IPMA-HR Office Closed November 26-27

In observance of Thanksgiving, IPMA-HR’s office will be closed Thursday, November 26, and Friday, November 27. To contact our office, please call (703) 549-7100 and press zero. This will allow you to leave a message in our general mailbox, and we will return your call the next business day. You may also press one for the dial-by-name directory to leave a message for the person you are trying to reach, or you may send an e-mail.

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IPMA-HR Files Comments on ADA Amendments Act Regulations

On November 20, 2009, IPMA-HR, the National Public Employer Labor Relations Association and the International Municipal Lawyers Association filed comments in response to the Equal Employment Opportunity Commission’s (EEOC) notice of proposed rulemaking. The rules implement the ADA Amendments Act passed by Congress in 2008 and effective January 2009.

The associations thanked the EEOC for providing concrete examples but also expressed concern.

“The proposed regulations are very broad in some areas, and this could lead to unnecessary litigation,” said IPMA-HR Executive Director, Neil E. Reichenberg. “In defining a disability the Commission is proposing to eliminate consideration of the condition, manner or duration of an impairment and this could lead to confusion for employers. The Commission is also proposing changing the definition of the major life activity of working. This is language that courts have been interpreting for years. To replace it with the less well-defined term ‘type of work’ could lead to more litigation.”

The associations highlighted these areas as well as other concerns with the definition of a disability—such as the Commission-created list of per-se disabilities and the proposal to allow regarded-as disabled claims based on symptoms alone.

At this point, the regulations are only proposals. The final regulations are expected in 2010 and will likely differ in some ways from this proposal. A copy of the comments is available on IPMA-HR’s advocacy page.

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Most U.S. Companies Holding Steady on Next Year’s Salary Increases and Bonus Payouts

LINCOLNSHIRE, Ill. – Despite tighter corporate budgets and continued pressure to mitigate costs, a new survey from Hewitt Associates, a global human resources consulting and outsourcing company, reveals promising news for cash-strapped workers. Unlike last year, most U.S. companies are keeping their compensation budgets intact for 2010, making just minimal changes to salary increases and employee bonuses. In addition, the number of companies planning to freeze or reduce salaries has declined dramatically compared to last year, as companies cautiously anticipate signs of an economic recovery.

Hewitt’s survey of 555 large employers reveals that base salary increases for salaried exempt, salaried nonexempt and nonunion hourly employees are expected to be 2.5 percent in 2010, down slightly from companies’ original projections of 2.6 percent. Executive employees are now projected to receive increases of 2.4 percent, down from 2.5 percent, and union workers can expect an increase of 2.3 percent, down from 2.6 percent. While 2010 base salary increases have dropped slightly from companies’ original projections, these changes are much less drastic than the reductions employers made at this time last year. Hewitt’s research showed that in October 2008, employers planned to reduce base salary increases for all employee groups by at least one percentage point over their original projections. Actual pay raises for workers in 2009 were 1.8 percent for salaried exempt, 1.4 percent for executives and 2.2 percent for union employees.

Also encouraging, Hewitt’s survey shows dramatic decreases in the number of companies planning salary freezes or salary reductions in 2010. While the challenging economy compelled nearly half (48 percent) of companies to freeze salaries in 2009, just 17 percent are considering doing so in 2010. No companies in Hewitt’s survey anticipate salary reductions in 2010, compared to 10 percent in 2009.

Variable pay budgets, or performance-based awards that must be re-earned each year, are also expected to shift slightly for most employee groups in 2010. For example, spending on variable pay as a percentage of payroll for salaried exempt workers is now budgeted to be 11.2 percent, down from companies’ original projections of 11.7 percent. However, variable pay bonuses for nonunion hourly and union employees are projected to rise from 6.4 percent and 5.4 percent to 6.5 percent and 6.0 percent, respectively.

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NACE Index Shows College Recruiting Will Continue Decline Over Fourth Quarter

BETHLEHEM, Pa. – College recruiting activity will likely continue to decline over the next three months, according to results of a new survey by the National Association of Colleges and Employers (NACE). 

NACE recently instituted a monthly poll of its employer members to gauge the college job market on an on-going basis. The first poll was conducted Oct. 3-Nov. 2 and represents expectations over a three-month period (October through December).

Results are reported as an index for recruiting activity and an index for college hiring, with scores ranging from 0 to 200 (100 represents no change; scores below 100 represent an expected decrease; scores above 100 represent an expected increase).

The overall recruiting activity index for October is 92.6, indicating that college recruiting activity will continue to decline over the next three months. The college hiring index for October is 86.8, indicating that hiring levels will also continue to decrease in the short term.

The index appears negative on the surface, but a deeper look suggests some positive movement.  

“In our current poll, 25.8 percent of the respondents reported some increase in the level of college hiring. This compares with only 17 percent that expected to increase hiring in August,” said Marilyn Mackes, NACE’s executive director.

In addition, October unemployment figures for bachelor’s degree graduates are promising: According to the Bureau of Labor Statistics, the unemployment rate for college graduates holding bachelor’s degrees stands now at 4.7 percent—down from 4.9 percent in September. (The overall unemployment rate—10.2 percent—is up, reflecting steep unemployment rates for those with less than a bachelor’s degree.)

NACE’s next poll will be conducted Nov. 2 –Dec. 1; results will be reported on NACE’s Web site.

About the NACE Index: The NACE Index reflects results of a monthly poll conducted among NACE employer members. From Oct. 3-Nov. 2, 2009, NACE polled 309 of its employer members on their recruiting and hiring activity over the next quarter; 48 percent, or 148, responded. Results are reported as an index for recruiting activity and an index for college hiring, with scores ranging from 0 to 200 (100 represents no change; scores below 100 represent an expected decrease; scores above 100 represent an expected increase).

Since 1956, the National Association of Colleges and Employers (NACE) has been a leading source of information about the college job market. NACE is headquartered in Bethlehem, Pa.

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Employers Should Prepare for Turnover When Economy Improves

PHILADELPHIA, Pa. – Employee turnover is expected to rise next year as a new survey shows that many workers are unhappy with their present jobs. Sixty percent of employees intend to leave and an additional one-in-four are networking and updating their resumes, according to research from Right Management. Right Management is the talent and career management expert within Manpower, the global leader in employment services.

Right Management surveyed more than 900 workers in North America and asked: Do you plan to pursue new job opportunities as the economy improves in 2010?

60% - Yes, I intend to leave
21% - Maybe, so I’m networking
6% - Not likely, but I’ve updated my resume
13% - No, I intend to stay

“The study provides a barometer of employee engagement in the workplace, with results that might alarm and surprise many employers,” said Douglas J. Matthews, President and Chief Operating Officer at Right Management. “Employees are clearly expressing their pent up frustration with how they have been treated through the downturn. While employers may have taken the necessary steps to streamline operations to remain viable, it appears many employees may have felt neglected in the process. The result is a disengaged and disgruntled workforce.”

Matthews cautions that the best workers are mobile in any economy. “We know that people are attracted by career development opportunities, attaining work/life balance and working for an innovative company culture. If management doesn’t provide employees with these opportunities, then workers are going to take their knowledge and skills elsewhere. Talented staff can change jobs because they can and want to, not because they have to.

“As leaders, we need to accommodate different lifestyles and work choices and find ways to balance these with business needs to ensure high levels of productivity and performance,” Matthews said. “This influences how organizations attract, engage and retain talent. A segmented, customized and flexible talent strategy is critical to stem the alarming levels of employee turnover anticipated next year.”

Right Management surveyed 904 employees in North America via an online poll. The survey ran between October 19 and November 5, 2009.

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Applications for 2010 Personnel Managers’ Exchange Program Being Accepted Until Jan. 10, 2010

IPMA-HR is pleased to announce the Personnel Managers’ Exchange Program with the Public Sector People Managers’ Association (PPMA), formerly the Society of Chief Personnel Officers, in the United Kingdom. This cooperative effort is undertaken by IPMA-HR and the PPMA and is open to all IPMA-HR members from the local level of government. One IPMA-HR member will be selected to attend the PPMA annual conference that will be held from March 22-23, 2010, at the London Hilton Metropole Hotel in London, England. The IPMA-HR representative will attend the PPMA conference free of charge, and will receive complimentary hotel accommodations. The representative will also receive $500 from IPMA-HR to assist with travel expenses. The participant will be responsible for other expenses, which may be tax deductible.

To be considered to attend the 2010 PPMA Annual Conference, please print out the application, which can be found online here, fill it out, and send it to Neil Reichenberg, Executive Director, IPMA-HR, 1617 Duke Street, Alexandria, VA 22314; Fax: (703) 684-0948. Application forms must be received no later than Jan. 10, 2010.

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United Nations Still Accepting Nominations for 2010 Global Contest Seeking Excellence in Delivery of Public Services

In continuing efforts to promote and support innovations in public service delivery worldwide, the United Nations is calling for nominations for its 2010 Public Service Awards.

The seventh annual United Nations Public Service Awards are open to local or national public organizations as well as public-private partnerships involved in essential service delivery to citizens. Nominations can be made online (click here) until December 31, 2009.

Institutions interested in competing cannot nominate themselves. Instead, they must be nominated by governments and civil society organizations for their achievements and performance in one of the following categories: improving transparency, accountability and responsiveness in the public service; improving the delivery of services; fostering participation in policymaking decisions through innovative mechanisms; or advancing knowledge management in government.

“The United Nations has long recognized that effective governance and efficient public administration are central to the global development agenda, and particularly in achieving the Millennium Development Goals,” United Nations Secretary-General Ban Ki-moon said while addressing the 2009 Public Service Awards winners and finalists earlier this year, reminding them that the ingredients for efficient and equitable public service delivery are “commitment, hard work, innovation, talent and technological know-how.”

Established by the Economic and Social Council in 2003 to promote better service delivery by governments, the United Nations Public Service Awards promote exemplary public service and recognize that democracy and successful governance are built on a competent civil service. The most prestigious international recognition of excellence in public service, they reward the creative achievements and the contributions of public service institutions to a more effective and responsive public administration in countries around the world.

Award recipients will be selected by the United Nations Committee of Experts on Public Administration. Winners and finalists for 2010 will receive a trophy and a certificate of recognition during the United Nations Public Service Awards Ceremony and Day on June 23, 2010.

For background information about the United Nations Public Service Awards and past winners, please click here.

Contact Information in the Division for Public Administration and Development Management, Department of Economic and Social Affairs: Haiyan Qian, director, qianh@un.org; John-Mary Kauzya, chief, Governance and Public Administration, kauzya@un.org; or Adriana Alberti, coordinator of the United Nations Public Service Awards Programme, +1 212 963 2299, alberti@un.org.

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Only About Two Weeks Left to Give Back Through GovLoop

GovLoop, an online community for government employees, recently announced the GovLoop “AwesomeGov” Charity Fund as a way to give back to the community. The AwesomeGov fund aims to highlight, honor and support government by raising awareness about government-related individuals, groups and programs that are inspiring in their ability to create impact and make government better. From now until Dec. 15, GovLoop will donate $1 for every person who joins GovLoop. Visit the GovLoop Web site for more information; it is free to join.

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Nov. 30 Deadline for IPMA-HR Members to Apply to be on 2010 IPMA-HR Committees and Taskforces Fast Approaching

November 30 is the deadline for IPMA-HR members to apply to be on 2010 committees and taskforces. For 2010, the association is seeking members interested in serving on the following committees/taskforces:

Awards Committee
The committee is responsible for evaluating the nominations for the association’s annual Honorary Life Membership and the IPMA-HR Awards for Excellence, which are submitted by the general membership, and to make recommendations to the Executive Council in accordance with the association’s bylaws. The committee’s work is done through mail, e-mail, and conference calls. Members of the committee must be willing to review the documentation supporting the nominations.

Benchmarking Committee
This committee manages the Association’s human resource benchmarking initiative. The work of the committee is done through e-mail and conference calls.

Fellowship Committee
The purpose of this committee is to review and evaluate the applications of 1) IPMA-HR members for the association’s graduate study fellowship and 2) scholarships for the children of IPMA-HR members seeking undergraduate degrees. The committee members make recommendations to the Executive Council of the individuals who will receive the fellowships and scholarships. The work of the committee is done through mail, e-mail, and conference calls. Members of the committee must be willing to review the documentation supporting the nominations.

Member Communications Taskforce
The Member Communications Taskforce assists the association in developing effective member communication tools. The work of the task force is done through e-mail and conference calls.

Publications Advisory Board
The Publications Advisory Board reviews articles submitted for possible publication in IPMA-HR’s professional journal, Public Personnel Management, and suggests possible relevant topics to be addressed in the journal and other association publications. The work of the Advisory Board is done through mail and e-mail.

Successful Practices Taskforce
This taskforce assists in the identification and review of successful HR practices that can be posted on the innovations page on the IPMA-HR Web site. The work of the taskforce is done through e-mail and conference calls.

To apply to serve on one of these taskforces or committees, please click here, print and fill out the required form, and return it by Nov. 30, 2009, to: IPMA-HR President-Elect Maggie Whelan, IPMA-CP, International Public Management Association for Human Resources, 1617 Duke Street, Alexandria, VA 22314, or fax it to (703) 684-0948.

Whelan will consider all requests submitted by interested members to serve on committees and taskforces. However, to ensure effective coordination and communication among members of committees/taskforces, size consideration must be taken into account, limiting the numbers of members who can serve on them.

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On the Calendar

January 13, 2010
Online Course
Developing Competencies for HR Success

March 12, 2010
Virginia Chapter IPMA-HR Spring Conference
Marriott Newport News at City Center
Newport News, Va.
Contact Cindy Taylor, either by phone at (804) 748-1552, or by e-mail at taylorc@chesterfield.gov for more information.

April 24-28, 2010
Southern Region Conference
Oklahoma City, Okla.

April 28-30, 2010
Western Region Conference
San Diego, Calif.

June 6-9, 2010
Central Region Conference
Middleton, Wis.

September 19-22, 2010
Eastern Region Conference
Adlephi, Md.

October 2-6, 2010
2010 International Training Conference & Expo
Sheraton Seattle Hotel & Towers
Seattle, Wash.
Contact IPMA-HR Director of Membership and Professional Development Jessica Allen at jallen@ipma-hr.org for more information. Check the Web site at www.ipma-hr.org for conference updates.

Watch the HR Bulletin and our Web site for more information on educational opportunities.