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HR Bulletin June 18, 2010

The June 2010 issue of HR News magazine (4.7 MB) is now online.
The Summer 2010 issue of Public Personnel Management (2.3 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.

Hewitt Survey Shows Almost One Million U.S. Employees Given Early Opportunity to Cover Adult Children Under Their Employers’ Health Plans

LINCOLNSHIRE, Ill. – While most U.S. employees will have to wait to take advantage of the new health care reform provision that extends health insurance coverage to adult children up to age 26, a new survey by Hewitt Associates, a global human resources consulting and outsourcing company, shows that approximately 950,000 workers will be able to cover these dependents earlier than the law requires. This comes as good news for many of these employees, who may be parents of adult children who are unable to secure health coverage through other means.

Conducted in mid-May, Hewitt’s survey of more than 500 large U.S. employers, representing 6.9 million covered employees, shows almost one in five (19 percent) plan to extend health care coverage to eligible adult children early. Of those companies, which have an average of 11,795 covered employees, 10 percent will voluntarily extend coverage early for all eligible adult children and another 9 percent will do so for graduating students already covered under the health care plan.

A little more than three-quarters (77 percent) plan to wait to extend health care coverage until they are required to do so, which, in most cases, is the plan year beginning January 1, 2011. Another four percent of employers are undecided.

“Employers that are choosing to extend coverage early are doing so because it earns employee goodwill, particularly when many adult children today can’t find jobs or were laid off during the recession,” said Ken Sperling, Hewitt’s global health care leader. “However, most companies are holding off on extending coverage for a variety of reasons. The cost and administrative complexities of early adoption are key factors, but it’s really about their view of access. Many employers believe most adult children are healthy and can find affordable coverage in the individual market. They view COBRA as another option, particularly for those adult children with preexisting health conditions. So for many employers, they don't see a coverage gap they feel compelled to immediately close.”

Hewitt’s recent survey found that nearly six out of 10 employers (57 percent) have already estimated the cost of expanding coverage to adult children. Of those, 18 percent expect to see less than a one percent increase in total annual health care costs between 2011 and 2014. Twenty-six percent of companies project a one to two percent increase, and 11 percent expect costs to increase between two and five percent.

Under the new provision, Hewitt estimates that an average employer might cover five to 10 percent more adult children than they do today. This includes dependents ages 19 to 23 who are not full-time students and adult children ages 23 to 26. For an employer with 5,000 employees, Hewitt estimates that the additional cost of covering these adult children could range between $350,000 and $720,000 per year in premiums and claims costs.

“Most employers feel the wait for required coverage is relatively short and will extend coverage to adult children in January 2011 when their next plan year begins,” says Sperling. “Parents should pay careful attention to their open enrollment materials this fall, and closely evaluate the coverage options and associated costs in both their employer-sponsored plans and the individual insurance market.”

Hewitt Associates provides organizations around the world with expert human resources consulting and outsourcing solutions to help them anticipate and solve their most complex benefits, talent, and related financial challenges. Hewitt works with companies to design, implement, communicate, and administer a wide range of human resources, retirement, investment management, health care, compensation, and talent management strategies. With a history of client service since 1940, Hewitt has offices in more than 30 countries and employs approximately 23,000 associates.

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Employer Healthcare Costs Expected to Rise Nine percent in 2011, According to PricewaterhouseCoopers

NEW YORK – The nation’s employers can expect medical costs to increase by nine percent in 2011, a decrease of 0.5 percent from the 2010 growth rate, according to the annual Behind the Numbers report published today by the PricewaterhouseCoopers LLP (PwC) Health Research Institute. For the first time, the majority of the American workforce is expected to have a health insurance deductible of $400 or more, as more employers return to “indemnity style” cost-sharing by raising out-of-pocket limits, replacing co-pays with co-insurance and adding high-deductible health plans.

The Behind the Numbers report includes findings of the PricewaterhouseCoopers’ Health and Well-Being Touchstone Survey of more than 700 employers from 30 industries, as well as interviews with health plan actuaries and other executives whose companies provide health insurance for 47 million American workers and their families.

Improving wellness programs and increased cost-sharing lead the planned changes employers will make in the benefit plan designs they will offer for next year. According to PricewaterhouseCoopers’ Touchstone research:

  1. Two-thirds (67 percent) of companies intend to expand or improve wellness programs inside the U.S.
  2. Forty-two percent intend to increase employee contributions for health insurance coverage.
  3. Forty-one percent intend to increase medical cost-sharing, including higher deductibles and co-pays, while only 26 percent intend to increase prescription drug cost-sharing.
  4. More employers are dropping health benefits for retirees. One-third of employers with over 5,000 workers subsidize pre-65 retiree medical coverage, down from 47 percent in 2009. Only 22 percent of employers with more than 5,000 employees subsidize post-65 retiree medical coverage, down from 37 percent in 2009.

In 2011, the Behind the Numbers report outlines three primary deflators that will help employers hold down medical costs:

  1. Employers are moving toward pre-managed care benefit design by increasing deductibles and replacing co-pays with co-insurance. By requiring workers to spend more out-of-pocket at the point of care, employers believe they will rein in use of services and drugs. The number of employers using co-insurance for physician visits has nearly doubled, and one-third use co-insurance for brand-name drugs.
  2. Drug costs are tempered by generics. Insurers are benefitting from the growing use of generic drugs. Drugs representing about $26 billion in annual sales are expected to go off patent in 2011, including the world’s best-selling drug, Lipitor. Generics account for as much as 80 percent of all prescriptions.
  3. COBRA costs are expected to return to more normal levels in 2011. COBRA subsidies passed by Congress in 2009 created a one percent increase in the medical cost trend, according to PricewaterhouseCoopers’ analysis. A combination of declining unemployment and expiration of the COBRA subsidies is expected to lead to reduced enrollment in COBRA.

The biggest inflators of the medical trend in 2011 will be in hospital and physician costs, which make up 81 percent of premium costs.

  1. Hospitals shifting costs from Medicare to private payers and employers is seen as the Number One reason for higher medical costs trends. In 2011, Medicare, which is the single largest payer for hospitals, will reduce payment rates to hospitals for the first time after seven years of increases that nearly matched or exceeded inflation increases. Some hospitals that benefitted from higher payments in 2008 and 2009 may be able to manage this type of cut by tapping their reserves. Yet, more are likely to shift more costs to commercial payers during their negotiations.
  2. Provider consolidation is increasing, which is expected to increase their bargaining power. More physicians are getting out of private practice and joining forces with local hospitals or larger physician groups. The number of physicians involved in mergers or acquisitions in 2009 was 2,910, nearly twice that of 2008. There has been record consolidation activity in 2010, and PricewaterhouseCoopers expects the trend to accelerate in 2011. Payers expect to see more negotiating power and higher prices in the short term, though the benefits of consolidation should create efficiencies that moderate rate increases in the future.
  3. Spurred by stimulus funding that begins in 2011 and Medicare penalties that begin in 2015, hospitals will invest billions of dollars in certified electronic health record (EHR) systems. While many hospital systems were planning to implement EHRs in the near future, the government’s new regulations dramatically condensed their timelines to invest in technology, IT staff, training and process redesign. Healthcare CIOs surveyed by PwC said they will make their largest investments to meet the new EHR regulations in 2011. In the long term, EHRs are expected to help control costs.

“For more than 50 years, U.S. employers have used health benefits as a critical part of their compensation package to recruit and retain workers,” said Michael Thompson, principal, Human Resource Services, PricewaterhouseCoopers. “The value of these benefits is becoming an even more visible part of overall compensation as medical costs grow, and, by 2014, health insurance benefits will shift from being a voluntary benefit to an individual mandate, enforced by new tax levies. Companies are now working with their health plan providers for new post-recession, post-health reform strategies to sustain their programs and promote health and well-being as their next competitive advantage.”

Each year, PricewaterhouseCoopers’ Health Research Institute provides estimates on growth of private medical costs over the next year and what the leading drivers of the trend are expected to be. Insurance companies use medical cost trends to help set health plan premiums by estimating what the same health plan this year would cost in the next year. In turn, employers use the information to make adjustments in benefit plan design to help offset any cost increases.

“Health reform delivers only a minor impact on the underlying medical cost trends in 2011 and introduces hundreds of changes in the healthcare system designed to reduce costs and improve efficiencies in the long-term,” said Kelly A. Barnes, U.S. health industries leader at PricewaterhouseCoopers. “These changes could bring significant new cost savings opportunities for employers and payers as well as new choices and transparency for workers buying insurance.”

PricewaterhouseCoopers’ Behind the Numbers report and survey highlights are available at www.pwc.com/us/medicalcosts2011. The full findings of the PricewaterhouseCoopers 2010 Health and Well-being Touchstone survey are available at www.pwc.com/us/touchstone2010. For more on the details on the implications of health reform, visit http://www.pwc.com/healthreform.

Methodology
The 2010 Health and Well-Being Touchstone survey was completed in the first quarter of 2010. Survey participants included 700 U.S.- based companies across the country from 30 different industries. Companies ranged in size from small employers with fewer than 500 employees to large companies with more than 20,000 employees.

PricewaterhouseCoopers’ Health Research Institute is provides perspective and analysis on issues impacting the health industry, assisting executive decision-makers and stakeholders worldwide in navigating their most pressing business challenges.

PricewaterhouseCoopers’ Health Industries Group is an advisor to public and private organizations across the health industry, including payers, providers, academic institutions, health sciences, biotech/medical devices, pharmaceutical companies, employers and new non-traditional market participants in the dynamic healthcare space. PricewaterhouseCoopers has a network of more than 4,000 professionals worldwide and 1,200 professionals in the U.S. dedicated to the health industries.

PricewaterhouseCoopers provides industry-focused assurance, tax and advisory services to build public trust and enhance value for its clients and their stakeholders. More than 163,000 people in 151 countries across our network share their thinking, experience and solutions to develop fresh perspectives and practical advice.

“PricewaterhouseCoopers” refers to PricewaterhouseCoopers LLP or, as the context requires, the PricewaterhouseCoopers global network or other member firms of the network, each of which is a separate and independent legal entity.

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Most CFOs in Touch With Office During Vacation, According to Robert Half Management Resources Survey

MENLO PARK, Calif. – While most financial executives can't resist calling into work when they’re on summer vacation, it appears that more may be making an effort not to, a new Robert Half Management Resources survey suggests. More than two-thirds (69 percent) of chief financial officers (CFOs) interviewed said they check in with the office at least once or twice a week during their vacation, down from 74 percent five years ago.

The survey was developed by Robert Half Management Resources, a provider of senior-level accounting and finance professionals on a project and interim basis. It was conducted by an independent research firm and includes responses from 1,400 CFOs from a stratified random sample of U.S. companies with 20 or more employees.

CFOs were asked, “During your summer vacation, how often do you typically check in with the office?” Eighteen percent said they checked in with their office several times a day; 15 percent said they checked in with their office once or twice a day during their summer vacations; 12 percent said they checked in several times a week; 24 percent said they only checked in once or twice a week; and 26 percent said they don’t check in with their offices at all while on vacation. (Five percent either did not know or gave no response.)

“On the heels of this recent recession, managers recognize that while there is always more work that can be done, taking the time to relax and reenergize ultimately makes them more productive,” said Paul McDonald, executive director of Robert Half Management Resources. “Even a brief respite can help executives recharge and refocus once they are back at work.”

McDonald added, “While it is impossible for most CFOs to disconnect entirely, having a strong team in place makes it more manageable to get away. Executives who groom direct reports to take on leadership roles will have an easier time letting these staff members make business decisions in their absence. Disconnecting from the office also sets an example for employees, encouraging them to take needed breaks.”

McDonald offers five tips to help managers ensure their time away truly feels like a vacation:

  1. Schedule ahead. If possible, aim to leave the office during a light period or when key staff members aren’t on vacation. Those in the office won’t be stretched too thin by your absence or feel the need to be in constant contact with you.
  2. Decide on a point person early. A few weeks in advance, designate a senior person you trust to manage day-to-day responsibilities during your absence.
  3. Notify contacts and clients. Before you leave, make certain clients and other business contacts are aware when you’ll be gone. On your out-of-office e-mail response and voice mail, include the name of your colleague handling your responsibilities.
  4. Divide assignments. Unless the project requires the focus of your most senior person, you may want to distribute tasks to multiple senior staff members to ensure that work gets completed and to avoid overburdening any single employee. Also consider bringing in project professionals to cover large projects.
  5. Determine your check-in time. If you must check in, try to establish “office hours” prior to your departure. Provide your staff with specific dates and times you will be checking messages. Resist the temptation to always have your mobile device in hand while on vacation.

About the Survey
The national study was developed by Robert Half Management Resources. It was conducted by an independent research firm and is based on more than 1,400 telephone interviews with CFOs from a random sample of U.S. companies with 20 or more employees. For the study to be statistically representative and ensure that companies from all segments were represented, the sample was stratified by geographic region and number of employees. The results were then weighted to reflect the proper proportion of employees within each region.

Robert Half Management Resources is a provider of senior-level accounting and finance professionals to supplement companies’ project and interim staffing needs. The company has more than 145 locations.

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Challenger, Gray & Christmas, Inc., Rate Top Productivity Sappers

CHICAGO – Employers around the globe may be in for a month of lower-than-normal productivity, with the recent kickoff of the 2010 World Cup. The impact on workplaces in United States is expected to be less dramatic, even as soccer continues to grow in popularity here, according to global outplacement consultancy Challenger, Gray & Christmas, Inc.

“Soccer simply has not caught on with the majority of American sports fans. However, the World Cup is a unique event and could attract a lot of viewers who might not typically go out of the way to watch a match. Even as the sport grows in popularity, though, it will have far less of an impact on workplace productivity than the March Madness basketball tournament, for example,” said John A. Challenger, chief executive officer of Challenger, Gray & Christmas.

The Challenger firm generated a non-scientific, non-binding ranking of the sporting events that have the most potential to affect workplace productivity.

Top Productivity-Sapping Sports Events

NCAA Men’s Basketball Tournament (AKA, March Madness) – Widespread office tournament pools and the fact that about half of the first 32 games are played during work hours (and streamed live on CBS Sports March Madness on Demand) make this the granddaddy of productivity sappers. Proof of the event’s impact on productivity: the “Boss Button,” which instantly hides the webcast behind a fake spreadsheet, was hit 3.3 million times during the 2010 Tournament.

NFL Fantasy Football – Millions of fantasy football participants manage their teams from their office, whether it’s preparing for the fantasy draft or initiating a four-way trade.  The time devoted to such transactions each week may seem minor, but over the 17-week course of the season, the hit to productivity can add up.

The Super Bowl – While the game is not played during traditional work hours (unless you work at one of the millions of sports bars broadcasting the game), the impact on the workplace comes the following day, when many Super Bowl revelers find this particular Monday especially difficult to manage. Some Super fans have even started a campaign to make the post-Super Bowl Monday a national work holiday.

World Cup Soccer – While soccer has not taken off in the U.S., this still makes the list for the impact it has on workplace productivity worldwide. Some companies in Europe and South America may even shut down on the day of a big match.

College Football Bowl Season – Bowl games start in mid-December and many die-hard college football fans attempt to watch every game. Some of these games are played during the day, while others go late into the evening. The impact on workplace productivity is less severe, however, due to the fact that the period around the holidays is typically slower than normal.

Baseball Playoffs and World Series – Games are mostly played in the evening, but often stretch into the wee hours due to the natural pace of the game and the tendency for competitive match-ups to extend into extra innings. Groggy fans, particularly in cities with playoff/World Series teams, may be less productive the day after these prolonged games.

NHL Playoffs/Stanley Cup Finals – Professional hockey playoffs last almost two months. For cities with teams playing, this can create considerable distractions as fans critique their team’s performance and plan post-game celebrations.

NBA Playoffs/Finals – Much like with baseball and hockey, productivity is mostly killed in cities with competing teams. The biggest threat comes from late night game-watching on work nights.

The Olympics – Since there are four years between winter Olympics and summer Olympics, these events tend to attract a lot of viewers. While most people get their fill through prime-time coverage, faster Internet connections are making it possible to watch live streaming of events from one’s desk. 

Apple Product Announcements – While this technically is not a sporting event, these announcements feature almost as much pre-event hype and watercooler speculation about what will transpire, particularly among members of the IT staff. Most events, which occur in the middle of the workday, are covered via live blogging, so those who cannot wait for news reports after the fact are able to be among the first to learn about Apple’s latest creation or product update.

Challenger, Gray & Christmas, Inc., founded in the 1960s, is an outplacement consulting firm. The firm’s primary goal is to assist displaced workers to make the transition to reemployment.

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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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One $25,000 CPS/IPMA-HR Grant for Government Agencies to be Awarded to Qualified Applicant

CPS Human Resource Services (CPS) and IPMA-HR have formed a partnership to establish a grant program for the encouragement of innovative Human Resources (HR) practices in the public sector. It is the mission of both CPS and IPMA-HR to further the discipline of HR through support of personnel programs and initiatives. The purpose of this grant program is to support excellence in HR through recognition of contributions to public service that foster quality, fairness, equity, and solutions to organizational needs. The grant will be offered to agencies demonstrating the promotion of such objectives through the implementation and utilization of innovative human resource programs. It is the desire of CPS/IPMA-HR to offer one $25,000 grant this year to a qualified applicant. CPS/IPMA-HR may not offer grants in any given year if there are insufficient applicant proposals meeting grant criteria.

Eligibility Requirements
The agency selected for the CPS/IPMA-HR grant will be responsible for using the funds to establish a unique or innovative HR-related program within their agency. Meeting the following requirements is necessary to be eligible for grant consideration:

  • Be a governmental agency in the U.S.
  • The funds must only be used for internal staffing and expenses (not external consultants).
  • The implemented program must be new to the agency and linked to the agency’s future goals or strategic plan.
  • The program must be outcome based (result oriented).
  • The agency must be able to demonstrate where and how the funds were used.
  • Within eight months of receiving the grant, the agency awarded will be expected to design and implement the program so that the results can be published.
  • The agency must publish their results with sufficient detail to enable other agencies to use the program as a model.
  • The agency is expected to present their findings at any IPMA-HR conference (with an expectation for the agency to present their findings at the IPMA-HR International Training Conference).

Application Process
Interested agencies should submit up to a five page description thoroughly discussing the following issues:

  • Project Title.
  • History and mission statement of the agency.
  • Current departmental, human resource concern(s), or problem(s).
  • The innovative HR-related program to be undertaken within the agency.
  • Population served by the agency.
  • Number of paid full/part-time employees and volunteers.
  • The project’s intended start and end date in Month/Day/Year (mm/dd/yy) format.
  • The methodologies that will be used to develop, implement, and promote the program.
  • A description of the intended results or outcome of the program and how it is linked to the agencies goals or strategic plan.
  • A description as to how the effectiveness of the program will be measured, the measures in place to gauge the results, and the method to be used for quantifying the program’s success.
  • Additional funding, if any, that will contribute to the objectives of the project. Be sure to include: Name of funder, amount of funding, and where this funding is directed.
  • Any publicity plans that will promote the program and grant, other than those events as stipulated for this grant.
  • A monetary breakdown of the project’s budget.

Application Deadlines:

Please submit the proposal by August 13, 2010, to:

CPS Human Resource Services
Attn: Connie Champnoise
444 North Capitol Street, NW
Suite 544
Washington, DC 20001
cchampnoise@cps.ca.gov
(608) 536-3590 Phone
(916) 561-8446 Fax

E-mail submissions are strongly encouraged. If sending by mail, include an electronic copy on a CD or 3.5 inch disk.

Note: Applications will be acknowledged upon receipt. You will be notified of the results of the application review on or about September 13, 2010. The successful grantee will be announced at the IPMA-HR International Training Conference in Seattle, October 2-6, 2010, and the funds will be forwarded to the recipient in December 2010. The grantee is encouraged to attend the conference, but attending the conference is not a requirement of the grant award.

Grant Application Form:

To download an application form that you can mail or fax, please click here. It is in PDF format. In order to open the document, you will need Adobe Acrobat Reader. It is a free program. To obtain a copy, please click here.

Alternatively, to download an application in MSWord that you can return by e-mail, please right click here and save the file to your computer. Complete the document and save the document under a different title; we suggest you save the final document as lastnamefirstnameIPMAGrantAPP.doc reflecting your last name, your first name or initial and the words IPMAGrantAPP. Complete the form and e-mail it as an attachment to cchampnoise@cps.ca.gov. If you are unable to e-mail an attachment, you may print and fax the form to (916) 561-8446.

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June 28 Webinar will Focus on Crisis Communication from the Human Resource Perspective

When a crisis occurs in any company, across any industry, there are, in reality, two separate crises. The first is the immediate problem that caused the crisis in the first place. The second crisis can far outlive the first and potentially destroy a company. The second crisis involves the employee’s perception of what happened, how it happened and what was done to fix it and ensure their safety, and well being and the long term value you create for them as an organization. In this regard, the clear and concise communication of information to your employees and other internal audiences is of crucial importance to recover from the crisis.

Join us Monday, June 28, 2010, from 11 a.m.-12:30 p.m. Eastern Time for this informative webinar in which Jeff Lanza, FBI Special Agent (retired), will provide crucial and current best practices in employee communications in a climate of instant traditional news and user generated news reporting through social media such as Twitter and YouTube. The presentation includes specific instruction on what employees expect during a crisis and how to develop and deliver clear and messages that can mitigate the stresses placed on human resources personnel during the crisis.

Learning Objectives:

Following the presentation, audience members will be able to:

  1. Quickly determine what communication actions they should take during a crisis and what information is crucial to communicate to internal audiences.
  2. Be able to effectively communicate in times of crisis through the development of key themes and messages.
  3. Be able to plan and implement a strategy to minimize the spread of rumor, innuendo and false information during a crisis event.

Key Points Covered in Presentation:

  1. Effective message development and delivery
  2. Eleven key tips for a successful employee communication
  3. Avoiding traps and pitfalls
  4. What employees want and need to know during a crisis
  5. Seven internal communication steps to ensure a positive outcome

Meet the Presenter, Jeff Lanza, FBI Special Agent (Retired)
Jeff Lanza was an FBI Agent for more than 20 years, during which he investigated corruption, corporate fraud, computer crime and organized crime. He served as chief of internal security for the FBI’s Kansas City region. For nearly two decades, he also served as a public face of the FBI and was one of the agency’s most utilized spokespersons.

He is a certified FBI instructor and has developed and provided numerous educational programs for law enforcement and the community. He has provided more than 750 presentations on risk management to associations, corporate boards, and employees of major corporations around the world.

Lanza’s presentation on leadership ethics has been utilized to train future leaders in numerous organizations, including the University of Kansas, Blue Cross Blue Shield and the Helzberg Entrepreneur Leadership program. He developed a presentation on identity theft which was recently made available to a nationwide audience of Citigroup employees.

He has appeared on The Today Show, Good Morning America, Larry King Live and Fox National News. His expertise has been used as a resource for The American Association of Retired Persons (AARP) Bulletin’s “Scam Alert” column. He holds a master’s degree in business administration.

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 email to 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: Additional phones lines require additional access codes, which means separate registrations for each additional access code you need.

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City of Alexandria, Va., to Host IPMA-HR Developing Competencies for HR Success on July 13-16

Developing Competencies for HR Success is a comprehensive four-day training program that teaches the benefits of understanding HR competencies, how to apply them and how to integrate them into business plans. As a standalone training program, this course is the best way to become a strategic player within your organization. This course will help you and your staff shift from managing “people issues” to managing “people-related business issues.”

Learn about self-assessment, building teams and coaching staff, resolving disputes and reaching consensus, creating a risk-taking environment, communication and levels of listening, building trust relationships, using consensus- and coalition-building skills, and more with IPMA-HR’s Developing Competencies for HR Success.

The entire program costs $275 for IPMA-HR members, and just $375 for nonmembers.

Completing IPMA-HR’s Developing Competencies for HR Success is a step toward certification. At the core of the IPMA-HR certification program is an appreciation of the importance of HR competencies. If you or members of your staff desire to become certified as an IPMA-HR Certified Professional (IPMA-CP) or an IPMA-HR Certified Specialist (IPMA-CS), learning the concepts that are the foundation of this course is a necessary step.

Visit IPMA-HR at www.ipma-hr.org to download the registration form today, or contact us by e-mail at meetings@ipma-hr.org, or by phone at (703) 549-7100 to learn more about IPMA-HR’s Developing Competencies for HR Success.

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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 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

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

Register today by visiting the IPAC Annual Conference website or email meetings@ipma-hr.org for more information.

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Arrive Early to the IPMA-HR Conference and Attend a Preconference Workshop

The preconference workshops 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, Wash.

Fly in early to attend one of five preconference workshops on topics specific to the needs of the public sector HR professional. Learn from real-life case studies at these hands-on interactive sessions presented by the profession’s top thought-leaders. Workshops include:

  1. Managing Employee Performance as a Human Resources Business Partner – A “how-to” course for creating partnerships with HR supervisors and managers to effectively manage employee performance.
  2. Public Sector Benefits: Understanding and Communicating with Policy Makers – Topics include the key issues in evaluating benefits programs as well as strategies to ensure the plan fits within an organizations overall compensation/benefits philosophy and business strategies.
  3. New Strategies and Applications for Public Sector Compensation – This workshop is 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.
  4. Job Analysis – This 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.
  5. New HR Director’s Workshop – This workshop will be presented by a panel of experienced human resources directors in a highly interactive environment.

Register Today
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. 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 from the applicable registration fee for each registrant. 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 attending the conference in October. 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.

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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On the Calendar

July 13-16
Developing Competencies for HR Success
Alexandria, VA
Contact IPMA-HR Professional Development and Research Coordinator Heather Corbin at hcorbin@ipma-hr.org, or click here 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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