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Overtime rule change

Posted by on Oct 1, 2019 in Blog, Compensation Consulting, Compliance, HR Consulting | 0 comments

Overtime rule change

On September 24, 2019, the US Department of Labor announced a final rule to make 1.3 million additional American workers eligible for overtime pay.

The final rule updates the earnings thresholds necessary to exempt executive, administrative and professional employees from the Fair Labor Standards Act’s [FLSA] minimum wage and overtime pay requirements, and allows employers to count a portion of certain bonuses/commissions towards meeting the salary level. The new thresholds account for growth in employee earnings since the thresholds were last updated in 2004.

In the final rule, the Department is:

  • Raising the ‘standard salary level’ from the currently enforced level of $455 per week to $684 per week [equivalent to $35,568 per year for a full-year worker];
  • Raising the total annual compensation requirement for ‘highly compensated employees’ from the currently enforced level of $100,000 per year to $107,432 per year;
  • Allowing employers to use nondiscretionary bonuses and incentive payments [including commissions] paid at least annually to satisfy up to 10% of the standard salary level, in recognition of evolving pay practices; and
  • Revising the special salary levels for workers in U.S. territories and the motion picture industry.

Regarding the first bullet…this means that any employee earning $35,568 or less per year will be eligible for overtime.  At the federal level this is time and one-half for any hours over 40 worked in a given week.  Your state or even your municipality may have different overtime rules.

The final rule is effective on January 1, 2020.

The Federal Register notice of the final rule can be found here.

Do you need assistance with your workforce strategy or other Human Resources consulting needs? Contact us and check out our blog for more helpful resources.

OA will be at the Ohio Library Council Expo September 25 to 27 2019

Posted by on Sep 23, 2019 in Blog, Government and Public Sector, Non Profit, Presentations and Conferences | 0 comments

OA will be at the Ohio Library Council Expo September 25 to 27 2019

The 2019 Ohio Library Council Convention and Expo is going to be held at the Duke Energy Convention Center in Cincinnati September 25 to 27, 2019.  OA will attend as an exhibitor for the first time and we are excited to be part of this event.

The Ohio Library Council is the statewide professional association which represents the interests of Ohio’s public libraries, their trustees, Friends and staff.  The membership of the OLC is composed of public library systems, library trustees, Friends of the Library groups, library staff members, other library institutions, and library-related commercial vendors.

OA became an Associate Member of OLC this year.  After our work helping OLC select its new Executive Director, we wanted to deepen our relationship with them because of the valuable resources they provide which helps us become more effective helping our public library clients.

If you will be at the conference, stop by our booth!  We can share how we have helped many of Ohio’s public libraries with compensation consulting, recruitment, and other Human Resources consulting projects.

Can’t wait until the conference?  Contact us and check out our blog for more information.

Library Director search for the Wickliffe Public Library

Posted by on Sep 20, 2019 in Blog, Government and Public Sector, Openings, Talent Acquisition | 0 comments

Library Director search for the Wickliffe Public Library

We are pleased to assist another public library with their recruiting needs.  On behalf of our client, the Wickliffe Public Library, we are seeking exceptional candidates for a new Library Director opening.

The Library Director serves as the chief administrator of the organization and leads and oversees the day-to-day operations, services, programming, and dedicated staff of the Wickliffe Public Library according to the policies, by-laws, and directives established by the Board of Trustees and the laws of the State of Ohio. The Library Director is responsible for maintaining a safe environment that equally serves all people in the community by addressing their informational needs and providing lifelong learning opportunities.

This is a highly accountable leadership position that also involves developing and innovating the Library’s policies, programs, practices, and technology to best serve this historic organization. Additionally, the Library Director acts as a principal advisor and strategic partner to the Board. As such, s/he ensures that strategic action plans are successfully developed and implemented and that outcomes are thoroughly reported.

Qualified candidates will have

  • Experience with all aspects of library [or similar education/community-based organizational] operations, facilities management, human resources management, and public services/educational programming is required.
  • Experience leading, hiring, training, developing, supervising, and evaluating staff is required.
  • A Bachelor’s degree in a relevant discipline  is required. A Master’s degree in Library Science or Education is preferred.
  • Experience in a management position within a public library is preferred.
  • Experience collaborating and partnering with board members or trustees is preferred.
  • Experience with grant writing is preferred.

Benefits include medical, dental, vision, life, and more; generous public pension plan [Ohio Public Employees Retirement System]; and paid training/continuing education and professional association memberships.

To be considered for this position, please submit your resume and a cover letter [including salary requirements] via email to: ryansheehan@oahumanresources.com. No phone calls or faxes will be accepted. No third party candidates please.

We are privileged to assist another public library with their recruiting needs. Follow the link to learn more about the Library Director opportunity at the Wickliffe Public Library.

OA will be at the Ohio Library Council Expo September 25 to 27 2019

Posted by on Aug 28, 2019 in Blog, Government and Public Sector, Presentations and Conferences | 0 comments

OA will be at the Ohio Library Council Expo September 25 to 27 2019

The 2019 Ohio Library Council Convention and Expo is going to be held at the Duke Energy Convention Center in Cincinnati September 25 to 27, 2019.  OA will attend as an exhibitor for the first time and we are excited to be part of this event.

The Ohio Library Council is the statewide professional association which represents the interests of Ohio’s public libraries, their trustees, Friends and staff.  The membership of the OLC is composed of public library systems, library trustees, Friends of the Library groups, library staff members, other library institutions, and library-related commercial vendors.

OA became an Associate Member of OLC this year.  After our work helping OLC select its new Executive Director, we wanted to deepen our relationship with them because of the valuable resources they provide which helps us become more effective helping our public library clients.

If you will be at the conference, stop by our booth!  We can share how we have helped many of Ohio’s public libraries with compensation consulting, recruitment, and other Human Resources consulting projects.

Can’t wait until the conference?  Contact us and check out our blog for more information.

Library Director search for the Wickliffe Public Library

Posted by on Aug 13, 2019 in Blog, Government and Public Sector, Openings, Talent Acquisition | 0 comments

Library Director search for the Wickliffe Public Library

We are pleased to assist another public library with their recruiting needs.  On behalf of our client, the Wickliffe Public Library, we are seeking exceptional candidates for a new Library Director opening.

The Library Director serves as the chief administrator of the organization and leads and oversees the day-to-day operations, services, programming, and dedicated staff of the Public Library according to the policies, by-laws, and directives established by the Board of Trustees and the laws of the State of Ohio. The Library Director is responsible for maintaining a safe environment that equally serves all people in the community by addressing their informational needs and providing lifelong learning opportunities.

This is a highly accountable leadership position that also involves developing and innovating the Library’s policies, programs, practices, and technology to best serve this historic organization. Additionally, the Library Director acts as a principal advisor and strategic partner to the Board. As such, s/he ensures that strategic action plans are successfully developed and implemented and that outcomes are thoroughly reported.

Qualified candidates will have

  • Experience with all aspects of library [or similar education/community-based organizational] operations, facilities management, human resources management, and public services/educational programming is required.
  • Experience leading, hiring, training, developing, supervising, and evaluating staff is required.
  • A Bachelor’s degree in a relevant discipline  is required. A Master’s degree in Library Science or Education is preferred.
  • Experience in a management position within a public library is preferred.
  • Experience collaborating and partnering with board members or trustees is preferred.
  • Experience with grant writing is preferred.

Benefits include medical, dental, vision, life, and more; generous public pension plan [Ohio Public Employees Retirement System]; and paid training/continuing education and professional association memberships.

To be considered for this position, please submit your resume and a cover letter [including salary requirements] via email to: ryansheehan@oahumanresources.com. No phone calls or faxes will be accepted. No third party candidates please.

Client success story – Scheeser Buckley Mayfield

Posted by on Jul 23, 2019 in Best Practices, Blog, Hiring, HR Consulting, Success Stories, Talent Acquisition | 0 comments

Client success story – Scheeser Buckley Mayfield

This month’s success story highlights our work with Scheeser Buckley Mayfield.  Scheeser Buckley Mayfield [SBM] is a well-respected regional engineering firm serving clients in Ohio and surrounding states. SBM designs mechanical, electrical, site civil, and technology systems for buildings.  SBM’s innovative solutions are operating in numerous health care, education, and government facilities

Since 1959, SBM has provided exceptional engineering that is responsive to clients’ needs by working together. Their goal is to enhance people’s lives through effective engineering.

We were contacted by the principals of SBM to help them with some challenging recruitment and retention needs. Organizational Architecture provided competitive data analyses and recommendations to assist the firm in setting and achieving their growth goals.

Chris Schoonover PE is one of the principals and our partner on the project. He said:

We work in a competitive industry and decided to engage with Organization Architecture for assistance with assessing our recruiting strategies for technical positions and developing new approaches for retaining and motivating our staff.

The project team of Mark Fiala and Ryan Sheehan were quick to get started.  We met with the leadership team to understand their challenges and goals.  Our experience with engineering and design firms allowed us to get up to speed on understanding the landscape of their industry and provide meaningful insights and analysis into the processes already in place.

We conducted a thorough analysis of the A/E industry, recruiting approaches, and retention activities. Using that analysis, we were able to provide meaningful recommendations to improve SBM’s position in the labor market and enhance their position as an employer of choice.  Furthermore, We provided recommendations that were easy to understand and more importantly, able to be executed within the existing staff structure.  Chris added,

Throughout the project Mark and Ryan spent time with us reviewing data, asking questions, and making sure they were providing the analysis we needed to make decisions about our programs, even as the firm continued to evolve.  Additionally, they helped present findings to our leadership team in a way that was clear and meaningful.  We were very pleased with their work and hope to collaborate as we continue to refine our recruiting and retention programs

Do you need assistance with a strategy for effective recruitment and retention? Contact us to learn how we can help and check out our blog for more resources.

Getting the most out of your leadership development programs

Posted by on Jul 22, 2019 in Best Practices, Blog, Coaching, Leadership, Supervision, Training and Development, Training and Development Consulting | 0 comments

Getting the most out of your leadership development programs

Our clients contact us asking for guidance when they wish to implement leadership development programs.  There are usually two needs they have identified:

  • Helping senior management become more effective at leading the organization and becoming more strategic, and
  • Helping front line supervisors become more adept at managing their teams and learning basic management skills to become more effective.

Regardless of what the need is, we want to learn some information from the client to help guide them to select the best topics and also ensure there is a system in place to reinforce the learning and integrate it into the culture.

Some of the things we ask the client are:

  • What are your goals?  More concretely, what do you envision the results to look like?  You should have some idea of what you want to achieve.  We recommend you take the time to write your goals down and what they will look like.
  • How do you know what training gaps there are? How have they manifested themselves in how people manage or lead? What has the effect been on employees? Identifying the difference between long-standing issues and recent critical events will ensure you are addressing root causes and not merely symptoms.
  • How open is the team to learning?  Are they willing to change their approach, even if it is difficult?  Work may be needed to ensure people are primed to learn.
  • Do the actions of the leadership team model the behaviors you want to see in the supervisors? Do they walk the walk? Without alignment between what leadership says and how they behave the program will fail.
  • What systems are in place to hold people accountable and make changes? Is there a robust performance management and coaching system in place?  Training is used to set expectations.  There has to be a system in place to measure and communicate results.

Training and development programs can be expensive to implement. Determining your goals and defining the outcomes before you embark on working with a partner or sending people to training is critical to ensure you get the best return on investment.  Making sure the means to measure behavior change is also needed to determine success or failure.

Also remember that training should not be seen as ‘punishment’. Remedying poor performance may involve additional training, but it should not be seen as a means to enforce discipline or only used if there is something wrong. Training and development is based on taking good people and making them even better.

Do you need assistance with your leadership development and supervisor training programs? Contact us and check out our blog for more helpful resources.

People problems rarely “work themselves out” …so how do you address them?

Posted by on Jul 12, 2019 in Best Practices, Blog, HR Consulting, Performance Management, Performance Management Consulting, Supervision | 0 comments

People problems rarely “work themselves out” …so how do you address them?

When we find a client struggling through corrective action, we show them the process to manage performance effectively so that they can make better decisions about performance management outcomes.

  • If they have not done so, we facilitate a discussion of what is expected of the role, both in terms of job duties and expected behaviors. This often helps the client focus on the specific performance issues.
  • Scan their employee handbook and policies and procedures. Often overlooked, the descriptions of what is acceptable and what is not may be found here.  This helps develop a plan to manage performance and hold people accountable.
  • Uncover exactly what the performance issues are. Are they related to failing to meet key performance indicators, sales or production goals?  Are they violating company policies? Do they behave in ways that are not appropriate for their role?

Once the client has defined the issue, we then assist with preparing corrective action tools that can be used in coaching, corrective action, or if necessary, termination,  to ensure the process is firm, fair, and consistent.

Managing poor performance is a challenge.  It’s often not pleasant, but if you can save a poor performer by learning to address performance issues clearly and thoughtfully when they arise, you’ll strengthen your business. While it may ultimately require the most drastic action such as termination of employment, in most cases effective performance management leads to performance improvement, which saves time and money on recruitment, training, and maintaining employee morale and productivity.

Do you have questions about effective performance review systems?  If you need assistance with this or other human resource needs, contact us and check out our blog for more helpful resources.