May 21, 2010 | IPMA-HR

IPMA-HR HR Bulletin

International Public Management Association for Human Resources

Federal Hiring to Change Dramatically Later this Year
Class of 2010: Business- and Tech-Related Majors Most Likely to Have Job in Hand
Genetic Information Law to Be Tested
Overextended Workers Find Relief in Workplace Flexibility, Workplace Options' Survey Shows
Looking for HR Policies or Successful Practices?
Job Analysis Seminar Scheduled for July 18 in Huntington Beach, Calif.
June 6 Seminar on New Strategies and Applications for Public Sector Compensation Being Held in Conjunction with 2010 Central Region Conference
Social Events Set for 2010 IPMA-HR Conference
IPMA-HR Offering "Ronald Gabriel New HR Professionals' Conference Scholarship"
On the Calendar

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.

Federal Hiring to Change Dramatically Later this Year

On May 11, 2010, President Barack Obama announced sweeping changes to the way hiring is done by the federal government. In an effort to speed hiring and compete with the private sector for talent, the president directed federal agencies to eliminate the lengthy applications that call for essay responses to knowledge, skills and abilities (KSAs) and instead accept cover letters and resumes.

"Federal workers fill crucial roles that defend Americans from terrorism, infectious diseases, food-borne pathogens, forest fires and countless other threats. We can't afford delays in filling these jobs, nor can we rely on a system that causes qualified candidates to give up in frustration. President Obama and I believe that we must cut the red tape clogging the federal hiring process in order to bring aboard outstanding applicants quickly," OPM Director John Berry said at the announcement event.

"The best talent doesn't wait around for 140 days—they find another job," said Chief Performance Officer Jeff Zients. "We need to streamline our hiring process to make it more competitive and candidate-friendly. Across 20 years in the private sector, I've seen that the best performing organizations focus on people as their most important tool for improving performance. It is time for the federal government to start doing the same."

In addition to eliminating KSAs, Obama directed agencies to use category ratings instead of the rule of three. He further directed managers and supervisors to be more involved in the hiring process and to be held accountable for recruiting and hiring highly qualified employees.

OPM was tasked with creating a government-wide performance review and improvement process for hiring reform that includes benchmarks and timelines. OPM will also be creating guidelines and regulations as appropriate to assist in streamlining the hiring process. Agencies are directed to comply by November 2010.

OPM has created a Web site with additional information and training opportunities. The site is available here.

Class of 2010: Business- and Tech-Related Majors Most Likely to Have Job in Hand

BETHLEHEM, Pa. – New graduates with degrees in business- or technical-related fields are most likely to have a job to go to following graduation, according to a new study from the National Association of Colleges and Employers (NACE).

NACE's 2010 Student Survey shows that accounting, business administration, computer science, engineering, and mathematics majors were more likely to get—and accept—job offers than other types of grads.

"These graduates were also more likely to have actually applied for a job, according to the survey's results," said Marilyn Mackes, NACE's executive director.

While more than two-thirds of responding seniors said they plan to work after college, overall just 45.5 percent had applied for a job at the time the survey was conducted. In comparison, 58.6 percent of the top five majors with jobs had done so.

Overall, the survey found that 24.4 percent of graduates who had applied for a job had one to go to following graduation, an improvement over last year at this time when just 19.7 percent could make that claim.

Despite the improvement in the job market, Class of 2010 graduates show a greater propensity to opt for graduate or professional school after graduation than their 2009 counterparts. This year, 27.4 percent of responding seniors reported plans to go on for additional education, up from 25.6 percent last year.

NACE expects to release additional highlights from the 2010 Student Survey throughout the month. 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 the leading source of information about the employment of college graduates since 1956.

Genetic Information Law to Be Tested

In one of the first cases to test the Genetic Information Nondiscrimination Act (GINA), a Connecticut woman has filed discrimination charges with federal and state agencies alleging she was fired after she told her employer about a predisposition to breast cancer and underwent a double mastectomy.

The Connecticut Law Tribune reported that Pamela Fink, 39, worked as director of public relations for MXenergy from 2006 until her termination in March 2010. In 2004 Fink and her sisters had genetic testing done that revealed a predisposition to breast cancer. Both her sisters developed breast cancer but survived. After several false alarms, Fink opted to undergo a double mastectomy as a preventive measure.

Prior to the surgery, she always had positive performance reviews and a good working relationship with her supervisors. After she informed them of her condition and the surgery, Fink alleges that she was demoted and then fired. MXenergy alleges that they fired Fink for poor performance.

The case is one of the first to test the new law, which took effect November 21, 2009. The law prohibits employers from discriminating on the basis of genetic information. It also prohibits the collection of genetic information, which includes family medical history.

Overextended Workers Find Relief in Workplace Flexibility, Workplace Options’ Survey Shows

RALEIGH, N.C. – Many factors lend themselves to a healthy work-life balance, and the results of a recent poll of American workers indicate that workplace flexibility is a much appreciated benefit. A recent survey commissioned by Workplace Options found that while 83 percent of workers feel they have achieved a healthy work-life balance, there is still room for improvement.

The tendency to juggle many things in life—personal happiness and well being, family needs and our jobs—is a constant struggle for many workers. And almost two-thirds of survey respondents (63 percent) said that all were equally important in terms of priority. While many occupations must adhere to a stricter nine-to-five schedule, the opportunities for flexibility in work hours and time away from work to take care of personal needs have become more mainstream.

"In recent weeks, President Obama's administration has made a push toward more flexible workplaces—something that highlights our desire to not only work hard, but maintain a healthy work-life balance," said Dean Debnam, CEO of Workplace Options. "Although people may disagree on the government's role in maintaining that work-life balance, I think we call all agree that anything that can be done to ease the stresses of life is a worthwhile endeavor."

An interesting observation from the poll is that although flexibility is a welcomed benefit to workers, more Americans (48 percent) feel that they themselves are responsible for their own work-life balance. They do not place that responsibility on the organization for which they work (17 percent), the organization's industry association or union (eight percent) or even the government (six percent).

And although one of every five workers (21 percent) were still undecided on whether or not the government should set minimum standards for paid sick days and paid family and medical leave, nearly half (48 percent) said the government should not.

Since 69 percent of workers would have more loyalty to their employers if they offered greater flexibility in managing time and schedules, employers can capitalize on this opportunity to provide such a benefit to employees while gaining their trust and improving morale.

On the list of benefits desired by employees is the ability to telecommute in order to do work from home when needed. A staggering 86 percent of workers said they would take advantage of that benefit if offered by their companies, however for many that is not an option. And it is clear why that benefit may not be more standard—62 percent of workers polled did not feel they could either effectively do their jobs via telecommuting or were unsure whether or not telecommuting would allow them to effectively do their jobs.

"With continuous advancements in technology it may soon be possible for more and more organizations to allow workers the opportunity to work remotely, as opposed to physically being at the office," said Alan King, president and COO of Workplace Options. "Employees may end up needing to take less time off to tend to personal matters if they are occasionally allowed to work from home—and that leads to increased productivity and less time lost for the company."

Something employers can consider in the meantime when it comes to offering more flexibility to workers is the option of Personal Time Off (PTO) in lieu of the traditionally allocated time for either vacation or sick days. PTO, offered as a bank of personal time employees accrue throughout the year, offers flexibility in taking time to run personal errands, attend doctors' appointments or even see a special event at their child's school. Nearly half of workers (43 percent) either do not currently receive this benefit or are unaware of it.

The national survey was conducted by the North Carolina firm of Public Policy Polling, April 9-11, 2010. The survey polled 997 working Americans and has a margin of error of +/- 3.1 percent. Full survey results can be viewed here.

Workplace Options helps employees balance their work, family and personal life in order to make their lives healthier, easier and more productive. The company's employee assistance support and work-life services provide information, resources, referrals and consultation on a variety of issues ranging from dependent care, legal and financial issues to stress management and wellness. Drawing from an international network of credentialed providers and professionals, Workplace Options is an integrated employee support services and work-life provider, serving more than 22 million employees in 16,000 organizations, across 153 countries.

Looking for HR Policies or Successful Practices?

The redesigned Web site allows easy access to HR policies, programs and successful practices. Under the heading "HR Solutions," you can find an alphabetical list of sample policies and articles on topics ranging from absence management to workforce planning and everything in between.

IPMA-HR has also started a successful practices page designed to take policies and programs one step further by providing real life examples of policies and programs that have been successfully implemented. So far, more than 20 practices have been posted and include recruitment strategies, leadership training and wellness programs and more.

IPMA-HR is looking for more policies and practices. Please submit them to IPMA-HR Professional Development and Research Coordinator Heather Corbin at hcorbin@ipma-hr.org.

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 of HR planning and innovation with the California Department of Corrections and 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

Overview of job analysis
Legal and professional foundation
Multipurpose job analysis
IPMA-HR job analysis method
Job analysis documentation

Register today by visiting the IPAC Annual Conference Web site, or send an e-mail to meetings@ipma-hr.org for more information.

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

Key factors driving personnel system change and evaluation criteria for measuring change
New and emerging compensation practices and approaches and applications to current methods
The "whats" and "whys" of broadbanding and managing classification/compensation in a broadbanding environment
The "whats" and "whys" of new base-pay approaches and applications such as merit and skill-based pay
The "whats" and "whys" of variable pay and general recognition programs
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.

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, the National Association of Government Defined Contribution Administrators (NAGDCA), NEOGOV, Perceptive Software, Segal, the 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 Seattle's 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 from 4:30 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.

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, IPMA-HR director of membership and professional development, either by mail, at 1617 Duke Street, Alexandria, VA 22314; fax, at (703) 684-0948; or e-mail, at jallen@ipma-hr.org.