2018 Program Coming Soon!

2016 Program

Monday, September 12

Opening Night Reception

Tuesday, September 13

Keynotes + Data Trends and Management
Azure Room
Total Rewards
Steel Room
Cyan Room
8:30-9:30am Finding a way to effectively motivate employees and drive productivity is a business practice that has transcended generations. Beginning with the industrial revolution, the desire of companies to improve motivation (and thus productivity) of their employees was clear. Processes and people were timed, and timed again, with the thought that simply telling employees how long something should take would drive them to that standard. Luckily, motivation theory has progressed, and thus it’s time to look beyond the conventional compensation programs that are in place today.

Savvy practitioners and forward-thinking HR professionals have realized the tremendous impact that recognition and a meaningful workplace culture have on employee engagement, motivation and productivity. It starts with saying thank-you. By recognizing employee performance and behaviors tied to a company’s goals and values, leaders can generate profound levels of positivity that drives organizational success.
Katie Scott | Solutions Consulting Director, Globoforce
10:00-11:00am Compensation professionals have come a long way from the days of survey books spread across the office and typing numbers into a spreadsheet to conduct market analysis. With survey publishers replacing hard copy reports with electronic data files and software advancements providing quick and comprehensive ways to analyze all of that data, today's compensation professional can do things with a few clicks that weren't practical or feasible just a few years ago. In this presentation, we will discuss leading edge technology and techniques that pay experts are using to analyze the internal and external compensation data that they have at their fingertips. This presentation will encourage compensation professionals to think outside-of-the-box when it comes to the type of analytics they can provide to top management and the technology available to get them there.
Mark Avery | Chief Compensation Officer and Founder
Nationally, the unemployment rate has remained low and organizations are continuing to add jobs. Ian Shepherdson, Chief Economist at Pantheon Macroeconomics said recently, "The data now signal unambiguously that the labor market is unable to supply the people companies need." In this environment, how can a company still attract and retain top talent? It may be time to look again at your retirement plan. Companies are making changes to their 401(k) plans, and some are even considering thawing their frozen pensions. And, whether you currently have a 401(k) plan or a traditional defined benefit plan, there is new plan design worth considering. The sustainable income plan offers employers contribution stability like a defined contribution plan and participants with lifelong income like a defined benefit plan. Come learn about the current trends and how retirement benefits can revitalize your total rewards package.
Heidi tenBroek | Principal, Milliman
The fundamentals of traditional Performance Management emerged in the post-war era of the 1950s and haven't changed much to reflect today's increasingly global, connected, and millennial-driven business environment. Rather than continuing to apply an outmoded system that shows more signs of causing disengagement than improving business results, how do you instead open conversations, build excitement, and move your organization forward? Award-winning PeopleFirm CEO and author M. Tamra Chandler will walk you through the process of how to build a performance management system that addresses today's world of work. Developed from years of experience helping companies reboot their performance programs, she will show how to ditch performance reviews and still drive performance. From fundamentally adjusting the way we approach, encourage, and engage our people, to how to build the courage to become an evangelist for improved programs within your organization, she will present the case for breaking free from the performance management of the industrial era and coach you on specific ways to actually do it. The session will:
1) provide a clear understanding of the case against traditional performance management
2) share the eight fundamental shifts in thinking that are necessary to build a new, effective, and human performance management solution
3) provide the basic steps to rethinking, redesigning, and rebooting performance management
4) help attendees get started with tips and tricks to build support from their team and leaders
Tamra Chandler | Chief Executive Officer & Founding Partner, PeopleFirm
Companies have made major changes to survive the transition to the digital age. Traditional companies have "gone digital" and must now compete for technical talent in an environment where demand is outstripping supply and where values of the employee are shifting. This pressure is stressing established compensation structures and practices. This presentation will cover the elements meaningful to todays - and tomorrows - technical workforce and with companies are doing about it, to ensure that WorldatWork members have a strong understanding of how to expand our definitions of total rewards to better attract and retain digital talent.
Hali Croner | Chief Executive Officer, The Croner Company
Clarissa Hwang | Consulting Analyst, The Croner Company
11:15am-12:15pm Figuring out how to actively engage employees in their health benefits is challenging in all industries, and doing so is vital towards encouraging better health care decision-making. In this session, you'll hear about steps taken by a large healthcare system to achieve increased engagement, and hear how they are using timely, targeted tools and communications to nurture positive behavior change.
Keegan Fisher | AVP, Benefits, Providence Health & Services
Changes in pay, benefits, and retirement programs can come with big price tags. CFOs and CEOs don-t usually like to test out fun new pay-practice ideas or crazy new benefits strategies. But employees are asking for more. In this session we'll look at the four key elements of a Total Rewards communication strategy that enables you to make the most of what you have while you set the framework for the changes you know your company needs. Attendees will learn how to getting to know your audience: throw away your assumptions and start asking questions - If it's not about me, I don't care: speaking to your employees in a way that resonates - Reaching across the aisle: bringing the work from around your company together to tell one great story - Finding your North Star: Don't let large costs stand in your way - build a path to greatness that your CFO can buy-off on.
Sarah Redgrave | Vice-President of Total Rewards, KinderCare Education
If you're an HR/comp professional, your organization's executive, finance and sales leadership expects you to contribute to the sales compensation program's health. In this session, learn 10 mandates that can help you ensure the program is aligned, competitive and motivational. Make these mandates your checklist for sales compensation effectiveness so you can stop asking, "Who owns sales compensation?" and start contributing to improved performance of sales resources. You'll leave the session with tools, action items and the encouragement you need to participate fully in sales compensation program management.
David Cichelli | Senior Vice President, The Alexander Group, Inc.
Introduction: Tracy Bean | Partner, Mercer
Introduction: Mark Szypko, CCP, GRP | Vice President, Compensation Strategy, Salary.com
1:15-2:15pm In this session we will explore the results of two recently published Salary.com research reports: the 2016-2017 Economic Outlook Survey and the 2016-2017 Increase Budget Survey. The Salary.com Economic Outlook survey, in its 9th year, explores today's key human resources issues specifically exploring items such as pay practices, turnover, hiring and benefits. Additionally, we will also explore the responses of the employer's decisions to the recently announced changes in the Fair Labor Standards Act. We will explore the Salary.com National Budget Survey, in its 10th year, and review increase trends in the US and Canada.
Mark A. Szypko, CCP, GRP | Vice President, Compensation Strategy, Salary.com
Attendees will learn how to take care of top talent without accruing large benefit plan costs. An insight as to how RFP technology can improve your plan offerings and provide best practices of improving the way a company recruits, retains and rewards their highly compensated executives. Lesson 1: Learn how to turn Executive Benefit costs into profits for the corporation and participants. Know the financial modeling and funding mechanisms that drive an Executive Benefits plan. Lesson 2: Learn how to reduce tax impacts on plan participant distributions. Lesson 3: Learn how to merge stock plans with 409a regulations and understand Equity Alternative planning. Lesson 4: Learn how to tie in Executive Benefit plans with participant retirement goals and retain them into the future. The attendees will learn how to greatly reduce Executive Benefit costs and turn negative cash flows associated with these benefits into long-term positive cash flows. The participants will also learn how to increase retention and properly reward top executives by tying benefits into performance, and using equity alternatives instead of stock payouts. The Executive Benefits speaking opportunity is geared towards CEO's, CFO's, human resource executives and benefit directors.

Sponsored by:

Introducer: Todd Caudle | Medical Professionals Financial Group
Bob Nienaber | Chief Executive Officer, benefitRFP, Inc.
Mercer estimates nearly 15% of organizations in the US have eliminated performance ratings in the last five years. Is this a temporary fad or an accelerating trend? Using our consulting experience and research, we will: guide an interactive discussion through the pros and cons of going rating-free; discuss how companies are making talent (career development and promotion decisions) and rewards (merit, bonus, long-term incentive) decisions in the absence of calibration meetings, ratings and distribution curves; and, consider implications for total reward strategies and innovative approaches for managing and rewarding talent. We will close by introducing a simple tool to help participant's answer the "to rate or not to rate" question. Attendees will understand how talent and rewards decisions are made in a rating-free environment; understand pros and cons of the rating-free performance management program; and, understand "readiness" signs and conditions to be met for the program to be successful.
Patrick Shannon | Partner, Mercer
Sylwia Gulik | Principal, Mercer
As employers review their salary adjustment budgets, their tendency is to apply the "peanut butter" approach and give all employees essentially the same percentage increases. We think there is a better way. This seminar is your opportunity to explore the answer to these questions and others as they apply to your organization: Is it O.K. to withhold salary increases from employees who are overpaid? If so, what's the best way to communicate this? What about pay decreases? How can one determine how much an individual employee actually should be paid? What is the best way to determine the competitive market values of jobs and how does that enter into making pay decisions? Should base pay be linked to performance? If so, how can this be accomplished? What about cost-of-living inflation? How is that taken into account, especially in the Pacific Northwest? What if financial resources are very limited? What is a reasonable timeframe to address the problem of a severely underpaid employee? The audience will learn new approaches to broad-based compensation management in terms of (1) job evaluation as an innovative, participative exercise with department heads, (2) updated approaches to labor market analysis, (3) making salary adjustments that result in actual pay equity and competitiveness, and (4) managing payroll costs within budget.
Shari Dunn | Managing Director and National Practice Leader, HR & Comp Consulting Practice, Arthur J. Gallagher & Co.g
Marcie Traylor | Wellness Strategy and Innovation Lead, hubbub health
Marcie will lead a panel of local practitioners in a discussion of current trends and norms in compensation & benefits plan design reflecting two primary forces: a focus on shareholders at the expense of all other stakeholders, particularly employees; and a perpetuation of ineffective practices for decades that have not provided benefits to any stakeholders, including employees. The rapidly emerging model of business - whether labeled sustainability, conscious capitalism, ESG, CSR, responsible investing, or impact business - is going to revolutionize the current norms in compensation & benefits. Merit increases, annual bonus programs, performance reviews, performance conditions on executive equity, employee benefits, and the newest wave of workplace perks. All of these are being turned upside down. Leaders will discuss where things are going, and why.
Moderator: Fred Whittlesey | Principal Consultant, Compensation Venture Group, SPC
Matt Johnson | Sr. Director People Operations, Simple
Pam O'Connor | VP Total Rewards | Boeing Employee Credit Union
Paul Sale | CHRO, Mentor Graphics
Karin Young | Staff Compensation Manager, Perkins Coie
A properly designed incentive compensation program motivates participants while simultaneously linking compensation with corporate performance. The complexity lies in understanding what performance to reward and measure. Organizations often deliver incentives based on performance which has a short term focus (revenue or profit growth) and overlook the importance longer term strategic objectives. Each objective needs to be assessed relative to a participant's sphere of influence. In this session, we will identify ways to uncover the appropriate incentive metrics for an organization's various business cycles and employee levels. In addition, we will present a process to identify business value drivers and provide tools to analyze which metrics have the strongest correlation with organization value. This session will include the presentation of two case studies where we have assisted clients in evaluating their performance metrics, identifying appropriate metrics by participant and establishing time period to earn awards.
Katherine Mahlum | Vice President, Pearl Meyer
3:45-4:45pm You and the people you support need to be proactive and intentional in developing yourselves as professionals. Today's business world requires a culture that supports the "do it yourself" approach to owning and directing careers. Engagement & motivation, performance management & compensation and benefits, and rewards and retention. These are some of the "drivers" on the company side of the professional development equation. In this session you will learn about the drivers on the employee side of the equation and how you might incorporate them for yourself and your organization. You will learn a framework to identify for yourself and your people, key factors required to ensure your success and satisfaction. There will be some science, some resources, and hopefully some insight for you to take away in the categories of Values & Growth, Ratios & Relationships, and Strengths & Contributions.
Paula Fitzgerald Boos | Founder & Partner, Fitsbow
Walter Boos | Founder & Partner, Fitsbow

Schedule subject to change.

View last year's conference program and speakers here.