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  • 14 Feb 2017 11:06 AM | Deleted user

    We are now accepting applications for our annual Sons & Daughters Scholarship!

    The Fox Valley SHRM Chapter established the Sons & Daughters Scholarship to recognize the achievements of sons and daughters of a member of the chapter to assist in the furtherance of their education. 
    Award:  $1,000
    Deadline:  April 15, 2017

    Apply now!



  • 02 Feb 2017 12:25 PM | Anonymous

    The 2017 Fox Valley Technical College Business Symposium will be held on Friday, March 24, 2017.  We are looking for employers to network during the lunch hour with our students from 11:30am – 12:30pm.  If you could share what you are looking for in a future employee, a little bit about your business, and personal work experiences with the students, we would greatly appreciate it. 

    In addition, we are looking for employers to sit on a panel prior to lunch from 10:45am – 11:30am.  You will be given questions before this date so you are prepared with your responses.  Students will have an opportunity to ask you questions as well!

    Please let Terleen know if you are able to have lunch with our students or sit on the panel or we would love to have you for both.  Please reach out to Terleen by Friday, February 10th.

    We look forward to seeing you at the symposium!

    Terleen Cheslock, MS-MOB

    Management Development Instructor

    Fox Valley Technical College



  • 19 Jan 2017 11:06 AM | Deleted user

    Relocate Fox Cities was not able to attend our January SHRM meeting but will be returning as a sponsor for our March meeting. They have an event scheduled for February 22 that they would like us to share with our FVSHRM members. Please refer to their website for more information on what they can offer your Company! https://relocatefoxcities.wordpress.com/about/

  • 17 Jan 2017 4:33 PM | Jay Stephany

    The 2017 FVSHRM Spring Study Group begins on Tuesday, February 7th. To learn more and sign up on our website.


  • 17 Jan 2017 1:53 PM | Jay Stephany

    The Wellness Council of Wisconsin is seeking presenters to provide leading edge skill building sessions that will engage and energize wellness practitioners at our 27th Annual Worksite Wellness Conference on September 13, 2017 at the Wisconsin Center in Milwaukee, Wisconsin.   We are seeking industry experts and leaders of best-in-class programs. Speaker proposals will be accepted through February 13, 2017.  For additional information, including a list of potential session topics, please follow this link.

    This conference gives you the opportunity to position yourself as a leader in the worksite wellness industry and network with over 500 attendees including senior management staff, human resource directors, employee benefit managers, corporate medical staff, wellness team members, and corporate wellness consultants. The Annual Worksite Wellness Conference is a full-day event including inspiring keynotes; engaging breakout sessions; physical activity breaks; networking opportunities; and more! Previous attendees have said, “This is my favorite and best value-added conference each and every year.”

    Click here to complete and submit your speaker proposal by February 13, 2017. If you have any questions, please feel free to contact me at kreiels@wellnesscouncilwi.org.

  • 23 Nov 2016 8:40 AM | Anonymous

    Just 10 days before the implementation date, a federal judge in Texas put the brakes on the Department of Labor’s (DOL's) new federal overtime rule, which would have doubled the Fair Labor Standards Act’s (FLSA’s) salary threshold for exemption from overtime pay.

    Twenty-one states filed an emergency motion for a preliminary injunction in October to halt the rule. They claimed that the DOL exceeded its authority by raising the salary threshold too high and by providing for automatic adjustments to the threshold every three years.

    The states’ case was consolidated last month with another lawsuit filed by the U.S. Chamber of Commerce and other business groups, which raised similar objections to the rule.

    The overtime rule was scheduled to take effect Dec. 1 and would have raised the salary threshold from $23,660 to $47,476. The rule also provided for triennial adjustments based on the 40th percentile of weekly earnings of full-time salaried workers in the lowest-wage Census region.

    “A preliminary injunction preserves the status quo while the court determines the department’s authority to make the final rule as well as the final rule’s validity,” said Judge Amos Mazzant of the U.S. District Court for the Eastern District of Texas in a Nov. 22 ruling.

    “This is a total surprise in many respects, but you have to tip your hat to the judge who made a tough call and hopefully a decision that will stay in place,” said Alfred Robinson Jr., an attorney with Ogletree Deakins in Washington, D.C., and a former acting administrator of the DOL's Wage and Hour Division.

    What’s Next?

    For now, the overtime rule will not take effect as planned Dec. 1, but it could still be implemented later down the road. Employers may continue to follow the existing overtime regulations until a decision is reached.

    [Read more: The Federal Overtime Rule Has Been Blocked. Now What?]

    A preliminary injunction isn’t permanent, as it simply preserves the existing overtime rule—which was last updated in 2004—until the court has a chance to review the merits of the case objecting to the revisions to the regulation. 

    However, the revised regulation may face an uphill battle: The judge wouldn’t have granted the nationwide preliminary injunction unless, among other things, he thought the states showed a substantial likelihood of succeeding on their claims. 

    The purpose of the FLSA’s provisions under review in this case “was to exempt from overtime those engaged in executive, administrative and professional capacity duties,” Mazzant said. The salary level was purposefully set low to screen out the obviously nonexempt employees, he added.

    Mazzant noted that the DOL “has admitted that it cannot create an evaluation ‘based on salary alone.’ ” However, “this significant increase to the salary level creates essentially a de facto salary-only test,” he said. “If Congress intended the salary requirement to supplant the duties test, then Congress—and not the department—should make that change.”

    Robinson mentioned that the DOL will likely challenge the decision.

    “We strongly disagree with the decision by the court, which has the effect of delaying a fair day’s pay for a long day’s work for millions of hardworking Americans," the DOL said in a statement. "The department’s overtime rule is the result of a comprehensive, inclusive rulemaking process, and we remain confident in the legality of all aspects of the rule. We are currently considering all of our legal options.”

    HR’s Role

    Many employers have already either raised exempt employees’ salaries to meet the new threshold or reclassified employees who are still earning less to nonexempt status. 

    [SHRM members-only toolkit: Calculating Overtime Pay in the United States]

    Employers will likely want to leave decisions in place if they have already provided salary increases to employees in order to maintain their exempt status, Robinson said. It would be difficult to take that back.

    If there are exempt employees who were going to be reclassified to nonexempt, but haven’t been reclassified yet, Robinson said employers may want to postpone those decisions and give the litigation a chance to play out.

    “This should be a welcome sign for employers, even if they’ve already made changes,” he said. “They can at least hold off on further changes.”

    Employers shouldn’t assume, however, that the overtime rule will be permanently barred. They should still have a plan to move forward if necessary in the future.

    In the meantime, HR professionals will have to consider what to do now.

    Click Here to See SHRM Post

  • 08 Sep 2016 8:46 AM | Anonymous

    Congratulations Fox Valley SHRM! 

    We are pleased to inform you that the FOX VALLEY SHRM is being awarded 2016 SHRM Learning System Champion status. 
    Click here to learn more about this prestigious program. As you likely know, this award comes with various forms of recognition:

    • We will recognize SHRM Learning System Champions at the SHRM Volunteer Leaders' Summit in November.
    • We encourage you to display the 2016 SHRM Learning System Champion tile ad on your chapter website. Below are two options to utilize the tile ad to promote your status as a SHRM Learning System Champion.

    SHRM Certification has strong momentum as we continue to see growth in the number of people who are SHRM certified, employer awareness and job postings citing SHRM certified as preferred or required qualifications, and growth across the country in SHRM chapters promoting SHRM certification to their members. To provide you with an update:

    • 92,000+ people are SHRM certified
    • 53,000+ SHRM-CP professionals
    • 39,000+ SHRM-SCP professionals

    We know we couldn't have done this without your support, so thank you for all that you have done to elevate the HR Profession! We appreciate all that you do to support SHRM, the HR Profession and our Education Partners offering SHRM Certification Preparation programs.

    Let me know when you have your chapter website updated with the 2016 tile ad - I'd love to see it. Again - Congratulations!


  • 11 Jul 2016 3:36 PM | Anonymous

    Click the Link Below for the Summer Newsletter :).

    fvSHRM 2016 Summer Newsletter.pdf

  • 01 Apr 2016 3:56 PM | Anonymous

    Fox Valley SHRM Hosts Leadercast Live

    One of the strategic initiatives of WISHRM is to “Expand the External Brand” of SHRM.  For the last six years, Fox Valley SHRM has been a host site for “Leadercast Live” which has provided our chapter a chance to expand our external brand to over 250 HR and business professionals here in the Fox Valley and surrounding communities. 

    This year’s Leadercast Live will be May 6th, 2016 at the Fox Cities Performing Arts Center in the Kimberly Clark Theatre.

    What is Leadercast Live?

    Leadercast Live is the largest one-day leadership event in the world. Broadcast live each year from Atlanta to 100,000+ people in hundreds of locations around the world, Leadercast Live brings together many of the world’s most recognized and respected global leaders to create a leadership experience unlike any other.

    Leadercast 2016 will focus on what it means to be a visionary leader.

    Visionary leaders have the ability to see a preferred future, operate in the present, and utilize the resources around them to architect a clear path to a new destination. They work tirelessly to empower those around them to bring a vision to life.

    Architects of Tomorrow imagine a future that is rich and full of hope. A future where problems are solved, questions are answered, confusion gives way to clarity.

    In its simplest form, leadership is casting a compelling vision and mobilizing those around you to help you fulfill that vision. That is the role of Vision Architects… they design the path, they clarify the direction, and they lead their team toward that preferred future with little deviation.

    Today is better because of the visionary leaders of yesterday, and the future will be brighter because of the Architects of Tomorrow.

    Leadercast features a lineup of world-renowned leaders, speaking straight to your community, team or organization.

    • Andy Stanley | Leadership Author and Communicator
    • Dr. Henry Cloud | Acclaimed Leadership Expert, Clinical Psychologist, and Best-Selling Author
    • Nick Saban | Head Football Coach at The University of Alabama
    • Steve Wozniak | Co-Founder of Apple Inc
    • Kat Cole | Group President at FOCUS Brands (Auntie Anne's, Cinnabon, and more)
    • James Brown | Network Broadcaster, CBS Sports and News
    • CMDR Rorke Denver | Navy SEAL Commander & Author
    • Chris Barez-Brown | Author and Creativity Guru

    Leadercast Live will once again be directed and hosted by Comedian Tripp Crosby. 

    The Fox Valley SHRM chapter would like to extend an invite for you to join us at Leadercast Live in 2016 as we explore what is means to be a Visionary Leader, and learn what it means to lead in such a way that create bold cultures, builds faithful employees, and produces high achievement.

    Cost of the all day program is $85 with includes breakfast, lunch, participant material and more! Attendees must be registered prior to the day of the event. Seating is limited so sign up today at www.fvshrm.org!!

  • 10 Dec 2015 12:58 PM | Anonymous

    There are 3 components of the Performance Management Cycle: 

    1. Goal setting and planning
    2. Ongoing feedback and coaching
    3. Appraisal and reward

    As we draw toward the end of another calendar year, today’s post will focus on goals and why it is so important for organizations to develop performance goals. Remember, goals are not “outcomes”; goals are "conceptual" and represent the ideal state – the one which guides all your actions.

    Performance goals give employee direction and motivation.

    Create goals that:

    • Define what’s expected of the employee in terms of:
      • Accomplishments.
      • Growth.
      • Contributions to the organization.
    • Provide a fair means of evaluating individual performance.
    • Provide an objective basis for determining the employee’s:
      • Rewards.
      • Areas requiring coaching.
      • Training needs.
    • Help guide the employee’s career development.
    • Help direct individual efforts toward the goals of the department and organization.

    Performance goals should meet defined criteria.

    Performance goals should be:

    • Objective.
    • Written in clear terms.
    • Measurable (i.e. number of calls handled, increase in production).
    • Observable in terms of results, quality, quantity, etc.
    • Achievable, through challenging.
    • Prioritized in order of importance.
    • Agreed to by employee and supervisor.
    • Flexible enough to deal with change or crisis.

    Each goal needs an action plan.

    The leader and employee should agree on an action plan for each goal that:

    • Assures shared understanding of the goals and steps to achieve them.
    • Gives the employee a road map for achieving goals.
    • Identifies and means of measuring progress and improvement.
    • Defines the leader’s role in helping the employee achieve his/her goals.

    Performance appraisals should focus on goal achievement and progress.

    • The point of the performance appraisal is to assess the employee’s success in meeting agreed upon goals.
    • The leader’s appraisal should identify goals that the employee:
      • Made good progress toward;
      • Achieved;
      • Surpassed; or
      • Fell short on.
    • The appraisal process should also look at whether, in retrospect, goals were realistic, high-priority, etc.
      • Assessing goals helps evaluate the employee’s accomplishments and identify future goals.
    • The performance appraisal meeting should feature an employee-leader dialogue on the employee’s goals, progress, and accomplishments.
    • The performance appraisal should conclude by:
      • Summarizing accomplishments, progress, and revised goals.
      • Linking individual goal achievement to organizational goal achievement.
      • Basing rewards on goal accomplishments.

     In order to be motivated and productive, employees need challenges and direction. Specific performance goals focus efforts and rewards where it counts and also can identify areas for improvement. Achieving success requires having a plan – setting goals and actions to carry them out. Sounds easy but studies show most people do not take the time to identify goals and make a plan for reaching them. Consider making this one of your New Year’s resolutions.

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