Academy 3 focuses on the negotiation process through classroom teaching as well as a negotiation simulation involving economics, reclassification and benefit issues that give participants an opportunity to sharpen their skills. For the negotiations simulation, the class is divided into management and union teams. This interactive workshop on thorny problems and issues such as the timing of settlements, impasse strategies and multi-year contracts precedes the simulation and debriefing. Finally, a discussion on "The Perspective of the Negotiator" rounds out the day from a management panel.

Academy 3 focuses on the negotiation process through classroom teaching as well as a negotiation simulation involving economics, reclassification and benefit issues that give participants an opportunity to sharpen their skills. For the negotiations simulation, the class is divided into management and union teams. This interactive workshop on thorny problems and issues such as the timing of settlements, impasse strategies and multi-year contracts precedes the simulation and debriefing. Finally, a discussion on "The Perspective of the Negotiator" rounds out the day from a management panel.

Open enrollment is one of the most important opportunities employers have to engage employees, yet many organizations continue to struggle with communication gaps that lead to confusion, low participation, and unmet employee needs. Join Kate Hubben as she explores innovative communication strategies and tools designed to reach today's diverse workforce, including digital, print, mobile, and personalized employee engagement solutions. Participants will also complete a live Communications Gap Assessment to identify strengths, uncover blind spots, and leave with practical ideas to improve open enrollment outcomes. Webinar eligible for one (1) SHRM credit.

Webinar Description – This webinar will emphasize best practices around structuring your workforce compensation to be competitive, sustainable, and flexible. We will discuss all the details you need concerning your comparator agencies, reclassification and salary schedule adjustments, and combatting compression among your positions. Whether you are striving to be compensation market leaders or considering a few dozen new hires in future years, we will have insights for you. Goal/Objectives – Discuss all the factors that make up total compensation Establishing a philosophy Making comparisons to your neighbors Identifying adjustments you should make to your compensation structure Simulating additional hires Projecting labor costs Avoiding compression and pay equity Speaker Bio – Derek Lee, Solutions Engineer @ TrueComp Derek has been assisting public sector agencies with TrueComp going on 6 years now. He began his journey in professional services, primarily Pension and OPEB analyses before transitioning in Labor Cost Projections and Compensation Studies. Over the years he, alongside the TrueComp team, has supported hundreds of agencies across these three key concerns. They have had particular success in helping structure future Pension contributions to achieve funding goals, accurately calculate and project workforce expenses to either restructure compensation packages for departments or budget for the future, and provide invaluable compensation data from different markets across the United States. Ask him about Travel, Wine and Soccer if you want to kill a few hours. Feel free to log it as an “internal meeting”.