HRKA10_2nd

HR@Work SPRING 2010

Official Publication of SHRM of Greater Kansas City

INSIDE:

Networking Sites for Recruitment: Brilliant, or a Legal Trap?

2010 Legislative & Legal Update New Salary Survey Partnership for SHRM-KC All Roads Lead to Membership

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contents SPRING 2010

Features F

The official publication of SHRM of Greater Kansas City, PO Box 860272, Shawnee, KS 66286-860272, 816-472-4762, www.shrm-kc.org

Using Social Networking Sites in the Recruitment Process: Brilliant or a Legal Trap? ___

9 Is social networking really the best thing that

2010 SHRM-KC BOARD OF DIRECTORS

has happened to recruiting?

Susan Haddad, SPHR, CCP President-Elect

2010 Legislative & Legal Update ___

12

Tracking legislative changes and what they mean for HR professionals in 2010.

Recognition of the 2009 Volunteer and Contributor of the Year ___

14 One of the best SHRM-KC highlights is the opportunity to recognize our Volunteer and Contributor of the Year.

New Salary Survey Partnership for SHRM-KC___

15

Pam Finnell, PHR President

Anissa Elsey, SPHR Immediate Past-President

9

Jan White Vice President of Finance Lisa Farr, SPHR Director

IIn Every Issue 5_President’s Message

Stephen Vaughn Director Scott Neilan, SPHR Director Kristi Jones Director Samara Nazir Zaman, JD Director

6_Monthly Meeting Dates, Times, Locations & Topics

Timothy Davis, JD Director

22_Index of Advertisers

C.T. Trivella Director

SHRM-KC is pleased to announce a newly-developed partnership with Actuarial Consulting Services, Inc.

Renee Elliott, SPHR Director

Mike Foley Director Lori Maher Executive Director

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Are You Certified?___

HR@Work is published by:

The PHR, SPHR, and GPHR certifications awarded by the HR Certification Institute are the most recognized credentials within the HR Profession.

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All Roads Lead to Membership: Growing TogethHR: 10 Percent in 2010 ___

Publisher: Tracy Tompkins

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Editor: Saara Raappana Project Manager: Albert Quintero

The number one priority for SHRM-KC Board Members this year is simple: Increase/Retain Membership.

Marketing: Rebecca Wentworth Sales Representatives: Pam Blasetti, Nicole Meghan Alty, Rya Boyce, Adam Lingenfelter, Eric Singer, Marcus Weston

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Layout & Design: Catharine Snell Advertising Art: Effie Monson ©2010 Naylor, LLC. All rights reserved.

The contents of this publication may not be reproduced by any means, in whole or in part, without the prior written consent of the publisher.

PUBLISHED MARCH 2010/HRK-A0010/4016

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PRESIDENT’S MESSAGE

SHRM-KC Moves Boldly Into This Decade

Pam Finnell, PHR 2010 SHRM-KC President

Welcome to HR@Work, a magazine designed as a resource to members of SHRM of Greater Kansas City (SHRM-KC). As we begin a new decade, SHRM-KC celebrates its 57th year as an association and remains the largest Society for Human Resource Management (SHRM) affiliate in Missouri and Kansas. We could not have arrived at this point without members like you – this is your association! I’d like to provide you with a glimpse into the exciting year that lies ahead for our association.

The Board of Directors recently approved a new Vision Statement, which reads: SHRM-KC will be the premier HR association in greater Kansas City.

The word “premier” carries a variety of meanings and was chosen boldly – so that we continue to strive for excellence as we serve the Greater Kansas City HR community. As an affiliate of the Society for Human Resource Management, we have a robust strategic plan in place to help us stay on track with our Vision.

Beginning in 2010, SHRM implemented a new strategic plan for the national association in an effort to align all affiliated chapters more closely with their goals and objectives. I’m proud to say that SHRM-KC developed a strategic plan and balanced scorecard last year and this has enabled us to simply fine-tune and strengthen our goals for this year. We believe we are poised to accomplish our association objectives while also meeting SHRM’s requirements. Through a program SHRM introduced this year called SHAPE (SHRM Affiliate Program for Excellence), all affiliates are asked to support SHRM’s mission of “serving the professional and advancing the profession” by focusing efforts on key areas. Therefore, the five areas SHRM-KC has selected as strategic initiatives consist of: Membership, College Relations, Inclusion and Diversity, Workforce Readiness and publication of the annual Salary & Benefits Survey. We welcome and encourage your volunteerism on committees established in these areas!

Our Membership committee has tripled in size this year. We are reaching out to guests and providing incentives to join SHRM-KC and will continue our New Member Orientation before every program to ensure that new members are aware of the many benefits associated with membership.

Our committee plans to host two recruitment socials – one in the spring and another in the fall complete with food, prizes, music, networking and lots of fun! We are forming new strategic alliances with for-profit and notfor-profit organizations where HR responsibilities lie with people outside of the HR profession. Small companies often have Office Managers and CFOs with over 50 percent of their responsibilities devoted to HR and we can provide valuable resources to these companies. By strengthening relationships

SHRM-KC will be the premier HR association in greater Kansas City.

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and developing new alliances, both our practitioner and consultant members will continue to grow both personally and professionally.

The College Relations committee is committed to maintaining a strong relationship with our SHRM-affiliated Student Chapter that was chartered in 2007. It seems obvious that college graduates in the area of Human Resources are the future of our companies, and we want to support students as they graduate and move into our profession. This is a “win-win” – there is no doubt that experienced HR professionals can benefit from the enthusiasm and ideas generated by talented graduates just as much as recent graduates can benefit by learning from those with several years of real world experience.

Our Inclusion & Diversity committee will keep our membership updated on current initiatives across the metro area and will help expand our traditional thinking on this topic.

Last year, we formed a successful partnership with The Greater Kansas City Business Leadership Network (GKCBLN), a business to business coalition that provides networking opportunities and shares best practices for maximizing the implementation and impact of including people with disabilities as part of a sound diversity strategy.

Workforce Readiness continues as a focus for our association this year as we expand our outreach to those in career transition. We will hold a Career Resource Day complete with seminars conducted by subject matter experts and a career fair. For the past few years, we have partnered with Wyandotte and Park Hill School districts to conduct mock interviews for high school students. This has been very rewarding for both the students and our members who contribute their time to help graduating seniors feel better prepared for a job search.

For many years, the SHRM-KC Salary and Benefits Survey has been a highly utilized tool for Kansas City companies to consult as they make important decisions affecting their workforce. As in the past, we encourage your participation in this survey so we can present a more accurate representation of salaries across our metropolitan area (be sure to see the article on the Salary and Benefits Survey in this issue).

Lastly, your feedback on our annual Membership Needs Assessment Survey continues to reinforce that you find value in monthly luncheon programs, frequent seminars with national speakers, networking opportunities and optional webinars. Therefore, our 2010 program and seminar schedule is robust and meets a variety of requests for topics of interest to our membership. We are implementing quarterly programs designed specifically for executive level Human Resource professionals, as well as quarterly programs directed towards those people new to HR. It’s a new decade, and SHRM-KC – your association – is boldly moving forward! |

12:41:26 PM

SHRM-KC 2010 Monthly Luncheon Schedule Date

Time

Location

Topic

Speaker

April 28

11:30-1:00

Hyatt - Crown Center

Hot Trends in American Employment Acronyms: ADA, EEOC, EFCA and More!

William Martucci, JD

May 19

11:30-1:00

Hyatt - Crown Center

Strategic Thinking Skills: Seeing Tomorrow Today!

Cal LeMon

June 3

Pending/ Full Day

Sheraton

Heartland Labor & Employment Law Seminar

July 14

9:00-noon

Hyatt - Crown Center

HR Café: Roundtables with Results

Rountables with Results!

August 18

11:30-1:00

Hyatt - Crown Center

Tech Soup: The Latest Employment-Related Issues with LinkedIn, Facebook & Twitter

Julie McKee, JD

September 22

11:30-1:00

Hyatt - Crown Center

HR in the Next Decade

Loretta Summers, SPHR

October 27

11:30-1:00

Hyatt - Crown Center

Labor & Employment Law Update

Timothy A. Davis, JD

November 10

11:30-1:00

Hyatt - Crown Center

Internal Investigations: Winners or Losers in the Litigation Lottery

Shelly Freeman, JD

Visit EVENTS at www.shrm-kc.org for Webinars, Seminars & Committee Meetings!

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Using Social Networking Sites in the Recruitment Process:

Brilliant or a Legal Trap?

S

By Dr. Kathleen Dodaro, President of Dodaro & Associates HR Consulting ome say social networking is the best thing that has happened to recruiting. After all, every employer is looking for the finest talent available. The success of an organization depends upon the skills and dedication of its employees. More importantly, individuals and organizations are most effective when their respective values, goals and interests are aligned. It is a well-known fact that the industry of recruiting and interviewing needs to change drastically to address the issues businesses face when they do not properly match an individual to the position. These issues include turnover, poor morale, burnout and employee relations issues.

Unfortunately, the interviewing process alone does not identify the behavioral factors that are essential to determine a good cultural match between the job candidate and the organization.

The decision to hire someone in the past was based on a resume and an interview which identified an individualâ&#x20AC;&#x2122;s skills and education. However, employees are generally fired for their poor behavior. Most managers spent 90 percent of their time on employees who have behavioral issues that create a

disruption to the work environment. Of every ten individuals who are asked to leave a job, only one individual is asked to leave because he or she does not possess the skills necessary to successfully complete the work. This is a clear indication that behavioral issues and social patterns that are not detected in the traditional interview process are very costly.

Is the answer to use social networking sites to identify these behavioral issues and social patterns? According

to a survey conducted by IT Business Edge, over 66 percent of the respondents had already used social networking sites to identify and hire job candidates and another 13 percent of the respondents planned to start using social networking sites this coming year as a major part of their recruiting process. There is no doubt that social networking sites are becoming a very popular recruiting tool. In a webinar recently hosted by Taleo and Pinstripe, it was revealed that social networks

HR@ WORK

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might help fill in the missing links to a recruiter’s strategies. The missing links that are revealed on MySpace, Facebook, Twitter and LinkedIn may be the difference between hiring a good match for an organization and hiring someone that will not support the culture of the organization.

On some of the more informal sites such as Facebook, a person’s age, marital status, gender, sexual orientation, religion and political affiliation are frequently available. Furthermore,

if the individual uploads a picture an employer can usually guess the ethnicity of the individual. Many recruiters would agree that this is valuable information, but is there a downside to this?

Can a recruiter create potential legal issues for the organization by using information found on social networks to make a hiring decision?

It is reasonable to assume that ever yone shou ld k now what they provide online is open to the public.

However, that may not always be true.

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Furthermore, even though the information is open to the public, whether it should be used in the hiring process can create ethical and legal issues.

Here are some general recommendations to consider: remember, you should always seek legal advice from corporate counsel about the advisability of using online searches. This is not an exhaustive list, just a few things to think about.

• Job applicants are protected by Title VII of the Civil Rights Act. This law makes it illegal to discriminate against someone on the basis of race, color, religion, national origin or gender. If you gather information that may include details of a person’s protected characteristics, can it lead to an appearance of discrimination?

• Many times individuals fail to realize that what they are disclosing on a social network to their friends and networks are public in nature. That brings us to the question: As an employer, are you tapping into information that is breaching an individual’s privacy rights, particularly when it comes to health information?

• Issues related to ethics provide another quandary. From an ethical standpoint, what is acceptable and what is unacceptable to use in determining whether a job candidate will be successful in an organization?

There certainly needs to be some organizational guidelines established; the hard part is monitoring this process.

• Last but certainly not least, what about the accuracy of the information gathered? Remember, social networking sites are primarily used to connect or reconnect with former

12/17/09 11:19:35 AM

business associates, friends, and high school and/or college acquaintances. However, these sites are also used to impress others. It would not be unusual for someone to stretch the truth a little. Anyone who has been in the recruiting business for any length of time knows that resumes are frequently embellished. When trying to impress an old classmate, one might very easily embellish a little.

As the economy improves and the labor market tightens, it will be necessary to continue to seek alternate methods to determine whether a candidate is a good match to an organization. However, organizations need to be aware of the r isks involved.

Discrimination claims filed with the EEOC have been on a steady increase since 2007. In 2008, there was a 15 percent increase in the number of claims from the previous year. More than 25 percent of the total claims filed were related to age discrimination. An ideal example of a situation

that could bring about an age discrimination claim is if someone was not hired as a result of his or her age being known to the employer through a social network.

It i s a w e l l-k now n f ac t t h at LinkedIn is a social networking site many baby boomers use. In an example that caused one employer a considerable amount of time and money, a recruiter made a judgment call not to hire a very qualified job candidate because information on LinkedIn lead the recruiter to believe that the candidate was over 50 years old. As a result, a younger and less qualified individual was hired. One may wonder how the more qualified applicant found out what happened. To make a long story short, the answer is that you never really know who your friend is and who your adversary may be on a social networking site! In this particular case, it was difficult to defend the recruiter’s decision. Situations of this nature not only create a liability for the

organization, but may also tarnish the employer’s reputation.

At the very least, recruiters should track the information that is acquired through social networking sites and how it is used in the hiring process.

This will add a significant amount of work to the process, but it will be time well spent if a claim of discrimination is filed. The goal is to record information that could be used to defend the recruiter’s actions.

As we all know, there are many risks out there; organizations need to decide how much risk they are willing to tolerate, and if the risks outweigh the benefits! | Dr. Kathleen Dodaro is President of Dodaro & Associates HR Consulting, a national consulting and training company based out of Denver, CO. It is comprised of a group of individuals who are passionate about helping organizations increase their return on their human capital investment. Dr. Dodaro can be contacted at (303) 638-9273 and kdodaro@aol.com.

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2010 Legislative & Legal Update

By Timothy A. Davis, J.D. Partner, Constangy Brooks & Smith, LLP & SHRM-KC Governmental Affairs Director

A

s this article goes to press, the books on 2009 have just closed and 2010 is a new story yet to be written.

Fortunately or unfortunately, depending on your perspective, 2009 from an employment law-change standpoint could be called the year that never was. In fact, it would be much easier to simply begin and end this article by stating “2010 Update – See 2009.”

The economic crisis, healthcare reform and national security threats took precedent and pushed labor and employment legislation to the side. W hat happens in 2010 will now be subject to the political tides and any deals that are struck during what will likely be a very contentious federal election year. Ultimately, crises will be resolved and political power will consolidate/ change and legislative and administrative agendas will move forward. What follows are this author’s Top Ten best guesses on what the highest priority items will be in Congress. However, the likelihood anything will pass is now very much in doubt with the transfer of the Massachusetts Kennedy seat to a Republican. Stay tuned, it will be an interesting and maybe even an exciting year.

provisions such as mandatory arbitration of first contracts, equal access by union organizers and “quickie” elections are still very much in play. Unless EFCA is significantly watered-down in the Senate, this law could have more impact on the employer/employee relationship than any other since the NLRA in 1935 or Title VII in 1964.

L&E #1: EMPLOYEE FREE CHOICE ACT EFCA is likely to be the first employment legislation considered by Congress in 2010. While the “card check” provision appears dead, controversial

L&E #3: EMPLOYMENT NON-DISCRIMINATION ACT ENDA will pass in 2010 and will add sexual orientation and gender identity issues to the list of protections under Title VII.

L&E #2: WHITE HOUSE APPOINTMENTS TAKE HOLD President Obama moved quickly with his appointments in 2009. Hilda Solis, the new head of the Department of Labor, has had a year to settle in and her warnings to employers that “There is a new Sheriff in town” should be taken seriously. DOL enforcement of the FLSA, FMLA and OSHA will significantly increase in 2010. New EEOC initiatives will also increase the likelihood of very comprehensive investigations into the near-record number of discrimination charges filed in 2009.

Finally, new members (with significant union backgrounds even though the controversial Becker appointment has been rejected in the Senate) will attempt to implement a more unionfriendly agenda at the Labor Board even if EFCA does not pass.

L&E #4: SOCIAL NETWORKING PROLIFERATION The social networking explosion will quickly start finding its way into the courts. The NLRB will rule on the right of employees and unions to use employer email and computers for organizing and will also expand limits on an employer’s right to control out-of-work comments and criticisms in the blogosphere.

Harassment/discrimination charges and suits will explore and expand on the use of cyber world (e.g., Tiger Woods-style) for evidence and proof of transgressions.

State courts and legislatures will evaluate and balance employee privacy rights with employer rights to control property, work rules and public image.

L&E #5: BACK TO WORK INCENTIVES Congress and the White House are considering many different initiatives at this time to get employers to kick-start hiring and get employees back to work.

This should bring unemployment rates down and provide financial incentives for employers to add staff.

L&E #6: PAY WHEN SICK The Healthy Families Act (mandatory paid sick days), Emergency Influenza Containment Act (mandatory paid sick days for flu-related illnesses) and FMLA

Stay tuned! It will be an exciting year.

12

SPRING 2010

have carryover effects into the private sector.

L&E #10: HR JOB SECURITY All of the above, on top of what busy HR professionals already grapple with on a daily basis, means great job security. However, it also creates an even greater need and motivation to implement proactive employment strategies in your workplace. The bottom line is that happy employees who are treated and paid fairly and in accordance with

the law do not usually seek out government investigators, labor unions or plaintiffsâ&#x20AC;&#x2122; attorneys. New legislation is only going to increase the rights and remedies for employees but by taking steps in advance negative outcomes can be avoided or minimized.

Timothy A. Davis, J.D. is an employment lawyer with the firm of Constangy Brooks & Smith, LLP. Tim can be reached at tadavis@constangy.com or (816) 472-6400.

Expansion Act (paid FMLA leave and coverage for employers with 25 employees ) will all be put on hold in 2010 until the economy rebounds. These items are considered â&#x20AC;&#x153;job-killersâ&#x20AC;? and are untenable to Congress in tough economic times.

L&E #7: FLSA COLLECTIVE ACTIONS FLSA litigation will continue to expand (as will investigations by the DOL â&#x20AC;&#x201C; see L&E #2.) What began in California several years ago is now a truly nation-wide phenomenon. HR audits are strongly encouraged to reduce the risks of these extremely costly actions.

L&E #8: PAYCHECK FAIRNESS ACT The PFA will amend the Equal Pay Act and limit the â&#x20AC;&#x153;factors other than sexâ&#x20AC;? that can be used by employers to justify gender-pay disparities. Passage of this law will lead to the next FLSA-style litigation explosion as punitive damages will also be available for the first time in these cases.

L&E #9: SUPREME COURT TEXTING I n 20 0 9, the U.S. Supreme Cou r t accepted a case concerning a public employerâ&#x20AC;&#x2122;s (e.g., city police department) right to monitor personal text messages on a city provided pager. This case will be decided in 2010 and will definitely impact on all public employers and possibly even

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Recognition of the 2009 Volunteer and Contributor of the Year

By Anissa K. Elsey, SPHR, Vice President of Human Resources, Nazdar & 2009 SHRM-KC President

P

erhaps one of the best SHRM-KC highlights each year is the opportunity to recognize our Volunteer and Contributor of the Year. We have to step back and remember that this is a not-for-profit organization that is run by volunteer leaders. Couple that with the fact that most of our volunteers hold demanding positions in the field of human resources and have the usual demands of life (family, etc.). We are fortunate that each year, it is a difficult process to narrow down those who are most worthy of the annual awards. This year, it was my honor to select two incredible women who volunteered and contributed countless hours and delivered quality results to the organization.

VOLUNTEER OF THE YEAR AWARD The Volunteer of the Year Award goes to a SHRMKC chapter member who has volunteered time and talent to SHRM-KC by developing awareness, knowledge or skills which benefit the chapter.

The 2009 Volunteer of the Year Award recipient was Stephanie Fries, Sr. Recruiter/Team Lead for the Administrative Division of Morgan Hunter Companies.

Over the last two years, Stephanie has been the chair of the SHRM-KC Membership Committee. As chair, Stephanie has facilitated monthly new member orientations, welcomed new members into the chapter, and has been instrumental in

We are fortunate: each year, it is difficult to narrow down those who are most worthy of the awards.

14

SPRING 2010

the planning of SHRM-KCâ&#x20AC;&#x2122;s annual membership social events and recruitment campaigns. Stephanie is a volunteer who always steps forward when there is a need, represents the association with great pride and professionalism, and serves as a welcome resource for new members.

In addition to her volunteer role, as a recruiter with Morgan Hunter, Stephanie is constantly working to assist employers and job seekers in the Greater Kansas City Area. Thank you, Stephanie, for your volunteerism and advocacy on behalf of SHRM-KC! CONTRIBUTOR OF THE YEAR AWARD The Contributor of the Year Award goes to a SHRMKC chapter member who has made outstanding contributions to the advancement of the human resources profession in the Greater Kansas City Community.

The 2009 Contributor of the Year Award recipient was Susan Haddad, SPHR, Human Resources Manager at PricewaterhouseCoopers, LLP. Over the past year, Susan has facilitated SHRM-KCâ&#x20AC;&#x2122;s HR Certification Preparation Class. The classes are held twice per year, for twelve weeks in the spring and fall, prior to the HR Certification Institute testing window. Susan has a true passion for advancing the human resources profession by promoting PHR and SPHR certification, and assisting members and non-members in the Greater Kansas City Area to prepare for the exam.

In addition to facilitating the HR Certification Preparation Class, Susan currently serves on the SHRM-KC Board of Directors and is currently fulfi lling the role of President-Elect of SHRM-KC for 2010.

Congratulations to both Stephanie and Susan, and THANK YOU for the value you both bring to SHRM-KC. |

New Salary & Benefits Survey Partnership for SHRM-KC

By Jan White, Human Resources Director, Visiting Nurse Association & 2010 SHRM-KC VP of Finance

I

n keeping with the high standards of the Society for Human Resource Management of Greater Kansas City (SHRM-KC), it is always our intention to provide the best services and products to our membership. SHRM-KC is pleased to announce a new partnership with Actuarial Consulting Services, Inc. (ACS). ACS was introduced to us through our sister chapter HRAM, The Human Resource Association of the Midlands, located in Omaha, Neb.

HR@ WORK

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For over 26 years, the SHRM-KC salary survey has been the premier source of compensation and benefits data for Kansas City area employers.

ACS has successfully produced the HRAM Salary and Benefits Survey for the past two years. Founded in 2002 and headquartered in Omaha, Neb., ACS delivers traditional actuarial/benefits consulting assistance along with claims data warehousing services to its clients, in addition to providing survey services.

The SHRM-KC survey is conducted annually and has been recognized in the community for over 46 years

The 2010 survey will continue to report on compensation policies and programs, as well as projected salary and structure changes. You will find the types of appraisal systems, compensation plans and incentive plans, plus cost control measures reported by industry type. The SHRM-KC Salary and Benefits Survey will assist in assuring your organization is spending compensation dollars wisely by providing current market information and trends for merit budgets and salary-range movement. Each position features an average five year wage history. Below is a sample of a position included in the 2009 survey:

as the premier source of compensation and benefits data in the greater Kansas City area.

As evidenced by the participation level in the 2009 survey (80 participant companies), the number of positions surveyed (245) and total number of employees reported in the survey (28,802), it is obvious that the survey serves as an important reference for employers within the Greater Kansas City employment marketplace.

Individual Job Reports - Sample

2009 SHRM Wage/Salary Survey

A10 Secretary II (Typically Non-Exempt) Under general supervision, performs standard and some advanced secretarial duties. Position requires knowledge of practices and procedures of the function. Receives visitors; reads and routes incoming mail. May take and transcribe dictation. May make travel arrangements and reservations. Schedules appointments for supervisor. Normally requires one to three years experience.

a. Annual Base Wage Summary Counts # of # of Emp's Org's

Average

Base Wage 25th Median %ile

75th %ile

Avg. Min.

Wage Ranges Avg. Mid.

Avg. Max.

Average Wage History1

Extremes High Low Wage Wage

A10 - Secretary II 2005 2006 2007

32,000 31,500

2008 2009

31,000

29700 30500 29700

31,600

29400 31600

30,500 30,500

By Respondent Industry

30,000

Finance/Banking Government He al th Ca re Hospitality/Restaurant I ns ur a nc e Manufacturing Professional Services R e tai l /W h o les al e S er vi c e s Telecommunications Other

2 0 3 2 3 2 2 4 3 2 13

10 0 33 9 38 3 2 7 23 11 18 4

All Respondents

36

320

29,700

29,700 29,400

29,500

25, 193

2 6 , 0 00

37 ,8 3 5

2 2 , 1 65

4 7 , 4 24

3 7, 0 7 6

2 4 ,9 6 0 23, 504

3 6 ,5 0 4 3 5 ,0 4 8

30 , 29 6

37 , 19 1

19 , 50 0

43 , 2 64

30,898

37,795

19,500

52,998

31, 664

33, 135

31, 574

33, 072

3 5 , 38 1

31 , 98 3

28,004

32 , 049

3 5 ,1 9 4

31 , 1 8 5 3 0 ,1 9 2

28, 527 27 , 3 0 0

30,160 30, 867

34, 809 34, 008

2 4 ,2 8 4

3 0 , 68 0

30 , 81 3

27 , 03 6

30 , 75 3

33 , 96 1

23 , 6 6 8

31,575

28,106

31,273

34,632

24,205

38, 053

29,000 28,500 28,000 2005

2006

2007

2008

2009

The data on bonus eligible employees and bonus receivers is below. % Eligible for a Bonus

23.4%

% of Employees Receiving a Bonus

15.0%

WEBSTER UNIVERSITY’S M.A. IN HUMAN RESOURCES

Get the resources you need to manage human resources When hiring employees, companies want people who can do the job — not just look good on paper. An M.A. in Human Resources Management from Webster University gives you the knowledge to do that job and many others. Our faculty has first hand experience of how business theories apply in the real world. To fit your busy schedule, our small classes are offered in the evening. Get the resources you need to manage human resources. Contact us today.

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Kansas City Metropolitan Campus webster.edu/kansascity 1200 East 104th St., Kansas City, MO 64131 Phone: 816-444-1000

12/18/09 11:10:05 AM

Can he see you...

We a re ver y excited about t he en h a nc ement s for the great employer you are? t o t h e o n l i n e s u rIf top talent can’t see what makes you a great employer, that’s a big obstacle to effective vey tool a nd bel ieve recruiting. As an HR Communications Consultancy this new resource will Practice, we’ll uncover your employment value proposition and build a brand that’s true, powerful bring added value to the and visibly unique. Visit nasrecruitment.com or call 913-663-2244 to learn how. results. SHRM-KC will continue to gather salary data through the online survey tool; however, the expanded survey package will offer an enhanced Benefits Survey section with two Creating Demand. Delivering Talent. components to the Wage and Salary Survey an Individual Job Analysis and a General Pay Practices section.

You’ll find the same easy format for all463958_NAS.indd 1 survey data, but with the files as separate documents, it makes it even easier to complete or distribute within the organization for data review.

SHRM-KC is pleased to offer this bench ma rk i ng oppor tu n it y to a l l greater Kansas City employers. We believe you will find it to be a great resource tool at a reasonable price with a much improved benefit section.

Order your copy on l ine at www.shrm-kc.org today! |

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Keller Graduate School 11224 Holmes Road, Kansas City, MO 64131 (816) 941-0430 • F: (816) 941-0239 mnemechek@devry.edu • www.keller.edu For over 35 years, DeVry University’s Keller Graduate School of Management has delivered relevant. Practical graduate education to thousands of students nationwide. Keller offers seven master’s degree programs in management and a variety of graduate certificate programs. Keller’s curriculum is highly responsive to industry trends and taught by working professionals. Convenience and flexibility are emphasized by allowing and providing class’s online, onsite or a combination of both. DeVry University is accredited by The Higher Learning Commission of the North Central Association. Keller Graduate School of Management is included in this accreditation.

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HR@ WORK 17 AM 1/25/10 11:44:24

Are You

Certified?

By Susan Haddad, SPHR, CCP, HR Manager, PricewaterhouseCoopers, LLP & SHRM-KC President-Elect

T

he PHR, SPHR, and GPHR certifications awarded by the HR Certification Institute are the most recognized credentials within the HR Profession. Certification requires not only successful completion of a stringent examination but also includes an experience component that validates the qualifications of the candidate seeking this credential. Certification not only distinguishes you within your workplace, but these credentials also set you apart with recruiters and potential employers – a defi nite consideration in these economic times.

Have you achieved your PHR, SPHR, or GPHR certification? If so, congratulations on your accomplishment! If you are still considering pursuit of this prestigious designation, I encourage you to take the leap and begin planning your path to certification. Regardless of your profile – specialist or generalist, new or experienced – attaining and maintaining your certification status will reflect your commitment to the profession, strengthen the breadth of skills you bring to your organization, and provide you with the confidence to branch out into new areas of experience when an opportunity presents itself.

Still undecided? Changes to the eligibility requirements will be in effect beginning with the May-June 2011 testing window (which as we all know will be here before you know it!).

Current requirements are based on a minimum of two years demonstrated exempt-level HR work experience in order to sit for either the PHR, SPHR

18

SPRING 2010

or GPHR examination. The upcoming changes are significant. According to HR Certification Institute’s website (hrci.org), the candidates most impacted will be: • GPHR candidates who will then be required to have demonstrated global HR experience in order to sit for the exam • Currently eligible SPHR candidates who may only able meet the new PHR requirements • Students who at this time can sit for the PHR exam before they complete the two-year exempt-level experience requirement, but will no longer be able to do so.

In addition, individuals who are certified under the current requirements will not be able to recertify by examination unless they meet the 2011

eligibility requirements. Recertification through continuing education activities will remain an available method to maintain certification.

To put the changes in perspective – today two years of relevant exemptlevel HR experience is required to sit for the PHR, SPHR or GPHR examination.

Guidelines do provide the additional recommendation that PHR candidates have 2-4 years experience, with 6-8 years as a guide for SPHR candidates – but those are recommendations and not requirements. Today there are no specific educational requirements included for eligibility – but that all changes in 2011. With the May/June 2011 testing window there are tiered requirements based on a combination of education and relevant exempt-level HR experience. PHR requirements range from

one-year demonstrated exempt-level HR experience with a Masterâ&#x20AC;&#x2122;s degree or above to four years exempt-level HR experience with less than a bachelorâ&#x20AC;&#x2122;s degree. SPHR requirements range from four years demonstrated exempt-level HR experience with a masterâ&#x20AC;&#x2122;s degree or above to seven years demonstrated exempt-level HR experience with less than a bachelorâ&#x20AC;&#x2122;s degree â&#x20AC;&#x201C; a five-year experience increase for that category.

These changes were not made without careful research and consideration and were implemented to benefit the professional and the profession. One result of this change is the expectation that these new requirements will better assess the candidateâ&#x20AC;&#x2122;s readiness to prepare for and successfully complete the examination.

Hopefully youâ&#x20AC;&#x2122;re now convinced that this year is the time to act towards this next step in your professional growth.

With myriad demands on your time and energy there is no question this step is a big one â&#x20AC;&#x201C; fortunately there are several options available to prepare for the exam, allowing you to determine what works best for your situation.

SHRM-KC, as well as many other organizations, supports credentialing through certification courses. As a SHRM affiliate, we are strong supporters of the SHRM Learning System and use this tool in our sponsored course to prepare individuals for the PHR and SPHR exam. The SHRM Learning System can also be used as a self-study for those learners who desire the flexibility this type of program provides.

In addition, preparation courses are often offered through SHRM state and national conferences. How much of a time commitment should you plan for? SHRM recommends a minimum of 65 hours, but I would estimate most

Have you achieved your PHR, SPHR, or GPHR certification?

candidates spend 70 to 100 hours preparing for the exam. HRCI also makes available for purchase a package of two practice exams that many candidates find extremely useful in completing their final preparation for the exam.

Sounds a little daunting, doesnâ&#x20AC;&#x2122;t it?

There is no doubt the path to certification is long and winding with just as many hills as valleys. But just like the pot of gold at the end of the rainbow, the journey is well worth the payoff.

Certification will not only benefit you

at work, but it will benefit you personally through the confidence you gain as a well-rounded professional and keep you on the path of continued growth through the ongoing continuing education required to maintain your certification. When I first began my own journey many years ago, I had no idea the impact it would have on me personally and professionally. While your own journey will reap different rewards for you, I promise you it will be a journey youâ&#x20AC;&#x2122;ll never regret. |

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HR@ WORK 19 PM 1/27/10 12:03:13

All Roads Lead to

Membership GROWING TOGETHHR: 10 PERCENT IN 2010

By Anissa Elsey, SPHR, Vice President, Human Resources, Nazdar

I

f you were to ask any of the 2010 SHRM-KC Board Members what the number one priority is for the year, you would receive a unanimou s re s p on s e: I nc re a s e/ Ret a i n Membership. We have numerous strategic objectives on our radar for the coming year, and each of them will require significant time and attention; however, we have determined that all of our initiatives must lead to and support our overarching objective to increase and retain our membership.

As a result, we have adopted the theme “All Roads Lead to Membership.”

In other words, while programs and seminars are a key area of focus, we must remember that a key driver of growing and maintaining our membership is delivering quality and timely programs and seminars. Similarly, while we must continue to provide valueadded products and services, such as the Annual Salary and Benefits Survey and Paragon Award, we must focus these initiatives so that they deliver what our members need for advancing the profession. By doing so, we are more likely to retain our existing members and gain additional ones.

We are fortunate to have formed a strong Membership Committee with dedicated volunteers who all have a

20

SPRING 2010

passion for this key area of our organization. We began the year with a kickoff meeting where we discussed and agreed upon the initiatives for which we will focus, and the specific metrics that will monitor our success. We will measure, track and report our metrics on the SHRM-KC Balanced Scorecard.

adopted in keeping in line with our parent organization, SHRM. This goal is to increase our SHRM (National) headcount within our membership.

Our plan is to reach out to local SHRM at-large members who are not currently affi liated with a local chapter for inclusion into our organization.

BALANCED SCORECARD METRICS (SPECIFIC TO MEMBERSHIP): • Percent Growth in Net Membership: This metric tells us that we are both bringing in new people and retaining existing members.

We have numerous initiatives in place to grow our membership and our plan is to grow by 10 percent in 2010.

• Percent of New Members Who Are Satisfied from New Member Satisfaction Survey: This metric gauges the satisfaction levels of our new members and is a lead indicator for the next metric.

• Percent of New Members Who Renew Membership After Year One: This is a lag indicator reflecting our ability to retain members beyond their fi rst year of membership.

• Percent of Members Who Are Members of the National SHRM Organization: This metric was

2010 MEMBERSHIP INITIATIVES: • We will host two Recruitment Socials • Spring Social on April 29, 2009 – Please check often at www.shrm-kc.org for information on location, time and details.

• Fall Social – Details can be found at www.shrm-kc.org later in 2010.

• Guests who join SHRM-KC on the day of a monthly meeting will receive a $25 discount off his/her annual dues • Incorporation of a new discounted renewal structure providing for multiple year discounts • One Year = $100; Two Years = $150; Three Years = $225 • Enhanced correspondence with new members • Strategic Alliances to enhance our affi liations and bring added-value to our members.

MEMBERSHIP REFERRAL PROGRAM How can you benefit from referring a new member to SHRM-KC? We have a referral incentive that will reward you with a $10 Plaza Gift Card for every member you recruit into the organization. Additionally, you and your new member will receive recognition at an upcoming monthly program.

BENEFITS OF MEMBERSHIP When recruiting new members to join SHRM-KC, it is important to remind them of the many benefits of being a member. While it would be impossible to list all the benefits of SHRM-KC membership, below we have listed some of the top benefits: • HRCI Certification Classes – As a SHRM-KC member, you can sign up for HRCI certification classes for a discounted rate. Your participation in this class is only $595 (versus $795 for non-members). This includes the SHRM Learning System (which is a $695 value by itself), 13 facilitated 2.5 hour sessions, and pre- and posttests.

• Salary and Benefits Survey – The Annual Salary and Benefits Survey that is sponsored by SHRM-KC offers one of the most prestigious and affordable surveys of its kind specific to the Greater Kansas City region. It is a robust survey that offers deeper discounts for those who participate by providing valuable survey data.

• Committee Involvement – SHRMKC offers numerous opportunities to get involved and to network by meeting new people and giving back to the community. For a complete list of committees and contact information, please visit our website at www.shrm-kc.org.

• Paragon Award – SHRM-KC offers a fantastic opportunity for you to gauge your company’s level of excellence in the five specific Facets of Excellence, which combined make up the prestigious Paragon Award. You can apply for one Facet

at a time or all five. Or if you would prefer, you can use the on-line Facet Questionnaires as an internal HR audit tool within your organization to determine your level of readiness.

• Networking – In addition to our monthly meetings and seminars, we host after-hour socials during the year for you to meet HR professionals and consultants. Additionally, as a SHRM-KC member, you will have access to our on-line

462946_Johnson.indd 1

member roster to identify others in the Kansas City region who are members of the organization.

We look forward to a successful recruitment and retention campaign this year and welcome any new ideas you may have. The 10 percent goal to increase our membership growth will be a challenge for the coming year; however, it is a challenge we fully embrace and one of our commitments to making your experience with SHRM-KC all it can be. |

Johnson County Community College We offer courses to help those looking to enter the HR field and those looking to obtain their PHR and SPHR. ■ SHRM—Essentials of HR Management ■ SHRM—Learning Systems® The following courses have been approved by the HRCI for recertification hours: ■ Coaching for Improvement ■ Delegating for Results ■ Developing Others ■ Essentials of Leadership ■ Getting Started as a New Leader ■ Influential Leadership ■ Leading Change ■ Making Meetings Work ■ Managing Performance Problems ■ Resolving Conflict ■ Retaining Talent ■ Setting Performance Expectations

Call 913.469.4420 for more information.

www.centerforbusiness.org HR@ WORK

21

1/16/10 10:18:37 AM

INDEX OF ADVERTISERS

ATTORNEYS Constangy, Brooks & Smith, LLP ..... 10 McAnany Van Cleave & Phillips ....... 22 Spencer Fane Britt & Browne LLP ..... 6 ATTORNEYS, EMPLOYMENT & LABOR LAW Constangy, Brooks & Smith, LLP ....... 4 Shook Hardy and Bacon LLP .............. 8 CONSULTANTS HROI ......................... inside front cover

EMPLOYEE BENEFITS Cretcher Heartland ............................. 4 IMA of Kansas, Inc ............................. 19 Thomas McGee LC ........................... 22 UBS Financial Services ........................ 7

EMPLOYMENT ATTORNEYS HROI ......................... inside front cover

FINANCIAL SERVICES UBS Financial Services ........................ 7

FINANCIAL WELLNESS Waddell & Reed .................................11 HIGHER EDUCATION Columbia College-Kansas City MBA Program ................................ 13 Devry University .........17, inside back cover Friends University .............................. 22 Johnson County Community College - Center for Business & Technology ................................. 21 Kansas State University Div. of Continuing Education ............. inside back cover Newman University, School of Business ....................................... 4 Ottawa University .............................. 17 Webster University ............................ 16 HR INFORMATION SYSTEMS Ultimate Software Group ................... 6 INSURANCE Coventry Health Care of Kansas ........... outside back cover PAYROLL PROCESSING ADP ....................................................... 8 Ultimate Software Group ................... 6 RECRUITMENT ADVERTISING NAS Recruitment Communications ........................... 17 RETIREMENT PLANS Financial Services ........................ 7

12/18/09 12:46:09 PM UBS

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RETIREMENT/PRE-RETIREMENT PLANNING UBS Financial Services ........................ 7

Thomas McGee LC 920 Main Street, Suite 1700 Kansas City, MO 64105 816-842-4800 | 816-472-5018 fax www.thomasmcgee.com Celebrating our 100th anniversary in 2010, Thomas McGee, L.C., is located in downtown Kansas City, Missouri. We offer a systematic, strategic audit approach to packaging benefits that’s unique. Our benefits team understands the many challenges employers face in offering a comprehensive employee benefit program and our diagnostic approach is based upon each client’s specific needs. At Thomas McGee, we are a family – our associates and our clients. This close relationship allows us to get to know you and your business and to successfully work together to achieve mutual goals. Call us and put our extensive resources and experienced staff to work for you today.

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Start earning tomorrow's MBA today. www.keller.edu I 816-941-0367 2 Kansas City locations | I-435/Holmes and 11th & Main DeVry University is accredited by The Higher Learning Commission of the North Central Association, www.ncahlc.org. Keller Graduate School of Management is included in this accreditation.

Program availability varies by Location. ©2010 DeVry Educational Development Corp. All rights reserved.

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1/27/10 10:29:57 AM

Online Master’s Degree in Industrial/Organizational Psychology Earn a master’s degree to enhance your skills and career.

This program is offered online with a two-week summer on-campus component.

Earn a master’s degree to enhance your skills and career possibilities in Human Resources.

• Affordable • Flexible • From a Nationally Recognized University K-State’s Industrial/Organizational Psychology master’s program offers working professionals a convenient way to earn a degree without having to return to campus full time.

K-State offers many other distance education programs.

Visit www.dce.k-state.edu/distance to learn all about your options.

Or contact us at informationdce@k-state.edu or call 1-800-622-2KSU (2578). . . . . . . . . . . . . . . To

learn more, visit: www.dce.k-state.edu/artsci/industrialpsych

................

Kansas State University Division of Continuing Education

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2/1/10 8:29:29 AM

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