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May 14, 2010 HR Bulletin

May 14, 2010

The May 2010 issue of HR News magazine (4.6 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.

Bureau of Labor Statistics Reports Job Growth in April

The Bureau of Labor Statistics (BLS) reported that the economy added 290,000 jobs in April. The unemployment rate increased to 9.9 percent. The federal government added 65,000 jobs, largely due to the hiring of temporary census workers. State and local government employment continued to decline. State government lost 5,000 jobs and local government employment decreased by 1,000 jobs.

The labor underutilization rate increased slightly to 17.1 percent. This includes those who are unemployed, plus those marginally attached workers (those neither working nor looking for work but who indicate that they want and are available for work), and those employed part-time for economic reasons.

Click here for additional information.

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The Conference Board Employment Trends Index (ETI) Continues to Grow, But at Slower Pace

NEW YORK – The Conference Board Employment Trend Index (ETI) increased again in April for the eighth consecutive month. The index now stands at 94.7, up from March’s revised figure of 93.9. The index is up 7.1 percent from a year ago.

“The employment trends index continued to rise in April, but its rate of growth has slowed in recent months,” said Gad Levanon, associate director, macroeconomic research at The Conference Board. “Going forward, we do not expect job growth to accelerate much beyond this month’s rate, as the overall increase in economic activity is likely to moderate during the second half of 2010.”

This month’s increase in the Employment Trends Index was driven by positive contributions from six out of the eight components. The improving indicators were: Percentage of Respondents Who Say They Find “Jobs Hard to Get,” Percentage of Firms with Jobs Not Able to Fill Right Now (NFIB Research Foundation), Number of Temporary Employees, Job Openings, Industrial Production and Real Manufacturing and Trade Sales.

The Employment Trends Index aggregates eight labor-market indicators, each of which has proven accurate in its own area. Aggregating individual indicators into a composite index filters out so-called “noise” to show underlying trends more clearly.

The eight labor-market indicators aggregated into the Employment Trends Index include:

  1. Percentage of Respondents Who Say They Find “Jobs Hard to Get” (The Conference Board Consumer Confidence Survey)
  2. Initial Claims for Unemployment Insurance (U.S. Department of Labor)
  3. Percentage of Firms With Positions Not Able to Fill Right Now (National Federation of Independent Business Research Foundation)
  4. Number of Employees Hired by the Temporary-Help Industry (U.S. Bureau of Labor Statistics)
  5. Part-Time Workers for Economic Reasons (BLS)
  6. Job Openings (BLS)
  7. Industrial Production (Federal Reserve Board)
  8. Real Manufacturing and Trade Sales (U.S. Bureau of Economic Analysis)

The Conference Board publishes the Employment Trends Index monthly, at 10 a.m. ET on the Monday that follows each Friday release of the Bureau of Labor Statistics employment situation report. The technical notes to this series are available here.

The Conference Board is a global, independent business membership and research association working in the public interest. Their mission is to provide organizations with the practical knowledge they need to improve their performance and better serve society. The Conference Board is a non-advocacy, not-for-profit entity holding 501(c) (3) tax-exempt status in the United States.

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One-Quarter of College Class of 2010 Have Jobs Waiting

BETHLEHEM, Pa. – The job market for new college graduates shows signs of rebounding, including an uptick in the percent of the graduating class that already has a job in hand, according to a new study from the National Association of Colleges and Employers (NACE). 

NACE’s 2010 Student Survey shows that nearly one-quarter (24.4 percent) of 2010 graduates who applied for a job actually have one waiting for them after graduation. In comparison, just 19.7 percent of 2009 graduates who applied for a job had one at this time last year. 

One reason for the increase: “A greater number of Class of 2010 graduates accepted the jobs they were offered,” said NACE Executive Director Marilyn Mackes. 

This year, 39 percent of seniors taking part in the study reported they had received job offers, and 59 percent of those students took the job. 

Last year, 40 percent of responding seniors were offered jobs, but only 45 percent accepted them. 

“There appears to be a greater awareness of the economic realities among this year’s graduates, and greater flexibility in the types of jobs they will consider,” Mackes said.

NACE expects to release additional highlights from the 2010 Student Survey next week. A final report on the study’s finding will be available later this year.

About NACE’s 2010 Student Survey: NACE polls students about their job search, career plans, and other issues related to employment on an annual basis. The 2010 Student Survey was conducted February 9, 2010, through April 30, 2010. More than 31,470 students representing more than 400 colleges and universities nationwide took part; more than 13,000 of those were graduating seniors. Information in this release is based on data gathered from graduating senior respondents. 

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

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New Report Shows Resilience Among Workforce, Experts Encourage Employers to Help Employees Balance Work and Life or Face Potential Backlash as Economy Recovers

NEW YORK – In the 2010 Annual Trends Report released recently from Harris, Rothenberg International (HRI), a leading employer/employee resource firm, new research reveals that American workers are beginning to adjust to a new normalcy in the wake of the most significant economic reversal since the Great Depression. Working Toward a Culture of Health examines the impact of the Great Recession on businesses and employees and outlines steps for employers to consider to support employees adjusting to the new status quo.

HRI issues trends reports annually. This year’s report is based on interviews conducted with senior HR executives, consultants, and internal counselors and specialists. In addition, recent Employee Assistance Program (EAP) and Work/ Life (W/L) Program data was analyzed to reveal the kinds of mental, emotional, and work/life issues employees are experiencing in the workplace.

2009 was certainly a stressful year, marked by millions of job losses and unprecedented increases in the number and severity of EAP-W/L calls and overall utilization. Key insights from Working Toward a Culture of Health include the following:

  1. Employee responses to the Great Recession have included increased levels of stress, anxiety, depression and fear, which in many cases have led to marital discord, insomnia, substance abuse issues, and/or other problems that can have a negative impact on employee health and performance.
  2. While these reactions are similar to those of previous recessions, according to HRI, the overall intensity appears to be greater, reflecting the greater magnitude and uncertainty as a result of the recent economic crisis.
  3. Exacerbating the current situation further, employees desperate to save their jobs are working harder to increase the perception of their value: arriving at work early and staying late; refusing to take breaks or vacations; and/or coming to work when they are ill—the kinds of behavior that can lead to serious consequences.

These observations are confirmed by the EAP utilization data analyzed by HRI. Notably:

  1. Calls to the EAP have increased by 14 percent between 2008 and 2009 and continuing in to 2010. This includes November and December, which are traditionally low months for EAP calls.
  2. Complexity of calls to the EAP is increasing, with one reported issue quickly giving way to two or three underlying issues.
  3. The number of emergency calls rose by 75 percent last year, reflecting the fact that although individuals are feeling greater levels of distress, they are delaying calling for help until they reach a crisis stage.
  4. Manager referrals and return-to-work cases increased significantly from 2008 to 2009 by 77 percent and 24 percent, respectively.
  5. Legal and financial services utilization increased dramatically between 2008 and 2009, led by increases in: foreclosure support (+137 percent), mortgage issues (+95 percent) and bankruptcy issues (+75 percent).
  6. Prior to May 2008, the percentage of callers assessed as either moderately or severely impaired according to the Anxiety Scale only exceeded 50 percent twice. Between May 2008 and September 2009, the rate of callers assessed as either moderately or severely impaired according to the Anxiety Scale exceeded 50 percent 13 times.

Despite these overwhelming numbers, the experts at HRI are beginning to see signs of stabilization as companies increase their focus on supporting their current employees and plan to operate within the new economic realities. In fact, HR executives report that they are integrating EAP-W/L services with their health and wellness offerings, describing this as a natural pairing that increases efficiency and encourages greater utilization.

“People and organizations are adapting,” said Edward Trieber, J.D., Ph.D., psychologist and managing director of HRI. “While some cultures are adapting better than others, the fact that we’ve come through the worst and signs are improving demonstrates that there’s an opportunity to build on the strengths that people have exhibited.

“One reason for increased calls is that people are reaching out and asking for help,” continued Trieber. “We know that these programs are effective—particularly for those under great levels of stress. We hope that one of the reasons behind the recent improvements is that people are turning to these services and, in turn, are becoming healthy, more productive workers.”

According to the report, now more than ever, it is imperative to make employees aware of their EAP-W/L and health and wellness programs so that they can access support and enhance their resiliency to stress (leading to reduced absenteeism and enhanced productivity). Promotion and marketing of EAP-W/L programs should focus not only on increasing awareness and understanding of program offerings, but should also emphasize confidentiality and foster the connection between identifying a personal need and reaching out to EAP-W/L and/ or health and wellness programs.

Because EAP programs have evolved over time, new marketing techniques that include corporate branding and utilize terms other than employee assistance have proven effective in increasing utilization and understanding. Further, employers surveyed emphasized the need for internal champions to promote the benefits of these programs to employees and managers and to integrate EAP-W/L programs with other company-provided programs to promote utilization throughout organizations.

One area of concern for employers as the economic outlook begins to brighten is retaining good employees. Faced with the prospect of doing more with less for another year or more might push employees near the breaking point as the economy rebounds. According to HRI, some companies fear “being left with a traumatized workforce that is hostile to management and eager to leave for greener pastures at the first opportunity.”

“Everyone sacrificed to make it through the recession,” said Beatrice Harris, Ph.D., psychologist and managing director of HRI. “One would be hard pressed to leave a paying job in an uncertain and downright bleak job market. But with the anticipated rebound comes new opportunity. Employers today have to focus on supporting and keeping their best people. While the economy might improve, the impact on our collective psyche will be delayed by a year or more. That means expanding programs and making them more accessible to give the hardest workers the sense of support and resources they need to be successful and feel appreciated today.”

A Healthy Outlook for 2010
In addition to reflecting on recent trends, Working Toward a Culture of Health provides insights into 2010 and offers advice for employers and employees alike. Notably, the new normal workplace is leaner than in the past. Much of the organizational fat has been trimmed and there is less tolerance for poor performance or attitude among coworkers, managers and business leaders.

While the report cites a shared sense of cautious optimism among those interviewed, HRI experts call for increased communication throughout organizations. In one noted example, a CEO’s candor and confidence to stand up and speak honestly to employees about an office closing resulted in a markedly positive attitude among employees concerning their future and the future of the organization, despite the news.

Things are clearly improving. According to HRI, while the nation has been through an extremely disruptive time, the resiliency of the workforce is impressive. Many challenges remain but so do many opportunities. Corporations are in a position to create a stronger workplace culture than previously existed. By learning from the experiences of the recent past, organizations can create healthy cultures that will add up to a true culture of health.

“Creating a culture of health includes prevention, as well as treating and helping people in need,” explained Trieber. “Over the past 12 months, only one HRI company cut benefits. The rest have maintained or even increased the benefits they are providing. That level of support and commitment has certainly been appreciated by the workforce.”

The new definition of normal has also forced the evolution of attitudes among organizations and individuals. “Events in the world have forced us to recognize that we have to participate in our own well-being and that our present behaviors impact our future,” said Harris. “When faced with limited resources, the quality of our choices matters more.”

Harris, Rothenberg International (HRI) helps organizations all around the world solve their most challenging and complex people issues. HRI helps remove the barriers that prevent organizations and employees from achieving their best. Combining professional expertise and the latest technologies, HRI provides integrated solutions to clients, drawing on seven core service areas: employer and employee assistance programs (E/EAP), work/life services, executive coaching, training, organizational development, consulting, and Web development.

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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 California Dept 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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Social Events Set for 2010 IPMA-HR Conference

The social events have been set for the 2010 IPMA-HR International Training Conference & Expo, which will be held October 2-6 at the Sheraton Seattle Hotel and Towers in Seattle, Washington.

Sunday, October 3
On Sunday, Oct. 3, the President’s Welcome Reception at the Space Needle will be held from 6:00 p.m.-9:00 p.m. Maggie Whelan, IPMA-CP, the 2010 IPMA-HR president, is the host of this year’s traditional “Welcome to the Conference” reception. IPMA-HR delegates are in for a special treat, as this year’s President’s Welcome Reception will be held at the Space Needle! Take an elevator to the observation deck, which towers 520 feet above ground and offers spectacular panoramic views of Seattle. From the observation deck, visitors can see as far as Puget Sound, Mt. Rainier, the Olympic Mountains and the Cascade Range. This reception is the perfect opportunity for you to be introduced to many of your peers, meet new friends, and become reacquainted with other professionals you know from past conferences. This event is included in the full conference registration fee. Additional ticket(s) may be purchased for $75.00 per person.

The President’s Welcome Reception is sponsored by ADP.

Monday, October 4
On Monday, Oct. 4, the Expo Luncheon will be held from Noon-1:15 p.m. This special luncheon will be held in the Expo. Explore the exhibit hall and connect with fellow conference attendees during lunch. Exhibitors include: ADP, CPS Human Resource Services, Ergometrics, Fox Lawson & Associates, IPAT, Inc, National Association of Government Defined Contribution Administrators (NAGDCA), NEOGOV, Perceptive Software, Segal, Society for Human Resource Management, The Hartford and Traaen & Associates, LLC. This event is included in the full conference registration fee. Additional ticket(s) may be purchased for $50 per person.

The Expo Luncheon is sponsored by Fox Lawson & Associates.

Monday, October 4
Monday, Oct. 4, is an open night. IPMA-HR is offering conference delegates a free night to organize private parties, host intimate dinners, or take advantage of the wealth of dining, cultural, and entertainment options that Seattle has to offer. Visit the Official Convention and Visitors Bureau Web site, brought to you by the Seattle Convention and Visitors Bureau, for an abundance of information on dining and entertainment throughout the Seattle area.

Tuesday, October 5
On Tuesday, Oct. 5, the IPMA-HR Annual Celebration Reception will be held from4:30 p.m.-6:30 p.m. There is no better way to commemorate the IPMA-HR Conference than to attend this celebration reception. The night will be reception style to allow for more mingling and networking and leave the evening free for you to enjoy all that Seattle has to offer. Join your colleagues to celebrate the conference with an evening of great food, fun entertainment, friends, and fellowship. This event is included in the full conference registration fee. Additional ticket(s) may be purchased for $75 per person.

Register Today
Be sure to register for the conference by July 9 to take advantage of the special early bird rate of $600 for IPMA-HR members attending the full conference. And don’t forget about the Group Registration Discount Program, which allows full conference participants with three or more staff from the same organization or agency to deduct $50 per registrant* from the applicable registration fee. (*Each member of the group must complete a registration form, and all group registration forms must be submitted simultaneously.)

Make Your Hotel Reservation Now!
Conference social and networking events are sure to be hits, and you won’t want to miss them. Please don’t wait to make your hotel reservation for the October conference. The Sheraton Seattle Hotel has set aside a limited block of rooms for IPMA-HR conference attendees at the special rate of $189 (+tax)/night for single and double rooms. The special rate is in effect until September 9. All rooms are available on a first-come, first-served basis or until the room block is at capacity. After September 9, or until the room block is at capacity, reservations will be taken on a space- and rate-available basis only. Reservations can be made by calling the Sheraton reservation line at (800) 325-3535 and referencing the IPMA-HR Conference.

Questions about the conference can be directed to the IPMA-HR meetings department by e-mail at meetings@ipma-hr.org. Please continue to check the conference Web site at www.ipma-hr.org for updates.

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IPMA-HR Offering “Ronald Gabriel New HR Professionals’ Conference Scholarship”

The International Public Management Association for Human Resources (IPMA-HR) is pleased to announce the establishment of the Ronald Gabriel New HR Professionals’ Conference Scholarship, in memory of the late Ronald Gabriel, a longtime IPMA-HR member who left a bequest to the Association.

IPMA-HR will be offering two Ronald Gabriel scholarships for the 2010 International Training Conference for new HR professionals. To be eligible for this scholarship, an individual needs to be an IPMA-HR member—either an individual member or a covered staff member (CSM) of an IPMA-HR agency member—and have less than five years of HR experience. The value of each scholarship is up to $2,000, which can be used for conference-related hotel, travel, and meal expenses.

The 2010 International Training Conference will be held October 2-6 , 2010, at the Sheraton Seattle Hotel in Seattle. The deadline for the receipt of scholarship applications is July 23, 2010.

Completed applications should be submitted to Jessica Allen, Director of Membership & Professional Development, IPMA-HR, either by mail, at 1617 Duke Street, Alexandria, VA 22314; fax, at (703) 684-0948; or e-mail, at jallen@ipma-hr.org.

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Call for Applications for IPMA-HR Graduate Study Fellowship, Scholarship Programs

IPMA-HR is once again providing the opportunity for its members and for the children of its members to apply for funding for the upcoming school year through the IPMA-HR Graduate Study Fellowship Program and through the IPMA-HR Scholarship Program. The deadline to apply for both programs is June 4, 2010.

Graduate Study Fellowship Program
The Graduate Study Fellowship Program provides up to two fellowships of $2,000 each for IPMA-HR members who are seeking graduate degrees at the master’s level in human resource management, public administration, business administration, or a related field. Members seeking law degrees are also eligible to apply for the fellowships. Anyone seeking a doctoral-level degree is not eligible to apply. The fellowship is renewable for a second year providing that the recipients demonstrate satisfactory academic progress and retain their IPMA-HR membership.

To be eligible for the graduate study fellowship program, an individual must have been an IPMA-HR member for at least one year. Applicants must have at least five years of full-time work experience, strong leadership ability, and a commitment to public service. Student members do not qualify for the fellowship.

Scholarship Program
IPMA-HR provides one-time scholarships of $1,000 to the children of IPMA-HR members who are seeking undergraduate degrees at accredited colleges and universities. Preference is given to students who are seeking degrees in human resource management or public administration. The parent or legal guardian of applicants must be a current member of IPMA-HR and have maintained membership for at least the last three years.

For more information, contact Debbie Tankersely-Snook by phone at (703) 549-7100, or by e-mail at tankersely@ipma-hr.org. Click here to download the application for the IPMA-HR Scholarship program. Click here to download the application for the IPMA-HR Fellowship program.

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On the Calendar

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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