June 2019 

HR InTouch

The Monthly Newsletter of the Greater Madison Area SHRM

In This Edition

President's Message

By Tammy Wacek, SHRM-CP, PHR
 

Government Affairs & Legal Updates


New Wisconsin Worker Misclassification Task Force
 

Professional Development


Human Capital Conference Photos

 

Compensation and Benefits


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

 

Workforce Readiness


Diversity Workforce Investment at UW Health!

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

 

GMA SHRM Media Relations

Building Your Personal Brand on LinkedIn (It’s Not Just for Hiring!)


GMA SHRM News & Upcoming Events


Meet, Greet and Eat - Lunch with Friends!
June 27 - Pizzeria Uno


June HR Advice Network Roundtables

 

GMA SHRM Member News


Spotlight: The Diversity & Inclusion Committee

Welcome New Members!

Movin' Up

In Transition

 


 

 

President's Message

GMA SHRM
2019 Corporate Partners

Platinum Level

Boardman & Clark Law Firm
Hausmann-Johnson Insurance Group
The Payroll Company
The QTI Group
UW Credit Union
UW School of Business - CPED

Gold Level

Career Momentum
Godfrey & Kahn
Group Health Cooperative of
South Central Wisconsin


Silver Level

Cottingham Butler
M3 Insurance
Reynolds Transfer
Summit Credit Union

Bronze Level

The Alliance
Edgewood College
Littler Mendelson
Madison Capitols Hockey
MRA
Restaino & Associates Relocation

Thank you!


 

Greetings GMA SHRM Members –

I am excited to announce a great turnout for our May conference! I heard a lot of positive feedback on the sessions and I personally enjoyed all that I attended. Dr. Rick Rigsby’s session was amazing and provided straightforward concepts that people in any field can take away. I think my favorite quotes from the day are “You are what you repeatedly do” and “Excellence ought be a habit, not an act”.
 
The Wisconsin State Council is seeking 2021 State Conference Co-Chairs and the deadline is October 27, 2019. Planning a conference is invaluable experience, especially one of this magnitude, and I would encourage you to apply if you are seeking opportunities to broaden your organizational, planning and facilitation skills. More information and the application can be found here.
 
If you have a Human Resources opening at your organization, don’t forget to post it on the http://www.wishrm.org/WISHRMJobs board. This is a very cost effective way to get your position in front of HR professionals. The price is $325 with a $100 discount if you are a GMA SHRM member.
 
Join us for the next Meet, Greet and Eat on June 27th! Details are on our website. Our next Professional Development Summit will be on August 13th focusing on the Strategic Vision for HR.
 
I hope you have a wonderful summer! 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

New Wisconsin Worker Misclassification Task Force

 

Submitted by Brian P. Goodman, Attorney with Boardman Clark and GMA SHRM VP of Programming

On April 15, 2019, Governor Evers signed Executive Order #20, creating a new Joint Enforcement Task Force on Payroll Fraud and Worker Misclassification regarding employee versus independent contractor status. The new task force will be staffed by Department of Workforce Development (DWD) members and will lead increased coordination and investigative efforts among several state departments to ensure employers are correctly classifying employees.
 
What does this mean for employers? State administrative agencies will likely make worker misclassification a priority going forward. The increased coordination between agencies could lead to employer audits from state agencies regarding both employee status and overtime exemption status. Remember, Wisconsin has its own overtime exemption laws, and when those state laws provide greater protection to employees than the federal law, employers must follow the state laws.
 
For example, an independent contractor sues for discrimination, and the Equal Rights Division (ERD) of DWD determines that the independent contractor is actually an employee that can sue the employer for discrimination. The employer now has to defend the merits of a discrimination claim. In addition, ERD might share this conclusion with DWD’s Unemployment Insurance Division. Now, the employer faces a potential audit from the Unemployment Insurance Division because the employer likely didn’t pay unemployment taxes on the employee’s pay, believing at the time that the employee was an independent contractor. Further, if the employer wasn’t paying unemployment taxes on the employee’s pay, the employer faces liability for not paying all other applicable payroll taxes. A standard discrimination case has ended up opening the door to a variety of challenges for the employer. Complicating this situation further, not every law uses the same legal test for determining if an employee is an independent contractor or an employee.
 
Employers should take this opportunity to review their independent contractor agreements to determine if the person is truly an independent contractor under applicable laws. One general factor to consider is that an independent contractor should have the opportunity for profit or loss under the agreement. An agreement that provides that the person is to receive an hourly rate for all work performed likely does not provide such an opportunity for profit and loss, and thus the person might be an employee rather than an independent contractor. These types of contracts in particular should be reviewed and revised with legal counsel, as appropriate.
 

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Professional Development

Human Capital Conference Photos

The 2019 GMA SHRM Human Capital Conference was held May 14, 2019 at the Alliant Energy Center and was a great success.   Dr. Rick Rigsby delivered a moving keynote and followed with a workshop on Building Great Teams.



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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
 

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

Diversity Workforce Investment at UW Health

Submitted by Meghan Walsh, Director of Diversity, GMA SHRM

Since 2016, UW Health has more purposefully aligned resources to focus on strengthening its commitment to developing a workforce that is reflective of the patients and communities it serves. Shiva Bidar-Sielaff became UW Health’s first Chief Diversity Officer and an Allied Health Education and Career Pathways teamed joined Human Resources. Since then, a triple-pronged strategy for advancing diversity, equity and inclusion efforts for patients and staff at UW Health was borne. Investments in Community, Workforce and the Workplace are integral pieces of the framework and drive the type of environment that makes doing remarkable things for our patients, families and staff possible each day. This article is one of a series that will be highlighting unique efforts occurring at UW Health and focuses specifically on the strategy domain of Workforce Investment.

After months of planning, and funded partly by federal and state grants, UW Health launched its inaugural Medical Assistant training program under Bridgett Willey, Director of Allied Health & Career Pathways, in September 2018. The Medical Assistant training program was developed for current employees and others in underrepresented groups looking for a professional development opportunity to move from their current roles to become Certified Clinical Medical Assistants (CCMA). The program is offered on paid work time and all materials are provided at no cost to employees. Presently, 16 employees are enrolled in this exciting new program which is structured to support their learning while they maintain their full-time work at UW Health.

These future program graduates will then be eligible to apply for Medical Assistant positions at UW Health, a role that is in high demand in the labor market. And although UW Health was recognized recently by the Governor for starting the first clinical apprenticeship in healthcare in the state, it’s the positive impact on employee development and economic growth that makes the program even more special.

Additionally, UW Health has also increased its employee enrollment in Learn@Work, another development program offered to entry level staff, a group which sees a higher concentration of diverse employees. Learn@Work occurs on-site and empowers employees with strategies to change their lives through personal, academic, and career development. Employee participants attend classes on paid work time during normal business hours, learning critical workplace skills and developing confidence to pursue additional education, move into leadership positions, clinical roles or other promotional opportunities. With the 2019 class, over 200 UW Health employees will have graduated from the program. Graduates of Learn@Work overwhelmingly experience a positive impact to their earning potential as they secure higher paying roles, position themselves to attend college, and strengthen their engagement within the organization.

At UW Health, providing remarkable healthcare each and every day is achieved through a dedicated and talented group of people. Individuals working together to advance research, heal the ill, prevent disease and promote a healthier community is what drives the organization. This important work wouldn’t be possible without a work environment that encourages growth, nurtures development and invests in all of its people to do their best work each day.

If you would like more information on how to begin or expand workforce development opportunities in your organization, please contact Meghan Walsh, SHRM Diversity Chair at Meghan.walsh@remedystaff.com.

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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

Building Your Personal Brand on LinkedIn (It’s Not Just for Hiring!)

Submitted by: Joan Pajari, Media Relations Committee Member, GMA SHRM
 
According to Jobvite’s most recent Recruiter Nation Study, LinkedIn is the most-used channel for recruiting efforts. Free version or subscription based, you probably have a LinkedIn profile.
 
If you’re just using it as a ‘conduit’ to recruit job candidates, you’re missing out. As Meg Guiseppe said in this SHRM article, “As a recruiter, you understand how important it is for job seekers to have a strong online presence – so invest time in building a brand of your own.”
 
What A Personal Brand Is – and Is Not
A personal brand is how you present yourself online (and offline) to job candidates, folks in and outside your professional circle, people inside and outside of your company and industry. It centers around YOU as an individual. It’s how others see you as a Human Resources Professional while peeking into the window of you as a person, not just your job title. Developing your personal brand is also about establishing yourself as a knowledgeable resource and someone who is trust worthy.
 
For example, take our current GMA SHRM President Tammy Wacek, SHRM-CP, PHR. Tammy’s name brings a specific image and certain characteristics to mind. Although I have only interacted with Tammy on a few occasions, the personal brand she has created emulates herself as an HR professional that is smart, kind, passionate about HR, quick to smile, well-spoken and collaborative. Although Tammy works for WPS Health Insurance, I don’t associate her employer with who she is as a person. This is the essence of a personal brand.
 
Thus, a personal brand is not an extension of your employer’s brand, company mission statement or marketing materials. Where you work can certainly influence your personal brand, but it is not the main defining characteristic.
 
How to Begin
First, make the most out of your LinkedIn profile. Aim for ‘All Star’ status (only you can see that your profile is designated as ‘All Star’).  You can reach All StarStatus by including:

  1. a profile picture
  2. a headline
  3. summary
  4. work experience and
  5. 3 skills

Your Profile Picture
You know the old saying, ‘a picture is worth 1,000 words’? There’s a lot of truth in that, especially with your LinkedIn profile photo. Choose a current photo that looks like you! Why is this important? It helps people at in-person networking events recognize you. If they connected with you on LinkedIn prior to an in-person face-to-face introduction, they will be more likely to walk up to you and initiate a conversation. The Balance Careers provides great tips on how to take and choose a professional photo for LinkedIn.
 
Your Headline
By default, LinkedIn populates your headline with your current job title and employer. Make this section of prime real estate your own! There are a few different approaches to crafting your headline. Only you can decide what style suits you most. The Muse provides 5 styles with examples to guide you in the headline writing process.
 
Your Summary
Think of your summary as an overview of the most important things you want people to know about you. Although the Personal Brand Professional Bio Examples from Hubspot offers templates written in third and first person style, write your summary in the first person. Developing your summary in a third person style is outdated.
 
Your Work Experience & Skills
Developing these sections is fairly straightforward. Some career experts suggest that you only list your work experience and skills from the last 10 to 15 years of your career.
 
You’ve Achieved “All Star Status”; What’s Next?
Now that you’ve put the work into your LinkedIn profile, start getting social and let your personality shine! To begin, aim to spend at least 15 minutes a few days per week commenting on posts. These can be posts made by your network connections or posts made in any LinkedIn Group you have joined. Aim to craft your comment using D.P. Knudten’s ARAT - Appreciation| Recognition| Addition| Task or Takeaway formula (D.P. co-authored The ROI of Social Media ‘Top of Mind’ with Spencer X. Smith, both Madison, WI area residents and social media experts). Per D.P., “ARAT is a recipe for turning every comment you make into what I call an ‘Optimized Comment’ that has the goal of turning every comment you make into a conversation with the poster.” He provides this example:
 
(Appreciation) Thanks for sharing this, (Recognition) @Poster’s Name. (Addition) have you heard of <Possible solution to poster’s challenge>? It’s a tool I used to handle a similar problem, and one I recommend. (Task/Takeaway) If you want to check it out, head over to <Solution’s website>.
 
As you get more comfortable commenting, start sharing content. An industry article you found thought-provoking, your company’s blog, or an article you’ve written on LinkeIn Pulse are a few examples to get you started.
 
In closing, developing your personal brand isn’t something that happens over night. It’s a work in progress and can take months or years to develop. The most important thing is it’s an authentic reflection of YOU.



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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

Meet, Greet & Eat - Lunch with Friends!

 

Thursday, June 27, 2019​

Location: Pizzeria Uno
3010 Crossroads Drive
Madison, WI 
(East side off High Crossing Blvd)


Meet, Greet & Eat with your fellow GMA SHRM Members. Come join other members for lunch at Pizzeria Uno!

It will be a great space to share stories, interests and have some laughs while enjoying great food in a relaxed, less structured atmosphere.

More Information...
 

 



June HR Advice Network Roundtables 

Facilitated, informal, peer-led discussions at 3 locations each month.

Program Details...


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GMA SHRM Member News

Spotlight:  The Diversity and Inclusion Committee

Submitted by Meghan Walsh, Director of Diversity, GMA SHRM 
 
The Diversity and Inclusion Committee is responsible for leading the effort to diversify the chapter’s membership/leadership and publicize successful diversity programs in the local community. The Diversity Committee promotes increased awareness about the impact of Diversity and Inclusion, providing content through articles, speakers and events happening in the community related to Diversity and Inclusion topics and efforts.
 
The Diversity Committee is currently working on identifying future speakers for Professional Development slots. We also have content in current and future newsletters to spotlight Diversity and Inclusion efforts being executed by local employers.
 
If you are interested in joining the Diversity Committee, have valuable insight or information you would like to share as either a speaker or guest writer, or are just interested in more information about Diversity and Inclusion, please contact Diversity Committee Director Meghan Walsh at meghan.walsh@remedystaff.com.


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Welcome New Members!

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

Leah Anderson Nordic Consulting Partners
Cindy Bahr Great Big Pictures, A GSP Company
Mary Cooper  
Amy Jo Cross Demco
Carrie Enders Demco, Inc.
Angela Freedman American Family Insurance
Connor Hayes Filament (Marketing)
Giulia Lawrence Propeller Health
Jennifer Lecy Promega
Mary Moore Forte Research
Lori Moynihan Perkins Oil
Carie Myers DEMCO, Inc.
Sarah Prokop Bell Laboratories
Mollie Rud American Family Insurance
Stacey Sykes Student - Madison Area Technical College
Alyson Weber National Guardian Life
Jon Zulawski UW Center for Professional & Executive Development


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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