are subject to sampling variation. The magnitude of the variation is measurable and is affected by the number of interviews and the level of the percentages expressing the results.

In this particular study, the chances are 95 in 100 that a survey result does not vary, plus or minus, by more than 3.1 percentage points from the result that would be obtained if interviews had been conducted with all persons in the universe represented by the sample.

To view the complete results of the survey, click here.

Cornerstone OnDemand empowers people around the world with on-demand, integrated learning and talent management software and services for connecting, developing and performing in the workplace. Cornerstone’s Software-as-a-Service (SaaS)-based solutions span the workforce lifecycle, including onboarding, learning, social networking, compliance, performance, compensation and succession planning. The company also provides extended enterprise solutions to help companies better train and collaborate with customers, vendors and resellers. Available in 16 languages and supported by global, 24x7 customer care, Cornerstone is used by more than 3.3 million active subscribers in 141 countries. The company is headquartered in Santa Monica, Calif., and has international offices in London, Paris, Munich and Tel Aviv.

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NACE College Hiring Index Hits Positive Territory

BETHLEHEM, Pa. – For the first time since its inception in October 2009, a monthly poll conducted by the National Association of Colleges and Employers (NACE) shows positive results for college hiring activity. 

NACE’s latest college hiring poll index stands now at 103, up from 96.4.

“These results confirm those of our latest Job Outlook survey, which found that employers expect to hire 5.3 percent more new college graduates from the Class of 2010 than they hired from the Class of 2009,” says Marilyn Mackes, NACE executive director. 

In addition, the March/April poll shows that 37.6 percent of responding employers (n=177) report plans to increase college hiring, up from 26.8 percent in February’s index poll. 

The poll also shows some decline in recruiting activity—now at 93.4 versus 97.3 in the last poll—but this is largely due to timing, as most recruiting activity is focused around fall and late winter/early spring.

“In fact, many of those reporting a drop in recruiting activity over the three months covered by the poll said they don’t focus their recruiting in the spring, but instead do so in the fall,” says Mackes.

About the NACE Index
NACE has been monitoring the recruiting activity and college hiring levels of employer members since October 2009 through the NACE Index. Index scores range from 0 to 200, where 100 represents no change; scores below 100 represent an expected decrease; and, scores above 100 represent an expected increase. 

The most recent poll was conducted March 21 through April 9, 2010; NACE polled 884 of its employer members on their recruiting and hiring activity March, April, and May; 177, or 20 percent, responded. 

The March/April index is the final index for the Class of 2010. NACE will resume its monthly poll in the fall for the Class of 2011. 

The National Association of Colleges and Employers (NACE) has been a leading source of information about the college job market since 1956. NACE is headquartered in Bethlehem, Pa.

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IPMA-HR Transitional Membership Assists Members During Challenging Economic Conditions

In 2009, in recognition of challenging economic conditions, IPMA-HR established a transitional membership to provide up to 12 months of complimentary membership to current IPMA-HR members who lose their jobs due to the recession. IPMA-HR is committed to assisting the membership during these difficult times. Anyone who would like to obtain a transitional membership should contact IPMA-HR Executive Director Neil Reichenberg at nreichenberg@ipma-hr.org.

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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

1. Making the Business Case for Including Veterans and Veterans with Disabilities in your Recruiting Strategy
   1. Special Hiring Authorities
   2. DVAAP
   3. Executive Order 13518

1. The Top #9 Biases Employers Have about Veterans (and How to Counter-argue Them)
   1. What Do You Need to Know about Hiring Veterans with Disabilities?
   2. What does the term “service disabled” mean?
   3. What is PSTD and should I be concerned?
   4. Where can I find additional information and support?

Meet the Presenter
LTC Lisa Rosser of the U.S. Army Reserve is 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 online (must pay by credit card). Or, download your registration form and fax the completed form to (703) 684-0948, or e-mail meetings@ipma-hr.org. 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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Job Analysis Seminar Scheduled for July 18 in Huntington Beach, Calif.

Register today for the Job Analysis Seminar, which is being held in conjunction with the 2010 IPAC Annual Conference, and will take place from 8:30 a.m. until 4 p.m. Sunday, July 18, 2010, at the Hyatt Regency Newport Beach in Newport Beach, Calif. Karen Coffee, chief, HR Planning & Innovation of The California Department of Corrections & Rehabilitation, will lead the seminar.

The job analysis course provides participants with the theory, principles and methodology to conduct a multipurpose job analysis, all in accordance with the Uniform Guidelines on Employee Selection Procedures. The resulting data can be used for a variety of human resources activities such as the establishment of class specifications, the design of training programs and the development of content valid selection procedures. The IPMA-HR job analysis approach is flexible enough to be used on any type of occupation and is applicable for small, medium and large agencies. Those who would benefit from this seminar include all assessment practitioners as well as HR professionals seeking additional knowledge on selection issues.

What You Will Learn

1. Overview of job analysis
2. Legal and professional foundation
3. Multipurpose job analysis
4. IPMA-HR job analysis method
5. Job analysis documentation

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

Register today online (must pay by credit card). Or, download your registration form and fax the completed form to (703) 684-0948, or e-mail it to meetings@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.

Register today online (must pay by credit card). Or, download your registration form and fax the completed form to (703) 684-0948, or e-mail it to meetings@ipma-hr.org.

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Keynote Speakers Set for 2010 IPMA-HR International Training Conference

The keynote speakers have been set for the 2010 IPMA-HR International Training Conference & Expo, which is being held October 2-6, 2010, at the Sheraton Seattle Hotel in Seattle. Be sure to register by July 9, to take advantage of the special early bird rate of $600 for IPMA-HR members attending the full conference.

Monday, October 4, 2010
John Christensen, Nationally recognized filmmaker, speaker and leading producer of corporate learning programs; CEO of ChartHouse Learning

The FISH! Philosophy: Catch the Energy, Release the Potential
Make a virtual visit to Seattle's Pike Place Fish and explore how the four practices of the FISH! Philosophy – Play! Make Their Day! Be There! and Choose Your Attitude! can be used to create energetic, unified, and successful work environments. John Christensen, creator of FISH! opens us to the unlimited potential that exists within, and discovers the synergies among personal and professional accountabilities. His passion, curiosity, and optimism will help you recognize new possibilities in your work and your world.

Tuesday, October 5, 2010
Rodd Wagner, principal, Gallup

Maximizing Employee Engagement
Today’s tough economic situation has forced government agencies to cut back, downsize, and implement furloughs and layoffs. Yet the customers of government—our citizens—increasingly look to government for more and better services. A key strategy to meet this tough challenge is to focus on increasing employee engagement. Gallup Consulting has conducted research around the globe on how to drive high levels of employee engagement. The firm maintains the world’s largest repository of employee attitudes, currently at 17 million sets of responses from 163 countries and in 63 languages. Gallup research also includes interviews with carefully selected managers from around the world, focusing on their strategies for creating a productive, great place to work.

Wednesday, October 6, 2010
Cindy Maher and Carol Grannis, cofounders and managing partners, Leading Edge Coaching & Development

Reaching Resonance: Engaging Organizations through Emotional Intelligence
As an HR leader, how do you impact the emotional state of your organization? What specifically do you do to raise morale, commitment, creativity, and retention—or push employees down into apathy, anger, and disengagement? Find out how the emotional intelligence competencies of self-awareness, social-awareness, relationship management, and self-management link to employee engagement and organizational success. This unique session is comprised of interactive exercises, dynamic discussion and live improvisational theatre (no PowerPoint!). Experienced leadership development consultants (and veteran actors) Maher and Grannis will demonstrate concepts and teach skills through realistic and often hilarious scenes that are performed right in front of you. You’ll leave this transformational keynote laughing and ready to use practical and ready-to-apply skills and tools.

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!

Make Your Hotel Reservation Now!
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 by calling the Sheraton directly at (800) 325-3535. Be sure to mention the IPMA-HR Conference.

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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Award Nominations Now Being Accepted for Stockberger Achievement Award, IPMA-HR Honorary Life Membership, IPMA-HR Agency Awards for Excellence

IPMA-HR award nominations are currently being accepted for the Warner W. Stockberger Achievement Award, the IPMA-HR Honorary Life Membership, and the IPMA-HR Agency Awards for Excellence, which will be presented during the 2010 IPMA-HR International Training Conference, to be held October 2-6, 2010, in Seattle. All nominations must be received by June 11, 2010.

The Warner W. Stockberger Achievement Award recognizes and honors a person in public or private life who has made outstanding contributions in the field of public sector personnel management at the federal, state or local level. Recipients are chosen without regard to their membership status.

IPMA-HR Honorary Life Membership are awarded to not more than two members per year “who have rendered distinguished service in advancing or upholding the purposes of this organization,” as stated in IPMA-HR’s bylaws. Members who have held office or who have made significant contributions to IPMA-HR at the national, regional or chapter levels, or who have accomplished distinguished authorship or research or other professional achievements may be selected to receive an IPMA-HR Honorary Life Membership.

The Agency Awards for Excellence allow for the recognition of small, medium and large agencies, based on the number of employees in the jurisdiction served by the personnel program. Additionally, the awards recognize personnel programs’ accomplishments and efforts over a three-year period immediately preceding the nomination, thereby allowing consideration of cumulative as well as onetime achievements. Completed nominations may not exceed five pages in length and are limited to written descriptions of the agency’s programs. Accompanying materials such as videos or program documentation will not be considered by the Awards Committee. Agencies nominated must be and have been IPMA-HR agency members with a minimum of three years of consecutive membership.

For more information, contact Debbie Tankersely-Snook by phone at (703) 549-7100, or by e-mail a tankersely@ipma-hr.org. Click here to download the nomination form for the Warner W. Stockberger Achievement Award. Click here to download the nomination form for the honorary life membership. Click here to download the nomination form for the Agency Awards for Excellence.

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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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