Horizon Point Consulting

Category: Beyond Work

Beyond Work is our line of resources for people and community leaders looking for something new and innovative outside, be it a new job, career change, or personal development outside of work.

  • Bridging the Divide… Education for the Future

    Bridging the Divide… Education for the Future

    A country divided is what we are all hearing.  I’m tired of hearing it, are you?

    But as I examine the problem, realizing I am, like we all are, a part of it, I think Steve Boese in his HR Technology Blog described the problem best as he summarized the meaning of a chart illustrating the growing income divide in our country:

    Their jobs, if they are employed, are worse than the ones they used to have. They have less job security than ever before. They are increasingly unprepared to do many of the ‘new’ kinds of jobs that might improve their situation. And every day some 23 year-old Stanford grad invents some new technology that has the potential to automate, disaggregate, and ‘productize’ with an app or a algorithm the kinds of work they used to rely upon to take care of themselves and their families. Self driving cars are going to be awesome, right? Unless you are a bus, taxi, or commercial truck driver. If you have one of those jobs, well, good luck.

    I am stupid and I do think it’s the economy. And I think until we all figure out ways to have this incredible, amazing, technologically wonderful future more evenly distributed we will remain a country very divided. 

    And I believe, like Horace Mann said, “Education then, beyond all other devices of human origin, is the great equalizer of the conditions of men, the balance, wheel of the social machinery.”

    Here in lies our solution, education, but it must be education preparing the current and future generations to be prepped for the jobs of the future, not the jobs of the past, as Boese points to.

    There are many organizations focused on education of and for the future.  One such organization is HudsonAlpha Institute for Biotechnology. Life science, shaped by our growing understanding of the human genome, is one such industry of the future.

    HudsonAlpha’s Educational Outreach team is “helping create a workforce for life science companies of the future.  The education programs train future scientists through hands-on classroom modules, digital learning, materials and in-depth school and summer camp experiences for educators and students.”

    Many of their resources, like the resources that other people and organizations are creating as we seek to move our educational system to a place of relevance, are free to anyone and everyone.   For example, Touching Triton is a free online educational activity that builds an understanding of common complex disease risk influenced by factors from family history, environment, and genomic data.  HudsonAlpha also has an app that explains cells at their basic level on various reading/grade levels.  Download iCell here.

    All major issues, especially education and income equality are complex issues. They aren’t fixed by one golden sword.

    But getting technology that can deliver free education into the hands of all allows for learning about and from technology that can equip us all for the future.   It can be the mode for delivering free, cutting-edge educational resources, while at the same time providing a mechanism for learning and comfort with technology that is more than required for today’s workforce.  And maybe, just maybe, it can help heal divides that result from income inequality in my community and yours.

    So, today a challenge: Please share 1) any free digital or online educational resource that you know of that equips students, young and old, for jobs of the future and/or 2) any resource that gets technology in the hands of all so these educational resources can be accessed.

    As is so commonly the case, it isn’t that the resources aren’t available, it’s that exposure and awareness of the resources is not.  Let’s fix this by making a listing such resources, like HudsonAlpha’s, go viral.

  • Navigating the New Overtime Regulations: Can you classify people in same position differently?

    Navigating the New Overtime Regulations: Can you classify people in same position differently?

    If you are in HR, about all you’ve dealt with in the last few weeks, maybe even in the last few months, has been how to handle the new FLSA overtime regulations.  As one of our excellent advisors with Horizon Point, Nancy Washington Vaughn, wrote in a previous blog post about how to navigate the new regulations, “On December 1, 2016, the federal annual salary threshold for white-collar employees exempt from overtime pay will increase to $47,476 from $23,660.”

    In dealing with this from a consultative perspective, an interesting question came up with a client recently.  Can you classify employees under the same job title and job description differently?

    My gut response, was no.  You classify positions, not people.  In fact, our best practice job description template has at the top of it a field for classification in which the position is indicated as being exempt or non-exempt.

    But upon further investigation, you in fact, can classify people under the same job description, differently, in relation to considering whether or not they meet the threshold for exempt status (in addition to considering the duties test related to the roles).   Here are some reasons that may effect their pay and therefore warrant different classification:

    1. Part-time versus full-time
    2. Experience
    3. Performance

    But employers should proceed with caution.  As Paul DeCamp, an attorney with Jackson Lewis in Reston, Virginia said in this SHRM article,“Because any differential in compensation details can seem unfair to employees and thus invite scrutiny and potentially a claim, such as for an equal employment violation, it is important that employers be consistent in how they draw any such lines and that there be a clear and well-thought-out business reason for any pay differences.”

    Much of what I have read from various sources suggests distinguishing those who fall into different classifications based on pay in the form of levels as to minimize questions and scrutiny.

     

    What is giving you the most heartburn over the new regulations?

     

    You may also find beneficial: 5 Steps to Efficiently Navigate the New Department of Labor Overtime Regulations

  • 3 Performance Management Lessons from Kindergarten

    3 Performance Management Lessons from Kindergarten

    color-code

    Our son started kindergarten last month. We are fortunate that he has a wonderful teacher at an outstanding school.

    However, his behavior in kindergarten started out a little rocky. The teacher took a few weeks to teach them about what behavior was expected in class before she started notifying us as parents about their behavior at the end of each day using the color-coded system you see in this picture. After two days of yellow and then a day of orange came home, you better believe the Ward household was not a happy place.  Consequences happened, but we’ve begun to see his behavior improve.

    This system seems to be the method that most classrooms are using now, and I think it calls to my attention some key insights- both positive and negative- for performance management in the workplace.

    1. Keep it simple. I’m still a little confused in this system as to what color is good, or best and what is bad. I stated in a workshop on performance management last week that while it makes intuitive sense to me that red is bad, why is pink the best? Isn’t that close to red on the color wheel? That doesn’t make sense to me. Then one lady in the audience raised her hand and said that at her kid’s school, red was the best. Really? Confusion abounds. Do we really need such complicated systems to monitor performance? In the workplace, I advocate for a three point scale. Does not meet expectations. Meets expectations. Exceeds expectations.  Isn’t it really that simple?

    2. Communicate expectations upfront. The teacher has done a good job of showing the kids at the beginning of school what her classroom expectations are and responding with appropriate consequences and rewards given the color-coding system. She gave the kids time to get used to it before the wrath or praise of parents started. (Our little one tattles on himself, so we knew before we actually started getting the colors that things weren’t going so well…).

    Do you communicate performance expectations upfront? Your onboarding process should include, day one, a discussion about the performance management system you have in place, the expectations you have for each employee, and an opportunity for those employees to ask questions to clarify those expectations. It will positively impact performance if they actually know what good performance looks like.

    3. Give people opportunities to grow and an environment to thrive. I have been pleased to see that the teacher doesn’t seem to label the kids because one day was a bad (or great) day. Pink or red doesn’t define you for life. I think too often when it comes to performance, we assume that once we see bad performance, we are never going to see any good. However, when we understand what makes people tick, we can better adapt to what job responsibilities and environments give them the opportunities to grow and thrive.

    Andrew casually mentioned at the beginning of this week that they were all sitting at new tables with new friends. Although I haven’t confirmed this with the teacher, I think that she, after a month with all them, has learned which kids influence each other positively and which ones seem to have a not so good effect. The little boy Andrew has become instant friends with in his class is not at his table anymore. I think they talk too much and end up getting each other in trouble, and the teacher knows this, so, I’m guessing, she modified their environment to help them succeed.

    Keep it simple. Communicate expectations. Create an environment for growth. Does your performance management system and philosophy do these three things?

  • 4 Tips for Landing the Internship That Will Set You Up for Your Dream Career

    4 Tips for Landing the Internship That Will Set You Up for Your Dream Career

    Written by guest blogger: James Mitchell of Intern Solutions

    In many cases, successful careers with great companies start with an internship. Internships are the best way to prove your value to the company through work ethic, determination, and demonstrations of your capability. Of course, getting an internship is not unlike securing a job. There is a process to follow that includes applying and interviewing, just like a permanent position.

    Even if you decide the company isn’t right for you, the lessons you will learn by simply applying and interning will give you the skills you need to land the job of your dreams. Here are a few tips on getting the perfect internship:

    1. Don’t Be Too Picky

    Yes, an internship that is paid and in the exact department you want to work with would be ideal. Unfortunately, internships, particularly paid ones, are very competitive. Your goal is not to end up in your dream department with a salary just yet. Rather, you should be focusing on getting into the company, regardless of department or position.

    Simply getting your foot in the door is a critical first step. Once you have entered the company on your internship, it will become much easier to move laterally into other departments when searching for permanent positions.

    1. Always Follow-Up

    Many companies will actually toss your resume if you do not take the time to follow up after applying or interviewing. It shows you are not too concerned about working for their company. After applying, follow up within the next day or two. If possible, do a little research and directly contact the person or people in charge of hiring interns. Tell them who you are, when you applied, what you applied for, and ask whether or not they need anything further from you.

    If you land an interview, be sure to send a follow-up letter, including anything you may have forgotten to mention and thanking your interviewers for their time.

    1. You Have Interview Homework

    Before an interview, you should always do research on both the company and the internship. You want to display a basic understanding of the company and job so that you can answer questions like “Why do you want to work for this company?” Doing your research also makes you look more prepared and more invested in securing the position.

    1. Never Bank on Just One Opportunity

    The modern job market is competitive. There are many other dedicated and educated people who want good internships just like you. This is not to say you should give up on your top position, but you should never focus all effort on just one. Pick a few internships that will apply to your dream career or are involved with the company you want to work for. Maintain hope for that top pick but create a safety net on the off chance your priority falls through.

    Getting an internship can seem overwhelming at first but after a few applications, you will quickly have the process down to a science. Do your research, prepare yourself, don’t be overly selective about which positions to apply for, and never take a chance on a single opportunity with just one company. Your dream job is out there; it just may take a little time to find it.

     

     

    About the author:

    I completed my first internship the summer after my freshman year of
    college and continued to do so every summer after that. Being an intern
    removed me from my college bubble, provided a good dose of reality, and
    challenged my self-discipline. In fact, I learned so much from those
    summers, I started a site dedicated to providing resources to interns,
    employers, and educators called Intern Solutions.

    James Mitchell

     

    Image via Pixabay by trudi1

  • Paid Parental Leave

    Paid Parental Leave

    Did you see where Trump announced a plan for paid family leave? Smart move Mr. Trump.  Love him or hate him you’ve got to give him credit, this was a smart political move to draw the female vote, especially given that his opponent might have a leg up on the female voter pool.

    The day after this announcement, I got this information from a friend (who is in fact pregnant):

    The gist is this:

    “The United States is at a crossroads in its policies towards the family and gender equality. Currently America provides basic support for children, fathers, and mothers in the form of unpaid parental leave, child-related tax breaks, and limited public childcare. Alternatively, the United States’ OECD peers empower families through paid parental leave and comprehensive investments in infants and children. The potential gains from strengthening these policies are enormous. Paid parental leave and subsidized childcare help get and keep more women in the workforce, contribute to economic growth, offer cognitive and health benefits to children, and extend choice for parents in finding their preferred work-life strategy. Indeed, the United States has been falling behind the rest of the OECD in many social and economic indicators by not adequately investing in children, fathers and mothers.”

    I want to nod my head, but then the libertarian in me kicks in, fighting my inner mom and focus on forward thinking practices in the workplace.   Do I think it is a good idea to provide paid parental leave?  I most certainly do.  But is it the government’s job to mandate that employers provide it?  That’s where I start to get squeamish about it.

    Many of the most forward thinking companies in the nation already offer paid parental leave, or some version of it. And here’s why as you see from this article back from 2015 on why Amazon was just another that announced they would expand their leave policies:

    Earlier this week, Amazon announced that it would expand its leave policy for new moms and extend the policy to dads for the first time. It’s just the latest tech company to do so, as Silicon Valley realizes the best way to attract top talent is to offer flexible work schedules and ever-flashier perks. According to the Society for Human Resource Management, 75% of the workforce will be made up of millennials in just a decade, and employers are kowtowing to their work-life preferences; a recent survey by Ernst & Young found that “millennials around the world are more likely than other generations to cite paid parental leave as an important benefit.”

    Employers do it because it is in their best interest to do so. If they want to attract the best talent and retain them, and then seek to create an environment where they can be as productive as they possibly can, they realize the need to provide flexibility during a time in life when it is needed.  Short of people deciding they aren’t going to have babies anymore (and that ain’t going to happen), if you want to recruit and retain the best, it’s in your own self-interest to offer flexibility.  The industries and jobs that don’t require a leg-up in talent are becoming fewer and farther between in the U.S. and across the globe.

    So what if the government could find a way not to mandate something, but be a catalyst for showing employers that it is in their best self-interest to offer this and other quality of life benefits? Love to hear from you on how this might be done.