Attorney Charlie Plumb represents management in all phases of employment law and labor relations, including compliance with state and federal regulations. He leads programs on best practices for avoiding legal missteps in the recruiting process and conflict arising from the employer/employee relationship.
Charlie will provide plain English instructions for how to spot and eliminate A/E/C remote employee recruiting and management practices that can trigger a complaint with regulatory agencies, even an expensive lawsuit. His workshop at A/E/C PeopleMAX drew rave reviews and we are honored to have him back.
The pandemic has many Project Managers working remotely for the first time. As the weeks drag on, more and more firms are starting to see a decline in productivity. In his opening session, A/E/C project management expert Bill Hinsley spells out the new KPIs that help principals keep projects under budget and team leaders on track.
Healthcare plans are often confusing and the burden often lays with your employee to decide the best course of treatment with their practitioner of choice. But procedure costs fluctuate between providers, facilities, and geographies by up 1,000% - and that higher cost of care doesn’t always equate to higher-quality care. Join AssuredPartners’ Director of Data Analytics Scott Mayer for a plain English tutorial on what you can do to help employees make smarter choices and control your firms’ costs, all while maintaining the value proposition of your benefits package. In this session, you learn strategies to optimize your medical plan through cost and care navigation, including real life examples of how A/E/C firms have been able to see a dramatic dip in their annual medical spend.
No A/E/C firm has gone untouched by the COVID-19 pandemic. Organizations across the globe have been forced to adjust their operations as well as the way they support their customers and workforces — and all of it relies on skilled employees to see it through. With this in mind, hiring managers have quickly replaced traditional processes with virtual solutions and discovered new ways to hire efficiently, while also juggling the stress and distractions of a global crisis.
Kimley-Horn is more than a 4000+ employee engineering and design powerhouse. It’s also a firm that achieves remarkable employee performance metrics by taking talent management and workplace culture development VERY seriously. In this revealing presentation, Kimley-Horn Senior Vice President Lori Hall shares recruitment and retention lessons the firm has learned over its 50 years of growing into the success it is today, and what the firm did to be recognized 12 times as one of FORTUNE’s “100 Best Companies to Work For.” You'll hear how to drive growth through a structured strategy for building and maintaining a superior culture and work environment, even when teams are physically distanced due to COVID mitigation. , that attracts, develops, motivates and retains top talent.
Economic upheaval brought about by the COVID-19 crisis has led to massive headcount reductions at specialty A/E firms, and opened the door for smart talent professionals seeking to fill key roles with gifted designers and engineers. How will you find them, attract them, and land them before they get snatched up by another firm? JJ Nelson directs Bergmeyer’s brand communication strategies, including how the architecture + design collaborative positions itself in the talent market. In this session, you will learn how Bergmeyer revised elements of its 2020 Cross Channel Communication Strategy to market the employee experience and position itself as a great place to work. Using this real-world case study, see how to put your program in place, identify internal influencers, encourage employees to share why working at your firm is so great, and reduce the time it takes to fill open positions. You learn:
Join us to acknowledge the 2020 winners of the A/E/C Employer of Choice® Award, the ONLY award that proves to candidates that a firm is a great place to work. It's 
As we struggle to adapt to the new remote work reality, the lack of regular physical interaction with colleagues, and workdays that seem to have no end point, is staring to pull down A/E/C productivity and morale. JLG Architects, a 100-strong multi-office firm based in Minneapolis, recognized years ago that the soul and future of the company is in keeping its young professionals engaged, so it designed and implemented JLGdna – a comprehensive training, mentorship, and social connection program for emerging leaders. Forbes magazine noted it “has been remarkably successful over the past seven years, shaving more than a year off of the national average for licensure and enjoying a 80+% retention rate of individuals who have moved through this program.”
Improving Equity, Diversity and Inclusion (EDI) should be at the forefront of A/E/C strategic planning initiatives because it’s critical for long-term success in the recruiting, retention, and business development arena. But how can you convince key players at every level of your firm to make it a priority? How can your firm improve diversity in leadership roles? Applying the results of the AIA’s most recent research, we show how to narrow your focus and apply the most practical ways to improve EDI. Whether you identify as a leader or a member of a team, you’ll learn how to make the business case for building a more inclusive culture that helps your firm:
Plenty of data says giving your star designers and engineers a career growth plan is key to retaining them. And you know that to stay successful, your firm’s leadership pipeline has to stay full. But with generational shifts, changing expectations for work/life balance, and technology advances changing the way work is performed, and by whom, it’s not easy. How can you not only stay ahead, but gain a competitive advantage? Join Kristi Weierbach, Ph.D., SPHR, as she explores what your firm MUST do today to cultivate NextGen leaders. You learn how to get ahead of leadership demands by analyzing people, processes, and technology to leverage strengths, identify skill gaps, implement training, and reimagine your overall workforce design and architecture. Transitioning employees into leadership roles is more than assigning a role to the next in line, it’s strategic, and requires a merging of technology, soft skills, and strengths and talents that you may not even know you need. in this session, you'll learn how to: