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!