AK State HR Conference 2015 - Sessions and Speakers

<h2 class="aligncenter"> </h2> <p class="aligncenter"><a href="/sites/alaska.shrm.org/files/!2015%20Program%20HR%20Us%20Roar%20AT%20a%20Glance.pdf" target="_blank"><img alt="Download Program at a Glance" src="/sites/alaska.shrm.org/files/button.png" style="width: 359px; height: 40px;" /></a></p> <p> </p> <h2 class="boxed aligncenter"><strong>THURSDAY, SEPTEMBER 24, 2015</strong></h2> <h2><strong>8:00 AM TO 9:30 AM</strong></h2> <h6><u><strong>Leadership: Innate or Acquired? </strong></u></h6> <h6><strong>Al Bolea, Applied Leadership Seminars</strong></h6> <p>Why do some people emerge as leaders and others don't?  What is the core ingredient to becoming a great leader?  These two questions will be explored and answered in this insightful expose' about leadership.</p> <p><small><em><strong>Al Bolea</strong></em> is the founder and architect of the Applied Leadership Seminars.  He is the former CEO/GM of Dubai Petroleum and a retired BP executive.  His industry career spans 40 years, including assignments in the US, UK and Middle East.  He’s been an intermittent leadership expert for the U.S. Department of Energy and an in-resident CEO at the University of Houston.  He’s currently the Distinguished Visiting Professor of Leadership at the University of Alaska, leadership guest lecturer at the University of Houston. </small>He is a former board director of the Alaska Gas Pipeline Corporation. Al's first book, Applied Leadership Development, will be released later this year.</p> <h6><br /> <u><strong>Affirmative Action Update </strong></u></h6> <h6><strong>David Scheffler, Pinnacle HR Consulting Services</strong></h6> <div><small>This presentation will provide an update on the most recent happenings at the OFCCP. That includes the new directive which clarifies and improves OFCCP procedures for reviewing contractor compensation systems and practices, audit trends and an update on the newregulations modifying the affirmative action obligations and compliance requirements as they relate to the employment and advancement of qualified protected veterans,  and more!</small></div> <p> </p> <p><small><em><strong>David Scheffler</strong></em>. Leading Pinnacle's Recruitment Compliance Consulting Practice Group, David Scheffler serves as Vice President of Compliance for Pinnacle HR Consulting Services.  Scheffler brings more than 16 years of experience in the Affirmative Action/EEO, technology, and recruitment industries, helping clients evaluate their Affirmative Action plan development process and implement new strategies to ensure that their recruitment practices are compliant. Through Scheffler’s knowledge of the OFCCP, he provides strategic consulting focused on insuring that federal contractors are in compliance with the agency's regulations.  Representing some of the world's top brands, Mr. Scheffler's clients include a wide variety of Fortune 500 companies.</small></p> <h6><br /> <strong><u>Retirement Plans – Leveraging Regulatory Changes to Engage Employees  </u></strong></h6> <h6><strong>Mike Brown, ClearPoint Financial</strong></h6> <div><small>America faces a looming retirement funding crisis. Explore how recent regulatory changes and required document restatements may make it easier to re-engage employees with improved plan design.</small></div> <p> </p> <p><small><em><strong>Michael R. Brown</strong></em> is the Managing Partner, Retirement Plan Consultant of ClearPoint Financial. He joined Clearpoint Financial as a Partner in 2006 after thirteen successful years at two national investment firms. While at Morgan Stanley, he was a Corporate Client Group Director of 401(k) Plans and was instrumental in expanding the firm’s qualified plan consulting resources.He earned a Bachelor of Arts degree in Business Administration from the University of Alaska, Anchorage, where his undergraduate experience included study abroad in Venezuela. Mr. Brown has earned Chartered Retirement Plan Specialist (CRPS) and Accredited Investment Fiduciary® (AIF) designations, and holds FINRA Series 7, 63, 65 Registered Investment Advisor licenses.</small></p> <h6><br /> <strong><u>Knock Knock: How to Respond When Agencies Are at Your Door </u></strong></h6> <h6><strong>Melanie Osborne, EVP and General Counsel, Chugach Alaska Corporation</strong></h6> <p><small>When your business is contacted by a regulatory agency such as the EEOC or HRC, you need to have all your ducks in a row.  In this presentation you will learn the do’s and don’ts when agencies come knocking at your door, including how to effectively work with your legal department in order to successfully defend a claim.</small></p> <p><strong>Melanie Osborne</strong> provides legal guidance to Chugach’s board of directors and executive leadership team, and legal oversight across the entire Chugach family of companies. Prior to that, Osborne was VP and Deputy General Counsel at NANA Development Corporation, advising on matters involving corporate governance, contracts, employment law, compliance and litigation. She has garnered more than 14 years of experience representing Alaska Native organizations including serving as VP and General Counsel for Ahtna, Inc. and providing counsel to various tribal organizations and ANCs as an attorney at Stoel Rives LLP and Sonosky, Chambers, Sachse, Miller and Munson LLP.</p> <hr /> <h3><strong>10:00 AM TO 11:30 AM</strong></h3> <h6><u><strong>PANEL: The Sandwich Generation: It's No Bologna </strong></u></h6> <h6><strong>Mary E. Shields, Alaska Commission on Aging<br /> Denise Daniello, Alaska Commission on Aging<br /> Ken Helander, AARP Alaska</strong><br />  </h6> <div><small>Today's workforce is comprised of multiple generations creating a unique, first time experience for both employees and employers.  The "Sandwiich Generation" is  a generation of people who care for their aging parents while supporting their own children -and in some cases, grandchildren. As more baby boomers become both sandwich generationers and seniors, the need for employers to understand aging dynamics and family relationships increases dramatically. Becoming a parent to an aging parent presents extraordinary challenges.<br /> Our expert panel of professionals with the Alaska Commission on Aging will provide examples of employer policies for working caregivers: explain the needs of working sandwich caregivers; describe specific needs of caregivers caring for loved ones with dementia and share what other states are doing to support working caregivers and how Alaska could improve.</small></div> <h6> </h6> <p><small><em><strong>Mary E. Shields</strong></em>, Chair, Alaska Commission on Aging<br /> Mary E. Shields is currently the Chair for the Alaska Commission on Aging. Before retiring, she was General Manager for Northwest Technical Services holding that position for 23 of the 25 years she was with the firm. Mary and her three children moved to Alaska in 1972, spending four years in Kenai with the Kenai Native Association before moving to Anchorage in 1976. Mary graduated from Central Washington State College in 1969 (now Central Washington University) with a Bachelor of Arts degree in Psychology. She was the first woman President of the Alaska Support Industry Alliance (1990) and continues as an Emeritus member of its Board of Directors.</small><br />  <br /> <small><em><strong>Denise Daniello</strong></em>, Executive Director, Alaska Commission on Aging<br /> Since 2006, she has served as the executive director for the Alaska Commission on Aging, a Governor appointed commission under the Department of Health and Social Services, that plans services for older Alaskans and their caregivers, educates Alaskans about senior issues, advocates for the needs of all Alaskan seniors, and collaborates with others to achieve desired outcomes that benefit older Alaskans. Denise holds a Master of Arts degree in anthropology and dual Bachelor of Arts degrees in sociology and anthropology from the University of Alaska Fairbanks.</small></p> <p><br /> <small><em><strong>Ken Helander</strong></em> brings nearly forty years of experience working with older people and their families to his position as the Director of Advocacy at AARP Alaska.  With academic preparation in counseling and clinical psychology, Ken focused his specialization on issues of mental health and aging.  Returning to Alaska after “seeing his parents to the door” in Denver, Ken is able to bring all his personal and professional experience with aging to a new role in policy and advocacy at AARP.</small></p> <h6><u><strong>The Cloud’s Business Impact on HR </strong></u></h6> <h6><strong>David Chatlain, Ceridian</strong><br />  </h6> <p><small>Cloud computing is changing the way that companies throughout the world operate. This is particularly true for human resources professionals. For example, cloud-based HR systems have had a major impact on businesses’ ability to build culture and improve productivity.<br /> <br /> With cloud- based technologies, companies are now able to measure competencies and generate in-depth data to analyze key performance indicators like never before. Cloud-based systems enable businesses to digitally communicate business goals, creating better organizational alignment and reinforcing company values. Capabilities such as these are transforming businesses today, giving them additional capacities to provide data on human capital costs—an imperative element for organizational success for companies responding to an economy that is beginning to pick up steam after the recession. However, HR professionals are often faced with challenging questions about cloud-based technology. For example, how can HR professionals ensure that a cloud- based system provides security and can be trusted to protect data? How should service levels and formal service agreements be analyzed to guarantee that they are sufficient to handle organizational needs? How will incorporating cloud-based technology with other applications impact areas such as payroll and benefits?<br /> <br /> This presentation will explore these questions about cloud-based technology, preparing HR professionals to respond to challenging questions about security, service, and integration. Participants will also learn how cloud-based technology provides an efficient means to make data driven decisions based on the measurement of goals and human capital costs. HR professionals will leave the presentation understanding how cloud-based technology will enable them to remain competitive in today’s economic climate, as businesses begin to rebound from the widespread impact of the economic downturn by expanding business and bringing on new hires.</small><br />  </p> <h2><strong><em>David Chetlain</em></strong></h2> <h2><strong>Enterprise Sales Rep - Ceridian</strong></h2> <p>David is a sales rep at Ceridian with over 20 years of Human Capital Management experience.  Previous industry experience includes sales and management at Kronos and Simplex Time Recorder.  Prior to arriving in HCM technology he spent over 9 years in the US Navy serving on Trident Submarines followed by a brief role as a publicist for Microsoft where he worked on the launch of Windows NT.  He has a BS Degree from Southern Illinois University and is a licensed career counselor.  You can follow David on Twitter at ‘DavidChetlain’ where he Tweets on HR, Payroll, HCM, Workforce Management and Economic topics.</p> <h6><u><strong>Building your Compensation Strategy </strong></u></h6> <h6><strong>Steve Hinds, MBA, SPHR, SHRM-SCP, Director, Center for Corporate and Professional Development</strong></h6> <h6><strong>University of Alaska Anchorage</strong><br />  </h6> <p>Your compensation plan is part of the package that helps you attract, motivate and retain the talent that drives your organization.  This presentation will cover the development and implementation of an organizational compensation strategy, including understanding all facets of a compensation structure, how to determine, develop and set objectives for the system, developing an understanding of strategic direction of the organization, translating organizational direction into human resource objectives, securing top management support, understanding your industry and how competitive your organization needs to be, determining strategic direction of competitors, forecasting available talent, bringing market data into the design, developing a compensation philosophy, achieving internal and external equity while at the same time rewarding top performers, continuous monitoring of the results of compensation decisions.</p> <p><strong>Steve Hinds. </strong>With over 35 years of experience in Human Resources, Mr. Hinds has a very strong background in all phases of Human Resources Management, including training and development, performance management, compensation administration, recruitment, succession management, development of employee handbooks, policies and procedures.  Currently he serves as the Director of the Center for Corporate and Professional Development within the Business Enterprise Institute of the University of Alaska Anchorage.  In addition to his leadership position within CCPD, he also teaches classes in Consequential Conversations, Components of Compensation Administration, Delivering WOWs in Customer Service, Performance</p> <p>Hinds has a Bachelor’s in Education along with a Master’s in Business Administration from Stephen F. Austin State University.  </p> <h6><strong><u>Motivate from Passion and Purpose...not from Fear</u><br /> Tom Englehart, Anchor Consulting and Training</strong></h6> <p><small>Managers sometimes find that they can successfully motivate employees by making threats about what the employee may lose if he or she doesn't comply. New thinking in the areas of positive psychology and strength-based coaching suggest that these outcomes are illusory and transitory. In this session, participants will explore concepts that will help to motivate their managers and employees for sustainable positive change and peak performance. </small></p> <p><small><em><strong>Tom Englehart</strong></em> is the owner of Anchor Consulting & Training and an associate consultant/coach for Crossroads Leadership Institute in Anchorage, Alaska. He is an officer on the Board of Directors of the National Alliance on Mental Illness (NAMI) Anchorage, and has been involved with suicide prevention efforts in Alaska for several years. He has been a safeTALK trainer since 2013. He earned his BA in Psychology & Gerontology, and later, his Master’s degree in College and Community Counseling, from the University of Akron (Ohio). Prior to his EAP career, he worked as a mental health counselor in both inpatient and outpatient settings in Ohio. His current management consulting and leadership coaching business focuses on facilitating performance improvement and personal fulfillment for individuals and teams, both inside and outside the workplace.</small></p> <hr /> <h3><strong>12:00 PM TO 1:00 PM</strong></h3> <h6><strong><u>Attitude Adjustment: How to Turn Thumb Suckin' Losers into Hard Working Winners </u></strong></h6> <h6><strong>Chip Madera, MS, CSP, The Leadership Lion</strong></h6> <p><small>According to Gallop's latest employee engagement survey, over 87% of the workplace is either "Disengaged" or "Actively Disengaged!"  This should be any HR Leaders nightmare.  Imagine the risk your company assumes with 87% of the employee population sleepwalking through the workplace each and every day.  Nightmare, right?  Human Resources plays a critical role in helping to establish high performance standards for excellence that are specific rather than vague and nebulous. During this keynote, Chip Madera, MS, CSP, The Leadership Lion will dynamically demonstrate how an update in performance standards are necessary in most organizations.  He'll also address practical ways to hold employees accountable for performance and how HR can give leadership to the accountability process.  You'll learn how to strategically position HR as "The Department" for advancing bottom line profits and production for your organization.<br /> <br /> Learning Objectives:</small></p> <ul> <li>Understanding "A culture of Accountability" and what it really means to performance</li> <li><small>How to identify high, medium and low performers</small></li> <li><small>Why you should treat ALL employees fairly, but you should never treat them ALL the same</small></li> <li><small>Key strategies for moving low performers (aka, Thumb Suckin' Losers) up, over or out of your organization</small></li> </ul> <p><small><em><strong>Chip Madera, MS, CSP</strong></em>, is known as The Leadership Lion – The Speaker with a Heart of BOLD! He is an expert professional speaker and leadership authority, who presents over 100 programs each year in Canada, Australia, Europe, South America and throughout the U.S. Clients include: The Mayo Clinic, AT&T, Disney, Walmart, Westar Energy, Gatorade and hundreds more. He possesses an undergraduate degree in Psychology and a Masters in Human Resources and Organizational Development. Not your typical speaker, Chip brings an unusual one - two punch balancing an incredible love for people with a tactful candor that will rock you to the core. Organizations recommend Chip because he understands his audiences and loves having fun with them. Audiences love him because he is authentic, energetic and passionate about helping them get better. You will love him.</small></p> <hr /> <h3><strong>1:30 PM TO 3:00 PM</strong></h3> <h6><strong><u>Seeing the Big Picture: Business Acumen to Build Your Credibility, Career & Company</u><br /> Bosco Baldwin, USI Alaska</strong></h6> <h6><strong>Mary Tesch, The Tatitlek Corporation<br /> Sandy West, NANA Development Corporation</strong></h6> <h6> </h6> <p><small>This session focuses on three important leadership skills. You will learn how to gain personal credibility and buy-in for your initiatives by identifying and communicating how these initiatives impact your company’s key performance measures. Discover how to become more relevant in your role as a business leader by aligning your strategies with your CEO’s priorities. Finally, you will find out how to build on your employees’ desire to contribute to the business by helping them understand the big picture and how what they do plays an important role in the success of your company.</small></p> <p><em style="line-height: 1.5; font-size: 11.96px;"><strong>Mary Tesch </strong></em><span style="line-height: 1.5; font-size: 11.96px;">is the VP of Administration of the Tatitlek Corporation. She has also served as the HR Director and CHRO at the same organization. She served as Manager, Director and Vice President of Human Resources for Chugach Electric Association, Inc. for 20 years.  She has served on HRCI’s Item Writer for the Western Region Item Writing Panel for over 20 years.  Mary served on the Anchorage SHRM Board for several years, including a term as President in 2005. She is active in the AK State Conference planning. Mary has been recognized by the Northwest HR Management Association as the “Distinguished Member of the Year.” </span></p> <p><em><strong>Sandy Beitel West</strong></em> is the Senior Vice President of Human Resources at NANA Development Corporation (NDC) supporting leadership, the employees and shareholders of NDC and its family of companies. West has more than 30 years of experience in human resources and finance. Her career experience includes developing and leading human resources strategy, improving organizational and operational efficiency, embedding performance-driven culture, implementing human resource programs including reward, benefits, employee and labor relations, leadership and organization development programs.   Her work career has primarily been in the oil and gas industry with over 28 years at BP.  For the last five years she has been working to support Alaska Native Corporations deliver value to their shareholders.</p> <p><strong>Joe Wahl, GCI. </strong>As the VP of HR at GCI, Joe is responsible for providing direction for the company’s human resource initiatives. As such he leads organizational change, leadership development, training, talent acquisition, diversity, compensation, performance development, benefits, and the execution of GCI’s human resource practices, policies, operations. He joined GCI in 2001 as a Project Manager and has progressed throughout the years in various roles and departments in the organization. Joe retired from the Air Force in 2001, after a distinguished twenty year career involving project and program management; IT and HT. Joe received his Bachelor’s degree in Human Resources Administration from Sainte Leo College in Florida.</p> <h6><u><strong>Understanding Criminal Record Searches and Reporting</strong></u></h6> <h6><strong>Sandy Brewer, Pinnacle Investigations</strong></h6> <div><small>Do you really understand what your criminal background reports mean? Are you up-to-date on regulatory changes? Do you know what searches such as State Repository, County Level and Proprietary Database might include - or not?  Do you know what criminal records are legally reportable? Or what about States that have limitations on reporting?  Join us to learn about these topics and more!</small></div> <div> </div> <div>Sandy Brewer, Pinnacle Investigations</div> <div> </div> <h6><u><strong>Five Steps to Make the Performance Review Work For Employers, Not Lawyers </strong></u></h6> <div><strong>Deborah Jeffries, HR Answers</strong><br /> <br /> <small>Performance appraisals can end up in front of a jury. Come and learn what employers have done to make performance reviews good for employees — and bad for lawyers. You will learn how to train managers to give effective two-way feedback, structure performance reviews to make them user-friendly and focused on the behaviors that matter as well as develop a system-wide approach that promotes consistency and accountability.</small><br />  </div> <div><em><strong>Deborah Jeffries, PHR, CPC</strong></em>, Vice President, is certified as a Professional in Human Resources (PHR) through the Human Resource Certification Institute and has 24 years experience in the human resources field.  Deborah is also a Certified Professional Consultant (CPC) through the International Guild of Professional Consultants.  As a consultant, she works with clients on their employment compliance, handbooks, policy manuals, recruitment processes, and training needs.  Deborah’s past experience includes recruiting, training, education, and marketing.  She holds a BS in Psychology and a teaching certificate from Willamette University.</div> <div> </div> <h6><u><strong>Wellness - The Next Generation Workplace Well-Being</strong></u></h6> <h6><strong>Cara Fox Fairbanks, SPHR</strong></h6> <p><span style="line-height: 1.5;">The "wellness" game is changing and evolving. In this session we'll discuss the current and future trends of well-being at work. We'll talk about what works, what doesn't, and why a paradigm shift is necessary if we want executives to take it seriously. The goal will be an interactive session with an opportunity to network and share ideas with your peers.</span></p> <p><em><strong>Cara Fairbanks</strong></em> has been providing HR and Worksite Wellness guidance to businesses for about 15 years. With a foundation in human resources and massage therapy, she saw a need for a focus on well-being for her employees and started experimenting with programs and techniques to engage employees in their own well-being. As she gained insight and experience, so did the wellness industry overall. Cara spent several years doing consulting work to clients through Northrim Benefits Group and eventually branched out on her own to start WhiteWater Wellness and WhiteWater Consulting. In an effort to balance her own work-life focus, for the past year, she has been the Director of Human Resources for The Aleut Corporation and is personally challenging herself to incorporate a culture of well-being while having all the challenges of an HR professional. While "wellness" is not in her title, Cara champions efforts to weave it into everyday life, both in and out of work. </p> <hr /> <h3><strong>3:30 PM TO 5:00 PM</strong></h3> <h6><strong>Keeping Your Organization Compliant in Today's Changing World </strong></h6> <div><strong>Alicia Scalzo Wilmoth, USI </strong><br /> <small>The past few years have brought heightened regulations around health & wellness plans for companies and organizations. At this presentation, we will review recent Federal law changes impacting employers, including the ACA, DOMA, Tax Code and other requirements. From there, we will review recent updates to make sure attendees leave with the most up to date information that they can apply to their organization.</small></div> <div> </div> <div><em><strong>Alicia Scalzo Wilmoth</strong></em>, is USI’s in-house benefits counsel, providing timely updates on industry trends, legislative updates, Health Care reform and compliance alerts and ideas to improve the impact and effectiveness of programs.  She is responsible for monitoring and reporting on changes in benefits laws, publishing periodic updates and newsletters highlighting general issues with respect to welfare benefit programs. She is a graduate of the Seattle University School of Law.</div> <div> </div> <h6><strong>Styles & Types I: People Dynamics At Work: Who, What & Why</strong></h6> <h6><strong>Lynne Curry, The Growth Company</strong></h6> <h6> </h6> <h6><small>This fast-paced, fun, provocative training session:</small></h6> <ul> <li> <h6><small>Presents a useful framework for understanding the people you work with;</small></h6> </li> <li> <h6><small>Reveals key differences and why you and others come to certain conclusions;</small></h6> </li> <li> <h6><small><small>Helps you immediately understand and unravel people issues.</small></small></h6> </li> </ul> <div><small>Agenda</small></div> <ul> <li> <div><small>Two quick self-assessments:</small></div> </li> <li> <div><small>š Which photos grab you?</small></div> </li> <li> <div><small>š Which words/values inspire you?</small></div> </li> <li> <div><small>Understanding the four types: yours and others:</small></div> </li> <li> <div><small>š Making it easy to understand each type: the beliefs that guide them & codes of conduct they choose</small></div> </li> <li> <div><small>Team interaction</small></div> </li> <li> <div><small>š Quick team discussion with those most similar to you</small></div> </li> <li> <div><small>š Quick partner interchange with those most dissimilar</small></div> </li> <li> <div><small>Improving working relationships</small></div> </li> <li> <div><small>š The “disconnects” or rubs that create personality clashes</small></div> </li> <li> <div><small>š The “connects”: what you can appreciate about those different</small></div> </li> <li> <div><small>š Effectively relating to each of the four types</small></div> </li> <li> <div><small>š Your best gain or take-away</small></div> </li> </ul> <div><br /> <em><strong>Lynne Curry</strong></em>, President of The Growth Company, Inc., a management consulting, training, human resources and organizational strategy firm, Lynne Curry brings her clients a track record in management consulting; Board, manager and employee training; human resources and organizational strategy consulting.Curry’s clients include a diverse variety of private sector companies (oil & gas; construction; finance; medical & dental; real estate; retail & hospitality; professional services firms [legal, engineering, architectural, accounting & other service firms]); utilities; Alaska Native corporations; governmental organizations (federal, state, municipal & tribal) and non-profit corporations and agencies.</div> <div> </div> <h6><strong>Please Sue ME </strong></h6> <div><strong>Gregory Fisher, Davis Wright Tremaine</strong><br /> <small>This session will provide you with takeaways on the latest tips, techniques and practical HR policies to manage productivity, maintain harmony and stay out of court. This session blends employment practices, humor and the law to answer some of today's toughest management issues. Recent cases will be shared as an example of the various things that will get you in trouble and how to avoid that.</small></div> <div><br /> <em><strong>Gregory Fisher</strong></em> is a partner with Davis Wright Tremaine, LLC. He practices general and complex commercial litigation with an emphasis in appellate litigation, labor and employment law, business torts, trade secrets, restrictive covenants, and computer security litigation. He works with clients to avoid costly litigation whenever possible and helps them find creative solutions to business problems. Gregory has a broad range of experience in jury trials and appeals when litigation is necessary. He has represented clients in state and federal court, before administrative agencies, and in arbitration proceedings.</div> <h6> </h6> <h6><strong>Change Management: A Roadmap to Success </strong></h6> <h6><strong>Dr. Charla Brown, UAS</strong></h6> <p><small>Although change is almost universally constant, many individuals and organizations are resistant to change, even when faced with valid arguments complete with supporting data or policy mandates. Explore your own perceptions of change, understand why facts and figures are not enough, identify the warning signs of complacency, decode resistance to change, and look for leading indicators that your business, your department, or your career trajectory is in need of a renewal. Consider the eight steps for successful change management, as identified by Kotter's acclaimed research, with supporting real-world examples and leave with a new way of looking at how to rally the troops toward a common cause with a destination in mind.</small></p> <p><small><em><strong>Dr. Charla Brown, University of Alaska Southeast</strong></em><br /> Dr. Brown is the current Department Chair at the University of Alaska Southeast - School of Management - Business Administration. She owns and manages Northern Solstice Advisors, which specializes in talent acquisition and change management. She has 18 years experience in various HR leadership positions in Fortune 500 companies and successful entrepreneurial start-ups. She holds a PhD in Applied Social Psychology from Brigham Young University and a Master’s in Industrial/Organizational Psychology from Lamar University. Dr. Brown has a passion for networking, collaborating, and sharing her experiences with others.</small></p> <p> </p> <hr /> <h2 class="boxed aligncenter"><strong>BUSINESS MIXER</strong> | Thursday, September 24</h2> <p class="aligncenter">5PM-6:30 PM | HILTON ANCHORAGE - ROOM TBD</p> <p class="aligncenter">Drinks Courtesy of Ceridian</p> <p class="aligncenter"><img alt="" src="/sites/alaska.shrm.org/files/ceridian(1).jpg" style="width: 389px; height: 76px;" /></p> <p class="aligncenter">Stop by their booth to get a drink ticket</p> <p> </p> <h2 class="boxed aligncenter"><strong>FRIDAY, SEPTEMBER 25, 2015</strong></h2> <h3><strong>8:00 AM TO 9:30 AM</strong></h3> <h6><u><strong>What Does the New Section 503 Regulation of the Rehabilitation Act Mean to Alaska Federal Contractors Regarding Hiring Qualified People with Disabilities? </strong></u></h6> <h6><strong>Rich Sanders, Alaska Governor’s Council on Disabilities and Special Education</strong></h6> <div> </div> <p><small>As of March 24, 2014, new regulations published by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) regarding the implementation of Section 503 have taken effect. This presentation will discuss the key changes that are designed to hold federal contractors to a higher level of accountability in achieving employment goals for individuals with disabilities. Alaska resources available to federal contractors working to meet this 7% utilization goal for employment of individuals with disabilities will be discussed, including utilization of the Division of Vocational Rehabilitation, Alaska’s Job Centers and other partner employment agencies.</small></p> <p><strong>Kristin Vandagriff, Alaska Governor’s Council on Disabilities and Special Education</strong></p> <p>Kristin serves as an Employment Program Coordinator for the Council, as project lead for the AK Integrated Employment Initiative grant as well as working with the AK Mental Health Trust Authority on implementation of the Employment/Beneficiary Projects Initiative. Her past experience includes over 9 years in working with individuals with disabilities, which includes: the Council, the Division of Senior and Disabilities Services (Intellectual & Developmental Disabilities Unit), as well as for a service provider agency. Kristin graduated from UAA with a Bachelor of Arts in political science as a University Honors Scholar.</p> <p><strong>Gloria Lewellyn - Division of Vocational Rehabilitation</strong></p> <p>Gloria Lewellyn has been working for the Alaska Division of Vocational Rehabilitation for the past 25 years providing employment services to employers as well as to people with disabilities. She attended Northern Arizona University in Flagstaff, Arizona before moving to Alaska in 1984 and has remained in Alaska ever since. Ms. Lewellyn  has worked with people who have a variety of disabilities both physical and intellectual and has worked alongside employers in matching job goods to good employees during this time.</p> <p><strong>Michaela Phelps – Division of Vocational Rehabilitation</strong></p> <p>Michaela has worked in Rehabilitation Services with Health and Human Services for nearly 35 years.  She holds a Bachelor’s in Political Science from Gonzaga University and a Master’s in Rehabilitation Counseling from Western Washington Univ. She holds the national Certified Rehabilitation Counseling (CRC) credentials. Over the years, she has worked with the Division of Vocational Rehabilitation (DVR), Veterans Administration (VA), Department of Public Assistance (DPA), Nine Star, and the Division of Senior and Disability Services (DSDS), and many other agencies which have helped to facilitate her work with people with disabilities.  She has worked the last 21 years in Alaska focusing on Rehabilitation and working with people with disabilities to obtain employment and to live independently within their communities.</p> <p><strong>Melissa Mitchell – Alaska Job Center Network (Disability Employment Initiative)</strong></p> <p>Melissa has worked as an Employment Counselor II with the State of AK Department of Labor job centers in Anchorage and Eagle River for 6 years.  She assists with career exploration/ development, employment, and retention - which also includes help with core employment skills such as interviewing, resume, and job search skills.  As a Disability Resource Coordinator II, Melissa helps people with disabilities navigate the Social Security Administration’s Ticket to Work Program which provides work incentives to those who receive disability benefits.  Melissa graduated from Alaska Pacific University with a Master’s Degree in Counseling Psychology.</p> <h2> </h2> <h2><strong>Technology Meets HR: Selecting and Justifying the Right Solution</strong></h2> <h6><strong>Sandy Halliwill, NANA Development Corporation</strong></h6> <p><small>This session shows you how to write an effective business case that justifies a technology investment to your decision makers.<br /> <br /> Technology can help free you from administrivia so you can focus on strategic goals. This presentation will offer a framework you can use to select the right technical solution. You will learn how to justify the investment to decision makers by writing an effective business case. Find out how to analyze the structure of a business case, explore your needs to support HR, and discover why technology is important to HR. Finally, learn how to calculate ROI to support your business case.</small></p> <p><small><strong>Sandy Halliwill, CIO, Commercial Sector, NANA Development Corporation</strong></small></p> <p>Sandy Halliwill is a management consultant that specializes in system implementations and information technology organizations.  She helps business leaders maximize investments in enterprise systems by aligning technology solutions with business requirements.</p> <p>Sandy’s approach to the change management process engages representatives from all stakeholder groups in the improvement project.  Discussing real life experiences of the current implementation allows participants to identify challenges in a factual and blame free environment.  The collaborative team dynamics that are created during the fact finding mission increases awareness of cross-departmental business requirements.  Project participants are encouraged to leverage this understanding to identify improvements that will address the current challenges and benefit the entire organization.</p> <p>Halliwill has more than 30 years of experience in information technology management and enterprise systems.  Her career includes developing and leading information technology strategies that encompass all aspects of IT, including enterprise systems.  She has lead multi-discipline organizations to improve performance and efficiency through periods of radical business changes, such as growth, decline, and significant changes to corporate strategy.  Her career began in the oil and gas industry with more than 30 years at BP.  Since leaving BP, Halliwill has been working with Alaska Native Corporations and other oil and gas companies to optimize their IT organizations and introduce business efficiencies.</p> <p> </p> <h6><u><strong>Emotional Intelligence: The Invisible Advantage</strong></u></h6> <div><strong>Dr. Charla Brown, UAS</strong><br /> <small>To be an effective HR professional in any capacity, it takes a certain amount of tact, finesse, and persuasion to influence others in order to accomplish your goals. These could include securing executive support for an initiative you wish to launch, getting 100% employee participation in a special program, or simply creating a positive working environment with your colleagues. Introspectively explore how your ability to be self-aware, manage your emotions, read others' emotions, and handle relationships can impact your success.  Examine the factors that can build or erode trust and consider ways that you can make personal strides toward professional improvement. Practice in a safe environment and take away ideas for immediate implementation.</small></div> <div> <p> </p> <p><strong>Dr. Charla Brown, University of Alaska Southeast</strong><br /> Dr. Brown is the current Department Chair at the University of Alaska Southeast - School of Management - Business Administration. She owns and manages Northern Solstice Advisors, which specializes in talent acquisition and change management. She has 18 years experience in various HR leadership positions in Fortune 500 companies and successful entrepreneurial start-ups. She holds a PhD in Applied Social Psychology from Brigham Young University and a Master’s in Industrial/Organizational Psychology from Lamar University. Dr. Brown has a passion for networking, collaborating, and sharing her experiences with others.</p> </div> <div> </div> <h6><u><strong>Ask not what you can do for your Insurance Broker, but what your Insurance Broker can do for you! </strong></u></h6> <h6><br /> <strong>Amy Fossum, Alliant Employee Benefits</strong></h6> <h6><strong>Jennifer Meyhoff, Marsh & McLennan Agency<br /> Josh Weinstein, Northrim Benefits</strong></h6> <h6><strong>Michael Ward, The Wilson Agency</strong></h6> <p><small>Insurance brokers act as an intermediary between clients and insurance companies. They use their in-depth knowledge the insurance market, risks and leverage to find and arrange suitable insurance policies and coverage. They act in the best interest of their clients and typically present product options from more than one insurer to ensure their clients get the best deal. The ACA puts consumers back in charge of their health care. Under the law, a new “Patient’s Bill of Rights” gives the American people the stability and flexibility they need to make informed choices about their health.  Hear from Alaska’s leading brokers about what’s new, what’s working, what’s not working and how you can lead the effort of affordable health care in your organization.</small></p> <p><small><em><strong>Jennifer Meyhoff </strong></em>is a Senior Vice President and leads the health and benefits practice in Marsh & McLennan Agency’s Anchorage office. Jennifer’s accumulated employee benefit experience includes an in-depth knowledge of health plan strategy, self-funding complexities, wellness strategy, human resource management, managed behavioral health care and employee assistance programs. She consults to Alaska Native Corporations, multi-employer trust plans and complicated multi-subsidiary organizations with global operations.</small></p> <p><em><strong>Amy Fossum </strong></em>is the Senior Vice President and Consultant for Alliant. She has been in the insurance business for over 20 years, 15 of them with ClearPoint. Prior to joining the firm, she was with UNUM Life Insurance Co. of America. She is extremely well respected in the brokerage community. Her clients range in size from 10 to over 3,000 employees. She is an outstanding negotiator and proficient in the areas of international benefits and mergers/acquisitions. In 2011, Amy was named a Five Star Broker in the State of Washington.</p> <p> </p> <p><small><em><strong>K Michael Ward, SPHR, GPHR</strong></em> </small>Managing a successful employer benefits program requires not only a comprehensive understanding of benefits but also the knowledge of how to integrate it with HR. With 19 years of HR management experience, her tenure in HR has allowed her to understand the needs of her clients, helping them take a proactive approach. Michael aspires “to be the benefits advisor she wished she had when she was an HR Manager.” With a Master’s in Public Health Administration and BA in Economics, plus a SPHR and GPHR, she understands that benefits cannot survive in a vacuum. With the complexity of compliance and economic issues, Michael’s multi-faceted education and experience makes her uniquely qualified to deal with the challenges that today’s employers face.</p> <p><em><strong>Joshua Weinstein</strong></em> is the President and a benefits consultant for Northrim Benefits Group, LLC. He oversees the marketing, servicing, and renewing of clients, while providing consultative support for the other benefit advisors in the office. He works with employer groups to develop innovative, attractive, and affordable benefits packages that help recruit, retain, and reward the employees that make their businesses and organizations successful. Additionally, Joshua advises employers and individuals on how best to manage the implications of the Affordable Care Act and comply with other legal considerations under various state and federal statutes, with the goal of achieving manageable compliance within these complex and dynamic regulatory arenas.</p> <h3><strong>10:00 AM TO 11:30 AM</strong></h3> <h6><u><strong>HRM: The Bridge that Connects a Business’ Culture with Its Strategy </strong></u></h6> <h6><strong>Dr. Dave Rambow, Wayland Baptist University</strong></h6> <p><br /> <small>This presentation examines the strategic role of HR as the bridge between a business’ strategy and the culture that implements strategy.  We begin with an overview of a business strategy planning process that ultimately provides strategic direction. We then examine the role of HR in conducting a business strategy and direction analysis, and an analysis of the culture that implements business strategy.  The presentation moves to a discussion of the Denison Organizational Culture model developed by Denison, Janovics, Young, & Cho (2006) which suggests specific HR strategies essential to shape and align culture for implementing strategy. We will present eight specific HR strategies (Armstrong, 2011). The presentation concludes with an example of a business strategy-culture analysis and identification of specific HR strategies to shape and align culture with strategy.</small></p> <p> </p> <p><small><em><strong>Dr. Dave Rambow </strong></em>retired from the United States Army after 24 years of service; over the course of his military service, he served in numerous command positions where his acquired experience and knowledge in strategy development and implementation.  Upon his retirement, he entered Wayland Baptist University.  The past 21 years he has served as Professor of Management within the School of Business instructing graduate business and management courses.  He holds a Bachelor of Science in Construction Engineering, Washington State University; A Master of Arts in Human Resource Development, Webster University; and a Doctor of Education in Leadership, University of La Verne.</small></p> <h6><u><strong>The HR Professional Competency Model: A Roadmap for Success </strong></u></h6> <div><strong>Dianna Gould, SHRM-SCP, CAE – SHRM Pacific West Field Service Director</strong></div> <div><small><strong>Jon Decoteau, Divisional Director – West & California Field Service Leader</strong></small><br /> <br /> <small>If you or your organization want to understand the critical technical and behavioral competencies needed for individual success and growth at all levels of an HR career, come to this session.  You will learn about the HR Professional Competency Model, which SHRM recently developed to allow HR professionals to systematically analyze their competency needs and to help organizations develop performance appraisal tools and other HR systems.  In addition, you will learn how several SHRM competency self-development tools can accelerate your professional growth and increase your ability to contribute to the success of your organization.</small></div> <div> </div> <div><small><em><strong>Dianna Gould, </strong></em>has over 20 years experience in the human resources profession.Currently she is the Field Services Director for the Pacific West Region for the Society for Human Resource Management (SHRM).<br /> Prior to joining SHRM, she had experience as an HR professional for Fortune 500 companies to start-up firms. She has worked in the high tech, international export, manufacturing, and the service industry.Dianna has been an active member with SHRM since 1991 and has volunteered for a variety of leadership roles during that time. She has served as the President for the Portland Human Resource Management Association (Portland, OR) and in 2006 was the Director of the SHRM Oregon State Council Board of Directors.</small></div> <div> </div> <div> <p><small><strong>Jon Decoteau</strong> is currently SHRM’s Divisional Director West and the California Field Services Leader based in Sacramento, California. In this role he is responsible for leading SHRM’s West Division Field Services team; providing membership focused services for chapters in California and state councils in the Pacific West Region of the 250,000 member global professional Society for Human Resources Association.  He is now focused on providing strategic leadership for SHRM in California and the opening of the new Sacramento Office.</small></p> </div> <div> </div> <h6><u><strong>Tales of a successful labor negotiation: The importance of focusing on your mutual goals </strong></u></h6> <h6><strong>Dr. Frank Jeffries, UAA</strong></h6> <div><br /> <small>This session focuses on what it takes to collaboratively perform a labor negotiation. The discussion will cover the importance of process, planning/preparation, relationships, trust, mutual goals, patience, resilience, managing your negotiation team, and mutual commitment to the organization’s success. Participants will leave the session with applied knowledge of how to be more successful in their next complex negotiation.</small></div> <div> </div> <div><em><strong>Frank Jeffries</strong></em> holds a BA in Marketing, an MBA, and a Ph.D. in Business Administration.  Prior to entering academia he worked for 15 years in the high tech industry gaining experience in sales, sales management, product management, and program management positions. He is currently a Professor of Management at the College of Business and Public Policy at UAA.  He teaches courses at the senior and graduate level in negotiation, organizational behavior, and organization development.  He is very active in research and has recently published or presented papers on: the influence of trust on contracting between firms, the effect of trust on cooperation, the effect of trust on negotiation, the effect of generational differences on motivation, emotional intelligence and safety attitudes, and emotional intelligence and ethical attitudes.  He also consults for local businesses, and is a management and negotiation coach.</div> <div> </div> <h6><u><strong>Offender Re-Entry Program: Capturing Talent from an Untapped Resource </strong></u></h6> <h6><strong>Cathleen Nelson McLaughlin, JD, MBA, Partners Re-Entry Center</strong></h6> <div><small>A significant portion of the potential workforce has some type of criminal record, ranging from driving infractions to more serious crimes. Are you prepared to consider an ex-offender? Employers are encouraged to participate in creating opportunities for individuals to become law-abiding, productive citizens. Many ex-offenders are willing to start in minimum wage jobs. Some of them have skilled technical or professional experience. Three reasons why you should consider hiring an ex-offender: 1. Eager Employees 2. Service to the Public 3. Business Incentives How can employers safely tap this workforce? Cathleen McLaughlin, J.D./M.B.A., will address the myths and realities about individuals returning to the workforce from the corrections system. In August 2013, the Partners Reentry Center opened in Anchorage after studies around the country proved that community-based reentry programs were key to helping re-entrants adjust to life outside of prison. Within the first 8 months, the Center has served more than 650 individuals. Key to the program is getting re-entrants stably housed and employed while providing short-term behavioral and support services. After serving their sentences, most of Alaska’s re-entrants, regardless of hometown, are released into the Anchorage community. The Partners Reentry Center takes individuals immediately upon release and works with each to find employment, build employment skills, and become productive members of the community. Learn how the Center works with employers by referring qualified applicants, including those with Native or minority preference, and assisting employers with the prescreening process. Learn about the fidelity bonding program and the Work Opportunity Tax Credit. Awareness about the realities of reentry and the vital role of gainful employment in reducing recidivism is key to making our state safer AND filling those job openings!</small></div> <div><small><em><strong>Cathleen Nelson McLaughlin, J.D./M.B.A., </strong></em>is the Program Director of the Partners Re-Entry Center. She, along with a very passionate group of individuals who are committed to reducing recidivism in the State of Alaska, advocate for people and programs that bridge the gap between community and re-entrants. Cathleen speaks to groups and writes about re-entry throughout the State of Alaska and the United States. Her presentations focus on the challenges and opportunities individuals and communities need to recognize and to collaborate on in meaningful ways to reduce recidivism.</small></div> <div> </div> <div> <p><strong>“Sock-it” to Unemployment - Sock / Underwear Drive</strong></p> <p><strong>We are encouraging  our generous HR attendees to bring donations for a sock drive benefitting clients of the Partners Re-Entry Center. Your contributions will help individuals newly released from prison to dress for job search and employment.   Re-entry clients often return to the community with little more than a pair of gray sweat pants and one change of underwear. They have a great need for new <u>men’s socks</u> <u>and underwear.</u>  Bring your donation to the registration table on either day of the conference, and you will be entered for a special prize drawing!  For more information about the Partners Re-Entry Center, and the many ways in which you can support this important community effort, be sure to attend Cathleen McLaughlin’s 10:00 breakout session on Friday morning, September 25, or call 258-1192.</strong></p> </div> <hr /> <h3><strong>12:00 PM TO 1:00 PM</strong></h3> <h6><u><strong>Achieving Meaningful Employment for Young Adults with Intellectual and Developmental Disabilities: Transition and Training the Project SEARCH Way</strong></u></h6> <h6><strong>Erin Riehle, RN, MSN, Project SEARCH</strong></h6> <p><small>This presentation will discuss how young adults with significant disabilities can be taught the skills necessary to achieve meaningful careers and fill critical positions in businesses across the United States. Project SEARCH is a business led transition program that leads to successful employment for thousands of young adults with disabilities every year in businesses such as healthcare, manufacturing, retail, distribution centers, universities, government, hotels, resorts, museums, zoos, and heavy industry among others. Learn how this program works and hear multiple examples of people with disabilities excelling in complex and systematic jobs.</small></p> <p><small><em><strong>Erin Riehle, RN, MSN</strong></em> is a recognized authority and national leader in promoting employment opportunities for people with disabilities and other barriers to employment. She is a founder and Senior Director of Project SEARCH, an employment and transition program that has received national recognition for innovative practices pioneered under Ms. Riehle's guidance. She is regularly invited to present at national and regional conferences, and has co-authored numerous publications and book chapters. She has served on many national committees, such as the Virginia Commonwealth University Business Leadership Roundtable and the Youth to Work Coalition.  She has gained over $3 million dollars in foundation and agency support for Project SEARCH programs, and has won numerous awards for her work. Notably, Project SEARCH received the U.S. Department of Labor's 2004 New Freedom Initiative Award and was the Inaugural recipient of Dartmouth-Hitchcock’s 2010 James W. Varnum National Quality Award.</small></p> <hr /> <h3><strong>1:30 PM TO 3:00 PM</strong></h3> <h6><u><strong>Workers’ Compensation 101:  An Introduction to Workers’ Compensation for Employers</strong></u></h6> <h6><strong>Chuck Brady, Workers' Comp Committee of Alaska</strong></h6> <p>An Entertaining Look at the Origins of Workers’ Compensation, an Overview of Benefits, and Some Thoughts on Comprehensive Reform.</p> <p>Charles Brady is the Workers’ Compensation Manager for the Arctic Slope Regional Corporation with over 35 years of experience in the Workers’ Compensation field and involvement in "<a href="https://europexpo.com/germany/">stand design companies in Germany</a>". Active in professional organizations, he serves as President of the Workers’ Compensation Committee of Alaska. His past roles include President of the Texas Self-Insurance Association, Board Member of the Texas Self-Insurance Guaranty Association, Vice-President of the Arkansas Self-Insurance Association, and Board Member of the Oklahoma Self-Insurance Guaranty Association.</p> <h6><u><strong>Strategic Business Partner: What This Really Means </strong></u></h6> <div><strong>Diane Blakey Coaching & Consulting, LLC</strong><br /> <small>“One cannot lead if he or she does not know how to develop effective and productive relationships with their followers. This is the key component to any leadership style that one possesses.”</small></div> <div><br /> <small>We hear the term “Strategic Business Partner” thrown around all the time. In this session, we will delve into what that really means, and more importantly how an HR professional in any function of the field can truly partner with their organization in a strategic way that makes you indispensable to your organization and adds another level of credibility that will boost your function's value and boost your own career into places you haven't dreamed possible. You will be shown practical examples of how to organize your team for maximum impact on the business, how to design the “HRBP” role, steps for engaging in the business and communicating the changes. We will show you how to assess your existing talent in light of the new competencies and how to develop those skills among existing team members or how to make hard decisions on staff changes for maximum effectiveness.</small></div> <div> </div> <div><em><strong> Diane Blakey</strong></em> is a certified coach and the owner of Diane Blakey Coaching & Consulting, LLC. After over twenty years working in Human Resources in the oil industry, she decided she wanted to start her own business focusing on the things she most enjoyed doing.  She works as a coach with individuals and teams in the work setting as well as with individuals on their personal and professional goals.  She also works as an HR consultant.  Diane has an M.S. in Industrial Relations from the University of Oregon and is certified via the Institute for Professional Excellence in Coaching and the International Coaching Federation.</div> <div> </div> <h6><u><strong>Valuing the Quality of Your Work Relationships </strong></u></h6> <h6><strong>Dr. Terry Nelson, UAA</strong></h6> <div><small>The manager and subordinate relationship can be very complex. Utilizing leader-member exchange (LMX) theory, I will discuss three types of work relationships and how reevaluating the quality of your relationship can lead to positive outcomes.</small></div> <div> </div> <div><small><em><strong>Dr. Terry Nelson</strong></em> earned her BBA and MBA from the University of Arkansas at Little Rock and completed her PhD at the University of Memphis. Her knowledge of the importance of leader and follower relationships comes from over 17 years in leadership roles with Kroger, Coca-Cola Enterprises, and First Tennessee Bank where she was Senior Vice President of Consumer Loan Processing.  When not in the classroom, Terry is busy overseeing the College of Business and Public Policy’s Leadership Fellows Mentoring program, conducting research, and enjoying being a newcomer to Anchorage.</small></div> <div> </div> <h6><strong><u>Good Help is Hard to Find </u><br /> Ron Fraze, Westaff<br /> Anne Bulmer, AES</strong></h6> <p><small>When it comes to employment, there are two sides of the story. Employers say, "Good help is hard to find," while job-seekers think, "I can't find a decent job out there." No matter which side of the coin you're on, finding good work and workers is a difficult process. If you're hiring, one job opening could attract hundreds of applicants. Sifting through them to find a good fit is time consuming. On the other hand, a job hunter may feel like he or she is sending resumes into the black hole of the Internet, never to hear a response.<br /> How can businesses cut through the red tape of the hiring process? Many use an employment agency to alleviate the process. An employment agency is a firm hired by a company to help with its staffing needs. Employment agencies find people to fill all kinds of jobs, from temporary to full-time, in a number of career fields. Whether a company needs a nurse, an administrative assistant, a manager or a carpenter, an employment agency can find the right employee.<br /> So, what do these employment agencies actually do? Find out why they're an invaluable resource for both employers and employees.</small></p> <p><br /> <strong>Charlene Davis</strong>, Alaska Executive Search Operations Manager and Executive Search Consultant, brings forty years of extensive human resources, recruitment and management experience to the staffing industry. She is a former Director of Talent Management at Providence Health & Services and has held other director-level roles in employment and recruitment with large organizations in the Lower 48. Her career history also includes Administrator of an international maritime law firm, Director of Attorney Recruitment for a 200 lawyer firm and Director of Recruitment and Business Development for a 145 lawyer firm.<br />  </p> <p><small><em><strong>Ron Fraze, SPHR</strong></em>, has over 34 years of HR experience. He has been the owner of Westaff in Anchorage for 13 years. Prior to that he has served in leadership positions of other organizations, including North Employment. He was on the Anchorage SHRM Board of Directors for 8 years, including a term as President. He has also served as the Alaska SHRM State Council Director and has volunteered for HRCI. He was recognized by the Northwest HR Management Association in 1996 as the “Distinguished Member of the Year.”</small></p> <hr /> <h3><strong>3:30 PM TO 5:00 PM</strong></h3> <h6><strong><u>Cross Cultural Communication </u></strong></h6> <h6><strong>Father Oleksa</strong></h6> <p><small>This presentation gets to the heart of what we HR professionals deal with each day -employees and culture. Father Oleksa delves into how different conversational tempos, tonal systems, distance and volume settings, politeness styles and cultural rituals affect miscommunication among people and will teach us how we can become aware of the differences in order to become a better HR professional.</small></p> <p><small>The <em><strong>Reverend Dr. Michael James Oleksa</strong></em> has spent the last 35 years in Alaska, serving as village priest, university professor, consultant on intercultural relations and communications, and authoring several books on Alaska Native cultures and history. A 1969 graduate of Georgetown University and of St. Vladimir’s Orthodox Theological Seminary, Father Oleksa earned his doctoral degree in Presov, Slovakia, in 1988. His four-part PBS television series, Communicating Across Cultures, has been widely acclaimed. The recipient of numerous awards from local, state and federal agencies, as well as the Alaska Federation of Natives, Father Michael has taught on all three main campuses of the University of Alaska system and at Alaska Pacific University as well. He currently resides in Anchorage with his Yup’ik wife, Xenia, his daughter Anastasia and one of his three grandsons.</small></p>