Document 193236

The member newsletter of the Tri-State Human Resource Management Association.
Serving the HR Communities of Southern NJ, Northern DE, Southeastern PA
39th Edition • September/October 2012
Joe Giamboi, SPHR
Welcome to our new program year.
Where’d the summer go?! I think it was late June when the first “back to school” ads had
started to come out. “Back to school” – in June – really! I guess it’s never too soon.
We live in a time when business can’t afford to be last with an idea, a sale, or an innovation. Our organizations are constantly
challenged to be first in what they do and not be on the sideline as new trends or opportunities pass by. Can the Human
Resources profession do any less? Creative and innovative thought concerning our employees and our organizations is what
we have to become fully engaged with.
At Tri-State, we’ve been busy this summer. We’ve been planning cutting edge programs, break-out forums, networking events, a new Tri-State
Conference, and so much more. The activities you will see mentioned throughout this Newsletter are a tribute to the diligence and work of a number
of highly motivated volunteer professionals dedicated to helping all of us.
I hope that you can join us in our many programs and initiatives. I’ll look forward to seeing you at our upcoming meetings. And be on the lookout for more
information coming regarding our Garden State Conference in Atlantic City this year. Look for the article by our SHRM Garden State Council Director, Jerry
Dropcho, in this newsletter. You won’t want to miss it.
See you at our September meeting.
Transformative HR: How to Make the Function
a Force for Positive Change in Your Organization
By Sharon Hardy, MA, PCC and Elise Freedman, MA, Towers Watson
The word “transformative” connotes change that is visible, meaningful, exciting — and creates a higher order of results. But it
rarely happens by accident. Think of the transformation of a caterpillar into a butterfly, which appears mysterious but actually is a
precise, orderly, biological process. Change wrought by transformative HR is similar.
The concept comes from the book, Transformative HR: How Great Companies Use Evidence-Based Change for Sustainable
Advantage, by John W. Boudreau and Towers Watson consultant Ravin Jesuthasan, which shows how the evidence-based change
model pioneered by the field of medicine can deliver more sustainable and effective human capital strategies when applied to HR.
Transformative HR begins with a mindset and willingness of HR leadership to look beyond “business as usual,” see things in new
ways and open up to innovative ways of working. But far from an imprecise art or purely intuitional process, transformative HR relies
upon rigorous and holistic thinking based on metrics that tie to strategy at the highest levels. The result is that HR leaders can be
clear about why change is needed and how to measure results — and can make decisions to change processes or investments based
on well-grounded evidence, not gut feel. How? By embedding data and analysis within five key principles that function symbiotically
to create strategic impact: logic-driven analytics, segmentation, risk leverage, integration and synergy, and optimization. Here’s a
look at the principles in action — transforming actual organizations’ HR approaches and ability to deliver value for their businesses.
The Five Principles of Evidence-Based Change
Logic-Driven Analytics
Consider a major urban hospital with 5,000 employees, where the head of HR is reviewing leaders’ annual performance scores. Two leader profiles stand
out. Looking at the following key metrics for the hospital — which it ties to boosting competitiveness and being the employer of choice for the region
— which person would you let go?
• Leader 1 has very low turnover and very high patient and employee satisfaction.
• Leader 2 has high turnover, very low patient satisfaction scores and average employee satisfaction.
Continued on page 4
Tri-State HRMA Chapter News
You can submit your articles, photos, and news items to
Diane Irwin, at her email address below. Feel free to
contact her with any questions about publishing in our
newsletter. Your comments and suggestions are welcome.
Diane Irwin, [email protected]
Articles of interest would include but are not limited to:
• Legislative Issues • Community Involvement
• HR News
• Awards that any of our
• Best Practices
Tri-State Members
• Upcoming Events
have received
• October 15th for November 1st publication • January 15th for February 1st publication
The War for Top Talent… Watch Out! Rule 408(b)(2)
Don’t be left behind!
= Personal Liability for HR Leaders
By Bill Emerson, President, Emerson Personnel Group
By Mark Mensack, Principal, Mark D. Mensack, LLC
As we all know, the last few years have been extremely
At Tri-State’s June meeting I asked a friend, a senior HR
challenging. Businesses have had to downsize, right-size,
restructure, re-brand, and basically do whatever it takes
to survive. Some made it through and some did not. To the companies that
are still standing today, congratulations! You have managed your way through
one of the most difficult economies our country has ever experienced and you
are on the road to recovery. Demand for your products and services are on the
rise. Now what?
One of the first challenges most businesses are facing during this recovery
is how to rebuild their team. For the past few years owners and managers
have been able to operate “lean and mean.” They cut staff back to the bare
minimum and asked those remaining employees to step up and do more to
“help us through these tough times.” This strategy was necessary and most
likely successful. However, business is now starting to pick up. The work load
on existing employees is at an all-time high and they are feeling it. With the
job market slowly making a shift back in the positive direction, companies are
gaining confidence and adding to their core personnel. It is time to start
investing back into your work force.
Simultaneously, candidates are gaining confidence in the job market. They are
more open to looking at other opportunities and not “just happy to have a job.”
Many employees that stayed on through the difficult time are now testing
the waters. Additionally, candidates are regaining some leverage in the hiring
process and their position of value is increasing.
So what does this all mean for hiring managers? Well, it means many positive
things, but specific to the recruitment process it means THE WAR FOR TOP
TALENT IS ON! Over the past few years hiring managers have been able to be
very selective and take their time when hiring for open positions. Their pool
of candidates were full of top talent and with so few positions available, they
were in the driver’s seat. If one candidate turned down an offer, there were
3 or 4 other qualified candidates in a position to accept. Companies have also
been able to hold on to top talent due to the employees’ fear of change during
difficult times. The tide is turning.
So, what can be done? First, take a look at your current hiring process. Where
can you tighten it up so you don’t lose top talent to delays and red tape?
Where can you speed up the decision process so you can CLOSE ON TOP
TALENT QUICKLY? Change your mind set from “let’s see what else is out
there” to “let’s hire talent when we see it.” If you have a candidate that meets
all your requirements, is a good culture fit and has proven accomplishments…
HIRE THEM! If you don’t, someone else will. Also, meet with your current
core staff to make sure they are happy and challenged. Do you need to make
some changes to keep them? Again, if you don’t make sure they’re happy,
someone else will.
Professional, how his firm is handling the new fee disclosure
rules taking effect on July 1st, 2012. His response was, “Our
401(k) service provider is handling it for us.” Unfortunately,
under the new rules that response constitutes a prohibited
transaction under ERISA §406(a)(1)(c) – for which my
friend can be held personally liable!
The new rules are Rule 408(b)(2) and Rule 404(a)(5). Rule 408(b)(2) requires
“covered service providers” or CSPs to disclose certain information, particularly
all compensation received relative to a plan. It also requires plan sponsors to
evaluate these disclosures to ensure they are complete, and the compensation
is reasonable relative to the services rendered. If a CSP fails to provide any
disclosure, if it provides incomplete disclosure, or if the disclosure is incomprehensible, plan sponsors must proactively take specific steps in order to protect
themselves from being party to a prohibited transaction as well as opening the
company up to significant penalties.
The first annual disclosure should have been delivered to plan participants by
August 30, and the first quarterly disclosure should be delivered by November
14. Rule 408(b)(2) isn’t actually new. Rather it’s an amended version of the
existing requirement for plan sponsors to understand all fees to evaluate those
fees and compensation to ensure they are reasonable. Turns out though, CSPs
were previously under no obligation to disclose and a 2011 AARP study found
that 71% of the 72 million Americans don’t know that they are paying any
401(k) fees.
The Department of Labor amendment significantly increases the fiduciary
responsibility, and therefore the potential fiduciary liability, of plan sponsors.
In English, it’s the plan sponsor’s responsibility to ensure that its CSP complies
with 408(b)(2) which paradoxically, is akin to the hen ensuring that the fox is
keeping the chicks safe!
While all of this might seem overwhelming, the new rules should present no
problem for plan sponsors who already adhere to a prudent fiduciary process.
For those plan sponsors who have been less diligent, ERISA suggests that it
would be wise to obtain the advice of a qualified, independent expert, unless
they possess the necessary expertise to evaluate the critical factors involved.
Do you want to know who you are?
Don’t ask. Act!
Action will delineate and define you.
Thomas Jefferson
The war is on. Are you prepared?
September/October 2012
1800 Duke Street, Alexandria, VA 22314
703•548•3440 FAX: 703•836•0367
email: [email protected]
pg 2
HR in HD: We Hope you got a Better Picture!
By Kim Groff Alexander, Francesca Vena and the Conference Committee
The 26th Annual Tri-State HRMA Conference held in May, 2012 has come and gone yet again, but the knowledge and memories are some things that will
be valuable to us and our organizations in the future. This year, our day consisted of 13 breakout sessions which started off with our Early Bird Speaker,
David Friedman who spoke about “Building a High Performance Culture through Organizational Values.”
Along with our breakout sessions, we had our Keynote Speaker, Freeman Zausner, COO of URBN (Urban Outfitters, Anthropologie, Terrain). Freeman
has taken his current company from a single store and made it into an International wonder. URBN has transformed into five very successful brand
names; a feat that occurred during the recent economic downturn when a lot of businesses were feeling the heat. Mr. Zausner discussed the style of
leadership that kept his company growing while others were at a standstill. Jeffrey Tobin was our closing general speaker. He made sure to keep us
going in the home stretch of the conference with his dynamic presentation of his “Six Powers of Purpose.”
During the conference, we also had the informative, yet entertaining Legislative Update from Brown and Connery, LLP’s Lou Lessig, Esq. 2012
was also the first year that we had a special track for Senior Level (C Suite) Executives. The session was led by the always captivating Michael Couch.
The 26th Annual Conference had 40+ Exhibitors on site along with 15 Sponsors. Both our Exhibitors and our Sponsors are very important to us, and we
would like to thank the following sponsors: Alstin Communications, Inc., PrimePoint, LLC, Brown & Connery, LLP, Capital Benefits, LLC., Independence
Blue Cross, Philadelphia Media Network, Saint Joseph’s University, The Ewing/Cona Group – Merrill Lynch, Advanced Benefit Advisors, Inc., Dental
Services Organization, Inc., Dynamic Resumes of NJ, Laurel Benefit Advisors, LLC, Nachman, Phulwani, Zimovcak Law Group, P.C., Rutgers School of
Business – Camden, and UBS Financial Services.
Continuing in a charitable tradition, Tri-State HRMA had a very successful Chance Auction this year. We had an increase in attendees this year, a goal
we will strive to achieve next year as well. The gift baskets were phenomenal and we would like to thank all of those that donated both time and
materials to make it as prosperous as it was. Proceeds from the Chance Auction will benefit Fred’s Footsteps and the SHRM Foundation.
Now that the Conference is over and the dust has settled it is time to begin planning for the 27th Annual Tri-State Conference which will be held Thursday,
May 2, 2013 at the Westin in Mt. Laurel. We had an increase in attendees this year, something we will strive to achieve next year as well. We hope that
you agree that this was the best conference to date, and we hope you walked away with a clearer picture on how to go forward, and continue to be the
indispensable asset to your organization that you should be. We will see you all next year!
Tri-State HRMA
• Officers • Board of Directors • Committees and Initiatives
Diversity and Inclusion
Legislative Affairs
Joe Giamboi, SPHR–President
Laraine Knauss, SPHR–Past President
Margie McLaughlin, SPHR
– Vice President Elect
Fran Boody, SPHR–Secretary Elect
Kim Groff Alexander, SPHR
– Treasurer Elect
Gary Johnson
[email protected]
Louis R. Lessig, Esq.
[email protected]
Bill Thompson, PHR
[email protected]
Board of Directors
Louis Lessig, Esq. – Director Elect
Jerry Hampton – Director Elect
John Baldino, SPHR – Conference
Spencer Broad - Membership
Rita Scanio – Programs
Maribeth Renne, CMF
[email protected]
Jeanne Page-Soncrant
[email protected]
Marilyn Stika
[email protected]
SHRM Garden State Council
HR Executive Forum
Jerry Dropcho, SPHR – GSC Director
Joe Giamboi, SPHR
- Chapter Representative
Phyllis Jones
[email protected]
Ruth Hanker
Gerry Conte
John Baldino, SPHR
[email protected]
John Romaksa
[email protected]
September/October 2012
Kim Groff Alexander, SPHR
[email protected]
HR Career Management
Judy Baker
[email protected]
Lauri Plante, SPHR
[email protected]
Donna Jack, SPHR
[email protected]
Kim Groff Alexander, SPHR
[email protected]
Monica McClintock, SPHR
[email protected]
Marketing/Public Relations
Todd Cohen
[email protected]
Spencer Broad
[email protected]
Mentor Program
Rita Scanio
[email protected]
Jerry Hampton
[email protected]
Student Relations
Dan Sell, SPHR
[email protected]
Succession Planning
Past Presidents
Lori Rosenthal
[email protected]
Volunteer Placement
Monica McClintock, SPHR
[email protected]
Diane Irwin, CPRW
[email protected]
Professional Development
Carla Wilson, PHR
[email protected]
Steve Husband, SPHR
[email protected]
BJ Anderson, SPHR
[email protected]
Workforce Readiness
Theresa McGlinchey
[email protected]
pg 3
Continued from page 1
Transformative HR: How to Make the Function a Force for Positive Change in Your Organization
If you’re data-driven, Leader 2 would be the obvious choice to leave. However,
logic-driven analytics tell you that Leader 1 runs the cardiovascular department with a tight-knit team of highly skilled employees, reasonable hours and
patients that are profoundly satisfied. In contrast, Leader 2 heads food service,
whose employee population includes a significant number who don’t speak
English — the language used on the engagement survey. The high turnover,
therefore, stems from the fact that this leader hires entry-level people and trains
them well on basic job skills and work ethic, equipping them for better jobs in
the hospital or community — so many of them get promoted or move on.
In this way, logic-driven analytics brings nuances and complexity into the interpretation of data, leading to more robust conclusions and better decision making
— all to provide insights that can help shape your talent management strategy.
Segmentation, Risk Leverage, and Integration and Synergy
The food service and cardiology departments can be viewed as distinct segments. But using the principles of segmentation will help you to see how you
can invest differently in those employee populations, enabling food service to
function as a sort of farm team for the rest of the hospital and therefore offering
more training opportunities for that segment. Your approach becomes more
From a risk leverage point of view, high turnover looks like a big risk when looking at talent, but is far less significant than the risk of promoting employees who
fail later because they didn’t develop basic work habits. If Leader 2 is pressed to
reduce turnover, he may not take the risk of grooming individuals for future roles
for fear they will leave for better jobs. And by focusing training on meetings clear
standards, you can lower the food safety risks.
When the food service unit is working in concert with the talent needs of
the rest of the hospital, it exemplifies the principle of integration and synergy.
As a result, rather than weeding out employees based on performance, Leader 2
also looks for potential. HR creates synergy by combining a performance incentive
that rewards patient-centric service — both within and outside the core job
— with a hiring standard that looks for strong service orientation rather than
merely food preparation ability.
Optimization centers around making the right investments — which means having
the courage to commit more resources where they will make a greater difference,
and less where they matter less. It also means achieving the right balance between
standardizing and customizing investment criteria. For example, HR optimizes its
approach by differentially investing in retention strategies such as high pay and
tenure-based benefits (less in food service and more in cardiovascular), and in
mentoring (more in food service and less in cardiovascular).
Beyond Intuition to a Sustainable Approach
While you may know intuitively that your future talent pool is being groomed
in food service, your organizational leaders expect the same metrics to apply
across the organization. Taking an evidence-based approach founded on higherlevel logic allows you to translate your intuitive knowledge into propositions
that can be tested and vetted with leadership as part of a holistic framework
that applies universally and consistently. That way, HR can drive sustainable
strategies and better workplace outcomes across the board.
Do You know the Tri-State HRMA Preferred Partners?
By Jerry Hampton, Sponsorship/Preferred Partners Chair
In this article I would like to review Tri-State’s Preferred Partner program, highlight how we all benefit from their contributions to our chapter and ask for
your support for their organizations. Did you know there are Participation, Financial, Client and Approval requirements to be a Preferred Partner? To be a
Preferred Partner an organization must:
• Attend at least 4 Tri-State monthly meetings during the program year
• Actively participate in at least one Tri-State Committee
• Provided at least $1,000 of sponsorship to Tri-State (monthly meeting sponsorship fees, annual conference fee, or other Tri-State events)
• Secure letters of recommendation from two HR professionals who are Tri-State members to whom the vendor has provided a product or service
• Be approved by the Tri-State Board of Directors
As you can see Tri-State’s Preferred Partners are a vital part of our organization. You, as a Tri-State member, can help our Preferred Partners,
and our chapter, by:
• If requested, meet with them to discuss their services
• Hire them, if their services meet your needs
• Refer them to others in your network that might be in need of their services
• Finally, if you have a vender who meets the above requirements, encourage them to become a Preferred Partner
A list of our Preferred Partners can be found in this newsletter and on the Tri-State website. I also appreciate your suggestions and comments about
how we can make this a better program, for all of us! [email protected]
September/October 2012
pg 4
Bill Emerson
- [email protected]
Preferred Partner Since 2003
Louis Lessig
- [email protected]
Preferred Partner Since 2004
Leanne M. Cindea
- [email protected]
Preferred Partner Since 2005
Mike Schluth
- [email protected]
Preferred Partner Since 2006
Spencer Broad
- [email protected]
Preferred Partner Since 2009
Dan Foley
- [email protected]
Preferred Partner Since 2009
Jerry Hampton
[email protected]
Preferred Partner Since 2012
Alexander Nemiroff
[email protected]
Preferred Partner Since 2012
For information regarding how to be considered for
Preferred Partner status, contact:
Jerry Hampton - [email protected]
Tri-State would like to thank Alstin Communications
for all of their efforts to produce this
beautiful newsletter!
September/October 2012
Welcome New Members
Dial Adams
Richard Agins
Suzanne Aliano
Lynn Anderson-Downs
Pamela Berman
Angela Biggs
Mark Cesarano
Venetta Chisolm
Eric David
Denise Davis
Steve Edelstein
Deborah Eurillo
Nicole Fazzio
Karen Febus
Linda Foster
Tinamarie Gallagher
Brenda Geist
Lynn Giardinelli
Nadine Halevy
Roberta Herrmann
Mary Beth Imondi
James Jenter
Danielle Katz
Dennis Kelly
Lorian Kowalski
Kimberly Larned
Ashley Lewis
Zenobia Littlejohn
Robert Lockerbie
Tammi Martin
Donna McCullough
Catherina Melissaratos
Tammy Melohis
Barbara Miles
Katherine Morgan
Deirdre O’Grady
Sharon Pennington
Iris Pinero
Miranda Pratt
Kimberly Primus
Mary Regina Rauscher
Jamie Rivero
Ami Shah
Janelle Silvers
Michelle Smith
Sigman & Zimolong, LLC
Apothaker & Associates, P.C.
BAYADA Home Health Care
PRG Real Estate
The Savitz Organization
CFG Health Systems
Team David Associates
New York Life
Corporate Synergies Group, Inc.
Atlantic County Utilities Authority
Resource Residential
The Michaels Organization
NJDOL & Workforce Development
United Way of Southeastern PA
Jewish Family & Children’s Services
Virtua Health
NJM Insurance Group
Fox Rehabilitation Services
MetLife Solutions Group
Fox Rehabilitation Services
Towers Watson
TD Bank
MetLife Solutions Group
New Castle County Government
Philadelphia Corp. for Aging
Edmund Optics, Inc.
NJ Department of Labor
Careers USA
Public Financial Management
South Jersey Industries
Fox Rehabilitation Services
Bancroft NeuroHealth
Fox Rehabilitation Services
Wells Fargo Insurance Services
American Autowire
Barry Callebaut US
pg 5
MORE MEMBER NEWS 2012 HR Person of the Year...
did we have a night for you!
Mentoring: Navigating Career Success
Successful people are often asked, “To what do you attribute your success?”
Without fail, the discussion will identify some person who helped them
navigate their career. Folks who are not involved with Human Resources
may call that person coach, counselor, advisor, colleague, teacher, boss, best
friend, etc, but what they are really speaking about is a mentor. A mentor
is that individual who builds a developmental partnership where they share
their knowledge, skills, information and perspective to foster the personal
and professional growth of someone else. This role is different than networking (making connections/contacts) or coaching (technical knowledge/
training) by the scope of the pairing. Mentoring can be the difference
between success, failure or something in between, for both mentor and
mentee. We are in the process of developing a mentoring program for TriState HRMA members. If you are interested in learning more, please contact Lori Rosenthal, SPHR at [email protected]
SAVE THE DATE: Thursday, November 15th
Reward your
your exceptional
exceptional team
the acknowledgment they
deserve at the 2012 HR Department
the Year
at the
2012 HR Department
of the Year Awards!!!
Developing and maintaining a successful workforce is a true team effort. Be recognized for
your team’s accomplishments by applying for the 2012 HR Department of the Year Awards!
Developing and maintaining a successful workforce is a true team effort. Be recognized for
your team’s accomplishments by applying for the 2012 HR Department of the Year Awards!
Save the Date:
Thursday, November 15, 2012, 5:30pm - 8:00pm
at the Union League, Philadelphia PA
Connect to the HR Department of the Year Awards Group!
By Lauri Ann Plante, SPHR, Co-Chair Nominations HRPY
May 7, 2012 was an especially rewarding night for HR professionals in the Delaware
Valley. If you were there, you honored over 30 nominees for HR Person, HR Consultant & HR Rising Star of the Year. If you missed it, you missed networking with
over 325 HR leaders from across the region, celebrating the best in our profession.
Tri State members were highly visible through the evening, networking and supporting our nominees: John Baldino, SPHR, Judy Baker, Michele Miron, MBA,
SPHR, Tina Riccardi, PHR, Autumn Stewart, PHR as well as HR Consultants Mike
Schluth & Gene Venuto. The highlight of the evening was when the winners were
announced: John Baldino, SPHR and Judy Baker of PREIT!
Additionally, through the generosity of all attendees, the silent auction benefitting Junior Achievement of DE, raised over $6800!
Pictures from the event are posted to: Stay tuned for
upcoming information for 2013 HR Person of the Year and begin thinking of who
you’d like to nominate for this prestigious award.
Learn from the past, set vivid,
detailed goals for the future, and live in
the only moment of time over which you
have any control: NOW.
Denis Waitley
Knowledge, Networking and
Recertification Credits
October 21st-23rd Atlantic City
Jerry Dropcho, SPHR, Executive Director, Garden State Council - SHRM
HR 101 for Non-Profits
Save the Date:
Celebrates 11th Annual Event
Thursday, November 15, 2012, 5:30pm - 8:00pm
at the Union League, Philadelphia PA
with Social Media Presentation!
Connect to the HR Department of the Year Awards Group!
Tri-State HRMA hosted it’s 11th Annual HR 101 for
Non-Profits on July 19th
at the Enterprise Center presenting a great program on Social Media – It was
a successful and lively event with about 30 attendees. Three major topics
were presented to the group to provide a cutting edge toolkit for immediate
application at nonprofit agencies.
The first area of social media was covered by Kyle Ruffin, President of K.
Ruffin & Associates along with Edward Steinberg, Media Consultant. The
session paved the way for taking control of the social media universe including insights on how it can help with fundraising and driving traffic to
the organization’s website. Denise Keyser, Esq., Ballard Spahr, presented
the second session addressing a legal update of new media and the new liability issues this presents in the workplace. She expanded the participants’
knowledge base on how to navigate legal issues including instituting appropriate policies and practices. The final session, by Teressa Moore Griffen,
Author and Founder/CEO of Spirit of Purpose, LLC, looked at LIES (Labels,
Illusions, Excuses, and Stories!) that can limit our pursuit of passions. The
engaging session encouraged attendees to follow their dreams, spirit and
All in all, attendees came away with a more powerful toolkit and fully
charged to add value to their organizations.
September/October 2012
Our profession has evolved from Personnel to Human Resources and in some
circles to Human Capital, and has broadened to encompass the entire employee
life cycle. We must now act as proactive leaders, change agents and strategic
partners in order to provide value to the organizations we serve. As Human Resources practitioners we are challenged to keep pace with the ever-expanding
demands of business, regulations, employees and shareholders. Learning is now
a lifelong pursuit, and we have to take advantage of educational opportunities
that enhance our standing as business partners. The only way to maintain a
competitive advantage for ourselves and our businesses is through continuous
learning and the application of that knowledge.
The Garden State Council – SHRM has provided the HR practitioners of New Jersey the opportunity to grow personally and professionally for twenty years. Our
annual conference and expo has grown to the point where the only location big
enough to accommodate our needs is the Convention Center in Atlantic City. Last
year’s attendance of almost 800 professionals, speakers and partners provided
access to knowledge and networking on a grand scale. This year’s conference,
HR’s Voice in Action, should prove to exceed the offerings from 2011, including
four mega-sessions from top local and national speakers, opening and closing
keynotes, 60+ breakout sessions, workshops and the chance to meet 50+ HR service providers. Please join us from October 21st through October 23rd in Atlantic
City to learn new tools and techniques, meet new professionals, and renew old
acquaintances. Registration and more information are available at, or
I look forward to seeing you in Atlantic City in October.
pg 6
SEPTEMBER 6th DINNER MEETING • The Westin Mount Laurel
Developing the Coach Within; Helping Your Team to Win
What are the qualities of a great coach and can regular people achieve them? Phil Martelli, the winningest men’s basketball coach in Saint Joseph’s University history
thinks so. The qualities of an outstanding coach exist in all of us and Coach Martelli shows us how to tap into them.
SPEAKER: In 17 seasons as the Saint Joseph’s University head basketball coach, Phil Martelli has built a program that is consistently one of the top in the conference, while earning his place among the top coaches in the school’s storied history. He has worked 27 years overall at SJU, including 10 seasons as an assistant coach.
Martelli is now the Hawks’ all-time leader in career victories with his 17-year mark of 320-223. He is 159-112 in Atlantic 10 play, which is the most conference wins for
any active coach.
Martelli is not only passionate for coaching, but also for his work in the community. He is currently the chair of the Coaches vs. Cancer
National Council as well as the co-chair of the Philadelphia chapter of that organization, as the city’s coaches have become one of the top
fundraising groups in the country. He has received numerous honors for his community work, and was named the 2004 “Citizen of the Year”
by the March of Dimes, inducted into the CYO Hall of Fame for the Archdiocese of Philadelphia, and honored by the National Adoption Center. His alma mater, Widener University, gave him an honorary doctorate in public service in May 2004, while he has also received honorary
doctorates from Cabrini College (2006) and Immaculata University (2010).
In this session Coach Martelli will spell out the qualities of an exceptional coach, illustrate how you already possess those qualities and how
you can make them stronger! He’ll draw on not just his years of experience as a successful coach but as a husband, father, friend and philanthropist. Coaching is a core competency of all human resources professionals, whether as managers or as trusted advisors. Learn how to develop the coach within so
you can help your team and organization do what it takes to win.
HRCI approved for 1.25 HRCI General Credits
Please visit to register online. For voicemail,
call (856) 216-1177. • $40.00 Members of Tri-State
• $50.00 Non-Members and Guests
OCTOBER 4th DINNER MEETING • The Westin Mount Laurel
HR Public Policy Outlook
In The 112th Congress And Obama Administration
With Republicans in control of the House of Representatives and Democrats holding a slim majority in the Senate, the 112th Congress has been mired in steep partisanship. However, the Obama Administration has been busy announcing a series of regulatory rulemaking activities to advance its HR agenda, which some claim is an effort to short-circuit the
Join us to learn about these and other public policy initiatives that have important consequences for HR professionals. Discover how you can influence the debate in Washington
over these issues.
SPEAKER: Mike Aitken is Vice President of Government Affairs for the Society for Human Resource Management (SHRM) in Washington, D.C. Since
2003, Mike has been responsible for all SHRM governmental affairs endeavors and is a strategic advisor to the Society’s overall external relations activities,
including SHRM’s public relations campaign, “We Know Next.”
As a member of SHRM’s senior management team, Mike plays a key role in helping to set the strategic direction of the organization, offering important
counsel on SHRM’s educational programs and professional development opportunities. With over 20 years of experience working on workplace and
workforce issues, Mike is a leading authority on issues important to the human resource profession.
Prior to joining SHRM in 2003, Mike spent 14 years with the College and University Professional Association for Human Resources (CUPA-HR), which
represents the human resource professionals at 1,750 higher education institutions. During that time, he served on Workplace Flexibility’s National Commission on Workplace Flexibility.
Mike currently serves as a board member for UWC (Unemployment & Workers Comp) Board of Directors and the American League of Lobbyists. He is also a member of the National
Selection Board of the Secretary of Defense Employer Support Freedom Award and the U.S. Chamber of Commerce Labor Relations Committee. He holds a Bachelor of Arts degree
from the University of San Diego.
HRCI approved for 1.5 HRCI Strategic Credits
September/October 2012
Please visit to register online. For voicemail,
call (856) 216-1177. • $40.00 Members of Tri-State
• $50.00 Non-Members and Guests
pg 7
Tri-State Annual Conference
May 3, 2012
Newsletter designed by Alstin Communications, Inc. September 2012