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OFCCP Compliance, Disability Inclusion, EEOC Strategic Plan & More | Takeaways from DEAM14 Track

Thursday, April 17th, 2014

Despite the quick turnaround from DEAM13, the DirectEmployers 2014 Annual Meeting and Conference (DEAM14) was better than we could have imagined! With record attendance, amazing presenters, and several chances to network and mingle, this year’s conference was the best yet. Along with the general sessions, our agenda gave attendees the opportunity to choose three concurrent sessions each day, ultimately tailoring their conference experience to suit their specific interests.

While each track didn’t have one particular focus, a number of the sessions were submitted and approved for HRCI credit, adding even more benefit for attendees. Let’s take a look at some of the highlights and key takeaways from Concurrent Workshop A.

Day One

Rosaly Morsheimer and Angie Grilliot of UnitedHealth Group presenting at DEAM14.

After an amazing keynote speech from employment law attorney John C. Fox and a quick lunch break, everyone parted ways to attend the sessions of their choice. First up in Concurrent A were Angie Grilliot and Rosaly Morsheimer of UnitedHealth Group as they outlined their geographically based strategic sourcing plans that focused on underutilization and outreach for compliance. Attendees of this session were given examples of how to apply their AAP information to their talent acquisition strategy as well as why they should document and track sourcing activity for compliance purposes.

Next up, Tracy Hudson Spicer of the United States Equal Employment Opportunity Commission (EEOC) spoke to the commission’s strategic plan in regards to social media and arrest and conviction record usage by employers and it’s effect on the laws that they enforce. This included the top 5 rules and trends for social media and employment law, as well as a quick fact/myth game with drink tickets for the evening’s networking reception as the prize for the first to answer correctly.

Tracy Hudson Spicer of the EEOC presenting at DEAM14.

A quick “retro break” complete with root beer, popcorn and old fashioned candies preceded the day’s final session led by Meg O’Connell and Deb Russell of Global Disability Inclusion. In this presentation, the two elaborated on the benefits of hiring from the disability community (comprising 19% of the U.S. population), as well as the record keeping and tracking requirements established through the new changes to Section 503.

Key Takeaways:

  • Building relationships and documenting interactions is key to the success of having a comprehensive and compliant diversity strategy
  • The problem with social media in employment law lies not in the use of social media channels but what the recruiter does with the information that they learn.
  • A disability employment program is fully evolved when it is able to successfully leverage the fullest talents and usable skills of those with disabilities

Day Two

James Pierce of Piercing Strategies and David Scheffler of Pinnacle Affirmative Action Services presenting at DEAM14.

James Pierce of Piercing Strategies and David Scheffler of Pinnacle Affirmative Action Services kicked off day two with an engaging session on the major changes of VEVRAA and Section 503, including the benchmarks and outreach that fall on the employer in order to be compliant.

Second in line was DirectEmployers Member Sheryl Von Westernhagen of OfficeMax and corporate disability consultant, James Emmett. In this inspirational and energetic presentation, the two discussed the development of a disability and inclusion strategy, as well as best practices for making it work for both the organization and their employees with disabilities.

DirectEmployers Member Sheryl Von Westernhagen of OfficeMax and corporate disability consultant James Emmett presenting at DEAM14.

Prior to lunch on day two, Concurrent A ended with DirectEmployers’ very own VP of Compliance & Partnerships, Candee Chambers. Known for her knowledge and experience with OFCCP compliance and successes with the audit process as a former employer, Candee detailed the changes put in place by the Final Rule and how employers can realign their strategies to remain compliant.





Key Takeaways:

  • Your recruitment processes should first change as regulations and audit focus changes, then flow to your ATS and other technologies
  • The four pillars of Future Disability & Inclusion are: Stakeholder Buy-In, Financial Sustainability, Messaging and Engagement and Partnership
  • Outreach, outreach, outreach!

DirectEmployers VP of Compliance & Partnerships Candee Chambers presenting at DEAM14.

Thank you to all of our wonderful speakers; we truly appreciate you taking the time to share your stories, experience, and successes with our attendees! Members, keep in mind that you have access to all of the presentation slides in Pipeline. We encourage you to revisit the sessions you attended, take a look at some of the sessions you missed, and print copies for future reference. Stayed tuned for track B and C highlights!




Interested in presenting at DEAM15? We are now accepting speaking proposals! Visit https://www.surveymonkey.com/s/DEAM15callforpresenters to submit your proposal! 

Choosing Target Colleges and Universities – Research from NACE

Tuesday, April 15th, 2014

This post was provided by Claudia Allen, writer and editor at the National Association of Colleges and Employers (NACE). NACE connects campus recruiting and career services professionals, and provides best practices, trends, research, professional development, and conferences.

How do employers choose the colleges and universities where they will recruit—and which criteria are connected to the highest offer rates?

Traditional brick-and-mortar schools (public and private, for-profit and nonprofit) were favored by the majority of employers.

Four-year colleges and universities continue to be the most-used target schools, used by 92 percent of recruiters responding to a national survey of recruiters by the National Association of Colleges and Employers (NACE). The survey also noted that 16 percent of employers look for two-year school graduates, an increase of 4 percent since 2011.

More than half—61 percent—of employers consider an education earned at an online school—not an online program at a brick-and-mortar school—less credible than that earned at a traditional university.

Employers said the top four areas they consider extremely important in choosing target schools are:

  • Academic majors offered by the school,
  • Perceived quality of the school’s academic programs,
  • Employer’s past experience recruiting at the school, and
  • Accreditation of the school.

Less important criteria to recruiters, but connected to some of the highest offer rates were:

  • Executives being alumni of the school,
  • Helpfulness of the career services staff,
  • Salary expectations of students, and
  • School’s national rankings.

Highlights from the report are available at www.naceweb.org/surveys/college-recruiting.aspx.

Learn more benchmarks in recruiting at NACEWeb, www.naceweb.org. NACE offers customized school selection reports; contact the NACE Research Team at research@naceweb.org.

Join DirectEmployers at the NACE 2014 Conference & Expo, June 8-11, 2014. Details and registration are available on the event website.


Getting Started with PRM – New Member Benefit from DirectEmployers to Assist with OFCCP Compliance

Thursday, April 10th, 2014

The new OFCCP regulations that went into effect March 24, 2014 for VEVRAA and Section 503 require federal contractors to build meaningful relationships with diversity, disability, veteran, women and other minority organizations. This also means recording communications and exchanges with those partners and demonstrating outreach effectiveness.


Dee Anne Faller and Jason Sole showing Members the PRM during DEAM14.

DirectEmployers Association designed a new tool to help Members streamline this process by providing a single location to enter, access and store this data, regardless of their device or location. This new tool, called Partner Relationship Manager (PRM), was officially unveiled recently at the DirectEmployers 2014 Annual Meeting & Conference.

The PRM is included with DirectEmployers Association membership, which means our Members don’t need to purchase or maintain additional services to assist them with tracking outreach efforts. This tool will help Members by:

  • Easily working with national and local partners from within a single tool.
  • Simplify maintaining partner contacts and tracking outreach efforts.
  • Providing an economical alternative to other tools.
  • Recording details regarding hiring activity from a partner organization or contact within a partner organization.
  • Running reports that capture the outreach efforts and their effectiveness – from one platform.

Over the next several months we will roll out tutorials, a user guide and schedule training sessions. To get started with PRM, please follow these two steps:

  1. Create an account on My.jobs at: https://secure.my.jobs/
  2. Email or call your Membership Development Representative to request activation of the employer functionality of your My.jobs account – if you’re not sure who your point of contact is, please email PRM@DirectEmployers.org

Members can view the DEAM14 presentation about PRM on Pipeline. We also set up a PRM forum for Members to post feedback or additional questions. Please don’t hesitate to post there or contact your Membership Development representative.

DEAM14 Brings Knowledge, Networking and Actionable Information

Wednesday, April 9th, 2014

The Veterans Connect Career Fair and DirectEmployers 2014 Annual Meeting & Conference (DEAM14) took place March 25-27 at the Hyatt Regency Crystal City. Both events were a huge success and DEAM14 had record-breaking attendance!

We’ll be sharing all of the great information and best practices from the conference over the next few weeks, so stay tuned. In the meantime, check out our recap video for DEAM14 highlights and to hear what some attendees had to say about the event:

View more event highlights from our DEAM14 photos on Flickr. Registration is open now for DEAM15, taking place May 13-15, 2015. Learn more at: http://DEAM15.DirectEmployers.org.

Get Involved in Your Association

Monday, April 7th, 2014

There is truth to the statement “strength in numbers.” DirectEmployers Association was founded upon the principles of collaboration, which is why we constantly strive to increase Member participation. Through this philosophy, we aim to provide unparalleled products and services that benefit our Membership as a whole. Our business model has remained the same from day one – Member driven, not profit driven.

With that said, there are many ways to get involved in cultivating the future endeavors of the Association. From joining a planning committee or simply providing feedback and participation at events, your actions do make a difference and help shape future products and services. Here is a quick list of how you can get involved, starting today:

Join the Member-Only Community, Pipeline
The Pipeline is an online community exclusive to DirectEmployers Members. Here you’ll find past webinars and presentations, valuable tools and resources for federal contractors and talent acquisition professionals, and an interactive forum designed for you to get answers and feedback from subject matter experts and fellow practitioners – or share your advice with others. You can even search other Member profiles to make meaningful connections or post blogs. To join this community, visit: http://voice.directemployers.org.

Contact for more Information: Katie Pfledderer – katie@directemployers.org

Host an Employers Connect
Each quarter, the Association hosts a half-day seminar that allows employers to meet face-to-face and share ideas, network with fellow practitioners and discover innovative technology that’s impacting the field of talent acquisition and compliance. To keep these events free for attendees and cost effective for the Association, we rely on our Members to host the events. If you’re interested in learning more about the event including available hosting opportunities, visit: http://connect.directemployers.org.

Contact for more information: Lis Dennis – lis@directemployers.org

Serve on the Board of Directors
Many of the advancements of the Association are dictated by our esteemed Board of Directors, each of whom represent companies from a variety of industries and backgrounds. By electing to join the Board of Directors, you will have the opportunity to enhance and expand your leadership skills, while gaining ideas you could incorporate into your organization’s strategy.

Contact for more information: Dan Jordan – dan@directemployers.org; Tom Eckhart – tom@directemployers.org

Join an Advisory Committee
Take this opportunity to make your voice, ideas and challenges heard! Whether your specialty lies in recruiting, compliance or even helping coordinate events, we have a committee that you can join. Not only can you get involved with fellow Members, your expertise can help create new products and services that directly benefit DirectEmployers.

Contact for more information:
.JOBS Advisory Committee: Heather Hoffman – heather@directemployers.org

Recruitment Regulatory Compliance Committee (RRCC): Candee Chambers – candee@directemployers.org

Nation Labor Exchange (NLx) Operations Committee: Candee Chambers – candee@directemployers.org

DirectEmployers Annual Meeting & Conference: Nancy Holland – nancy@directemployers.org

Become a Guest Blogger
In order to provide unique content for the Association’s various blogs, we are always open to having our Members or trusted partners provide relevant content for our audience and mission. Currently, guest blogging opportunities are available for the Help Wanted, a blog focused on providing job seekers with tips and advice during their career search; and Soapbox Holland, a blog authored by DirectEmployers Nancy Holland who discusses current events happening with the Association, tips and advice on how employers can enhance their recruiting strategy and Member-spotlight interviews.

Contact for more information: Katie Pfledderer – katie@directemployers.org

Interact on Social
Take your social connections to the next level and interact with us on our various social media accounts. From Facebook and Twitter to LinkedIn and Google Plus, we’re constantly streaming timely information and engaging with our Members, supporters and partners. Connect with us on any – or all – of the following official DirectEmployers accounts:

Facebook: http://www.facebook.com/DirectEmployersAssociation
Twitter: http://www.twitter.com/DirectEmployers
LinkedIn: http://www.linkedin.com/company/directemployers-association
Google Plus: https://plus.google.com/u/0/100406566063094579991/posts
Instagram: /DirectEmployers

Contact for more information: Katie Pfledderer – katie@directemployers.org

Showcase your Company in Case Studies
Every company has unique stories to tell. Let us share them with the membership by showcasing your efforts in a case study. Whether you’ve tackled an audit scenario in a unique fashion or utilized the .JOBS top-level domain (TLD) as part of your recruitment strategy, we’d like to hear about it. By sharing your challenges and solutions, you can help fellow Members and potentially spur unique ideas that spin-off of your solution.

Contact for more information: Jaime Costilow – jaime@directemployers.org

We gladly encourage Member participation and look forward to working with each of you. Have a comment or suggestion? We’d love to hear feedback from you too!

EEOC Hearing Examines Social Media in the Workplace and Implications for Equal Employment Opportunity Law

Thursday, April 3rd, 2014

Lobby area outside of the meeting room at the EEOC Washington, D.C. office.

The lines between employees’ public and private lives have become increasingly blurred, which has led to a complex dialogue around the enforcement of equal employment opportunity laws. During a recent open meeting at the U.S. Equal Employment Opportunity Commission (EEOC), panelists were invited to discuss a wide range of issues including recruitment and hiring, harassment, records retention and discovery.

The panelists included:

  • Carol Miaskoff, Acting Associate Legal Counsel, EEOC, Office of Legal Counsel
  • Rita Kittle, Senior Trial Attorney, EEOC Denver Field Office (via video teleconference)
  • Lynne Bernabei, Partner, Bernabei & Wachtel PLLC
  • Renee Jackson, Associate and Social Media & Technology in the Workplace team lead within the Labor and Employment practice group, Nixon Peabody LLP
  • Jonathan Segal, Partner, Duane Morris LLP; Managing Principal, Duane Morris Institute, testifying on behalf of the Society for Human Resource Management

Coincidentally, this was the first hearing that the EEOC live tweeted, and encouraged others to join via the hashtag #socialEEOC. Do a query for the hashtag and you’ll get a great play-by-play of the discussion in addition to the follow-up analysis and blog posts.

EEOC Commissioner Victoria Lipnic made it clear that the meeting was meant to be a listening session to learn about issues and that no guidance would be issued.

One statistic cited by EEOC Commissioner Jenny Yang was that millennials account for 36% of the U.S. workforce, and by 2025, they will account for 75%. She was interested in how social media can be used in discovery and how policies can inform employees while balancing employer concerns. Throughout the meeting there was in-depth discussion about the burden that plaintiffs cope with during excessive discovery requests.

Rita Kittle speaking via video teleconference during the meeting.

Rita Kittle shared her insight as a Senior Trial Attorney, EEOC Denver Field Office, and explained some of the challenges of using social media in discovery including Facebook blocking and deletions. Kittle said the biggest difficulty is determining the parameter of searches on social media. The amount of time spent combing through social media content and profiles can be substantial – plus, it’s difficult to define what is relevant to litigation – so it’s important to negotiate the search parameters at the beginning of a case. Her overarching concern is that people will fear or be discouraged from participating in EEOC cases if they think it means all of their private communications and interactions will be accessible by their current or former employer.

Carol Miaskoff, Acting Associate Legal Counsel, EEOC, Office of Legal Counsel, stated that 30 states have or are considering laws preventing employers from getting employees’ personal social media passwords. She also advised that employers are subject to EEO laws, regardless of the media they happen to use. In addition, she cited the recent joint statement between the EEOC and Federal Trade Commission (FTC) regarding background checks. Per the EEOC press release, “This is the first time that the two agencies have partnered to create resources addressing concerns in this key area. The documents are available on the EEOC’s website: Background Checks: What Employers Need to Know and Background Checks: What Job Applicants and Employees Should Know.”

Renee Jackson, Associate and Social Media & Technology in the Workplace team lead within the Labor and Employment practice group, Nixon Peabody LLP, remarked that she advises employers to add social media to the mix of recruitment tools they use, and suggests search post offer. When working with companies, she tells them to apply the same discrimination, harassment, and retaliation concepts to social media.

Jonathan Segal, Partner, Duane Morris LLP; Managing Principal, Duane Morris Institute, who testified on behalf of the Society for Human Resource Management (SHRM), covered social media use in the workplace for screening and background checks. He acknowledged the many positive effects of social media in the workplace: it promotes workplace flexibility by leveling the communication between in-house and remote employees; and it’s growing in use as a tool for knowledge sharing within organizations, for marketing and crisis communications. He went on to explain that some employers use social media to recruit candidates by publicizing job openings and some for background checks. Segal said that it’s not the looking that’s the legal issue, but what the employer does or doesn’t do with what it discovers.

A SHRM 2013 study discovered that 77% of companies indicated using social networking sites to recruit candidates for specific jobs. Segal shared more stats from SHRM research, including the fact that 94% of recruiters use LinkedIn, 54% use Facebook and 39% use Twitter to find talent. “To ignore social media today is like ignoring e-mail 20 years ago,” said Segal.

A study from Carnegie Mellon University was mentioned a few times throughout the discussion about the effects of social media screening – definitely worth the read.

As the conversation progressed, newer apps such as Snapchat were mentioned. These types of mediums create even more hurdles as they give users the ability to share self-destructing messages and photos.

Attendees continuing the conversation after the hearing wraps up.

During the closing remarks, Feldblum stated that, “Every tweet is a choice.” Definitely something to ponder as the topic of social media in the workplace continues to be scrutinized. She expressed that federal sector cases will be useful means in having the Commission provide guidance.

Check out some additional articles that were written about the public meeting and let us know what you think. Should the EEOC provide guidance to employers? Have you implemented training for your recruiters on social media screening?

Special thanks to Edward Loughlin, Senior Trial Attorney, Office of the General Counsel, EEOC, for being such a wonderful resource for our Association.

People You Need to Meet at DEAM14

Friday, March 21st, 2014

While the DirectEmployers 2014 Annual Meeting & Conference (DEAM14) is first and foremost an educational event, it is also a time to network with industry peers and make new acquaintances in the professional arena. We have record-breaking attendance this year with a number of highly influential attendees. This post will focus on just a few of the many people you need to meet at the event so keep an eye out for these individuals at the conference, and in the meantime connect with them on social media!

John C. Fox (LinkedIn)
Having spent more than 300 days in trial as an employment law attorney and three years as an Executive Assistant to the Director at the OFCCP (1981-1984), Fox is an invaluable resource for federal contractors. You can see him as our keynote speaker on day one of the conference. Check out his blog, the OFCCP Fox Report.

James Emmett (Twitter)
James is a national leader in the development of employment services for persons with disabilities and also assists corporations in the creation of outreach strategies for individuals within the disability community. He also acts as a consultant for APSE HR Connect and is a partner at Two Steps Forward, Inc. Join in on his concurrent session on day two entitled, Disability & Inclusion: Lessons from the Past Guiding Our Bright Future.

Pam Gerassimides (LinkedIn)
As a long time partner of DirectEmployers Association, the National Association of State Workforce Agencies (NASWA) is proud to have Pam as their Assistant Executive Director and National Labor Exchange Director. Pam has been instrumental in securing signed data sharing agreements between the National Labor Exchange and all 50 states, D.C, Guam and Puerto Rico.

Jennifer Giering (LinkedIn)
Jennifer joined the U.S. Chamber of Commerce as the Director of Business and State Engagement for Hiring Our Heroes in March 2013. In this role, Giering is responsible for coordinating with small businesses, local chambers of commerce, and regional business alliances to promote Hiring Our Heroes initiatives. Attendees will have the opportunity to learn more during Jennifer’s session, How Hiring Our Heroes Assists with OFCCP Required Outreach Efforts and Recordkeeping Obligations.

Kathleen Lee (LinkedIn)
Kathleen Lee joined the Employment and Disability Institute in 2010 as the Business Outreach Specialist at Cornell University’s National Employer Technical Assistance, Policy, and Research Center on Employment of People with Disabilities. She provides technical assistance training and consultation for the business community on issues related to the employment of individuals and veterans with disabilities. This includes sourcing the Workforce Recruitment Program (WRP) to meet the recruitment needs of private business. You can catch Kathleen on day one along with Member Annette Rosta of KPMG during their session, Finding a Win-Win: Mastering Diverse Recruitment and Compliance Through WRP.

Heather Hoffman (Twitter)
As VP of Digital Strategy for DirectEmployers, Heather plays a major role in the advancement of the .JOBS top-level domain (TLD) within the Association initiatives. She currently focuses her time listening to the thoughts, needs and wishes of our Member companies and implements their suggestions into our product and service offerings. Have suggestions? Share your thoughts with her at DEAM14.

Candee Chambers (LinkedIn)
The latest addition to our Executive Team, Candee brings decades of experience in HR. Previously with Cardinal Health, she handled all of the Affirmative Action activities, including the development of over 100 Affirmative Action plans as well as all OFCCP desk and/or onsite audits. Today she helps the Association make strategic partnerships and assists Members with compliance questions.

Rhonda Stickley (Twitter)
A veteran with experience in the recruiting industry for more than 25 years, Rhonda also currently acts as the DirectEmployers Board of Directors President. If you are interested in becoming more involved with the Association, feel free to connect with her during the conference for more information.

John Robinson (Twitter)
Another of our keynote speakers, John was born a congenital amputee and has faced many challenges in life. With his tenacious spirit, talent and faith he has become an inspiration to many while also giving a fresh perspective on living with a disability. Network with John after his presentation as we close out the conference with a meet & greet session.

In addition to seeking out these individuals on social media, we’ve got some great evening networking opportunities to give attendees a chance to mingle and connect after a day of learning. The Demo Hall will also be open during breaks to allow for additional conversation. We hope to see everyone next week!

Get a jumpstart on your networking now! Join our DEAM LinkedIn Group, and be sure to follow and use the official event hashtag #DEAM14 on Twitter, or when posting on Facebook and Instagram.

OFCCP Welcomes DirectEmployers Association & Helps Dispel Misinformation Surrounding Revisions to VEVRAA and Section 503

Tuesday, March 18th, 2014

DirectEmployers Association had the unique opportunity to work with key personnel in the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) to conduct a listening session exclusively for Members. Moderated by employment law expert John C. Fox, senior partner at Fox, Wang & Morgan, P.C., this session featured the OFCCP’s Patricia Shiu, Director; Debra Carr, Director, Division of Policy, Planning and Program Development; and Naomi Levin, Branch Chief for Policy Development and Procedures, Division of Policy, Planning and Program Development.

John C. Fox, Tom Eckhart, me and Candee Chambers meeting up at the OFCCP prior to the listening session.

Since the majority of the almost 700 Member companiesof DirectEmployers Association are federal contractors, it only makes sense to work closely with the OFCCP. The goal for this session was to help dispel any misinformation that surrounds the OFCCP’s revisions to the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) and Section 503 of the Rehabilitation Act of 1973 – which is significant for federal contractors so they can adjust their individual compliance strategies before the implementation date of March 24, 2014.

DirectEmployers Association, as well as several of our Member company representatives, received an incredible welcome at the OFCCP in Washington D.C. I had the privilege of attending in person, and was truly honored when we walked in the door to see a professionally printed welcome sign in the Department of Labor’s lobby, outside the door of the meeting room AND in the meeting room. (Thank you to Bernard for these signs and the warm welcome!)

About 10 of our Member companies were represented in person including Hilton, KPMG, Sodexo, Marriott, Northrop Grumman, Raytheon and Citizens Financial Group. In addition, over 300 of our Members eagerly participated by dialing-in to the session and listening via phone.

Candee Chambers, VP of Compliance and Partnerships for DirectEmployers Association kicked off the listening session by thanking Patricia Shiu, Debra Carr and Naomi Levin for hosting the listening session. Candee stated, “I think everyone realizes what these regulations mean for all of us and I think everyone’s nervous about getting it right and I think this is a great opportunity to help us do that.”

John C. Fox acted as moderator by asking questions that were submitted by Member companies prior to the listening session. John encouraged the participants to ask their questions as well.

“Thank you Candee both to those on the line and those here in the room today, we have several hundred attendees joining us. I’m delighted to be here for this very special meeting with OFCCP and DirectEmployers at the OFCCP,” stated John. “I just want to say this is extraordinary, this group and this administration getting together with the contractor community and to listen and adapt to the regulatory environment and the way you do business.”

John began by sharing two observations regarding what’s different about OFCCP today than when he roamed the halls two decades ago. “I remember being in this room many, many times, and there are two things that really commend the wisdom that Pat has demonstrated about having a listening session. The first thing that dawned on me is that industry is much more diverse and much more complicated than it ever was. This is really a challenge for a regulator. Today there are over a hundred industries, so Pat has to deal with that in a way that her predecessors never had to deal with, and it’s much more complex,” stated John. “The last five years it’s gotten so much more competitive in the marketplace that you all are doing business in ways you’ve never done before. And that’s the second thing that I think is different for Pat and Debra and Naomi as they confront regulations and how they address the regulated community, and that is HR is so thin right now. I’ve never seen HR as thin as it is today. Particularly, the last four or five years, you’re being asked to do more with less and often to do much with nothing. And Naomi and Debra, and Pat are aware of that and very sensitive to that issue and that’s why they want to listen to some of your concerns about how you will integrate the new regulations,” continued Fox.

Candee with Member Rosa Coppedge of Sodexo.

Pat Shiu stated, “Before I turn it over to Debra and Naomi, I wanted to thank my staff, especially Debra and Naomi who worked for four long, hard grueling years to bring this over the finish line along with everybody here at the Department of Labor.I also wanted to say that we very much, at OFCCP, appreciated all of your comments. And I hope that you know we took them to heart and we analyzed them over and over and had lots of discussions about them, and tried to balance a lot of competing demands. But when it came right down to it, what we decided was really important, the aspirational goals, the benchmarks, the accountability and the metrics. And two very wise women suggested to me that what business needed was flexibility.” Pat continued, “Give us the flexibility to do what’s best for our industry, our company to get there. Don’t tell us how to get there. That seemed to me to make a lot of sense and it really guided what we did in the final rule. But as with all other decisions here at the Department of Labor, they are evidence-based decisions, based on metrics, so this will be an exercise where you all will be collecting data and we will be collecting data for the first time to really see how we can achieve our mutual goal,” Shiu concluded.

John went on to ask the questions by topic, beginning with the general questions regarding preparations for the implementation date of March 24 – the date that the regulations become legally final. After that, he moved to the question of listing of jobs with the employment delivery service system (ESDS), while addressing some self-identification questions. Understanding it could be a runaway train, he had to limit the time spent on them. Here’s a recap of the key questions addressed by the OFCCP:

John: As Director of Policy Division can you give the audience a sense of how many employees you have working on the regs?

Debra: Not enough. So all this work, the FAQs, the writing of the regs, all the listening sessions, all the creation on our website now about resources available for outreach recruitment, change in corporate culture, best practices around disability issues in the workplace, how to recruit, attract and retain, veterans, all that work is really done by a very small staff. So in my division, as we print out the regs, we’re talking about 20 people. And those 20 people don’t all work on the regs. The actual work on the regs is done by me, Naomi, [and] one other staff member will help along the way with some others. We just kind of shuffle the chairs on a sinking ship. So, day-to-day basis, doing all this work, we’re talking three to four people.

John: When do you think you might have new FAQs – is there some sort of schedule or just whenever?

Debra: We were aiming to do FAQs on a rolling basis every couple of weeks. That has slowed because we’re doing more conversations, we have lists that we’re queuing up and we hope to get cleared next week, and even that process of rolling out an FAQ is not as easy as it may seem. We have conversations, we have meetings, phone calls we make choices about what needs to be on the short list, Naomi and I will start writing, we’ll flip back and forth, we listen to solicitors, they get to bless and clear, we keep Pat informed, we touch base with our colleagues in the operations side of the house.

John: It sounds like between now and March 24 we should look for a rollout of FAQs, we should look for more content-based webinars.

Debra: Yes and let me add two more things that we’re doing to help position you that you should be aware of. We have heard some contractors say they don’t know where the resources are for outreach and recruitment, they don’t know how to develop relationships with the organizations that would help them in that area, and so on our website we put up probably a month ago, some resources on those topics. We’re also working with VETS in DOL for more resources for veteran recruitment

John: I hope everyone is aware that VETS–the Veterans Employment Training Service–is another assistant secretary down the hall from OFCCP with whom OFCCP works closely on veteran’s issues.

Debra: And we’ve been working with the office of disability employment policy to shore up the information that we provide to you on disability rights in the workplace issues, and we’ve been working with our communications and outreach folks to enhance that employment resources referral directory that’s been on our website forever and ever and ever because we’ve heard some of you say that it’s not useful. You go and take a lead and it’s a dead lead. So we’ve worked on clearing that out. It is not perfect, but it’s better and it should get better as we move forward and it will be better the more I hear from you about how it’s working.

The last thing that I will say is our overall approach to working with you has shifted. This period of when we implement and train and support you in regulatory implementation is all about helping you succeed. In order to do that we came to you in a very constructive way and I think that’s what you should be experiencing. So to the extent that you have anxiety about what’s going to happen on March 24, what will happen after I do my first AAP, will I get this exactly right…I said before and I’ll say today, this is a transition for us all. So your first encounter with us on the first day is not going to be like you have to have all the I’s dotted and all the t’s crossed or else. No, all we want to do is go in and engage you, figure out what you have done, what you have not been able to do, give you assistance, to work with you, to get you where you need to be. We know there are going to be data limitations, so what we’re trying to do is work with you. You’ve got to demonstrate that you’ve done something, you can’t sit on your hands and say I just didn’t know what to do. This is a different approach to policy and to enforcement under these new regs.

Candee and Patricia Shiu, Director of the Office of Federal Contract Compliance Programs (OFCCP), outside of the listening session meeting room.

Naomi: I will just say if you miss any of our webinar trainings we are posting them after they are done so you can always go back and find them and listen to them and even watch them if you need them because they are resources and the questions that we get during webinars, we go through them, I go through them and look for good candidates for FAQs that we’ve seen over and over and we’ll go to Debra and say this issue keeps coming up a lot, maybe we need to sit down and develop an FAQ around it. Not only use those to train you, but to get information to help us help you again, kinda full circle.

John: Very helpful. If we could turn the discussion to job listings, now who in the employment service delivery system will see the job listings? 

To access the remaining questions and answers, you need to be a DirectEmployers Member company. Members can access the full post in Pipeline. If you’re not a Member and want to learn more, please visit http://www.directemployers.org/become-a-member/ or call 866-268-6206. 

Meet Your Member Services Team at DirectEmployers

Tuesday, March 18th, 2014

The role of the Member Services team at the Association is to make sure Members are happy. They implement new member setup, training and work with companies to make sure they’re maximizing all of the DirectEmployers Association’s membership benefits. Whether it’s locating OFCCP compliance resources, reporting or resetting a password, there is a dedicated Member specialist ready to help.

Member Services Team Members:
Brian Arnot, Member Services Manager
Donna Campbell, Accounts Receivable Manager
Tammy Huff, Member Services Specialist
Julie Kelley, Member Services Specialist
Simone Murray, VP – Member Services
Amy Williams, Member Services Specialist
We’re also thrilled to welcome our newest team member Ta’Keisha Ryan, Manager – Member Engagement.

Meet more of the DirectEmployers team at our 2014 Annual Meeting & Conference (DEAM14), March 26-27, 2014. Get the details and register at http://DEAM14.DirectEmployers.org.

Using Social Media as a Recruiting Tool

Thursday, March 6th, 2014

This post was provided by Claudia Allen, writer and editor at the National Association of Colleges and Employers (NACE). NACE connects campus recruiting and career services professionals, and provides best practices, trends, research, professional development, and conferences.

Some 70 percent of employers responding to a recent survey by the National Association of Colleges and Employers (NACE) reported using social media.

The three most popular social media applications are LinkedIn, Facebook, and Twitter. Ninety-two percent of employers say they use LinkedIn; 70 percent use Facebook; and 63.7 percent use Twitter.

By far, the most common function in the college recruitment process is sharing information about the company and application process. More than four out of five employers acknowledged using social media to make organization-oriented announcements while fewer than half—46 percent—use social media to search for, review, or contact potential candidates.

Despite widespread use, many employers were lukewarm about the effectiveness of social media as recruiting tool, with 60 percent saying social media has no impact on their college recruitment processes at all.

Free highlights from the report are available at www.naceweb.org/surveys/college-recruiting.aspx.
Learn more benchmarks in recruiting at NACEWeb, www.naceweb.org. NACE offers customized school selection reports; contact the NACE Research Team at research@naceweb.org.