2010 HRLA Finalists and Winners

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FOR IMMEDIATE RELEASE                                     CONTACT: Zuzana Steen
DATE: June 16, 2010                                       (703) 284-5916; zuzana.steen@marymount.edu

         Winners and Finalists: 2010 HR Leadership Awards of Greater Washington Announced

ARLINGTON, VA – Winners of the 2010 HR Leadership Awards of Greater Washington were announced at the
ninth annual awards ceremony at the Crystal Gateway Marriott on Tuesday, June 15. The event’s keynote
speaker, Ron Packard, chief executive officer and founder of K¹² Inc., gave the keynote address on Engagement
Drives Performance, which was also the theme for the 2010 HR Leadership Awards.
Established in 2001, the HR Leadership Awards of Greater Washington honor HR executives for outstanding
contributions to their organizations and to the field of human resource management through organizational leadership,
risk taking, innovation, vision and communication, community service, and ethics.


LEADERSHIP - Honors a senior HR professional whose influence and leadership enables his/her organization
to achieve improved business performance

WINNER - Marilyn Figlar, Vice President, Talent and Organizational Capability, Lockheed Martin - Bethesda, MD

Marilyn Figlar put the wheels in motion for a leadership culture change at Lockheed Martin that culminated in the
design of a leadership competency model for the entire organization. Branded Full Spectrum Leadership, this
model has significantly changed the way that Lockheed Martin measures, promotes, and evaluates its leaders.
Following extensive research, Figlar designed Full Spectrum Leadership with five imperatives: shape the future;
build effective relationships; energize the team; deliver results; and model personal excellence, integrity, and
accountability. She then built consensus to ensure successful implementation. In a follow-up survey, rapid
improvement was shown in three of the five imperatives. Leaders at Lockheed Martin are now evaluated in the
context of the five imperatives; the performance assessment gives equal weight to what leaders achieve and how
they achieve it. A follow-up survey showed rapid improvement in three out of the five imperatives. Full Spectrum
Leadership has helped propel Lockheed Martin onto various magazines’ lists of the top companies for leaders.

Susie Bonvouloir, CGI - Fairfax, VA
Paul Hvidding, National Rural Electric Cooperative Association - Arlington, VA

INNOVATION – Honors an individual or team for thought leadership in creating and implementing new ideas,
methodologies, or approaches that improve organizational performance

WINNER –INNOVATION, INDIVIDUAL CATEGORY - Philia Swam, Director, Health Benefits and
Employee Insurance, Lafarge North America - Herndon, VA

Over the past four years, Philia Swam has successfully implemented some of the fundamental principles that
underlie the recent health care reform legislation: increasing coverage, promoting wellness and lowering costs. In
2007, she led the launching of the company’s wellness program, Building a Better You. The Building a Better You
program has involved collaboration among the safety and risk group, operations managers, supervisors, and plant
personnel; it is truly a team effort to motivate employees to take advantage of available resources. The results are
impressive: Lafarge’s health care cost trend has dropped from 13% in 2006 to 4.7%. The average claim amount
over $50,000 is at its lowest level in the past 5 years, and the company has seen a 159% increase in employee
participation in disease management. In addition, wellness exams and screenings have increased year over year.
And, worker absenteeism as a result of illness has decreased markedly, as have claims for short-term and long-
term disability benefits. This has made it possible for Lafarge to make health care coverage more affordable for its
employees and has enabled it to continue to offer a retiree medical benefit plan, even for employees who have
not yet retired. Plus, employees are leading healthier lives and enjoying greater job satisfaction. Lafarge as a
business is healthier, as well.

Debra Cohen, Society for Human Resource Management (SHRM) - Alexandria, VA
Rich Cober, Marriott International - Bethesda, MD

WINNER – INNOVATION, TEAM CATEGORY –Arlington County Training & Organization Development
Team: Arthur Rodger, Dan Connole, Emma Kiendl, Sandy Brody, Robin Finch

Arlington County’s Human Resource Training & Organization Development (T & OD) Team encourages all
employees to pursue continuing education and empowers them to design and implement cutting-edge development
programs. The outcome of these efforts is a progressive and highly interactive leadership development program
that operates under the County’s corporate university, Arlington Institute. Arlington Institute is a rigorous and multi-
faceted leadership program that addresses succession planning, employee engagement, and employee learning.
Overseen by a Dean and an Advisory Council composed of representatives from twelve County departments, the
Institute has rolled out a dozen leadership development opportunities for employees. Each program operates in a
cohort of 15 to 25 participants and is funded through the T & OD budget. The Institute offers a variety of certificate
programs for supervisory advancement, an HR certificate program, and a five-month Leader’s Challenge program.
The T & OD team is also committed to recognizing accomplishments. During Arlington Institute Week, employees
provide topic-specific training for their colleagues that showcase ongoing innovative projects and processes.
Through these efforts, Arlington County has built a highly engaged workforce.

Envision EMI Team - Vienna, VA
CGI Team - Fairfax, VA

STRATEGIC ALIGNMENT - Honors an individual or team that has been operating for a minimum of two
years and has developed and delivered human resource solutions which strengthen the organization’s ability to
achieve its strategic business objectives

Resources Officer, Marriott International - Bethesda, MD

As Global Human Resources Officer, George Hall holds three concurrent positions at Marriott: he oversees the
development and implementation of strategic HR programs in Marriott’s technology organization; he manages a
thirty-person technical team that designs and implements the HR systems that support Marriott’s 137,000
associates worldwide; and he serves as a thought leader with Marriott’s executive HR leaders in developing
organization-wide strategies. When Marriott established its Information Resources division in an effort to
centralize its technology components, approximately 400 job titles existed among 1000 associates. Recognizing
the need to streamline positions and give associates clear development opportunities, Hall partnered with
Information Resources’ leaders to create IR Career Journey. What has emerged is a development and
compensation framework that has enhanced IR’s bench strength and retention efforts. There are now 96 job titles
that fall under a core set of Job Families, providing associates with clear information on the skills and
competencies needed to advance. Since the implementation of IR Career Journey, the average voluntary
turnover rate is only about 6.5% and the average tenure of an IR associate is longer than ten years. Building on
the success of IR Career Journey, Hall then spearheaded the creation of the Leadership Development Program,
which incorporates e-learning, instructor-led training, and blended learning. After its first year, engagement scores
rose by almost 17 percent.

Ethan Gill, MHM Services, Inc. - Vienna, VA
Cindy Limoges, DAI - Bethesda, MD
International, Silver Spring, MD; Leadership Team: Patrick Cimerola, Stephanie Lykins, Becky Wedemeyer,
Anne Hendrick, Maria D’Ambrosio, Tammie Thomas

In 2008, the HR Leadership Team decided to reengineer the employee survey process with the goal of increasing
the focus on employee engagement by leaders within the Choice organization. The team instituted quarterly “pulse
checks” to replace the annual survey and established an online engagement resource center. As a result, overall
satisfaction, already high, increased by five percent in two years, and the turnover rate dropped significantly. Using
best-in-class benchmarks for Fortune’s “Top 100 Companies to Work For,” the HR team raised the company’s
rating dramatically: On the 2007 Fortune survey, Choice met benchmarks on only seven percent of questions; in
the 2009 survey, it met more than 70 percent. The team also upgraded the on-boarding program, called Choice
Check-In, and added a Leader-Coach Program, which focuses on connecting leaders across the organization in
order to generate greater integration and further partnerships. Choice President and CEO Stephen Joyce may have
best illustrated the strategic role played by the HR Leadership Team, when he said: “Thanks to the HR team, my
team and I have the knowledge, skills, tools, and processes we need to demonstrate our commitment to making
Choice a great place to work for all of our employees. Our low turnover levels, high satisfaction levels, and high
employee referral rates are all a testament to the positive impact of their efforts.”

Serco Benefits & Organization Excellence Department - Reston, VA
Harris IT Services Corporation HR Team - Dulles, VA

RESPONSIBILITY - Honors an individual, team or organization for leadership, dedication, and achievements
that help create positive change in the community

WINNER - Jackie Asencio, president and CEO, C2 Portfolio Essentials, Inc. - Dulles, VA

Incorporating community involvement into the fabric of C2 Portfolio Essentials wasn’t something that had to be
manufactured for Jackie Asencio. Because of her personal commitment to service, it was natural for Jackie
Asencio to ensure that social responsibility is a hallmark of C2. She created a program that centralizes the
company’s efforts to meet significant social needs, both locally and internationally. Wanting the program to be
driven by the employees who make up C2, Asencio encouraged then to submit project ideas to the executive
team, with several of the suggestions incorporated into the launch of the new program. In April 2009, C2 Cares
was officially introduced and has encompassed many employee-driven ideas: Operation Homefront, which
focuses on the needs of military families by raising funds for school supplies, Halloween costumes, and gift cards;
the Neediest Kids Foundation, a partnership with Gilford Elementary School in Sterling, VA, and the Lord
Fairfax Food Bank through which employees take turns helping to fill more than 150 backpacks with non-
perishable items for children to take home each Friday; blood drives, held twice a year in partnership with the
Red Cross and INOVA Health System; Alzheimer’s fundraising; and Haiti Relief, which has been long-
standing. In addition, following the earthquake, a substantial financial donation on behalf of all C2 employees to
Stop Hunger Now enabled the purchase of meal packs to feed tens of thousands of people in Haiti.

CGI Federal Team - Fairfax, VA
CACI Recruiting and Workforce Planning Team - Fairfax, VA

MENTORING - Honors an individual who demonstrates leadership, dedication and support for the professional
growth and development of HR professionals

WINNER - Maliek Ferebee, director of Human Resources, McNeil Technologies - Springfield, VA

Maliek Ferebee’s guiding philosophy is based on the concept of partnership – a key facet of which is open and
honest communication. One of his top priorities is to ensure that each member of the McNeil team understands
the career growth options available to him or her and the things that the employee must accomplish to advance.
Through his counsel, support and encouragement, a significant number of inexperienced new hires have grown
into supervisory roles and are “paying it forward” by mentoring their own new employees. He also developed and
implemented McNeil’s Women’s Mentoring Program. Up-and-coming female professionals are assigned a senior
mentor within McNeil, with whom they meet several times a month to provide enhanced professional development
support. Since the program began, over 50 employees have participated in the mentoring program and there’s a
waiting list for participation. Women now hold key leadership positions, including a senior vice president, a
division manager, and program managers.

Kymberlee Dwinnell, Northrop Grumman Information Systems - Fairfax, VA
Brenda Fuller, Deloitte Consulting, LLP - Arlington, VA

outstanding individual who demonstrates considerable and enduring commitment to ethical business practices in
the field of human resource management

WINNER - Marcia Euwema, assistant vice president of Human Resources, STG International, Inc. - Alexandria, VA

When Marcia Euwema joined the team at STG International (STGi) in 2009, the company was in the midst of
many daunting challenges. Significant lay-offs, poor employee morale, rising overhead costs, and the firm’s
geographically diverse workforce made sustaining employee engagement particularly difficult. Not only did
Euwema meet these challenges head-on, she addressed them with a commitment to treating employees in the
most highly ethical manner. She has ensured that people are treated fairly and with respect, that their input is
encouraged, that they are made to feel that they are valued by STGi, and that they are given the greatest possible
opportunity to succeed. She developed the first ever STGi employee survey and used the results to improve
communications among employees and between the field workforce and the headquarters staff. She also created
a series of webinars on such topics as the H1N1 virus, financial planning, and business ethics. In addition, she
devotes a significant amount of time to ensuring that employees who are working at client sites receive regular
visits from her. Her commitment to the highest ethical standards can perhaps be seen even more clearly in her
work with STGi’s benefits programs. While economic constraints necessitated some curtailment in STGi’s
generous benefits package, she audited the programs and determined that the company could actually make
additional payments to employees regarding past benefits. In addition, she strove to limit the rate of future
employee cost increases because of her firm belief that “employees must be confident that their healthcare and
financial needs are being met before they can concentrate on doing their best in the workplace.” In November
2009, she also spearheaded the collection of holiday food baskets at the company’s headquarters. The staff
responded by raising over $3,000 in cash and in kind donations for the Koinonia Foundation, which in turn
provided holiday staples to local families in need.

Zewud Debebe, Danya International, Inc. - Silver Spring, MD
Jackie Asencio, C2 Portfolio Essentials, Inc. - Dulles, VA

EMERGING LEADERS RECOGNITION - For the second year, the HR Leadership Awards program is
recognizing emerging leaders in the field. The 2010 Emerging Leaders are:

Dawn Bailey, Aronson & Company - Rockville, MD
Dawn Ibbott, Finnegan, Henderson, Farabow, Garrett & Dunner, LLP - Washington, DC
Craig Perrault, Accenture - Reston, VA
Keli Winter, SecureIT - Reston, VA

HR LEADERSHIP SCHOLARSHIP WINNERS - Two $4,000 scholarships were awarded this year:
Michelle Cleavenger, PHR, of Centreville, VA, M.A. in Human Resource Management, Marymount University

Michelle Cleavenger is human resource manager at Primary Integration, LLC, in McLean, VA. She has
demonstrated strong HR leadership and team skills both on the job and in the classroom. A true ambassador of
the HRM field, she has successfully integrated multiple HRM policies, practices, and procedures throughout her
organization. Cleavenger graduated in May.
Kevin Herke, PHR, of Ashburn, VA, MBA with focus on Human Capital Management, Robert H. Smith School
of Business, University of Maryland

Kevin Herke has just completed his first year in the MBA program and is a top student. He has successfully
applied the HRM concepts that he has learned on an executive recruiting engagement, as well as his current
Talent Management internship.

To participate in next year’s awards program, visit www.hrleadership.org or call Zuzana Steen at 703-284-5916.