Rethinking Performance Management
Betsy Larson, CCP, SPHR, SHRM-SCP
Director, Compensation – Indiana University
Wednesday, February 28th, 2018 – 11:30 a.m. – 1:00 p.m.
Besty Larson will share with the audience current thinking and research around rethinking performance management by discussing:
- Current research from WorldatWork
- The business case for change
- The elements to consider in creating a fresh approach to Performance Management
- The “how” around implementation
- Determination of Compensation and the alignment to a new approach
Session Facilitator – Betsy Larson
Betsy Larson has more than 20 years of experience working for Fortune 100 and Fortune 500 companies in the human resources profession. She has been responsible for leading and managing various human resources areas including executive and broad-based compensation, benefits, and HR information systems for both public and private companies. Most recently Larson led the compensation function for MassMutual Financial Group, a privately-held company.
She currently sits on the Society for Human Resources Management (SHRM) Foundation Board as the 2017-2018 board chair. Larson is the founder of two local WorldatWork Total Rewards groups, a past member of WorldatWork’s Compensation Advisory Council and Group Partnership Boards, and SHRM’s Total Rewards Expertise panel.
She is a frequent presenter on compensation-related topics for WorldatWork, SHRM and at other events. In addition, she has authored and appeared in various HR and compensation publications.
Larson earned her undergraduate degree from the Kelley School of Business and her master’s degree in labor relations from Indiana University.
Bridging the GAP – Gender And Pay
Brian Simmons, SHRM-CP, PHR
Senior Human Resources Advisor, CMI
Wednesday, April 25th, 2018 – 11:30 a.m. – 1:00 p.m.
In light of recent court decisions and “voluntary” settlement agreements, discriminatory pay practices in violation of the Equal Pay Act continue to exist. However, many organizations have mistakenly overlooked red flags and prime indicators of problems within their compensation and benefits structures. Multi-million dollar settlement and penalty amounts are being made public by the Equal Employment Opportunity Commission (EEOC) highlighting the serious nature of pay and total compensation differences based on gender differences or prior salary information. Find out who just settled their lawsuit for $2.5 million and who settled theirs for $45 million! Learn what you need to be looking for – NOW.
Session Facilitator – Brian Simmons
Brian Simmons has 30 years of experience in generalist and specialty areas of Human Resources at all organizational levels. Prior to joining CMI, Brian provided strategic planning and change management consultations, presentation skills, business service and sales training, and leadership development services to a variety of clients that include: the US Postal Service, Coca Cola Bottling Consolidated, AAA Carolinas, DuPont, Ingersoll-Rand, Bank of America, and The Home Depot.
Additionally, Brian was an Adjunct Professor at Queens University in the Hugh N. McColl School of Business’ Executive MBA program (Charlotte, NC) and served as a national program and keynote speaker for the National YMCA organization and the National Black MBA Association’s Executive and Management Development Institutes.
Brian attended Murray State University, is a veteran of the United States Air Force, and has both SHRM-CP and PHR certifications.
Sales Compensation Benchmarking
Joseph DiMisa, CSCP
Senior Client Partner, Global Sales Force Effectiveness Leader, Korn Ferry Hay Group
Wednesday, June 27th, 11:30 a.m. – 1:00 p.m.
During this highly interactive session you will learn how to use strategic market pricing to attract and retain key sales talent.
This session will show that sales compensation market pricing cannot be done by simply applying standard benchmarking to positions. In fact, several issues play into the compensation provided for a sales position. This workshop will provide a fundamental overview on market pricing and then dive into the issues specific to pricing sales roles.
Upon completion participants will be able to:
- Describe how strategic market pricing can be used to attract and retain key talent
- Distinguish between data and intelligence
- Assess data history and use surveys strategically
- Note: Surveys for sales positions can potentially look different from other surveys so emphasis will be on understanding sales comp surveys
- Describe how specific factors influence marketing pricing decisions for sales compensation
- Determine the appropriate total compensation for different sales positions based on a case study scenario
- Document and support the compensation decision
Session Facilitator – Joseph DiMisa
Mr. DiMisa is a Senior Client Partner and a member of Korn Ferry Hay Group’s Sales Effectiveness Practice leadership team. He works with leading companies to develop and implement sales strategies and sales effectiveness programs that drive profitable growth. Over his twenty years, Mr. DiMisa has worked across many industries and companies of all sizes including Fortune 500 companies, middle market organizations, provate equity forms and small business/startup organizations. Recognized as a thought leader, he is a contributor to numerous business periodicals including the Wall Street Journal, USA Today, and WorldatWork publications.
Mr. DiMisa holds an MBA from the University of South Florida. He is a Certified Sales Compensation Professional (CSCP) and is a trusted trainer and advisor for WorldatWork’s “Elements of Sales Compensation”, “Competitive Market Pay: Pricing Critical Sales Roles” certification courses and the “Sales Compensation 101” foundational course.
August (Legal Update)
Update on ADA Laws
Senior Attorney, McBrayer
Session Facilitator – Cynthia L. Effinger has practiced law throughout Kentucky since her graduation from the University of Louisville Louis D. Brandeis School of Law in 1998. Ms. Effinger’s practice is concentrated in the areas of employment law and commercial litigation. She also has experience with First Amendment litigation, securities litigation and complex litigation. Her employment law practice is focused on drafting employment manuals and policies, social media, wage and hour, non-compete agreements and workplace discrimination. Ms. Effinger is frequently asked to present seminars on employment law topics for various news publications and businesses. She is the author of several employment articles and a frequent blogger on the McBrayer Employment Law Blog (www.mcbrayeremploymentlaw.com).
How to Handle Yourself During a Deposition
Member, Stoll Keenon Ogden PLLC
Session Facilitator – John Sheller is a Member in Stoll Keenon Ogden’s Louisville office and has been with the firm since 2007. He is a member of the Labor, Employment & Employee Benefits and Appellate practices. He has set various legal precedents and has been practicing labor and employment law for nearly 35 years. John is AV Preeminent® Peer Review Rated™ by Martindale-Hubbell®, is listed as a Best Lawyer in America, honored as a Chambers USA leading lawyer, Kentucky Super Lawyer and “Top Lawyer” by Louisville Magazine for his many legal accomplishments. He is responsible for creating binding legal precedent entitling employers to secure indemnity from other parties in harassment or retaliation cases. He has also established legal precedent holding that claim for intentional infliction of emotional distress or outrage is preempted by statute. He has prevailed in a class discrimination case brought by the federal government seeking to establish that women were categorically excluded from coal mining jobs. John is a member of the Louisville, Kentucky, Texas and Indiana Bar associations. He gives back to the community by serving as a board member for the National Multiple Sclerosis Society, member of the Louisville Metro Animal Services Spot Board, supporting Disabled American Veterans, contributing to Sunrise Children’s Services and supporting the Christian Legal Society and president of his neighborhood homeowners’ association. He is also a member of the Federalist Society. Married with three grown children, John enjoys boating, tennis and chess in his spare time.
Social Media and the Workplace
Jessica Stigall, Sturgill Turner
Session Facilitator – Jessica Stigall – Jessica is an associate practicing in the firm’s Employment Law, K-12 Schools and Higher Education Law practice groups. She has extensive experience defending clients in both state and federal court, due to her background in private practice and as an assistant county
attorney in Estill County.
She earned her law degree from the Salmon P. Chase College of Law and a B.A. in political science from Eastern Kentucky University. While in law school, Jessica served as a Chase Student Ambassador, was named to the Dean’s List, was a member of the Salmon P. Chase Inn of Court, and was elected as the Student Bar Association Secretary and Vice-President.
Jessica grew up in La Grange but has called Lexington home since 2014. She gives back to her community as a member of the Junior League of Lexington and the Board of Directors for Dress for Success Lexington, and as a volunteer for various other nonprofit organizations. In her free time, she enjoys being active, traveling and spending time with family and friends.
Jessica began her legal career in Richmond, Kentucky where she practiced personal injury litigation, handled social security disability claims at the federal and appellate levels, and practiced real estate law, closing loans for both private and corporate clients. Jessica also practiced as an assistant Estill County Attorney, where she oversaw a variety or court proceedings including arraignments, preliminary hearings, juvenile adjudications and emergency removal hearings.
In 2014 Jessica began working for an insurance defense firm in Lexington, Kentucky where she successfully defended her clients throughout the Commonwealth in cases ranging from minor car wrecks, commercial trucking, premises liability, and products liability litigation. Jessica has taken numerous depositions and appeared in court rooms throughout Kentucky successfully arguing a litany of discovery and dispositive motions.
Allison Goico, Partner, Dinsmore and Corey Asay, Associate, Dinsmore
Wednesday, August 22nd, 2018 – 11:30 a.m. – 1:00 p.m.
Pay disparity has become a focal point for the #TimesUp movement and the Department of Labor is increasing its enforcement of the Equal Pay Act. Employers should expect an increased number of audits. Allison Goico and Corey Asay of Dinsmore & Shohl will get you up to speed on Equal Pay and explain what to expect going forward. Additionally, they will provide an update on the FLSA, including an overview of the Department of Labor’s new PAID audit program and an explanation of the risks and benefits of self-reporting wage and hour violations.
Session Facilitators –
Allison Goico – Allison’s practice focuses on litigation and counseling with an emphasis on management-side (both private and public employers) employment discrimination, wage and hour, non-competes, and leave laws. She regularly appears before both state and federal courts as well as administrative agencies and has experience with arbitrations under collective bargaining agreements. Allison defends employers against charges filed with the EEOC and state and local fair employment agencies, and has experience defending cases brought by the EEOC as a litigant. In addition, she regularly counsels employers on personnel matters arising under the ADEA, FMLA, and other state and federal employment laws. Allison has successfully defended class and collective actions in the WARN Act and wage and hour contexts.
Prior to joining the firm, Allison practiced in the Chicago office of Franczek Radelet, P.C. Earlier in her career, she practiced in the Chicago office of Sidley Austin LLP.
Corey Asay – Corey works with clients across a broad range of industries and regularly litigates and counsels clients on a wide range of employment issues, including matters arising under Title VII, the Americans with Disabilities Act, the Family and Medical Leave Act, the Fair Labor Standards Act and the National Labor Relations Act. He also has extensive experience representing clients in cases involving non-competition and non-solicitation agreements, as well as the misappropriation of trade secrets. Corey frequently appears before the Equal Employment Opportunity Commission and state and federal courts throughout the country. He has also represented clients before the Ohio Civil Rights Commission and the National Labor Relations Board.
Understanding the importance for employers to proactively mitigate risk, he teams with clients to conduct training programs and draft employee policies and procedures to ensure compliance. He regularly provides advice and counsel to employers on personnel policies, employee discipline, and harassment investigations.
Prior to joining Dinsmore, Corey served as a judicial law clerk to U.S. District Court Judge Jack Zouhary and U.S. Magistrate Judge James R. Knepp, II. In addition to participating in various trial matters at the district court, as a law clerk he gained valuable experience at the appellate level during sittings on the Ninth Circuit and the Sixth Circuit. Prior to his clerkships, Corey was a member of the litigation department at a firm in Evansville, Indiana, where he handled all phases of litigation. During law school, he served as a judicial extern to U.S. District Court Judge Gregory L. Frost.
How Much Is that Job Worth? The Basics of Market Pricing
Tiffany R. Cardwell, CCP, PHR, SHRM‐CP
Principal Consultant on MCM’s HR Consulting Services Team
Wednesday, October 24th, 2018 – 11:30 a.m. – 1:00 p.m.
In today’s competitive market, Companies continue to seek and establish competitive compensation practices. Market pricing a job is a process used to determine the external value of a position. In order to market price a job, a Company must establish certain base factors such as the Company Philosophy for base pay, the job descriptions for key positions, and critical partnerships within the organization to determine job worth. This presentation will provide an overview of the basics of market pricing and the factors involved with determining job worth.
**October’s Lunch & Learn has been submitted for one HRCI credit & one professional development credit through SHRM.**
Crowdsourced Compensation Data: Do We Trust It?
Jeremy Spake, CCP, GRP
Principal, Thought Leadership & Advisory Services
Wednesday, December 5th, 2018 – 11:30 a.m. – 1:00 p.m.
LinkedIn, Glassdoor and other social media sites have recently launched platforms for users to submit and research compensation data for both current and potential roles in the market. Compensation professionals must remain informed of compensation data trends and the sources employees, managers and HR business partners are exposed to. This session will explore the emergence of crowdsourced compensation data and the methodologies used by major suppliers of this information. Attendees will be equipped with tools to navigate effectively the introduction of new data sources into conversations around pay equity as well as how to identify sources that should not be used.
**December’s Lunch & Learn has been submitted for one HRCI credit & one professional development credit through SHRM.**