May 2019

Greetings GMA SHRM Members –

I’m sure you have already seen promotional materials for our 2019 Human Capital Conference but I want to put it out there again. You don’t want to miss Dr. Rick Rigsby’s keynote and workshop or the many other topics throughout the day on engagement, retention, compensation, benefit strategies and diversity and inclusion. The conference also provides opportunities for networking, door prizes, silent auction bids and a Sundara package as our grand prize for visiting all of our sponsors.

The Wisconsin State Council is now accepting nominations for the 2019 Diversity Advocate Award. Please consider nominating an organization that has been a role model in our community as a strong advocate for diversity. For more details and to submit a nomination, visit their website here.

Are you struggling to fill your open positions because there are not enough applicants? SHRM has an initiative, Getting talent back to work, that focuses on the untapped talent pool of the formerly incarcerated that many organizations ignore. There are individuals in this talent pool deserving of a second chance and SHRM has a toolkit to assist with ensuring reliable checks and relevant assessments are in place, in addition to understanding the risks. Check out the details on their website.

If you are considering becoming a national SHRM member or renewing your membership, make sure to take advantage of a $20 discount by using code: STATE20. Anyone joining our chapter also receive a discounted rate if they are already a SHRM member so share this with your friends and colleagues that are considering joining.

I hope to see you at the conference in May! Please feel free to reach out to me with questions or feedback at tammy.wacek@wpsic.com.

Take Care,

Tammy Wacek, SHRM-CP, PHR
President
GMA SHRM

Click here to view the full GMA SHRM Board of Directors

Government Affairs & Legal Updates

Bills Introduced in House and Senate Would Allow Reimbursement for Over-the-Counter Drugs from Health FSAs, HRAs and HSA

Submitted by Abigail Darwin, GMA SHRM Government Affairs Committee Member and Employee Benefits Attorney at Quarles & Brady LL

The Affordable Care Act prohibits reimbursements from health flexible spending accounts ("FSAs"), health reimbursement arrangements ("HRAs") and health savings accounts ("HSAs") for over-the-counter ("OTC") medications (other than insulin), unless the plan participant has a valid prescription. This has resulted in increased medical costs as people have had to either see their doctor to get a prescription for a given OTC drug or pay more to purchase a higher-cost prescription drug in order to be able to use their health FSA, HRA or HSA for reimbursement.

In March and April 2019, companion bills were introduced in the U.S. House and Senate that would allow for reimbursement from health FSAs, HRAs and HSAs for OTC medications, even without a prescription. Both the House and Senate bills are called the Restoring Access to Medication Act. The House bill, H.R. 1922, was introduced by a bipartisan team comprised of Representatives Ron Kind (D-WI), Grace Meng (D-NY), Jackie Walorski (R-IN) and Darin LaHood (R-IL). The Senate Bill, S. 1089, was also introduced and co-sponsored by a bipartisan team. Specifically, the bill was introduced by Senator Pat Roberts (R-KS) and was co-sponsored by Senators Angus King (I-ME), Johnny Isakson (R-GA) and Joe Manchin (D-WV). Both the Senate and House bills are nearly identical, except that the House bill would also allow reimbursements for feminine hygiene products.

These bills are tax bills and will be referred to the Ways and Means Committee in the House and the Finance Committee in the Senate. Action on these bills in the Committees has not yet been scheduled. We will keep you apprised of any further developments.

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Professional Development

5.5 SHRM and HRCI Credits Available at 2019 Human Capital Conference

The 2019 GMA SHRM Human Capital Conference has been awarded 5.5 recertification credits by both SHRM and HRCI!

The full day conference will be held on Tuesday, May 14th at the Alliant Energy Center in Madison, WI and feature a Keynote and Workshop from Dr. Rick Rigsby. These breakout sessions will also be available:

Winning the War for Talent
Finding Your Way in the Modern Compensation Data Landscape
Smoke and Mirrors: Separating Real Trends from Fads in Benefits Strategies
Adult Learning “Better” Practices in Diversity & Inclusion
and the latest HR Legal Updates!

With the popularity of Dr. Rigsby, this event could sell out. Click here to see full conference details and register today!

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A Note on the Practice of Inclusion and Equity in the Workplace

Submitted by Gery Paredes Vásquez, Race and Gender Equity Director, YWCA Madison

Let me start this brief note by thanking my YWCA colleague Rhonda Schemm for the kind invitation to share this note with all of you, as it could be useful for your personal and collective work.

At YWCA Madison we have come to understand inclusion and equity as an ongoing practice that is learning centered, restorative and holistic (self, relationships, collective cultures, structural society). This is a constant invitation for individuals across the organization to reflect about their own identity and impact, as well as lean into the practice of authentic relationships across roles and identities (racial, ethnic, gender, religious, etc.) while having a critical understanding of what the context of racial inequity in the United States demands from us both individually and collectively to interrupt oppression in all its forms.

We have come to understand that inclusion and equity in the workplace must be experienced in three dimensions of organizational culture: relationships, process, and results in order to be successful in a sustainable way. We have learned that dismantling the manifestations of systems of oppression within our organizations requires honesty, intentional intervention, skills and capacity building, as well as a community of learners as support for the ongoing work and mutual accountability.

We have learned that organizations authentically committed to the centering, deepening, and expanding of inclusion and equity in the workplace must be willing to start by exploring what forms of internalized oppression and racism might be implicitly alive as predominant values, beliefs, mindsets, behaviors and practices in their organizational culture. We have experienced that this process requires of resilient honesty and humility at every step of the way.

In our experience, once the organization has an honest understanding of itself then it can start dedicating time for action planning with attention to all three dimensions of success and mutual accountability as referred before: relationships, process and results. In any case, what we have come to learn as most important inclusion and equity is most authentic when embraced as a way of being rather than a checklist. In this way it is experienced as transformational journey rather than misunderstood as an expected destination.

Resource List:

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YWCA Madison YWeb Career Academy

Submitted by Meghan Walsh, Director of Diversity, GMA SHRM (on behalf of YWCA staff)

YWCA Madison has over 25 programs that serve to advance race and gender equity to create a more inclusive community, help people to improve their financial situations through job training and transportation, as well as supporting people in housing and shelter.

One of our programs, YWeb Career Academy, is an employment service program that trains women and people of color to become web developers/designers. Fifty three percent of our students are women. Seventy six percent of those students are people of color and face real barriers in life. The average YWebCA intern will make about $33,280 a year, the average full-time employee makes about $53,180 a year. We are currently operating at an 82% retention rate and now are in our 9th Cohort. About half of our students go into tech employment or internships. The others tend to go into non-tech specific employment or further their education. At least 12 students are currently freelancing or running their own business successfully. Furthermore, at least 13 students were hired on as full-time employees after their internship. We have now had several students begin jobs directly after leaving the YWebCA making between $50,000-$65,000. These salaries are lifting families out of poverty. In a conversation with a past YWebCA graduate, we learned that she purchased her first home. This was especially inspiring because this woman had experienced homelessness as a child.

Technical Skills

Each cohort is composed of 15–25 students. The program includes 400 hours of intensive technical training. Students are expected to complete job-related projects and work outside of class time and to be actively engaged in the learning process.

Employability Skills

Resumés, Interview Prep, Time Management, Business Etiquette, Finance & Budgets, Business basics, Wage Negotiation, Networking, LinkedIn, Windows and Google Training.

Students also receive soft skills training, including situational workplace judgment, active listening, communication skills, and problem-solving. Hard skills, such as technical training, are required to get a job but people skills will open future doors and assist in sustaining and building relationships.

Internships & Employment

Each student who completes the program interviews for an internship or full employment with our local partners.
If your company takes on interns, that would be a wonderful way for the students to put their new skills and experience to use.

Employment partnerships are a huge part of what makes the program work. Teaching students actual skills that they can apply in the workplace is the best formula for leading to family-sustaining employment. Providing the students with the opportunity to bring value to a company or an organization is essential to the learning process and understanding their own worth on a team, while realistically applying the skills learned.

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Compensation and Benefits

GMA SHRM Compensation Survey – A Great Resource from GMA SHRM, Don’t Miss It!

Submitted by Amy Esry, Compensation Committee Member, GMA SHRM

Participation is Now Open!

Check your email from May 1 for an invitation from Thomas Cummins at Gallagher Surveys.

If you would like to participate, and save 50% on the purchase price contact - Thomas_Cummins@ajg.com

Three participants will be selected to save an additional $100!

An exciting opportunity is upon us! This is too good to pass up, and it is definitely worth the time.

It’s the GMASHRM compensation survey. For a limited time, there is an opportunity to participate and submit organizational data for the local market. Then in the fall organizations will be able to purchase the results. Participants get a discount on the results!

Why is this such a big deal? Let me tell you my story as to why this is a big deal.

I’ve been doing the GMA SHRM comp survey for more years than I care to admit. I remember when we used to have a GMA SHRM Benefits Survey as well. Every year I look forward to participating in both surveys and getting those results. The Benefits survey is no longer available, but the comp survey is still a great resource for us!

Much of my career in human resources has been in smaller organizations, which generally means a very small HR budget. This means I can’t afford to get a subscription to a high-end comp service. I have to find comp data wherever I can. And the comp data must be right. Even when unemployment isn’t as low as it is now, getting comp right, for a small company, can make a huge difference in being able to hire great people. So where does that data come from? Well, when your budget is small, you look under every rock. That often means websites of various caliber. Some websites are better than others. Some websites are so general, the data isn’t much help (Software developers make between $40,000 and $150,000, Really? Duh!). When you read the fine print, you find that some sites are not using local data, instead they use a multiplier of some sort for the Madison area. So is that really accurate for us? Some sites use data from people who visit the site. Are they telling the truth or just dropping in a number so they can move on and use the site? And are they just going off titles or are people really looking at the job description so the data is actually relevant? I could go on and on.

But the GMA SHRM comp survey is different.

It’s local. If you are hiring in the Madison area, you need to know what pay is appropriate for your jobs here, not in the “Midwest” or even in the state. Madison is a unique city, and having local data is important so you know your comp plan is accurate and effective.

The survey uses job descriptions so you can match to the right jobs. For example, “Account Manager” means a lot of different things, so actually matching up the job descriptions is key. On some websites, you can’t even find a brief job description! How do you know you are comparing apples to apples?

And it’s easy. There are a lot of jobs listed in the survey, to try to reach a broad audience of the membership. You simply provide data for the jobs that are a match for your organization. You can easily skip any jobs that aren’t relevant to your organization.

The survey is also very reasonably priced. I’ve recently researched using a third party for some compensation planning, and we are talking about thousands of dollars. For a small company / small HR Department, the GMASHRM comp survey may seem expensive when you have a miniscule budget to work with. But really, it’s a bargain. It’s worth trying to fit the survey into the budget. And if you participate, you get a discount.

Please join me in participating this year. I know you’re busy. I get it. This is worth squeezing into your schedule. This is an opportunity you just don’t want to miss. I don’t know of any other local SHRM chapters in WI that offer a resource like this. Let’s participate, enjoy this resource, and keep it going for years to come!

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Workforce Readiness

Common Wealth Development– Seeking Volunteers for Mock Interview!

Submitted by Jennifer Brikowski, Director of Workforce Readiness Committee, GMA SHRM

Mock interviewing is an integral part of Common Wealth Development’s Youth-Business Mentoring Program (YBMP). This program aims to teach students the basics of applying and successfully interviewing for a job, problem solving on the job, and basics of financial literacy. CWD holds trainings at the four main high schools in Madison once a semester. Volunteers from the community come in and interview the students, one at a time, as if the student was actually interviewing for a job. These interviews last about 10 minutes, with the questions provided by CWD. This is followed by a 5 minute discussion with the student.

These are the dates and locations:

West High School (30 Ash Street) on Tuesday, May 7^th, from 3:30 to 5:30pm.
East High School (2222 E. Washington Ave) on Tuesday, May 21^st, from 3:30 to 5:30pm.

Contact Annie Johnson if you would like to volunteer. annie@cwd.org.

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Boys’ & Girls’ Club of Dane County – Looking for internship opportunities with your company

Submitted by Jennifer Brikowski, Director of Workforce Readiness Committee, GMA SHRM

“Partner with the Boys & Girls Clubs of Dane County to create great futures for youth through our summer internship program! In collaboration with career partners in Madison, we provide our students with meaningful, paid summer internship opportunities which allow them to explore interests while building skills in the workplace. If you are interested in helping us prepare these emerging leaders for the future workforce, connect with TOPS Manager, Mentoring & Career Development Taylor Jackson to learn more at tjackson@bgcdc.org.

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GMA SHRM Media Relations

Using Facebook Jobs for Recruiting 101: An Introduction

Submitted by: Joan Pajari, Media Relations Committee Member, GMA SHRM

Recruiting has never been more challenging than it is today! The latest Federal Reserve Beige Book showed shortages of skilled laborers and difficulty finding and hiring employees for technical and professional positions. The Media Relations Committee knows your pain and strives to offer tips and guidance to support you.

Last month, we touched on Facebook Jobs, shared a real ROI cost per hire example and GMA SHRM Facebook Jobs article link. In December, we outlined how to educate your Facebook followers to see your content first in their news feed. And, in late summer, we shared websites that offer free, commercially approved image use rights.

This month, we’re giving you a guide on how to use Facebook Jobs for Recruiting. The tips can also be applied to recruiting on LinkedIn, Instagram, Twitter and other digital platforms! It’s been tried, tested and uses the latest recruitment marketing techniques.
Here are some of the things you’ll learn:

What Makes A Great Facebook Recruiting Post
How To Develop Your Marketing Hook
Writing a ‘what’s in it for me’ job post
Why Google loves title repetition
The anatomy of Facebook Jobs
How to promote your Facebook Job posts

With the unemployment rate the lowest it’s been since 1969, acquiring ‘right fit’ talent will remain challenging. We hope Facebook Jobs for Recruiting 101: An Introduction will help enhance your recruitment marketing efforts!

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Newsletter Suggestions

Hey GMA SHRM Members! We’d love to hear from you on topics of interest for our monthly newsletter in 2019. What would you like to see in future newsletters? Please send your suggestions to our Newsletter Editor here.

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GMA SHRM News & Upcoming Events

Human Capital Conference - Last Chance to Register for the Chapter Event of the Year!

For 2019, GMA SHRM is proud to bring to our members and guests a once in a lifetime opportunity for a full morning keynote and workshop with Dr. Rick Rigsby!

When audiences hear Rick Rigsby . . . they are never the same.

"Bringing a speaker like Dr. Rick Rigsby to our conference continues our tradition of bringing national caliber speakers to our Madison HR and business community. To be able to spend a full morning with Dr. Rigsby takes our conference to another level and is going to be amazing!" says Director of Human Capital Conference Dana Denny.

The 14th Annual Human Capital Conference will be held Tuesday, May 14, 2019 at the Alliant Energy Center and also features 6 breakout sessions from industry experts! Breakout session topics include:

Winning the War for Talent
Finding Your Way in the Modern Compensation Data Landscape
Smoke and Mirrors: Separating Real Trends from Fads in Benefits Strategies
Adult Learning “Better” Practices in Diversity & Inclusion
and the latest HR Legal Updates!

Click here for full conference details.

Human Capital Conference Silent Auction and Door Prizes!

Submitted by: Gail Johnson, VP Communications, GMA SHRM

We are happy to announce the Human Capital Conference 2nd Annual Silent Auction – All Proceeds to go to the GMA SHRM Foundation.

The SHRM Foundation supports student’s pursuing an undergraduate, graduate, certification and/or professional development opportunity.

Silent Auction items will be offered at the conference, open for bid throughout the day in the main common area. Bidding opens day of conference and will close at 4pm. Top bidders will be announced/awarded at the networking reception.

Current Items up for bid:

Pacific Cycle donates an Adult Bike!
$50 Gift Card Chick-fil-A West Towne w/ Overnight Stay to Hotel Red, plus two tickets to the Melody’s Hope Tailgate sponsored by Hausmann Johnson.
QPS Employment Wine Basket w/ Overnight Stay at Best Western Plus Inn Towner Madison with Complimentary Breakfast Buffet, A year’s membership to Profile your own personal health coach, protein bars and a blender bottle.
Hawthorn Suites by Wyndham Madison/Fitchburg One Night Stay, w/Insulated Cooler Bag, and Tote’s Umbrella, plus a Starbucks card donated by Reynold’s Transfer.
Nakoma Golf Club donates one round of golf for two people with a cart.

At the conclusion of the GMA SHRM Conference on May 14^th during the social networking event at the end of the conference, we will be announcing winners of this year’s door prizes- must be present to win!

Some of the items include:

$25.00 Food Fight Gift Card
60 Minute Massage- donated by Group Health Cooperative
Wisconsin Badger Men’s Basketball ticket package: Two tickets and one parking pass, donated by Cory Erickson, Career Momentum
(2) $25 Gift Cards to local restaurants-donated by Gene Sarmiento, Legal Shield
Mallards Tickets- donated by The Payroll Company
Chick-fil-A Gift Cards
One Night Stay North Central Group/Hilton, Tru Madison West, Courtyard Marriott
Muuto Crushed Bowl- donated by Creative Business Interiors
One Night Stay Hyatt Place
One Night Stay- Extended Stay America
Profile Healthy Living- blender bottle, protein bars,one hour free consultation-donated by Jared McDaniel
(2) Sharpen Your Positive Edge book-donated by Tina Hallis
(2) Leather portfolio notebooks- River Valley Bank
(2) Insulated tote bag- Restaino & Association, Relocation
(3) Tote Umbrella’s- Restaino & Association, Relocation

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GMA SHRM Member News

Spotlight: The Compensation Survey Committee

Submitted by Rachel Martin, Director of Compensation Surveys, GMA SHRM

The Compensation Survey Committee is responsible for developing, producing and maintaining the GMA Compensation Survey every other year. In addition, the committee is currently developing tips and tricks on how to complete compensation surveys, incorporating data, and other informational documents.

The goal of the committee is to provide useful salary market information to organizations to help understand the compensation trends of the Madison Area. The compensation survey has 218 different job. The committee has released the survey for collecting the organizational information. This process will be open from May 1^st until June 12^th. Organizations will then be able to purchase the survey results in September 2019.

The Committee meets every couple of months, more frequently during the survey deployment and purchasing phases. If you have any questions regarding the Compensation Survey Committee, contact Rachel Martin at rachel2.martin@wisconsin.gov or 608-267-5165.

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Welcome New Members!

GMA SHRM welcomes the following members who joined our chapter in March 2019!

Liz	Bolvin	Forte Research Systems
Tracy	Bredeson	National Guardian Life Insurance
Danielle	Franco	Madison Concourse Hotel and Governor's Club
Kara	Gamlin	UW Health
Cassidy	Grell	Student
Kelly	Holt	DeWitt LLP
Leigh Ann	Larson	Group Health Cooperative-SCW
Sarah	Means	Forward Health Group, Inc.
Kabura	Mukasa	Dane County
Darrell	Parrish	Sielaff Corporation
Morgan	Strait	Kforce
Rian	Uelmen	ARMS Business Solutions- Enterprise Holdings
Amy	Voliva	Great Wolf Resorts, Inc
Alison	Wood	Bluetree Network

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Movin' Up

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!

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In Transition

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.

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HR InTouch Guidelines

Article Writing:

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.

Article length:

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.

Solicitation:

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 chapteradmin@gmashrm.org .

Amended

May 2019

HR InTouch

In This Edition

Bills Introduced in House and Senate Would Allow Reimbursement for Over-the-Counter Drugs from Health FSAs, HRAs and HSA

5.5 SHRM and HRCI Credits Available at 2019 Human Capital Conference

A Note on the Practice of Inclusion and Equity in the Workplace

YWCA Madison YWeb Career Academy

GMA SHRM Compensation Survey – A Great Resource from GMA SHRM, Don’t Miss It!

Common Wealth Development– Seeking Volunteers for Mock Interview!

Boys’ & Girls’ Club of Dane County – Looking for internship opportunities with your company

Using Facebook Jobs for Recruiting 101: An Introduction

Newsletter Suggestions

Human Capital Conference - Last Chance to Register for the Chapter Event of the Year!

Human Capital Conference Silent Auction and Door Prizes!

Spotlight: The Compensation Survey Committee

Welcome New Members!

About

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Partners and Marketing

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