How to Motivate Change

Our November chapter meeting is focused on change management. As a project manager,

every day I act as a “change agent” or influencer, and help guide and ease people through

changes. But change happens in our personal lives too. And sometimes, (ok, many times)

we need to be our own change agent and motivator to face a change or meet a goal - and

that can be a lot more difficult than we think.

I recently read an article titled “The Ultimate Guide to Motivation – How to Achieve Any

Goal” (found here http://zenhabits.net/the-ultimate-guide-to-motivation-how-to-achieve-

any-goal/). Below are eight ways to motivate yourself that they share in the article.

1. Start Small – Start with an easy goal, don’t start big. Take small steps and grow from there.

2. One Goal – You can’t maintain the energy and focus for too many goals. Chose one goal and focus on it completely.

3. Examine Your Motivation – Know the reason. You should really, really want this to hap-pen for really good reasons.

4. Really, Really Want It – Be passionate about what you’re working toward, something you’re excited about and something you want deeply.

5. Commit Publicly – None of us likes to look bad in front of others. Share your goal with others and hold yourself accountable.

6. Get Excited – When you find excitement build on it. Talking with someone, or reading as much as you can about your goal, can help visualize what it would be like to be success-ful. Carry that energy with you.

7. Build Anticipation – When you have a new goal, don’t start right away. Set a date in the future. Get excited about the date. Make the date important and start writing out a plan. Building the anticipation will help increase your focus and energy to work on the goal.

8. Print It Out, Post It Up – Print it out in big words to keep your focus and excitement.

The article also includes 20 tips to sustain your motivation when you’re struggling. Those

tips can be found here (http://zenhabits.net/the-ultimate-guide-to-motivation-how-to-

achieve-any-goal/)

If you like these tips, and want to learn more, join us November 19th to hear Paul McMur-

ray share tips and insight on how to make long-anticipated improvements in your personal

life, career or relationships.

President’s Corner by: Dawn Atwood, PHR, PMP

Montgomery County SHRMMontgomery County SHRMMontgomery County SHRM N O V E M B E R 2 0 1 4

NOVEMBER 6TH

MCSHRM 1 DAY CONFER-

NECE & NETWORKING HAPPY

HOUR

Gaithersburg Hilton

Pending– 6 General HRCI Credits

Pending– 2 Business HRCI Cred-its

Click here for more details

NOVEMBER 19TH

BREAKFAST MEETING

Change Management & Personal Change -Submitted for 1.5 HRCI -

General Recertification Credits

Gaithersburg Hilton

7:00 am to 9:00 am

Click here for more details

Sponsor a Meeting! Contact Ericka

Carmona Vega at ecarmona-

vega@fourhcouncil.edu

Sponsor a

Networking Event!

Contact Kelly Collins

301-217-5415

V O L U M E 2 5 I S S U E 1 1

Join MCSHRM on Social Media

MCSHRM Calendar of Events

M O N T G O M E R Y C O U N T Y S H R M

V O L U M E 2 5 I S S U E 1 1 P A G E 2

Looking Towards the Future! 2015 Here We Come! By Robin Marquart, PHR

I believe we’d all agree MCSHRM’s 2014 has been jammed packed with amazing professional development and networking opportunities. There-fore, we are getting ready to plan 2015 in order to ensure it will offer all these fabulous benefits and more to

our current and future members.

On November 7th, we will be sending each MCSHRM member an email containing a link to the election ballot for the 2015 MCSHRM Board of Directors. Below is a list of individuals/positions for which individuals have been nominated. Please take a moment and place your vote on who you believe will be the best leaders for MCSHRM in 2015.

As of today, there are two director positions open for nominations Director of Communications and Director of Hospitality. WE NEED YOU to consider to volunteer for one of these positions! The MCSHRM BOD meets on the first Wednesday of every month (except July) from 6:00 p.m. to 7:00 p.m. in Rockville. Together we share a meal, ideas, and help direct the MCSHRM Chapter towards membership growth, expanding the chapter’s education benefits, and strategically align with National SHRM to remain a chapter in good standing. All BOD members are required to attend a minimum of eight chapter meetings throughout the 2015 calendar year and attend ten BOD meetings either in person or via conference call.

WHAT’S IN IT FOR YOU? In addition to being able to work with an AMAZING group of HR leaders, BOD mem-bers receive free attendance at all monthly meetings and professional development conferences in 2015. This equates to a large savings for both you and/or your or-ganization!!

Please feel free to contact me directly if you have any questions or would like to volunteer to run for one of these FANTATSTIC OPPORTUNITIES at rob-in.a.marquart@erac.com or give me a call at 301/212-8218.

2015 MCSHRM Board of Director Position President-Elect:

Running: Karin Wentz, PHR

Treasurer:

Running: Allyson Mueller, PHR

Secretary:

Running: Glenda Winters

Membership Director:

Running: Vivie Yen PHR, CBP, CCP

Programs Director:

Running & 2014 Director: Ericka Carmona-Vega, SPHR

Professional Development Director:

Running: Amy Gallagher

Community Affairs Director:

Running & 2014 Director: Anthony Pegues, MBA, DWCP-ES

Communications Director:

The Communication Director shall provide timely and comprehensive information to Chapter members about programs, workshops, and other matters of interest via Chapter publications. The Communication Director shall keep membership informed of Chapter projects, activi-ties and meetings, and disseminate relevant professional information viewed as beneficial to the members. The Chapter re- quires the Communication Director to be a current member in good standing of SHRM during his/her entire term of office.

Running: *****VOLUNTEER NEEDED******

Legislative Affairs Director:

Running: Kimberly, Diebling, SPHR

Marketing Director:

Running & 2014 Director: Kelly Collins

Hospitality Director:

The Hospitality Director shall serve as chairperson to the Hospitality committee. This responsibility includes secur-ing meeting and event locations that meet the needs of the chapter in addition to coordinating food, beverage, a/v, and other meeting needs as required. The Hospitali-ty Director will work with the Present and the Board to schedule events that meet chapter budget guidelines as well as meeting location requirements. He/she shall have the authority to appoint sub-committees to plan and implement the activities associated with all chapter meetings, professional development activities and net-working events. The Chapter requires the Hospitality Director to be a current member in good standing of SHRM during his/her entire term of office.

Running: *****VOLUNTEER NEEDED******

M O N T G O M E R Y C O U N T Y S H R M

V O L U M E 2 5 I S S U E 1 1 P A G E 3

P A G E 4 V O L U M E 2 5 I S S U E 1 1

Programs by: Ericka Carmona-Vega, SPHR

Change Management & Personal Change

About the Program:

Creating sustainable change is a constant struggle for organizations and individuals. To be successful, we must:

Define what success looks like

Understand crucial moments and crucial behaviors

Realize that there are numerous influences on our behaviors

Whether the focus is on personal change or organizational change, the model is the same. We studied the struggles, strate-gies, trials and triumphs of 5,000 people looking to make big changes. Whether hoping to get a promotion, lose weight, in-crease sales, or get off drugs, the select few who achieved their goals used the same basic influence strategies – strategies from which we’ve distilled a new science of change/influence.

Participants will learn to make long-anticipated improvements in their lives, careers and relationships by applying three break-through principles to any challenge.

Escape the willpower trap. Those who fail falsely believe they lack willpower. More often, the problem is that they are blind and outnumbered to the many sources of influence shaping their behavior.

Be the scientist and the subject. Those who succeed develop and refine a completely unique theory of change tailored to their individual needs.

Turn bad days into good data. The successful few care less about dramatic success than they do about incremental learn-ing.

The science delivered in this hands-on presentation will empower those who believe and understand that changing their own behavior is the most reliable path to achieving their personal and professional goals.

Paul McMurray is a consultant, trainer and professional speaker focusing in theories of leadership, management and communications. He focuses on addressing the critical issues organizations face as they adapt to the changes required in today’s global marketplace.

Paul has consulted with organizations in Healthcare, Pharmaceutical, Telecommunications, Agriculture, Automobile, Federal Government, Military, Mining, Financial Services and Not-for-Profit Associations. He has worked with employees at all levels in these organizations. In January 2004, Paul founded Insight Management Consulting, a consulting firm specializ-ing in corporate change initiatives that help organizations and individuals make the need-ed changes to be successful.

Programs Continued on page 5.

Date: November 19, 2014 7:00am – 9:00am

Location: Gaithersburg Hilton, 620 Perry Parkway, Gaithersburg, MD 20877

Price: $20.00 Chapter Members, $30.00 Nonmembers, $35.00 Walk-ins

This event has been Submitted for 1.5 HRCI General Recertification Credits

P A G E 5 V O L U M E 2 5 I S S U E 1 1

Programs– Continued

Special thanks to our Executive Sponsors…

”We work for your benefit”

Providing Employee Benefits and Commercial Insur-ance to Washington Businesses for over 20 years

All we do is work.

About the Speaker:

Paul is working on his Ph.D. in Business Psychology at The Chicago School of Professional Psychology, where he also serves on their adjunct faculty staff. Paul studied and taught economics while in the Ph.D. program at Penn State University and also taught at Monroe Community College in Rochester, NY. He spent seven years working for Rochester Telephone in many posi-tions including corporate economist and forecaster, rate case expert and positions in business research and marketing. He served as founding committee chairman of RICA’s (Rural Independents Competitive Alliance) marketing committee and served three years. He is a keynote speaker and has delivered many presentations to state and national telecom conventions. In 1993, he began an 11-year career with the telecommunications consulting firm JSI. While at JSI, Paul directed the Management Ser-vices Department, focusing on all management and leadership initiatives with its clients.

Paul has actively worked with more than 100 clients based all over the world, including some Fortune 50 companies, in areas such as organizational assessments, strategic and business planning, communications and development of new business lines. He has also coached executives, both as individuals and teams, to help them overcome obstacles and find greater success in their work performance and personal lives. He is a member of the National Speakers Association and regularly delivers speech-es on leadership and communication topics.

Paul holds two undergraduate degrees in English and Economics and a minor in Mandarin Chinese. He holds a graduate degree in Economics from the University of Utah. He also has a Certificate in Executive Coaching from Georgetown University’s Center of Professional Development.

For more information and to register, please visit our website at http://mcshrm.shrm.org/ and click on the meetings and events tab.

For more information about Sponsorship and Speaking opportunities…

Contact Ericka Carmona-Vega at ecarmona-vega@4-H.org

~or~

Go to the “Meeting and Events” page on the MCSHRM website and click the “Sponsorship Information” link.

M O N T G O M E R Y C O U N T Y S H R M

V O L U M E 2 5 I S S U E 1 1 P A G E 6

Maryland law requires group health insurance plans to cover certain bene-fits for children. The Maryland benefit mandates for children are in addition to the federal benefit mandates affecting coverage for children, such as the federal pediatric vaccine require-ments.

This Employment Law Summary provides an overview of Mar-yland’s health insurance mandates for children that apply to large employer (more than 50 employees) group health insur-ance.

MEDICAL FOODS

Family coverage policies must include benefits for medically necessary amino acid-based elemental formulas, regardless of delivery method, for the diagnosis and treatment of:

Immunoglobulin E and non-Immunoglobulin E mediated allergies to multiple food proteins;

Severe food protein induced enterocolitis syndrome;

Eosinophilic disorders, as evidenced by the results of a biopsy; and

Impaired absorption of nutrients caused by disorders affecting the absorptive surface, functional length and motility of the gastrointestinal tract.

In addition, family coverage policies must provide coverage for medical foods and low protein modified food products for the treatment of inherited metabolic diseases if the medical foods or modified food products are:

Prescribed as medically necessary for the therapeutic treatment of inherited metabolic diseases; and

Administered under the direction of a physician.

A “low protein modified food product” means a food product that is specially formulated to have less than one gram of protein per serving and is intended to be used under the di-rection of a physician for the dietary treatment of an inherit-ed metabolic disease. It does not include a natural food that is naturally low in protein.

A “medical food” means a food for the dietary treatment of a disease or condition for which nutritional requirements are established by medical evaluation. It must be formulated to be consumed or administered enterally under the direction of a physician.

WELLNESS SERVICES

Family coverage policies must include benefits for child well-ness services. At a minimum, these services must include:

All visits for and costs of childhood and adolescent im-munizations recommended by the Advisory Committee on Immunization Practices of the Centers for Disease Control and Prevention;

Visits for the collection of adequate samples for heredi-tary and metabolic newborn screening and follow-up between birth and four weeks of age;

Universal hearing screening of newborns provided by a hospital before discharge;

All visits for and costs of age-appropriate screening tests for tuberculosis, anemia, lead toxicity, hearing and vision as determined by the American Academy of Pediatrics (AAP);

All visits for obesity evaluation and management;

All visits for and costs of developmental screening as recommended by the AAP;

A physical examination, a developmental assessment and parental anticipatory guidance services at each of the visits listed above; and

Any laboratory tests considered necessary by the physi-cian as indicated by the services listed above.

This coverage cannot be subject to a deductible.

HABILITATIVE SERVICES

Health insurance policies must cover habilitative services (including occupational therapy, physical therapy and speech therapy) for a child under the age of 19 with a congenital or genetic birth defect to enhance the child’s ability to function.

A “congenital or genetic birth defect” includes, but is not lim-ited to:

Autism or an autism spectrum disorder;

Cerebral palsy;

Intellectual disability;

Down syndrome;

Spina bifida;

Hydroencephalocele; and

Congenital or genetic developmental disabilities.

Coverage is not required for services delivered through early intervention or school services.

Health Insurance Mandates for Children continued on page 7.

Health Insurance Mandates for Children

P A G E 7 V O L U M E 2 5 I S S U E 1 1

Health Insurance Mandates for Children~ Continued

Have you Passed the PHR or SPHR Exam? by: Allyson Mueller, PHR

Have you passed the PHR or SPHR exam in 2014? If so, you may be eligible for reimbursement for the cost of the exam! Please email proof of achievement and receipt for payment of exam fee to allyson.mueller@rosefinancial.com.

Autism and Autism Spectrum Disorders

A determination of whether habilitative services are medically necessary and appropriate to treat autism and autism spectrum disorders must be made in ac-cordance with regulations adopted by the Maryland Insurance Administration (Administration). The Ad-ministration’s final regulations regarding the utiliza-tion review of treatment of autism and autism spec-trum disorders became effective on March 17, 2014.

Under the final regulations, the utilization review criteria for habilitative services must include criteria for behavioral health treatment, psychological care and therapeutic care. Behavioral health treatment means professional counseling and treatment pro-grams, including applied behavioral analysis, that are necessary to develop, maintain or restore, to the maximum extent practicable, the functioning of an individual.

Also, an issuer may not deny coverage for habilitative services for the treatment of autism and autism spec-trum disorders (based solely on the number of hours of services prescribed) for:

Less than or equal to 25 hours per week in the case of a child who is at least 18 months of age and less than six years of age; or

Less than or equal to 10 hours per week in the case of a child who is at least six years of age and less than 19 years of age.

An issuer may authorize additional hours of habilita-tive services that are medically necessary and appro-priate for the treatment of autism and autism spec-trum disorders.

HEARING AIDS

Health insurance policies must provide benefits for hearing aids for a minor child covered under a policy if the hearing aids are prescribed, fitted and dis-pensed by a licensed audiologist. This benefit may be limited to $1,400 per hearing aid for each hearing-impaired ear every 36 months.

ANESTHESIA FOR DENTAL CARE

Health insurance policies must provide coverage for general anesthesia and associated hospital or ambu-latory facility charges in conjunction with dental care provided to an insured child who meets certain crite-ria.

Contact Insurance Benefits and Advisors, LLC for more information on health insurance mandates in Maryland.

Alan Schulman

I.B.&A., LLC

301-762-5372

alan@insbenefits.com

MAHU Media Spokesperson

P A G E 8 V O L U M E 2 5 I S S U E 1 1

2011 Had Its Share of Wacky Work Stories by: Kathy Gurchiek SHRM Online

Welcome New Members!

We are happy to announce the following

new members.

Membership Update by: Karin Inwood, PHR

Michelle Beiga

Cheronn Collins

Yvonne Gilmore

Drew Martin

Vanessa Stewart

Amy Tietze

As the current Membership Director, I am pleased to announce that Montgomery County SHRM intends to launch a few Special Interest Networking Groups (SING) in 2015 for the benefit of our members. These groups will be comprised of MCSHRM members that self-identify as having an interest in one or more Areas of Human Resources: Benefits, Com-pensation, Employee Relations, HRIS, International, Recruiting, and Strategic.

At a high level, these groups will meet periodically to discuss:

Best Practices in the Area of Interest

Industry Trends

Relevant and timely topics

Industry Challenges

Ideas for upcoming initiatives

In order to begin planning for the launch of these groups, and determine how many members have an interest in partici-pating, I need you to update your MCSHRM profile in Memberclicks. In addition to updating your contact information, please use the drop-down next to “Areas of HR Interest” at the bottom of the screen to select which Special Interest Networking Group (SING) you have an interest in joining next year.

Effective November 1st, the All-in-One price is $335 for Professional/Associate/General Members and $305 for Student members - Click here for more details.

If you prefer to pay as you go, you can lock in the $50 membership rate for 2015 as long as you renew between now and December 31st!

Please feel free to contact me if you have any questions or if you would like to discuss any other ideas that you have for our chapter!

P A G E 9 V O L U M E 2 5 I S S U E 1 1

Growth of Consumer Driven Health Plans

Severance Calculations Weigh Many Factors by: Stephen Miller, CEBS - SHRM Online

More than half of surveyed U.S. organizations do not have a standard severance plan for all employees in the event of layoffs, opting instead for plans differentiated according to experience level, job title or position within the organization, according to an October 2014 report by RiseSmart, a provider of transition services.

The firm’s 2014 Guide to Severance and Workforce Transition reflects the results of a survey of over 250 HR professionals across a wide range of company sizes and industries in the U.S. For those organizations not offering severance to all em-ployees in cases of involuntary separation, the following positions were eligible for severance payments:

• Officers (C-suite)—76 percent of respondents.

• All senior executives—84 percent.

• Managers—84 percent.

• Professionals—73 percent.

• Administrative/clerical employees—56 percent.

• No policy—12 percent.

• Don’t know—5 percent.

To continue reading the SHRM Online article, please click here.

Retrieved 11/1/14 from http://www.shrm.org/hrdisciplines/compensation/articles/pages/severance-factors.aspx

With the implementa-tion of the Affordable Care Act, employers are beginning to pre-pare for the upcoming Cadillac Tax. According to United Healthcare1 the Cadillac Tax, is a 40 percent excise tax im-posed on the value of

health insurance benefits exceeding a certain thresh-old. The thresholds are $10,200 for individual cover-age and $27,500 for family coverage (indexed to in-flation). The thresholds increase for individuals in high-risk professions such as police officers, firefight-ers, and emergency medical technicians. With this change it appears that PPOs are becoming plans of the past. According to a September 2014 survey of chief HR officers at Fortune 500 companies, 56% have moved employees to CDHP and 17% intend to over the next year.2 HDHPs shift more of the health care cost to the

employee away from the employer. Generally such plans are most successful when aligned with pro-grams and incentives to improve overall health. Em-ployers considering a CDHP may also be interested in HRAs and HSAs. Per the 2013 Aon Hewitt Health Survey3, 40% of employers offer an HSA with an em-ployer contribution and another 42% are considering in the next few years; 23% offer an HRA funded with employer dollars and another 30% are considering in the near future. This trend shows that with the pass-ing of the ACA, the standard PPOs of days past are becoming unaffordable for both employer and em-ployee. Mary Jo Smith, CCP, PHR, MSIR

Ameritas® - HR Consultant

1United Health Care 2Darla Moor School of Business at the University of South Carolina 3Managed Care Magazine 2013

MONTGOMERY COUNTY CHAPTER SOCIETY FOR HUMAN RESOURCE MAN-AGEMENT BOARD OF MANAGEMENT 2014 Officers and Directors:

Dawn Atwood, PHR, PMP President 301-987-4620 Dawn.Atwood@sodexo.com Rana Katsha, MS, PHR Past President 301-728-2351 rkatsha@yahoo.com Robin Marquart, PHR President Elect 301-212-8218 robin.a.marquart@erac.com Lisa Shuster, SPHR Legislative Affairs 240-812-2209 Lhshuster@gmail.com Joyce Sherwood, PMP Professional Development 240-393-8246 joyce.sherwood@mdaus.com Kimberly Diebling, SPHR Communications 301-634-5224 kdiebling@hotmail.com Tammy Pinson, SPHR Treasurer 301-451-9458 pinsont@mail.nih.gov Kelly Collins At Large Marketing & PR 301-217-5415 kellykrampcollins@verizon.net Karin Inwood, PHR Membership 240-632-7827 kwentz@mtb.com Laura Beard, PHR Hospitality/Logistics 301-655-4121 laura.beard@mdaus.com Anthony Pegues, MBA, DWCP-ES Community Affairs apegues79@yahoo.com Stephanie Tamburello, PHR Retention 301-287-2404 stamburello@ucg.com Ericka Carmona-Vega, SPHR Programs 301-961-2846 ecarmona-vega@fourhcouncil.edu Allyson Mueller, PHR Secretary/Certification allyson.mueller@rosefinancial.com Krista Francis, SPHR College Relations 301-949-8626 kristafrancis@outlook.com The MCSHRM Newsletter is published monthly. Topic articles and items of interest to the membership are welcome. Items may be sent to the attention of Kim Diebling , Editor, kdiebling@hotmail.com ©Montgomery County Society for Human Resource Management 2008

MCSHRM Career Center Reach HR Professionals in Montgomery County

The MCSHRM web site and Newsletter is a very targeted and cost-effective way to reach Human Resource Managers and Decision-makers in Montgomery County, Maryland.

To post a job on the MCSHRM web site, please send the information listed below to Ally-son Mueller, job Bank Coordinator at: allyson.mueller@rosefinancial.com

If you would like the job posting advertised in the newsletter please send a copy of the posting to Kim Diebling, SPHR, Communication Chair at: kdiebling@hotmail.com

There is no fee for current members of MC SHRM. There is a $25 fee per posting for non members. This fee provides a Job posting on the web site for one month, and you can place your ad in the next edition of the Chapter newsletter at no additional charge (see below for newsletter contact information).

If interested, please provide the following information:

Please be sure to indicate if you are a current member of Montgomery County SHRM. If you are not a mem-ber, you can pay by debit/credit card payment through PayPal on our website under the Career Center Tab. You can also send your check or money order of $25 made out to Montgomery County SHRM and sent to:

Montgomery County SHRM Attention Treasurer (Web Job Posting Payment)

P.O. Box 633

Germantown, MD 20874 Don’t forget to check out the Job Postings on the MCSHRM website!

Job Title How to Apply or Contact Information Job Description

Brief description of the com-

pany (optional but encour-

aged)

Job Qualifications (both required and

preferred)

Required Equal Oppor-

tunity Statement

Pushy or Pushover? Striking Right Balance Tricky By Kathy Gurchiek– SHRM Online

Negotiations are a constant in people’s lives—family members negotiating over whose turn it is to host Thanksgiving dinner, an HR professional dealing with vendors, a job candidate bar-gaining over salary and benefits, or a tourist haggling with a merchant at a market.

Do you know when you’re seen as a jerk or a pushover, a bully or a doormat by the person on the other side of the ‘bargaining table’? Do you know when others view you as displaying the right touch? Just how hard should you push to get your way?

Those are questions Daniel R. Ames, associate professor of management at Columbia Business School, and Abbie S. Wazlawek, a Columbia doctoral student in management, considered for their paper, “Pushing in the Dark,” published online in February 2014 in the Personality and Social Psychology Bulletin.

To continue reading the SHRM Online article, please click here.

Retrieved 11/1/14 from http://www.shrm.org/hrdisciplines/employeerelations/articles/pages/workplace-negotiations.aspx

MC SHRM * P.O. Box 633 * Germantown, MD 20875 *

mcshrm@gmail.com * mcshrm.shrm.orgmcshrm@gmail.com * mcshrm.shrm.orgmcshrm@gmail.com * mcshrm.shrm.org