Vol. 1, No. 6  |  Summer 2016
September 8, 2016
OnPoint Jobs Board Update

Seasons are changing this month, and as we wave goodbye to summer, we say hello to cool weather and some fun new projects!

For starters, we've made some really nice changes to the jobs board that I think you'll enjoy. The new jobs board will launch this month and employers will be able to take advantage of some new technologies in an effort to reach qualified candidates and fill open positions available in the community.

The site will continue to be a work in progress and we plan to add more innovative and interactive features in the future, but we want to allow employers to begin using the platform ASAP. 

In the meantime, please continue posting jobs to www.taneycountyjobs.com - jobs posted  will transfer to the new site - and utilize the resources available to you through the Missouri Job Center. 

Happy reading!

Heather Hardinger
Programs and Communications Director, Taney County Partnership
Unemployment numbers in Taney County were lower in July 2016 at *5.6 % compared to the 2015 rate of 5.8%.  Highlights of the Ozark Regional Profile for the month show a slightly higher overall unemployment rate in Taney County than the rest of the region in addition to other economic indicators. 

Check out July 2016's  Labor Market Summary of real time labor market analysis for the Ozark Region.

 *Rates variable and subject to change
Programming Opportunities


New OnPoint Website and Jobs Board to Launch in September
Be on the lookout for an  announcement  of the new jobs board release later this month! The site, currently
www.taneycountyjobs.com , has gotten a face lift over the summer and we are excited to share the new jobs board and future home of the OnPoint initiative with the community.

The new platform will allow employers in Taney and Stone counties the ability to submit  job listings with details about the position and their company, complete with the options to add social media and interactive video links, logos and recruitment flyers / images. Companies will also have the option of allowing candidates to submit resumes via Facebook and will be able to share and promote each listing on their own sites and on social media. 

Prospective employees will be able to visit the dynamic and mobile-responsive site, search the interactive map, filter results, and apply for their dream job with the click of a button. Candidates will also be able to share a resume and can upload a video resume to their application as well. Stay tuned!

Facebook:  facebook.com/OnPointMissouri  |  T witter:  @OnPointMO

Free Webinar: Disrupting Your Approach to Talent Acquisition

The war for talent is fierce. In a competitive talent landscape, how are leaders identifying, hiring and developing individuals for critical roles their organization's rely upon.

You can discover how to weave your employer brand through all phases of the employee life-cycle, especially candidate attraction and recruitment, during the next Workforce magazine spotlight webinar, Disrupting Your Approach to Talent Acquisition on Sept. 27 at 2 p.m. ET.

Cathleen Graham, executive vice president of people and engagement at Ruder Finn - an international public relations company - will demonstrate how talent leaders are rewriting the rules for recruiting, selecting and retaining employees, and how an organization can utilize their best asset, employer brand, to engage candidates. 

During this Spotlight Webinar, attendees will hear: 
  • The role customer experience plays in talent development. 
  • How to develop your organization's living brand.
  • Employee engagement powerhouse tips.

Health Benefits Laws Compliance Assistance Webcast

The U.S. Department of Labor, Employee Benefits Security Administration (EBSA) is hosting a webinar entitled " Health Benefits Laws Compliance Assistance Webcast: The Affordable Care Act  and Mental Health Parity and Addiction Equity Act",  September 14, 2016 from 1:00 - 2:00 PM CT.
If you are an employer who is trying to comply, or if you are a third party administrator or insurer with questions about the Affordable Care Act or the Mental Health Parity and Addiction Equity Act, this is your chance to hear from the experts and ask questions.  
Register here:   bit.ly/SBA-Webinar_09-14-16

2016 Missouri Economic Report

The Missouri Economic Research and Information Center recently released the 2016 Missouri Economic Report, an annual review of the state's economy from the previous year. 

The new report confirmed that Missouri's economy continues to move forward, with Gross Domestic Product (GDP) growing by $3.3 billion dollars in 2015 to reach $261.5 billion. Additionally, the state added 50,000 jobs between December 2014 and December 2015, the largest year-over-year employment increase in 10 years.

Read the report and check out the Ozark Region profile on page 26.

U.S. Department of Labor: Final Overtime Rule

The Final Rule focuses primarily on updating the salary and compensation levels needed for Executive, Administrative and Professional workers to be exempt. Specifically, the Final Rule:
  1. Sets the standard salary level at the 40th percentile of earnings of full-time salaried workers in the lowest-wage Census Region, currently the South ($913 per week; $47,476 annually for a full-year worker)
  2. Sets the total annual compensation requirement for highly compensated employees (HCE) subject to a minimal duties test to the annual equivalent of the 90th percentile of full-time salaried workers nationally ($134,004)
  3.  Establishes a mechanism for automatically updating the salary and compensation levels every three years to maintain the levels at the above percentiles and to ensure that they continue to provide useful and effective tests for exemption.

Additionally, the Final Rule amends the salary basis test to allow employers to use non discretionary bonuses and incentive payments (including commissions) to satisfy up to 10 percent of the new standard salary level.

The effective date of the final rule is December 1, 2016. The initial increases to the standard salary level (from $455 to $913 per week) and HCE total annual compensation requirement (from $100,000 to $134,004 per year) will be effective on that date. Future automatic updates to those thresholds will occur every three years, beginning on January 1, 2020.   www.dol.gov/

Creating an Empowered Work Environment

Companies across the nation are experiencing similar issues with employee retention. According to recent studies, employee turnover is on the rise in the United States - nearly 59 million employees left their jobs in 2015 and 37% of U.S. employees are currently considering leaving their jobs, an increase of 33% since 2011. 

This turnover comes with a pretty hefty price tag. The median amount that organizations spend to replace an employee is about 20% of that worker's salary, but costs can be as high as 200% depending on the position. 

So why are employees leaving their jobs in record numbers? Research shows that people leave jobs due to push and pull factors. Companies can do little to change the "pull" factors that draw employees to work at other companies (greater compensation, better geographical location, etc.). But they can do quite a bit to control internal "push" factors (excessive workloads, lack of empowerment and recognition, general work demands) that lead dissatisfied workers away from organizations.

As management, your employees trust you to make decisions that will positively impact them. Likewise, it is important that employees feel empowered to also make important business decisions.  Creating an empowered work environment requires you to put forth a consistent effort to make employees feel as though they are an important piece of the company. From enabling your staff to make decisions to setting realistic goals, empowerment is created by management.

As Bill Gates famously said, "As we look into the next century, leaders will be those who empower others." Here are five tips for helping that feeling of empowerment soar:

  1. Start with a clear strategic vision. The first step in empowering employees is to give them something to get excited about and to actively work toward. That something is the company's vision statement. Put the vision statement at the center of everything the company does to inspire and empower employees to work toward a common goal. 
  2. Make sure everyone is on the same page. Empowered employees have the knowledge and the confidence to make decisions. To ignite that knowledge and confidence in employees, make sure their individual work goals are aligned with those of the company. The more engaged employees are, the more productive they are.
  3. Recognize efforts and reward successes. Recognizing these efforts is the ultimate employee motivator as it encourages the employee to continue doing what they're doing and inspires their team members to follow suit. This lets employees know their thoughts and opinions are valued and appreciated, making them all the more likely to speak up and lead.
  4. Remove roadblocks and provide assistance. Empower employees by giving them the tools they need to succeed and lead. Provide the necessary training, a mentor, opportunities for them to give and receive quality feedback -- anything and everything that will help them on their way to becoming more empowered.
  5. Don't hover. To truly enable employees, employers need to be willing to take a step back. Some employees may find it easier to step up if they don't feel like their every move is being monitored, not to mention evaluated. Monitoring an employee's every move can have the opposite of the intended effect by impeding their ability to grow as professionals. Giving up control puts more power in employees' hands and builds a greater sense of trust between employers and their employees.

What are other ways employers can empower their employees?  Email us to share!
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