Phil Devendorf discussed the strategic importance of the performance management and appraisal process. Studies clearly show that companies who manage performance effectively are far more profitable than those who don't. Good performance management processes provide a solid foundation for good management:
  • Set and communicate clear expectations. This requires that expectations be defined at the position and individual level versus the "one size fits all" appraisal systems in use today.
  • Provides the tools and flexibility to monitor and document performance throughout the performance period, and to edit goals  to adjust for changes in expectations. This should be the baseline from which feedback is given.
  • Appraisals and feedback should feed employee development plans to improve performance.

Phil's company offers software and consulting services to help improve performance management.

Terry Satterfield presented "Paying with Purpose" describing the strategic use of pay to most effectively and efficiently attract, retain, and motivate employees.  To Pay with Purpose organizations must consider the primary role of each component of Total Pay (Base Pay, Benefits, Variable Pay, Recognition).  Base Pay and Benefits are “to play” –their role is to attract and retain quality employees.  An organization must have a target market strategy and manage Base Pay around that strategy in order to attract quality employees while avoiding the cost of overpayment.  Variable Pay and Recognition are “to win” –each of these forms of pay plays an important role in driving and reinforcing performance that makes a difference.  Strategic application of all four components of Total Pay is critical to achieving success through people.

Scott Warrick provided an employment law update covering a variety of topics.  His topics included:

  • How Have Your Leave Policies Changed, And Workers' Compensation Administration, Since The Ohio Supreme Court's Decision in Coolidge?
  • How Will Coolidge Affect Your HR Department Regarding: 
    • Policies? 
    • Independent Contractor Agreements? 
    • Health Insurance? Classification of Leave? 
  • What Should Employers Do Now About Ohio's New "Concealed Handgun" Law?
  •  What Did The U.S. Supreme Court Say About AFFIRMATIVE ACTION PLANS in Grutter and Gratz … And How Does That Affect Your HR Department? 
  • What Did The Courts Say About Sexual Harassment that occurs OUTSIDE THE WORKPLACE ON THE EMPLOYEE'S OWN TIME?
  • What Did The Circuit Courts Say About Sexual Orientation Harassment? 
  • How Did The Desert Palace Case Affect How You Train Your Managers and How You Document Employee Issues? 
  • What Did The Ohio Courts Say About An Employee's Right To Free Speech AGAINST His Employer? 
  • How Did The Court's Ruling In Raytheon Affect The Way You Address Prior Drug Use By Employees? 
  • What Did The Courts Say About Terminating An Employee Who Is Working WITHIN HIS RESTRICTIONS While On FMLA Leave?  

Scott Warrick is one of Ohio's most popular speakers using his own unique, practical, entertaining and humorous style. Scott applies over 20 years of Human Resource Management experience to tell you how to use this information IMMEDIATELY!

Scott Warrick stressed the importance of understanding the law to "do what you want to do." Too many lawyers simply scare their clients into doing nothing…which is absurd. Scott's key message was that "ANYTHING CAN BE MANAGED, IF YOU SIMPLY KNOW THE LAW AND APPLY HUMAN RESOURCE KNOW-HOW."




Copyright 2003 Isthmus, Ltd.