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The interbiznet Bugler
interbiznet presents The Bugler
September 24, 2007

Lean Staffing
In virtually every corporation, there are strategic requisitions and tactical requisitions. There are the often repeated assignments and the jobs that are relatively unique to the organization. There are bulk occupations and there are core competencies.   (Read More) Reveille and Hyperbole:
TempWorks Software announced that they will support the healthcare staffing community at the upcoming Healthcare Staffing Summit hosted by Staffing Industry Analysts this week, September 24-27, in Chicago.

Candidate Manager, one of the fastest-growing talent management solution providers, announce SNC Lavalin Engineers & Constructors as new client in Canada. SNC are a globally regarded engineering and construction company and have chosen Candidate Manager's enterprise talent management solution to manage their recruiting process. For further information, to find client case studies or to view a product demonstration, go to, an affiliate of Advance Internet, Inc., a leading creator of highly interactive, online community-based news and information Web sites created in alliance with over 36 newspapers owned and operated by Advance Publications Inc., leads the trend by making it possible to have real-time local news around the clock.

Comings and Goings:
Monster Worldwide appointed Art O'Donnell to executive vice president for customer service and Lisa Poulos to executive vice president of product development.

You Should Know:
Minister of Citizenship and Immigration Canada, Diane Finley and Minister of Immigration for Nova Scotia, Carolyn Bolivar-Getson signed the new cooperation agreement on September 19. The agreement renews the Nova Scotia Provincial Nominee Program (PNP) and clearly defines federal and provincial roles and responsibilities with respect to Nova Scotia immigration. It also highlights the importance of involving community stakeholders in welcoming newcomers to the province. Federal-provincial immigration partnerships have become increasingly common as provinces vie for Canadian immigrants to fuel population and labour force growth, says Canadian immigration Attorney David Cohen, of the law firm of Campbell Cohen.

The implications of the new Agreement for Canada-Nova Scotia Co-operation on Immigration are:
    - There will no longer be a limit on the number of individuals that Nova Scotia can nominate for Canadian Permanent Residency (under the Nova Scotia PNP), allowing the province to bring in more immigrants with skills in demand by Nova Scotia businesses.
    - Canada and Nova Scotia will work collaboratively on overseas immigration marketing initiatives, including promotion to international students and temporary foreign workers.
    - Through information sharing, Canada and Nova Scotia will develop and implement labour market integration strategies, including foreign credential recognition programs.
    - Nova Scotia's immigration targets will address particular social, demographic, economic development, and labour market needs.
Attorney Cohen is encouraged that the restriction on the number of Nova Scotia provincial nominees has been removed. "If we have more immigrants coming to Canada under Provincial Nomination Programs (with secured Canadian employment), we will have more newcomers successfully integrating into the Canadian workforce," he explains. "Successful labour market integration means an easier settlement process for the newcomer, a better retention rate for the nominating province, and a positive contribution to the Canadian economy."

Courtney Mullins
Campbell Cohen Law Firm Inc.


Survey Says:
Buck Consultants, an ACS company and one of the world's leading human resource and benefits consulting firms, today announced the results of its national survey of U.S. employers on compensation planning.

For most employee levels, average planned salary increases for fiscal year 2008 equal the average target salary increases for fiscal year 2007. Salary increases for 2008 range from 3.8 percent for non-exempt employees to 4.3 percent for executives. In fact, executives were the only employee group whose average salary increase changed from 2007 to 2008 -- with a slight decrease from 4.4 percent in 2007.

Buck's survey, "Compensation Planning for 2008," was conducted in the first half of 2007. It analyzed responses from 415 organizations on their compensation budgets, reward program components, and pay for performance plan designs.

The largest proportion of salary increase spending is on merit pay, with merit budgets representing about three-quarters of total salary increase spending. Average planned merit increases for 2008 range from 3.1 percent for non-exempt employees to 3.6 percent for CEOs.

"Our study found that approximately three out of four organizations target non-executive base salaries at the 50th percentile of the market," said Larry Reissman, a Buck principal who directed the survey. "This indicates most employers are managing their total compensation costs very carefully, which creates challenges when rewarding their top performers."

Eighty-six percent of respondents report that they consider individual performance when determining the size of merit increases. However, Buck's survey results show that the actual effect of performance on pay increases is modest, at best. For example, employers using a five-point performance rating scale (55 percent of respondents) report that the average pay increase for the highest performance rating was 3.5 percent -- given to the top 10 percent of performers. This compares to an average pay increase of 2.8 percent for the next two performance categories -- given to three-fourths of the population.

"In our experience, organizations need to re-engineer -- not just tweak -- their reward programs to achieve meaningful pay for performance as well as the return on salary expenditures management expects," said Reissman.

Other key findings include:
  • Sixty-two percent of respondents have a separate promotion budget. Median promotion increases range from 6.5 percent for non-exempt employees to 10 percent for executives.
  • Sixty-seven percent of employers offer one or more short-term incentive plans.
  • Fifty-seven percent of respondents offer hiring and/or retention bonuses. Median hiring bonuses range from five percent of base pay for non-exempt employees to 20 percent for CEOs.
  • Buck Consultants, an ACS company, is a leader in human resource and benefits consulting with more than 1,500 professionals worldwide. Founded in 1916 to advise clients in establishing and funding some of the nation's first public and private retirement programs, Buck is an innovator in the areas of retirement benefits, health and productivity programs, talent management and rewards strategies, and employee communication. News and other information about Buck Consultants are available at Buck is an independent subsidiary of Affiliated Computer Services, Inc.

    ACS, a global FORTUNE 500 company with 60,000 people supporting client operations reaching more than 100 countries, provides business process outsourcing and information technology solutions to world-class commercial and government clients. The company's Class A common stock trades on the New York Stock Exchange under the symbol "ACS." ACS makes technology work. Visit ACS on the Internet at

    Buck's survey report, "Compensation Planning for 2008," is available for $200 from Buck's Global Survey Resources, 500 Plaza Drive, Secaucus, NJ, 07096-1533. Telephone 1-800-887-0509. It can also be ordered online at

    Media Contact: Ed Gadowski
    Buck Consultants
    Edward.gadowski @

    Deep Release:
    Impact Achievement Group Recognized Among Top Leadership Development Vendors in Bersin & Associates Research

    Company rates impressive marks in new report titled, "High Impact Leadership Development"

    Impact Achievement Group has been named among the top leadership development vendors in a new research report from Bersin & Associates, "High Impact Leadership Development: Trends, Best Practices and Industry Solutions."

    The company scored impressively in the report's Leadership Vendor Market Map, alongside such industry veterans as AchieveGlobal, DDI, SkillSoft and CCL. These leading vendors are analyzed and profiled in research collected for the report by Bersin, a respected independent research firm focused on enterprise learning and talent management.

    "Impact Achievement Group is quickly establishing itself among the top-tier vendors in the leadership development market, attracting a premium list of clients," said Josh Bersin, president and founder of Bersin & Associates. "They offer a powerful suite of solutions that represent research-based best practices and years of practical experience with a very competitive fee structure."

    Bersin also noted their use of valuable tools and techniques such as their Leadership Impact Survey ™ and their 5-on-5 tool, which greatly improve performance evaluation processes, alignment, employee performance levels and ROI.

    In the Leadership Vendor Market Map, Impact Achievement Group ranked highly for its Scalability and Breadth of Leadership Content, including such areas as leadership & management development, customer loyalty, succession planning, coaching, assessments, and performance management consulting.

    Building on its record growth and profitability over five years, Impact Achievement Group doubled its client base and revenue during 2006. According to Lee Klepinger, president and chief executive officer, the company's success is due to its commitment to personalized service, quality of solutions, and value pricing.

    "The Bersin report is breakthrough research to help organizations make better-informed decisions, reflecting Bersin's broader approach in helping organizations identify and incorporate best practices in developing effective leaders," said Klepinger. "Our approach focuses on providing clients with highly practical, story-based workshops, coaching, and blended solutions based on leading-edge assessments."

    For those interested in purchasing a copy of the Bersin report, please visit:

    About Impact Achievement Group
    Impact Achievement Group is a training and performance management consulting company that provides assessments, coaching, story-based interactive workshops, and simulations for managers at all levels of the organization. Impact Achievement Group helps companies worldwide dramatically improve leadership and management competency for bottom-line results. Company experts and co-authors of "People Leave Managers…Not Organizations," Rick Tate and Dr. Julie White are internationally recognized authorities in leadership development, human performance, service quality and communications. For more information, visit

    Lee Klepinger
    Impact Achievement Group
    leek @ Guide to Top Specialty Boards Guide to Top Specialty Boards
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    Employer's Corner on

    Material from John and Bridget Sumser, Rethinking The Workforce is available for download.

    Ten Principles for Recruiting An Integenerational Workforce from John Sumser.

    White Papers and So On: offers seven whitepapers at

    Lean Staffing Institute on Referrals from The Empower Network.

    ATS Sourcing Whitepaper written by Jake Firth of

    Staffing Strategies: Can You Find, Recruit, and Retain the Talent You Need?
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    Multigenerational Recruiting Slide Presentation done at OnRec by John and Bridget Sumser.

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    interbiznet and present Boomers to Bust Age Bias? Baby Boomers Redefine Retirement

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