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HR Bulletin August, 13, 2010

The August 2010 issue of HR News magazine (5.05 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.

Public Sector Employment Continues to Decline

The Bureau of Labor Statistics (BLS) reported that in July, government employment fell by 202,000. The bulk of the job losses were due to 143,000 temporary census workers losing their jobs. There was a decline in state and local government employment of 48,000 jobs, with state government losing 10,000 jobs and local government suffering a loss of 38,000 jobs. It was reported that during the last three months, state and local governments have shed a total of 102,000 jobs.

Overall, the economy lost 131,000 jobs in July and the unemployment rate remained at 9.5 percent. There was an increase of 71,000 private sector jobs in July. The BLS revised its June report to increase the total loss of jobs from 125,000 to 202,000.

The percentage of labor underutilization in July was 16.5 percent. The underutilization rate consists of the percentage of unemployed, marginally attached to the labor force (those who are discouraged and not looking for work due to the job market plus those who indicate that they want and are available for a job), and those working part-time who want to work full-time.

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Deloitte Reports Decline in Trust and Ethics

The fourth annual Ethics and Workplace Survey conducted by Deloitte LLP found that as a result of the recession, workplace trust and ethics has declined. Of those responding to the survey, one-third plan to look for a new position when the economy improves. The top reasons cited for looking for a new job were: 1) loss of trust in their employer, 2) lack of transparent communication from the leadership of their organizations, and 3) being treated unfairly or unethically would result in them seeking new jobs. According to Sharon Allen, chairman, Deloitte LLP, “Leaders must be mindful of the significant impact that trust and transparency can have on talent retention and turnover.”

The study also found that while 59 percent of the respondents believed that more was being asked of them at work, 72 percent indicated that their employers support their needs for work-life balance. The study states that focusing on work-life balance can be an important factor in retaining top talent.

The study was conducted in April 2010 among 754 full or part-time employed adults in the United States. Additional information is available here.

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New Law to Increase Health Coverage of Dependent Children

WASHINGTON – A recent law that requires group health plans and insurers to make dependent coverage available for children until they attain the age of 26 will increase employment-based coverage by estimates ranging from 680,000 to 2.12 million individuals, according to recently released regulations.

However, a study published today by the nonpartisan Employee Benefit Research Institute (EBRI) notes there is reason to believe that estimates of the dependent-child mandate understate the size of the population that might enroll in their parents’ employment-based coverage. In addition, the costs of the mandate are expected to increase health insurance premiums about 0.7 percent in 2011, one percent in 2012, and one percent in 2013, says the study in the August 2010 EBRI Notes.

For instance, the EBRI report identifies several shortcomings in regulatory assumptions that the 2.6 million 19- to 25-year-olds in states that already allow them to enroll in extended coverage are unlikely to enroll under PPACA; it is largely impossible to factor in parents’ decisions when it comes to enrolling their children; contrary to regulatory assumptions, about three million of the 7.5 million 19- to 25-year-olds with some other form of coverage (such as Medicaid or Tricare) will be eligible to enroll in the PPACA program; and more adult children are likely to become eligible as they gain employment.

When compared with the population of workers with employment-based health coverage, the uninsured population age 19-25 is more likely to be male, older, Hispanic, and less physically and mentally healthy, the study says. It was also determined that the uninsured population is less likely than the population with employment-based health coverage to use preventive health services, to exercise, and to be of normal weight. The uninsured are more likely to smoke and more likely to have asthma.

The Patient Protection and Affordable Care Act (PPACA) enacted March 23, 2010, and the Health Care and Education Reconciliation Act (HCERA) enacted March 30, 2010, require that group health plans and insurers make dependent coverage available for children until they attain the age of 26 regardless of tax, student, or dependent status as it relates to financial support.

Group plans and insurers also may not limit dependent coverage based on whether the child is married, although the law does not extend the mandate for access to coverage to the married child’s spouse and/or children. Grandfathered group health plans are not required to offer coverage to adult children if they currently have their own employment-based coverage or if they are eligible for such coverage.

The mandate to offer coverage to adult children ages 19-25 takes effect for insurance policy years that begin on or after September 23, 2010. However, many insurers have already announced that they will adopt the requirements of the law early.

“It is critical that group plans and insurers understand the size and characteristics of the 19- to 25-year-old population that might be eligible for their parents’ health coverage in order to determine the impact that this provision of PPACA may have on enrollment and costs of employment-based coverage,” Paul Fronstin, director of the EBRI health research and education program, writes in the conclusion of the study.

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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Robert Half Study Examines Shifting Workplace, Generational Attitudes in Transitioning Economy

MENLO PARK, Calif. – The more things change, the more different generations of workers become the same, suggests a new study from Robert Half. The research shows that workers of all ages have a new appreciation for organization stability when making career decisions. Yet, for many, getting to firmer ground may entail a career change: Four out of 10 professionals polled said they are more inclined to look for new opportunities outside their firms as a result of the recession. Other findings include:

  1. Pay is not keeping up with performance. More than one-third (37 percent) of employees felt they are not being fairly compensated for assuming a greater workload during the recession. 
  2. Work is more engaging. About one in four (28 percent) said they are more engaged in their work as a result of the recession.
  3. Generational views on next career steps differ. For Gen Y, looking for a new job is the most common post-recession career plan, whereas Gen Xers polled said they are more inclined to update their skills. For baby boomers surveyed, staying put at their companies was the most commonly cited post-recession career plan.
  4. Cross-generational teams bring challenges, rewards. Nearly three-quarters (72 percent) of hiring managers said managing multigenerational work teams poses a challenge. But more than one-third of workers polled felt having a group of employees at different experience levels increases productivity.
  5. Retirement plans are being put on hold. Nearly half (46 percent) of workers believe they will work past the traditional retirement age, and more than one-third said the recent recession has had a very strong impact on those plans.

The study was developed by Robert Half, a specialized staffing firm, and conducted by an independent research firm. More than 1,400 professionals in North America who are employed full-time and have college degrees, or are earning college degrees, were surveyed for the project, including 502 hiring managers. Respondents included members of the baby boomer generation (approximately 46 to 64 years old), Generation X (approximately 32 to 45 years old) and Generation Y (approximately 21 to 31 years old*).

*Does not include all of Generation Y, only the segment old enough to have entered the workforce who have college degrees or are currently attending college.

“There has been considerable focus on the differences among various generations, but our research confirms many similarities,” said Max Messmer, chairman and CEO of Robert Half International and author of Human Resources Kit For Dummies , 2nd Edition (John Wiley & Sons, Inc.). “Understanding the values shared by nearly all employees, particularly in light of changing economic conditions, can help companies enhance their recruitment and retention efforts.”

Generational Similarities
Following are five similarities among the generations revealed in the Robert Half research:

  1. For all generations surveyed, working for a stable company and having job security were two of the most important aspects of the work environment, beating out having a short commute or working for a socially responsible company.
  2. When evaluating employment offers, salary, company stability and benefits were the most important factors for all three generations, according to those polled.
  3. Healthcare coverage, dental coverage, vacation time and 401(k) matching were the highest valued benefits for all generations surveyed.
  4. Among professionals who plan to work past the traditional retirement age, strong majorities in all generations cited the past recession as an important factor in their decision.
  5. The most commonly cited benefit of being part of multigenerational work teams was bringing together various experience levels to provide knowledge in specific areas.

Generational Differences
Following are five differences among the generations revealed in the Robert Half research:

  1. When it comes to post-recession career plans, more Gen Yers (36 percent) than Gen Xers (30 percent) and baby boomers (24 percent) planned to look for new job opportunities.
  2. Gen Xers polled were more inclined to enhance their skills sets (38 percent) and build tenure with their companies (33 percent) in the aftermath of the recession than other generations.
  3. A greater percentage of baby boomers (54 percent) than Gen X (46 percent) or Gen Y   (39 percent) respondents said they will work past the traditional retirement age.
  4. More Gen Xers (34 percent) than baby boomers (27 percent) said they had increased their retirement savings since the recession began.
  5. More baby boomers (54 percent) than Gen X (45 percent) or Gen Y (35 percent) employees identified the greatest challenge when working with multiple generations as having differing work ethics and approaches to work/life balance; more Gen Yers attributed difficulties to differing communication styles (29 percent for Gen Y versus 16 percent for both Gen X respondents and baby boomers).

“Many employees, particularly Gen Y professionals, are biding their time in their current employment situations and plan to make a move when they feel the economy is on firmer footing,” said Brett Good, a Robert Half International district president. “Now is the time for employers to take action and outline career paths within their company for strong performers. Compensation reviews also should be conducted to ensure that pay is competitive.”

Robert Half International is a specialized staffing firm with more than 360 worldwide staffing locations. The company’s specialized staffing divisions include Accountemps, Robert Half Finance & Accounting, and Robert Half Management Resources, for temporary, full-time and senior-level project professionals, respectively, in the fields of accounting and finance; OfficeTeam, for highly skilled temporary administrative support; Robert Half Technology, for technology professionals; Robert Half Legal, for project and full-time staffing of attorneys, paralegals and legal support personnel; and The Creative Group, for creative, advertising, marketing and Web design professionals.

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Only One Week Remains to Apply for Executive Council Vacancy

The IPMA-HR Executive Council, which is the Association’s board of directors, needs to fill one vacancy. The governance changes that were approved recently by the IPMA-HR membership have changed the way in which some of the positions on the Executive Council are filled. Under the new procedure, the IPMA-HR Nominating Committee will develop a candidate slate and this slate will need to be approved by the IPMA-HR Executive Council.

The IPMA-HR Nominating Committee is seeking a diverse group of candidates and urges IPMA-HR members who meet the qualifications and are interested in serving on the Executive Council to submit an application. Only one week remains to apply for the Executive Council vacancy; all applications must be received by IPMA-HR no later than 5 p.m., Eastern Daylight Time on Friday, August 20. The instructions and application can be accessed here. For additional information, please contact Neil Reichenberg, IPMA-HR’s executive director, at nreichenberg@ipma-hr.org.

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Workforce Flexibility Webinar Rescheduled for August 19

Is your agency looking to improve employee performance, job satisfaction and work-life balance? Join us for an informative webinar, which has been rescheduled for Thursday, August 19, 2010, from 3-4:30 p.m. Eastern Time, in which Partnership for Public Service Vice President of Research Bob Lavigna and Partnership for Public Service Associate Manager for Research Jennifer Carignan will share highlights from a recently-completed study on workforce flexibility in the government.

In July, the Partnership for Public Service and Booz Allen Hamilton released a report on the current state of federal government flexible work arrangements. “On Demand Government: Deploying Flexibilities to Ensure Service Continuity” examines the use of teleworking, compressed workweeks, flextime, part-time schedules and job sharing in the federal government, the barriers to expanded use and offers recommendations for change. These results apply to all levels of government.

Sign Up Today and Your Entire Staff Can Listen In for One Fee 
Download your registration form and fax the completed form to (703) 684-0948, or e-mail your completed form 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.
 
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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Interested in Becoming Certified? DCHRS Online Course Starts August 25

The IPMA-HR Developing Competencies for HR Success online course is a comprehensive training program that teaches the benefits of understanding HR competencies, how to apply them and how to integrate them into business plans. The next scheduled course will begin on August 25.

As a standalone training program, completing Developing Competencies for HR Success 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 skills, building trust relationships, using consensus- and coalition-building skills, and more with IPMA-HR’s Developing Competencies for HR Success.

The online training consists of 11 weekly sessions. Benefits of taking part in the program online include the following:

  1. You decide when and where to take classes.
  2. You can complete the program in 11 weeks.
  3. You can continue to work full time while participating in the classes.

The entire program costs $795 for IPMA-HR members; the cost for nonmembers to take part in the course is $995.

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 any member of your staff desires 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.

Click here to enroll today for this online class.

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

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On the Calendar

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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