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February 2018 Meeting

    February 2018 Meeting Recap

    This month’s meeting opened with some announcements from our chapter president, Michael Timmes.

    • We took a moment to wish long time member, Toni Bonjavanni, all the best with her move to Florida. Toni has supported our chapter in many ways including holding the seat as Chair of the Diversity Committee. Thank you Toni! All of us at the JSAHR appreciate what you done for the growth of our chapter.
    • Get Certified. Get Noticed. Certification is worth it. Did you know, a recent survey indicated that HR Professionals with SHRM-SCP credentials make on average $17,000 more per year than non-certified professionals and SHRM-CP professionals make on average $5,500 more than non-certified professionals. The next session is about to start. The cost is $700 for members and $800 for non-members. The fee includes books that usually retail for $695 for SHRM members and $895 for non-members. For more information or to register, please contact Carolyn Broderick at
    • Remember to renew your annual JSAHR membership at or at the registration desk if you have not already done so. .
    • A big welcome to our new guests: Kevin Duffy, Rachael Heim, Jessica Oberto, Debra Roeder Shaw, and Toby Stark.
    • We also welcomed Eva Wilke-Kiss as the Monmouth University HR Club President. Happy to have you here.
    • What’s new at SHRM
      • SHRM’s new CEO – Johnny C Taylor – was welcomed in December
      • SHRM Annual Conference & Expo is June 17 – 20 in Chicago
      • There is a new SHRM Certification Mobile App now available for all mobile phones
      • SHRM Foundation: YOU can apply for scholarships at
        • Certification Scholarships / $750 / Deadline: April 10, 2018
        • Undergraduate Scholarships / $2,500 / Deadline: October 1, 2018
        • Graduate Scholarship / $5,000 Deadline: October 1, 2018

    Diversity and Inclusion Minute:  presented by Michael Timmes

    Did you know the roots of Black History Month first emerged in 1915? Although tech companies struggle with diversity, many are choosing to celebrate the history of black excellence this month.  In a recent post on, Megan Rose Dickey shared how several Tech companies are celebrating :

    1.            Twitter's Blackbirds employee resource group launched a bot

    2.            Amazon launched black history facts via Alexa

    3.            Google kicked off Black History Month with a doodle celebrating sculptor Edmonia Lewis, the first woman with African-American and Native American heritage to achieve international fame as a sculptor.

    4.            Spotify created a Black History Month playlist

    5.            Salesforce partnered with organizations for BHM

    6.            Pinterest is hosting talks, happy hours and telling the stories of black pinners all month


    Click here for the full post.

    For some additional reading on the subject of diversity check out Lincoln on Leadership for Today: Abraham Lincoln's Approach to Twenty-First-Century Issues by Donald T. Phillips

    Legal Minute: presented by Rich Cino

    There is legislation pending in NJ that could impact employer rights around arbitration agreements by restrictive covenants. If your company deals with confidentiality agreements, keep your eyes open for details or reach out to Rich and his team.


    Monthly Poll Results:

    Question: Do you agree with the PwC report that suggests private U.S. companies may give pay raises that top 4% in 2018? There were 43 respondents.

    • 55% of those who responded disagreed stating 4% is too high
    • 42% of those who responded agreed that 4% is accurate
    • 3% did not respond

    Keep an eye out for our next month’s poll. Thanks to those who participated.

    Session: Building Compensation into your Company Panel Discussion

    Presented by Panelists: Don McDermott | Gary DeLucia | Charelle Hirsch

    During the course of this discussion, the panel shared three steps to building a sound compensation strategy in your organization.

    Step 1 – Starts with Strategy: Company Strategy -> HR Strategy -> Compensation Strategy.

    • Ask questions such as: Where is the company in it’s life cycle? What is our labor market? Company culture? Who comprises our workforce?  Where are they located? What is our comp philosophy? Is it Market Driven & Equitable; Performance Orientation; Total Pay Approach, Cost Effective & Compliant?  The goal is to have all three strategies linked together.

    Step 2 – Internal Assessment, External Assessment and Job Evaluation

    • Internal Assessment = Job descriptions and practices. Data to collect and assess could include: Job inventory, org charts, job descriptions, current comp practices and policies, understand pay policies.
    • External Assessment = compensation surveys. Consider things such as competitive position, survey data.
    • Job Evaluation= determines relative worth of each job and creates a hierarchy

    Step 3: Determining Pay Policies & Communication & Implementation

    • Compensation Policy: fair and equitable
    • Pay-for-Performance: performance standards
    • Pay Admin Manual: consistent practices
    • Communicate: what to say
    • Implement

    The panel shared some useful info around the subject of compensation and initiated a great discussion. You can obtain a copy of the slides on the JSAHR website.


    Upcoming events:

    • On March 8th Vaughan Reale will be our presenter at our monthly Chapter meeting. Vaughan will be presenting on Communicating, Coaching, and Counseling Techniques.
    • Don’t miss out on this upcoming panel discussion on March 20th from 6:00 – 8:00 pm at Young Auditorium in Bey Hall, Monmouth University. The Future of work is Changing Rapidly. Are you ready? If you would like to attend, please email your name and cell number to
    • Brookdale Community College is holding their 2018 Career & Internship Fair on March 22nd at 10:00am. Three ways to sign up:  online at under information for employers, call 732-224-2792, or email


    Our next meeting is scheduled for March 8, 2018. See you then.