Post on 19-Mar-2016
description
The Local Network & WorldatWork Partnership
andMentoring Program Overview
CFCBAThursday, April 15th
Facilitated by: •Bob Holmes, CCP, MAHR•Sr Compensation & Benefits Analyst, CSL Plasma Boca Raton, FL•2009-11 WorldatWork SSE LN Advisory Board Member
Agenda The Local Network & WorldatWork Partnership
Understanding & Leveraging a relationship with WorldatWork
Facts, Advisory Boards and the Local Network (LN) Key Learnings of the LN
Revenue Streams, Course & Meeting Attendance, Membership, National/Global influences, Surveys offered, LN Resources, LN SUCCESS stories
WorldatWork Local Network Leader Website resources Mentoring Program Overview
Overview, Why Mentoring Programs & Background General Guidelines Mentor/Mentee Pairings KickOff Meeting : Discussion/Closing
FINAL Q & A - Closing
The Local Network & WorldatWork PartnershipUnderstanding & Leveraging a relationship with WorldatWork
WorldatWork Facts Founded in 1955 (ACA) –> 2000 (WorldatWork) – Present World’s largest Human Resources association focused on compensation,
benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce
Network of nearly 30,000 members in more than 100 countries Offers: Training, Certification, Research, Conferences, Networking Offices in Scottsdale, AZ and Washington, D.C. 96% of Fortune 1000 represented 45% of membership identifies at Sr level or above Majority of membership has at least 10 years of HR experience
Advisory Boards Appointed to 3 year voluntary terms Pivotal for WorldatWork to develop Strategic thought leaders, collaborators and action catalysts
LN Advisory Board Background Established 1993: Group Partner Networks (GPNs) 2006: renamed to Local Networks (LNs)
LN Advisory Board Role Communicate the status of WorldatWork operations, new products and services Assess LN needs: serve as WorldatWork goodwill ambassadors to local organizations Assist Local Network organizations in troubleshooting and solving organizational
challenges Facilitate networking and joint ventures with fellow LN members & other local HR
organizations
LN Advisory Board Structure Monthly 1hr joint conference calls with the LN staff (Lisa, Rae, Jenny) AB to LN Modes of communication:
2009: Bimonthly EA (Events Administrator) calls – certification course focus 2010: Bimonthly LN Connection Conference Calls – 1hr ; 5-6 total for the year; subject matter formats
Feb 2010: LN Leadership Matrix; Board Succession; Mentoring Programs March 2010: Online Community Groups May 2010: Leadership Conference Roadmap (after the LN Conf)
2009 – Present: Bimonthly SSE Region Conference Calls: 20 – 30 minutes Format is casual checking in and discussing/brainstorming important LN issues Minutes sent out to all 15 LNs
The Local Network & WorldatWork PartnershipUnderstanding & Leveraging a relationship with WorldatWork
The Local Network & WorldatWork PartnershipUnderstanding & Leveraging a relationship with WorldatWork
LN Advisory Board Structure US & Canada: 7 regions & 1 chairperson
+ CANADA
+ Bermuda
+ Caribbean
The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork
LN Leadership Website: http://www.worldatwork.org/localnetworkleaders
LN Leadership Matrix : +60 tools, presentations and templates
The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork
Increasing Revenue Streams LN Connection Calls & SSE Conference Calls Creation of the Membership Management Program (MMP) – 2008
Nearly 50 of the 70 LNs are part of the MMP 2yr transition to implementing the Revenue Share Program – 2010
Nearly 20 of the 70 LNs have implemented the Revenue Share Program Charlotte Area Compensation Council & Richmond Compensation Association
Local Association of the Year Award WorldatWork Scholarship Awards : Up to 20 per year
Increasing Membership LN Connection Calls & SSE Conference Calls Cooperative arrangements with local HR groups; co-sponsored
events; website link resource sharing; Building synergies w/local groups: offer to speak on C/B/Total
Rewards at their meetings; set up booths at their events; offer membership discounts to local HR Assoc members to join LN; build the Online LN Community Group (launched April 2010)
The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork
Increasing Course Attendance LN Connection Calls & SSE Conference Calls; WorldatWork Staff support Offer discount for multiple attendees from the same company and/or for
local HR Association chapter members Coordinate with other LNs in your area to offer reciprocal pricing: TX & FL Cooperative arrangements with local HR groups; co-sponsored events;
website link resource sharing
Increasing Meeting Attendance LN Connection Calls & SSE Conference Calls Pay in advance and/or charge if ‘no show’ Clearly define your LN value proposition; Cooperative arrangements with
local HR groups; co-sponsored meetings with other local HR Associations; website link resource sharing
Building synergies w/local groups: offer to speak on C/B/Total Rewards at their meetings; set up booths at their events; offer membership discounts to local HR Assoc members to join LN
The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork
National & Global influences of WorldatWork 2008 WorldatWork opened an office and training facilities in
Washington DC
The PUBLIC POLICY team is responsible for anticipating and addressing regulations and legislation that could affect total rewards and HR professionals
WorldatWork provides official comments, information, data and resources on total rewards to public policy makers in order to help educate, inform and improve public policy impacting total rewards
The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork
National & Global influences of WorldatWork – Public Policy Team
The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork
Surveys Offered Annual Salary Budget Survey Annual Benefits Survey Employee Engagement Survey Total Rewards Integration Survey Paid Time Off Practices Survey Snapshot Survey: Retirement Options in the U.S. Survey Performance Management Survey Compensation Policies & Practices Survey Sales Compensation Practices Survey Random Surveys on timely issues: past surveys available online
(~100) Does your company use a TPA for your Stock Option Program? (Feb 2001) Changes to COBRA in 2009 (extended into 2010), allowed terminated ees to obtain a
65% premium subsidy for their continuing medical coverage. What impact, if any, do you think this subsidy has had on your organization’s health claims? (Feb 2010)
The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork
WorldatWork Resources for the LN Local and National best-practice sharing
LN Leadership website and the LN Leadership Matrix
Training program sponsorships – Cert Courses & Connection Calls Marketing support – Collateral, Email, LN Online Community Groups, TOMM
Marketing WorldatWork Database access – Membership Directory Networking with fellow LN members
Bimonthly SSE Conference Calls & Annual LN Conference
Dedicated Local Network (LN) Staff Lisa Levey – Manager Public Education Rae Maré – LN Liaison Jenny Starbuck – Public Education Programs Analyst
The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork
A few really GREAT LN Success Stories Greater Toronto Association – Jason Farris
2006 LN formed: 0 –> 260 members 2008 Sponsored first annual all Canadian conference in partnership with the Ottawa Region Rewards
Association and WorldatWork 2010: Toronto Sept 14-16
Upstate Total Rewards Association (UTRA; Buffalo, NY) – Rosemarie Sweeney 2009 New LN!! : great attendance at their first local sponsored cert course, already part of Revenue
Share Program, +100 members, recently established and elected their BOD : EAGER Arizona Total Rewards Association (ATRA; Phoenix, AZ) – Dave DeLattre
2009 New LN!! : AZ’s first multi-industry association dedicated to the development of the total rewards HR professionals; already part of Revenue Share Program, +160 members : EAGER
Texas Alliance – Jeana Smith & Ericka Collier State Wide conference held with mixed results: generally local participation; lacked cooperation 2008 First State-wide Annual Total Rewards conference transitioned to a concerted cooperative alliance
between all four TX LNs (Houston, Austin, San Antonio, Dallas/FtWorth) with financial assistance from the other groups to the host city.
2009 Houston TR Conference: the other cities held committee leadership roles 2010 formalizing the alliance as a non-profit organization: by-laws, logo, RFP management company;
defining roles/responsibilities 2011 Dallas will host this state-wide conference
The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork
Any Questions?
The Local Network & WorldatWork Partnership
Understanding & Leveraging a relationship with WorldatWork
Key Learnings of the Local Network : LN issues ↔ WorldatWork
Mentoring Programs Overview
My Background & LN lessons learned
SFCBA: 4th year of program Focus: HR Students & University outreach
CACC: 3rd year of program
Focus: Young Comp/Benefits professionals
Key Steps & Considerations
Mentoring Programs Why Mentoring Programs?
Meets the underlying purpose of the LN Association
Provides opportunities for education, advancement and networking
Provides Outreach, Growth & Commitment of the LN Membership
Promotes Community Corporations employing professionals at entry and
advanced levels Working professionals reaching out to
Universities/Colleges teaching students
Mentoring Programs Background
LNs implementing sustained, successful programs CACC: Charlotte Area Compensation Council
145 active members Focus: young C/B professionals 8-10 pairs per year
SFCBA: S Florida Compensation/Benefits Assn 100 active members Focus: graduate students in the local area 4-5 pairs per year; ~50% mentees have joined
SFCBA after program completed
Mentoring Programs General Guidelines
Defined Start/Stop to Program Define roles
Mentor: provides availability & leadership Mentee: drives the relationship
Feedback Timing: Continual; defined at Mid Year & End of
Year What works, what doesn’t, any improvements?
Mentoring Programs General Guidelines
Mentor/Mentee Roles What they are What they are not
Student Membership & Mentor/Mentee relationships provide: Students with opportunities to learn from professionals Facilitates the building of connections with the HR community which assists in building successful careers
Forms stronger links between LN Association and its members. In the case of student-focused program, stronger links are formed with Universities training Comp/Benefits/HR professionals and those they are training
All participants have the LN meetings in place to help facilitate meeting
Lessons learned from successful programs & extensive research on primary roles
Mentee drives the relationship Mentors are available
Mentoring Programs General Guidelines
How to create a successful mentoring relationship Mentor/Mentee Kickoff Meeting attendance
Get acquainted and review goals/concerns Schedule another meeting (phone, in person after an LN event) to further
define goals/concerns Clarify expectations, set reasonable goals for the next 8-9 months Meet/talk at least once a month Mentees drive the relationship! (mentor should step in if nothing happens)
Ideas of things to do for mentors and mentees Mentor/Mentee exchange resumes Generate a list of questions to ask your mentor or mentee What advice would you give me at my current career stage? What is the greatest lesson you have learned? Shadow your mentor Discuss in detail a current work project the mentor is working on
Mentoring Programs Mentor/Mentee Pairings
Mentor MenteeIntroduce Mentor Introduce Mentee
Mentor-at-Large : Introduce Mentor
CACC: matching pairs done via ‘speed interviews’: Kickoff reception each mentee spends 10minutes interviewing each potential mentor. Mentees give Facilitator top 3 mentor choices; Facilitator pairs per mentee choices
SFCBA: matching pairs done via mentee resume/interview with Facilitator; Mentors submit interest/experience grid to Facilitator: matched accordingly
Introduce Mentor Introduce Mentee
Mentoring Programs KickOff Meeting : Discussion/Closing
Open Forum – let’s discuss Examples
What happens if either pair loses interest? What do I do if my mentee hasn’t contacted me (re. it’s now January and I’ve heard
nothing since late October)? Will the Facilitator contact me or should I contact them? Other questions?
Involve Leader/BOD member as needed, they will also be in contact with you per progress, updates, feedback, etc.
Mid-Year Feedback Survey & Conference Call Saturday, Feb 20th 1:30-3:30pm
Close Out Program: May 2010 Saturday, May 8th 9:00-11:00am
LinkedIn Forum: Subgroup of LN established to assist in networking
THANK YOU… tHaNk YoU… thank you!! GROUP PICTURE : YES, it’s mandatory!!
WorldatWork LN Leader Website
http://www.worldatwork.org/localnetworkleaders Mentor Programs Materials: Grow Your Membership / Informational Resources / Mentor/Mentee Program
Additional LN Materials – continued view of the LN Leader website
FINAL Q & A: ClosingAny Questions?
Here’s to each of YOU!