impactnews: Two Seasoned HR Experts Join impactHR Team

Li Na Goins

impactHR continues to grow – we’re happy to announce the hiring of Li Na Goins as Senior Consultant and Marilyn Duley as HR Consultant.
Goins, an accomplished HR executive and leader, brings significant experience leading, developing and implementing integrated HR initiatives to support strategic business goals.

Goins’ HR expertise includes total rewards, HRIS, strategic planning, employee relations, mergers and acquisitions and operations management. Regarded as a strategic-minded business partner who drives key HR initiatives, Goins is skilled in guiding senior leadership in critical decision-making capabilities.

She has provided HR expertise to companies and organizations in a range of industries and organization types, including private sector companies, non-profit organizations, labor unions and the federal government.

Marilyn Duley

In addition, Marilyn Duley comes to impactHR with more than 20 years of experience managing all aspects of HR, including compensation and benefits, workforce planning, employee relations, recruiting, onboarding, training and career development, organization development and strategic management.

Duley has worked extensively in the government contracting and sports and entertainment fields. With her experience serving government contractors, Duley has broad knowledge and experience with related policy and regulations, including the Service Contract Act and Davis-Bacon Act. Learn more.

EEOC Announces May 31 as New EEO-1 Filing Deadline

The US Equal Employment Opportunity Commission (EEOC) announced last week it will open the EEO-1 form in early March with a new filing deadline of May 31, 2019.

The EEOC’s timeline changes are being made due to the recent partial shutdown of government operations earlier this year.

All employers with 100 or more employees must complete, by May 31, 2019, the standard EEO-1 form – the EEOC’s demographic survey that categorizes employees by race or ethnicity, gender, and job category. Learn more.

impactHR Begins Annual Pajamas Drive for Casey Cares Foundation

For the fourth year in a row, impactHR is joining to help the Baltimore-based Casey Cares Foundation with its 2019 “Gift Card and Pajamas” donation drive.

Casey Cares encourages year-round donations of gift cards and pajamas for children who are critically ill and receiving treatment in Baltimore-Washington area hospitals plus in hospitals in a number of other states. (Casey Cares’ Amy Rosewater in photo at right.)
On April 16, the foundation will celebrate its “Casey Cares Biggest Pajama Party!”.

If you or your organization would like to participate in this drive, we invite you to consider donating:

  • $10-$20 Gift Cards from Best Buy, Target, Wal-Mart, chain restaurants and movie theaters
  • New, two-piece pajamas in all sizes (adult sizes for teenagers are a priority size)

How do I make a donation? If you’re in the Columbia, MD area, you can bring pajamas or gift card donations to our impactHR office (9881 Broken Land Parkway, Suite 302, Columbia, MD).

You also can contact Casey Cares directly to make a donation. Learn more and donate today.

How MD, VA and DC Rank for Entrepreneurial Prowess

Maryland performs reasonably well as a home to entrepreneurship compared with its fellow states, according to data released by the Kauffman Foundation.

Called the Kauffman Indicators of Entrepreneurship, this new data set shows rates of entrepreneurial activity for all 50 states over the last 20 years. The Indicators also show the average number of jobs created by startups in every state plus the percentage of startups that are still in business after their first year.

Maryland, according to the data set, ranks 19th in the nation for its overall rate (.32%) of new entrepreneurs (based on the percentage of its population that starts a new business) in 2017 – up from .26% in 1998. Maryland’s startup survival rate in 2017 was 77.5%. (Maine leads the nation at 88%.)

In 2017, Virginia ranked 46th for its overall rate (.21%) of new entrepreneurs while its startup survival rate was 79%.
The District of Columbia, in 2017, ranked 38th in the nation for its overall rate (.21%) of new entrepreneurs while its startup survival rate was 77%.

Wyoming, California, Florida, Texas and Oklahoma led the nation in overall rates of new entrepreneurs in 2017. Learn more.

Putting in Place an Effective Employee Onboarding Program

Effective onboarding processes can go a long way to ensuring new hires feel welcomed, quickly productive and ready to be committed for the long term.

When bringing new employees into your workplace, it’s vital to make them feel integrated and that they made a good decision in accepting your job offer.

In contrast, poor onboarding processes, among other consequences, can lead to high turnover rates. And employee turnover can be expensive – the average cost to fill one position, for example, is $11,000. In addition, poor onboarding processes affect the executive suite. One study shows between 50-70% of executives exit their jobs within the first 18 months of their hiring (whether via internal promotion or external hire).

With this in mind, here is a set of tips to help you build a smart employee onboarding program:

  • After the job offer is accepted, send the incoming employee a new-hire welcome plan containing tips for parking, dress code, start time, schedule, as well as pertinent documents they need to bring in on their first day
  • Provide the new hire with a copy of your up-to-date employee handbook
    on their first day and review and discuss its contents
  • Set up a company orientation that features information about company history, products/services, organizational structure and important team contact information
  • If possible, enable introductions to senior leadership so new employees know who they are and their roles within the organization
    As a manager, work to visit with a new hire once a week or so for informal conversation, updates and catch-up (to prevent new employee alienation)
  • Be proactive in helping existing teams welcome a new hire. Structure meetings, for example, to allow the new employee to have opportunities to speak and contribute in meetings

If you’re interested in learning more about developing your onboarding processes, contact us at or 443-741-3900.