WELCOME TO THE HUMAN RESOURCES

PEER NETWORKINGCONVERSATION

April 9, 2015

Goal of the Exchange Process

1. Help each Member professional to expand their business networks in order for you to improve the efficiency and effectiveness of how you tackle you job functions.

2. Provide Members with a dynamic and reliable resource to help you solve problems and find new implementable ideas

Rules of Engagement1. Do not use your HOLD button on your telephone – hearing

elevator music in the next 60 minutes is not good!

2. No body language signs – please be aggressive and speak your mind and thoughts.

3. Please identify yourself with name and company before speaking.

4. Take Notes about who is saying what…

5. Warning: My goal is to facilitate aggressively so we can cover as many topics as possible.

6. Last but not least, I need your feedback on how to make this process better for you and the participants.

Question: How to make safety a priority for everyone? (Jenny Gasper)

Kristen Hanes: Intec Group: Gain a little knowledge on what is required from OSHA; maybe the 10 hour course Senior leadership should be engaged. Examine annual compliance requirements Creating a safety committee (Safety Champions) with representatives from each department and each

functional area.○ Monthly safety / risk reminders / safety talks and the safety champions deliver the messages to their teams○ Quarterly audits

Kelly Dill: Plastikos Bonuses paid quarterly Computer based training on a monthly basis. Not doing CBTs took you out of the bonus program T-Shirts with Safety First Supervisors grew awareness by having a safety talk before anyone hit the production floor

Theresa Dewing: Put the green safety crosses: Marking off every day if we’ve had no incidents: yellow for near misses; Red

for incidents. Each day of the month. Highlights awareness Working toward the safety committee; annual safety review process

Michael Antras Do Safety Crosses for the year. We celebrate when we accomplish our objectives We do one major safety topic every week; like tornado safety

Question: What is your process for safety training during orientation? How long does this take?; How do other companies deal with safety out in the plant when employees are being neglectful? When is it safe to write them up for unsafe practices?  (Melissa Horvath)

Question: Any easy inexpensive, morale boosters? (Jennifer Watters)

Question: What was your companies average salary increase for 2014? (Theresa Turula)

Question: What resources are others using for hard to fill skilled positions in manufacturing? (Kelly Dill) Diane: INDEED has been used successful; Worse case would be

using a recruiter. Kelly: Working with schools and temp services targeting auto

mechanics… Doug: Using INDEED and have had pretty good response. Have

used Craig’s list in the past and targeting the vocational schools. Renae: Metro Plastics: Used a smaller radio station and had an

open house on a Saturday. We targeted 30 for 40 program. We don’t staff meal periods and breaks. Work for a straight 6 hours. All skilled positions work 8 hours.

Question: What are some pre-boarding activities that are being used by other companies to give the “wow” experience? (Nanette McFadden)

Question: Are smaller companies (100 or less) using outside vendors to complete their ACA paperwork, or are they completing it internally? (Kyle Godhard)

Question: How do you handle employees who miss a day every month with a dr. note (if this is allowed?) (Michael Antras) Diane – Anderson: If you have chronic attendance issues, you can

still be terminated. Chronic is not defined. Angela – Ice Miller: Issues not covered on the ADA or FMLA, your

policy needs to back issues related to discipline. Kelly: Attendance policy is very generous. Every 6 months points

are dropped to zero. Jenny: 10 point system. The Doctors not only excuses one point. Theresa: Couple repeat offenders and coach / council.

Question: When do you roll out the objectives for the year? How do you cascade down? When do you do the performance evaluations? (Laura Gayton)

Question: Does anyone use an online performance review system? If so, which one? How do you handle production employees who don’t have a PC? (Ed Chappel) Kelly: I used online with a former employer but felt it was less

effective as the manager simply used the verbiage from the templates. Now, at Plastikos, we do reviews twice per year. Managers are told 2-months in advance of the due dates. Self-appraisals are distributed.

Rita: Written template used to review Kristen: the focus should be on an annual basis not just during

the review process

Question: Are you seeing an exodus of employees as the unemployment rate drops (here it is 4.4%) and jobs appear to be plentiful? (Scott Mavin)

Question: What are some successful ways to increase teamwork and working together? (Suzie Thomas)

Question: Any creative ideas for recognition programs that have been successful? (Stacy Evans)

Question: Have any companies had any success finding Manufacturers Representatives? (Teri Woodward)

Question: How does your company show associates that they are appreciated? (Lori Fisher)

Question: How many companies have Employment Practices Liability Insurance? (Diane Hiles)

Issue: Wellness, creative ideas, 5k run, walk in the area? (Renae Hedelius)

Question: Electronic document delivery procedure for employees without email access? (Rita Johansson)

Additional Questions?

Save the Date for the Benchmarking Conference – Oct. 22-23, 2015

THANK YOU!