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A look back on our successes in 2023

Posted by on Jan 14, 2024 in Blog, Case Study, HR Consulting, Human Resources consulting, Non Profit, Success Stories, Talent Acquisition | Comments Off on A look back on our successes in 2023

A look back on our successes in 2023

2023 turned out to be our most successful year in our nearly 17-year history!  A large part of it was due to the significant increase in projects we completed for clients in Ohio, Indiana, Minnesota, and Alabama.

In 2023 we worked with twenty-three different organizations across the private, nonprofit, and public sectors!  Fourteen of these were new clients and the remaining ones were organizations for whom we have performed work in the past.

Over the course of the year, the OA team completed eight recruiting projects, including:

  • Chief executive roles
  • Finance leadership roles
  • Human Resources role

Additionally, we are continuing our work on another financial leadership position and a senior-level IT position.

Also during 2023 we worked on many HR consulting projects for clients, including:

  • Compensation studies, including executive compensation projects
  • Organizational design and role definition projects, including job description revisions
  • Performance management systems development
  • Orientation and onboarding for new leaders
  • Employee benefits landscape analysis

We also endeavored to learn more about our clients’ industries, their successes and challenges, and current trends by:

  • Presenting at regional professional meetings.
  • Exhibiting at industry conferences in Chicago and Cincinnati.
  • Joining or maintaining our memberships with state professional associations in Ohio, Michigan, Indiana, and Pennsylvania, and their national counterparts.

You can learn more about our success stories here.

We are so grateful to our that trust us with their HR consulting needs. Thank you!

Do you need assistance with your workforce strategy, recruiting, or other Human Resources consulting needs? Check out our updates to learn more and contact us to see how we can help.

Motogo Bringin’ Back Shop Class Benefit

Posted by on Jan 11, 2024 in Blog, Community Support, Non Profit | Comments Off on Motogo Bringin’ Back Shop Class Benefit

Motogo Bringin’ Back Shop Class Benefit

We are proud to support Motogo and all of the great things they do to help kids learn problem-solving, tool knowledge, critical thinking, and collaboration by using motorcycles as a learning platform.

Take a look at this video to learn more about our inaugural group of students!

Join us for Motogo’s 6th annual BRINGIN’ BACK SHOP CLASS benefit!

Saturday, March 16th, 2024 – 6p to 11p

Motogo and Skidmark Garage – 4806 Hamilton Ave. Cleveland, OH 44114

Order your tickets

Are you a manufacturing or technology organization? Are you interested in helping kids learn about technology, manufacturing, skilled trades, engineering, and mathematics?  Consider supporting Motogo as a sponsor and join other Northeast Ohio organizations who are investing in kids’ introduction to these disciplines and learning skills they can use wherever life takes them.

Sponsor Motogo

Organizational Architecture is proud to help Motogo 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 2024.

Want to learn more?  Contact Brian or Molly by email or call 216.701.7073…or better yet, stop by the garage at 4806 Hamilton Avenue, Cleveland, Ohio 44114.

You can find them on Facebook and Instagram too!

A look back on our public library successes in 2023

Posted by on Jan 7, 2024 in Blog, Case Study, Government and Public Sector, HR Consulting, Human Resources consulting, Public Libraries, Success Stories, Talent Acquisition | Comments Off on A look back on our public library successes in 2023

A look back on our public library successes in 2023

2023 turned out to be our most successful year in our nearly 17-year history!  A large part of it was due to the significant increase in projects we completed for public libraries in Ohio, Indiana, and Alabama.

In 2023 we worked with fourteen public libraries, with ten of those being new clients and four libraries for whom we have performed work in the past.

Over the course of the year, the OA team completed eight recruiting projects, including:

  • 3 Library Director roles
  • 4 Fiscal Officer roles
  • 1 Human Resources role

Additionally, we are continuing our work on another Fiscal Officer position and a senior-level IT position for a consortium.

Also during 2023 we worked on many HR consulting projects for public libraries, including:

  • Compensation studies
  • Organizational design and role definition projects, including job description revisions
  • Performance management systems development
  • Orientation and onboarding for new leaders
  • Employee benefits landscape analysis

We also endeavored to learn more about public libraries, their successes, challenges, and current trends by:

  • Presenting at the NEO-RLS meeting at the Stow-Munroe Falls Public Library in May.
  • Exhibiting at the American Library Associate conference in Chicago in June.
  • Exhibiting at the Ohio Library Council conference in Cincinnati in September.
  • Joining or maintaining our memberships with public library associations in Ohio, Michigan, Indiana, and Pennsylvania and with ALA/PLA.
  • Joining or maintaining our memberships with public finance associations such as GFOA/OHGFOA, APT/OAPT, and AGA.

You can learn more about our success stories and projects on our library page.

We are so grateful to our public library clients as well as our private-sector and nonprofit clients, and the agencies and municipalities that trust us with their HR consulting needs. Thank you!

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

Understanding fraud and current trends

Posted by on Jan 7, 2024 in Best Practices, Blog, Government and Public Sector, Non Profit, Public Libraries | Comments Off on Understanding fraud and current trends

Understanding fraud and current trends

By Asha Vyas, Training Content Specialist, Your Part-Time Controller, LLC

Opportunity, pressure, and rationalization…these are the reasons behind an individual’s decision to commit fraud and libraries, nonprofits, and businesses are as vulnerable as any other institution.

Fostering your strong ethical culture can mitigate fraud risk. Culture is reflected in the tone at the top.

Add ‘Culture’ to a fraud risk mitigation plan

  • Establish management goals for culture
  • Evaluate threats to culture
  • Address culture at all levels

Fraud of any size is particularly insidious to an organization’s reputation. The perception of trust and financial support from public funds or donor makes this topic relevant for continuous anti-fraud updates to staff, patrons, volunteers, and the board.

Organizations susceptible to fraud tend to have common characteristics

  • Lack of internal controls, particularly separation of duties
  • Lack of policies
  • Lack of oversight

Current Fraud Trends

Cybersecurity breaches, even small ones, require attention. Cyber fraudsters intentionally stalk employees over weeks, sometimes months or longer, to find individuals who might overlook small details and overshare personal information. Fraudsters take time to infiltrate in small ways to test security and establish patterns to create an exceptionally realistic swindle.

General steps to help protect your library from a cyber-attack

  • Use password manager software
  • Use strong passwords [do not re-use them!]
  • Control access and use multi-factor authentication [MFA]
  • Update your systems and anti-virus software
  • Routinely back up your data, including offline/offsite storage
  • Prohibit automatic forwarding of emails to external addresses
  • Add an email banner to messages coming from outside your organization
  • Prohibit personal use of company devices and networks

Although cyber schemes are growing, your organization should still move towards a paperless environment. In fact, it is best practice to move digitally, but be cyber-aware, protect your data, and update your policies and processes like digital separation of duties for accounts payable and payroll with appropriate management oversight.

Anti-fraud tips

  • Provide ongoing anti-fraud training and education to staff, volunteers, and the board [include specific and situational examples!]
  • Create a culture of fraud/anti-fraud awareness and zero tolerance for fraud
  • Perform fraud risk assessments
  • Update policies
  • Establish a whistleblower hotline or other effective reporting mechanism
  • Management and board oversight

Fraud prevention begins with culture and the tone at the top. To best prioritize limited resources, focus on implementing cost-effective anti-fraud measures and targeting the most common risks and schemes. A plan and quick detection are critical to minimizing the occurrence and cost of fraud.

Managing a fraud mitigation plan is a complicated topic and YPTC is available to assist with resources, checklists, and experienced staff.  For more information about this topic, click here to watch the webinar or here to contact YPTC for assistance.

© 2023 Your Part-Time Controller, LLC

Asha Vyas is a Training Content Specialist with Your Part-Time Controller, LLC [YPTC]. YPTC provides customized accounting and financial management services for over 1200 nonprofits nationwide. Since 1993, YPTC has built transformative, personalized solutions based on clients’ financial needs, including cash flows, funding streams, financial concerns, and internal control challenges. YPTC is committed to educating organizations through webinars and resources that provide relevant takeaways and best practices. To learn more about YPTC and browse our content, visit www.yptc.com.

Job Opportunity: Fiscal Officer for Clermont County Public Library [OH]

Posted by on Jan 3, 2024 in Blog, Government and Public Sector, Hiring, Public Libraries, Talent Acquisition | Comments Off on Job Opportunity: Fiscal Officer for Clermont County Public Library [OH]

Job Opportunity: Fiscal Officer for Clermont County Public Library [OH]

Are you ready for the next step in your career?

We are excited to be partnering with Clermont County Public Library to help them find their next Fiscal Officer.

About the Opportunity

In this mission-driven, hands-on leadership position, the Fiscal Officer plans, implements, administers, and supervises all aspects of the financial operations for the library system. Reporting to a seven-person Board of Trustees, the Fiscal Officer also ensures that all financial operations comply with applicable laws and statutes of the State of Ohio, state auditing requirements, standard finance and accounting practices, and established policies and decisions of the Board of Trustees. As the top financial administrative officer of the library system, the Fiscal Officer is responsible for regular financial reporting [ad hoc, monthly, and annual] and recordkeeping. The Fiscal Officer also provides oversight of expenditures, revenue, investments, payroll, other general accounting activities, and departmental staff.

About Clermont County Public Library

 Clermont County Public Library began library service in 1955, with a bookmobile and a small office as its first facilities. Since then, the library system has expanded to ten locations, achieving a goal to have a library within fifteen minutes driving time for all Clermont County residents. The library system has an $11 million annual operating budget and over 100 dedicated team members. The mission of the Clermont County Public Library is to foster lifelong learning by providing resources that inform, programs that engage, and ideas that inspire. To learn more, visit clermontlibrary.org

Position Qualifications

Ideal candidates will have:

  • Five [5] years or more of public sector finance and accounting management experience.
  • A Bachelor’s degree in Accounting or related discipline.
  • Experience, knowledge, and skills in all aspects of financial management including:
    • Budget planning and administration
    • Forecasting/Financial planning and analysis
    • Generally accepted accounting principles [GAAP]
    • Government Auditing Standards [GAS]
  • Proficiency in the following competencies:
    • Communication
    • Organizational awareness
    • Problem solving
    • Resource management
    • Leadership
  • Experience as part of a collaborative leadership team and other workgroups focused on attaining organization-level and departmental goals.
  • Ability to obtain CPIM certification within 90 days of hire is required.
  • Ability to work occasional nights and weekends, as required.
  • CPA, CGFA, or other related professional certification is a plus.

A generous compensation package includes competitive base pay with a minimum of $88,000; healthcare, dental, and vision benefits, retirement plan, time-off, and more.

To Apply

Please submit your resume and a cover letter [including salary requirements] via email to: ryansheehan@oahumanresources.com. No third-party candidates please. Applications will be accepted until the position is filled.

Robust pay increases planned for 2024

Posted by on Dec 21, 2023 in Blog, Compensation, Compensation Consulting, HR Consulting, Human Resources consulting | Comments Off on Robust pay increases planned for 2024

Robust pay increases planned for 2024

In her Society for Human Resources Management article, Kathryn Mayer delves into the complex landscape of employee compensation for the upcoming year. As 2024 approaches, U.S. employers, while cautious due to economic uncertainties, are gearing up to offer meaningful salary increases. This decision is a balancing act between the lingering effects of economic challenges and the need to remain competitive in a tight labor market.

Mayer cites two significant surveys that shed light on the salary trends for 2024. The [Watson Towers Wyatt] WTW Salary Budget Planning Survey, engaging over 33,000 employers, forecasts an average salary increase of 4%. This rate, though a slight dip from 2023’s 4.4% increase, marks a significant rise compared to the 3.1% increase seen in 2021 and earlier. Meanwhile, Mercer’s U.S. Compensation Planning Survey projects a slightly more conservative increase of 3.8%, along with an average merit boost of 3.5%.

The undercurrents driving these salary adjustments are multifaceted. High inflation continues to exert pressure, with escalating costs in essentials like food, housing, and healthcare pinching workers’ budgets. Surveys from Bank of America and Charles Schwab reveal a disturbing trend of dwindling financial well-being among employees, compounded by record-high credit card debt and concerns about retirement savings.

Amidst these financial headwinds, the labor market remains tight. Employers are facing significant turnover and attrition, prompting 52% of them, as per the WTW survey, to cite labor market challenges as a key reason for upping salaries. However, salary increments are not the sole focus. Employers are also turning to broader strategies to attract and retain talent. These include increasing workplace flexibility, enhancing focus on inclusion, equity, and diversity, and improving the overall employee experience. Many are also revising salary ranges, with actions like raising starting salaries and reviewing compensation for specific employee groups.

Mayer also highlights the cautionary advice from Hatti Johannsson of WTW, who underscores the importance of strategic thinking in pay decisions. Johannsson cautions against making long-term decisions based on temporary economic conditions, suggesting a need for a careful and measured approach.

Overall, Mayer’s article presents a nuanced view of the salary landscape for 2024. It reflects an environment where employers are juggling the need to maintain a competitive edge in the labor market with the realities of an evolving economic climate.

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.

Client success story – Ashland Public Library

Posted by on Dec 5, 2023 in Blog, Case Study, Government and Public Sector, Hiring, Public Libraries, Success Stories, Talent Acquisition | Comments Off on Client success story – Ashland Public Library

Client success story – Ashland Public Library

Searches for senior public library professionals is an area of expertise we have developed over the years. We have a number of successful engagements with public libraries to help them find:

  • Library Directors
  • Fiscal Officers
  • Human Resources leaders
  • Library technology leaders

Our latest success story highlights our talent acquisition and recruiting services and how we helped library trustees select a new Library Director.

Founded in 1892, the Ashland Public Library has been the cultural hub of the community. On top of historically providing a wide range of services beyond just books, newspapers, music, and movies, the library has drastically expanded its services and resources recently. The single, main branch is located in the city of Ashland, Ohio and completed a significant renovation in 2016 which created a centralized service desk and expanded the children’s area.

APL’s mission is Connecting people with ideas, information, and inspiration.

The Ashland Source had a great article welcoming Charlene Tolbert as the new director this month. It even mentions OA!

Organizational Architecture is the trusted partner for more than thirty 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.

Job opportunity: Senior Director of CLEVNET

Posted by on Nov 9, 2023 in Blog, Government and Public Sector, Hiring, Public Libraries, Talent Acquisition | Comments Off on Job opportunity: Senior Director of CLEVNET

Job opportunity: Senior Director of CLEVNET

The Opportunity

On behalf of our client, CLEVNET, we are seeking exceptional candidates for their new Senior Director of CLEVNET position.

This dynamic, mission-oriented leadership position is responsible for guiding the daily operations and assisting with the formulation of the strategic direction of CLEVNET. As a key administrator for the organization, you will help ensure public library patrons across the region have ready access to vital information and materials needed for their entertainment, education, and personal/cultural enrichment.

Learn more about the role here.

In this multifaceted, challenging role, you will also:

  • Manage a highly skilled, experienced team of eight IT professionals responsible for the development, implementation, application, maintenance, and support of library systems, applications, technology, and infrastructure/networks used by CLEVNET member libraries.
  • Ensure necessary system upgrades are performed, server capacities remain at appropriate levels, and that other IT-related needs and service level standards meet or exceed end-user needs.
  • Collaborate with the Chief of CLEVNET to develop new technical and governance policies and procedures and to assist with launching new initiatives to improve offerings, services, and operations.
  • Oversee third party maintenance agreements, evaluate vendor performance, and participate in specification, selection, acquisition, and evaluation of system hardware and software including negotiating with vendors.
  • Report on CLEVNET’s IT strategy and projects to CLEVNET member libraries.
  • Confer and partner with state agencies and strategic partners such as the State Library of Ohio and OPLIN.

Although the position is primarily a virtual one, this role is based in Northeast Ohio to best facilitate monthly team and quarterly meetings with leadership, customers, and other key stakeholders as required.

A generous compensation package includes competitive base pay with a pay range minimum/midpoint of $106,000 to $130,000; healthcare benefits including medical, dental, vision, time-off and more; retirement benefits include participation in the Ohio Public Employees Retirement System public pension plan and The Ohio Public Employees Deferred Compensation Program.

About CLEVNET

Established in 1982, CLEVNET is one of the largest library resource sharing networks in the United States. The consortium includes 47 library systems across 12 different Ohio counties with 12 million items and over one million customers. CLEVNET allows library patrons to access the vast collections of every participating library. Additionally, CLEVNET provides critical information technology solutions [network, software, hardware, and general technical support] to its member libraries. CLEVNET is Library Cooperation.

Position Qualifications:

  • 7 years or more of experience leading IT functions, projects, and teams in a multi-site environment in which system uptime is critical is required.
  • Experience working with vendors to solve IT problems and ensure successful long-term resolution; providing solutions that are innovative and meet or exceed desired outcomes within fiscal and other constraints; managing large networks, security protocols, and with experience MS Windows [365], Linux, and similar systems is required.
  • Experience researching, assessing, and implementing technical tools is required.
  • Experience in public library, public-sector, and/or a union environment is preferred.
  • 3 years or more of experience directly supervising employees is required. Experience effectively managing virtual technical teams is preferred.
  • Bachelor’s degree in Information Technology or Computer Science or related field is strongly preferred. Master’s degree is a plus.
  • Cisco Systems, Juniper, or similar network certifications are preferred.

Reasonable accommodation will be made for disabled persons covered by the Americans with Disabilities Act [ADA] in accordance with its requirements.

To Apply

To be considered for this position, please submit your resume and a cover letter [including salary requirements] via email to: ryansheehan@oahumanresources.com. Applications will be accepted until the position is filled.