HomeMy WebLinkAbout201180 09/13/2011 CITY OF CARMEL, INDIANA VENDOR: 360074 Page 1 of 1
ONE CIVIC SQUARE SUE COY
eo CARMEL, INDIANA 46032 C/O HUMAN RESOURCES CHECK AMOUNT: $153.27
ONE CIVIC SO CHECK NUMBER: 201180
CARMEL IN 46032
CHECK DATE: 9/13/2011
DEPARTMENT ACCOUNT PO NUMBER INVOICE NUMBER AMOUNT DESCRIPTION
1201 4357004 08.29.11 153.27 EXTERNAL INSTRUCT FEE
4\nvHT.F.R��FC
_40F A
CITY OF CARMEL Expense Report (required for all travel expenses)
!NDIANp.
EMPLOYEE NAME: SUE WOLFGANG COY DEPARTURE DATE: 8/29/2011 TIME: AM PM
DEPARTMENT: HUMAN RESOURCES RETURN DATE: 31 -Aug TIME: AM/PM
REASON FOR TRAVEL: INDIANA SHRM CONFERENCE DESTINATION CITY: INDIANAPOLIS
TRAVEL EXPENSES ARE FOR (check all that apply): ADVANCE REIMBURSEMENT XXX PER DIEM
Transportation Gas/Tolls/ Meals
Date Lodging Misc. Total
Air -fare Car Rental Other Parking Breakfast Lunch Dinner Snacks Per Diem
8/29/11 $18.70 $18.00 $4.63 $8.81 $50.14
8/30/11 $18.70 $20.00 $4.63 $23.10 $66:43
8/31/11 $18.70 $18.00 "$36.70
$0.00
T $0.00
$0.00
$0.00
$0:00
$0.00
m
49.00
$0:00
$0:00
$0.00
$0;00
$0:00
$0:00
0:00
Total $0.00.. $0.00! $56:10 $56.:001 $0.01111 $8.81 $23:10 $0.00 ;,$0:.00 $0.00 $153 27;
DIRECTOR'S STATEMENT: I hereby affirm that all expenses listed conform to the City's travel policy and are within my department's appropriated budget.
Director Signature: v` l v Date: 3-
City of Carmel Form ER06 Revision Date 9/2/2011 Page 1
AFFIDAVIT FOR MEAL EXPENSES
Dates: August 29 -31, 2011
Event: Indiana SHRM Conference
Location: Indianapolis Convention Center and Westin Hotel
Indianapolis, Indiana
Attendee: Sue Wolfgang Coy
Affidavit submitted in lieu of receipts
I, Sue Wolfgang Coy, do hereby affirm that I incurred the following meal expenses during the
above referenced conference, and attended said conference as part of continued training for
my position with the City of Carmel. These expenses were paid with cash.
August 29, 2011 4.63 Breakfast McDonalds
August 30, 2011 4.63 Breakfast McDonalds
August 30, 2011 $23.10 Dinner Buca di Beppo
I also hereby affirm that the above expenses did not include any alcoholic beverages.
Sue Wolfgang Coy U
C//� /�0 /I
Date
r,escnoea oy State Board of Accounts
General Form No. 101 (1955)
MILEAGE CLAIM
O-� C Gt 'V►- -e_` TO DR.
(Governmental Unit
On Account of Appropriation No. for
(Uice, Board, Department or Institution
DATE FROM TO ODOMETER READING* NATURE OF BUSINESS AUTO MILES MILEAGE 5
20 Point Point Start Finish TRAVELED PER MILE
S!a �t l ao t l r yr moo° oe CP!1- C on c' /9 70
g,) t rr ft tt (I
8'
a Ll
rr rl r 1
Auto License No. TOTALS (t O
SPEEDOMETER READING columns are to be used only when distance between points cannot be determined by fixed mileage or official highway map.
Pursuant to the provisions and penalties of Chapter 155, Acts 1953, 1 hereby certify that the foregoing account is just and correct, that the amount claimed is legally due, after
allowing all just credits, and that no part of the same has been paid.
Date 1
Claim No, Warrant No. I have examined the within claim and
hereby certify as follows:
IN FAVOR OF
That it is in proper form;
That it is duly authenticated as required
by law;
That it is based upon statutory authority;
That it is apparently correct
incorrect
On Account of Appropriation No. for
Disbursing Officer
Q 1 0
M
Allowed 20 (D
n p
in the sum of o
"M�
o`D
D
x�
roMa
(n
N Q p
(Board or Commission) O
M O
CD
cp
FILED
QM
0 m
o
6 cq
Ln m
En
y
(Official Title) p
O_
0 M
2011 Indiana State HR Conference, HR Indiana, featuring Marcus Buckingham Page 1 of 7
p 4,
o 111, 4;
f
i
j' a� R 8 c i? C0 f r
A b
M
i d s
.0 1 lillllill.lSL �.�3LCI.IIWL .1 U:i9:A f�.l1!ILJ
2011 HR Indi'lana Conference Grid
This conference schedule is subject to change I'1G�Q111G11.`eM�VI
(S) Indicates a Strategic Session w�Z
Monday, August 29 2011
6:30 a.m. Registration Begins, 2nd Floor of the Westin Indianapolis (all day)
6:30 8:15 a.m. Continental Breakfast. 2nd Floor of the Westin Indianapolis
7:45 8:15 a.m. Jump Start Session
Speaker: Becky Goldy
Insider tips on how to get the most from your conference. This session is especially helpful for first -time attendees.
08:30 10:00 a.m. Opening General Session Keynote Presentation
Speaker.'Steve Gilliland`
Topic: Enjoy The Ride (S)
Through sidesplitting humor and reality- tested techniques, Steve Gilliland, one of SHRM's highest rated speakers, reveals the
way to face conflicting demands in an unforgiving business environment that keeps getting tougher. From the beginning when
he shows people how to reignite their passion, to the end with his compelling challenge to "never lose your focus," he releases
an "explosion of enthusiasm" that is absolutely contagious. His message is clear and easy to grasp yet profound! You are
guaranteed to emerge from this session saying, "WOW! As the lead agent that drives the talent in your organization, Enjoy
The Ride will teach you a perspective that is incalculable.
C 10:30__ 11:45 a.m_Concurrent 1
Strategic Strategic Workforce Human Total Rewards Employee Strategic
Management 1 Management 2 Planning Resouce Labor Relations Management 3
Employment Development 1
Developing Getting It Right Use and Abuse The Evolution Compensation Social Workforce
Leadership -Why Weltness�of Background of Performance and Benefit Networking in Strategies for the
Skills Aligned Fails Over Time �Screening Data: Management Trends: What a the Workplace: New Economy (S)
on Strategy (SJ (S)_ Avoiding Purdue's Year! Can We Chat?
Landmines to Division of Bill O'Donnell,
Hank Head, Karl Ahlrichs, Get to the Right Housing Food Compensation Gerald Lutkus, Director of
SPHR Dow Gregory Appel Hire Services and Benefit Partner Barnes Graduate
Agro Sciences Professionals of Thornburg LLP Programs- Butler
Medical benefits William Barada Dave Jones Indiana University
Constructing a are being tested, Barada Purdue Social
leadership both with higher Associates, Inc. University and Join us for an networking, from Faculty and staff at
development medical claim Amy Boyle interactive panel Facebook and the Butler University
curriculum costs and with Use and Abuse Purdue discussion with Linkedln to eBay College of Business
aligned on the the coming of Background University your peers on the and have spent
strategic needs influence of the Screening Data: ever -changing eHarmony.com, considerable time
of your company PPACA. Properly Avoiding In early 2008, compensation have invaded our documenting the
is only the done, wellness Landmines to Purdue's Division and benefits workplaces similarities between
beginning. can be an Get to the Right of Housing and arena. You'll affecting worker high performing
Following this answer. The Hire. We will Food Services hear how they productivity, organizations and
review of an challenge with provide was contending are influencing marketing, the high performing
ongoing case many wellness information that with an ad hoc change in these confidentiality of Butler basketball
study of the plans is that they will assist you inefficient unprecedented information, team. Team based
establishment of lose momentum with EEOC employee times, how they insider trading principles going
the leadership over time, and compliance (e.g. performance have survived, and labor back to legendary
http /www.indianashnn.org /newweb /2011 conferencegrid.htm 8/3/2011
2011 Indiana State HR Conference, HR Indiana, featuring Marcus Buckingham Page 2 of 7
learning and seldom reach the use of credit management their successes relations. The coach Tony Hinkle
development beyond the reports and process. and failures and NLRB has taken can be found in
curriculum in employee to the passing the "is Performance what they see for action in its many successful
support of a entire family this check appraisals were the future. Bring noteworthy organizations of all
major corporate group. To do it relevant" test), conducted on your questions "Facebook case." types and styles.
change initiative right, a complex FCRA paper, creating and hear from Should you can You just need to
you will mix of compliance (e.g. an administrative others who are in you restrict know how to look
understand how motivators, how /when to use burden for the thick of social and how to promote
to design, strategies and consent forms, human addressing networking? Let's them throughout the
develop and communications dispute resources, issues that are chat. organization. We
implement a must be applied. resolution and managers and on all of our will help you
sustainable why adverse employees alike. minds. organize that
leadership In this fast- action letters are But the bigger Participants will search.
development moving important) and problem was the have an
program for your presentation, we discuss pitfalls inconsistency in opportunity to
organization. The will first review that may occur the process and ask questions
presenter will some sincere but mid process and a lack of strong and hear real
share the critical not sustainable how to manage competency examples of how
elements of wellness efforts, them. management. In some of the
training, and review why taking the first challenges have
coaching, many well- steps to bring the been met. We
mentoring and intentioned plans performance will also share
experiential often fail, and management the results of an
learning as well why the metrics process online adhoc survey of
as the metrics used to measure that same year, local employers
and measures wellness are the department regarding
that support them often viewed was able to first compensation
which combine to suspiciously by automate and budgets.
sustain the CFOs and CEOs. relieve the
development of administrative
leaders' skills headache. This
linked directly to has since then
strategic success taken the
of the organization on a
organization. journey that has
evolved the
process into what
is now a strong
competency
based
framework.
11:45 a. 01m 0 p.m. Lunch on your own
1:00 5:00 p.m. Everything Legal Workshop
—Speaker: J- ,Partner Partnerat-Bame f Thornburg LLP
Topic: Everything Legal
The landscape keeps changing, thanks to new laws, the Congressional mix and activist courts and unions. You want legal
insight and advice? We have it! An annual highlight of the Conference, Ken Yerkes will bring a team of experts from Barnes
Thornburg LLP to the podium again in 2011. Come for a fast -paced overview of the significant legal issues facing organizations
today and get an update on current events. Ken and his team always deliver an interactive program of outstanding content and
supporting materials for the attendees.
5:00 p.m. Reception in the Sagamore Ballroom, Indiana Convention Center.
Sponsored by Barnes Thornburg LLP
Join us for drink and hors d'oeuvres and meet some of our great exhibitors. You Oughta Be in Pictures! Have your picture
taken in our Photo Booth!
8:30 p.m. Tweet -up
Meet and interact with other Twitter users!
Tuesday, August 30, 2011
6:00 a.m. Registration Begins. 2nd floor of Westin Indianapolis (all day)
7:00 8:00 a.m. Rise and Shine Session
Speaker: Karl Ahlrichs, SPHR Gregory Appel
Topic: HR Job Search in a "Not Normal" World
In a normal world, the rules for finding a job in HR have always been a little different. Now, the rules are totally off the charts,
especially if you are looking for a position for a mid career professional. If you are currently in a search (or intend to start one)
come join us for a discussion of the current state of affairs and some clever "next step" strategies for conducting a job search in
http /www.indianashrm.org /newweb /2011 conferencegrid.htm 8/3/2011
2011 Indiana State HR Conference, HR Indiana, featuring Marcus Buckingham Page 3 of 7
HR. Topics will include: 1) How to create a job where there is none; 2) How to build a personal network in a hurry; 3) How to
expand your options within driving distance from your house; 4) How to address the economy; 5) How to do a job search
"behind the scenes"; and 5) The new rules about cover letters, resumes and references. All of this is based on more than a
decade in outplacement and an additional decade as an expert on the hiring process. Bring your myths, and we'll share
realities.
8:15 9 30 a.m. Day 2 General Session and Keynote
Speaker. Gerry- Dick Creator and Host of Inside INdiana Business and a panel of C -Suite Executives at Prominent Indiana Companies
Topic: What's on the Minds of Indiana Employers?
What is on the minds of Indiana employees? An activity specially arranged with the Indiana Business Council, the results of a
statewide study will be unveiled and discussed with HR Leaders. The session will be focus on issues of turnover, executive
engagement, employee confidence, workforce concerns and much more. In addition to hearing the viewpoint of Indiana
employees, we'll garner the perspectives of those that lead our companies. As a special feature, the session will include
reactions from a panel of Indiana CEOs. Gerry Dick, host of Inside Indiana Business with Gerry Dick, will host the panel
discussion and offer probing questions to leaders of several Indiana businesses. The Indiana Business Council study will
gather input from thousands of Hoosiers around the state. Steve Walker, Patrick Gibbons and Chris Woolard of Indianapolis
based consulting firm Walker will be on hand to share the results and offer their expert interpretation.
9:30 a.m. 3:45 p.m. HR Marketplace (Indiana Convention Center, Sagamore Ballroom)
1 10:15 11:30 a.m. Concurrent
Strategic Strategic Workforce Human Total Rewards Employee 8 Employee Labor
Management 1 Management 2 Planning Resouce Labor Relations Relations 2
Employment Development 1
LHandling
Making Sense of Driving Using Applied Building a Legal Update e_ Don't
Social Media as Strategic Value: Assessments Strategic WOW! Proper
a Tool for HR Reinventing for Employee Thinking (S) Recognition Kenneth Yerkes, of Professionals Your HR Selection and Cult ure Partner- Barnes (S) Function (S) Development Cindy Allen- Thornburg LLP ts
Stuckey Making Mike Byam
Curtis MidkiH- Michael Simpson Jocelyn Performance Terrybery It's one thing to Germaine Willett,
Manager, PR and Development Courtney -Hays Matter, LLC Company know the "law` ✓D and Paul C.
Social Media Institute at ADP pan -a TALX it's another to Sweeney Ice
Relations at and Stephanie Company If they are to Building a WOW! know what it Miller LLP
SHRM National Norton, SPHR succeed in Recognition means in order
Relationship Assessments can today's rapidly Culture is a fast- for you and your Employee
What is social Manager at ADP enhance changing paced, fun, and organization to complaints run the
media? How do I employee business informative manage risk on a gamut from simple
use it to become HR professionals selection environment, seminar that daily basis. Ken personality conflicts
a more effective are challenged to processes leaders and equips HR will focus on the to serious
HR professional? create leading to individual professionals most important allegations of
To tweet or not to shareholder improved quality contributors alike and business legal harassment,
tweet? This value with of hire, efficient need a broad leaders with an developments in discrimination,
informative increasingly applicant pool perspective and understanding of 2010 -11 and bullying, whistle
workshop limited resources. management, an acute how to keep highlight blowing, or
addresses these This hands -on and decreased awareness of the employees strategies on how retaliation. Having a
and other key and practical counterproductive world in which engaged and you can manage sound procedure in
questions on the seminar will behaviors and their business motivated around the place for
minds of HR provide a turnover. operates. And through effective pitfalls. Come investigation of
professionals. roadmap and Assessments can yet, many people recognition. join Ken as he complaints
The workshop best practices for also support fail to prepare for Developing a shares his positions employers
will provide an you to do more employee the long term culture of strategic to avoid or defend
introduction to with less. You will development and because they are recognition, in roadmap with our future employment
social media and evaluate your HR succession preoccupied with which employees members. related litigation.
an overview of offerings and planning by day -to -day are genuinely This session will
the various tools develop a providing tactics. The acknowledged cover proper
being widely customized information about future is full of for their handling of
used, while strategy and a person's opportunities, but contributions is investigations and
providing advice action plan to strengths and seeing those an important expand attendees'
on how HR reinvent your development opportunities means to understanding of
professionals can ability to drive opportunities. come to life maintain the importance of
take the lead in strategic Along with these requires strategic productivity, handling
the strategic use outcomes. benefits, HR thinkers to profitability, and investigations in a
of social media at professionals capitalize on the retention of key consistent,
their must be aware of potential, create employees. comprehensive,
organizations. the risks a competitive Attendees will and objective
associated with edge, and deliver take away real- manner.
assessments. business results. world examples
Conducting and practical
thorough solutions for
analyses, implementing or
selecting enhancing a
appropriate recognition
assessments and initiative.
implementing
assessments in a
http /www.indianashnn.org /newweb /201 l conferencegrid.htm 8/3/2011
2011 Indiana State HR Conference, HR Indiana, featuring Marcus Buckingham Page 4 of 7
systematic
manner are
essential to
ensure a
significant return
on your
assessment
investment.
/`11:30 a.m.t� Lunch the HR Marketplace (Indiana Convention Center, Sagam n Ballroom)
1:00 3:00 p.m. Masters Series (in lieu of concurrent 3)
Speakers: Steve Walker, Chief Executive Officer, and Patrick Gibbons, Principal, and Chris Woolard, Senior Consultant. Walker Information
Topic: Aligning Employee Insights with HR Priorities ((3']j
What are the biggest challenges and how well do they line up with the most pressing issues of Indiana employees? The
architects of the Indiana Business Council will compare and contrast feedback from Hoosier employees with the insights of
SHRM members from across the state. This session will not only reference insights from recent Indiana Business Council
studies, but will feature a study conducted with Indiana HR Professionals. In this highly interactive session, we'll go beyond
merely identifying these issues we'll pick them apart to help you come up with solutions you can take back to your
organizations and put to use right away.
r-1:30 2:45 p.m. Con t curren 3
Strategic Strategic Workforce Human Total Rewards Employee Employee Labor
Management 1 Management 2 Planning Resouce Labor Relations Relations 2
Employment Development 1
The Six Lessons WeIlPoint Resetting rHwilty Pe Don't Even Don't Just Tell Me
Business Learned from Succession Leadership CHealthy Bottom Think About It! The Law Help
"Megatrends" Lengthy Planning: an Competencies: Line--, Me Decide What
HR Needs to Litigation (S) Integrated Facts, Fiction, C----� Retaliation To Do
Watch (S) Approach to Myths Reality Rod Reasen Claims
Michael W. Talent Healthiest Hud Pfeiffer,
Zach Thomas, Padgett, Attorney Management Myron Kanning Employer, LLC Michael Terrell, Partner Baker
Ultimate at Law Jackson Indiana Esq. Taft Daniels
Software Lewis LLP Terry Halloway University Kelley Wellness is not Stettinius
Wellpoint School of new in the Hollister LLP Most lawyers
Success as an Case studies of Business workplace but it's address only one
HR leader litigation filed by Learn how a effectiveness is After a complaint area of the law at a
requires you be employees and Fortune 35 Markets and being of discrimination time but most HR
ready for the former company utilizes competitors are challenged. If is made, situations involve
newest business employees and strategic changing. A new you offer a management is multiple laws.
and technology the lessons that succession economic order wellness always faced Working directly
trends. No we can draw from planning as a is evolving. The program and are with the with the audience in
department, them. The significant lever past competitive looking to challenge of this interactive,
business unit, or program will in driving business improve or just continuing to informative and
core service area include a business environment is considering demand entertaining
of the company discussion of success. gone forever. starting a performance out session, Hud uses
can ignore major termination, WeIlPoint Businesses must program this of the his 28 years of
shifts in harassment, and evolved their reset their conference is for complaining experience to
technology or other court cases talent competitive you. We will employee without address "real life"
business filed against management model for a new layout trends in at the same time scenarios from
dynamics and employers led by strategy from challenging wellness engaging, or multiple legal
expect to remain an employer well performing future of fast program across appearing to angles. The result?
competitive. Are attorney and the individual units to paced changes Indiana, engage, in Attendees will gain
you prepared for practical tips we an aligned team and innovation. nationally and by unlawful a strategic
major shifts in can take away unified with HR's most crucial industry. Come retaliation. understanding of
business process from those cases. purpose around reset is to create hear how Indiana Unlawful legal issues,
due to major Wel!Point's a new effective organizations retaliation claims develop comfort in
shifts in mission. new leadership compare and are on the rise reacting to multiple
technology? This Participants will model for future where there are and can lead to concurrent issues
presentation will learn how to success. What significant time consuming and learn practical
help prepare build an effective skills will drive opportunities to and costly answers for
human resources plan to source, higher future lead. litigation. complex situations.
professionals to recruit, engage, success? Learn Employers must
be even more develop, and the 10 research therefore train
valuable strategic retain top talent backed skills for their managers
contributors to balanced with a sustaining long and supervisors
their companies well integrated term competitive to identify what
by addressing plan of improving success. constitutes
the six most diversity in all unlawful
pressing "HR levels of retaliation in the
Megatrends" HR management. workplace. With
needs to watch proper training,
including cloud employers can
computing, light- greatly reduce
speed human their risk of
http /www.indianashrm.org /newweb /201 I conferencegrid.htm 8/3/2011
2011 Indiana State HR Conference, HR Indiana, featuring Marcus Buckingham Page 5 of 7
capital unlawful
management retaliation claims.
innovation,
globalization,
talent
management,
virtual workforces
and social
networking as
applied to human
resources.
c3:00 p:m Dessert priie diawings in the HR M5Wdtplace _Doni'miss the Grand Prize drawing at 3:30 p.m. Must'be present 'win.
3i45'p:m: HR Closes-
4:00 5:15 p.m. General Session
Speaker: Chris Schrader, SPHR, Indiana SHRM Director of Legislative Affairs
Topic: Inside the Beltway to Inside the State House: How Politics Shapes Public Policy
5:15 p.m. Reception and Awards
Wednesday, August 31, 2011
6:30 a.m. Registration, 2nd Floor of the Westin Indianapolis (all day)
6:00 7:30 a.m. HR Dash Meet in the Lobby of the Westin Indianapolis at 6:00 a.m. for a light breakfast snack and the HR Dash.
6:30 8:15 a.m. Continental Breakfast. 2nd Floor. Westin Indianapolis.
7:00 8:00 a.m. Rise and Shine Session
Topic: You Want it? We Got it!
Speaker: Laurie McIntosh, SPHR SHRM
We are all doing more with less. Multitasking is the norm. As an HR professional you face challenges of handling whatever is
thrown at you on a daily basis. Do you know where to turn when you need a sample policy, or just don't have time to research
a project? Join Laurie McIntosh, SPHR, SHRM's Director Member Engagement, to learn about the resources available to you
through SHRM membership. Even if you have been a member for years, you'll learn more about the information available to
you and how it can benefit you in your job. If you're not a SHRM member, join Laurie to learn how to make your job easier by
joining SHRM and receive a discount on a first -year membership.
f 8:30 9.46 am. Concurrent 4)
Strategic Strategic Workforce Human Total Rewards Employee Employee Labor
Management 1 Management 2 Planning Resouce Labor Relations Relations 2
Employment Development 1
Leadership GPS Workforce Using Social Developing Health Care cAt-Will -No More:) The Process and
Goals, People, Engagement Media in HR: Employees Reform and Its We're ALL Practice of
Systems (S) Strategies: Attract, Recruit Through Impact on Protected Now Collective
Proven Results Engage Mentoring Worksite Bargaining (S)
Seth Davies (S) Talent! Wellness Michael Tooley
Competitive Andrea Moore and Paul Sinclair, Michael Boldt and
Solutions, Inc. John Gause Jennifer McClure, FlashPoint HR Jamie Curts and Partner Ice Ryan Poor Ice
Apex Benefits CSC Unbridled Sally Stephens Miller LLP Miller LLP
What is your Group, Inc.; Talent, LLC To provide Spectrum Health
organizational Natalie Roberts employees with Systems Federal courts, Preparing for and
direction? Are Monarch Social Media is development agencies and Conducting
you ready to Beverage constantly being opportunities, an Understanding Congress have Collective
emphasize Company; and touted as the increasing health care declared war on Bargaining
growth over Edward Isakson 'next big thing" in number of reform can be employment at Questions to be
survival? Are you Archdiocese of organizations. So organizations are overwhelming. will by creating a addressed: Why is
ready to Indianapolis why is HR is turning to During this host of new collective
demonstrate to often lagging in mentoring session you will employee bargaining different
your This session will getting on board? programs. learn how health characteristics, from other
organizational present cutting- Potential Because it often care reform activities and negotiations? What
leaders that they edge workforce concerns include utilizes internal supports worksite relationships is a BATNA, and
are vital and engagement violations of talents and wellness protected under should you know
valuable? Are strategies that will employment resources, a programs federal law. Part I yours? Should the
you ready to re- add value to your laws, security mentoring through of this session will boss be at the
calibrate your organization and breaches and program can be incentives and discuss the table? What
organizational increase lost productivity. a cost effective how to design changes in information is
GPS? In this employee In this session, way to improve your wellness federal law critical to success,
interactive engagement. We we'll address employee program within employers should and why? What is a
presentation, will also discuss how successful performance. In the guidelines of be aware of scrivener and why
http /www.indianashrm.org /newweb /201 I conferencegrid.htm 8/3/2011
2011 Indiana State HR Conference, HR Indiana, featuring Marcus Buckingham Page 6 of 7
participants will proven HR pros are this session we'll the ADA and limiting their is it important?
receive a lively techniques that using social explore the GINA. flexibility in Should you focus
overview of the offer long term media to develop concepts behind managing their on drafting
four key benefits for professionally mentoring, look workforce. Part II language or probing
elements employee health and grow their at best practices will identify issues?
necessary to and productivity careers without for building and actions 21st
create and while reducing breaking rules incorporating century
sustain a high costs. The goal is and we'll review mentoring employers
performance to provide examples of programs into the should take to
mentality and attendees tactical companies that workplace (as ensure that
process implementation are using social well as lessons employees at will
throughout any processes media to learned), and do not become
organization. The designed to positively impact discuss how you "plaintiffs at will,"
presenter will promote creative the critical talent can use a including
focus strongly on and innovative strategies within mentoring improvements to
the role of clinical benefit their program to get their disciplinary,
organizational solutions. You organizations. the most out of evaluation and
leadership to will hear how two your employees. communication
create, emulate, large employers programs.
communicate implemented
and reinforce the creative and
non negotiable innovative
strategies techniques by
necessary to engaging their
sustain business workforce
success. This populations,
presentation will creating benefit
look at the real- transparency and
world business reducing costs.
challenges facing
organizations
today, as well as
give participants
a specific
implementation
methodology to
begin practicing
upon immediate
return to the
workplace.
10:15 11:30 a.m. Concurrent 5
Strategic Strategic Workforce Human Total Rewards Employee Employee Labor
Management 1 Management 2 Planning Resouce Labor Relations Relations 2
Employment Development 1
HR's Role in Leading Hunker Down or Coaching Skills Strategic U.S. E Thbam Securing Succ essful Buckle Up? Knowledge for Savings Immigration in Chang is Commitment to Culture Change Managers to Through Health Today's
Organizational on a $0 Budget April Gillespie Accelerate Plan Audits Economy
Change (S) (S) NAS Recruitment Growth Keith White, Partner
Communications John Webb- Jennifer Brown, Barnes
Robert Sloyan, Nancy Ahlrichs Bud Roth, HMS Employer JD Ice Miller Thornburg LLP
SPHR, GPHR United Way of What do Professional Solutions LLP and Susan
and PhD Central Indiana Microsoft, FedEx, Coach Hofer, VP of The "Obama" Board
Apogee Wikipedia and Certification This presentation Human or the National
Enterprises Tru If you need to Hyatt Hotels all Roth Consulting provides Resources and Labor Relations
Vue lower turnover, have in common? Group, LLC attendees the Corporate Board is the most
increase Each of these knowledge and Communications activist, pro -labor
The brutal fact is engagement, companies Manager, Coach understanding to Redcats USA board since the
that about 70% and create a emerged and Right Now shows begin utilizing 1970s. Union and
of all change great place to later become the trend of cost containment This session will non -union
initiatives fail work, come hear category leaders coaching for strategies on any provide a employers need to
(Beer Nohria, the United Way out of the wake of business leaders. organization's thorough be aware that,
2000). While case study and a recession. In Coaching will health plan. overview of hot through decision
there are many receive tools and light of the become a driver Speaker, John topics and making and
reasons, one a roadmap. In economic of performance Webb will strategic regulatory changes,
often overlooked three years, the slowdown, hiring feedback provide insight considerations big labor's agenda
factor is the culture changed freezes and systems in the on dependent when analyzing will likely prevail,
waning from 43% to 95% layoffs, future. Leaders eligibility, claim appropriate even though EFCA
commitment of of employees progressive will need to audits, and immigration failed. Hear about
the individuals willing to refer organizations are create coaching ongoing services strategies for recent decisions and
within the qualified job capitalizing on cultures. I will that will reduce both short and what they can mean
organization. In a applicants and these times to present research costs for their long -term for your workforce.
recent study, I turnover position supporting these organization and assignments.
measured plummeted to themselves as claims. As HR its plan Specifically, this
http /www.indianashnn.org /newweb /201 1 conferencegrid.htin 8/3/2011
2011 Indiana State HR Conference, HR Indiana, featuring Marcus Buckingham Page 7 of 7
individuals' 13% from 26 their A -level professionals, participants session will cover
acceptance of a HR can lead candidate's #1 consultants, or without erosion in new
large -scale change and choice. Those coaches, we will employee requirements and
organizational support strategic who take the increase our benefits. Mr. changes in
change. This goals! leap of faith, knowledge for Webb will also adjudication
session will focus invest in their creating a explain how to impacting H-113
on how employment coaching culture. continue cost and L -1 visa
individuals make brand and offer a savings by categories;
the decision to robust and utilizing Health maximizing
support change engaging Care Reform opportunities
and what candidate initiatives. under B -1 visitor
organizations experience will and J -1 trainee
can do at the be the rising categories;
macro -level of stars as the dust avoiding and
the organization begins to settle. successfully
to influence managing DOL
individual PERM audits;
acceptance of key
organizational considerations
change. with respect to
use of outside
counsel,
payment of fees,
length of process
and developing
immigration
policy.
,r 11:304.K712:115 p.m. Closing Lunch at Indiana Co rive ntion Center,
12:15 p.m. Announcements
D 12:30 -1:30 p.m. Closing Keynote i
Speaker: Buckingham
Marcus Buckingham has dedicated his career to helping individuals discover and capitalize on their personal strengths. Hailed
as a visionary by corporations such as Toyota, Coca -Cola, Master Foods, Wells Fargo, Microsoft, and Disney, he has helped to
usher in the "strengths revolution," persuasively arguing that people are dramatically more effective, fulfilled and successful
when they are able to focus on the best of themselves.
COUNCIL
INDIANA STATE
e l k, fi I
n n
http /www.indianashnn.org /newweb /201 l conferencegrid.htin 8/3/2011
Prescribed by State Board of Accounts City Form No. 201 (Rev. 1995)
ACCOUNTS PAYABLE VOUCHER
CITY OF CARMEL
An invoice or bill to be properly itemized must show: kind of service, where performed, dates service rendered, by
whom, rates per day, number of hours, rate per hour, number of units, price per unit, etc.
Payee
Purchase Order No.
Terms
Date Due
Invoice Invoice Description Amount
Date Number (or note attached invoice(s) or bill(s))
08/29/11 08.29.11 Reimbursement IN SHRM Conference $153.27
1 hereby certify that the attached invoice(s), or bill(s), is (are) true and correct and I have audited same in accordance
with IC 5- 11- 10 -1.6
,20
Clerk- Treasurer
VOUCHER NO. WARRANT NO.
ALLOWED 20
Sue Coy
IN SUM OF
$153.27
ON ACCOUNT OF APPROPRIATION FOR
Carmel HR Department
PO# Dept. INVOICE NO. ACCT #/TITLE AMOUNT
Board Members
1201 08.29.11 43- 570.04 $153.27 I hereby certify that the attached invoice(s), or
bill(s) is (are) true and correct and that the
materials or services itemized thereon for
which charge is made were ordered and
received except
Monday, S tember 12, 2011
Director, HR
Title
Cost distribution ledger classification if
claim paid motor vehicle highway fund