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September 2007 Newsletter


    The Human Resources Association of Treasure Valley is pleased to announce the September program "Communication Essentials for HR Professionals" to be presented by Dr. Richard K. Atkins, CEO of Improving Communications.

    Positive Language & Personal Effectiveness

    . The language that people use affects how they feel and how they see and understand the world. In addition, word choice affects how others feel and perceive the speaker. With that in mind, communication style and word choice have tremendous power. This seminar addresses communication styles and their effect on others. Poor communication at work results in absenteeism, turnover, conflict, tension, low productivity, complaints, wasted time, and low morale. Topics covered include: requests vs. demands, positive vs. negative language, accurate vs. vague language, inclusive communication and respectful expression.

    The Power of Praise

    . Praise is an extremely powerful motivator. With it, people feel good about themselves. Subsequently, they perform better. This session asks participants to formulate ideas on what praise does to people and, conversely, what lack of praise does to them at well. A formula for quality-focused praising is offered, followed by a letter-writing segment in which, participants write letters of praise to colleagues / coworkers / employees. As a result of this workshop, participants will be able to:
    • Increase awareness of leadership impact on others through speech and behavior;
    • Respect everyone they lead and meet;
    • Contribute more effectively to the organization.

    Dr. Richard J. Atkins is the founder / CEO of Improving Communications, a New York-based corporate education firm, and an adjunct professor of English at Long Island University. He has had several New York-centered travelogue articles published in BMW Owners News. Rich has interviewed and written about numerous celebrity personalities including Vertical Horizon musicians Craig Macintyre and Matt Scannell, Rush's Neil Peart, Semisonic’s Jacob Slichter, producer/guitarist Doug Derryberry (Bruce Hornsby’s band), and luthier/guitar maker Michael Tobias.

    Dr. Atkins’s Media Terrorism presentation has been delivered at Long Island University and other locations. He has been a guest panelist on News-12’s Jobline, and has been quoted in articles appearing in Long Island Business News and the Erie Times-News. His doctoral research on canine learning styles was the subject of an article titled "One Size Does Not Fit All" in the March 2006 issue of Dog Fancy Magazine.

    Rich’s other interests include: motorcycling (75,000+ miles), theater, photography, antiques, genealogical research (12 generations of family tree so far…), and music (electric bass guitar and the Chapman Stick Touchboard). His travel destinations have included most of the United States, Mexico, Canada, Ireland, Northern Ireland, England, Scotland, France, Germany, Austria, Belgium, Spain, Italy, Greece, and Turkey. A citizen of The United States and Republic of Ireland, Rich lives in New York with his wife Patricia, children Ciara and Robert, and their dog, Casey (who was one of the pets used to provide comfort and solace to survivors at the Family Center for victims of the World Trade Center attack).

    This program has been approved for 1 recertification credit hour toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI). Please be sure to note the program ID number on your recertification application form.

    For more information about certification or recertification, please visit the HRCI homepage at


    "Communication Essentials for HR Professionals"

    Presented by
    Dr. Richard K. Atkins, Improving Communications

    Sept. 19, 2007
    7:30 to 9:00 a.m.
    Courtyard by Marriott

    1789 S. Eagle Road, Meridian

    (Eagle Road just
    south of Overland)

    R.S.V.P. Required


    : Fresh fruit platter, assorted breakfast pastries, breakfast potatoes, scrambled eggs with cheddar cheese, crisp apple-wood bacon and sausage links. Chilled juices, coffee, and tea.


    : $15.00 ($20 for non-members; $5 for students). Please make checks payable to HRATV. VISA, MasterCard, American Express, Discover are accepted.

    Help us avoid long lines and delays at the registration table by

    Prepaying online!


    : Reservations needed to guarantee seating no later than Friday, July 13, 2007.

    3 ways to RSVP:

    Prepay online! (credit cards only)
    Email or call us at 331-1880 (to pay at the door)

    Please specify if you have any special dietary needs or preferences or any food allergies.

    If you need to cancel your reservation, please do so by 5 p.m. on Monday, July 16, or you will be invoiced for the cost of attending.

    Why Generational Differences Arise at Work......

    Why can't we all just get along? Ho many times have you heard this?

    One reason is that people are different. And one aspect of that difference is their age/generation. For the first time in the history of the United States, members of four generations work side by side to achieving goals: Veterans, Baby Boomers, Generation X'ers and the Generation Why.

    Perhaps you've heard some of these sounds of generational conflict at work:

    • "They have no work ethic. They're just a bunch of slackers."
    • "So I told my boss, 'If you're looking for loyalty, buy a dog.'"
    • "A hiring bonus! Wet behind the ears and he wants a hiring bonus! At his age, I was grateful I had a job."
    • "I have a new rule. I will not attend meetings that start after 5 p.m. I have a life."
    • "She wants a career map. I don't even know if there'll be a customer relations department this time next year."
    • "If I hear 'We tried that in 87,' one more time, I'll hurl in his wrinkly old face."

    So what do employers do in the face of this situation?

    Education is a good first step toward bridging the generation gaps that affect productivity and profitability. There are lots of good resources that address this topic. Check out the books "Generations At Work" by Claire Raines, Ron Zernke and Bob Filipezak and "Employing Generation Why?" by Eric Chester.

    In general, it's important to realize the long-term effects of youth and how the period in which people grow up influences them. It's important, too, to consider what attributes and attitudes members of different generations bring to work, how best to structure the environment and what specific management styles help members of different generations become productive and satisfied.

    In brief, here are a few of the general attributes of member of the four generations, what they're looking for on the job and some tips for managing them:

    • Veterans - those born between 1922 and 1943 - bring to the job loyalty, respect for the chain of command and authority. 100 percent effort, dependability and stability. They're looking of job security, ethical values in the company and its leader and an opportunity to contribute. It's important for managers to respect Veterans' experience, recognize their dedication and sacrifice and offer a face-to-face, personal touch. Team up with Veterans to help mentor the Generation Why.
    • Boomers - those born between 1946 and 1964 - bring optimism, an acceptance of the chain of command and a commitment to work until the job is finished. They're looking for public recognition for their work, fulfillment in doing something that makes a difference and the opportunity to challenge rules and policies to change the world. It's important for managers to recognize Boomers' energy and hard work, involve them in what's happening, offer challenges and give them face time and a flexible schedule.
    • Generation Xers - those born between 1964 and 1979 - bring a technological "saviness" and self-reliance. They prefer informality and seek a balance between work and life. They look for opportunities for education and learning, to become a better person, to get ahead and balance life. It's important for managers to offer Gen Xers the latest training opportunities and mentoring programs, freedom to do the job and clearly identified boundaries - as well as to honor their efforts to balance work and life.
    • Generation Why - those born between 1980 and 1994 - bring an even higher level of technological "saviness," along with goal-orientation, multi-tasking capability and a sense of civic duty. They're looking for ways to make something of themselves, realistically make a difference and experience the cutting edge. It's important for managers to provide feedback, strong leadership, mentoring programs, respect, challenges and flexibility.

    The work force is as different and wonderful today as four children in the same family. But with education and the realization that members of different generations have far different attributes and attitudes, employers can overcome generational conflicts in the workplace.

    -- Submitted by Michelle Allison, SPHR, Programs Chair

    HRATV Board of Directors

    HRATV is seeking candidates for 2008 Board positions. Each Board position serves for one year (January through December), and may continue in the same position or other Board position based on interest and nominating committee approval. If you’d like to learn more about any of the Board positions, you can find the position summaries on our website at, under the "About HRATV" tab, under "Board Members", and clicking on the individual titles.

    If you are interested in serving on the Board, please complete a Volunteer Form, which can be found under the "Members Only" section of the website. You may also e-mail Kayce McEwan at if you are interested or need more information. We will also have hard copies of the Volunteer Forms available at our meeting on September 19th.

    All candidates interested in being considered for a Board position, need to do so by Wednesday, September 26, 2007. The Nominating Committee will review all candidates and present a recommended slate to the Board at the Board Meeting on October 4, 2007. The slate of candidates will be presented for a vote to the membership at our regularly scheduled meeting on October 17, 2007.

    I would encourage anyone interested in furthering the mission of HRATV in support of the human resources profession in our community, to volunteer their time as a Board member. It is truly a rewarding experience, both personally and professionally. Our continued success hinges on the organization’s committed volunteers!

    New HR Certification Study Group Begins September 20th!!

    Our kick-off meeting will be on Thursday, September 20th at 5:30 p.m, at the Home Federal Bank at 1307 Maple Grove in Boise (in the Black Eagle business park at Overland and Maple Grove). At the kick-off meeting we do introductions and establish when would be best to meet. In other words, we won’t be locking in any particular day and time till the kick-off meeting. As such, if you are unavailable Thursdays at 5:30, but are interested in becoming certified and/or would like a general HR refresher; sharing when you could be available could influence when we have our regular study sessions following the kick-off meeting. For more information, contact Christopher G. Gilliam, SPHR, CCP at 899-0779. Our thanks to Donna Bachleda and Home Federal Bank for hosting this kick-off meeting!

    HRATV To Recognize 2007 Certified Professionals at September Meeting!

    HRATV is proud of all our members who choose to seek professional certification. The following individuals who have been certified in 2007 will be recognized at our September meeting. Please note: HRCI (the board which oversees certifications) only posts names of individuals who have consented to being posted, and that’s where we get the names from. Therefore, if you were, or someone you know was, certified in 2007 and are/is not listed below, please contact Christopher G. Gilliam, SPHR, CCP at 899-0779 so we can recognize everyone who should be recognized at the September meeting. Thanks!

    Kelly Dally, PHR
    Julie Denison, SPHR
    Aleasha Eberly, PHR
    Mary Eilander, SPHR
    Todd Goodsell, SPHR
    Debra L. Hodge, SPHR
    Marjorie Hopkins, PHR
    Steve Horman, SPHR
    Logan Klaas, PHR
    Kathleen Large, PHR
    Kate Lenz, PHR
    Karen Livingston, SPHR
    Teri Lumsden, PHR
    Jennifer Marrow, PHR
    Patty Sauvageau, PHR
    Kyle Stevenson, PHR
    Eric Swanson, PHR Student Certified
    Gloria Uscola, PHR



    Susanne Albin, Cisco Systems
    Mary Alger, Career Resources
    Vicki Blocher, PHR, Materials Testing & Inspection
    Karen Drew, American Ecology
    Trish Dunbar, Western States Equipment
    Aleasha Eberly, JR Simplot Company
    Kyle Grant, JR Simplot Company
    Ken Jenkins, Ada County
    Sarah March, DirecTV
    Joseph Mortensen
    Richard Steel, PHR, Washington Group International
    Karen Suddarth,
    Megan White, Idaho Youth Ranch


    Jennifer de Raadt, Hawkins Companies
    Amae Lemmon, Hawley Troxell Ennis & Hawley LLP
    Wanda Maier, DirecTV
    Glyn Roberts
    Eric Swanson
    Ruth Thayer, SuperValu


    Anne Little Roberts, US Suites
    Jessica Nation, SOS Technical Recruiting
    Willard "Skip" Sperry, Munther Goodrum Sperry

    HRATV Mentoring Program:
    New Mentees and Mentors Welcome!

    HRATV’s program to provide mentoring support from practicing human resource professionals to college students in the Treasure Valley who are taking classes in or majoring in Human Resources has been a success! And new mentors and mentees are invited to join!

    HRATV is devoted to improving the skills and knowledge of HR professionals, and developing networks among professionals to share experiences. The HRATV Mentor Program reaches out to the newest members of our profession, providing them a guide and coach for dealing with issues the students identify.

    Volunteer mentors should have at least 5 years experience as an HR professional. Students seeking mentoring are required to submit their request for a mentor on the HRATV website. Using the website form, identify your goals for the mentoring, and the length of time you expect the relationship to last. Students will note the area of HR they want mentoring in, and the type of mentoring they are looking for. Below is a screenshot of the new HRATV Mentor Program application:

    Student Name:

    Phone Number:

    Email Address:

    Year in School:


    Areas of Interest
    (check all that apply):

     Compensation  Benefits  Staffing
     Training / Employee Development  HRIS
     Employee Relations  Labor Law
     International HR  Management / Leadership  Strategic HR

    Mentoring Goal (ie, specific project, general experience):

    Expectation of Length of Mentoring Relationship (1-6 months):

    Expectation of Frequency of Mentoring Contact (ie, weekly by phone, monthly in person):

    Other Information:

    Mentoring can take shape as any of the following:

    • A Day in the Life of ...:
    • Arrange some "tag along days" where students can follow the mentor during their daily work for a couple of hours or a day, so students could see what an the mentor does in their daily HR work and get an idea of what an HR position would really look and feel like.
    • Theory & application:
    • The student and mentor can discuss some theories that the students are currently studying in class or are interested in understanding the real world application.
    • Career coaching:
    • Discuss the student’s career goals, options, concerns and plans to make them reality.

    Mentors will have the opportunity to review students’ requests and select a student you believe most closely matches what you, as a mentor, have to offer. Mentors will notify HRATV of their selection and the students and mentors will be responsible for developing their agreements on the goals, schedule and methods of the mentoring.

    If you have any questions or comments about the HRATV Mentor Program, please contact Thank you for your participation in this exciting outreach initiative!

    If you attended the SHRM National Conference and have a speaker to recommend for our membership meetings, we would like to hear from you. Please contact Lynn McConnell at

    Boise State University HR Program Honor

    The Society for Human Resource Management (SHRM) officially confirmed that Boise State University’s Bachelor of Business Administration degree program in Human Resource Management fully aligns with the SHRM HR curriculum guides established in 2005. Based on results derived and identified using a multiple quantitative and qualitative research methodology, SHRM devised the SHRM HR Curriculum Guidebook and templates in 2005. The goal is to provide colleges and universities a resource for tracking HR curricula against a common, minimum skill set needed by employers who seek to fill HR professional positions. The Boise State HR program met all 13 minimum core HR topic requirements and many of the elective HR topics that complement the core. SHRM has gained the support of AACSB International in an effort to bring a similar level of commonality to HR degree programs that is required of AACSB accredited Business Schools such as Boise State University.

    Members on the Move

    During the year we have members who receive promotions, move into new positions with new employers, or move into different positions with their current employers. To help all of us with our networking (plus just keeping up with each other since inquiring minds want to know), we'd like to list position changes in our monthly newsletter. If you are on the move, please e-mail us at and let us know where you're going or what position you're moving into. Please also be sure to update your contact information in the online Membership Directory. The following members have recently been on the move:

    Jennifer Ah You – Recruiter, Career Placement Professionals

    Be sure to check out the online Bulletin Board
    for ongoing announcements. Current postings include:

    Piece Rate Pay
    125 Flex Plan
    Employee Handbook
    The Hero’s Journey

    HRATV Board Meeting Minutes
    August 29, 2007
    Simplot – One Capitol Center


    Michelle Allison, Susannah Arnim, Jan Baxter, Steve Berenter, Pat Duncan, Bae Emilson, Christopher Gilliam, Deni Hoehne, Lynn McConnell, Kayce McEwan, Denise Metcalf, Laurie Nowierski, Michele Ouellette, and Jaye B Pierce.

    Unable to attend:

    Angela Beckstead.

    Guest: Ray Stark from Boise Chamber of Commerce.

    Kayce called the meeting to order at 7:40 a.m.

    Ray Stark discussed Patricia Kempthorne’s Twiga Foundation, which supports workplace flexibility. Companies applied in spring for the Alfred P. Sloan Awards for Business Excellence in Workplace flexibility and winners will be announced soon. The Boise Chamber of Commerce sponsors the award celebration and Mr. Stark wanted to discuss forming a partnership with HRATV for the celebration. This would be a good networking opportunity and a chance to learn some best practices in workplace flexibility. The Board members were supportive of this idea. More information will be coming.

    Committee Reports


    Jaye B said the Marriott Courtyard is reserved for the September breakfast. She has reserved BSU SUB for October, but she doesn’t know what the parking situation is – she will follow up with BSU. The Marriott Courtyard is booked for November and BSU is booked for December. Jaye B has booked all of 2008 with Marriott. Jaye B said that she likes BSU but she needs to work with 3 people (parking, catering, and facilities) to make accommodations.


    Christopher said a group is meeting on Sept. 20th for a kick off to certification preparation. It will be evening meetings. He is planning on a fall study group and spring study group. Christopher’s focus for next year is recertification.

    Deni asked if there was event recognizing persons certified in 2007. Kayce suggested recognizing them twice a year, September and March.

    Community Affairs/Mentoring Program:

    Deni said over the summer she received a couple more requests for mentors. She also received one nominee for the rookie award. She suggested announcing the programs in September or October so we can get the programs rolling for January.

    Legislative Affairs:

    No report.


    Susannah brought information and recommendations for 22 applicants. Pat made a motion that the board accepts the applications as amended. Christopher seconded the motion. It was unanimously approved.


    Lynn said she does not yet have presenters scheduled for November or December, but she has some options available. At the September breakfast, Dr. Richard Atkins will present: Communication Essentials for HR Professionals. The October lunch presenter is Patricia Kempthorne. The date of the November membership meeting has been changed to November 14th, one week earlier than usual, due to Thanksgiving. Deni suggested having someone with INS pilot program experience come speak. There was also a suggestion for November of a panel of Alfred P. Sloan Award winners discussing how they implemented work place flexibility. Lynn also discussed having presenter for health savings accounts (HSA). Christopher suggested retirement planning on the back end, such as tax consequences.


    No report.


    No report.

    Student Chapter:

    Bae said the student chapter is just starting up their new year. The scholarship sponsors will have the opportunity to meet with the winners at a September 14th reception. HRATV has not received an invitation yet, but Bae saw a sign about it.

    SHRM says BSU’s curriculum for Bachelor degree HR fully aligns with their program.

    If HRATV will provide information to members about BSU’s (Gundy’s) certification program, then BSU will give HRATV members a $50 discount. Kayce said it is ok to announce at a membership meeting and it may be placed on the bulletin board for events. It is a SHRM sponsored program. Kayce will review non-solicitation guidelines and will share the guidelines with Bae.


    Pat provided the numbers through June. Expenses will be further refined by breaking out speaker, facilities, and food costs. Kayce asked for information for planning program costs for the remainder of the year. We need to come up with standard for minimum checking account balance and transfer excess funds into our interest bearing savings account.

    The meeting ended at 11:10 a.m. We won’t have Board meeting in September. The Marriott has asked that we not meet in their breakfast area. Christopher offered his office which is near the Marriott. We will try Christopher’s office for October.

    The next meeting will be October 4th at 7:30a.m. Kayce will confirm location with Christopher and provide directions.