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2015 Pinnacle Award Compendium - Chapters and State Councils 

05-26-2016 15:05

This is a listing of the executive summaries for all 2015 Pinnacle Award submissions.

State Councils

SHRM Georgia State Council -- 2015 Pinnacle Award winner
Strategic Business Partners in Education
The Georgia education system has developed a network of high schools that provide a skilled workforce to Georgia’s businesses.  SHRM Georgia has partnered with the Georgia Department Of Education to better prepare high school students for the workforce.  This partnership was formalized through the Business and Computer Industry Certification program in 2003.  Since that time, the Georgia DOE provides the network of high schools and SHRM Georgia provides the network of Human Resources professionals.   The majority of Georgia’s high schools offer business pathways making business curriculum available to all high school business programs in the state resulting in thousands of high school students being exposed to this curriculum annually.  Over the years huge numbers of students who have enjoyed the experience and contributed to the State’s economic development through the business and industries that compose Georgia’s economic development stream.   In Georgia there are 18 SHRM chapters.  The professionals within these chapters work in all industries across the state. SHRM Georgia’s mission is to support and promote the human resource profession and as a result attract skilled employees.  SHRM Georgia works with the chapters throughout the state to coordinate workforce readiness efforts by volunteers which provides diversity of the businesses that support the certification program.    Gradually however, there seemed to be a disconnect between the Georgia DOE and SHRM Georgia.  There was a lack of clarity of goals and poor communication between both the Georgia DOE and SHRM chapters.  In May 2014, SHRM Georgia leadership met with the Georgia Department of Education leaders to re-define the Industry Certification program and develop a plan to revitalize it for the 2014-15 school year. SHRM Georgia is committed to the Program evidenced by its longtime support and dedication to the quality of the Program.

Alabama State SHRM Council
"Wellness Alabama"
According to America’s Health Rankings  2013 Annual Report, the State of Alabama is ranked overall 47th of all States.  We rank 50th in outcomes.  From a diabetes standpoint Alabama ranks 47th and in obesity we are at 46th.    Almost 1.2 million adults in Alabama are obese and more than 430,000 adults have diabetes.  In 2014, physical inactivity decreased from 32.6 percent to 27.2 percent of adults. In addition, there are still more than 960,000 physically inactive adults in the state.    These numbers represent employees and the dependents of employees at Alabama companies.  The Alabama State SHRM Council took strong notice of these startling statistics in 2015 and created “Wellness Alabama”, an outreach educational wellness and biometrics program for chapter members throughout the state.  Our goal this year was to get 25% participation from our local chapters.  Points were awarded.  Chapters were recognized whether they scored 25 or 100 points or more.  Alabama State SHRM well exceeded our goal with an overall participation final rate of 42.84% from local chapters.


SHRM Hawaii -- 2015 Pinnacle Award Winner
SHRM Hawaii "HR Pathway" Project
Geographic isolation, an aging workforce and low unemployment rates necessitate improvement of the HR career candidate pipeline in Hawaii.  Working with college- and career- readiness, and Workforce Development Council experts, SHRM Hawaii identified a gap in awareness of the HR profession in college-ready high school students.    The HR Pathway implements a career-oriented HR curriculum for the first time at Hawaii public high schools. It is intended to increase the number and quality of candidates for the profession and improve future workforce knowledge, by tapping into the 185,273 public school students attending 282 schools across Hawaii. The program looks at workforce development from a wider lens, seeking to introduce HR skills and competencies to students during a formative time in their lives.  This approach will yield positive results for the HR profession in Hawaii, and may serve as a model for other SHRM Chapters and State Councils seeking to build HR talent pools within their own communities.  Ultimately gaining support of the State Superintendent Katherine Matayoshi, the “Career Pathway System” allows public school students to explore career options using a framework to link learning to the skills and knowledge needed for future career success. No matter what their career choices ends up being, hundreds of Hawaii public school students now have the opportunity to learn about the HR profession through the SHRM Hawaii “HR Pathway”. SHRM Hawaii has established measures of success for the HR Pathway in three phases: •Phase One [2013 and 2014]:  SHRM Hawaii worked to cultivate stakeholder relationships with the Department of Education and community representatives with a goal of obtaining approval for an HR course of study in Hawaii public schools.  This process required significant investments of volunteer time and effort over two years of intensive meetings and collaborations, culminating in the generation of a “HR Pathway” proposal that was ultimately approved by the DOE.    •Phase Two [2015]:  During this phase, success was measured by the number of high school teachers educated on the “HR Pathway”. SHRM Hawaii volunteers presented a program to 28 high school instructors, making the case for educators to introduce the “HR Pathway”. The “HR Pathway” is now available in an Oahu high school.  •Phase Three [2016+]:  An annual metric of learner success will be generated through the administration of on-line course mastery assessments. SHRM Hawaii will also measure success through further expansion of the “HR Pathway” to additional schools.

Indiana State Council of SHRM
Indiana State Council of SHRM helps business drive performance by leveraging disability inclusion in the workplace, supply chain, and marketplace
INSHRM is addressing a significant issue, in a unique manner, in the field of HRM diversity. According to a June 2015 USDOL BLS news release, “… across all age groups, persons with a disability were much less likely to be employed than those with no disability.” The Indiana Business Leadership Network (INBLN) was originally created through a State initiative using Medicaid Infrastructure Grant (MIG) funds. The organization’s mission is to help business drive performance by leveraging disability inclusion in the workplace, supply chain, and marketplace. INBLN aims to increase employment of people with disabilities in Indiana by providing diversity solutions and training for businesses, often targeting business professionals in charge of recruiting and training.    When MIG money no longer available, INBLN’s existence was seriously threatened – its demise apparently imminent. INBLN was actually one person supporting unaffiliated chapters in the state. That person was no longer able to provide support.  In 2012 INSHRM enthusiastically assumed the role of carrying on the INBLN as a diversity initiative. INSHRM’s goals were: 1) create, support, and enhance a sustainable INBLN; 2) integrate BLN chapters throughout the state, and; 3) support diversity initiatives in SHRM chapters by developing and enhancing links to local INBLN chapters.    This past year INSHRM achieved each goal in remarkable fashion. INSHRM dedicated funding and significant effort to save and enhance the organization, securing a sustainable and viable, business-led organization linked to HR practitioners and SHRM chapters throughout Indiana.  INBLN, Inc. is now legally incorporated with an impressive steering committee involving numerous major employers in Indiana, and will soon attain 501(c)(3) status. BLNs throughout Indiana are part of one organization with consistent branding. SHRM chapters throughout Indiana are involved with INBLN chapters. Through the work of INSHRM, INBLN is not only forging ahead, it is achieving new heights.

South Carolina State Council
SC State Council Partners with Governor
South Carolina SHRM Council Partners with Governor to Better Prepare Workforce    The Situation. In 2012 Governor Nikki Haley agreed that South Carolina would become one of four states in the country to pilot the ACT’s WorkReady Communities Program. This program would allow business, education and economic development communities to share a common language about the needs of the workforce. Our Initiative.  South Carolina SHRM Council saw the value but realized that becoming an ACT WorkReady Community would take time and effort.    South Carolina State Council developed a plan to support this initiative.     What We Did.  1)Council members registered their organizations on ACT site.  2)Council attended local SHRM meetings, educating colleagues about value of this program.   3)A team lead by Beverly Deal and Ed Parris, made presentations on ACT WorkReady Communities to:  -South Carolina HR Conference - 2014  -South Carolina Manufacturing Conference - 2014  -Greenville SHRM Chapter - 2014  -York County SHRM Chapter - 0214  -Charleston SHRM Chapter - 2015  -Columbia SHRM Chapter  - 2014  -Anderson, Oconee, Pickens Chapters - 2015  -State Chamber HR Conference – 2015  -Spartanburg SHRM Chapter – 2014  4) Ed Parris attended County Council Meetings to lobby for the WorkReady Program.  Measurable Results.  To date all forty six counties are participating in the WorkReady Communities Program - 37 of the counties have become Certified WorkReady Communities.  South Carolina has more profiled jobs than any other state in the program.   On March 30, South Carolina Legislators declared an official “Human Resource Professional Day” in a show of appreciation for their commitment to the WorkReady Program and to the Palmetto State. On March 31 the South Carolina State SHRM Council proclaimed Nikki Haley an honorary HR professional in appreciation for her insight in building the South Carolina Workforce.

Alaska State Council
From Behind Bars to the Front Lines: A Community Pulling Together
Each year, more than a thousand inmates from across Alaska who have served their prison sentences are released in Anchorage, often in the city jail parking lot.  Many go straight to a homeless shelter.  Almost half are back in jail for committing a new crime within three years. That is the highest rate in the nation.  In early 2014, the Alaska SHRM State Council established a relationship with Partners Re-Entry Program. The Re-Entry Program’s mission is to help ex-offenders to successfully re-enter the community and workforce. State Council members met with program representatives to attempt to learn the challenges, obstacles and opportunities that our organization might be able to assist with.  We learned that stable employment and housing are crucial elements in keeping re-entrants from returning to the corrections system. The Alaska SHRM State Council developed an initiative to educate the Alaskan business community while advocating for employment of this economically challenged population. Projects included educational programs for employers and a unique walking tour opportunity for employers and community members to literally follow the “steps” of a newly released prisoner after completion of his/her sentence. The State Council also held various clothing drives to address the need of re-entry clients who often return to the community with little more than a pair of gray sweat pants and one change of underwear.  Overall we feel the Alaska SHRM State Council has stepped up to the challenge and our contributions have made a substantial difference to the Re-Entry Program, local agencies and to our Alaskan members and community.

Missouri State Council of SHRM
Pathway Palooza
The Missouri State Council of SHRM strives to advance the profession through professional development opportunities.  This year, our focus was to embrace the SHRM certification and encourage our members to take the next step to support the development opportunity.  Missouri has many HR professionals eligible for the online Pathway and our goal is to make it a convenient and easy process for them to take the Pathway and earn the certification.  Increasing the number of SHRM certification holders promotes SHRM and provides a wide recognition base for the credentials.  Developing the HR professional and increasing recognition of the program, it's a win for all involved!    Pathway Palooza added excitement to the online tutorial and provided a designated area to dedicate time to the Pathway.  Most participants stated they intended on taking the online Pathway but without the dedicated opportunity, it may have slipped off their already lengthy to do list.

Colorado SHRM
Day at the Capitol
During the past three years, 2013, 2014, and 2015, Colorado SHRM has planned and facilitated a Day at the Capitol event for HR professionals in Colorado to participate in a day of advocacy at the state Capitol.    The goal/benefit of this program is to offer education to HR practitioners about the legislative process to help them become comfortable in taking action on legislation that may impact employees and employers in Colorado.    After participation in the program, participants:  know the steps to becoming an effective advocate; gain the tools needed to build a relationship with their legislator/s; and are educated on current and upcoming legislative issues.    One significant impact to hosting such an event is that our State Legislative Affairs Director has grown the state legislative affairs team from 28 in 2013 to 184 participants today.    Over the last three years, 83.47% of the participants attend this event one time, which means each year we have mostly unique participants thus extending our reach amongst practitioners.  Out of the 184 member state legislative affairs group, 65.76% have attended this event at least once.

HR Florida State Council
We're a Resource for Issues Impacting the Workplaces of Florida
Opportunities for advancing the HR Profession have historically been a goal of HR Florida State Council.  The idea of blending functions toward that objective crystallized in 2013 at the SHRM Leadership Conference when the national television publicity campaign was shared with the attendees.  We wanted to create the same level of awareness of our State Council and its members in our home state as SHRM enjoys on a national level.  Earlier, through the encouragement and support of the SHRM Governmental Affairs team, we had begun our annual state "Day on the Hill" event.  Though these events, we first trained our Council members on lawmaker-meeting protocol and our Council's position on the current issues, then arranged individual meetings at the Capitol with the State Senators and Representatives from their respective districts.  We have enjoyed increasing participation and success in our Day on the Hill event.    Building upon that success, we initiated a Florida Public Radio campaign to bring additional awareness to our state council purpose and most importantly, our members' collective expertise on workplace issues.  Our council members became more visible in their home communities through the relationships they had built with their lawmakers they had first met at a Day on the Hill event.  Increasingly they became more confident and began to schedule personal meetings with their local and state lawmakers to discuss issues affecting their businesses and workplaces.  Our well-informed members now frequently receive requests for quotes and opinions in workplace-related news articles and radio and television broadcasts.  They are called upon by lawmakers for advice as legislation is being considered.  Our members have been asked to participate in the writing of proposed Senate and House bills.  One of our Council members became so enthralled by the lawmaking process, he decided to run for office, and won!    Ultimately, through creating greater visibility and the opportunity for a personal connection between Council members of HR Florida State Council and those charged with establishing laws for our state, we have become a highly regarded and pursued  resource on legislation impacting our organizations, workplaces, the employee/employer relationship and the employment opportunities for those Florida residents who were so dramatically impacted by the recession.

Arkansas SHRM State Council
“SuperHeRo15 Live Auction”
The 2015 ARSHRM Human Resources Conference & Expo was held April 8-10, 2015 in Hot Springs, Arkansas.   The ARSHRM State Council wanted to have an event this year that would have maximum ROI for the SHRM Foundation.  The "SuperHeRo15 Live Auction" was created by the Arkansas State SHRM Council (ARSHRM) for the annual human resource conference.  The ARSHRM State Council and the ARSHRM Conference Committee worked together to plan this event.  The sponsors and exhibitors were contacted to see if they wanted to donate an item for the live auction.  Registered attendees were also asked for donations.  One of the exhibitors was a professional auctioneer and donated his time for the event.  The live auction was held in the Expo Hall during the reception.  All items were sold for a total of $3200.00.  Feedback from the auction was that attendees, exhibitors, and sponsors enjoyed.

Washington State Human Resources Council
2015 WSHRC Certification Roadshow
In January of 2015, the SHRM certifications were less than a year old. The online tutorial pathway for previously certified HR professionals was unveiled, and registration for the first testing window for the SHRM certifications began. With more than 7,500 SHRM members in Washington State, the WSHRC set a goal for 2015 to educate our HR professionals about the new certifications, including the SHRM online tutorial. A plan was created to get the information about the competency model and the SHRM certifications to HR professionals statewide. The approach was two-fold. The WSHRC Certification Director set a goal to present at all 16 SHRM affiliated chapters statewide. In addition, Dr. Alex Alonso was invited to speak at as many SHRM chapters as possible within one week. Ten chapters were invited to participate; five scheduled a roadshow event for that week. Together, these two goals were dubbed the 2015 WSHRC Certification Roadshow. The 2015 WSHRC Certification Roadshow is a success, traveling more than 1,800 miles in the past eight months to inform HR professionals about the SHRM Body of Competency and Knowledge and the SHRM certifications at 13 of the 16 chapters. Dr. Andrew Schmidt traveled 700 miles in just three days, reaching 250 people in five presentations in SHRM chapters up to 150 miles apart. Feedback about the presentations has been extremely positive. By the end of June 2015, 1,039 previously certified HR professionals completed the SHRM certification pathway. Hundreds more had signed up to take the first SHRM certification exams.

Arizona SHRM State Council
JA, You're Hired! Workforce Readiness Support of Junior Achievement
In 2008, Junior Achievement of Arizona (JA) met with AZ SHRM to embark on a work readiness program for high school students, JA You’re Hired! AZ SHRM, JA, Project Management Institute and University of Phoenix were planning, collaborating, and writing curriculum as well as a summer internship program. Weekly meetings and curriculum were led by volunteers in January 2009 who were matched with teachers to lead the work readiness lessons to train 100 students that year.  We wanted youth to be prepared for their future careers. Over 50% of the 10,000 Arizona students served come from economically disadvantaged neighborhoods. One alumna, Mary, remarked, “JA You’re Hired was the best thing that could have happened to me,” she says.  Mary was a high school senior, raising an infant son, striving for her dream of achieving a college education. She applied for and received an internship at University of Phoenix. Her supervisor gave glowing evaluations and offered her a full time position that offered tuition benefits. Today, Mary works in HRIS and has almost completed her Bachelor’s degree while working full-time.  When leaders in the AZ SHRM community got behind this vision, their expertise and network made the success of this program possible. By 2014-15, over 700 students annually have been served by this program in the classroom in Arizona. AZ SHRM invested in work readiness for youth, and that investment pays dividends in our businesses and communities for years to come.

Texas SHRM State Council -- 2015 Pinnacle Award Winner
Veteran Employment - From Education to Legislation
Few have sacrificed more for our nation and its quest for freedom than the men, women, and families of our military forces. As a result, veterans, wounded warriors and military spouses deserve opportunities to acquire civilian employment upon completion of their active duty status.     For most veterans, healthy transition to civilian life involves assistance from government, nonprofit support organizations and employers. This employment condition underlies the goal of our statewide, multi-dimensional initiative called “Texas Veteran Employment – Education, Legislation and Sustainability”. This initiative over the last four years included the following targeted programs: “Operation Job Match”; “The Patriotic Promise”; “The Texas Employer Veteran Friendly Strategic Planning Guide and Talent Management Tool Kit” and participation in Texas Legislative Action. This highly collaborative initiative was designed to provide a sustainable strategy that could be utilized by Texas SHRM Leaders to educate our Texas employers and HR professionals on “Best Practices” to create a “Veteran Talent Management Program”. As a result of the exposure generated by these initiatives and programs, Texas SHRM leadership was invited to provide strategy and to work with Texas Senator Leticia Van de Putte, Chair of the Veterans Affairs and Military Installations Committee, to help support and pass 4 of 6 veteran employment related bills during the 83rd Texas Legislature.    To support this effort, SHRM-TSC aligned an array of strategic business partners including key Texas employers, government agencies, business associations, several members of the US Congress, The Governor of Texas, Texas legislators, educational institutions, military leaders, and military support organizations to create and execute these strategic initiatives and programs.



Apple Valley Human Resources Association
Medium (101-300 total members)
Electronic Records

AVHRA's efforts to identify and utilize a document management system clearly furthers the chapter's efforts for years to come. Departing board volunteers often pass records to the next chair person in a variety of ways; boxes, binders, emails, paper files and zip files, to name a few. Many of these documents are Many times our chapter has struggled in finding historical information for financial operations or bylaws and our founding board member from 1997 is now semi-retired. We recognized the need to digitalize chapter records in late 2014 and it became a focused goal in 2015. Board members conducted research to find the most efficient and effective tool that created value through active collaboration for a group of diverse individuals. WIGGIO was selected and board members were trained on how to use the software to systematically maintain important documents and to collaborate on agendas, programs and other information in a real-time environment. Having a document management system makes good business sense and AVHRA recognizes the value in providing this tool to future board members for years to come. It's an investment that the Board doesn't take lightly, it takes dedication and consistency to build records that are easily identifiable and retrievable and 2015 board members are committed to the success of the records management project for future board members; the nature of this project also adds value to AVHRA's membership for many years to come.

Austin Human Resource Managment Assocation
Mega (501-1,000 total members)
AHRMA’s Future Investment in Human Resources: The SHRM Foundation
AHRMA created and implemented a robust program of advocacy and support for the SHRM Foundation which supports the category “Enhancing the SHRM Community.”  Over the last eight years AHRMA has:  •Implemented a new program to create and enhance awareness of SHRM Foundation resources  •Established a forum for members to engage with community partners and critical stakeholders while working to meet fundraising initiatives   •Developed a growing team of volunteers to continually support the SHRM Foundation at all chapter functions   •Enhanced Chapter and community awareness programs using a wide variety of approaches via multiple media outlets  •Created a Community Partner Program of Giving    •Increased member engagement via a new Volunteer Recognition Program, targeting SHRM Foundation contributors and enhancing member engagement  •Generated a competitive program within our chapter to better the chapter’s financial performance each year on behalf of the Foundation  •AHRMA has been recognized among the top 5 contributing chapters since 2010.  AHRMA has the distinction of being the number one leading contributor in 2013 and 2014.  2009: $200  2010: $2,500  2011: $4,872.13  2012: $5,974  2013: $7,525  2014: $10,050  2015 on track to reach our 2015 goal of $12,000

Big Bend SHRM
Medium (101-300 total members)
A Journey to Employment
Big Bend SHRM’s Workforce Readiness and Community Relations chairs joined forces to design and implement a program called “A Journey to Employment.” The goal was to coach significantly-challenged unemployed and underemployed community members in their entry or re-entry into the workforce. Target groups included long-term unemployed, single heads of households, individuals with limited education, persons recently released from prison, and persons who had or have medical conditions creating barriers to stable employment. The program rollout involved the design and delivery of employment workshops that included employment tips and information, followed by one-on-one job coaching; helping individuals get back to work, or in some cases, engage in work for the first time. For the initial rollout, Big Bend SHRM worked with members that were referred by several non-profit organizations in greater Leon County.  Beginning 2015, Big Bend SHRM expanded on the success of the “A Journey to Employment” program by including several additional community organizations.  Big Bend SHRM built components of the program that encourages job seekers by introducing a network of providers for follow-up. Big Bend SHRM’s work continues long-term through an established partnership with employment professionals at CareerSource Capital Region. This partnership serves to provide valuable job skill training and assistance to participants during their journey to successful placement.  In addition, Big Bend SHRM is partnering with Florida Military Family & Community Covenant to develop and implement an ongoing program to assist service veterans.  A second component of Big Bend SHRM’s Workforce Readiness goal was to conduct fundraising efforts to support needs of area non-profits.  Fundraising opportunities were coordinated by the Community Relations Chair.  The chapter coordinated Community Relations outreach with Workforce Readiness “A Journey to Employment,” and generated three times the amount of money generated in the past; not to mention the good will developed with various community leaders.  Big Bend SHRM has continued this fundraising effort in 2015 and is on pace to exceed last year’s donation total for various community charities.  “A Journey to Employment” includes the following non-profit organizations:  (1) Good Samaritan Network which includes Chelsea House (helping women in crisis); the Westgate house for men; (2) CARE Tallahassee (prison re-entry); (3) Children’s Lighthouse; (4) Florida Baptist Children’s Home;  (5) Gadsden County Correctional Institution (women who will soon be released); (6) Federal Correctional Institution (Mock Job Fair); (7) FAMU Career Center; (8) Florida Military Family & Community Covenant (serve veterans’ needs).

Blue Mountain Chapter
Small (10-100 total members)
HR Toolkit:  An HR and Non-Profit Partnership Project
Blue Mountain chapter (BMHRMA), located in Walla Walla, Washington,  piloted a program called HR Toolkit, which paired a BMHRMA member, known as an “HR Consultant,” with a local non-profit, to deliver one-on-one HR consulting and customized solutions.  Eleven BMHRMA members (equivalent to 25% membership) paired with non-profits to volunteer approximately 130 hours (equivalent to $22,000 in professional consulting support) over 12 weeks, achieving 100% project completion rate.  Non-profits have a significant need for HR expertise and improvement to basic HR practices, but often lack the resources or funding to improve.  To address, in the spring of 2015, BMHRMA partnered with Sherwood Trust and 501Commons to deliver HR Toolkit.   The goal was to help each non-profit achieve improvement to a basic, yet essential HR function in one of the following key practice areas: onboarding, performance management, employee separation process, job descriptions or interview/selection process.  After an HR Consultant and non-profit were paired, collaboratively, they followed a defined process to identify the nonprofit’s HR concerns, identify the most pressing HR issue and develop a work plan to address.  Then the HR Consultant crafted a unique HR solution for the organization’s identified key issue.  For example, Trilogy Recovery, an organization dedicated to supporting youth overcoming drug and alcohol problems, received an Employee Termination Checklist, Employee Termination Meeting Checklist and an Exit Interview Form.   The solutions (checklists, processes, forms, etc.) were posted to an online portal called Basecamp where all participants could view the tools and communicate through a messaging system.  All tools posted to the portal were accessible to the participating non-profits and HR consultants, and the non-profits were encouraged to use and/or customize any tools that were created in the HR Toolkit process.   HR Toolkit was a tremendous success, and 13 nonprofits received tangible improvement to an HR process or procedure.  Through this project, BMHRMA members shared HR skills and expertise and made a significant difference at the agency level, which incrementally contributes to the community’s understanding and appreciation for HR.  With the correct support and participation, HR Toolkit is scalable and could be duplicated in other chapters and communities.

Brazos Valley SHRM
Medium (101-300 total members)
Mock Interviews and Job Fair Federal Women's Prison
Members of the Brazos Valley Society for Human Resource Management partnered with the Federal Women's Prison Camp to conduct mock interviews and a job fair for women who have been incarcerated on federal convictions, have served their time, and who are facing release from prison into the workforce. Some of the women had little or no work search experience, other than skills they have acquired or refined during their incarceration. BVSHRM members volunteered their time as part of a Workforce Readiness Initiative to transition from mock interviews in 2013 and 2014 to a full job fair with local and regional employers who actually had job openings for which they would consider hiring a parolee. The women were coached and prepared to answer job-related questions about their time of incarceration. BVSHRM members encouraged them to think of their timed served as simply a matter of geography; the Federal Prison Camp was where they were developing job skills, good work habits, and a strong work ethic. BVSHRM members came away from the experience with a new perspective on the challenges parolees face when re-entering the workforce. It is hard to say who benefited from this experience more, but Chapter members are spreading the word, and we are looking forward to next  year's job fair and even greater participation from our membership.

Capital Region Human Resource Association
Super Mega (1,001 or more total members)
Creating the CRHRA Playbook
Being an organization made up of volunteer leaders, we regularly find ourselves with gaps in our historical knowhow.  Even the best laid succession plans leave us scratching our head when a volunteer’s professional or personal life limits their intended involvement with the organization.  While we completely understand conflicting priorities in ones’ life, we want volunteering to not be one of those commitments that create anxiety.  Volunteers should want to commit to the mission because they love the cause and the “work” is not unreasonable.  To combat this issue, the Capital Region Human Resource Association set out to and developed the CRHRA Playbooks.  The playbooks are aimed to assist in leadership transitions, succession planning efforts, best practice documentation and effective marketing of volunteer leader expectations.  We created a playbook for each of our Executive Committee roles as well as one each for all of our Committees.  The playbook documents critical features of each role/committee including a job description, any subcommittee chair job descriptions, a process calendar, a committee roster, a list of important succession details (i.e. who holds the contract for a service), any sample templates, a list of budget factors and metrics to be tracked.  The main purpose of the playbook was to develop a document that would help maintain consistency from Board Director to Board Director during transition.  Additional enhancements were identified during the process like better coordinating of chapter activities, identification of redundant activities, giving the Chapter Administrator a guide of expected activities and finally, freeing up Board Directors to provide the strategic leadership needed for their content areas.  The tool goes much beyond the practical transition from Director to Director, it gives our organization a stronger foundation to best serve our members.

Central Arkansas Human Resource Association
Medium (101-300 total members)
Developing Our Membership
CAHRA has realized that right now employers are decreasing professional development costs as key legislative changes have directly impacted financial budgets.  Our chapter's membership has decreased, and we are always looking for ways to recruit new members.  Our certification classes have always added to our membership numbers because we build in the cost of one year of chapter membership with our course registration fees for non-members.  As the only SHRM chapter in Arkansas offering certification classes at the moment, we have had so many potential students that want to earn their credentials, but they currently do not have any financial support from their employers for certification.  We are hoping to win a Pinnacle Award so we could offer the most affordable certification exam preparation courses in 2016 in the south.  It is so important for employers to recruit certified HR professionals because it shows that not only has an individual worked to obtain a credential, but they are working to maintain the credential through ongoing professional development.  It is imperative that SHRM chapters and state councils work to encourage employers to require HR professionals to have earned certifications because it shows that not only does that employer valued skilled HR professionals, but encourages those certified individuals to stay informed on key changes that impact employment decisions.    Our chapter would use this funding to not only help offer more affordable certification preparation courses, but to continue our efforts in helping increase awareness with our area employers on the importance of hiring currently certified individuals and supporting their continuing education for recertification.

Central Nebraska Human Resources Management Association
Small (10-100 total members)
Central Nebraska is home to many citizens that would fall at or below the federal poverty level.  Winters can be long and hard in Nebraska; sometimes sub-zero temperatures can last for extended periods of time. The majority of Central Nebraska Human Resources Management Association – CNHRMA members comes from the Tri-cities of Grand Island, Hastings and Kearney, Nebraska.   This group of passionate community leaders wanted to do more than just serve the HR professionals in its membership.  It wanted to do more than provide programming, educational support and activities to its members.  To do this, CNHRMA embarked on a mission to change and strengthen the communities its members live in.    CNHRMA members identified a need in the communities it serves to provide winter coats to children who would not otherwise have one.   This program, which has been in place for three years and is gearing up for its fourth year, has donated 380 coats to children in need of a warm winter coat.  This year’s donation will push that number to nearly 600 coats.  The financial impact of these donations will rise to nearly $24,000 when coats are distributed in October, 2015.    CNHRMA established the HR CARES, HR SHARES – COATS FOR KIDS campaign in late summer of 2011.  Each year, the membership has distributed coats to the public school systems for school age children who have been identified by school outreach coordinators as needing assistance.   The HR profession requires courage, diligence and resilience.  It also requires kindness and compassion.  HR CARES, HR SHARES, COATS FOR KIDS Program is a pay it forward program that meets the needs of the communities today while investing in the future.

Charlotte Area SHRM - CASHRM
Large (301-500 total members)
Career Readiness Speakers for Charlotte Mecklenburg Schools (CRS 4 CMS)
CASHRM is nominating our Career Readiness Speakers for Charlotte Mecklenburg Schools (CRS 4 CMS) Program. This program:  Ө Increases the visibility of CASHRM in our school system,   Ө Provides focused volunteer opportunities for CASHRM Members,   Ө Offers a valuable real time resource to the teachers, counselors and administrators at 28 city and county high schools;  Ө Helps recruit and onboard new CASHRM members from the school system and community;   Ө Provides a catalyst for greater Board cooperation, alignment and communications across several functions, including Government Affairs, Workforce Readiness, Community Relations and Membership;  Ө Provides an opportunity for high-impact, valuable community and corporate citizenship service.  By using a low/no cost cloud based application, called Sign Up Genius (SUG), we have been able to make it easy for schools to request a speaker and for CASHRM Members to sign up, track, modify and prepare for keeping speaking engagements.    All parties, students, speakers and school representatives are asked to complete evaluations of each speaking event.  These evaluations are used to continually improve the program.    The program was initiated by the CASHRM Board in February 2015.  Over 30 CASHM members have signed up to be speakers.  Twelve (12) members led one or more speaking engagements of about 45 minutes to an hour each at 18 events which had between 20 and 250 participating students. Over 750 students and 24 teachers, administrators and counselors were touched by the first 4 months of this program, which is active during the school year.  Plans to expand the program during the 2015/2016 school year are underway. The enclosed video expands on the effectiveness of this program in one CMS Academy which was hosting a Speed Networking event for over 250 students with over 6 CASHRM members participating. In a day and time when almost every school district is struggling with resources to make the transition from High School to college, university or careers more effective, using CASHRM members as Career Readiness experts and speakers helps expand the reach and capabilities of schools and the professionals who run them.  There's a revolution going on in some school districts creating Career Academies. Programs like this one can put SHRM chapters in a better position to learn more and/or help expand them for the benefit of students, teachers and members. 

Charlottesville SHRM
Medium (101-300 total members)
Student Engagement Intiative
Charlottesville SHRM developed a program that addressed a long-standing problem in our community: the lack of any real interaction with the many thousands of talented college students who live in our area. With none of the colleges having an HR degree program, we had to start from scratch in finding ways to reach out to students who might be interested in the field. Through a great deal of trial and error we were able to build a strong student cohort with twelve founding members representing three different local universities. The program’s structure was composed of three elements. Monthly meetings facilitated by chapter Board members provided students with opportunities to learn about the HR profession, interact with each other in discussions and case studies, and complete self-assessments to help identify their strengths. Second, students were each provided with a mentor from the Board to give them the chance to develop a closer relationship with a seasoned HR professional. Third, students were invited to attend monthly chapter membership meetings to further enhance their understanding of human resources and provide them with the chance to network with a variety of local HR practitioners at all levels. This unique three-tiered structure provided students with a range of learning experiences and could certainly be replicated by other SHRM affiliates.    The program has been an unqualified success. Five of the nine graduating members of the group are pursuing careers in human resources and membership in this year’s group has grown, due largely to the positive word-of-mouth and current member referrals. The program benefits not only the student  members, but also local HR community and the profession as a whole.


Chester County Human Resources Association
Medium (101-300 total members)
Collaboration with West Chester University
Chester County Human Resources Association entered into a relationship with the students and administration at West Chester University to bring a new perspective to the chapter, to support the students' education in the field of human resources, to increase awareness of our chapter and National SHRM and, in turn, membership and meeting attendance, and to assist the students in becoming a recognized student SHRM chapter. These goals were achieved through a close relationship developed between the CCHRA College Relations Chair, the WCU faculty chapter advisor and the WCU student chapter president. The initiative provided the students with free memberships to CCHRA, reduced meeting fees, opportunities to volunteer at the chapter meetings, exposure to local HR professionals, a job shadowing program, internships, educational experiences outside their course work, and the support needed to be recognized as a student chapter. The success of the initiative was demonstrated in the achievement of a SHRM-recognized student chapter, a new job shadowing program which will continue to flourish in future years, the ability of the students to participate in experiences relevant to their field outside of the classroom (i.e. volunteering at meetings, internships, job shadowing, professional presentations, etc.), increased CCHRA and SHRM memberships, increased chapter meeting attendance, and new perspectives brought to CCHRA.

Chicago SHRM
Mega (501-1,000 total members)
Leading the Future: Building Bench Strength in Diversity & Inclusion
Chicago SHRM accelerated efforts in 2015 to attract and serve a more diverse membership to support a growth strategy of extending its reach to the broadest population of HR professionals, thought leaders and organizations in Chicago’s market.    Expanding its membership base and extending its reach outside the organization also allows its enhanced brand to align with the global recognition of SHRM. Providing a road map for members to implement also supports SHRM’s objective, “advance the profession.” The Diversity & Inclusion (“D&I”) Program was defined as follows:    Title:  Leading the Future: Building Bench Strength in Diversity & Inclusion    Objective:  Position Chicago SHRM as a diversity thought-leader by helping members and affiliates become talent-advocacy change agents in the communities where they live and work. Scope: The Program was defined as a dynamic change process evolving from the momentum of activities developed in 2015 for the express purpose of making diversity practices so much a part of our fabric that it becomes “just who we are” in 2016 and beyond.    Since the Program is envisioned as a journey–-building today to lead tomorrow--the activities and measurements of success are defined by what was implemented to meet 2015 objectives.    What we did    The Board partnered strategically to successfully execute action items with specific actionable outcomes:    1.Developed plans to attract a more diverse Board /Membership   2.Increased D&I programs/registrants   3.Increased diversity coverage in our social media platforms  4.Created a public campaign to promote a Maria Hinojosa/Google event   5.Connected with 20+ local/national D&I, HR, and business organizations   6.Added diversity partners  7.Gained Chapter recognition nationally   8.Surveyed members/Board    How success was measured   Surveys to identify current-state:  •Board demographics over 3 years  •Member demographics/needs    Tracked growth from D&I related activities:  •Member and board demographics/growth  •Community alliances/partnerships  •Diversity Committee expansion/impact  •Maria Hinojosa event  •Educational programs/attendance  •Communications/Marketing promotions


Chippewa Valley (CV) SHRM Chapter
Medium (101-300 total members)
CVSHRM HR Mentoring Program
In 2011, the Chippewa Valley SHRM HR Mentoring program was established to create a stronger relationship between the SHRM student and professional chapters in our area. It ended up doing more than that; it built stronger relationships between the students and the professionals involved in the program, which lead to stronger connectedness throughout our region. Chippewa Valley SHRM, the Chippewa Valley Technical College student chapter, and the University of Wisconsin- Eau Claire student chapter were able to work together to pair HR professionals with students interested in being in the HR profession.  From this program, students are able to gain more knowledge of different areas of HR by learning from a local HR professional. Likewise, HR professionals benefit from this program by working with and shaping tomorrow's HR leaders.    As a result of the success of this program since inception, the number of mentoring pairs has almost tripled due to the effective mentoring relationships and support given by volunteer leaders. This program has been able to successfully connect professional and student chapters, as well as students interested in HR with HR professionals.


Medium (101-300 total members)
2015 Annual Spring Job Fair
As soon as CiHRG leadership became aware that the local community college was no longer hosting the only highly attended annual job fair in the area, we realized that many of our members would be left without one of their major recruiting tools. In only 4 weeks – and $600 out of pocket – we secured sponsors, 50+ participating employers, volunteers, a venue, advertisement, and even an employer lounge and afterhours networking opportunity.


Columbia Basin Chapter of SHRM-CBSHRM
Medium (101-300 total members)
A Path to Building Bridges and Breaking Down Barriers
Where do you find potential employees that are qualified, job ready, flexible, and diverse in their ethnicity, race, age, education, and social standing?  This labor pool isn’t just a dream, it is a reality and exists.  In fact, they are easy to find considering that 56.7 million Americans (about 19% of population) belong to this group.  This elusive group has been commonly referred to as “people with disabilities” and although they are very capable employees, they are largely unemployed, underemployed and often underestimated.  Experts in the field of workplace disability believe that employers have not tapped into this workforce because they are unaware of the range of their skills and/or do not know how to identify the individuals as potential employees.  Statistics continue to show that less than 20 percent of Americans with disabilities are currently participating in the labor force.  In January 2014, the percentage of people with disabilities in the labor force was 17.1 percent.  By comparison, 64.6 percent of persons with no disabilities are participating in the labor force.  In January 2014, the unemployment rate for those with disabilities was 12.5 percent, compared with 5.9 percent for persons with no disability, not seasonally adjusted.  The U.S. Department of Education noted that individuals with disabilities rated consistently as average or above average in performance, quality and quantity of work, flexibility, and attendance.  In fact, 72% of working-age people with disabilities have high school diplomas or a higher education. Yet, of those with a college degree, 55% are unemployed, compared to 14% of college-educated people without disabilities.  Most people with disabilities want to work.  2 out of 3 people with disabilities who are unemployed (67%) say they would prefer to be working.  Of those people with disabilities who say they are able to work, only 56 percent are working and the rest are looking.  Studies show that a strong commitment exhibited by top management and a positive attitude among co-workers and supervisors are the best ways to remove employment barriers for people with disabilities, according to a Cornell University survey of human resource and equal employment opportunity personnel from the private and public sectors.  They have become the largest minority group in the nation.  This number will double over the next 20 years.  Persons with disabilities are the largest untapped labor pool of candidates at a time when employers are having more difficulty finding qualified and motivated candidates.


Dulles SHRM
Medium (101-300 total members)
Dulles SHRM Discussion Groups
Dulles SHRM is excited to be celebrating 15 years of our grassroots “Monthly Discussion Group”.  This collaborative learning initiative was created as a FREE informational resource to HR professionals and an interactive alternative to our Monthly Chapter Meetings.  Created in 2001, the Dulles Monthly Discussion Group, with its open discussion format, provides HR professionals the opportunity to share knowledge, collaboratively solve problems and provide a network of talented subject matter experts.   Our early morning meetings serve members and non-members of not only our Dulles Chapter, but many of the surrounding chapters including, but not limited to; NOVA SHRM, Prince William SHRM and Leesburg SHRM.  Over the past 15 years, we have hosted 168 Discussion Groups, with an average of 25 attendees per session.  The Discussion Group concept and techniques have now been adopted and successfully utilized for the past several years, by the NOVA/Dulles SHRM Mentoring group. The process and procedures, along with samples of past meeting topics, are now documented on our website for all future boards.   The passionate and authentic leadership of the Dulles SHRM Board is dedicated to continuing this pioneering programming format and to share the concept and success with other local SHRM chapters.


East Alabama SHRM
Small (10-100 total members)
Diversity Workshop: It's not just Black and White
East Alabama Society of Human Resource Management sought to raise community awareness of diversity's strong contribution to the workplace. We invited four individuals to share their experiences and insights concerning their individual effects on their companies, as well as their expectations of their own results.  Business leaders as well as first line supervisors were introduced to concepts that were perhaps unfamiliar and which opened their thoughts to the success to be achieved by honoring the unique attributes brought by each individual to any organization. 


El Paso SHRM -- 2015 Pinnacle Award Winner
Medium (101-300 total members)
Get ready...Get set...Work!
HR professionals are experts in recruitment and retention, so it was only fitting that EPSHRM chose to help our community prepare for the workforce based on the expectations we use in our own organizations.    When you think of those seeking new employment, you may think of high school and college graduates or soldiers ready for the civilian lifestyle. But what you may not think of are those who are learning to live on their own after being battered and abused by their spouse. EPSHRM partnered with our local Center Against Sexual and Family Violence (CASFV) center to assist with resume writing and mock interviews of their residents. Throughout the year, multiple work sessions were provided to men and women in hopes of helping them regain confidence as they prepared to care for themselves after relying for years on an abusive spouse. EPSHRM also worked with its membership to coordinate job opportunities for these residents, and collect clothing donations for them to use during interviews. Because of the diverse membership within EPSHRM, skilled and qualified attorneys, along with the local EEOC office, also lent a helping hand free of charge!    EPSHRM also applied the same resume-writing and mock interview efforts with the local school districts, the University of Texas at El Paso, and Ft. Bliss. Our goal was to assist our community in preparing for the workforce, and regardless of the customer we served, EPSHRM successfully educated many El Pasoans to develop the tools, and confidence, they needed to WORK!

Frederick County Society for Human Resource Management
Medium (101-300 total members)
FCSHRM's Veterans Initiative
FCSHRM recognized the veterans in the community we serve have historically faced road blocks in finding viable employment for a number of reasons.  Reasons included the employment marketplace, perceived stereotypes and lack of understanding by employers in the business community.  For this reason, we decided to launch and initiative with the goal of bridging the gap through the education of military veterans, military personnel preparing to enter the civilian workplace and employers in our community.    We began the process by reaching out to our local military base to gain an understanding of the process they use to prepare individuals leaving the military to transition into the civilian workforce.  We learn the base conducts regular training classes to prepare these individuals for their departure.  After working with the base officials, FCSHRM was invited to present a panel discussion with these groups on issues surrounding the recruiting and hiring in the civilian world.  Through the success and commitment of our Veterans Initiative Task Force, our panelist presentation has proven to clearly fulfill a void in the transition process for veterans.  The relationship we have established with our local military base, supports a rewarding long term relationship connection with our community of local veterans. Our efforts support the development of a pipeline for transitioning veterans and employers. FCSHRM’s commitment to leading this initiative enables us to solidify a long-term solution to reducing the anxiety and concerns that veterans share about entering the civilian workforce. In addition, as panelists we have developed opportunities for employers to hear first-hand how they can attract and retain veterans within their workforce. This type of opportunity did not already exist. FCSHRM has been able to fill a large void and provide a much needed resource to the community we serve.

Great Plains SHRM Chapter
Small (10-100 total members)
Remote Broadcast of HR Programs
The Great Plains SHRM chapter acts an advocate on the most critical issues facing our workplaces as well as for HR professionals in Southwest Oklahoma.  Our mission is to facilitate partnerships between local HR professionals, provide a community of shared HR experiences, help find and create innovative HR solutions, and provide leadership, education, and research to HR practitioners.  While we are a small chapter, we serve 2 additional communities in Southwest Oklahoma – Altus and Duncan, OK, each approximately 45 miles west and east respectively of Lawton, OK.  Each month our chapter programs broadcasts our program live to Altus and Duncan.  This benefit allows HR professionals to learn, interact, and seek feedback from program presenters as well as connect with other HR professionals without leaving their communities.

Greater Baton Rouge SHRM Chapter
Large (301-500 total members)
Workforce Advisory Council
The Baton Rouge SHRM chapter created a Workforce Advisory Council, comprised of chapter volunteers, to provide guidance to the Louisiana Workforce Commission on ways it could improve its support of HR professionals in the Baton Rouge area. The Council met with key agency executives and program managers to provide insights on the gaps between current service levels to HR professionals and the desired future state of service. The Council also provided suggestions for program and service improvement. The state agency listened. The LWC realized that their normal outreach orientation (job seekers and employers) missed a critical constituency: HR Professionals. It began an immediate program of outreach and communication, sending an agency Business Services Representative to meet with Council members one-on-one, and then expanding the audience to include more chapter members. Agency contact points for program and process assistance were provided for Unemployment Insurance, Workers Compensation, Job fairs, job posting and recruitment, tax credits, funded training programs, and so on. In addition, the agency immediately scheduled a series of educational programs for chapter meetings in order to inform members of the range of services and support available from the agency.  Following the successful deployment of Advisory Council recommendations, the Council and agency coordinated a similar outreach with the Louisiana State SHRM Board, replicating the BSR outreach to each chapter president to begin a series of locally-configured informational presentations. Discussions were also held with SHRM National, resulting in a SHRM National survey on state workforce agency support and an agreement between SHRM National and the National Workforce organization (the National Association of State Workforce Agencies - NASWA) to explore areas of mutual interest, in terms of legislation and programmatic support.  At present, the Council is giving improvements some run time, but will begin collecting data in 2016 to determine progress or lack thereof and to provide feedback at the state and national level.

Greater Madison Area SHRM (GMA SHRM)
Mega (501-1,000 total members)
Job Boot Camp
Since 2012 we have grown and refined the event to be a strong attractor of volunteers from GMA SHRM, the community and job seekers from around the Madison region. We combine HR volunteers from employers, government agencies, non-profits, and schools to leverage our unique strengths as HR professionals to remove barriers to employment for underserved populations. Additionally, students receive real-world practice and an opportunity to grow their network of HR professionals. This year, we also increased our exposure to media with two TV spots that highlighted our event, demonstrating the positive impact that human resources professionals have in the community.  Our 2015 event experienced a more than 20% increase in participation over 2014. 35 human resource professional volunteers and several other partners, including the United Way of Dane County and Southern Wisconsin Association for Continuing Higher Education (SWACHE), supported us in implementing this event. 56 job seekers were connected with and coached on resumes, interviewing skills, and several other job-related topics. More than half a dozen SHRM student chapter members and interns from member companies participated. In the words of Jeff Russell, immediate past president of GMA SHRM, the Annual GMA SHRM/ Urban League of Greater Madison (ULGM) Job Boot Camp “is really the best of who we are as an organization.”


Heart of Illinois Human Resource Council -- 2015 Pinnacle Award Winner
Small (10-100 total members)
Celebrate Veterans
Executive Summary    Purpose:  The Heart of Illinois HR Council was honored to collaborate with The Heartland Division Salvation Army Veterans Outreach Center to host a special event aimed at:  •Arming Business Leaders and HR Professionals with a strategy to create, implement and access a Veteran hiring program, and   •Raise awareness of the growing trend in Veteran homelessness.    Background:  Strategic Veterans Hiring Program:  With more than one million military personnel expected to transition to civilian life in the next few years, the job market will be flooded with candidates whose experience is heavily military based. Unfortunately, veteran candidates are among some of the most overlooked and misunderstood.  They face many stigmas associated with military life. In addition, human resource professionals struggle to translate military experience into qualifications they need to fill open roles in their organization. Further, veteran candidates struggle to explain how what they experienced in the military will help them do the job at hand. The end result is frustrated companies who want to extend their hiring to veteran candidates but cannot seem to find what they need for the business and frustrated veteran candidates who know they have the qualifications but cannot seem to get their point across.   Veteran homelessness:  Each year, thousands of Americans transition from active duty military service to veteran status. Though the reasons for this are varied, many veterans struggle to return to civilian life, placing them at increased risk of experiencing homelessness. On any given night, nearly 50,000 veterans are homeless.    In 2009, our federal government acknowledged the growing problem of veteran homelessness and proposed a solution. Then-Department of Veteran’s Affairs (VA) Secretary Eric Shinseki, in conjunction with President Barack Obama, established the goal of ending veteran homelessness by the end of 2015. We’re now more than halfway through the year, with only five months to go.  So how are we doing?  Since 2009, nationwide veteran homelessness has decreased by 33 percent. Largely responsible for this reduction is the surge in funding, programs, and resources available to assist veterans experiencing homelessness.  Results:  Sabrina Baker, PHR, Human Resource Consultant and Social Recruiter of Acacia HR Solutions presented “From Service Member to Supervisor” which outlined the tools to create and implement a Veterans hiring strategy.    Next we learned through a panel discussion of programs aimed at combating Veteran homelessness offered by The Salvation Army Outreach Center, Veterans Administration, Goodwill, and ESGR.

HRA of Central Missouri
Medium (101-300 total members)
HRACMO partnership with enCircle Technologies
EnCircle Technologies is a community based organization designed to assist young adults on the autism spectrum in developing the required skills to hopefully gain meaningful employment.  HRA of Central Missouri has partnered with enCircle to help achieve that goal.    Statistically, adults on the autism spectrum are an underemployed population.  Often, when folks talk about autism, we  think about children.  Well, what happens when these children grow up and become adults? Frankly, adults on the autism spectrum often lack the requisite skills to successfully make it through the traditional hiring process.  The partnership began as an opportunity for HR professionals to assist in closing some of those gaps.  As we ventured into this partnership a couple of years ago, a realization occurred.  Often, people with autism have specific, mastery level skills.  These skills often center around professions that require high attention to detail.  EnCircle began with a technology focus, as jobs in these arenas often require the strong skills this group of people can offer.  So why was this population so significantly underemployed?  We realized that as these students must gain new skills and learn to adapt, so must we.  The traditional steps of a selection process is not designed for autistic employees to be successful.  So much of the selection process hinges on the social interaction;  the interview, eye contact, the handshake.  What were we missing?

HRACC - Human Resource Association of Central Connecticut
Large (301-500 total members)
When Work Works for Connecticut Employers
HRACC held a chapter meeting at the end of 2013 on Work Place Flexibility; SHRM's own Lisa Horn was our speaker and she introduced us to the When Work Works Initiative. An HRACC member loved this idea and presented a proposal to the Board to implement the When Work Works program within our chapter. A committee was formed and we began to educate ourselves and our membership on a critical factor in today's workplace: Employees want to find that worklife balance where work is important, but with options where people can be successful within an alternative work environment. We promoted When Work Works at every chapter meeting and through our social media. We reached out to state agencies, lobbying organizations, and other SHRM chapters to tell them about our project. We set modest member company application goals, and really didn't anticipate having winning companies. We surpassed our application goal with 7 applications, and we had 4 winners! Even before winners were announced, we were planning the  Award celebration for our member applicants to be included in our October membership meeting where our topic would be Diversity. We feel this topic would be a great fit for the WWW celebration where the winning companies received their awards. Our speaker talked about "Unconscious Bias;" sometimes organizations have fears or a lack of understanding regarding workplace flexibility. Through the WWW process, HRACC hopes to reveal companies "Unconscious Bias" and help change long-held assumptions of how work should be conducted.

Super Mega (1,001 or more total members)
HRAM Diversity Symposiums
As HR professionals we all understand and value the importance of diversity in the workplace. We also understand that diversity builds an organization's employee brand, increases creativity, and encourages personal growth. Diversity can motivate employees to think more independently, support recruitment challenges and skill shortages, and improve employee satisfaction and retention.  Thus the HRAM Diversity Symposiums were developed.  The focus of the Diversity Symposiums is to address diversity and cultural issues in smaller, less formal quarterly meetings for HRAM members, SHRM at large members and the Omaha community. The Symposiums are free to attend and are certificated for professional development credits.  The overarching goal of the Symposiums is to create a comprehensive set of thought provoking and educational programming that stretches what diversity looks like in the workplace and to illustration that organizations made up of individuals with diverse qualities, experiences and work styles tend to have a richer set of ideas, perspectives and approaches to business matters.    The fundamental core of the HRAM Diversity Symposiums is that our individual differences are what makes us better in the workplace and the community.

Mega (501-1,000 total members)
HRANCA Mentor Program
The HRA-NCA has a rich history, dating back to 1945, as a professional organization and leader in supporting the field of human resource management. Today, its membership includes not only practitioners of human resources, but also HR consultants and vendors, educators who teach the next generation of HR professionals, employees of executive search firms, and students. The organization continuously seeks opportunities to participate in and collaborate with other organizations to further professional training and develop initiatives for human resource professionals. The opportunity to submit this application for the Pinnacle Award is yet another indication of the HRA-NCA’s commitment to excellence in delivering timely and quality professional development opportunities for HR professionals. The Mentor Program was inactive for a couple of seasons and this was a significant concern. At the conclusion of the 2013-2014 season the chapter hosted a meet and greet for any member interested in participating in the Mentor Program for the upcoming season.  The outgoing chapter president, Yvonne Evans and VP of Membership, Nicole Belyna supported the event.  The incoming board president, Deron Lehman committed his support to serve as a mentor and actively assisted in the recruitment of members/mentors. The meet and greet was well attended and facilitated by a professional trainer.  The member response was positive and over 50 members attended.  Members shared their interest regarding participating as a mentor or mentee.  The incoming VP of Education, Sheila Thomas provided an overview of the new program and immediately began strategizing the launch of an engaged and effective program for the new season.  Valerie Keels, was chosen to serve as chair of the program.  Valerie and Sheila implemented a program activity timeline. The success of the program was evidenced by the positive end of the year survey and the implementation of an alumni mentor group.

Human Resource Society of Prince George's County
Small (10-100 total members)
Dress for Success Collaboration
Every year the Human Resource Society of Prince George's County (HRSPGC) hosts a summer social.  We, as HR professionals, wanted to be a resource to our community and the surrounding metropolitan area. In July of 2014 we decided to "party with a purpose".  Partnering with the non-profit organization, Dress for Success, whose mission it is to promote the economic independence of disadvantaged women by providing them with professional attire, a network of support and career development tools to help them thrive in work and life, we helped make it possible for the organization to fulfill its mission.  In a field that is predominately female, HRSPGC wanted to make sure that this specific population of job seekers was appropriately equipped with the interview outfit and tools necessary to land that dream job. We used this annual summer networking event to collaborate with our local chapter members and Dress for Success to assist this underserved community re-enter the workforce with their best representative.  We asked those registered to attend the event to bring gently used clothing items such as suits, skirts, slacks and blouses as a donation.  We accepted cash as well. We had a very strong turnout in attendance and through our Summer Social we made it possible to empower the lives of women by building confidence for their employment interviews and within the first few weeks of work life.  The event was a success!

Human Resources Association of Martin County
Medium (101-300 total members)
Employment Law 101-Supervisor & Small Business Training
Human Resource Association of Martin County (HR Martin) designed a training program to educate Small Businesses, Supervisors, and Managers on basic employment laws.  The board of HR Martin saw a need in our community and among our members to bring a program to our area to improve skills for small business leaders, managers and supervisors.  Due to the nature of business in Martin County, there are many small businesses that do not have an HR Professional on their staff, and so this program was designed to help those businesses keep in compliance with the various laws affecting the employment relationship.

Mega (501-1,000 total members)
Website Revisioned
As our chapter continues to grow and broaden our reach and footprint as the voice of the HR community in Central Indiana, an fully developed, easy to use website and online presence is crucial to further the aims of our chapter.  In 2014, we began a process to develop and launch a brand new website that would showcase the work of our chapter, allow our members and potential members easier access to programs, HR services, sponsors, and job postings, in a format that was highly functional on both a traditional PC and a mobile application, such as a smartphone or a tablet.

Large (301-500 total members)
Partners for Work
INSHRM and Rotary 21 Club present "Partners for Work"  The Bureau of Labor and Statistics stated in their 2014 yearly news release; “at all levels of education, persons with a disability were much less likely to be employed then were their counterparts with no disability.”  Partners for Work is an outreach effort between Rotary 21 Club and the Inland Northwest Society of Human Resource Management (INSHRM) located in Spokane, Washington.  The objective of the Partners for Work initiative is to create awareness for HR Professionals around providing work opportunities for the most underemployed population; people with disabilities.    These two membership groups coordinate to form a pool of candidates from which INSHRM selects, trains, and employs a person with a disability to assist with the chapter’s monthly general meetings and special programs for a calendar year.  The program is designed to find a permanent position within the general memberships, while at the same time dispelling any apprehensions about employing a person with disabilities.

Small (10-100 total members)
Workforce Development in the Illinois Valley
IV-SHRM co-sponsored the Illinois Valley Manufacturing EXPO. Our goals were to actively engage with the community, particularly our youth; announce to the community that IV-SHRM was an organization committed to workforce development; and begin a journey to create a more highly developed, highly-skilled local workforce.    We have gone from being a chapter that was solely focused on HR professional development to a true member of the community interested in impacting the development of local talent.  While networking and professional development are valuable to the profession, we need to do more.  We needed to provide outreach to improve our community.  We needed to partner with other like-minded groups to solve the issue of talent development in our area.  We are proud to have begun that journey. We have sparked an interest in the community that has led to 2 employer conferences on developing local talent in 2015, one of which was attended by the Lieutenant Governor.  We are proud of how far we have come and will continue this important work in partnership with the community.

Jayhawk Chapter of SHRM
Small (10-100 total members)
HR Aces
Why do chapter members join their local chapters? To learn and network. Why do local non-profits look to our chapter to help with HR needs? Because they recognize the special requirements of HR and hope that an HR Ace will come to their rescue! We’ve matched these two endeavors as part of this program.  As the word started to get out in the community that we had a stable of experts to help non-profits (something that we specifically promoted) the requests started coming in. In a few short months we had four large requests come in from four different non-profits. Over 10 members (over 15% of the chapter!) became involved in helping these non-profits while developing new skills in the process---skills that ranged from strategic business partnership to impacting organizational culture of the non-profit to learning and development facilitation skills to assessment, analysis and consulting skills via an HR audit.

Super Mega (1,001 or more total members)
So You Want to Start A Mentorship Program Book
Since 2008, over 200 members of LWHRA have participated in the chapter’s formal mentorship program. (see Figure 1 in “Was the program effective?” section below). The mentorship program is extremely successful, with recognized benefits for both the individual participants and the chapter. Mentees use their participation in the mentorship program to develop their HR knowledge and skills. An informal network of current and past mentorship participants has developed to share best practices, HR knowledge and employment opportunities.    For LWHRA, the mentorship program has also become a way to discover and nurture emerging HR leaders. Mentorship program participants have become chapter volunteer leaders, taking on service including committee chair and Board of Directors. A former mentee was chosen as 2014 Volunteer of the Year. Another was honored with the President’s Cup Award for her volunteer service to the chapter. One of the first mentees in the redesigned mentorship program was President of the chapter, and recent mentors fill several important leadership positions in the chapter today, including President, President-Elect, chair of the leadership development committee and Board member. News about the mentorship program has spread within the local HR community, and the mentorship program has become a membership draw for local SHRM members to affiliate with LWHRA as their chapter. There is regularly a robust volume of applicants for mentee and mentor positions when registration is conducted each year.    The success of the mentorship program prompted LWHRA to publish a how-to guide, available to any SHRM chapter, on starting a mentorship program. The title for the guide is “So You Want to Start a Mentorship Program”. It is currently available for sale on Amazon in paperback and e-book formats.

Mid Michigan Human Resource Association
Small (10-100 total members)
Mock Trial-Anatomy of Discharge Case
Mock Trial- The Anatomy of a Discharge Case for HR Professionals: Featured in the SHRM-MISHRM Michigan State Council Magazine Human   Resource Professionals are constantly being advised on "best practices" for HR but rarely get to see what happens when practices are not implemented.  This interactive presentation provides a real life court scenario and provides advise to HR practitioners and employers on best practices from a legal point of view.

Mid-Cities HR
Small (10-100 total members)
100% in 100 Days
100% in 100 Days Program Dramatically Increases Membership!    MidCities HR successfully concluded it “100% in 100 Days” program and saw a big jump in membership.  The program’s goal was to get 100% of its HRCI-certified members to become SHRM Certified within a 100-day period.    Our volunteers contacted our HRCI-certified members into taking SHRM’s Online Tutorial.  Our volunteers succeeded and now 100% of our HRCI-members are now SHRM-certified.  A pleasant side effect of the program was a concurrent 10% rise in membership.  Throughout 2015, that has translated into MidCities been one of the fastest growing local SHRM chapters in Texas.

Mid-Florida SHRM
Medium (101-300 total members)
Mid-Florida SHRM exhibited excellence in advancing the HR Profession by developing and implementing a workforce readiness program in conjunction with the local workforce board and other community partners in support of those key constituents in need of a wide range of employability skills.  The goal was to reach as many as possible of the unemployed and underemployed in Polk County and allow them to leave with an “employment guarantee” that would give them confidence that they could find work as long as they followed the P5X Path to Employment. The goal was to have at least 10 Mid-Florida SHRM members volunteer their time and serve at least 400 individuals by providing services such as interview preparation, mock interviews, resume review, career counseling, and image consultations.  These goals were well exceeded with 15 Mid-Florida SHRM chapter members providing workforce readiness services to more than 500 participants.  These services resulted in 169 people receiving a “job guarantee” for graduating the full program, 31 job offers were made which resulted in a net of 26 hires.  Mid-Florida SHRM’s participation was publicly praised by the CEO of the CareerSource Polk and recognized in local media such as the Lakeland Ledger.

Mile High SHRM
Super Mega (1,001 or more total members)
Human Resources Young Professionals Conference: A dynamic, fast-paced conference focused on providing an exclusive development and networking opportunity for young HR professionals in the Denver area.
For the second year in a row, Mile High SHRM (MH-SHRM) hosted a day of learning, thinking and networking at the annual HR Young Professionals conference. Topics and speakers focused on creating a strong, forward-thinking blueprint to achieve a long and successful career in Human Resources.    At the conference, MH- SHRM featured numerous, dynamic speakers in a fast-paced “Ignite-Style” format, a panel of senior HR experts and a keynote presentation. Participants were encouraged to contribute with questions via Twitter, and all presentations were captured on video for future marketing promotions and bite-sized learning for current chapter members. Registration was $50 ¬- peanuts for lunch, GREAT speakers offering HRCI & SHRM certification and happy hour. Attendance and revenue goals were blown out of the water, a huge leap since the conference launched in 2014. It’s obvious that this program will continue as a staple in MH-SHRM’s educational programming, based on a 46% increase in attendance from its inaugural year to the second, and a 165% contribution to revenue for the association. This program has produced significant results above and beyond any expectations, and has enabled Mile High SHRM to meet key  milestones towards success as a chapter, including engagement of an unrepresented member demographic (i.e. members under the age of 35), education delivered in a unique and fresh format, and an overall increase in chapter membership

Super Mega (1,001 or more total members)
Bridging the Gap – Helping Employers Understand How to Effectively Hire Veterans and People with Disabilities
MT|SHRM has been actively focusing on Diversity & Inclusion initiatives for the past four years.  MT|SHRM has created a D&I Director for the Board of Directors and a 15+ member committee that is focused on an inclusive view of diversity, reaching beyond the common gender and race perspective. In 2015, MT|SHRM made the strategic decision to develop a program to support veterans and people with disabilities on a grander scale.  MT|SHRM and its relationship with local employers/members provided the perfect forum to do just this.    Specifically, two inaugural events already occurred in 2015 and one is planned for this fall:  •Veteran Focus - In April 2015, MT|SHRM partnered with the Rutherford County TN Chamber of Commerce and local business Veteran Leadership Employee Resources Groups (ERGs) to hold our Warrior Workforce Conference, a day-long seminar focused on educating employers on how to effectively hire veterans.   Approximately 185 attendees and roughly a dozen vendors participated in the event.  The primary focus of the event was to attract employer representatives with the ability to impact hiring practices and procedures and allow them to hear from and interact with current and former military personnel about the resources available to civilian entities to assist in tapping the military talent pool.   A related focus was educating employers on the barriers Veterans face when transitioning to the civilian workforce and how to overcome those barriers – in hiring, on-boarding, and overall retention.   This event was very well-received and offered very practical and helpful guidance to the employer community on how to hire and successfully retain Veterans.  In November 2015, we are planning our first annual Career Expo for Veterans, Military (active duty & reserve) & their family members, partnering with Fifth Third Bank.  For this event, 75+ exhibitors and 5 Corporate Sponsors have pledged to participate, and we are expecting 300+ attendees.  •People with Disabilities Focus - In May 2015, MT|SHRM partnered with TennesseeWorks, an agency dedicated to helping people with disabilities find work, to host the inaugural CapABILITY Career Expo.  This event was designed exclusively for employers to recruit and establish a dialogue with people with disabilities. Thirty-four employers and 150 job-seekers attended the Expo.  In a post-Expo survey, 94% of exhibitors planned to attend/recruit at the next Expo in 2016 and 87.5% were in the process of hiring or evaluating next steps with attendees.

Middle Tennesee SHRM -- 2015 Pinnacle Award Winner
Super Mega (1,001 or more total members)
MTSHRM Mentor Program
The Middle Tennessee SHRM mentor program pairs MTSHRM professional members with members of student Chapters from six local Middle Tennessee universities.  Founded in 2004, the program has grown from a handful of initial participants  to a record breaking sixty two participants during the 2014-2015 academic year.  Applications are accepted each fall and then participants are matched based on a number of factors including their area of expertise or interest within the HR field.  During their initial meeting, the pairs complete a Mentor Student Agreement which outlines their goals for the program.  Often, goals surround exposing a student to different facets within HR, helping the student develop specific skills, enabling the student to foster relationships and network within the local HR community, and coaching the student through an upcoming job search.  Then, from October through April, pairs are expected to meet at least monthly.  They can exercise any level of creativity in designing their meetings which often vary from job shadow opportunities at the mentor’s office to lunch, coffee, and MTSHRM Chapter meetings.  The pairs complete a monthly survey which is sent by the MTSHRM mentor committee to track their progress toward goal completion.  At the conclusion of the 2014-2015 program, survey results revealed that seventy five percent of participants met the goals outlined in their mentoring agreement.  Eighty percent of participants said that they will participate in the program again and one hundred percent would recommend the program to other students/colleagues.  Over the last eleven years, the MTSHRM mentor program has enriched the lives and careers of countless HR professionals both new to the profession and at a senior level.  Based on this strong history, the MTSHRM mentor program is poised to continue to serve HR professionals both current and future for many years to come.

Medium (101-300 total members)
College Relations Job Shadowing
Each application will include an executive summary of up to 200 words.  This summary will serve as an introduction to the application itself and will be used in Pinnacle Award compendium.  Until the development of this program, job shadowing opportunities for college students pursuing HR or related degrees were available only on an ad hoc basis, usually involving informal networking among students and MVHRA members.  In order to provide additional job shadowing opportunities, our College Relations committee created a Job Shadowing subcommittee. The subcommittee was responsible for the development and implementation of a formal job shadowing program for 2015. The inaugural program included 12students who were matched with HR professionals within our chapter (MVHRA members) in their chosen HR field. As a result of the program, several internships were offered to some of the participating students. We surveyed the students and the hosts and plan to offer the program again next year with a few improvements.

New York City SHRM - HR/NY
Super Mega (1,001 or more total members)
New York City SHRM Mentoring Program
The Mentoring Program is a fundamental expression of New York City SHRM – HR/NY’s overall commitment to each member's personal growth and professional development in the Human Resources community.    Remember when you tried something new, something you've never done before? Wasn't it a little less scary with a helping hand and a reassuring voice to support you? That's the power of mentoring. New York City SHRM’s Mentoring Program is serious business, for both mentors and mentees. The professional relationship between a mentor and mentee is a special one. While it is necessary to establish the objectives of both parties, the priority in this relationship is for the mentee to work toward establishing and attaining his or her goals.    The Mentoring Program provides the opportunity to apply real-life wisdom, and the benefit of each participant's point of view, to workplace situations and career development. Regardless of age or career tenure, HR/NY believes that all members have something to offer each other.    A successful mentorship requires both the mentee and mentor to develop and nurture their relationship; however, the mentee is expected to practice initiative and to play an active role in the partnership.    The one year structured program, carefully screens applicants for both mentee and mentor roles and matches them factoring in their respective level of experience, industry, developmental goals, HR areas of expertise and focus and most importantly, the objectives and reasons the Mentees had to participant in the program.    Mentoring occurs within HR in workforce and professional settings and this is a one year structured program which allows people to look at and identify areas within themselves and grow professionally. The program allows the pairs to freely discuss everyday challenges and gives a different perspective, which is beneficial to mentees.

Large (301-500 total members)
NOLA SHRM Internship Program
NOLA SHRM created and internship program in partnership with the University of New Orleans.  College juniors and seniors majoring in HR/HR related studies have an ability to work as a paid intern with member businesses. Additionally, 2 member businesses per semester will receive a stipend of $1,500 each to offset the cost of hiring an intern.

Northeast Human Resources Association
Super Mega (1,001 or more total members)
Diversity & Inclusion Awards Gala
For over 20 years, the Northeast Human Resources Association has held an Annual Diversity & Inclusion Awards Gala in downtown Boston. The event is part of the larger D&I strategy developed by the board of directors, which aims to create an inclusive environment for all of our members.    The event is attended by approximately 500 business leaders from across the region and is designed to both support the D&I community and celebrate the great work being done in our field. NEHRA awards 2 high school students with $10k in college scholarships ($5k each) in recognition for the leadership they've shown in their schools and/or community. In 2011 we created the Frank X. McCarthy Diversity Champion Award. This award is given to either an individual or an organization that exemplifies the diversity and inclusion in the workplace, either through individual leadership or a strategic initiative that impacted the organization in a positive way.    We have been fortunate enough to attract some inspiring keynote speakers to the event as well, including Herman Boone, Roosevelt Thomas and Billie Jean King.

Northwest Arkansas Human Resource Association 148
Large (301-500 total members)
Walmart Vendor Wage & Benefit Survey
The Northwest Arkansas Human Resource Association (NOARK) represents HR professionals from Fortune 500 companies based in the Northwest Arkansas (NWA) area, such as Wal-Mart, Tyson Foods, and J.B. Hunt Transport Services.  In this region there exists a community of vendors that have staffed local sales offices in the Bentonville/Fayetteville area that are solely dedicated to servicing their biggest customer, Walmart.  These vendors include such household names as Procter & Gamble, Bayer, Johnson & Johnson, Colgate-Palmolive, Hershey, and Unilever just to name a few.  These vendor offices are staffed with workers that have unique skill sets related to the consumer retail industry.  This has created a unique micro market for wages and pricing these positions has been a challenge for HR professionals both here and back at their home offices.  NOARK recognized a market for accurate wage and benefit data existed, and a demand for a special survey product.    Our goal for this project was twofold: provide a much needed source of information for the HR community; and generate funds from sales of the survey that would enable us to provide a broader array of value added services to our membership.    We invited 40 companies to participate and received data submissions from 17 companies.  The first edition was published mid-June 2015.    This positions NOARK as a professional organization that provides valuable services for its members and the business community at large.

Pittsburgh Human Resources Association
Super Mega (1,001 or more total members)
Engaging Pittsburgh: It's All About The People!
For over a decade the PHRA has been highlighting excellence in employee involvement and recognition through the People Do Matter Awards (PDM).  PDM has showcased efforts that have made a difference for employers/employees across the region by sharing lessons learned from over 180 organizations, both large and small, in diverse industries across southwestern Pennsylvania.  In an effort to refresh the program, the PHRA created a new campaign for 2014 to motivate and inspire leadership in the region to consider and employ employee-centered work practices.  The new program, “Engaging Pittsburgh:  It’s All About the People!” is a fresh take on building a reciprocal relationship between employers and employees.  Based on the overwhelming response to the program, Engaging Pittsburgh has led to increased business community awareness of high-performance human capital practices and has fostered the replication of model initiatives.  The program solicits nominations for recognition in the following areas:  Make Them Fearless  Help Them Thrive  Make It Cool  Be Boldly Transparent  Don’t Kill the Meaning  Magnify Success  Unite Them  Let Them Lead  Take It To Extremes    Upon nomination, a review panel of high-level human resource professionals from the Pittsburgh business community reviews and evaluates the submissions for their creativity, innovation, and results.  A group of finalists are selected and recognized with a reception/lunch where the winning best practices are announced. The PHRA actively engages its membership as advisors, reviewers, and nominees and, perhaps more importantly, helps share the best practice information throughout the year through its communications vehicles and at educational events.

Portland HR Management Association (PHRMA)
Mega (501-1,000 total members)
Member Development Programs (Emerging Professionals, Mentorship and Book Club)
In July of 2014, the PHRMA Board identified a measurable drop in membership and conducted a “World Café” to solicit feedback and to explore how to enhance member benefits.  Increasing membership and member engagement is critical to returning the chapter to sustained “Super Mega” status and will improve the vibrancy and relevance of the organization. In response to member comments, we designed and developed three distinct programs under the umbrella of "Member Development" to enhance the member experience. Those programs are the Mentorship Program, the PHRMA Book Club, and the Emerging Professionals (EP) Group.    The goals are focused on professional and career development, including to:    •Provide career development and mentoring opportunities for HR professionals at all career stages (Mentorship, Book Club)   •Provide networking opportunities specifically tailored for individuals early in their career (Emerging Professionals)  •Encourage members to participate in self-directed, interactive learning aligned to the new SHRM competencies (all three programs)  •Better serve the needs of PHRMA’s diverse membership by offering new events held at varied times and locations for more inclusion (all three programs)  •Attract, engage, inspire and retain PHRMA members (all three programs) These programs were designed and developed by a variety of individuals that included seasoned board members, returning members and those new to the chapter. Everyone involved has gained leadership and program management experience and they often talk about the exceptional relationship building and collaboration they’ve experienced.   The results have been increased membership, member engagement, and opportunities for leadership development for those who participate.

Prince William SHRM Inc.
Small (10-100 total members)
Community Outreach
In 2015, the Prince William SHRM (PWSHRM) Board of Directors decided community outreach would be one of our highest priorities. It was important to identify activities that would have the most significant impact without exceeding the capacity of volunteer efforts. PWSHRM board members led chapter members with delivering projects, seminars, and events aligning chapter and community goals with SHRM national strategies for advancing the HR profession. Projects, seminars, and events included: providing volunteers to support conducting mock interviews for George Mason University (GMU) students; partnering with Northern VA Community College (NOVA) supporting a global learning program; Providing volunteers three times monthly to coach homeless shelter residents with resume writing, job searching, and interviewing skills; supporting a mock interview program at Stonewall Jackson High School; sponsoring a Diversity and Inclusion seminar; and sponsoring PWSHRM’s 4th Annual Legal Summit. PWSHRM members continued to serve the Prince William County community by volunteering countless hours working with teams of volunteers feeding the homeless, providing job search training, resume writing sessions, and training on developing effective interviewing skills. As a result, high school, college, and local shelter residents with little work experience were better prepared to seek out employment.  We reached out to 440 national Prince William SHRM members encouraging them to join our chapter and attend chapter events.  We continued working with the Prince William County Chamber of Commerce sponsoring events educating local businesses about the benefits of partnering with a SHRM affiliate. PWSHRM co-sponsored HR related events with the Prince William Chamber.  The Director of Sponsorships worked with 18 companies in the Manassas community generating $8,000 in revenue from sponsors marketing HR related services as an added value to PWSHRM events in 2015. 

Professionals In Human Resources (PIHRA) -- 2015 Pinnacle Award Winner
Super Mega (1,001 or more total members)
PIHRA Young Professionals #pihrayp
At the SHRM Annual Conference, Elissa O’Brien, SHRM VP, discussed the topic of the “seven years of darkness,” the amount of time that lapses before new HR professionals join a SHRM Chapter.  To address the “seven years of darkness” phenomenon, the Professionals In Human Resources Association (PIHRA) launched a Young Professionals (YPs) program in 2015.  It is vital that PIHRA becomes visible and accessible to YPs in Southern California to help build membership and the pool of future leaders in the association and the HR profession.    PIHRA’s Membership and Emerging Professionals board leaders set three SMART goals to measure success in the first year: to create a transferrable infrastructure through developing a task force; to organize and host two events to engage potential members; and to gain support from the PIHRA board to approve a YP committee.  We adopted three guiding principles: Focus on YP Needs, Everyone Matters, and Have Fun.   The program has exceeded expectations, generating unexpected results.  The launch event, themed as an underground urban art mixer was held at a non-traditional, graffiti-chic warehouse in Downtown LA.  The event brought in a whopping ninety-four participants, and was so well received, that it generated a sponsor for the balance of the year!  With this event exceeding attendance goals, the stage was set for success.  On August 31, 2015, over 50 people participated in our Speed Mentoring event at our annual conference.  The event featured a unique gastro-pub experience, pairing Bacon & Bourbon, followed by fast-paced, speed mentoring.  Registration filled up so quickly, we turned people away. When the event ended, the participants wouldn’t leave! We were thrilled to share this experience with Jon Decoteau, Dianna Gould and Kimberly Goodwin from SHRM.    In addition to the annual sponsorship, the success of the first two events was instrumental in generating interest for future support.  Currently two firms are competing for sponsorship opportunities. We have also met several potential partners, such as the Junior Chamber International (Jaycees), Pepperdine University and Silicon Beach YPs, all of which have inquired about possible partnership opportunities.  We are currently in conversations with a Jaycee chapter to host a co-branded event in Fall 2015.  Much to our surprise, the YP program is not only benefiting YPs.  We are finding that it is helping to engage and revitalize our senior members. They are enjoying the opportunity to interact with YPs and give back to the profession.

Raleigh-Wake Human Resource Management Association
Mega (501-1,000 total members)
RWHRMA Young Professionals Networking Program
In the summer of 2012, I was just beginning to become significantly engaged as a Raleigh-Wake Human Resource Management Association (RWHRMA) volunteer.  Our President at the time was a good friend of mine, Teri Harrell.  I asked her how she thought I could make the biggest impact on our Chapter, and she asked if I would team up with another established volunteer to help launch a Young Professionals networking group within RWHRMA.  Teri knew that I was heavily involved with the local Raleigh Chamber of Commerce's Young Professionals Network (YPN), and her hope was that I could parlay that experience into a successful new program for our younger membership demographic.    By October of 2012, we executed our first event, and it was very well-received.  We were able to get the meeting space donated by an HR contact of mine in downtown Raleigh, and I was able to secure the immediate Past President of the Chamber's YPN as our free speaker.  We packed the conference room (a few folks were standing), and we presented a program on how to be a professional networker and how to leverage that skill to build your personal brand as well as your business value in the marketplace.    Our marketing and attendance strategy was fairly simple: make this a free event for both RWHRMA members and non-members.  Our goal was that this program could serve a dual purpose -- providing valuable, practical content for our younger members while also attracting potential new members (and thus volunteers) to RWHRMA.    Since that initial program, we have had one event every quarter.  We have made certain that the content is varying and topical, while also being beneficial to HR.  Attendance continues to grow, and we have converted several outside guests to SHRM and RWHRMA members.    An added plus is that out of our total of 12 events thus far, only one venue has required a fee for rental.  And as for our speakers, everyone has been willing to donate his or her time.  Overall, the RWHRMA Young Professionals Networking Program has brought multiple positive impacts to our Chapter while being incredibly friendly to the bottom line.

Richmond SHRM
Super Mega (1,001 or more total members)
CommUNITY : Exploring the power of coming together on workforces, employers, communities, our future
The radical demographic, societal and cultural changes facing the Richmond region over the next decade pose enormous challenges to employers and to communities.  Nagging questions loom large among local business leaders and the HR community.  Will our region be poised to embrace the dramatic changes ahead?  What about employers in our region?  Will they be ready?  And what role should individuals personally play?  The need was clear: business and HR leaders must gain a greater perspective on what lies ahead and what steps can be taken now to ensure they are ready to capitalize on future opportunity.  Richmond SHRM collaborated with Virginia Commonwealth University’s Division of Inclusive Excellence to launch the first annual  Diversity and Inclusion Symposium – CommUNITY .  The intiative was designed as a ‘call to action’ for all: those in the private sector and the public, in higher education and in K-12, across all industry segments and all public service organizations.  Unlike most diversity and inclusion conferences,  ‘one and done’  in nature,  the Symposium aimed to tackle the pressing issues our community faced head on with built in participant accountability, development of action plans, and  planned follow on events.  By using interactive technology, attendees rated the readiness level of their organizations, the region, and themselves.  This baseline readiness scale will be used to monitor progress over the next year and beyond.   2015 CommUNITY marked the beginning of a critical community dialog.

San Antonio Human Resource Management Association -- 2015 Pinnacle Award Winner
Mega (501-1,000 total members)
Transitioning Warrior Workshops
Known as “Military Town U.S.A.,” San Antonio has been a home to the military for nearly 300 years. Lackland Air Force Base, Randolph Air Force Base, and Fort Sam Houston are among the military installations that make our city a magnet for military members and their families.  Our Workforce Readiness initiative in 2013 considered the needs of our community and highlighted those who serve our country.  In 2013, with the budget sequestration and military cut backs, San Antonio anticipated a higher unemployment rate among former military members.  The Transitioning Warrior Workshop program was initiated in the second quarter of 2013 to assist veterans as they transitioned into the civilian workforce after their service to our country.  The challenges they faced included limited access to effective training and coaching and uncertainty over how to transfer the skills they had honed in military service to the civilian workforce.  As human resource professionals, we worked to create a program that would match employers with qualified veterans and thereby strengthen and serve our community.  We partnered with the non-profit organization, Centurion Military Alliance (CMA) to present monthly workshops providing in-depth discussion on career related topics, personalized coaching on resume building, behavioral interview feedback, and assistance in preparing an “elevator speech.”  The full-day workshops concluded with a dinner event where service members networked with representatives from local businesses and had a dialogue about open positions.  There was no cost to the service members to participate.  Success of the workshops was measured by the number of individuals who attended, the majority secured job offers within six months of entering the job market.  To date, a total of twenty-two workshops have been conducted.  Some 300 military and ex-military individuals have participated and roughly sixty (60) SAHRMA members have volunteered over 250 hours total.  Because the need expands beyond San Antonio, SAHRMA members have been instrumental in coordinating similar workshops in various other cities.

Sandusky County Human Resource Management Association (SCHRMA)
Small (10-100 total members)
Safety Day 2014
In the past several years, there has been an increase in the need for safety awareness, wellness, and BWC credits.  In conjunction with our county's Safety Council, SCHRMA assists with a Safety Day event every-other year for Sandusky County, Ohio.  This Day is set aside to not only address safety issues, topics and equipment, but items that also affect the HR profession at-large; health and wellness, as an example.  It is our professional goal to offer a day packed with safety-minded speakers, sessions, and vendors free of charge to our local community and businesses.  As this event has grown over the years, SCHRMA has made every effort to be part as the community's local HR non-profit professional organization to assist in current and up-to-date topics and issues in our community and beyond.  It is our hope to give the participants and attendees something they will remember and pass on to their place of business, colleagues and those with which they interact with on a daily basis.

Santa Barbara Human Resources Association
Medium (101-300 total members)
Advancing HR in the Business Community
The Santa Barbara Human Resources Association (SBHRA), Chapter # 0461, takes its role in the Society for Human Resource Management seriously.  Part of SHRM’s Mission statement is to “Build and sustain partnerships with and communities for human resource professionals…to address people management challenges that influence the effectiveness of the organizations they serve and that positively influence employee engagement.”  Paying attention to this Mission statement, The Board of Directors decided SBHRA needed to step up and rebuild its image in the greater Santa Barbara area as a way to build partnerships with the business community, and, to help business leaders recognize the crucial strategic role Human Resources can play in collaborating to build the business.  This could also have the ripple effect of building membership in SBHRA.  We created this program “Advancing HR in the Business Community” to assist businesses in understanding the strategic role HR should play in the growth and development of their businesses.  Many CEO’s or Division Managers/Directors tend to ignore it or relegate it to paper-shuffling role.  Our business community consists of small companies, a few with more than 300 employees, some long-standing businesses and a high number of start-ups where management does not yet value the profession.  Our program has a two-pronged approach: 1/ find ways to increase our visibility; 2/become actively involved with the Workforce Readiness effort begun by CalSHRM, approach the State of California Employment Development Department and sign the MOU with them regarding workforce readiness efforts important to them, SBHRA, employers and the veterans community at large.  SBHRA joined all three of the local Chambers of Commerce, and in addition, has members involved with the MIT Forum, and the Technology Management Program at the University of California Santa Barbara, which both work with start-ups.   The Chambers are delighted to have us as members, and two of the three had no idea the organization existed.  They support us through their mailings and time allowed to present at the meetings our member Ambassador attends.  Our goal is to advance the profession in the eyes of the community: this is happening.

Sarasota-Manatee HR Association
Medium (101-300 total members)
Workplace Diversity Award Gains Community Recognition
As began 2014, we spoke about initiatives which we wanted to see have more impact on our membership and building our name in the community.   One area was Diversity and Inclusion, we recognized we weren’t doing enough and wanted to make this a focus area, and we did!!   We had a new enthusiastic committee chair and his committee  came up with the SHRA Workplace Diversity Award. This award would honor a company who had made an impact or had started a program to gain more exposure about diversity and inclusion in their organization. We promoted through our on-going conversations, social media, and our website that the face of Diversity was and continues to change.  We as HR professionals must lead and encourage this change to accept that a more diverse workforce creates a more productive workforce. As we continue to advance the profession, we must communicate Diversity recognizes and respects differences,  Diversity encourages new ideas and perspectives,   Diversity promotes fairness and allows everyone to contribute to goals and to share in success  Diversity attracts and retains high-quality employees.

Small (10-100 total members)
Mental Health First Aid for Hr Professionals
The South Central Human Resource Association wished to increase awareness of mental health issues among HR professionals in our communities and to help reduce the risk of an occurrence of a workplace violence situation.  How would you as an HR professional know if one of your employees was experiencing a mental illness or crisis. HR professionals can learn how to help them. As a Human Resources Professional, you are more likely to encounter a fellow employee in an emotional or mental crisis than someone having a heart attack.Mental Health First Aid teaches you a 5-step action plan to offer initial help to people with the signs and symptoms of a mental illness or in a crisis, and connect them with the appropriate professional, peer,social, or self-help care. Sometimes, the best first aid is you, the HR professional. By taking the course, improve the health of your  workforce, and help save a life. SCHRMA is committed to providing certified Mental Health First Aid at a affordable cost to HR professionals in an effort to increase awareness and reduce   A mental disorder or mental illness is a diagnosable illness that:  >Affects a person’s thinking, emotional state, and behavior  >Disrupts the person’s ability to  ●Work   ●Carry out daily activities  ●Engage in satisfying relationships  19.6% of U.S. adults have one or more mental disorder(s) in any one year. Mental Health First Aid is listed in SAMHSA’s National Registry of Evidence Based programs and practices. Published, peer reviewed studies about the course show that people who get trained in mental health first aid increase their knowledge of signs, symptoms and risk factors of mental illnesses and addictions; can identify multiple types of professional and self-help resources for individuals with a mental illness or addiction; increase their confidence in and likelihood to help an individual in distress; and even exhibit increased mental wellness themselves. Studies also show that the program reduces the social distance created by negative attitudes and perceptions of individuals with mental illnesses. HR professionals are the perfect group of professionals to effect positive change regarding mental health issues in the workplace.

SHRM - Dodge County -- 2015 Pinnacle Award Winner
Small (10-100 total members)
The Little Chapter That Could - Enhancing HR Profession in Dodge County
In January 2013, the SHRM - Dodge County in Wisconsin was a fledgling small chapter on the verge of disbanding. We had only 9 members and were designated as one of the "Fortune 40" chapters in jeopardy of losing our SHRM affiliation. With a new board of directors, we began our journey to rebrand our chapter and fulfill our goal of enhancing the SHRM community and providing a valuable HR resource for the rural Dodge County area. In 2013, we created a membership brochure, reviewed bylaws, scheduled the upcoming year of presentations and received certification credits for each topic and held a very successful membership drive. By the end of 2013, our membership grew to 38 professional members and 10 students - a 322% growth in professional membership! In 2014, we continued our rebranding and rebuilding efforts and created a website, partnered with four local Chambers of Commerce, partnered with Moraine Park Technical College (MPTC) to offer the PHR/SPHR Certification course, offered scholarships to members seeking certification, sponsored a student chapter which became SHRM-affiliated, sponsored local events and charities and held another successful membership drive. At the end of 2014, we had grown membership to 60 professionals and 10 student members - an amazing 567% growth in professional membership and 668% overall membership growth since January of 2013! Over the past two years, SHRM - Dodge County, "The Little Chapter That Could," has established itself as a local HR resource and enhanced the SHRM community.

SHRM Greater Phoenix
Large (301-500 total members)
Mentoring Program
Succession planning and career development are key components of any HR strategy. We implemented the program to offer HR professionals in the Greater Phoenix area an opportunity to gain perspective from more senior,  and SME in the field of HR. Opportunities of this nature are not always available within the companies the HR professional serves, nor is an in house mentoring program always provided in a non threating environment. We provided that safe place to explore and learn.


SHRM of Greater Tucson
Large (301-500 total members)
Radically Connecting with HR

In a community where networking and linking people is essential, SHRM-GT created synergy within the Tucson community to answer the call for more connection!  The four core areas of strategic focus were:  * Connect Businesses with Professional Development opportunities  * Connect students with Workplace Skills  * Connect HR Professional with each other   * Connect HR Experts with HR learner  SHRM-GT established a local partnership with Junior Achievement which echoed a larger mission from our sister cities over 100 miles away.    We enhanced our professional development SHRM-CP/SCP study group by inviting some of the cities most respected subject matter experts in to teach each class.    SHRM-GT members and associates desired more opportunities to connect with one another during monthly workshops.    Additionally, business leaders asked for more Leadership Development opportunities aimed at those that manage all aspects of their business.  SHRM-GT wanted to give back to the community by bringing a high caliber speaker that most organizations couldn’t afford, and do it at a bargain price.  A business-centric topic was chosen that was “HR relevant” but not “HR only”, so it would appeal to the broader business community.

Super Mega (1,001 or more total members)
Project Genesis
In an effort to provide an opportunity for HR leaders and their teams to personally contribute to a relevant charitable organization while engaging more senior HR leaders in SHRM-Atlanta, Project Genesis was born. The key goals of the event were to support the Atlanta community, connect HR leaders from leading companies, and ignite the future of HR by providing scholarships in the form of memberships and registrations to SHRM-Atlanta educational events to current and future student members of SHRM-Atlanta.    On Friday, September 26, 2014, SHRM-Atlanta partnered with HomeStretch, which is an organization that guides homeless working families with minor children in North Metro Atlanta toward increased self-reliance and stability by providing life-skills training, mentoring and supportive housing. This half-day event found over 130 HR leaders representing 10 corporate teams and one student chapter in the Metro Atlanta area enhancing the living environment of these families working toward a new beginning. Volunteers worked to provide fresh paint to housing, a beautiful outdoor garden area, an enhanced playground for the children, and other maintenance and repair projects as needed. In addition, a scavenger hunt/team-building exercise was integrated into the activities to encourage additional networking. The event culminated in lunch and an awards celebration. And through the support of the corporate teams and resource partners, SHRM-Atlanta was able to donate $1,500 to HomeStretch while also earmarking over $12,000 for student memberships and educational scholarships.

SHRM-Long Island
Super Mega (1,001 or more total members)
"A Minute Smarter"
Lights! Camera! Action!  a Minute Smarter is a public service segment of a program called My Long Island featuring SHRM-LI Chapter leaders and members and produced by a national video journalist for Fios1, a local channel for Verizon’s NY/Long Island subscribers and a vast array of social media and digital outlets such as Tumblr, Facebook, LinkedIn, Twitter, YouTube and a host of websites including  The objective?  To provide ten, minute-long segments offering job search or career management advice to a viewing audience, some of who might be new to the job market or looking to advance in their careers during a period that would optimize viewership (June – September).  Ten timely topics ( were insightfully presented from the perspective of the very HR professionals that guide or inform the hiring process.    The Fios1 subscriber base is over 700,000 subscribers; and the audience reached via social networks and other digital outlets is just impossible to capture.

Mega (501-1,000 total members)
SHRM-Memphis Human Resource Excellence Awards
As ground breaking as it was in 1969 when SHRM-Memphis was formed, the chapter has once again decades later broke ground this year to introduce the Inaugural SHRM-Memphis HR Excellence Awards. Today we serve over 800 human resource professionals of the greater Memphis area representing a broad spectrum of the profession.  Now more than ever, human resources matters. The future of business, the future of our city, and the future of our children depends on our ability to grow and recruit talent. Human Resources represent so much more than most realize: more than compliance, more than technology, more than recruiting and even more than compensation and benefits. It represents the promise of organizations and their employees to reach higher and achieve more together.  SHRM-Memphis found it imperative to recognize the professionals who are advancing HR and carrying out the re-invention of the profession. An event of this caliber has never been successfully implemented thus creating a niche for SHRM-Memphis that will be serve as a model for events to follow.

Sioux Empire Society for Human Resource Management
Large (301-500 total members)
Things About HR You Didn't Know
The Sioux Empire Society for Human Resource Management’s (SESHRM) mission is to advance the Human Resource profession, empower our members, and serve the community. Our initiative advanced the HR profession in our community by hosting an educational seminar for small business leaders who don’t have access to an HR professional. Topics included labor laws, discrimination issues, workers compensation, and more. Educating these leaders instilled the importance of the professional and the human capital issues they face. SESHRM partnered with a local law firm, HR consultants, and other experts to secure speakers for the event. To cover the costs of the seminar, a $1,000 sponsorship was provided from a local business. Over 25 people from 23 organizations attended. We received accolades from the attendees who wanted to dive further into their specific needs.  The decision was made to carry on with an annual event with HR related topics but attract people outside of the HR field. This small business seminar laid the foundation for 2015. SESHRM was given a $35,000 grant from the City of Sioux Falls to host a workforce development conference for 200 attendees. Our expertise in the HR profession is being leveraged to help our community deal with the challenges our businesses face.

Large (301-500 total members)
Inclusion Center Anytown Teen Camp
SL SHRM's HR leaders partnered with the Inclusion Center for Community and Justice at its summer 2015 Anytown Camp to assist high school student delegates from various ethnic groups, some originating from families with lower incomes, to be better prepared for workforce readiness opportunities in the community.  HR Professionals outlined ways these students may seek to obtain scholarships to continue their education, to better understand how others have overcome disabilities, discrimination and how employment laws may help them. SL SHRM invited four unique presenters to share valuable life experiences and lead round table discussions to help students find positive ways to overcome these types of challenges.  The Inclusion Center’s focus is to help inspire student delegates to eliminate prejudice, bigotry, and discrimination, and to promote respect for all people through conflict resolution, education, advocacy, and empowerment.    SL SHRM’s  Anytown Camp presenters included  Karla (mother) and Eric (son) Stoker whom shared Eric's struggle to overcome societal barriers and discrimination he  faces as a "differently able" 27 year-old with autism.    Yudi Lewis shared her personal narrative of starting life in the Dominican Republic as a teenager with a thirst for education to her current journey as the program director of the Latino Initiative at Utah Valley University. She was able to help students recognize the positive side of diversity. Monica Whalen, JD, CEO of the Employer's Council, shared her perspectives of employment law and  how these laws can protect those with diverse backgrounds to find meaningful employment and understand the protective work environment the law requires.  SL SHRM worked with the Inclusion Center’s co-directors (Cameron Hodgkin and Hande Togrul) to train HR leaders presenting about the importance of inclusion and acceptance of all diversity in our organizations.   The inclusion center asked SL SHRM to train presenters and ensure they did not just come and speak, but asked SL SHRM to help them create impactful round table discussions to truly help these students recognize they can overcome challenges like these and succeed.  SL SHRM's partnership with the Inclusion Center's Anytown Camp has helped HR Professionals to find ways to build community awareness to celebrate diversity.  To also raise their voices in support of eliminating discrimination, prejudice, and bigotry in their communities.    SL SHRM chapter was honored to donate $600 to fund portions of two student delegate scholarships to attend Anytown Camp.

Snake River Chapter of SHRM
Small (10-100 total members)
Workforce Readiness T
After facing unemployment rates of less than 3% our community has struggled with finding businesses the candidates they need to continue to grow their businesses. By looking at the resources we had and targeting the "Employment Challenged" in our community we have built 3 programs to support Workforce Readiness in our community: Mentoring, Partnering, and Successful Beginnings. Our mentoring program focuses on partnering with organizations in our community like Health & Welfare, Easter Seals and South Central Community Action Partnership to help those individuals who are struggling to find work and give them the tools they need to become successful - resumes/application skills and interviewing interviewing. With Successful Beginnings we are helping the economically disadvantaged in our community overcome one of the barriers to meaningful employment - the appropriate clothing. We've partnered with other agencies to create a clothing pantry that candidates can use to get proper attire for interviews and then to start their job. Lastly, we are taking advantage of business recruiting efforts and partnering together to share Partner Resumes amongst our group. So that as an individual is recruited by one company, their partner or spouse is also being actively recruited and the community we live in gets a new family that is gainfully employed.

South King County HR Association
Medium (101-300 total members)
Local Legislative Engagement
Local, state, and federal employment laws all play a role in human resources.  The South King County HR Association (SKCHRA) sought to increase local HR professionals’ engagement in the local legislative landscape. Serve as a liaison for HR professionals interested in the legislative process and in having their voices heard on employment law topics. Make the legislative process a two-way dialogue with SKCHRA members.

South Puget Sound Chapter of SHRM
Large (301-500 total members)
Student Mentorship
We have always supported the student SHRM chapter at our local university but have taken a stronger interest this year in helping prepare students with an HR interest to launch into a career in HR after they graduate, provide them with what they need to know for SHRM certification and hopefully a comfort zone to want to stay with our chapter (or another SHRM chapter in their local area) as they become professional members.  They have the support of our college relations director, support for conference fees for the student conference, we use their help at the check in at chapter meetings so they can network with chapter members plus giving them education through our chapter programs, mentorships with our members, information and study groups for SHRM certification, plus help with resumes and job search when they graduate. Our goal has been to help add future members to our chapter plus as well as promote the benefits of SHRM certification and SHRM membership to future HR professionals.

Southern Connecticut Chapter -- 2015 Pinnacle Award Winner
Large (301-500 total members)
Attracting and Engaging Young Professionals
The Southern Connecticut (SOCT) Chapter of SHRM wanted to increase, engage and retain membership of young HR professionals. This was accomplished through the implementation of three initiatives:  -Creation of a Young Professionals Special Interest Group (YPSIG)  -Revitalization of Student Chapters   -Upgrading the Chapter Website    The YPSIG was a direct result of the Chapter’s survey and focus group designed to assess the needs of young professionals. This Group allows the Chapter to demonstrate the benefits of membership to young professionals in a non-threatening, cost-effective manner before they join as members. By giving the members of this Group a sample of the programs and networking opportunities available through Chapter and national membership, our Chapter has increased participation and satisfaction among the Group’s members while at the same time growing Chapter membership and attracting new volunteers to the Chapter Board and its committees.    The Chapter’s efforts to revitalize the student chapters in its area not only provides programs and networking opportunities to the students but gives them an appreciation of the benefits of full membership in SHRM after they graduate and obtain employment as young HR professionals.    The revamping of the Chapter’s website provided a number of new capabilities specifically targeting the needs of young professionals. These included an enhanced job board, compatibility with mobile devices, and use of social media such as LinkedIn, Facebook and Twitter.    This program has been very successful in two ways:   1. The Chapter has grown its membership in young professionals, increased participation in activities and programs, and attracted new volunteers to the Board and its committees.  2. For the young professionals, their attendance at programs and use of the Chapter website is improving their knowledge of the HR profession. They are also building their network in the HR community, thereby enhancing their career advancement.

Southwest Area Human Resources Association -- 2015 Pinnacle Award Winner
Small (10-100 total members)
Certification Preparation
SAHRA has seen a drastic influx of members, largely due to our location in the heart of the Bakken Oil Region.  When SHRM presented the new certification, we recognized a great opportunity to engage and advance Human Resource professionals in our community.  At the beginning of 2015, we had 82 members, and 8 of them held HRCI Certifications.  With an active membership like ours, our Board of Directors decided that we should heavily promote certification, and engage our members in ongoing professional development in the process.

SHRM-Greater Merrimack Valley Human Resources Association (GMVHRA) - a 100% SHRM Chapter
Medium (101-300 total members)
A Hand Up - Not A Hand Out
Backed by a state representative, the Workforce Readiness Taskforce of the Greater Merrimack Valley HR Association partnered with a local community center as well as with a local high school to impact the community and the people in it by providing them with the tools necessary to move beyond entry level positions and to garner the true value of a job well done.    This program offers a two tiered approach.  The first component was designed for high school students who are beginning to enter the workforce and who hope to advance beyond entry level jobs in the future.  The goal was to provide students that the skills and knowledge to get a job, keep the job and  have rewarding and successful careers.  The second component was designed for community members from an inner-city housing development program who prefer to find meaningful employment rather than relying on welfare.  Our goal was to provide them with the support  to give them  the confidence, skills and knowledge to find a job, along with the understanding of the positive value of being a member of the workforce. This would, in-turn, help them and their families eliminate their dependency on public assistance and be role models for their children and families.    We provided both groups with tools and training needed to be self-sufficient and self-sustaining in whatever careers they choose.  This program has had a profound impact in our community and has demonstrated that the SHRM-GMVHRA is an organization willing to reach out to those most in need to provide them with a Hand Up to greater prosperity rather than a Hand Out that languishes over time.  Our training and support provided participants with the knowledge and an understanding of what employers want.

Medium (101-300 total members)
Shaping Our Future
SuncoastHR adopted the theme T.E.A.M. (Transform, Evolve, Adapt, Move) in 2015.  In “Shaping Our Future”, SuncoastHR partnered with one of the local colleges that provided an advanced business/technical writing program to students.   As part of the schools’ program, the students would need to demonstrate the ability to create a single document that required strategic thinking, project management and using the chapter’s theme T.E.A.M.    Twenty-two students participated and were divided into groups of 4.  Students were challenged with creating a Standard Operating Procedure (SOP) that would reduce the time it takes for new board members to transition in new roles.    The project would require the students to research the chapter and understand its mission and vision, interview incumbents, work as a team in creating a single submission while complying with the timelines of each section.    Each team presented in front of several board members, peers, and faculty and discussed how they tactically started their segment.   The final submission included a 57-page document that included the Chapters’ theme T.E.A.M., by-laws, position descriptions that included deliverables, organizational chart, a succession planning tool, meeting ground rules, budgets, motion form, chapter’s calendar of events and a resource section that included links to SHRM’s Volunteer Leader Resource Center and HR Florida State Council.    The project was such a huge success, the university asked that the chapter continue to partner with the school in enhancing their students educational experience by offering continued learning projects each semester.

Tennessee Valley Chapter of SHRM, Inc.
Small (10-100 total members)
Job Networking Group partnership with TVC-SHRM
In late 2014, TVC-SHRM was approached by the Decatur/Morgan County Job Networking Club to work with unemployed individuals in the community to help them with resumes, interviewing skills and other areas of HR expertise. After a presentation at the December 2014 meeting, TVC-SHRM decided as a group to have at least one chapter member present at all of the job networking club's meetings in 2015. Our members have covered everything from interview tips to resume writing to social media during these presentations. They have increased the attendance of the club and also strengthened TVC-SHRM's presence in the community.

The Human Resources Association of Central Ohio (HRACO)
Mega (501-1,000 total members)
The Central Ohio Veteran Advocates Forum and Job Fair ‘15
The Human Resources Association of Central Ohio (HRACO) partnered with Fortune 100 Company, Cardinal Health, to host the first ever Central Ohio Veteran Advocates Forum and Job Fair ‘15 on May 8, 2015. Both organizations recognized the emphasis that had been placed on hiring veterans. However, there was no corresponding effort directed toward educating local employers regarding how to effectively transition veterans to valued employees within the civilian market. Training was needed regarding how to read, and understand, a veteran’s resume, conduct a mutually effective interview, understand a veteran’s work ethic, dispel myths on PTSD/traumatic brain injury, and translate a veteran’s skills to those needed to secure employment and become a valued employee. In turn, HRACO and Cardinal Health partnered together to bring local employers an educational forum on hiring veterans, followed by a successful hiring event targeted at veterans returning to the workforce, all at no charge to the employers or veterans.  Due to the efforts of HRACO’s Workforce Readiness Committee and over 20 volunteers from Cardinal Health’s HR Department, employers benefitted from an educational forum that featured ten speakers, including veterans in HR leadership roles from the Ohio National Guard, the Veterans’ Network at Ohio Means Jobs, and Ohio’s Employer Support for the Guard. The educational program was attended by 96 HR professionals from 40 different Central Ohio Employers…far exceeding HRACO’s goal of 25 participating employers. The educational program was very focused and included presentations on skill mapping and translating veterans’ resumes. All attendees were given hiring guidelines and an online copy of the various presentations as immediate takeaways. The Job Fair hosted 57 veterans and had support and participation from 33 local employers including JPM Chase, Verizon Wireless, Kroger, Giant Eagle, Nationwide Children’s Hospital, and The Ohio State University. Many of the veterans were interviewed on the spot. Four veterans were hired that afternoon and eight additional veterans secured employment after the event through their participation in the Job Fair! The success of the Central Ohio Veteran Advocates Forum and Job Fair ’15 well exceeded expectations for an inaugural event. Human Resource professionals from top Central Ohio employers were able to learn about the nuances of hiring veterans into their workforce and immediate employment was secured by over 20% of the veterans attending the Job Fair. The event created a community outreach program, educated local employers, prepared a local workforce and helped veterans find jobs!

The Savannah Area Chapter of SHRM -- 2015 Pinnacle Award Winner
Medium (101-300 total members)
The TSAC-SHRM: Community in Collaboration Project
Rarely a day or week passes without exciting news of a new collaboration option for organization participation.  Often, however, it is not in reach geographically or financially for employer groups. If collaboration options cannot meet the organizational needs of “where”, “time frame”, and “how much” – participation, no matter how important, gets pushed to the wayside often to the detriment of the entity and demotivation of employees.  With these thoughts in mind and looking  beyond the educational capabilities of just the local Chapter, TSAC–SHRM aspired to represent their Chapter mission statement of “Building Bridges Together” by correlating with their Business Resource Partners to expand collaboration efforts with local and regional organizations by bringing prevalent Human Resource topics that affect small business, nonprofits, governmental entities, educational institutions, and larger employers to the forefront in a series of educational events. Invitations to all sessions, set at a goal of one offering per month, were region wide and open to members, guests and organizational stakeholders within all business entities.  All attendees participated and obtained continuing education credit free of charge.

Tulsa Area Human Resources Association
Mega (501-1,000 total members)
Return on Inclusion Summit
Return on Inclusion (ROI), is Oklahoma’s largest professional diversity and inclusion (D&I) conference. Hundreds of executives, HR pros, and civic and nonprofit leaders have attended this biannual event in the Tulsa area.   The Tulsa Area Human Resources Association along with large and small corporations, non profit associations, government entities and local universities organized this year's ROI Summit. This event is designed for leaders and others to learn key takeaways that will enhance the organization's strategic goals and offer support for building a culture of respect, inspiration and engagement.  The more than 175 attendees responded overwhelmingly positively, with requests for additional events and greater opportunities to learn best practices, compare resources, and share insights on diversity and inclusion. Through leadership from an expanded and dynamic planning committee, this event was built on participants' feedback from previous years.   This event featured Lenora Billings-Harris, an award-winning diversity strategist, researcher and author. This event was created to invite the Tulsa community to continue to grow our vision for creating the greater good and economic prosperity of our community.

Medium (101-300 total members)
Central Michigan University Global Campus Chapter
VSHRM (Valley Society of Human Resources) will be celebrating our 40th year in 2015.  During our 2013/2014 year strategic planning meeting we decided to develop a SHRM Student Global Campus chapter.  VSHRM is a not for profit association with close to 200 HR Professionals in the Great Lakes Bay Region representing more than 150 businesses.  Formed in 1975, VSHRM is a affiliate of national Society for Human Resource Management (SHRM) and Michigan Society for Human Resource Management (MISHRM). View our bylaws for more information. VSHRM is proud to be a recipient of the MERIT, SUPERIOR MERIT, EXCEL,  or MEMBERSHIP STAR AWARD for the last twenty years running.  These awards recognize professional chapters of SHRM for their exceptional ability in operations, the professional development of chapter members, promotion of the HR profession and support of SHRM in partnership. VISION: VSHRM endeavors to be the Great Lakes Bay Region's premiere human resources professional forum, adding value to its members, their employers and to the community. OUR PURPOSE: Valley Society for Human Resource Management strives to be a local forum for your personal and professional development; provide an opportunity to develop your leadership, managerial, public speaking and decision-making skills; provide a local networking arena; and to provide a focus for legislative attention to local, state, and national human resource management issues. DIVERSITY STATEMENT: The Valley Society of Human Resources Management (VSHRM) believes that the differences between us make us stronger.  We will use our time, talents, and collective experience to make our communities better places to live.

West Branch Human Resource Society
Small (10-100 total members)
Guiding The Leaders of Tomorrow
The West Branch Human Resource Society (WBHRS) has dedicated itself to fostering growth and advancement of the Human Resource profession in the community.  It is our belief that, by keeping the talent of our workforce in our region, our organizations will be able to flourish as we continue to bounce back after the recession.  WBHRS has developed a student outreach program to target local students at the High School and College levels and help them in their professional development.  The program includes resume writing and interview preparation presentations, high school scholarships, dress for success tips and more.   Presentations have been delivered at two of our local colleges and are is being rolled out to high schools as we move into the 2015-2016 year.  It is through this program that we have been able to teach the local students about the industries around them and the opportunities available to them locally while fostering their professional growth. WBHRS has also developed a close relationship for its members with the local PA CareerLink. This relationship has given our HR Professionals the opportunity to learn more about the programs available to them in recruiting local unemployed and underemployed individuals and also gives them the opportunity to seek funding to help with the training of these individuals.  This has given many people the opportunity to meet with the HR Professionals within our organization and help them get back on their feet. Our Workforce Development Initiatives have developed local students into new job applicants, helped existing talent find new employment, kept strong talent in our region and helped Chapter members find funding to assist with training.  Those who WBHRS has helped are more likely to become a part of our organization as they develop in their careers or remember our impact and pass it on to new employers and our members are able to impact the community in a positive manner.

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