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Rewards NW

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2021 Program

September 30, 2021

5:00-6:30pm

October 1, 2021

Compensation Benefits Total Rewards
8:00-9:00am
9:00-9:15am
9:15-10:00am

This keynote presentation combined with storytelling will encourage you, as a leader in a stressful and demanding role, to pause, reflect, plan, and execute your self care strategies so that you may maintain your own peak performance as well as that of your team. Making sure you "Fill Your Tank", personally and professionally, is integral to being a remarkable leader. You cannot give to others when you are running on empty yourself. Unmitigated stress leads to the depletion of energy and negative behaviors that only serve to sabotage the very thing you want to build. Living In a world of frequent distractions and the unrelenting pressures, self care can easily fall by the wayside. With this in mind, any successful self care strategy must also be simple and straightforward. As a leader, you set the tone for your entire team and can model the importance of maintaining mental and physical health by committing to self care strategies. Great leaders set themselves apart by demonstrating dedication to learning more about themselves and others. Astutely self aware people tend to have more direction, purpose, influence and success in their professional and personal lives. This session will be a great time to learn and be inspired to raise the bar at work and in life. Self care starts from within, and greater transformation takes place internally! LaEisha Howard | Author, Speaker, HR Director, and Personal and Professional Development Coach
10:00-10:30am
10:30-11:45am As discussions of race and gender equity dominate national headlines, many companies are seeking to implement programs designed to increase diversity representation. But how do you do this without discriminating against other races? Federal and state employment laws prohibit the use of race, gender and other protected statuses in making employment decisions. In other words, employers cannot treat employees differently based on race or gender when it comes to employment processes like hiring, promotions and when determining pay. Yet many companies recognize a strong business and ethical case for improving diversity, particularly in leadership and management roles. So how does a company do this effectively, without violating the law? Many are turning to data-based approaches – leveraging employee hiring, progression, attrition, and compensation data to find opportunities for improvement in a targeted fashion. But what protected status data can we collect, and how do we use it? In this session, a Labor Economist and an Employment Law Attorney, both with national practices, will share their experiences assisting employers with using workforce data to effectively move the needle on diversity, in a safe way. They will provide examples of analyses that be conducted to diagnose areas of opportunity for growth in various employment practices, and how to translate those shortfalls into opportunities for data-driven solutions. They will also discuss the best practices for diversity data collection and disclosures, as well as the potential risks and common pitfalls that go along with having a robust, effective Diversity, Equity and Inclusion program.
Scott Pechaitis | Principal, Jackson Lewis, P.C.
Quenton Wright | Principal, Charles River Associates
Employees report working harder and looking after themselves less. This session will present information on how the pandemic and other events in the last year have impacted employee mental health.

Employees are asking for a change in wellbeing support provided. This session will focus on best practices innovative organizations are using to help employees feel better and increase engagement. As point-solutions are flooding the market, benefits consultants and decision-makers are faced with questions of evaluating actions to take and what works.

Looking at specific case studies, attendees will come away with actionable insights regarding:
1. Practical wellbeing strategies.
2. Evaluating mental health partners and solutions.
3. How to measure success.
Anna Meiners | Director of Account Services, Cascade Centers, Inc.
Companies invest $18B on engagement tools today that aren't working - are you one of them? Attend this session to learn about the Psychological Benefit Framework, a landmark approach to understanding employee engagement and retention through the lens of social psychology. We will provide deeper insight in to how psychology impacts employee engagement and how to personalize your organization's total rewards strategy based on your talent's unique psychological needs. This research-backed approach to enhancing total rewards strategy will bring focus to your efforts and end the cycle of relying on trendy, unproven perks or lackluster legacy programs that lost their impact long ago.
Christina Zurek | Insights & Strategy Leader, ITA Group
11:45am-12:45pm
12:45-2:00pm We know sales compensation is a powerful sales management tool. We also know that sales compensation challenges plague these pay programs. Learn the seven most common sales compensation mistakes; what they are, how they arrived in your pay program and how to fix them. Well-run sales compensation programs share several important traits. Test your pay program against these best-in-class practices to ensure your sales compensation plan is operating effectively.
David Cichelli | Revenue Growth Advisor, Alexander Group
With new family leave laws arriving in the NW, employers are challenged to adapt their policies. When PAE, a Portland engineering firm, saw their employees struggling through unpaid parental leaves in 2016, they partnered with the Center for Parental Leave Leadership (CPLL) to develop a paid family leave policy - becoming the first engineering firm in the country to offer paid leave. PAE, reports that turnover at the company has dropped by about 12% per year since instituting 12 weeks of paid leave in 2017. Company culture has shifted to better support working parents, teams, managers, and HR. This session will review the work that PAE and the CPLL collaborated on, highlighting key lessons-learned in the areas of employee experience, manager experience, cost, and administration. EAPs also provide support to employers when implementing family leave policies and culture support. Wellspring EAP works collaboratively with CPLL and their clients, such as Microsoft, to provide training and resources to managers and employees to support the family leave process. These complementary supports can help employers to move their family leave policy from words on paper into effective practice. By including viewpoints from consultative experts, an employer, a working parent, and an EAP, this panel provides a well-rounded perspective of supporting employees and employers through family leave policies. As the NW adapts to new leave mandates, this session will prepare you with the critical knowledge you need to create a policy that will turn a state parental leave law into your biggest leadership development opportunity.
Trisha Aldrich | Director of Enterprise Services, Wellspring EAP
Amy Beacom, Ed.D | Founder and CEO, Center for Parental Leave Leadership
Jessica Trued | HR Manager, PAE Consulting Engineers
Even prior to COVID, there were tremendous changes taking place in the workplace – from digitalization to the emergence of the gig economy to an increase in virtual work. The pandemic has accelerated a number of these changes and introduced more – and the only thing certain in the future is more change. This change has fundamentally altered how workers view their rewards and caused organizations to think about what changes they may need to make in their reward programs. This session will focus on how world changes are influencing the way organizations and their workers view total rewards and provide a new framework for assessing and measuring the effectiveness of their total reward programs. In the session, we will explore how these changes are impacting the way workers think about their rewards (e.g., changing value preferences) and how organizations are beginning to rethink their approach to reward programs. The webinar will look at the approaches some organizations are taking to address these challenges. These approaches include structural approaches such as changes to job architectures as well as changes in how rewards are structured and delivered to provide more flexibility to meet the needs of an agile organization. Finally, the session will introduce a new framework for thinking about the effectiveness of rewards and how to maximize the return in the investments in those rewards. The session will also introduce a new series of metrics by which to evaluate and track your progress in improving the return on those investments. These metrics will help to provide an answer to the increasing scrutiny being applied to total reward programs.
Jim Muetzel | Associate Partner, Aon, Strategic Advisory
2:00-2:30pm
2:30-3:45pm Perhaps it's time for you to revise your annual or sales incentive plan. Or your organization doesn't have an annual or sales incentive plan and you've been asked to develop a plan. Where do you begin and what do you need to consider? This session will answer those questions and many more! Join in for an overview of incentive plans and a step-by-step guide of the design process. You'll learn about: the differences between bonuses and incentives; choosing the right type of incentive plan; information you'll need before you start the design process; a step-by-step design process for various types of incentive plans; key considerations for modeling the plan design; critical components of a plan document; and best practices for a successful implementation.
Aimee Des Champs | Sr. Consultant, Compensation Works
With evolving demographics, technological advances and an uncertain economic future, organizations are reevaluating the ways they access and deliver rewards, including both financial and non-financial benefits. Research shows that a strong employee experience is directly tied to organizational performance. In this presentation, we will explore how leading organizations are building a sustainable Total Rewards value proposition to attract and retain talent. We will also share best practices and trends related to employee engagement and other total rewards programs as well as cover high-level methods to navigate the current economic uncertainty and support agility in Total Rewards management.
Ruben Alexander Sandoval | Senior Associate, Talent & Rewards, Willis Towers Watson
The COVID-19 pandemic has challenged HR and rewards professionals like no other crisis in recent memory. The crisis has changed the way we work, and these changes are permeating far beyond the peak of the contagion. As we navigate these uncharted waters, we find ourselves dealing simultaneously with a health, digital and economic crisis. Companies are alternating between the phases of responding to the crisis, returning from the crisis and finally reinvention following the crisis. How they are managing is depending on the course of the pandemic, government responses, and the resilience of their industry and business. Join us in this workshop to learn about Mercer's research into the continuing impact of the pandemic. How have companies responded with their rewards and other programs? How have they been able to focus on cost management strategies while still maintaining an engaged workforce and a vibrant employee experience? What is next for total rewards and global talent as we look ahead?
Tracy Bean | Partner, Mercer
3:45-4:00pm
4:00-4:45pm Scott Cawood | President & CEO, WorldatWork
4:45pm
5:00pm-6:00pm

Schedule subject to change.

View last year's virtual conference here.

Rewards NW qualifies for recertification credit for the Certified Compensation Professional® (CCP®), Certified Benefits Professional® (CBP), Global Remuneration Professional (GRP®), Work-Life Certified Professional® (WLCP®), Certified Sales Compensation Professional (CSCP)®, Certified Executive Compensation Professional (CECP)® and Advanced Certified Compensation Professional (ACCP)™ designations granted by WorldatWork. For more information on recertification, visit the WorldatWork recertification webpage at https://www.worldatwork.org/certification/recertification.