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2014 Special Expertise Panel Orientation. 2 Thank you! We can never say it enough….

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Presentation on theme: "2014 Special Expertise Panel Orientation. 2 Thank you! We can never say it enough…."— Presentation transcript:

1 2014 Special Expertise Panel Orientation

2 2 Thank you! We can never say it enough….

3 3 Agenda Welcome and Focus of Panels in 2014 and Beyond Overview of 2014 Panels 2014 Panel Project Next Steps

4 4 Special Expertise Panels Purpose Create an opportunity for SHRM staff and SHRM members who serve in HR leadership roles to engage in meaningful dialogue around issues that affect human resource professionals and their organizations. Ultimately, the Special Expertise Panel structure will serve to: – create an avenue for our members to provide expert advice, – create opportunities for greater focus on emerging trends in HR, – meet the engagement needs of our members.

5 Panel Teams Ethics and Corporate Social Responsibility Staff Lead: Elizabeth Bille, Associate General Counsel Co-Lead; Ken Pinnock, SPHR, GPHR Content Liaison: Beth Mirza, Senior Editor, HR News Global Staff Lead: Howard Wallack, GPHR, Director, International Programs Co-Lead: Cora Koppe-Stahrenberg Content Liaison: Jennifer Schramm, Manager Workplace Trends and Forecasting Labor Relations Staff Lead: Mike Aitken, Vice President, Government Affairs Kathleen Coulombe, Manager, Tax & Benefits, Government Affairs Co-Lead: Eric Oppenheim, SPHR Content Liaisons/Support: Allen Smith, J.D. Workplace Law Editor

6 Panel Teams Technology & HR Management Staff Lead: Les Carr, Manager Interactive Design & Production Piper Lisseveld, Manager, HR Systems, Data and Metrics Co-Lead: Sybll Romley Content Liaison: Aliah Wright-Warren, Online Editor/Manager HR Disciplines Staff Lead: Susan Bergman, Director, Knowledge Center Co-Lead: Kim Ruyle, SPHR Content Liaisons: Joanne Deschenaux, Senior Legal Editor (Health/Safety/Security) Naomi Cossack, SPHR, Manager, Online Content (Employee Relations) Theresa Minton-Eversole, Online Editor/Manager (Organization Development) Anne St. Martin, Manager, Express Operations (Talent Management) Steve Miller, Online Editor/Manager (Compensation & Benefits) Dana Wilkie, Online Manager/Editor (Workplace Diversity & Inclusion)

7 7 Special Expertise Panels Preparing for Your Role Read, and understand, the requirements necessary to be a panel member as described in the panel member position description Meet the requirements and will abide by all expectations to the best of your ability Will support the mutual exchange of ideas in a spirit of collective cooperation, keeping the charter of the panel in mind at all times Understand that panel work is confidential and that products created are the exclusive property of SHRM

8 8 Special Expertise Panels Website Resources From Communities tab, select Special Expertise Panels

9 9 Time Commitment Varies from panel to panel One face-to-face meeting at SHRM Annual Conference Four to six virtual meetings (conference calls/webinars/Google Hangout) Requests from SHRM staff Media requests SHRM Foundation – effective practices review Input on proposed policy standards for draft regulation Deliverables as determined by panel Actively participate in respective SHRM Connect group Post discussion questions Respond to discussion questions Post resources, etc. of interest to panel members

10 10 Special Expertise Panels Term Panel members may serve up to two years on their respective panel provided participation requirements are met – Serve a one (1) year term from January 1 through December 31 – The term may be extended for one (1) year if participation requirements have been achieved – 2015 panel application process will open in June, 2014 Panel co-lead tenure is the same as noted above

11 11 Panel Participation Requirements Actively contribute to respective Panel – Discussion during meetings – Respond to SHRM information requests Submit a Member Participation Report on a quarterly basis Attend 75% of panel meetings Lead or be involved in development of: – Webinar – Speakers Bureau speech IF Panel determines need for such activity

12 12 Panel Member Benefits Opportunity to meet with SHRM staff Opportunity to meet with peers Discount to attend Annual Conference - $1160 through April 18 Invitation to the SHRM Partners Reception at Annual Conference One free non-Annual conference registration annually following their full year of participation and provided they meet participation standards Professional Bio posted in Panel Section on SHRM website Recertification credit for participating Name listed in article in the Annual Conference, Conference Daily Magazine

13 Project – Shaping the Future Partner with SHRM Foundation on multi-phase program to identify and analyze critical trends likely to impact the workplace in 5 – 10 years Beth McFarland Director, Foundation Programs, SHRM Foundation

14 Outline November – panel members notified December – panel member orientation January – SHRM Connect training via webinar Quarterly (minimum) – Each panel holds virtual meetings June – Meeting at Annual Conference in Orlando – June 21 (10 – 4) All Panel meeting Lunch Individual Panel meetings – work on Foundation project – June 22 (9 - 12) All Panel meeting – guest speaker July – August – Accept applications for 2015 panels September – Selection of 2015 panel members October – Notification to 2015 panel members December – Co-lead training and panel member orientation

15 15 Special Expertise Panels Next Steps Submit your bio, photo, acknowledgement and panel expertise matrix to Robert LaGow If you havent already heard from your panel staff leader regarding meetings for the year, the information will be coming soon Social Media training via webinar in January How to effectively leverage SHRM Connect

16 16 Special Expertise Panels Contacts Resources in addition to your Panel Co-leads and liaisons Laurie McIntosh, SPHR, Director, Member Engagement Robert LaGow, Manager, Volunteer Relations

17 17 Thanks for All You Do!


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