2018 Program

Wednesday, September 19

5:00-7:00pm
5:30-6:30pm
Tracy Bean | Partner and PNW Office Business Leader, Mercer Career Practice
Larry Daniels | Principal, Survey Director, Milliman
Michele Mather, CPC, PCC | Certified Professional Life & Business Coach, Portland Coaching Collective

Thursday, September 20

Keynotes + Compensation
Auditorium
Benefits
Skybridge A+B
Total Rewards
Mezzanine 5
8:00-9:00am
9:00-9:15am
Emcee: Matt Johnson, CCP | Compensation Consultant, The Standard; President, Columbia Willamette Compensation Group (CWCG)
9:15-10:00am Why are there so few women leaders in corporate America? Why are there so few women leaders of color? Why are there so few LGBT women leaders of color?
Through years of designing women's leadership programs, Elizabeth has learned that there are individual, relational, and structural barriers to women's success that we must identify and address if we want to see more women leaders of all backgrounds in corporate America. While there are no simple solutions, there are practical, real-world strategies that every business leader can employ to make their workplace more inclusive and equitable.
In her Keynote, Elizabeth will:
- Reveal key barriers that hold women back
- Share how innovative leaders and companies are promoting gender parity
- Explain how leaders in the rewards and benefits space, like Rewards NW attendees, are uniquely positioned to initiate high-impact change within their organizations

You'll leave with a "gender-inclusive lens" that you can apply at work the very next day -- or even in the conference sessions that follow!
Elizabeth Borges | Diversity & Inclusion Leader, GitHub
10:00-10:30am
10:30-11:45am Pay equity is a hot topic, yet much of the focus is on the legal aspect of pay equity rather than the practical aspects. Can pay equity have a positive impact on your bottom line? How do you know if you are paying your employees equitably? Are your pay practices promoting or sabotaging pay equity? What changes can you make to promote pay equity in your organization? As organizational leaders, and Compensation and Rewards professionals, it is critical to understand the organizational impact of pay inequality and enhancements we can make to pay practices to promote pay equity in our organizations.
This presentation is designed to educate attendees about pay equity while providing best practice information for building checks and balances into pay practices to identify and remediate potential issues. Attendees will gain an understanding of what pay equity means; the differences between pay gap vs. pay equity analysis; why conducting a pay equity analysis is important for every company, not just those in states with a pay equity law; how pay inequality is much bigger than just a legal issue; the return on investment for a pay equity analysis and associated remediation costs; tips for remediating issues; pay practices that can inadvertently sabotage efforts to promote pay equality; techniques to analyze the impact of pay decisions; and practical solutions to adjust your pay practices to better support pay equity on an on-going basis.

Sponsored by:

Aimee Des Champs, CCP, SPHR | Senior Consultant/Project Manager, Compensation Works
Krissy Ehlers | Benefits and Compensation Analyst, Smarsh
Mental health issues have a long history of being stigmatized and largely ignored within the workplace, yet issues related to poor mental health, such as accidents, health care costs, absenteeism, and lost productivity are well documented. The National Institute of Mental Health estimates nearly 1 in 5 adults in the U.S. are coping with mental health issues; this does not include substance abuse. This webinar will address mental health as part of an overall wellness strategy. Key points include prevention, strategies to reduce stigma, using a Behavioral Health Risk Assessment for early problem identification, and encouraging resiliency within your organization.
Anna Meiners | Director of Account Services, Cascade Centers Inc.
To stand out in today's competitive labor market, organizations must have a compelling value proposition. And this is no longer limited to contractual elements like compensation and benefits. While these are still critical, employees are seeking more from employers - everything from flexible working to financial wellness programs and above all, meaningful work. Based on Mercer's newest research of over 700 organizations, Mercer consultants will highlight findings and answer key questions related to how companies view total rewards today. Discussion will include the newest elements making up the total rewards package, how it is communicated, how strategies are differentiated and individualized, and the strategies employed for the growing contingent worker population.
Tracy Bean | Partner and PNW Office Business Leader, Mercer Career Practice
Kathi Myers | Principal, Mercer Career Practice
11:45am-1:00pm
1:00-2:15pm Equity compensation is a mystery to most compensation and total reward professionals. But, after this presentation you will have a new-found understanding of the important aspects of these increasingly important programs. The presentation is like nothing you have seen before. Slides fly by while information sinks in.
Dan Walter | Managing Consultant, FutureSense
Our goal is to take the mystery out of 401(k)'s! They can be complicated and intimidating - especially when it comes to how to invest. But they don't have to be. With a little bit of creativity and a strong purpose - employers have an amazing opportunity to help their employees learn what type of investor they are and what level of risk they're comfortable with. All with the goal of providing information that helps them make the best decision for themselves. So picking out investment options doesn't feel so intimidating or confusing. Best of all, it doesn't take redesigning or amending plans - all it takes is how you talk to your employees and "package" information that makes it easy, fun and engaging. Rethinking how to communicate your plan's fund lineup can have a big impact on how your employees' choose to invest: Instead of staring blankly at a long, technical list of fund options that don't make a lot of sense to the average 401(k) participant - take that long list of funds and create "investment paths" based on the type of investor. And make those paths fun!

Sponsored by:

Heather Dodge | Manager, Retirement & Financial Wellbeing, KinderCare Education
Sarah Redgrave | Vice President, Total Rewards & Family Support and Interim VP, Center Operations, KinderCare Education
Wellness programs can be an effective way to engage employees in the workplace so that when they are at work they are present, focused, healthy and happy. Over the last several years, employer sponsored wellness programs have evolved from delivering programs focused on physical health and cost containment strategies, to programs that include holistic programming focused on employee wants and needs. When wellness is done for employees, instead of to employees, it can be a powerful way to strengthen the relationship between the employee and employer, drive a unique workplace culture and improve the overall employee experience. Columbia Sportswear's wellness programs have evolved to support employees in the workplace and beyond so that they can thrive professionally and personally. We'll share how we've brought physical, social, community, financial and career well-being to the workplace to improve employee engagement. Hear about some "outside-the-box" ideas around what wellness programs can include and how wellness programs have improved our employees' experience at Columbia.
Cassie Buckroyd | Manager, Wellbeing Programs, Columbia Sportswear Company
2:15-2:45pm
2:45-4:00pm Sales compensation creates a data-rich environment. The data tells a story of the good, the bad and, well, the not so good. Know these seven most common sales compensation analytics and how to use them to improve sales compensation at your company: pay vs. performance, pay percentile distribution, quota size vs attainment, quota performance histogram, quota attainment percentile distribution, pay mix variance, and measure weight variance. This session will outline what the analytic is, what the results mean, and how to use the results to drive plan design changes. We will also include variations for commission-only plans.
David Cichelli | Senior Vice President, The Alexander Group, Inc.
In 2014, LAIKA moved to a self-funded medical plan with the idea that they would be able to employ cost-saving strategies while improving the health and well-being of their employees. In 2016, LAIKA implemented a non-qualified High Deductible Health Plan and built a relationship with GreenField Health to provide personalized primary care services at a near site location. Members are able to access services through GreenField with no copayments or coinsurance. In addition, services that are referred to outside specialists have copayments, removing the barriers to receiving care. The GreenField Health model restores the relationship with the member, allowing the member 24/7 access to their specific provider via longer in-person medical appointments, email and phone calls. GreenField provides traditional primary care, in-office medical procedures, physical therapy, behavioral health, nutritional counseling, wellness and disease management.
Tricia Hecht-Glad | First Vice President, Alliant
Beverley Menillo | Head of Benefits and Compensation, LAIKA
People are like plants. The have the inherent desire to grown within them-yet you can't force them to grow. You can't even help them grow. All you can do is provide the right environment, and they will grow themselves. And wellness programs are the perfect vehicle to create that environment. Learn how to make your company an environment that fosters personal growth-and watch your bottom line grow too!
Tad Mitchell | President and CEO, WellRight
4:00-4:15pm
4:15-5:15pm Whether you realize it or not, the most influential person in the room is the one who's mastered the art and skill of effective business communication. Sitting at your desk and hoping someone notices your efforts doesn't work as a career development strategy. Talking does.

Veteran sports broadcaster Jen Mueller excels in conversations, not just the kind that happen during live TV and radio interviews, but the conversations that develop rapport and build the kind of trust needed for bigger conversations. She doesn't just talk sports. You don't just talk compensation. That's not always the way it comes across at work, and it's why you need the strategies and insights Jen will share. She will:

- Reveal her strategies for working a locker room that make conversations with colleagues more productive and less stressful
- Demonstrate how to utilize small talk as an internal networking opportunity to connect with colleagues
- Show you how to exploit a conversation loophole and spotlight your accomplishments using Success Statements
- Explain why the most successful people think like rock stars not superheroes

You don't have to be a sports fan to benefit from the way Jen approaches conversations in unique and highly visible situations. She'll give you a different way to think about business communication and tools that enable you to be more strategic, effective and influential in daily conversations.
Jen Mueller | Founder & Speaker, Talk Sporty to Me
5:15pm
5:30pm-6:30pm

Schedule subject to change.

View last year's conference program and speakers here.