Spring, 2017

President's Message

Welcome to Spring! As the 2017-2018 President for VaSHHRA, I’d like to introduce myself to those of you I haven’t had the opportunity to meet. I’m originally a Florida gal who moved to Virginia 19 years ago after living in Texas and Oklahoma for about 25 years. They say you can take the girl out of Florida, but you can’t take Florida out of the girl. As I’m typing this article, I’m wearing open toed shoes awaiting the 60 degree weather today. (It was 35 degrees this morning while driving to the hospital.) I love Human Resources and I love working with people. I am an HR Business Partner for Centra in Lynchburg. I serve Centra mental health services, home health, hospice, therapies, and all of the Bedford area. I’ve been in healthcare human resources for 19 years now.

Your VaSHHRA Leadership Team met in January. We reviewed our 2016 goals. I’m happy to announce that we met all but one of our goals for 2016. We came REALLY close to meeting the other goal. The membership goal for 2016 was 125 and we ended the year with 121 members. Our previous leadership team did a phenomenal job. As you may know, we are a 100 percent volunteer organization so these folks don’t receive any type of compensation for the time and energy they put into VaSHHRA.

Our 2017 goals:

  • Achieve membership of 125
  • Maintain ASHHRA membership of 25%
  • Broaden educational offerings
  • Enhance our online presence

Your team is already hard at work on these goals. If you haven’t already, please renew your VaSHHRA membership. Invite a friend to join. We are offering more educational/networking/meeting opportunities this year. Please note the Save the Date items found in this newsletter for more details.

ASHHRA is providing an opportunity for members to participate in an online community of healthcare HR professionals. Read the article about ASHHRA Exchange in this newsletter.

As your leadership team works to bring you a strong professional organization, please provide us with your ideas, suggestions, and improvements so we can continue to be your resource as an HR professional.

Thank you for the opportunity to serve YOU!

  • State wide meeting on April 28 in Glen Allen. Innovate, Integrate, Motivate
  • Tri-State Conference in Myrtle Beach August 30 – September 1 Braving The Winds of Change in Healthcare Human Resources
  • 2017 Annual ASHHRA Conference and Exposition September 16-19, 2017 in Seattle, WA

VaSHHRA Member Spotlight

Jim Godwin
Vice President of Human Resources
Bon Secours Virginia Health System
Esse quam videri

What has been your greatest challenge? One of my biggest challenges was the transition from being a Director of Human Resources to serving at the Vice President level. Until you get there, you don’t realize how different the role is at the executive level. Developing a high level strategic focus takes hard work and fundamentally changing how you view the workforce and its place in your organization’s mission.

What motivates you?
I became interested in Human Resources while working in a factory at night when I was in college. I ran an injection molding machine making plastic pipe fittings. I recognized then that I had a vision for how I could make the workplace better, safer, more meaningful, and more rewarding for employees. That desire to make the workplace better for the people still motivates me forty years later. I strongly believe in the intrinsic good and value of all people and recognize that matching individuals to roles where they can contribute, develop, and be engaged is the key to a strong workforce.

What’s the best advice you’ve ever received? I was taught as a boy that “the person speaking is responsible for how his words are perceived.” I always try to remember that and recognize that I am responsible for how people hear me. I also try to follow the state motto of my home state of North Carolina, esse quam videri, which means “to be rather than to seem”. Authenticity matters.

What Does Certification Mean to You?

Robin Moore, Centra

I took the online prep course through Central Virginia Community College, and was fortunate to take the class with two other team members.

We were able to encourage each other study, study and review the materials together, discuss the information, and really help one another prepare for the exam.

I was nervous, but because I had the support of my team members and my Director, I didn’t let the nervousness take over and I was able to focus on the information, study for the exam, and thankfully, pass in June 2016.

I think the certification is a great because it shows a broad knowledge of HR as a whole. The more we know and understand the big HR picture, the better we can serve the needs of our customers – new employees as well as tenured staff. I feel much more prepared to continue my work in HR and to hopefully, elevate my role within our organization.

Rod Meek, Centra

When faced with the task of carving out time for study, I thought THERE IS NO WAY I can do this! After enrolling in the online prep course I eagerly looked forward to time with HR colleagues. We discussed current work issues while learning best practices. My advice to those considering the certification is to "DO IT!”

Jennifer Kellogg, Centra

Obtaining my certification was a goal that I had been putting off for a long time. I did participate in a preparatory class. However, it was reading the materials, doing some side research, using the online tools and studying that made my testing experience successful. Taking the practice test was helpful in directing my studies. I had to forget my years of experience and approach each scenario question as if no HR foundational work had ever been done. I do believe that the test would be easier for folks with little to no actual HR experience. The more experience you have, the more assumptions you may make because you are thinking that foundational work has already taken place; I had to completely set that aside. Knowing the study materials is key to passing the exam.

What I enjoyed most about the challenge was getting outside of my comfort zone. Over time, I have become focused on specific areas of HR. This pushed me to reconnect with other areas of HR and learn new areas of HR. I relished this challenge and when exposed to new and interesting areas such as globalization and international HR, I become motivated to do exploring outside of the materials and think of ways to apply these insights to my current position. HR has an amazing wide scope that encompasses a variety of talents and strengths. The entire experience, though time consuming, was a good self-development and re-engagement experience for me. In addition, I continue to reference the study materials and use this as a foundation for new ideas to apply to my daily job, and a reference tool to find other resource and data. This experience has broadened my horizons.

We have scholarships available ranging from $250 - $500

Legal Updates

EEOC Releases Fiscal Year 2016 Enforcement and Litigation Data
Agency Adds Statistics Detailing LGBT Charges

WASHINGTON - The U.S. Equal Employment Opportunity Commission (EEOC) today released detailed breakdowns for the 91,503 charges of workplace discrimination the agency received in fiscal year 2016. This is the second year in a row that the number of charges filed with EEOC has increased.

Overall, EEOC resolved 97,443 charges and secured more than $482 million for victims of discrimination in private, federal and state and local government workplaces. The agency reduced the workload of pending charges by 3.8 percent to 73,508 -- the lowest pending charge workload in three years. The agency responded to over 585,000 calls to its toll-free number and more than 160,000 inquiries in field offices, reflecting the significant public demand for EEOC's services. EEOC has previously released
fiscal year 2016 highlights.

This is the first year that EEOC has included detailed information about LGBT charges in its year-end summary. EEOC resolved 1,650 charges and recovered $4.4 million for LGBT individuals who filed sex discrimination charges with EEOC in fiscal year 2016. Additionally, the data show a steady increase in the four years the agency has been collecting LGBT charge data. From fiscal year 2013 through fiscal year 2016, nearly 4,000 charges were filed with EEOC by LGBT individuals alleging sex discrimination, and EEOC recovered $10.8 million for victims of discrimination.
"EEOC advances opportunity for all of America's workers and plays a critical role in helping employers build stronger workplaces," said EEOC Chair Jenny Yang. "Despite the progress that has been made, we continue to see discrimination in both overt and subtle forms. The ongoing challenge of combating employ­ment discrimination is what makes EEOC's work as important as ever."
Specifically, the charge numbers show the following breakdowns by bases alleged, in descending order:

  • Retaliation: 42,018 (45.9 percent of all charges filed)
  • Race: 32,309 (35.3 percent)
  • Disability: 28,073 (30.7 percent)
  • Sex: 26,934 (29.4 percent)
  • Age: 20,857 (22.8 percent)
  • National Origin: 9,840 (10.8 percent)
  • Religion: 3,825 (4.2 percent)
  • Color: 3,102 (3.4 percent)
  • Equal Pay Act: 1,075 (1.2 percent)
  • Genetic Information Non-Discrimination Act: 238 (.3 percent)

These percentages add up to more than 100 because some charges allege multiple bases.

EEOC legal staff resolved 139 lawsuits and filed 86 lawsuits alleging discrimination in fiscal year 2016. The lawsuits filed by EEOC included 55 individual suits and 31 suits involving multiple victims or discrimin­atory policies. At the end of the fiscal year, EEOC had 168 cases on its active docket, of which 48 (28.6 per­cent) involve challenges to systemic discrimination and an additional 32 (19 percent) are multiple-victim cases.

EEOC achieved a successful outcome in 90.6 percent of all suit resolutions.

EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employ­ment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.

https://www.eeoc.gov/eeoc/ newsroom/release/1-18-17a.cfm
, EEOC Release Fiscal Year 2016 Enforcement and Litigation Data, 1/18/17, 3/5/2017

Community Partner

Our Community Partner for the conference will the Chamberlayne Youth Basketball League. A short bio is below. It’s a local youth group in the city of Richmond. They raise most of their own money through fundraisers like selling cookies, Krispy Crème donuts and having local functions in the community. They will have a representative come during lunch to give us a few words about their organization.

It is the mission of the Chamberlayne Youth Basketball League (CYBL) to educate and empower today’s youth with confidence, commitment and integrity, so they can live a productive and successful tomorrow. CYBL is an organized group of parents, coaches, volunteers, and community leaders dedicated to the development of youths through the game of basketball by stressing teamwork, sportsmanship and integrity to build self-confidence. We believe that a strong youth program leads to happier, healthier, and more productive kids. All participants will take pleasure in learning the game of basketball and acquiring the necessary fundamentals needed to play the game. WE DO NOT FOCUS ON WINNING OR LOSING; we advocate a winning spirit! Our goal as an organization is to provide every youth that joins our league the opportunity to maximize their talent in all areas be it sports, academics, or the arts and to demonstrate the necessary work ethic and discipline to achieve success on the court and in life.

The CYBL Cheer Program is dedicated to building well-rounded athletes through an environment of positive energy, self-motivation and hard work. We believe that each individual’s success contributes to the success of the team. Our sincere goal is to instill the life lessons of persistence, responsibility and dedication into each athlete that will benefit them both on and off the cheer floor. We focus on perfecting cheerleading skills, with the understanding that confidence is at the core of every athlete’s ability to shine.


Sponsor Spotlight

SMARTMOVE bridges the GAP between Recruitment and the Final Move

It’s an all too familiar scenario:

You and your team have spent months identifying the top candidate for a hard-to- fill position. The best and brightest minds in your organization have invested time and energy arranging and conducting interviews. The candidate couldn’t be more excited about the outstanding career opportunity and is totally impressed with the team. The benefits package appears competitive and all the questions about vacation accrual, 401-K criteria and health coverage have been answered fully and completely. Then comes the question that generates that uncomfortable flushed feeling or maybe even a full- on deer in the headlights reaction: “What is the relocation package?”

Oh no, this is the moment we’ve all been working for….the candidate is ready to take the offer home to discuss with the family but without a key pieces of information. How are we going to get the family from the old location to the new location? Of course, without a quick, clear response, this invites other questions of concern: Who is paying for us to move our stuff? Where will I stay until we can get our house sold and locate a new residence? Are there preferred vendors to help us navigate the process who can save us time and money during the transition?

If the questions above are not easily answered, the potential new employee (and family members’) first impression of the new employer may be less than encouraging and/or favorable. The often overlooked space between successful recruitment efforts and assisting the individual or family with the move is the area referred to as THE GAP. Many of our clients recognize the value in building a cohesive, seamless bridge between those responsible for “selling” the new job opportunity and a strong partner who walks along side to help guide the relocation process and address important family needs.

The Solution:

Long & Foster Mobility offers a concierge-style program called SMARTMOVE as a complimentary service for candidates and new employees throughout the area orientation and relocation process--whether they need to buy, sell or rent a home, find a new school district or coordinate movers. The program is offered at no cost to employers and offers substantial financial incentives to the new hire to help offset the expenses of selling and/or buying real estate as well as obtaining a mortgage and arranging competitive household goods move estimates. A customized co-branded website allows for easy on-line registration and explanation of all benefits. An organized relocation program with solid financial savings will remove work load from your recruiters and allow your new employee to be up and running more quickly with less stress. As an added benefit, Long & Foster’s SMARTMOVE program is available to all employees who may be moving locally at their own expense.

Learn more about how Long & Foster’s SMARTMOVE program may be customized for your company culture while providing you with a cost- effective competitive edge.


Camille Mims, CRP
Vice President, Business Development
Long & Foster Mobility & SMARTMOVE

2017 ASHHRA Board of Directors

VaSHHRA Executive Committee

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