The Local Network & WorldatWork Partnership and Mentoring Program Overview

1. The Local Network & WorldatWork Partnership andMentoring Program Overview CFCBA Thursday, April 15th • Facilitated by: • Bob Holmes, CCP, MAHR • Sr Compensation & Benefits Analyst, CSL Plasma Boca Raton, FL • 2009-11 WorldatWork SSE LN Advisory Board Member

2. Agenda • The Local Network & WorldatWork Partnership • Understanding & Leveraging a relationship with WorldatWork • Facts, Advisory Boards and the Local Network (LN) • Key Learnings of the LN • Revenue Streams, Course & Meeting Attendance, Membership, National/Global influences, Surveys offered, LN Resources, LN SUCCESS stories • WorldatWork Local Network Leader Website resources • Mentoring Program Overview • Overview, Why Mentoring Programs & Background • General Guidelines • Mentor/Mentee Pairings • KickOff Meeting : Discussion/Closing • FINAL Q & A - Closing

3. The Local Network & WorldatWork PartnershipUnderstanding & Leveraging a relationship with WorldatWork • WorldatWork Facts • Founded in 1955 (ACA) –> 2000 (WorldatWork) – Present • World’s largest Human Resources association focused on compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce • Network of nearly 30,000 members in more than 100 countries • Offers: Training, Certification, Research, Conferences, Networking • Offices in Scottsdale, AZ and Washington, D.C. • 96% of Fortune 1000 represented • 45% of membership identifies at Sr level or above • Majority of membership has at least 10 years of HR experience • Advisory Boards • Appointed to 3 year voluntary terms • Pivotal for WorldatWork to develop • Strategic thought leaders, collaborators and action catalysts

4. The Local Network & WorldatWork PartnershipUnderstanding & Leveraging a relationship with WorldatWork • LN Advisory Board Background • Established 1993: Group Partner Networks (GPNs) • 2006: renamed to Local Networks (LNs) • LN Advisory Board Role • Communicate the status of WorldatWork operations, new products and services • Assess LN needs: serve as WorldatWork goodwill ambassadors to local organizations • Assist Local Network organizations in troubleshooting and solving organizational challenges • Facilitate networking and joint ventures with fellow LN members & other local HR organizations • LN Advisory Board Structure • Monthly 1hr joint conference calls with the LN staff (Lisa, Rae, Jenny) • AB to LN Modes of communication: • 2009: Bimonthly EA (Events Administrator) calls – certification course focus • 2010: Bimonthly LN Connection Conference Calls – 1hr ; 5-6 total for the year; subject matter formats • Feb 2010: LN Leadership Matrix; Board Succession; Mentoring Programs • March 2010: Online Community Groups • May 2010: Leadership Conference Roadmap (after the LN Conf) • 2009 – Present: Bimonthly SSE Region Conference Calls: 20 – 30 minutes • Format is casual checking in and discussing/brainstorming important LN issues • Minutes sent out to all 15 LNs

5. The Local Network & WorldatWork PartnershipUnderstanding & Leveraging a relationship with WorldatWork • LN Advisory Board Structure • US & Canada: 7 regions & 1 chairperson + CANADA + Bermuda + Caribbean

6. The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork • LN Leadership Website: http://www.worldatwork.org/localnetworkleaders

7. The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork • LN Leadership Matrix : +60 tools, presentations and templates

8. The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork • Increasing Revenue Streams • LN Connection Calls & SSE Conference Calls • Creation of the Membership Management Program (MMP) – 2008 • Nearly 50 of the 70 LNs are part of the MMP • 2yr transition to implementing the Revenue Share Program – 2010 • Nearly 20 of the 70 LNs have implemented the Revenue Share Program • Charlotte Area Compensation Council & Richmond Compensation Association • Local Association of the Year Award • WorldatWork Scholarship Awards : Up to 20 per year • Increasing Membership • LN Connection Calls & SSE Conference Calls • Cooperative arrangements with local HR groups; co-sponsored events; website link resource sharing; • Building synergies w/local groups: offer to speak on C/B/Total Rewards at their meetings; set up booths at their events; offer membership discounts to local HR Assoc members to join LN; build the Online LN Community Group (launched April 2010)

9. The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork • Increasing Course Attendance • LN Connection Calls & SSE Conference Calls; WorldatWork Staff support • Offer discount for multiple attendees from the same company and/or for local HR Association chapter members • Coordinate with other LNs in your area to offer reciprocal pricing: TX & FL • Cooperative arrangements with local HR groups; co-sponsored events; website link resource sharing • Increasing Meeting Attendance • LN Connection Calls & SSE Conference Calls • Pay in advance and/or charge if ‘no show’ • Clearly define your LN value proposition; Cooperative arrangements with local HR groups; co-sponsored meetings with other local HR Associations; website link resource sharing • Building synergies w/local groups: offer to speak on C/B/Total Rewards at their meetings; set up booths at their events; offer membership discounts to local HR Assoc members to join LN

10. The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork • National & Global influences of WorldatWork • 2008 WorldatWork opened an office and training facilities in Washington DC • The PUBLIC POLICY team is responsible for anticipating and addressing regulations and legislation that could affect total rewards and HR professionals • WorldatWork provides official comments, information, data and resources on total rewards to public policy makers in order to help educate, inform and improve public policy impacting total rewards

11. The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork • National & Global influences of WorldatWork – Public Policy Team

12. The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork • Surveys Offered • Annual Salary Budget Survey • Annual Benefits Survey • Employee Engagement Survey • Total Rewards Integration Survey • Paid Time Off Practices Survey • Snapshot Survey: Retirement Options in the U.S. Survey • Performance Management Survey • Compensation Policies & Practices Survey • Sales Compensation Practices Survey • Random Surveys on timely issues: past surveys available online (~100) • Does your company use a TPA for your Stock Option Program? (Feb 2001) • Changes to COBRA in 2009 (extended into 2010), allowed terminated ees to obtain a 65% premium subsidy for their continuing medical coverage. What impact, if any, do you think this subsidy has had on your organization’s health claims? (Feb 2010)

13. The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork • WorldatWork Resources for the LN • Local and National best-practice sharing • LN Leadership website and the LN Leadership Matrix • Training program sponsorships – Cert Courses & Connection Calls • Marketing support – Collateral, Email, LN Online Community Groups, TOMM Marketing • WorldatWork Database access – Membership Directory • Networking with fellow LN members • Bimonthly SSE Conference Calls & Annual LN Conference • Dedicated Local Network (LN) Staff • Lisa Levey – Manager Public Education • Rae Maré – LN Liaison • Jenny Starbuck – Public Education Programs Analyst

14. The Local Network & WorldatWork PartnershipKey Learnings of the Local Network : LN issues ↔ WorldatWork • A few really GREAT LN Success Stories • Greater Toronto Association– Jason Farris • 2006 LN formed: 0 –> 260 members • 2008 Sponsored first annual all Canadian conference in partnership with the Ottawa Region Rewards Association and WorldatWork • 2010: Toronto Sept 14-16 • Upstate Total Rewards Association (UTRA; Buffalo, NY) – Rosemarie Sweeney • 2009 New LN!! : great attendance at their first local sponsored cert course, already part of Revenue Share Program, +100 members, recently established and elected their BOD : EAGER • Arizona Total Rewards Association (ATRA; Phoenix, AZ) – Dave DeLattre • 2009 New LN!! : AZ’s first multi-industry association dedicated to the development of the total rewards HR professionals; already part of Revenue Share Program, +160 members : EAGER • Texas Alliance – Jeana Smith & Ericka Collier • State Wide conference held with mixed results: generally local participation; lacked cooperation • 2008 First State-wide Annual Total Rewards conference transitioned to a concerted cooperative alliance between all four TX LNs (Houston, Austin, San Antonio, Dallas/FtWorth) with financial assistance from the other groups to the host city. • 2009 Houston TR Conference: the other cities held committee leadership roles • 2010 formalizing the alliance as a non-profit organization: by-laws, logo, RFP management company; defining roles/responsibilities • 2011 Dallas will host this state-wide conference

15. Any Questions? • The Local Network & WorldatWork PartnershipUnderstanding & Leveraging a relationship with WorldatWork • Key Learnings of the Local Network : LN issues ↔ WorldatWork

16. Mentoring Programs Overview • My Background & LN lessons learned • SFCBA: 4th year of program • Focus: HR Students & University outreach • CACC: 3rd year of program • Focus: Young Comp/Benefits professionals • Key Steps & Considerations

17. Mentoring Programs Why Mentoring Programs? • Meets the underlying purpose of the LN Association • Provides opportunities for education, advancement and networking • Provides Outreach, Growth & Commitment of the LN Membership • Promotes Community • Corporations employing professionals at entry and advanced levels • Working professionals reaching out to Universities/Colleges teaching students

18. Mentoring Programs Background • LNs implementing sustained, successful programs • CACC: Charlotte Area Compensation Council • 145 active members • Focus: young C/B professionals • 8-10 pairs per year • SFCBA: S Florida Compensation/Benefits Assn • 100 active members • Focus: graduate students in the local area • 4-5 pairs per year; ~50% mentees have joined SFCBA after program completed

19. Mentoring Programs General Guidelines • Defined Start/Stop to Program • Define roles • Mentor: provides availability & leadership • Mentee: drives the relationship • Feedback • Timing: Continual; defined at Mid Year & End of Year • What works, what doesn’t, any improvements?

20. Mentoring Programs General Guidelines • Mentor/Mentee Roles • What they are • What they are not • Student Membership & Mentor/Mentee relationships provide: • Students with opportunities to learn from professionals • Facilitates the building of connections with the HR community which assists in building successful careers • Forms stronger links between LN Association and its members. • In the case of student-focused program, stronger links are formed with Universities training Comp/Benefits/HR professionals and those they are training • All participants have the LN meetings in place to help facilitate meeting • Lessons learned from successful programs & extensive research on primary roles • Mentee drives the relationship • Mentors are available

21. Mentoring Programs General Guidelines How to create a successful mentoring relationship • Mentor/Mentee Kickoff Meeting attendance • Get acquainted and review goals/concerns • Schedule another meeting (phone, in person after an LN event) to further define goals/concerns • Clarify expectations, set reasonable goals for the next 8-9 months • Meet/talk at least once a month • Mentees drive the relationship! (mentor should step in if nothing happens) Ideas of things to do for mentors and mentees • Mentor/Mentee exchange resumes • Generate a list of questions to ask your mentor or mentee • What advice would you give me at my current career stage? • What is the greatest lesson you have learned? • Shadow your mentor • Discuss in detail a current work project the mentor is working on

22. Mentoring Programs Mentor/Mentee Pairings • CACC: matching pairs done via ‘speed interviews’: Kickoff reception each mentee spends 10minutes interviewing each potential mentor. Mentees give Facilitator top 3 mentor choices; Facilitator pairs per mentee choices • SFCBA: matching pairs done via mentee resume/interview with Facilitator; Mentors submit interest/experience grid to Facilitator: matched accordingly

23. Mentoring Programs KickOff Meeting : Discussion/Closing • Open Forum – let’s discuss • Examples • What happens if either pair loses interest? • What do I do if my mentee hasn’t contacted me (re. it’s now January and I’ve heard nothing since late October)? • Will the Facilitator contact me or should I contact them? • Other questions? • Involve Leader/BOD member as needed, they will also be in contact with you per progress, updates, feedback, etc. • Mid-Year Feedback Survey & Conference Call • Saturday, Feb 20th 1:30-3:30pm • Close Out Program: May 2010 • Saturday, May 8th 9:00-11:00am • LinkedIn Forum: Subgroup of LN established to assist in networking • THANK YOU… tHaNk YoU… thank you!! • GROUP PICTURE : YES, it’s mandatory!!

24. WorldatWork LN Leader Website http://www.worldatwork.org/localnetworkleaders Mentor Programs Materials: Grow Your Membership / Informational Resources / Mentor/Mentee Program Additional LN Materials – continued view of the LN Leader website

25. FINAL Q & A: Closing Any Questions? Here’s to each of YOU!