Blogging Elsewhere

Over the last couple weeks I have been compiling my required annual faculty performance review which summarizes teaching, scholarly work (which is not required for my professionally qualified (PQ) position as opposed to AQ for those with PhDs) and service to the university, community and the profession. Since I had to compile the following information as part of my blogging contribution (service to the profession), I thought I would share the links here especially as it relates to the two sites I have contributed to in addition to my own. I have not shared on this site in the past that I have blog posts elsewhere. So the following is exert from my performance review:

“While I do not write scholarly works, I do write for my students, clients, and the HR community via blogging which I started in 2010. In addition, I am a contributing author for two other blogs called Women of HR and Illinois State Council SHRM). In 2011, I wrote a total of 41 posts between the three sites.

DonnaRogersHR Author (31 Posts)

I have been officially blogging since July 30, 2010 – This year my posts increased from eight (8) to 31 which included a series of ten (10) posts dedicated to Teaching/Training with Technology. This eight (8) week series is labeled Part 1 through 8 and has two follow-up posts called 23 Ideas for Online Instructors/Trainers and a Trailer. I have had a few guest writers but primarily I write about ILSHRM and a variety of HR topics. This year I discussed topics such as: Email, Bias, CEOs Thinking Differently, Second Life, Rock Star Employees, HRs Role on Disaster Preparedness, Why I teach HR and more. I feel like this is a great way to contribute from an educational and informational standpoint beyond what I do in the classroom.

Women of HR Contributing Author (3 Posts)

· The Perfect 10 on February 4, 2011 about Workplace Flexibility

· Bride to Be = Discouraged Employee on June 17, 2011 about Harassment & Discrimination

· Is the Good Ol’ Boy Network Just a Myth? on October 3, 2011 about Gender Issues in the Workplace

ILSHRM Contributing Author (7 Posts)

· About Me & My ISC-SHRM Goals for the Next 2 Years on January 7, 2011 on Strategic Planning Goals for ILSHRM

· Upcoming Illinois Legislative Conference April 1, 2011 about Employment Laws

· Membership Queries Via Texting June 22, 2011 about Polling Services

· Strategy Equals Improved Bottom Line on September 19, 2011 about Strategic HR

· Birds Fly…Supervisors Die! on October 8, 2011 about Supervision

· ILSHRM Represented at SHRM Strategy Conference on October 5 about the SHRM Strategy Conference

· SHRM Strategy Conference Wrap-Up on October 18 about the SHRM Strategy Conference

· SHRM Diversity & Inclusion Conference Access Denied on October 25 about Conference Planning Tips”

I look forward to more contributions to the profession in 2012 on all three of the sites. I hope to be invited to share on other sites as I have time to do so. Recently, I agreed to be a contributing author to another multi-contributor HR site called Project SocialHR. I am really looking forward to that opportunity. Thank you for reading my posts and please feel free to comment as I enjoy hearing your perspective as well.

55 Active Job Search Sites (Updated 7/19)

I had a company encouraging me to update this list over the last couple of months. Since they focus on veteran hiring and I am a veteran supporting other veterans I am happy to add the following to this original posting from 2017. Silent Professionals is a free veteran recruitment service. Their differentiating factor is that they focus on a very specific subset of veteran employment which is the combat arms veteran. Their site is much more than just a job board because they actually provide a service behind it which is all free to the veteran. As combat veterans themselves, with a vast amount of experience in the private security sector, they are able to use that experience and influence within the industry to act as trusted advocates for the veteran candidate. They boast an incredible 84% job placement success rate for candidates that they recommend to employers. One of the reasons they're able to do that is because of their focus on jobs for combat veterans who are seek...

MORE Consolidated List of SHRM Certification Announcement Posts with LINKS (Updated)

UPDATE 5/21: Added one more post and link below from Workforce.com not found last night when I originally wrote this post. On the eve of my attempt to help our local CIC-SHRM members make sense of the news of last week at our bi-monthly meeting tomorrow, I did another search. Again, I will wait to comment fully about my own understanding and opinions until after I get a response from SHRM regarding a question I have that has yet to be addressed and I hear again from our regional MAC rep on a call I am scheduled to participate in on Thursday. However, I do want to rescind and revise a comment I made in my earlier post. Last week I stated the following which is not entirely true: “The fact that the HRCI Executive Director did not receive advance notification leaves me a bit disappointed for a variety of reasons.” The HRCI Executive Director did know about SHRMs plans because she is part of the board where the topic was discussed. However, she did not know the communication would go...

Transgender Drug Testing

Recently, a client asked me if they needed to adjust their drug testing policy so a transgender employee could choose the gender of the person observing them urinate for a test. Obviously, the person wanted the employee to feel comfortable with who was in the room with them. First of all, having another employee watch you urinate can be uncomfortable for anyone, for any reason, but it is a requirement for some drug tests in order to ensure that the testee doesn’t bring in a bag of someone else’s urine to exchange as their own. If the reason is not obvious, it is so they do not test positive when they know they have been under the influence of drugs or alcohol. So, I did some research and thought it would be good to share this information for other employers, managers, small business owners and HR managers who may have similar questions. What are the requirements to be an observer for a direct observed collection? According to the Mandatory Guidelines for Federal Workplace Drug Testing ...

Another Day in the HR Field

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