- Education and Events
- Partners and Marketing
- HR InTouch Newsletter
The Monthly Newsletter of the Greater Madison Area SHRM
In This Edition
Compensation and Benefits
GMA SHRM Social Media
GMA SHRM Upcoming Events
Topic: Strategic Summit: Executive Coaching-- Preparing Your Company for Leadership & Organizational Renewal
GMA SHRM Announcements
GMA SHRM Member News
Greetings Fellow GMA SHRM Members,
Transparency is the state of being able to be seen through, recognized or detected. When one is transparent, one is open, frank, candid. There are no secrets; nothing is hidden.
In recent months the GMA SHRM Board of directors has taken several steps to increase the transparency of our decision making and actions to you, the GMA SHRM membership:
The entire Board is fiercely committed to making decisions and taking actions with openness and transparency. When we make decisions we do so with a strong member-centered foundation behind these decisions. We feel the presence of our membership and the responsibility to represent your interests well when we invest significant resources in continuing our compensation survey, building a strong website and social media presence, committing significant volunteer time to community events such as Job Boot Camp, annually sending all Board members to SHRM chapter leadership development conferences in Wisconsin and a smaller number to SHRM’s national leadership conference in D.C.
In the coming months we will be updating the GMA website to include the agendas and minutes from our monthly board meetings. These minutes include our decisions and commitments, a regular update on our financials, and a report on our strategic initiatives and operational activities. If you take the time to review these meeting notes and check out the work that we do on your behalf, you’ll see the attention we give transparency.
Thanks for your vote of confidence by becoming and staying a member of GMA SHRM – and for holding us accountable for our decisions and actions.
Click here to view the full GMA SHRM Board of Directors
Avoiding the Pitfalls of Employee Goal Management: Lessons from the VA Scandal
Contributed by Melany Gallant , Public Relations Manager for Halogen Software
We’ve recently seen it again in the Veterans Affairs scandal – how unintended consequences of goal setting can have a disastrous impact on the very results they are intended to produce. In this case, appointment-setting goals together with other problems produced secret waiting lists and possible deaths from neglect. These tragic outcomes are not unique, unfortunately. A study published in 2009 by researchers from several well-known business schools cited other negative consequences of goals gone wrong, from Ford’s exploding Pinto to Enron to the shortage of cabs on rainy days.
Does that mean that HR standards such as SMART goal setting and Management by Objectives should be scrapped? Absolutely not – they are well proven to improve both employee and organizational performance when handled effectively. Let’s look at some lessons that can be gleaned from the times they are not.
Set goals from the top down and bottom up In a large bureaucracy like the VA, goals are typically set from the top and cascaded down to the individual level. This process is effective in ensuring that priorities are aligned and everyone is engaged in the organization’s strategic plan. But relying solely on management to establish goals ignores the fact that front line employees are the ones who best know the realities of their work. Engaging them in participatory goal setting will help to guard against setting unrealistic goals such as a 14-day wait time for appointments in the face of increasing patients and decreasing providers. Participatory goal setting can also enhance employee communications with management and employee empowerment, both of which improve engagement and performance and protect against the culture of fear and silence that feeds abuse.
View goals as part of a system Don’t set goals in a vacuum. Investigate the connections between the results being incentivized in goal setting and other elements of the system. Avoid being so specific in the goal as to create an incentive to achieve it at the expense of something else that may be even more important. In the case of the VA, the goal was setting appointments, not the larger objective of actually serving patients. In the case of city taxis, on rainy days cabbies were achieving their daily revenue goals early and quitting for the rest of the day with a result of fewer cabs on the street and missed opportunities for additional revenue.
Base rewards and consequences on more than goal achievement In the case of the VA, complex metrics and dashboards led away from common sense performance management. Base rewards and performance consequences on established performance criteria that include the basics as well as hitting metric targets. Pay attention to the how of goal achievement as well as the what and get input from teammates, peers and customers as appropriate.
Monitor progress A well-known theme that bears repeating is that goal setting and performance appraisal should be part of an ongoing monitoring and coaching that takes place throughout the year. This gives managers an opportunity to coach performance, intervene to get things back on track if goal achievement is in jeopardy and to partner with employees to ensure success.
Establish a process for goal revision if priorities change An often-neglected aspect of goal management is the process to revise them when necessary. Priorities may change or unintended consequences become apparent at any time, but if annual goals are locked into a closed system, employees may find themselves in a position where doing what is best for the organization is in conflict with doing what is best for themselves. It isn’t hard to see which of these choices is more likely to win. Hence the invention of a secret waiting list.
Goal setting and goal management are powerful elements in a comprehensive talent management strategy. As the old adage goes, you get more of whatever you reward. Using careful planning and management best practices can help HR professionals ensure that the power of goal management is directed at the actual results the organization intends.
Melany Gallant is a 14-year communications veteran and currently the Public Relations Manager for Halogen Software. A great portion of her job involves managing and administering the various social media channels Halogen uses to engage HR professionals in conversations about talent management. She's a regular contributor to Halogen's Exploring Talent Management blog, where she writes about career development and other topics.
Not There Yet!
Contributed by Bob Gregg, Boardman & Clark Law Firm
The FLSA provides several exempt status exceptions from overtime pay. One must meet the criteria for the salaried exempt position. However, a position description is not enough. Often the new person does not actually perform the full duties until several months of orientation, training, and working into the position. Madden et al. v. Lumber One Home Center, Inc. (8th Cir., 2014) illustrates this. The court ruled that hourly overtime pay was due to a number of employees who had salaried-exempt position descriptions, but had not yet done the full scope of duties. The “potential to eventually do the exempt duties” was not enough. The employee had to be at the stage of actually doing the duties to qualify. So, be careful. It may be wise to pay hourly until a new and inexperienced employee is “up to speed.” Then convert to salary.
HR Certification Update
As a chapter, we want to keep our membership as up to date as possible with information being released and updates to the changes.
This month, we’d like to provide resources to address confusion on what current certified members need to do to obtain the new certification. Current certified members will be able to earn their new SHRM certification for free. To obtain the new certification, you will simply need to do 3 things: sign a code of ethics, listen to a short webinar and answer a few simple questions, and confirm that their current certification is in good standing. These 3 things need to be completed within the first year (between January 1, 2015 – December 31, 2015). If you wait beyond year 1 to obtain the certification, you will need to take the new certification test.
We recommend that you visit www.shrmcertification.com to receive the most up-to-date information on the certification topic. Please reach out to chapter admin with any questions and we will do our best to address them.
Cultural Confusion Was Not Fraud
Contributed by Bob Gregg, Boardman & Clark Law Firm
A university fired a Hmong employee after discovering she was not married to the person she listed on her health insurance as spouse. The health plan required a legal marriage for coverage. The discharge was for health insurance fraud. The employee claimed that she had been married in a Hmong wedding ceremony, and she and her husband were fully married in the eyes of their religion and community. An arbitrator reversed the discharge. Though the employee was clearly not eligible for spousal insurance coverage (all marriages occurring in Minnesota require a license to be legal), she was not guilty of fraud. She honestly believed the Hmong ceremony was a valid wedding. Also, other university employees had mistakenly continued children, former spouses, etc. on the health insurance after eligibility ceased. None of them were fired. The employee was reinstated to her job. (The arbitrator left open the issue of repayment of any health benefits provided to the non-married “spouse.”) In re AFSME Council 5 and University of Minnesota (2014).
An Impending Storm of Demographic Changes Will Create Challenges for HR Staff
Thirty-year population projections for Wisconsin show rising numbers of deaths with little increase in births. The result is likely to be a stagnating workforce that will pose serious challenges to employers, according to research by the Wisconsin Taxpayers Alliance (WISTAX).
Since the only other way for population to grow is by migration, future increases in Wisconsin’s workforce – and economy – hinge on importing skilled, well-trained workers from other states or countries, said WISTAX researchers of their analysis of US census data.
You can read more about this trend, the numbers behind it and what it means for employers in the Wisconsin Taxpayer report titled “The Impending Storm” (March 2014), and the Focus report titled, “To Spur the Economy, Wisconsin will have to import….people!” (May 15, 2014) at www.wistax.org/publications.
WISTAX is a nonpartisan, nonprofit research organization dedicated to citizen education since 1932. WISTAX is fiercely independent and is not aligned with any other state or national organization. It does not lobby or advocate. It’s funded through donations from individuals, firms and foundations across Wisconsin who believes in civics education and self-government.
WISTAX is founded on the belief that citizens can’t run their government without accurate, factual data. To help fill that gap, WISTAX has been publishing research reports in its Wisconsin Taxpayer magazine and bi-weekly Focus newsletter for more than 80 years. The reports cover local and state government finances, taxes, and the state economy. You can join WISTAX for $85 a year and receive its publications free at www.wistax.org/join.
The Literacy Network offers a variety of courses, tutoring and other services to Dane County community adults to further reading, writing and speaking skills. Specifically the Literacy Network offers customized language instruction to improve employees' English communication skills both on and off the job. Literacy Network excels at developing programs tailor-designed to meet your company's specific workplace needs. If you are interested in learning more please visit us at: http://litnetwork.org/programs/index.php?category_id=4493
GMA SHRM Social Media
Our Member Directory is Now Mobile Friendly!
Wish you could stay connected with GMA SHRM members? Now you can search for a member, call, e-mail or find directions to their listed location and be confident that it’s up to date. Check it out today, you can now stay better connected to GMA SHRM members and it’s just a click away at http://www.gmashrm.org/mobile
Want to know what’s going on in HR for the other areas of Wisconsin? WI SHRM has a new blog, Forward HR. Click here to take a look.
Your organization is probably talking about innovation. You may even be investing in programs and initiatives with the aim to create more innovation. There is no doubt regarding its importance. Innovation is survival. But, is it actually happening? In this provocative session, you will gain a deeper understanding of innovation and discover many common misconceptions about how it works. You will confront the inconvenient truth that much of modern management practice is anti-innovation and that innovation begins with culture. You will learn that leading successfully in an environment of constant change that demands innovation requires new thinking and a different approach.
The speaker, Jason Lauritson is with Quantum Workplace. Jason Lauritsen has been described as “a corporate executive gone rogue.” For nearly a decade, he spent his days as a corporate Human Resources leader, where he developed a reputation for driving business results through talent.
Today, Jason’s quest is to identify, recognize, and support awesome workplaces as the Director of Best Places to Work for Quantum Workplace. Classically impatient, curious and ambitious, Jason’s early career was a rapid progression of sales and management roles including launching, leading, and ultimately selling a small business in his mid-twenties. He’s a leader, sales guy, entrepreneur, and corporate executive all rolled up into one.
Click here to learn more about the event!
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Topic: GMA SHRM Focus - Race to Equity
Recently the Race to Equity report was released with staggering statistics ranking Dane County as one of the worst in the nation when it comes to disparities between African American and White citizens in our area. Some of the statistics of the study include:
• Seventy percent of Wisconsin’s white children live in households above 200% of the poverty level, while only one-fifth of African American children experience that level of economic security. Meanwhile, approximately one-third of Wisconsin’s Latino and American Indian kids live in households above 200% of the poverty line.
This program will give a brief overview of the report, but then is a call to action on how we can improve these statistics through best practice sharing, collaborating with non-for-profits in the area, and how to get buy in from the leaders of our organizations. The report in full is available at http://racetoequity.net/.
Don’t miss this opportunity to work with community leaders to make a positive impact in Dane County!
Erica Nelson will be our presenter. Erica, Project Director for the Wisconsin Council on Children and Families’ Race to Equity Project, developed the original outline and design of the Race to Equity initiative late 2011. Nelson also serves, when time allows, as a private bar attorney for the Wisconsin State Public Defender’s Office. Before her return to Dane County in 2011, she practiced public interest law for three years at the Center for Family Representation in New York City, providing legal counsel and representation for low-income parents in abuse and neglect cases in Manhattan Family Court.
Click here to learn more about the event!
Leverage the most significant human capital in your organization – executive and emerging leadership. Start where you are, then integrate current HR systems with organizational partners to facilitate leadership and organizational.
Leave this summit with information and plans to manage the changes required to improve your strategic leadership development in the coming year and beyond.
Our speaker, Dan Loichinger, has over 25 years of success in defining leadership models, coaching executives, developing strategic leadership and designing & implementing OD projects across various industry markets. He is the founder, president and principal coach for Loichinger Advantage LLC, as well as the newest TEC Chairman in the Madison area. His unique views have been shaped by leading corporate training & development teams, as well as consulting with clients on competency models, 360-degree assessments, leadership development, change management, OD, high-potential leadership, organization mentoring, strategic planning, team development and organizational restructuring for growth.
Click here to learn more about the event!
Be a Presenter, Refer a Presenter for GMA SHRM 2015
The Greater Madison Area SHRM is looking for presenters for our 2015 programming calendar of events as well as our Human Capital Conference. We invite you to complete our Call for Presentation (CFP) application for consideration.
The GMA SHRM Programming Committee will meet after the deadline in September (September 19, 2014) to review received CFPs and determine which presentations best meet our programming needs. You will be notified before the end of the year whether your proposal was accepted for one of our many presentation opportunities throughout the year.
Do you remember Kickball? Well it remembers you!
Our philanthropic partner, REACH-a-Child, is hosting a fun and fabulous tournament this fall! “Kickin’ It For Kids” is a Co-Ed kickball tournament being held to benefit REACH-a-Child. This all day event is scheduled for Saturday September 20th at Warner Park and Mallards Stadium!
Be one of the 16 adult teams that will take part in this fun event raising money for charity! Each team will consist of 9-12 players with at least 3 women on each team. Get your company team together and show us what you got! Who will take home some hardware? FIRST COME FIRST SERVE!
Contact Marketing and Development Coordinator for REACH-a-Child, Eric Salzwedel, at firstname.lastname@example.org for more information!
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We are in the beginning stages of forming our new committee, Technology & Social Media, which is spinning off from the Marketing & Communications committee. The new committee will be responsible for website revisions, social media posting, and coming up with new ways for our members to engage and collaborate via technology (the exciting part!). If you are interested in joining the committee, please contact Melissa Versnik at (608)826-1122 or email@example.com
Name: Jane Lindebak
Where do you currently work?
I work at Mid America Bank.
What is the focus of your position?
Human Resources Manager, Secretary to the Board of Directors of the Bank and Holding Company.
How long have you been in the Human Resource field?
Which of your career accomplishments makes you proudest?
I really wanted to obtain my PHR designation. I ended up scoring the highest of our GMA SHRM study group on the exam and read that my score put me in the top 10% of those who take the exam.
What is the best advice you’ve ever received?
“You should finish up your undergrad degree and take advantage of the Bank’s tuition reimbursement program while you do it!”
Why did you decide to join GMA SHRM?
I rejoined because I always liked the meetings and presentations, and believe that the local chapter provides a lot of valuable information to me.
How long have you been volunteering with GMA SHRM?
I’ve been volunteering with GMA SHRM for approximately four years.
What committee are you volunteering with? Have you volunteered on other committees? If yes, which one?
I participate on the philanthropic committee. Before that, I attended a few other committee meetings to determine if there was a mutual interest. The philanthropic committee fit was a perfect fit due to my schedule and interests. Our main activity each year is the planning and organizing the golf outing; of which 100% of proceeds go towards a charity of the chapter’s choosing. In June’s golf outing, we raised over $2,300 to support Reach-a-Child.
What do you enjoy about volunteering?
First, I really enjoy the team I work with. It isn’t a large group so we get to wear many hats. The philanthropic committee is the charitable arm of GMA SHRM, so the team members involved have a genuine interest our goals. Every year, the lead of our committee is the past president of GMA SHRM, so we always get a new face at the start of the year. Secondly, volunteering allows variety outside of my regular job. It allows me to step outside of my workspace and involve myself in a different environment.
What would you say to others who are considering volunteering with GMA SHRM?
Take some time to evaluate the different opportunities available. Feel free to attend a committee meeting or two. They each have unique offerings and contribute in their own way. Be candid with yourself about the time you are willing and able to give. This allows you to not be overwhelmed and able to meet expectations.
What have you gotten back from volunteering with GMA SHRM?
Working with a group of dedicated professionals has been rewarding. The networking within each committee is very beneficial and the relationships established as a result have been valuable. Many times I get bogged down with day-to-day work and my personal life. Contributing time to something else has been a win-win for the committee and me.
Welcome New Members!
GMA SHRM welcomes the following members who joined our chapter in July 2014!
Have you started with a new company? Has your organization recently promoted you to a new position? Or do you want to recognize a new person or promotion within your department? If so, we want to hear about it. Send us an e-mail, and we’ll publish your good news in the next HR InTouch!
If you are a member who is in between jobs, or who is currently employed but seeking new positions or career paths, write us a brief description of your skill set, areas of expertise, what you’re looking for, etc. Send us an e-mail. We’ll publish your information in the next HR InTouch.
HR InTouch Guidelines
Do you have an interest in writing for the HR InTouch? We have an interest in learning more about your area of expertise!
Why should you volunteer? Top three reasons: 1) to share your knowledge and experiences to educate others; 2) to become more connected in the HR and Dane County communities; and 3) to contribute towards the advancement of GMA SHRM and the HR profession.
The first step is for you to choose a submission option: you can pre-submit an article to GMA SHRM at any time for us to use in any of the upcoming newsletters, you can sign up to write for a particular month, or we can put you on a list of people to contact in future months whenever we need articles.
Because the HR InTouch is now in an online format, the size is flexible. The article should be engaging and hold readers’ attention. Include the core information in your article, and we will advise if it is too lengthy.
GMA SHRM is conscious not to allow solicitation through the articles, in an effort to protect the interests of our partners and members. The nature of the article should be educational (i.e., what are the business advantages of having a product like yours) or informational. Otherwise, if you truly are interested in advertising through the HR InTouch, you can work with our Marketing Committee. As a rule of thumb for article writing, if the submission relates to a for-profit event, or specifically markets your company (vs. your industry), it is an advertisement, and should be purchased. If it is a not-for-profit event that your company is hosting, or an announcement (i.e., a SHRM member recently joined your company), it is an acceptable addition to the HR InTouch content. If you have any questions related to the appropriateness of your submission, please contact us.
If you have questions, or to submit an article, contact GMA SHRM at firstname.lastname@example.org .