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  • 03/03/2016 11:37 AM | Anonymous

     

    North Carolina

    International Personnel Management Association

     

    March 3, 2016

     

    Dear Colleague:

     

    On behalf of the Officers and Board of Directors of the North Carolina Chapter of the International Personnel Management Association (NC-IPMA), I am pleased to solicit your nominations for the 2016 Annual Recognition Program.  The program recognizes excellence in the field of human resources as demonstrated by individuals and agency members.  Nominations are now being received for the following award categories:

     

    Lifetime Achievement Award - presented to an individual who has made significant accomplishments in the field of public human resource management over the length of their career.

     

    Recognition Award - presented to member agencies (as a group, or to individuals) for introducing innovative and creative programs and for achieving high standards in select categories.  Categories include:

    Staffing

    Classification and Compensation

    Benefits

    Training and Career Development

    Communication and Employee Relations

    Equal Employment Opportunity/Diversity

     

    Past President’s Award - presented to a Past President of NC-IPMA who has retired from public service and has made noteworthy accomplishments.

     

    Myers Johnson New Member Award - presented to a new member for meritorious contributions and support to NC-IPMA during his/her first year of membership.  This person will be acknowledged for their time, volunteer efforts, and willingness to help in a multitude of areas.

     

    Entry forms and instructions are enclosed. You are encouraged to submit innovativeideas from your organizations for consideration and/or to recommend a colleague for recognition.

     

    NC-IPMA will announce the awards at the March 2016 NC-IPMA Spring Conference in Wilmington, NC.  We look forward to receiving your nominations, which must be received by Monday, March 7, 2016.  Please submit them to my attention: mminor@statesvillenc.net .  Upon receipt of your entry, you should receive a confirmation email.  If not, please contact me to ensure that your information was received.  If you have any questions, you may contact me at 704-878-3572.

     

    Thank you for your time and consideration,

     

    Mildred M. Minor

     

    Mildred M. Minor

     

    NC-IPMA Recognitions Committee

    NC-IPMA Board Member

     

     

    North Carolina Chapter

    International Personnel Management Association

     

    Lifetime Achievement Award Program

     

    (Instructions and Entry Form)

     

    Note: Entries must be received no later than March 7, 2016.

     

    Name of Individual You Wish to Nominate: _______________________________________________

     

    The Nominee's Employer: ____________________________________________________________

     

    *Are you a current member of NC-IPMA?   Yes __      No __

     

    Recognition Category: (Select one)

    __ Advancement of the Profession

    __ Leadership

    __ Service

    __ Time Requirement

     

    In no more than five (5) pages of doubled-spaced typing, please describe and clearly detail the accomplishments and characteristics of the nominee that you believe justify consideration for the Lifetime Achievement Award.

    Supplemental materials are attached:   Yes __      No __

    _____________________________________________________    ______________

     

    Signature of person making nomination                                                           Date

    Daytime Phone Number:  ________________________________

     

    *A current member of NC-IPMA must nominate an individual.  Please submit one copy of your entry to mminor@statesvillenc.net .

    Rev. 03/2016

     

     

    North Carolina Chapter

    International Personnel Management Association

     

    Recognition Awards Program

     

    (Instructions and Entry Form)

     

    Note: Entries must be received no later than March 7, 2016.

     

    Name of Agency/Institution/Organization: __________________________________________________

     

    *Are you a current member of NC-IPMA:   Yes ___         No ___

     

    Number of FTE permanent positions in your Personnel/Human Resources

    Department: ________

     

    Entry Category: 

    ___  Staffing

    ___  Classification/Compensation

    ___  Benefits/Safety/Risk Management

    ___  Training/Career Development

    ___  Communications/Employee Relations

    ___  Equal Employment Opportunity/ Diversity

     

    Date of Project/Program Completion:  ________________________

     

    If project/program is not yet completed, briefly describe significant results to-date.

    Please give a brief description. _______________________________________________________________

    __________________________________________________________________________________

    __________________________________________________________________________________

     

    In no more than five (5) pages of double-spaced typing, please describe and clearly detail the following items, if appropriate:

    • ·        Project/ program objective(s)
    • ·        Project/program budget and finance
    • ·        Staffing levels and degree of involvement for program development,        implementation and maintenance
    • ·        Project/program value - significance of results, immediate and long-term benefits
    • ·        Project/program innovation or uniqueness
    • ·        Project/program results
    • ·        Project/program adaptability
    • ·        Project/program efficiency - cost effectiveness, staffing, etc.
    • ·        Project/program contribution to Human Resources Management and image of agency/institution

    Are you attaching any local news articles about the project/program, or brochures, etc., which help illustrate and provide an understanding of the written description?      

     Yes ___      No ___

     

    ___________________________________      __________________________________

    Signature I  Date                                                             Signature I  Date

     

    Human Resources/Personnel Director                        Agency/Institution Head

     

    (Optional)

    Phone: ______________________________  Email: ____________________________

     

    *Entries are limited to agencies/institutions that have an employee as a member of NC- IPMA.  A current member of NC-IPMA must nominate an individual.  Please submit one copy of your entry to mminor@statesvillenc.net.

    Rev. 03/2016

     

     

    North Carolina Chapter

    International Personnel Management Association

     

    Myers Johnson New Member Award

     

    (Instructions and Entry Form)

     

    Note: Entries for this award must be received no later than March 7, 2016.

     

    The individual chosen for this award will be recognized for their meritorious contributions and energy as a new member of NC-IPMA.  This individual has graciously volunteered for a number of projects, is always eager to work for the good of the organization, willingly takes on tasks that others would prefer not to volunteer for, and is generally able to work well under pressure.

     

    Name of Individual You Wish to Nominate:  _____________________________________________

     

    The Nominee's Employer:  ___________________________________________________________

     

    Is the Individual a Current Member of NC-IPMA:   Yes ___      No ___

     

    Please describe your reasons for nominating the individual identified above.  You may include attachments, if necessary.

    __________________________________________________________________________________

    __________________________________________________________________________________

    __________________________________________________________________________________

    __________________________________________________________________________________

    __________________________________________________________________________________

    __________________________________________________________________________________

     

    ________________________/_______________________________/_________________

    * Printed Name/Signature of Individual Making the Nomination            Date

     

    Your Daytime Phone Number: _____________________Email: _____________________

     

    *A current member of NC-IPMA must nominate the individual.  Please submit one copy of your entry to mminor@statesvillenc.net.

    Rev. 03/2016

     

     

    North Carolina Chapter

    International Personnel Management Association

     

    Past President’s Award

     

    (Instructions and Entry Form)

     

    Note: Entries must be received no later than March 7, 2016.

     

    Name of Individual You Wish to Nominate:  __________________________________________

     

    The Nominee's Former Employer:  __________________________________________________

     

    Nominee's Date of Retirement: _____________________________________

     

    The above Nominee must meet both of the following criteria:

    • ·       Served the full term as NC-IPMA President, unless there was an unforeseen circumstance that prevented their serving the full term; and
    • ·       Retired from public service in North Carolina.

    In no more than two (2) pages of doubled-spaced typing, please describe, in detail, any accomplishments and/or outstanding characteristics of the nominee that you believe deserves consideration for the Past President's Award.

     

    Supplemental materials are attached:  Yes ___      No ___

     

    ______________________/_________________________    __________________

    Printed Name/Signature of person making nomination                   Date

     

    Your Daytime Phone Number: _____________________Email:_____________________

     

    *A current member of NC-IPMA must nominate an individual.  Please submit one copy of your entry to mminor@statesvillenc.net.

    Rev. 03/2016

  • 12/28/2015 10:43 AM | Anonymous

    On Oct. 30, the Equal Employment Opportunity Commission (EEOC) issued a proposed rule under the Genetic Information Nondiscrimination Act (GINA) defining how employers may obtain voluntary health information from employees’ spouses for purposes of a wellness plan.

    GINA prohibits employment discrimination based on genetic information and generally prohibits employers from obtaining genetic information. GINA makes an exception for situations in which an employee voluntarily participates in an employer wellness plan. The proposed rule allows employers to offer an incentive that is a maximum of 30 percent of the total cost of the plan in which the employee and dependents are enrolled. The proposed rule also requires written authorization from the spouse before any collection of health or genetic information. The proposal is open for public comment until Dec. 29, 2015.


  • 12/28/2015 10:39 AM | Anonymous

    Budget Agreement Includes Provisions Affecting Employer-Provided Benefits    

     

    The congressional budget deal (the Bipartisan Budget Act of 2015, P.L 114-74) that was signed into law by President Barack Obama on Nov. 2 includes repeal of the Affordable Care Act’s (ACA’s) auto-enrollment provision for large employers, increases premiums for the Pension Benefit Guaranty Corp. (PBGC), and addresses the impending inability for the Social Security Disability Insurance fund to meet its obligations to participants.

    Within the budget are several provisions that affect employer-provided benefits, as well as a two-year agreement that adjusts spending caps for Fiscal Years 2016 and 2017, equally divided between defense and nondefense spending. The budgetary increases provided by the agreement are fully offset by mandatory spending cuts and other savings, and provide a debt ceiling increase through March 2017. 

    Specific provisions of interest to the HR profession include:

    ·         Repeal of ACA Automatic Enrollment for Employees of Large Employers - The ACA requires that employers with 200 or more full-time employees automatically enroll each new full-time employee into a qualifying health plan (if one is offered by that employer) by the employee’s 91st day of employment and that employers automatically continue enrollment of current employees unless the employees choose to opt out. Employers that are subjected to this requirement are already bound by the health care law’s shared responsibility for employers’ provision, which requires an offer of coverage to these same employees. SHRM supported repeal of the ACA auto-enrollment provision because the requirement could be confusing and cause complications for employees and employers alike. In particular, if employees are automatically enrolled in an employer-sponsored health  plan but have coverage elsewhere (such as under a spouse’s plan), they may find themselves in a plan they do not need, a situation that could result in unnecessary financial hardship. In addition, new employees could potentially lose access to health care providers they have long depended on, who may not be participants under the employer-sponsored health plan. Furthermore, for employers who have seasonal workers or workers with variable hours, automatic enrollment creates the administrative headache of determining which employees are considered full-time and eligible for coverage.

    ·         Increase in PBGC Premiums - The agreement increases both the flat- and variable-rate premiums for single-employer plans. Flat-rate premiums will increase 22 percent, while variable-rate premiums will increase 24 percent from 2016 levels. It is important to note that these premium increases do not flow to the PBGC to ensure plan solvency. Rather these increases will be used to offset the cost of the budget agreement.

    ·         Change in PBGC Premium Payment Deadline - The agreement changes the PBGC premium payment deadline for 2025 and beyond, moving it forward one month. The purpose of moving the date is to include one additional year within the 10-year budget window, thereby increasing the amount of revenue generated to the Treasury. Employers generally are required to make a premium payment by Oct. 15 of each plan year. The legislation would move the payment date to Sept. 15.

    ·         Extends Defined Benefit Funding Stabilization (“Pension Smoothing”) - The agreement extends fund stabilization rates through 2019, with rates decreasing thereafter. These rates dictate the levels at which a plan must be funded. Expansions of these rates allow an employer to reduce its funding liability and, therefore, to increase its overall general revenues. With the increase in revenue comes greater tax liability and, thus, more money for the U.S. Treasury.

    ·         Allows Mortality Tables for Pension Plan Projections - The agreement allows more retirement plans to use their own mortality tables for plan projections. Normally, the Internal Revenue Service approves plan-specific tables once a plan has a sufficient number of participants to justify the table. This has generally benefited very large plans with many participants. The legislation would expand how a plan sponsor can demonstrate credible information in order to use its own mortality table, thereby increasing the number of plans that use their own tables. Theoretically, this could raise a small amount of revenue by reducing some plan liability and reducing an employer’s pension contributions—thus increasing an employer’s tax liability through the pension smoothing process.

    ·         Reallocation of Social Security Disability Insurance (SSDI) Reforms - The agreement reallocates funds among the Social Security program trust funds to ensure solvency of the disability insurance (DI) program for seven more years (through 2022). This prevents the automatic 19 percent cut in DI benefits that would have otherwise occurred when the reserves run out next year. Of interest to employers employing individuals on DI, the bill requires the Social Security Administration (SSA) to test different strategies for incentivizing work for individuals on disability benefits who may fear losing these benefits if their income is too high. The bill also includes new requirements that all disability cases be reviewed by a medical expert before benefits can be awarded.


  • 02/09/2015 8:42 AM | Anonymous

    Dear Colleague:


    On behalf of the Officers and Board of Directors of the North Carolina Chapter of the International Personnel Management Association (NC-IPMA), I am pleased to solicit your nominations for the 2015 Annual Recognition Program. The program recognizes excellence in the field of human resources as demonstrated by individuals and agency members. Nominations are now being received for the following award categories:


    Lifetime Achievement Award - presented to an individual who has made significant accomplishments in the field of public human resource management over the length of their career.


    Recognition Award - presented to member agencies (as a group, or to individuals) for introducing innovative and creative programs and for achieving high standards in select categories.  Categories include:

    Staffing

    Classification and Compensation

    Benefits

    Training and Career Development

    Communication and Employee Relations

    Equal Employment Opportunity/Diversity

     

    Past President’s Award - presented to a Past President of NC-IPMA who has retired from public service and has made noteworthy accomplishments.


    Myers Johnson New Member Award - presented to a new member for meritorious contributions and support to NC-IPMA during his/her first year of membership.  This person will be acknowledged for their time, volunteer efforts, and willingness to help in a multitude of areas.



    Entry forms and instructions are enclosed. You are encouraged to submit innovative ideas from your organizations for consideration and/or to recommend a colleague for recognition.

    NC-IPMA will announce the awards at the March 2015 NC-IPMA Spring Conference in Asheville, NC.  We look forward to receiving your nominations, which must be received by Friday, March 6, 2015.  Please submit them to my attention: Brenda.Dixon@nc.gov .  Upon receipt of your entry, you should receive a confirmation email.  If not, please contact me to ensure that your information was received.  If you have any questions, you may contact me at 919-807-4830.


    Thank you for your time and consideration,

     

    Brenda E. Dixon

     Brenda E. Dixon, SPHR

    NC-IPMA Recognitions Committee

    NC-IPMA Board Member

     

    Attachment

    NC-IPMA Recognition Awards Nomination Forms 2015.pdf

  • 01/20/2015 4:09 PM | Anonymous

    Events

    Conferences






    NC-IPMA 2015 Spring Conference
    March 25 - 27, 2015


    Click here for additional information or to register online

    Click here for a Registration Form

    Click here for the Conference Itinerary

    Click here to register for the Dine Around



    DoubleTree by Hilton Asheville-Biltmore
    115 Hendersonville Rd.
    Asheville, NC 28803

                            For additional information regarding room rates or to make                      reservations call 1-828-274-1800
        Please mention group code: NC-IPMA to receive the group rate.                            (Rate available for accommodations on March 25 & March 26)

    PROGRAM DETAILS
    This conference promises to have something for every Human Resources professional. Some of the session topics include:
    •    Strategies for Standing Out at Work
    •    Succession Planning
    •    Top 10 FMLA/ADAAA Mistakes Companies Make
    •    Ethics, Social Media & Electronics in the Workplace
    •    Employee Recruitment & Retention
    •    Tips for Effective Human Resources Documentation
    •    How to Build/Increase Executive Presence
    •    Unemployment Compensation Reform
    •    How to Reduce Employment-Related Liability Proactively
    •    Impacts of the Affordable Care Act (Legal Update)

     

    KEYNOTE
    Human Behavior & Work Relationships—Why Can’t You Be Normal Like Me?
    Robert Rohm, Ph.D.

    What are your chances of connecting well with another person? On average, two people have about a 40 percent chance of experiencing a good personality match based on how their personality styles naturally fit together. That means that, most of the time, two people are likely to have a built-in challenge in relating well with each other—unless they understand each other’s personality styles. Personal relationships and business success both hinge on effective communication with others. Dr. Robert A. Rohm, owner of Personality Insights, Inc. and Co-Founder of DiscoveryReport.com – the leading provider of cutting-edge online DISC personality profile assessments, will present the Model of Human Behavior and how we all interact within relationships. This promises to be one session that you will always remember!  Click here for more information.

     

    SCHOLARSHIP OPPORTUNITIES
    Pierce Group Benefits invites you to apply for a scholarship for the NC-IPMA Conference. The scholarship’s goal is to further the education of a public sector employee who has demonstrated great initiative and dedication to implementation proven human resource best practices in the workplace.  Click here for more information.

     

    STAY TUNED FOR MORE INFORMATION ABOUT:
    •    NC-IPMA Public Service Project
    •    NC-IPMA Dine Around
    •    Group Discounts for the Biltmore House & Garden Tour

  • 11/07/2014 4:29 PM | Anonymous

    Hitting The New Rules Head On: Technology, Tracking and Reporting


    Space is limited.
    Reserve your Webinar seat now at:
    https://www2.gotomeeting.com/register/216279306


    As the Affordable Care Act comes into full swing, the role technology plays in how an employer manages their benefit plan will continue to become more and more important. This has created some exciting new technological advances that employers will want to evaluate. Everything from payroll system capabilities to HRIS systems are impacting not only how employers manage the rules related to the ACA but also how they can potentially simplify the administration of their health and welfare plans. We will discuss how new technologies can assist an employer with gathering and reporting the data they need to cost effectively manage their plan and stay in compliance. We will outline the tools for tracking employee hours for measurement periods and other required reform related filings, and why it is important to be evaluating these options now.

    This program has been approved for 1 [HR (General)] recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute.
      You must be logged in to receive credit!

  • 08/26/2014 2:20 PM | Anonymous

    This year is flying by and our 2015 Spring Conference will be here before we know it.  We are looking forward to next year’s (2015) conference that will take place March 25-27 at the DoubleTree by Hilton in Asheville, NC.  However, in the meantime, we have a lot to do to make it happen and I need your help!!  I’ve attached a list of committees including descriptions for each one (click here to download).  Please review the list and make your top 2 selections to indicate your interest in serving on a planning committee.  We will be forming the committees in the near future, so please submit your selections as-soon-as possible. 


    If you have any questions, please do not hesitate to give me a call (336-242-2246) or email. 


    We look forward to serving with you!


    Elaine Ratcliffe

    NC-IPMA President-Elect


    NC-IPMA 2015 Spring Conference

  • 07/30/2014 11:51 AM | Anonymous

    Please save the date March 25 - 27, 2015 for the NC-IPMA 2015 Spring Conference in Asheville, NC.


    DoubleTree by Hilton Asheville-Biltmore

    115 Hendersonville Rd.

    Asheville, NC 28803


    More information to follow



  • 05/28/2014 9:04 AM | Anonymous
    Source: www.ipma-hr.org

    State and Local Governments Hiring Again
    Even so, annual Center for Excellence workforce survey finds workforces are smaller than before the 2008 downturn.
     

    WASHINGTON, DC - Local and state governments continue their hiring trend although their workforces are still smaller since the 2008 economic downturn; recruitment and retention continue to be challenges; and pressure on benefits continues, particularly health care.

    "State and Local Government Workforce: 2014 Trends" is an annual survey conducted by the Center for State and Local Government Excellence (slge.org), the International Public Management Association for Human Resources (ipma-hr.org), and National Association of State Personnel Executives (naspe.net) of human resource professionals. Two hundred ninety-eight (298) IPMA-HR and NASPE members took part in the survey, which was conducted in March and April 2014. More


  • 05/06/2014 5:29 PM | Anonymous

    We need your help in moving NC-IPMA into the future. Please join us on Thursday, June 5 at 10:30 a.m. for a Roundtable Discussion & Business Meeting for NC-IPMA members.

    NC-IPMA Roundtable Discussion & Business Meeting
    Thursday, June 5
    10:30 a.m.


    Guilford County
    Human Resources Auditorium (1st Floor)
    201 South Greene Street
    Greensboro, NC 27401
    (Parking available in the Greene Street Parking Deck)

    We will discuss:

    •    NC-IPMA Leadership
    •    Organizational Goals
    •    2014 -2015 Membership Campaign
    •    Networking Opportunities
    •    Program Ideas
    •    Building a Winning Organization

    Lunch will be provided. Members are required to RSVP no later than Friday, May 23 at 5 p.m. For additional information or to RSVP contact Chantel Thompson via email to thompsc@concordnc.gov or by phone at 704.920.5101. This event is open to NC-IPMA members only.

    Thank you for your time and commitment to NC-IPMA.

    Click here for more information.


    .

     

    Best regards,

    Chantel Thompson

    NC-IPMA President Elect 2013-2014

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