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Active shooter training can empower your staff and help keep your employees safe.

Posted by on Sep 11, 2018 in Best practices, Blog, Government and Public Sector, Safety | 0 comments

Active shooter training can empower your staff and help keep your employees safe.

Organizational Architecture has been privileged to work with The ALICE Training Institute since 2017 as their Human Resources partner.  As we have gotten to know and work with them, we wanted to help get their message out to our other clients who may want to learn more about their training programs and how they can help your employees and customers stay safe.

While any of our clients could benefit from this training, organizations that are open and accessible to the public in the course of their business may want to make this training a priority. Organizations such as:

  • Public libraries
  • Community and senior centers
  • Banks and financial institutions
  • Municipal facilities
  • Schools
  • Retail establishments
  • Office buildings
  • Manufacturing facilities

The mission of ALICE Training Institute is to SAVE MORE LIVES.  Their program empowers individuals to participate in their own survival using proactive options-based strategies in the face of violence. These life lessons are critical to helping ensure people have an effective response to active shooter situations. Most organizations could benefit from their training. If you would like to learn more, contact us and we can connect you with their Program Management team to get your training scheduled.

Client success story – Aim Transportation Solutions

Posted by on Aug 29, 2018 in Blog, HR Consulting, Leadership, Success Stories, Succession Planning, Training and Development, Training and Development Consulting | 0 comments

Client success story – Aim Transportation Solutions

Most organizations reach a point where they need to get really specific about what traits make leaders successful in their organization.  Sometimes organizations get lucky and promote the right people from staff positions into supervisory roles and these people are successful leaders. But many times, the wrong person gets promoted, and this is because they focus more on the person’s success in their current role and less on what the expected behaviors are for leaders and whether this person has demonstrated their ability to exercise them.  This month’s success story shares our recent work with a company that came to that conclusion.

Aim Transportation Solutions is the largest, privately owned truck leasing company in North America. Aim Leasing Company was founded in 1982 as an affiliate of McNicholas Transportation who was, at that time, the largest steel hauler east of the Mississippi. Their initial goal was to purchase and maintain equipment for companies that didn’t have internal logistics capabilities. Since then, they have achieved steady growth and are now considered the largest, privately owned truck leasing company in North America.

Like many growing business, identifying and promoting the right people into the critical middle management role was something Aim struggled with. Their people are truly passionate about solving their customers’ problems, but this passion does not necessarily mean that these employees would be good leaders. What Aim wanted to do was develop tools and processes to identify potential leaders in a consistent manner, in order to increase newly-promoted supervisors’ success, and continue to enhance their ability to solve customers’ problems.

Vice President of Human Resources Patty Durkin said:

We knew that by implementing a process to identify potential leaders in a consistent fashion would greatly enhance our succession planning efforts.  We are a growing company in a very dynamic industry…we need to make sure we have the right people in the right place and trained the right way for our customers.  This is especially true for anyone with the great responsibility for leading people.

 

We connected with OA based on their experience helping companies implement leadership development programs.  They have a solid methodology for identifying leadership competencies, defining them, and helping organizations integrate them into their succession planning process.

 

They started by meeting with our management team and high potential employees.  Using the information they collected, they were able to develop a chart that states our competencies and describes what they mean, both at the staff level and manager level. Then they helped us implement this by assessing our current staff so we could identify opportunities for leadership development and become more focused on helping those who are struggling.

 

Now that we have a solid understanding of what our employees’ strengths and opportunities are, we can develop and implement targeted training and development activities focused on reinforcing where they are strong and helping them where they have challenges.  This approach ensures our people are getting the help that benefits them in their career and that our resources are devoted to activities that have a direct link to what we want to achieve.

 

Not only will this work help with our succession planning and employee development work, it will help with our recruitment, performance management, and coaching efforts.  OA’s work has given us a roadmap to help us make our managers even better.

One of the most critical roles in an organization is front-line management.  Haphazardly promoting people who may or may not be successful hurts your organization and doesn’t help your customers.  Having a solid process for qualifying leaders will put you ahead of your competition.

If you need assistance with your succession planning, training and development, or other HR consulting needs, contact us and check out our blog for more resources.

Overtime FAQs

Posted by on Aug 27, 2018 in Blog, Compensation Consulting, Compliance, Job Analysis | 0 comments

Overtime FAQs

Last week’s blog asked the question How do you decide if an employee should be paid overtime? As we showed, it depends on what and how an employee is paid, and the kind of work we do.  When we explain this to our clients, they usually have some follow up questions.  Below are some of the most common.

Does the amount a person gets paid matter?

To be deemed exempt from overtime the salary test must be passed.  This test states that the employee be paid a salary more than $455 per week.  This equates to about $11.40 per hour, or $23,660 per year.  Anyone paid less than this must be classified as non-exempt with the exception of certain sales jobs.  If an employee is paid more than $100,000 per year, which can include commissions, bonuses and other types of nondiscretionary compensation, they may be exempt from overtime but other components of the test must be satisfied to meet the exemption test.

If I pay a salary, do I still have to pay overtime?

In some cases, yes.  Even if you pay a salary, if the job does not meet the exemption tests, you still need to pay overtime.  The employee will still need to complete a timesheet or use your timekeeping system to record if they work more than 40 hours per week so that any hours over that are paid as overtime.

What if the employee wants to be paid a salary and not receive overtime?

While some employees perceive being paid a salary and not receiving overtime as higher status, the employee is not allowed to choose or elect to give up their rights to overtime. Even if you have them sign a waiver, the waiver will not be deemed valid.

What if I change the job title?

The determination whether the job is exempt from overtime is not based on the title, so changing the title to something that appears higher than the role won’t work. The determination of whether a job is exempt is based solely on job content [in addition to how and what it is paid] which means the duties of the job, its qualifications, and the amount of independent decision-making around matters of significance are what is considered.

If a non-exempt employee works overtime and we have not authorized it, do we have to pay them overtime?

Yes, you must still pay the overtime even if it was not authorized.  You may hold the employee accountable by giving them corrective action if they did not seek prior approval, but you may not withhold the overtime.  Make sure your managers are tracking time so that they can manage this behavior quickly before it becomes a pattern.

Remember that your state [or even your locality] may have different overtime rules than the federal ones…you’ll need to check them to be in compliance.

For complete details on these exemptions and to learn more about other exemptions, visit the US Department of Labor Wage and Hour Division website.

Watch for new postings on workforce strategy here on our blog, as well as FacebookLinkedIn, and Twitter.

How do you decide if an employee should be paid overtime?

Posted by on Aug 23, 2018 in Blog, Compensation Consulting, Compliance, Job Analysis | 0 comments

How do you decide if an employee should be paid overtime?

The question comes up often when we work with clients…do we pay this job an hourly rate or a salary?  This one is tough to answer…and many times we have to take the client on a journey to understand an important compensation consideration.

Often the question isn’t about paying hourly versus a salary per se…it’s more about whether the employee should be paid overtime or not. In reality you can pay employees an hourly rate or annual salary, but even if you pay an annual salary, in some cases you must still pay overtime.  Why is this?

It comes down to the fact that in order for an employer to be relieved of paying overtime…in other words, for the role to be EXEMPT from overtime, it must meet the conditions of tests that have been developed by the US Department of Labor.  Failure to meet the conditions of these tests means the job is not exempt from overtime, and the employees in that job must be paid overtime.

Basically, there are three tests that must be met completely:

  • Salary Level: The minimum salary level required for exemption is currently $455 paid weekly [$23,660 annually and $11.38 per hour]. Anyone paid below this level must be paid overtime.
  • Salary Basis: To meet the requirements of the salary basis test, the employee must be paid a predetermined amount for each pay period and compensation may not be reduced due to the number of hours worked in a work week or the quality of work completed. It also states that the employee must be paid their full salary if they perform ANY work for that week, but they do not need to be paid if NO work is performed during that work week.
  • Job Duties: The third test is the job duties test. This test focuses on the primary duties performed by certain types of employees including executive, administrative, professional, computer, and outside sales employees. These different types of employees each have specific duties tests that must be met for them to meet the requirement. Note that this means that the CONTENT of the job, and not its TITLE, will determine whether it is exempt or not.

What does this mean in practice? Check back next week when we’ll share some commonly asked questions and answers about whether to classify a role as exempt from overtime or not.

For complete details on these exemptions and to learn more about other exemptions, visit the US Department of Labor Wage and Hour Division website.

Watch for new postings on workforce strategy here on our blog, as well as FacebookLinkedIn, and Twitter.

Organizational Architecture supports Skidmark Garage

Posted by on Jul 19, 2018 in Blog, Community Support, In the News | 0 comments

Organizational Architecture supports Skidmark Garage

In 2015, former high school history and math teacher, Brian Schaffran, finally took the leap and left a career as a teacher, both at Cleveland School of the Arts and Saint Martin de Porres High School, to open his dream business, a DIY Community Motorcycle Garage. More than three years later, Skidmark Garage is a staple not only in Cleveland but acts as a leader in this world-wide movement of do-it-yourself garages.

 

With the support of Skidmark members, Brian and business partner Molly Vaughan are finally ready to dive back into education. This time however, the classroom is going to look a little different. In November, they gained non-profit status and started the launch of Skidmark CLE and their Mobile Shop Class Trailer.

 

The Skidmark CLE Shop Class Trailer will wake up brains as students pick up tools. Skidmark CLE plans to bring shop class back to junior high and high school students and teach them how to disassemble and then rebuild a motorcycle within our mobile classroom. The trailer pulls up to students’ homeschools and introduces basic hand-tool skills through motorcycle building and engine maintenance. Students will learn leadership and stick-to-itiveness though hands-on problem solving in a non-traditional setting that exists as a partner to traditional classroom learning.

 

Organizational Architecture is proud to help Skidmark CLE bring these skills to students in Northeast Ohio and beyond and will be involved with helping Brian and Molly bring this program to students in 2019.

 

Want to learn more?  Contact Brian or Molly by email or call 440.591.4822…or better yet, stop by the garage at 5401 Hamilton Avenue, Cleveland, Ohio 44114.

 

You can find them on Facebook, Twitter, and Instagram too!

Client success story – The City of Cleveland Heights

Posted by on Jul 3, 2018 in Blog, Compensation Consulting, Government and Public Sector, Success Stories | 0 comments

Client success story – The City of Cleveland Heights

This month’s success story features our work with The City of Cleveland Heights.  After living and working there for 20 years and then moving away…they become a client!

Cleveland Heights, Ohio is a diverse, progressive, vital suburb of Cleveland that is well known for its rich variety of homes, from front-porch Colonials and Arts and Crafts bungalows to stately Tudors, historic mansions, and innovative new condos.  You’ll find tree-lined streets, great parks and recreational facilities, authentic “main-street” shopping, award-winning restaurants, entertainment, theaters, and more!

After a major revision to their job descriptions, the City wanted to determine how competitive their base compensation was compared to the talent market.  Additionally, they wanted recommendations on compensation best practices and how to ensure their program stayed competitive to the market.

Anna Smith, Director of Human Resources said:

We were aware of OA’s work in the not-for-profit and public-sector environments, so when it was time to conduct an analysis of our base compensation, we contacted them for assistance.

 

Public sector compensation can be challenging. On one hand it can be easier to locate data on positions because of the disclosure requirements for public entities. On the other hand, being able to pay competitively for top talent in a competitive labor market, coupled with the budget constraints in the public sector, can make it challenging.  Also, pay structures in the public sector do not always keep pace with the private sector, which can be problematic when trying to update compensation programs.

 

OA’s approach was to locate meaningful benchmarking date from both public and other sources and develop tools to show our positions relative to the market.  Additionally, they provided insight into current compensation trends and strategies for implementing better approaches to attract, retain, and motivate our staff.  The OA team was helpful in assisting with consensus-building with our leadership team so that we could implement the program we needed to reach our goals.

Public sector employers are one of our specialties.  Whether you are a municipality, agency, or public library system, we can help with your HR programs, including compensation benchmarking and pay structures.

If you need assistance with your compensation programs or other HR consulting needs, contact us and check out our blog for more resources.

Employment opportunity – Reese Pharmaceutical Company [Cleveland Ohio]

Posted by on May 24, 2018 in Blog, Hiring, Openings, Talent Acquisition | 0 comments

Employment opportunity – Reese Pharmaceutical Company [Cleveland Ohio]

Organizational Architecture is proud to help our clients find great people!

Reese Pharmaceutical Company is adding a Customer Service Representative role. Here you will responsible for serving customers and consumers by providing product and service information, resolving product and service issues, and providing and processing information in response to inquiries, concerns, and requests.

This is an exciting opportunity to build your career as a customer service professional in a successful company!

Please contact us at recruiter001@oahumanresources.com to learn more.

Employment opportunity – Shaffer Capital [Columbus Ohio]

Posted by on May 24, 2018 in Blog, Hiring, Openings, Talent Acquisition | 0 comments

Employment opportunity – Shaffer Capital [Columbus Ohio]

Organizational Architecture is proud to help our clients find great people!

Shaffer Capital is seeking candidates for the Business Development Associate position. In this role, you will assist with new client acquisition, event planning, outreach opportunities in local communities, and area advertising and marketing efforts.

This is a great opportunity to start your career in financial services working for a great mentor!

Please contact us at recruiter001@oahumanresources.com to learn more.