Sally Wolf

🥁 HR Pros and Business Leaders 🥁 Don't miss this informative presentation with Jen Givens, MBA, CCP providing a valuable update on Compensation Trends #PalmettoSHRM #USI #HR #SHRMSCP #SHRMCP #SHRM

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DEAR FEDERAL CONTRACTORS, This Thanksgiving, I’m truly grateful for the opportunity to collaborate with inspiring individuals like you, who are dedicated to creating meaningful change. As 2024 approaches, it’s the perfect time to reflect on the incredible journey we’ve been on together and to look ahead with excitement toward continued growth and success. That said, I’m personally calling on our village to uphold the integrity of the federal contracting space. Let’s STOP the shortcuts—whether it’s acting as a middleman, chasing quick fixes to make millions, or offering consulting that doesn’t truly add value. These actions plant bad seeds that undermine trust and credibility, not just for yourself but for all the upcoming contractors striving to make an honest impact in this space. Let’s commit to raising the standard, building sustainable businesses, and setting an example of excellence for others to follow. Together, we can foster a federal contracting ecosystem rooted in integrity, collaboration, and long-term success. Leilani of Leis

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🌟Motivational Monday: Empowering Our Federal Workforce! 🌟 Happy Monday, everyone! As we kick off a new week, let’s take a moment to reflect on the incredible potential within our federal workforce. 💪✨ Workforce development is not just about training; it's about unlocking opportunities for growth, innovation, and collaboration. Together, we can cultivate skills, inspire leadership, and create an environment where every employee feels empowered to thrive. 🔑 Remember: Investing in your professional development today leads to a stronger, more resilient tomorrow. Whether it’s seeking mentorship, pursuing further education, or sharing knowledge with teammates, every step counts! Let’s share ideas on how we can motivate each other to have a productive and purposeful week! You can even share your goals for this week in the comments! 🙌💼 #MotivationalMonday #WorkforceDevelopment #FederalEmployees #Empowerment #GrowthMindset #TeamworkMakesTheDreamWork

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Commit to Bullying Prevention Year-Round! While October is National Bullying Prevention Month 2024, but the commitment doesn’t stop here. Whether it’s in schools, workplaces, or online, we all play a role in creating environments of respect, empathy, and kindness. Let’s commit to bullying prevention and kindness every day of the year. Resources: For more information on year-round bullying prevention, visit StopBullying.gov and PACER’s National Bullying Prevention Center: https://lnkd.in/eZ5SXnBE #EndBullying #YearRoundPrevention #CommitToKindness #BullyingPreventionMonth

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We need to find a way to help get our labor partners on board with eliminating Minimum Qualifications that are quantity of experience and level of education based. Shifting to #skillsbasedhiring will acknowledge that humans develop expertise and develop competency at different rates. Arbitrary barriers like degree requirements (without distilling down to what skills are expected through a degree program) or time in a chair with a title (with no consideration of quality of experience) will continue to disadvantage well qualified non-traditional candidates and promote candidates who may not actually be ready based on tenure.

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#ProcurementExcellence #ProcurementCareer #ProcurementHiring #ProcurementReady #ProcurementForward #ProcurementJobs #ProcurementOpenings #ProcurementForward #UPPCC #NASPO #NIGP #ICMA Posting for greater national reach

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Do you know about the ERGs Unplugged podcasts from Maximus? You can watch clips from the most recent episode to learn more about our Employee Resource Groups (ERGs). In this episode, members from our VETS ERG share their experiences with the ERG and as Veterans and military family members. Check out this great episode to find out what sets Maximus and its ERGs apart from other companies: https://gag.gl/Lrzgs1 #ERGs #Veterans #BeGreatAtMaximus

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Joining Association for Talent Development (ATD)/ATD South Carolina and SHRM will be my new "probessions" (Professional Obsessions) for this new fiscal year. I am dedicated to networking and improving my competencies in the field of Human Resources by collaborating with these groups. What are some other Human Resources/Organizational Development/Talent Development organizations you recommend with a great ROI? #networking #humanresources #lifelonglearner

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Check out this video about women who work for Elcor Construction!

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This post educates about the importance of supporting Veterans and making them aware of available benefits and programs. It emphasizes the need to eradicate homelessness among Veterans by spreading awareness about existing support systems. #OpenToVolunteering # Helping Veterans: I am passionate about ensuring Veterans are well-informed about the support programs tailored for them. # Ending Veteran Homelessness: There should be no homeless Veterans given the abundance of available programs. Let's educate ourselves to eradicate this issue. # Volunteer Support: Ready to dedicate time and skills to support our communities. Let's join hands to make a difference for our Veterans! #SupportOurVeterans

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Long-Term Onboarding: Beyond Day 1 Because it has become increasingly difficult to find qualified employees, a lot of focus has been put into onboarding programs. Companies spend a lot of money attracting and wooing candidates to apply, interview and ultimately to accept their job offer. However, if your company stops onboarding on Day 1, you are at risk of wasting all that time, effort & money on rapid turnover. Long-term onboarding refers to the process of integrating new employees into an organization over an extended period; typically, several months to the first year of employment. Unlike short-term onboarding, which focuses on immediate orientation to policies and procedures, long-term onboarding aims to foster deeper connections, understanding, and growth within the organization producing increased company loyalty and decreased employee turnover. Here’s how a long-term onboarding process might look: 1. Extended Training & Development: Rather than a brief orientation, new employees undergo ongoing training and development sessions tailored to their roles and career aspirations. 2. Regular Check-Ins and Feedback: Managers and mentors regularly meet with the new employees to provide feedback, assess progress, and address any challenges or concerns. 3. Integration into Company Culture: Focus on integrating them into the organization’s culture such as team-building activities, involvement in company events, and opportunities to collaborate with colleagues across different departments. 4. Career Path Planning: Rather than just focusing on the immediate role, consider employees’ long-term career goals with development plans that outline potential career paths within the organization and the steps needed to achieve them. 5. Building Relationships: Encourage new employees to build relationships not only with their immediate team members but also with colleagues throughout the organization to foster a sense of belonging and collaboration. 6. Evaluation and Adjustment: Feedback from both new hires and their managers helps refine the onboarding program to better meet the evolving needs of the organization and its employees. Ultimately, the goal of onboarding is to ensure that the new employee is equipped with the knowledge, skills, and resources they need to be successful in their role within the organization. Developing and implementing a well-designed onboarding program that provides new employees with the necessary information, support, and resources to succeed in their roles while also fostering a sense of belonging and purpose within the organization will pay dividends in your company’s success! If you need help developing a long-term onboarding program that’s right for your organization, contact Katie at www.KGroHR.com. 

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Struggling with your manager? 🧩 Building a better relationship starts with finding common ground. By addressing frustrations and recalibrating your dynamic, you can boost productivity, reduce stress, and enhance your workplace experience, say executive coaches Sarah Mann & Luis Velasquez. 💡 Pro Tip: View challenges as growth opportunities. Consider how your actions align with your leadership brand and broader goals. Small shifts in perspective can lead to big changes! #Leadership #WorkplaceSuccess #GrowthMindset

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Thoughtful ideas around implementing skills based learning. Let’s hear it for the early adopters in your company!

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Remote

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Have you ever participated in an ice breaker that was both memorable and effective? If so, I want to hear about it! I'm looking for fresh ideas to use for team meetings and staff events that are engaging, but not too cheesy. Share your favorite ice breaker activities in the comments below! Let's help each other make our events and meetings more fun and productive. #teambuilding #staffevents #icebreakers

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Learn more about NARA as we celebrate American Archives Month!

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Please join us to learn more... Paving Pathways to Careers and Advancement: Leveraging Registered Apprenticeships to Meet the Demand for Direct Support Professionals Wednesday, November 13, 2024 2:00pm - 3:30pm ET The direct support professional (DSP) is a subset of the broader direct care workforce. DSPs play a crucial role in supporting people with disabilities to participate fully in their communities, live in integrated settings, and seek competitive integrated employment. To address the shortage of DSP workers, increases in hours, wages, and benefits, and providing opportunities for professional development and credential attainment to support career ladders for DSPs, will increase job quality and thus improve DSP recruitment and retention efforts. It is critical for people with disabilities to receive the supports they need from qualified DSPs so that they may engage in work and live independently. Join this webinar to discover how states, workforce systems, education and community partners are leveraging registered apprenticeships to meet DSP workforce demands. Registered apprenticeships provide structured training, clear pathways for professional growth, and hands-on experience that prepare individuals for meaningful work. In this session, you will gain insights into how registered apprenticeships attract jobseekers to the DSP profession, improve their job quality, and expand career opportunities for DSPs. Workforce professionals will share best practices on utilizing registered apprenticeships and key findings from the LEAD Center’s recent brief, “Attracting Direct Support Professionals: Advancing Career Pathways with Job Quality in Mind,” will be shared, including supporting DSP-related unions and union organizing, encouraging advancement and wage progression into higher-paying, related professions, supporting DSPs’ pursuit of credentials and college degrees to reach career goals, and encouraging people with disabilities and others who want to work to become DSPs. During this webinar, participants will learn: ...How registered apprenticeships can be designed to open doors to in-demand professions in which there are labor shortages, such as DSPs. ...How registered apprenticeships can provide critical onramps to work for individuals facing employment barriers, including people with disabilities. Strategies to improve job quality for DSPs, including programs designed to increase wages, benefits, and provide tuition support. How DSP roles serve as entry points into broader community service or healthcare career pathways. ...How to find resources to start a registered apprenticeship program. REGISTER FOR THE NOVEMBER 13 WEBINAR! Registration Link: https://lnkd.in/eJFZ3mgJ

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