The Association of Theological Schools的动态

Question: what are your employer's policies around compensation for attending conferences and PD events? Couple of examples. Suppose you attend a one-hour webinar for work. Does your employer pay for that time? Now, how about a 3-day conference, where you're on the go from 8am breakfast with a speaker through to evening social events. What's your paid time arrangement for that? Ramping that up -- suppose you're required to keep up with work while you're at the conference, so you're putting in hours on emails and other work tasks on top of attending conference sessions. Does your paid time arrangement address that? How are you compensated for travel time? Do you feel that your employer's policies are fair? And, if not, what do you think a fair arrangement would be for time spent on conferences and PD activities? Thanks for sharing your thoughts and experiences. #Compensation #Conferences #ProfessionalDevelopment

Conversations around benefits should be happening year-round, not just during open enrollment. EBC makes it easy to educate your employees using our mix and match tools, such as videos, online resources, email templates, presentation slides, and more. Employers, please contact your Client Account Representative to access the resources. Learn more about what's available: https://hubs.la/Q02yHsqd0

Anyone use an alumni program? “Develop a communication plan. How and when will you reach out to your alumni pool, and what information will you include? You might plan a quarterly newsletter containing company announcements, industry insights, and information about events. If you have a smaller alumni pool, you might plan more targeted, tailored outreach.”

???? Calling All Event Management Enthusiasts! ???? Are you a recent event management graduate, a seasoned professional, an academic, or a hiring manager in the bustling world of events? ?? Your unique insights are invaluable, for my dissertation questionnaire! This research, "Aligning Skills with Industry Needs: A Critical Analysis of University Events Management Programs and Employer Expectations", seeks to identify the disparities and forge pathways towards a more relevant, skill-equipped future. Why Your Participation Matters: ?? Contribute to enhancing event management education ?? Help bridge the gap between academia and industry demands ?? Share your perspective, whether as a graduate, professional, educator, or hiring manager Your Voice, Your Impact: ?? Just 5 minutes of your time ?? Participate online, at your convenience ? Your feedback is confidential ?? Your participation is voluntary ?? Let's make a difference—join this research journey! #EventManagement #EducationInnovation https://lnkd.in/ej7g3cwC

A good strategy is vital for a stress free Open Enrollment.

???Join Our Exclusive Pre-Launch Event!??? Recent data shows 71% of workers are considering leaving their current role within the next 12 months?(compared to 60% in 2023). We’re diving into the reasons why in our upcoming?2024 Salary & Hiring Trends Guide. We are excited to invite you to an exclusive pre-launch breakfast event that’s taking place prior to the Guides official launch. ?? Event Details: Date:?Wednesday, 28th February 2024 Time:?8:00am - 11:00am (Breakfast served 8:00 - 9:00am, presentation begins at 9:00am) Host: Travis O'Rourke, President Hays Canada During this event, our President,?Travis O'Rourke, will delve into critical topics that impact the workforce today. Here’s what you can expect: 1. Benchmarked salaries, benefits and hiring intentions across professions, industries and locations. 2. Unravelling the intricate relationship between AI and the workforce, dissecting the challenges, and presenting measures to harness its potential. 3. Strategies and initiatives to foster a culture that celebrates diversity and ensures equal opportunities for all. ?? RSVP:?Places are limited! If you’re interested in attending, please reach out to me directly.

My Facebook memories showed me that it's been four years since I started hosting webinars. ? Back in March 2020, I had just started working at CPHR Alberta (again) when the pandemic happened. HR professionals were suddenly in the spotlight, being asked to do all kinds of things that no one had ever done before. There were no policies, no precedents, and the employment law landscape was changing daily. I was never a fan of virtual offerings, but suddenly there was no other option. We knew that our members needed support, so we created a lunchtime webinar series. We launched in late March, offering two free webinars a week at lunchtime for the months of April and May. That first week we had over 1000 people attend the two webinars. I hosted and my team did tech support (thank you Nicole Bourgeois, RPR and Bailey Beauchamp). None of us were Zoom experts, but neither was anyone else. I would log on and watch the participant numbers climb. The Q and A box would start to fill with questions before we even started. I would say, “Welcome everyone. My name is Janice and I’m here in Calgary. Wherever you’re located, I hope you’re safe.” We had people from across Canada attending every time. We sent out a request for guest speakers and the community stepped up. It was incredible to see the support. Most memorable was the day our lawyer guest speaker said that he couldn’t answer a legal question because the legislation was so new. I never saw a lawyer be speechless ( ?? just kidding). The pandemic created a positive change in the way CPHR Alberta offered services to its members. Virtual may not be as fun as in-person, but it’s way more accessible. I learned that there’s value in doing whatever you can to support other people. Even though these webinars didn’t feel like much, they provided a sense of community and stability in a time when we all needed that. ?? #growth #connection #memories

For many employers in the US, open enrollment is just around the corner and many strategic leaders are currently meeting with brokers and carriers to select the best healthcare options for their employees at a cost that is reasonable. What can you do to help employees do more than just check a box when selecting benefits? SHRM shares that one way to get more engagement is through story telling - sharing real stories that highlight how specific benefits can work for them. What ways do you get your employees interested in this important annual process? #benefits #openenrollment #healthcare #risingcosts #engagement #strategicleadership

For employees, cost is a principal concern when it comes to benefits so when it's time to review/choose benefits, it often comes down to picking plan offerings with low monthly premiums. But saving on monthly premiums may also mean less coverage if and when you need it plus higher deductibles, co-pays, co-insurance, and OOP costs ... with employees only realizing the impact after the fact. During my early years as VP of Operations working in partnership with our PEO, I ran into a couple of situations where employees weren't as due diligent in the benefits review process, opting for a lower premium plan without going through the plan details, only realizing they made a mistake when they needed coverage that wasn't covered until after meeting their deductible, resulted in high OOP costs, or their provider didn't accept/wasn't in-network under that plan. Learning from those experiences, each subsequent year working with our PEO (and HRBP) during our benefits Open Enrollment process, I carefully reviewed the plan offerings made available to us and worked to further streamline our offerings and improve our communications. Through our PEO, we had the option to offer two to three medical plans, two dental plans, and there was one vision plan. While the dental and vision plans were straight-forward, the medical plans required significant time to review all the offerings to find plans that provided the best value to employees, offered a wide provider network, comprehensive coverage, while being budget-conscious for both employees and employer. The goal was to offer three clearly distinct plans (high / medium / low) to make it easier for employees to choose the right benefit offerings that best aligned with their needs. During benefits Open Enrollment, in addition to notifications sent by our PEO, I would typically send out at least two e-mails to employees. The first, around the start of Open Enrollment, would include an overview of the plan offerings, highlights of key changes and submission deadlines, how to get help with Open Enrollment, and encourage employees to carefully review the detailed plan materials to ensure their plan still aligned with their needs. A second reminder e-mail would typically go out as we neared the close of Open Enrollment. As our PEO transitioned from printed Open Enrollment materials to online-only, I would reach out to our benefits rep to obtain a PDF version of the annual Open Enrollment materials for those employees who preferred to review materials offline. I also made a recommendation to our PEO to include a PDF option which was eventually implemented. These collective actions helped streamline the benefits review and decision-making process for employees, improve overall communications during Open Enrollment, and encouraged employees to take the time to review annual plan offerings to ensure they continued to align with and support their needs. #OpenEnrollment #benefits #PEO #business #bestpractices

Some great nuggets here! Thinking about open enrollment in February? Absolutely! When 75% of job seekers consider an employer's brand before applying, branding your benefits program could go even further to help attract and retain top talent. We've got a handy infographic to help you create branding success that drives interest and action throughout the year.