Randi Frank HR Consulting

By

TIP 1: The Fair Labor Standards Act (FLSA) – Hello New Year! Hello New Rules!

HR mistakes cost more than small businesses can afford

This 8-part blog series highlights a few of the many laws that apply to all businesses or to those with 11+, 15+, 20+, or 50+ employees. We also provide best practice tips to help small businesses avoid costly mistakes. Many of our examples also apply to non-profit agencies and the public sector.

TIP 1: The Fair Labor Standards Act (FLSA) – Hello New Year! Hello New Rules!

FLSA 1938 is a federal law that provides guidelines for employers to determine whether an employee is:

  • Exempt from overtime rules and pay; or is
  • Non-exempt and therefore, must be paid overtime (1.5 times their hourly salary if they work more than 40 hours in a week)

As of January 1, 2020, the law has changed. If you have employees who are paid:

  • LESS than $684/week (or $35,568 per year), then they are automatically eligible for overtime (the salary amount used to be $23,660 per year);
  • OVER $35,568/year, it is no guarantee they are ineligible for overtime. In these cases, we must examine their job responsibilities in a number of different areas to determine if they are exempt from overtime. To determine an employee’s status, it is important to have a job description. For best practices on job descriptions, see Tips on Job Description

If you are not sure whether a person is eligible or exempt from overtime, call us. We can help write your job description and perform a test to determine if their status is exempt or non-exempt.

Questions? Contact us today!

By

Tips for New Leaders/New Executives Tip 7: Be Prepared to Be a Supervisor

A promotion that changes your position from colleague to supervisor will change the working dynamic with your colleagues. Here are some tips to help you manage that transition successfully.

Be prepared to be a supervisor. Avoid playing favorites.

  1. Favoritism is one of the biggest complaints about new supervisors. Some old colleagues may expect favors since you worked together previously but you must be fair and equitable to all–including old friends and co-workers and those you only know in passing.

Be ready to discipline a friend if they do not meet expectations after you have warned them and explained what is expected.

Questions? Contact me today!

By

Human Resources Director, Danville, KY

CITY OF DANVILLE, KENTUCKY

Human Resources Director

This position provides an excellent professional opportunity to work with a high-quality professional management team and a new City Manager.

Danville is located on the southern edge of Kentucky’s famed Bluegrass Region, 35 miles southwest of Lexington. The City covers approximately 15.09 square miles and is a thriving community of 16,690. Danville is blessed with an abundant water supply, highly efficient roads and infrastructure and a well-educated citizenry. The City is home to Centre College which was founded in 1819 and is now among the most prestigious small liberal arts colleges in America. As the County seat for Boyle County and home to the areas major governmental, healthcare, educational and retail amenities, Danville is the business hub to a five (5) county, 100,000+/- population region. Danville’s cost of living is very reasonable.

The City of Danville operates under a Commission/Manager form of government. Accordingly, the City Manager serves as the Chief Executive Officer for the City. The Human Resources Director appointed by the City Manager (with approval from the Commission) manages the human resources function under the general director of the City Manager. The Human Resources Director’s duties include: developing, implementing, and administering HR policy development and administration; recruitment, recommend selection/placement/promotion for all authorized positions, position classification and pay; employee relations programs, performance management/employee evaluation processes, and employee development. Administers, manages, supervises, and offers technical support to subordinate staff; serves on the city’s budget team. Administers workers compensation, retirement, employee benefits, and all human resources policies, procedures, and informational systems in accordance with the city’s approved personnel policies and applicable federal and state law.

Danville provides a full array of municipal services. Departments include Information Technology, Finance, Engineering (includes Public Works), Codes/ABC/Parking, City Clerk, City Attorney, Human Resources, Police (includes the 911 Center), Fire, Utilities (Water & Wastewater) and Administration. Planning & Zoning, Economic Development and Parks & Recreations services are provided through city/county appointed boards. The 2019/2020 City budget appropriation is $50,897,616 million. Danville employs approximately 150 FTE’s. For more information about Danville, visit http://www.danvilleky.gov/. The current Human Resources Director is retiring with over 28 years of service.

Qualifications: Bachelor’s degree in Business Administration, Public Administration, Human Resource Management, Organizational Management or related field (Master’s Degree preferred), with a minimum of five years of managerial experience in a human resources department or related management position required. Relevant city government experience preferred; SHRM or IPMA certification a plus. Must have and maintain a valid driver’s license.

The beginning salary for the position is negotiable based on qualifications and experience. City benefits are excellent.

The position will remain open until filled with the first resume screening scheduled for December 20, 2019. To be considered for this highly attractive professional opportunity, please email your resume and cover letter to Slavin Management Consultants at [email protected].

For more information about the position and/or the recruitment process you are invited to contact either Bob Slavin at [email protected] (770) 449-4656; or Randi Frank at Randi Frank Consulting, LLC [email protected] (203) 213-3722. Click here for detailed Profile.

The City of Danville is an AA/EOE Employer

By

How to Retain your Talented Employees

To retain your great talent for your organization you need to put forth a great effort during their on-boarding and continue to engage your employees with Stay Interviews. What do I mean?

If you want your great talent to stay with your organizations then you need to make them feel welcome on day one and let them know how important they are to your organization, your mission, your clients and other employees in the organization. How do you do this – well you don’t say here is your desk and computer we know you will be great and let them fend for themselves. You need to provide them with all the information about their job/position with a job description (see blog on job description tips). You need to provide them a profile or brochures about your organization – either the profile you use for your recruitment (see sample profiles on this website) or brochures that describe the organization, mission, vision, organizational chart, etc. Then explain how your new employee fits into the organization and how they will make a difference. (see tip related to on-boarding for more information)

Once they have been with you for 3 months make sure you check in to see how they are doing and at 6 months and 9 months. Then at one year you should do a Stay interview to find out what you can do to keep them engaged and find opportunities for them to grow. (see tips on Stay interviews). In addition to the tips described I have provided you with a number of additional questions to ask the employees during the Stay Interview (This is information obtained at the International City/County Manager Association Conference 2019)

  • What do you like most about your work?
  • What keeps you here?
  • What would entice you away?
  • What do you want to learn this year?
  • Is there anything you’d like to change about your job?
  • Do you feel recognized for your accomplishments?
  • What strengths or talents do you have that aren’t being used?
  • How do you like to be recognized, acknowledged, and rewarded for a job well done?
  • What is your greatest challenge or roadblock?
  • What part of working here strikes you as ridiculous?
  • What would make your work more meaningful and satisfying?
  • How can I or the organization help you reach your career goals?
  • What support do you need to be more effective?
  • If you could wave a magic wand, what changes would you make in the work environment?
  • What can we do to ensure we keep you with us?

For a great source on this topic see my partner, Georgian Lussier’s book titled “Are your Star Performers Packing their Bags? How to Persuade them to Stay” it can be purchased by going to this Link: https://ryangroup.contentshelf.com/product?product=I130129000000BF7

By

Highway/Public Works Foreman

Organization: “Town of Middlefield, CT”

Town of Middlefield, CT
Announces the Recruitment of:
Highway/Public Works Foreman

The purposes of this position are to be responsible for the planning and organizing of the safe and efficient operation of light and heavy vehicles and power equipment on assigned projects or activities of a public services nature which may entail road and sidewalk construction and maintenance; storm water systems maintenance and construction; maintenance of town facility grounds; tree work and road side mowing, etc. An individual in this position is also expected to perform many different types of maintenance, mechanical and repair work and manual labor in addition to driving CDL vehicles. The Highway Forman is required to exercise judgment in administering and managing the Highway Department and is responsible for maintaining and improving upon the efficiency and effectiveness of all areas under his/her direction and control. Opportunity to become a Public Works Superintendent with training and good performance.

Reports to the First Selectman who is looking for a proactive member of the management team to take the department to the next level. Learn more about this charming community at their website: http://www.middlefieldct.org/about-our-town/

Essential Job Functions:

  • Supervise, inspect, manage and plan all highway operations
  • Assigns and trains staff.
  • Prepares Department budget and monitor expenditures.
  • Oversees the purchase of supplies, materials and equipment for Highway operations.
  • Performs manual and machine assisted maintenance, repair and construction work of roads, sidewalks, curbs, storm water systems, catch basins and drainage ditches, etc.
  • Manage snow storm response including plowing snow
  • Operates large heavy equipment for such projects as catch basin repair or construction; storm water drainage repair and construction; digging ditches and laying pipe.
  • Performs town facility grounds maintenances and construction.
  • Is subject to call out to respond to emergencies after normal working hours.
  • Oversee the maintenance of vehicles and equipment including performing basic vehicle mechanical work on heavy equipment and trucks.
  • Assist with town wide events
  • Performs tree trimming and removal of trees as needed
  • Assists with preparing, maintaining and performing job site and work safety practices. Observes all OSHA requirements on work sites and in Highway Garage.
  • Consistent on-site office and on-time attendance is essential for this position

Qualifications:

Must have a High School Diploma or GED with over 7 years of construction and heavy vehicle driving experience in a municipal operation; or any equivalent combination of education, experience and training. Must have and maintain: Commercial Driver’s License (CDL) Class B with airbrakes endorsement; Tank Endorsement preferred; Must submit to CDL Drug testing regulations.

Salary & Benefits:

Salary Range is $66,000 to $76,000 depending upon qualifications and experience. A union position with great benefits including: CT Municipal Employees Retirement System (MERS) with minimal employee contribution; Comprehensive Medical Benefits (with vision coverage) through Connecticare H.S.A. with 6% contribution by employees; Life Insurance benefit of $20,000 at no cost to employee; Tuition Reimbursement encouraged for this position; uniform allowance; generous policy for vacation, sick, holiday and personal leave.

Salary & Benefits:

Open until filled with the first screening process to be on October 30, 2019. Mail or Email your resume and cover letter to the First Selectman

Edward P. Bailey, First Selectman
Town of Middlefield
393 Jackson Hill Road
PO Box 179
Middlefield, CT 06455
[email protected]

By

Executive Search Tip 7: How does the firm make a presentation of Candidates to Client?

Now that we’ve gone through all the resumes, conducted telephone interviews and asked candidates to complete a questionnaire we present a semi-finalist list to the client. This is prepared as a report which includes a list of the top candidates with their resume, cover letter, questionnaire and any other information we have gathered about the candidates. Sometimes the candidates are rated as A & B candidates to offer the client our thoughts and other times they are not ranked. The level of input regarding ranking would be determined prior to the report. Some agencies prefer this while others want to rank the candidates themselves.

We also provide an excel sheet with a summary of each of the top candidates pointing out degrees, past position titles, expertise in specific areas related to the position, etc. Some clients also request that we show them all the candidate names and why they were not included in the top semi-finalist list. This allows the client to hear our report, review the materials and decide which candidates fit their organizational culture. Once the selection is made we will start the reference and background work on each of the candidates.

Questions? Contact me today!

By

Tip 4: Performance evaluation provides information and justification for compensation and promotion.

Accurate performance evaluations help managers promote the right employees. Performance evaluations also help determine pay increases and bonuses for employees. When employers link performance evaluation to pay raises and promotion, it shows that they distribute compensation on a fair and credible basis. For example, if your company has a 5-point rating scale, your policy might be that employees whose performance ratings are below 3 are not eligible for a salary increase; if the rating is at 3, they get a 1% pay increase; if at 4, a 2% pay increase; if at 5, a 3% pay increase.

By

Orientation & Onboarding Tip 6: Have all paperwork ready for your new employee on day one, from Human Resources, Payroll and the Benefits offices.

A well-organized essential document packet will give the employee confidence that their employer is detail oriented and efficient and that all legal and financial documents are in place.

Things to include in your package might vary, but here is a list of commonly included documents:

  • Federal W-4, State W-4
  • Emergency Contact form
  • I-9 form
  • Health/Medical Benefit Enrollment form and Health Insurance Plan booklet
  • COBRA form
  • Direct Deposit form
  • Life Insurance form
  • Deferred Compensation form (401K) or Pension Enrollment form
  • Credit Union form and description (optional)
  • Employee Assistance Program information
  • Workers’ Compensation Program information

By

Engineering Services Manager for Brazos River Authority, TX

The Brazos River Authority, TX Invites Qualified Candidates to Apply for
Engineering Services Manager

The Brazos River and its tributaries begin as a trickle in the west and gain momentum as the river heads south. By the time it reaches the Gulf of Mexico, the Brazos River basin has provided billions of gallons of water each year for cities, agriculture, industry and mining.

The Brazos River Authority (BRA) was created by the Texas Legislature in 1929 as the first government entity in the United States established specifically for the purpose of developing and managing the water resources of an entire river basin.

Today, the BRA’s staff of more than 250 develop and distribute water supplies, provide water and wastewater treatment, monitor water quality, and pursue water conservation through public education programs. The BRA is entirely self-supporting; it maintains and operates reservoirs and treatment systems using revenues from the customers it serves. The BRA water supply system includes 11 reservoirs scattered across the 42,000 square mile river basin.

The Engineering Services Manager reports to the Technical Services Manager but works with all departments of the BRA. The purpose of the position is to manage various engineering projects and provide engineering expertise on BRA projects including dams, reservoirs, pipelines, pump stations, water treatment plants and waste water treatment plants and all related equipment and facilities. While the majority of engineering work performed for BRA will be through engineering consultants, the position also functions as the Engineer of Record providing direction and supervision of design work, preparation of technical specification and construction drawings for facility improvement projects, and signing and sealing same in accordance with the rules and regulations of the Texas Board of Professional Engineers on behalf of the BRA. For work designed and construction supervised by consultants, the position ensures that BRA is providing appropriate, owner focused engineering oversight of work. The position supervises 6 direct reports and about 17 indirect reports and is responsible for overseeing the maintenance of the central office facility and use of all property and easements, electrical and SCADA systems, construction oversight and owner monitoring of contracts. An essential function of this position is to supervise engineers and develop engineers in training.

QUALIFICATIONS

The qualifications would generally be met with a Bachelor’s Degree in Engineering or a related field from an accredited school with preference for a Master’s Degree along with over 10 years of engineering experience including 5 years at a manager’s level. The position requires a P.E. in civil engineering, mechanical engineering, or structural engineering with a preference for experience with dams. Also required is a valid driver’s license with a good driving record. Candidates will need to get a Texas P.E. and driver’s license in a reasonable time after being hired, not to exceed 1 year. Candidates should have engineering design experience with extensive experience in managing infrastructure capital improvement projects from conception to implementation by working with a team of employees, engineering consultants and contractors.

Compensation and Application Process

Open and competitive starting salary DOQ—Salary Range$97,577-$156,123 (Midpoint $126,850). Excellent Employee Benefits

If you are interested in this position and want to be considered for this great opportunity, please email your resume and cover letter to Ms. Frank [email protected]  and see 10 page profile with more details about position, benefits, opportunities, etc.at www.randifrank.com.

Position open until filled with first screening August 14, 2019. More information about the BRA is available on the website: https://www.brazos.org/.

By

Career Changes – Is it possible to completely change my career?

This is a very difficult question.  It really depends upon your current career and your future career.  It also depends on your competition and the type of companies and organizations recruiting for your chosen new career.

  • Some positions are easy for transition such as a nurse who rather be an EMT and on the front lines.  The skills and knowledge are perfect for a transition and in fact any Ambulance Service would love to have a nurse on their staff.
  • However, if you want to go from being a social worker to being a nurse you will have to go back to school since one can not become a nurse without the appropriate degree even if you already have a masters in social work.
  • If you are applying for a position that you have never done and all the other candidates have been doing the job for 5-10 years it will be very hard to pass the recruiters screening process since the employer would rather have a candidate with experience then one they would have to train and don’t know could adopt to such a different position.
  • However, there are some very innovative firms and organizations that are looking for the right type of person and not a person with specific experience.  These firms will recruit for certain skills, personalities, values, and ethics of candidates and then train them. For example, some of the large consulting firms go directly to graduate schools and find students that excelled in school and pass certain personality tests then train them to handle consulting projects under senior consultants with years of experience.
  • So, you need to do your research on the new career.  Gather as much information about the career, look at job descriptions, review educational programs about the career, etc. Then research the types of companies that may have the appropriate careers and find out about their recruiting methods and what the advertisements say about the position – are they looking for experience or the right fit. Maybe there is someone you know already in the position you can get to know and ask for advice. There are always career coaches and personal coaches that can assist.  If there is an executive search firm being used – contact them.

Again, review my other blogs on: 

“Tips on preparing resumes” 

“Tips on interviews for candidates” 

“Working with executive search firms”

By

Promotions – How do you prepare for your next promotion?

  1. First you want to update your current resume – make sure it has all positions listed from the last time you updated the resume.  Make sure you have added all the large projects you have handled since the last update. Check to see it has the correct dates and new skills you have gained.
  2. Learn more about the position you are interested in for that promotion. Find the job description and read it for the important qualifications, skills, knowledge, abilities and education needed for the position.
  3. Make sure you have 70% of the skills and qualifications requested before you apply for the promotion.  If not, look for educational opportunities to gain the appropriate skill, knowledge and abilities.  If education isn’t needed then maybe it is experience. Volunteer with your current employer to take on more responsibilities that show you can handle the larger projects or the advanced skills.  Maybe there are opportunities for mentorship or shadowing programs at your organization so you can understand the needed responsibilities for the promotion
  4. Determine if there is the ability for a promotion with your current employer or if you will have to look for another firm or company for the right opportunity. If there is a position in your organization then make sure your supervisors know of you interest and show them your updated resume. If you will need to look for another organization then do your research about the places to find the appropriate position for you and follow the tips on my various blogs about :

“Tips on preparing resumes”

“Tips on interviewing for candidates” 

“cover letters” and 

“Working with executive search firms”

By

City Planner Position Available, City of Waterbury, CT (Population 110,000)

Located only two hours from New York and Boston off of interstate 84, Waterbury is a great location to live, work, learn and play. Waterbury, Connecticut, is a city that’s going places. With a highly skilled workforce, a robust infrastructure, and manufacturing companies that have re-invented themselves to adapt to the new economy. Waterbury neighborhoods are thriving with new schools. Businesses are being motivated to come to town. But the real gift to the region is the cultural flavor that remains in the neighborhoods established by early immigrants, which gives Waterbury its diverse personality, rich traditions, and highly engaged people.

The City Planner performs highly responsible, professional and administrative work. This position directs, actively manages and the leads the Planning Department which includes: Land Use, Wetlands and Zoning Enforcement. The Planner is responsible for short- and long-term planning needs of the City including the City Plan of Conservation and Development which was last updated in 2015 and will require updating by 2025. Supervises and assigns work to the three Land Use Officers who assist with development plans and permits and enforcing zoning and inland wetland regulations. Works with and provides advice to the following Boards and Commissions: City Plan Commission, Zoning Commission, Inland Wetlands & Watercourses Commission, and Zoning Board of Appeals.

Qualifications:

Master’s degree in planning or related field from an accredited college or university with major course work in urban planning, regional planning, urban design, public administration, business management or a closely related field, plus five years of increasingly responsible experience in comprehensive urban planning preferably with a mid-to large-sized municipality, including two years of administrative and supervisory responsibility;  6 additional years of responsible planning  experience is acceptable in lieu of Masters’ degree; AICP certification preferred

Compensation and Application Process

  • Open Competitive Examination for: City Planner—Salary Range $85,000-$120,000
  • Excellent Fringe Benefits. This position has a Three (3) year contract provision per City Charter
  • To Apply you must complete an application which can be found on the website at:
  • Home Page of Human Resources— Click on City Planner for details & instructions 
  • Application can be found at bottom of Human Resources Home page or with this link
  • General Application                              
  • Or visit Civil Service Office, Chase Municipal Building, 236 Grand St., 2nd Floor, Rm 202 Waterbury, CT 06702 for application and notice of position.
  • Applications must be submitted via mail to office above or via email at [email protected]   or fax to 203-574-8087. Copies of Degree or Transcripts and applicable Certifications must be submitted with Application
  • If you have questions about the position please contact our consultant—Ms. Randi Frank at [email protected] or 203-213-3722.  See Profile on City Web Site or at www.randifrank.com

POSITION OPEN UNTIL FILLED OR SUFFICIENT APPLICATIONS RECEIVED

First Application Screening process will be July 24-Aug 5, 2019

City of Waterbury is an Equal Opportunity Employer—E.O.E. M/F/H/V

EEOP Utilization Report available upon request

By

Should you write a Cover Letter?

As you know I handle a lot of executive searches and recruitment projects as part of the services provided by Randi Frank Consulting, LLC.  People always ask if they should write a cover letter with their resume when applying for a new position/job.  If the advertisement says please provide a cover letter and resume then always provide a cover letter. If it is not mentioned then you have a choice.

  1. If you have a very standard resume and it is not tailored for the specific position for which you are applying then you want to use the cover letter to address specific issues related to the job. For example, you want to mention the title of the position for which you are applying and cover a number of points related to the qualifications such as experience and education. You may also need to show in your letter why you feel your qualified for the position based on the skills you have acquired in past positions even if it is not the same title of the job for which you are applying. If you are applying for a Managers position and none of your job titles include the manager title then your letter can highlight your project management experience in which you coordinated with about 3 departments or 10 employees.  If you were a manager in a volunteer position then you can also address that in the cover letter. The objective of the cover letter is show your enthusiasm and to indicated why you think you are qualified for this specific position.
  2. If your resume is specifically tailored for the position in which you are applying and you have all the same titles in past positions and have listed all the skills, experience and education for the job – then maybe a cover letter is not needed.  However, you may want to do a short cover letter to let the recruiters know why you are interested in the position such as moving to the area, ready for a new and larger challenge or even not wanting to move with your current firm to another state.
  3. If your have any gaps of time in your resume when you were not working then a cover letter is needed to explain so they do not eliminate you automatically.

For your information – I do not read cover letters until I check out the resume first to make sure a candidate is qualified.  If they are qualified or partially qualified then I read the cover letter to gather more information about the candidates.  Please see my blog about “Tips on Preparing Resumes” to make sure the recruiter will take a second look at your resume.

Member – Louisville Independent Business Alliance

member of Louisville Independent Business Alliance

Follow Us