Are you ready for the next step in your career?
We are excited to be partnering with Worthington Libraries to help them find their next Chief Fiscal Officer.
This is a key strategic leadership position that serves as essential member of, and trusted fiscal advisor to, an all-star leadership team who drive the Library’s mission to ‘connect people to a world of ideas and each other’. Reporting to a seven-person Board of Trustees and supervising a department staff of two, the Chief Fiscal Officer also ensures that all financial operations comply with applicable laws and statutes of the State of Ohio, state auditing requirements, sound finance and accounting practices, and established policies and decisions of the Board of Trustees for three branch library system with a $13 million annual operating budget.
We are seeking candidates who have demonstrated experience, knowledge, and skills in all aspects of financial management in a public-sector setting, including:
- Generally accepted accounting principles [GAAP]
- Fund and cash-basis accounting
- State auditing requirements
- Budget administration and development
- Governmental finance
- Financial planning
Additionally, candidates must be exceptionally proficient in:
- Organizational awareness
- Problem solving
- Resource management
- Effective supervision
This is a full-time position with a minimum starting salary of $90,000 and a generous benefits package. If you want to learn more, please submit your resume and a cover letter [including salary requirements] via email to: firstname.lastname@example.org. No third-party candidates please. Applications will be accepted until the position is filled.
By now many of you are launching or even in the midst of the annual performance appraisal process. We thought it would be a good time to share some best practices to help make the performance discussions more meaningful to both supervisors and staff.
- Communicate the appraisal process: Clearly communicate the appraisal process and expectations to employees, so they understand how their performance will be evaluated.
- Assess the whole person: Assess not only the employee’s job performance but also their overall contributions to the organization, such as teamwork and leadership.
- Use a combination of quantitative and qualitative data: Use a variety of data sources such as employee engagement surveys, customer feedback, and productivity metrics to evaluate performance.
- Provide regular feedback: Provide regular feedback throughout the year, rather than waiting for the annual appraisal. This allows employees to address issues as they arise and make improvements in real-time.
- Be objective and unbiased: Use data and metrics to evaluate performance, rather than relying on subjective opinions. This helps ensure that the appraisal process is fair and unbiased.
- Encourage employee participation: Encourage employees to actively participate in the appraisal process by providing their own feedback and self-assessment.
- Focus on development and improvement: Use the appraisal as an opportunity to discuss areas for improvement and provide development opportunities to help employees reach their full potential.
- Establish clear and measurable goals: Before conducting the performance appraisal, ensure that the employee’s goals are clear, measurable, and aligned with the organization’s objectives.
- Follow-up and track progress: Follow-up with employees after the appraisal to track progress and ensure goals are being met.
- Use technology: Use technology to automate and streamline the appraisal process, such as using online systems for goal setting and feedback. We have been developing and using MS Excel-based systems for over 20 years to help automate the process and make it easier to develop and deliver reviews. Also, it helps with the data analysis of organizational benchstrength using the review rating data.
It is important to note that employee performance management is not a one-time event, but rather a continuous process. This means that organizations need to be constantly evaluating and improving their performance management systems, and that they need to be willing to adapt and evolve as needed. By staying current with the latest trends in employee performance management and continuously working to improve their systems, companies can create a high-performing workforce that is engaged, motivated, and contributes to the overall success of the organization.
Next week we will share some ‘dos and don’ts’ for conveying performance feedback.
Contact us to learn how we can help with your HR consulting and project needs…we’ll be pleased to share with you how our work has exceeded our clients’ expectations.
In 2022 we worked with a number of our clients on several projects simultaneously. With Upper Arlington Public Library, we helped them with an analysis of their compensation system and in the course of the engagement assisted with refining their staffing philosophy to help meet the needs of the Library and community.
The Upper Arlington Public Library system [Ohio] is comprised of the Main Library, a 60,000 square foot facility located on Tremont Road near the geographic center of the city, the 10,000 square foot Lane Road Branch, approximately three miles to the north, and the 4,400 square foot Miller Park Branch, 1.5 miles south near the center of Old Arlington. The Library’s Mission is to create educational, social, and entertaining experiences to inspire our local community to explore, gather, and grow.
Our project partners were Beth Hatch, Library Director, and Julie Whitt, Human Resources Manager. They said:
In addition to the classification and compensation study that was part of the overall project scope, we were seeking a partner to help us identify relevant trends related to the changing nature of the Library workplace and develop tools and processes to create a staffing model for use throughout the Library. This model will take into account staffing levels needed to successfully deliver 21st Century Library services. Staff alignments, reporting relationships and organizational structure were part of the analysis. Additionally, we wanted a partner to work with designated Library staff to design and develop a communication plan regarding the compensation study and staffing forecast.
OA’s thoughtful approach included a number of onsite and offsite interactions with our management team, staff, and trustees to understand us and our needs. They diligently assessed both internal and external factors, clearly showed us what we were doing well, and what we could enhance, and provided us with a roadmap for implementing any changes.
Meaningful to us as well was the fact that their expertise in strategic Human Resources was augmented by having a professional librarian on their team. Her experience in library operations and management provided valuable insight and truly enhanced their analysis.
The staffing analysis performed by their team was highly effective. Their attention to detail and thoroughness in evaluating our library’s resources and capabilities allowed us to identify strengths and areas for improvement and develop tactics that support the strategic plan to best serve our community.
Our library consulting projects include professional librarians with extensive library management and operations experience. This ensures the solutions we recommend are anchored in the realities of leading a public library system.
Organizational Architecture is the trusted partner for more than twenty public libraries for human resources consulting, recruiting, performance management, and leadership development. If you need help in any of these areas, contact us and check out other public library updates to learn more.
Economic Research Institute examines compensation rates and provides guidance on expected increases for the upcoming year. The fourth quarter of 2022 saw a higher level of growth at 1.39%, which is above the structure and budget growth rates predicted by their 2023 salary increase survey. Growth over the past year has been 4.14%, which is higher than the average quarterly growth of 0.63% over the past 20 years. The annual growth rate also appears to have increased from 3.69% to 4.14%.
In December 2022 WorldatWork Total Rewards Association’s latest Salary Budget Planning Report, overall salary increases in the U.S. are projected to rise to 4.6% in 2023, up from an actual spend of 4.2% in 2022. This is primarily due to inflationary pressures and concerns over the tighter labor market. The report also found that more than two-thirds of companies [70%] spent more than they originally planned on pay adjustments for the past 12 months, as organizations looked to drive retention and meet employee expectations. The report also revealed that 75% of respondents are experiencing problems with attracting and retaining talent and that 67% of organizations have said that their total compensation spend had increased in 2022 compared to 2021. The Society for Human Resource Management reports similar data.
The labor market is currently tight, which points towards higher compensation growth, but the inflation rate is also 7.1%, which is down 2.0% since June. The strong labor market, high inflation, and increasing interest rates are competing forces that may mean that we are reaching the peak of compensation growth. ERI expects higher compensation growth going into 2023, but with the absolute rate of growth slowing throughout the year.
It’s difficult to provide an exact number for how much higher than 4.0% an organization’s merit increase budget should be in 2023, as it depends on various factors such as the specific industry, location, and company size. Based on these factors, it may be reasonable for organizations to plan for a merit increase budget that is slightly higher than 4.0%. It’s important for organizations to do their own research and analysis of their specific circumstances and to consider the impact of inflation on their merit increase budget as well.
Compensation studies are one of our specialties. We have deep experience with base compensation benchmarking, incentive program development, and total rewards. Check out our updates on workforce strategy and compensation or contact us for other helpful resources.
Smaller nonprofit organizations typically have similar HR needs as larger organizations. However, these smaller organizations may have limited resources and need help finding effective and cost-efficient services while navigating with less.
We have worked with both small organizations and large-scale companies to help navigate important areas such as HR Strategy, Employee Relations, Compliance, Compensation, Training and Development. Through those engagements, we have identified some key HR highlights that work for most organizations, even nonprofits.
What kind of HR needs do smaller nonprofit organizations have? Smaller nonprofits have similar HR needs as larger organizations but may not have the backing or brand recognition as their large competitors to afford it all. Small nonprofit organization can implement and maintain the these strategies effectively:
- Recruiting and hiring staff in an effective and cost-efficient way to attract and screen candidates.
- Providing competitive and affordable employee benefits.
- Compliance with laws and regulations related to employment, such as those related to discrimination, wage and hour laws, and safety.
- Enhancing or creating new opportunities for employee development and training to help them grow and advance in their careers.
- An effective employee relations program to address employee issues and concerns and help managers with their leadership tasks.
What can my nonprofit do to support our HR needs if we have limited money and resources? Smaller nonprofits should focus on resources and benefits they can leverage at little or no cost. With limited funds and resources there are still ways to enhance employee benefits without incurring significant costs. Some examples include:
- Offering flexible schedules and telecommuting options to improve employee satisfaction and retention.
- Providing professional development opportunities for staff to help employees improve their skills and advance their careers.
- Recognizing and rewarding employees for their achievements to boost morale and motivation.
- Encouraging staff to volunteer for causes they care about to build team spirit and create a sense of purpose.
- Offering an Employee Assistance Program [EAP] to help employees with personal, family, or work-related problems.
Your organization may be small, but that does not have to impact your offerings to employees and managers. Navigating the HR world can be a daunting task but is integral in achieving success with limited resources. Identifying your HR needs can help your organization grow and be more effective to ensure you always have the right people in place to serve your clients and strengthen your organization.
2022 was our most successful year, and we are proud that we were able to work with so many public libraries during the past year. Here are some of the highlights:
- Worked with 13 public library systems on recruiting, compensation, and performance management projects.
- Worked with 11 new library clients.
- Assisted trustees with the recruitment and hiring of Library Directors for 3 libraries.
- Worked with our first library consortium and helped with the recruitment and hiring of its new Director.
- Worked with 8 public library systems to perform compensation benchmarking and develop tools to administer their compensation programs.
- Worked with 2 public library systems to help assess staff capacity and capability and provided recommendations on enhancing approaches to develop staff.
- Worked with our first public library client outside of Ohio.
- Developed relationships with MLIS library professionals who collaborated with us on these projects as subject matter experts and consulting partners.
- Attended 3 library association conferences [Ohio, Indiana, and Michigan].
It is immensely gratifying to support libraries in their goals to attract, retain, motivate, and reward their employees. If you are a library leader or trustee and want to know more, check out our public library work here, and look out in the next few month for success stories highlighting our recent work.
Organizational Architecture is the trusted partner for more than twenty public libraries for human resources consulting, recruiting, performance management, and leadership development. If you need help in any of these areas, contact us!
The State of Ohio has released its new Minimum Wage poster. Ohio employers are required to post this in a conspicuous place where the employees can see the poster easily. Visit Ohio.gov to print your copy and post as many as needed in your workplace.
Remember, if you have employees in other states you may need to pay a different minimum wage than the federal minimum wage of $7.25 per hour or Ohio’s which is $10.10 per hour in 2023. Also, some municipalities have different minimum wages than their state’s so be sure to check with your city’s wage commission to make sure you are in compliance.
If you have employees working from home or remotely, attach the required posters to the back of your employee handbook. This will allow you to provide this information to employees who are not physically onsite. If you have an internal communication tool like Slack you can store them there as well.
The ILF 2022 Annual Conference is going to be held in Indianapolis, Indiana November 14 to 16 2022. OA will attend for the first time as an exhibitor and participant and we are excited to be part of this event!
The Indiana Library Federation [ILF] leads, educates and advocates for the benefit of Indiana residents. ILF’s origin dates back to 1891 when the assistant state librarian called together a meeting of 10 librarians from universities and the Indianapolis Public Library. Together, they initiated the Library Association of Indiana. After a name change to Indiana Library Association and organizing the Indiana Library Trustee Association in the early twentieth century, the two organizations merged in 1990 to be renamed Indiana Library Federation.
ILF is the statewide nonprofit organization for all library types: academic, public, school, special, and library supporters. It is the largest organization of its kind in Indiana, boasting more than 2,000 personal, institutional, library trustee, and business affiliate contributing members. ILF is laser focused on helping libraries and their staff thrive.
OA became a member of ILF in 2022. If you will be at the conference, introduce yourself! We can share how we have helped public libraries with Human Resources consulting, recruitment, other public library HR consulting projects.