Andrea Averill

Andrea Averill

Andrea Averill

Senior Consultant

Andrea is a Senior Consultant in Segal’s New York office with over 20 years of experience in human capital consulting. She is Segal’s industry leader for two-year institutions and a recognized thought leader and subject matter expert on compensation/rewards including base pay and incentives, compensation assessment, executive compensation, turnover diagnostic assessments, retention analysis and performance management.

Andrea brings a breadth of knowledge and depth of expertise in working with clients to diagnose, evaluate and implement effective total reward strategies and compensation programs that drive both individual and organizational performance. She is an experienced project manager and leads projects in a variety of industries, including higher education both public and private institutions, educational assessment, not-for-profit, healthcare, technology and financial services.

Andrea is a member of the higher education practice and is the solution leader for Performance Management and serves as the national market leader for community colleges. She works with some of the largest community colleges nationwide.

Sample projects:

  • One of the largest community colleges in the nation, located in the Southwest region with over 130,000 students, hadn’t updated its compensation structure in over 10 years. Facing increased competition for talent from the local metro area and recent reorganization efforts, the college sought a compensation and classification study for staff roles for over 2,600 employees. As project manager, Andrea led the development, implementation and communications for a new compensation philosophy, peer groups for compensation comparison, market assessment, compression analysis for faculty and staff and pay equity study. From this work, the adjustments were made to reduce salary compression based on past compensation administration practices, improve internal pay consistency and market competitiveness and ultimately improve employee engagement, attraction and retention.
  • A large Southwest community college district with approximately 50,000 students hadn’t updated its compensation structure in over 15 years. As project manager, Andrea led the development, implementation and communications for a new compensation philosophy, peer groups for compensation comparison, modern approach to job classification to support internal consistency and career ladders and advancement, and market assessment with cost analysis. Future phases include development of a market-based salary structure, pay equity analyses, revised compensation administration guidelines and implementation strategy. As a result of the work to date, this organization has improved attraction and retention and engagement with a more internally consistent classification program that supports career advancement.
  • One of the largest community colleges in the nation located in the Northeast sought an assessment of executive compensation to ensure pay was competitive. As project manager, Andrea led the development of a published survey analysis and custom survey including elements such as base salary, use of differentiated salaries based on performance, bonus/annual incentive prevalence and design, benefits and perquisites offered to executives. As a result, this prominent institution made adjustments to its pay plan to support its attraction, retention and engagement objectives.

Prior to her current role at Segal, Andrea has held progressive positions within the compensation consulting practices at Willis Towers Watson in Philadelphia, PA, Segal/Segal Company in Princeton, NJ and the Strategic Rewards Consulting Group, LLC in North Whitehall, PA. She has also held corporate human resources positions at FMC in Philadelphia, PA and Swiss Bank Corporation in Chicago, IL.

Andrea received a Master’s degree in Industrial Relations, specializing in Compensation Management and Plan Design, from Loyola University Chicago. She studied economics at Purdue University and Loyola University in Chicago, where she received her BA.

Andrea has presented at several conferences and contributed to several articles on compensation trends and performance management for World at Work and CUPA-HR. She has contributed to the following research and articles:

  • “Higher Education Pay Envy: Incentives for Fundraisers,” CUPA-HR Michigan Presentation, November 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Oklahoma Presentation, July 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Arizona/Nevada Presentation, June 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Ohio Presentation, April 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Indiana Presentation, November 2020
  • “Incentives in Higher Education: A Powerful Tool. Do You Know How To Use Them?,” CUPA-HR Kansas Presentation, October 2020
  • “Managing for Success in the Digital Workplace,” World at Work Presentation, August 2020
  • “How to Accurately Measure Productivity of Remote Workers,” Tribune Publishing Company, October 2020
  • “New Wrinkles in Performance Reviews,” University Business, January 2020
  • “New Trends in Performance Management,” Association of Healthcare Human Resources Administrators of Greater New York (AHHRA) Webinar, December 2019
  • “Salary Budget Planning for 2020 How to Effectively Forecast Pay Amidst Rising Compensation Costs, the DOL’s Final Overtime Exemption Rule, and Other Factors,” BLR Webinar, December 2019
  • “New Trends in Performance Management,” ERIC Webinar, November 2019
  • “New Trends in Performance Management,” CUPA-HR North Carolina Chapter Presentation, November 2019
  • “New Trends in Performance Management,” CUPA-HR Washington DC Chapter Webinar, October 2019
  • “New Trends in Performance Management,” CUPA-HR Northern New England Chapter Presentation, October 2019
  • “New Trends in Performance Management,” CUPA-HR Maryland Chapter Webinar, September 2019
  • “New Trends in Performance Management,” CUPA-HR Southern New England Chapter Presentation, April 2019
  • “New Trends in Performance Management,” CUPA-HR Southern Region Webinar, April 2018
  • “Managing Dysfunctional, Avoidable Turnover: Advancing Theory and Research on Turnover Management,” Saint Louis University John Cook School of Business publication, July 2016
  • “The Art of Setting Pay,” HR Magazine, May 2013
  • Measure Compensation’s Impact,” HR Magazine, September 2012

Contact Andrea

The information you provide will not be shared with anyone outside Segal.

Andrea Averill

Andrea Averill

Andrea Averill

Senior Consultant

Andrea is a Senior Consultant in Segal’s New York office with over 20 years of experience in human capital consulting. She is Segal’s industry leader for two-year institutions and a recognized thought leader and subject matter expert on compensation/rewards including base pay and incentives, compensation assessment, executive compensation, turnover diagnostic assessments, retention analysis and performance management.

Andrea brings a breadth of knowledge and depth of expertise in working with clients to diagnose, evaluate and implement effective total reward strategies and compensation programs that drive both individual and organizational performance. She is an experienced project manager and leads projects in a variety of industries, including higher education both public and private institutions, educational assessment, not-for-profit, healthcare, technology and financial services.

Andrea is a member of the higher education practice and is the solution leader for Performance Management and serves as the national market leader for community colleges. She works with some of the largest community colleges nationwide.

Sample projects:

  • One of the largest community colleges in the nation, located in the Southwest region with over 130,000 students, hadn’t updated its compensation structure in over 10 years. Facing increased competition for talent from the local metro area and recent reorganization efforts, the college sought a compensation and classification study for staff roles for over 2,600 employees. As project manager, Andrea led the development, implementation and communications for a new compensation philosophy, peer groups for compensation comparison, market assessment, compression analysis for faculty and staff and pay equity study. From this work, the adjustments were made to reduce salary compression based on past compensation administration practices, improve internal pay consistency and market competitiveness and ultimately improve employee engagement, attraction and retention.
  • A large Southwest community college district with approximately 50,000 students hadn’t updated its compensation structure in over 15 years. As project manager, Andrea led the development, implementation and communications for a new compensation philosophy, peer groups for compensation comparison, modern approach to job classification to support internal consistency and career ladders and advancement, and market assessment with cost analysis. Future phases include development of a market-based salary structure, pay equity analyses, revised compensation administration guidelines and implementation strategy. As a result of the work to date, this organization has improved attraction and retention and engagement with a more internally consistent classification program that supports career advancement.
  • One of the largest community colleges in the nation located in the Northeast sought an assessment of executive compensation to ensure pay was competitive. As project manager, Andrea led the development of a published survey analysis and custom survey including elements such as base salary, use of differentiated salaries based on performance, bonus/annual incentive prevalence and design, benefits and perquisites offered to executives. As a result, this prominent institution made adjustments to its pay plan to support its attraction, retention and engagement objectives.

Prior to her current role at Segal, Andrea has held progressive positions within the compensation consulting practices at Willis Towers Watson in Philadelphia, PA, Segal/Segal Company in Princeton, NJ and the Strategic Rewards Consulting Group, LLC in North Whitehall, PA. She has also held corporate human resources positions at FMC in Philadelphia, PA and Swiss Bank Corporation in Chicago, IL.

Andrea received a Master’s degree in Industrial Relations, specializing in Compensation Management and Plan Design, from Loyola University Chicago. She studied economics at Purdue University and Loyola University in Chicago, where she received her BA.

Andrea has presented at several conferences and contributed to several articles on compensation trends and performance management for World at Work and CUPA-HR. She has contributed to the following research and articles:

  • “Higher Education Pay Envy: Incentives for Fundraisers,” CUPA-HR Michigan Presentation, November 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Oklahoma Presentation, July 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Arizona/Nevada Presentation, June 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Ohio Presentation, April 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Indiana Presentation, November 2020
  • “Incentives in Higher Education: A Powerful Tool. Do You Know How To Use Them?,” CUPA-HR Kansas Presentation, October 2020
  • “Managing for Success in the Digital Workplace,” World at Work Presentation, August 2020
  • “How to Accurately Measure Productivity of Remote Workers,” Tribune Publishing Company, October 2020
  • “New Wrinkles in Performance Reviews,” University Business, January 2020
  • “New Trends in Performance Management,” Association of Healthcare Human Resources Administrators of Greater New York (AHHRA) Webinar, December 2019
  • “Salary Budget Planning for 2020 How to Effectively Forecast Pay Amidst Rising Compensation Costs, the DOL’s Final Overtime Exemption Rule, and Other Factors,” BLR Webinar, December 2019
  • “New Trends in Performance Management,” ERIC Webinar, November 2019
  • “New Trends in Performance Management,” CUPA-HR North Carolina Chapter Presentation, November 2019
  • “New Trends in Performance Management,” CUPA-HR Washington DC Chapter Webinar, October 2019
  • “New Trends in Performance Management,” CUPA-HR Northern New England Chapter Presentation, October 2019
  • “New Trends in Performance Management,” CUPA-HR Maryland Chapter Webinar, September 2019
  • “New Trends in Performance Management,” CUPA-HR Southern New England Chapter Presentation, April 2019
  • “New Trends in Performance Management,” CUPA-HR Southern Region Webinar, April 2018
  • “Managing Dysfunctional, Avoidable Turnover: Advancing Theory and Research on Turnover Management,” Saint Louis University John Cook School of Business publication, July 2016
  • “The Art of Setting Pay,” HR Magazine, May 2013
  • Measure Compensation’s Impact,” HR Magazine, September 2012

Contact Andrea

The information you provide will not be shared with anyone outside Segal.

Andrea Averill

Senior Consultant

Andrea Averill

Contact Andrea

The information you provide will not be shared with anyone outside Segal.

Andrea is a Senior Consultant in Segal’s New York office with over 20 years of experience in human capital consulting. She is Segal’s industry leader for two-year institutions and a recognized thought leader and subject matter expert on compensation/rewards including base pay and incentives, compensation assessment, executive compensation, turnover diagnostic assessments, retention analysis and performance management.

Andrea brings a breadth of knowledge and depth of expertise in working with clients to diagnose, evaluate and implement effective total reward strategies and compensation programs that drive both individual and organizational performance. She is an experienced project manager and leads projects in a variety of industries, including higher education both public and private institutions, educational assessment, not-for-profit, healthcare, technology and financial services.

Andrea is a member of the higher education practice and is the solution leader for Performance Management and serves as the national market leader for community colleges. She works with some of the largest community colleges nationwide.

Sample projects:

  • One of the largest community colleges in the nation, located in the Southwest region with over 130,000 students, hadn’t updated its compensation structure in over 10 years. Facing increased competition for talent from the local metro area and recent reorganization efforts, the college sought a compensation and classification study for staff roles for over 2,600 employees. As project manager, Andrea led the development, implementation and communications for a new compensation philosophy, peer groups for compensation comparison, market assessment, compression analysis for faculty and staff and pay equity study. From this work, the adjustments were made to reduce salary compression based on past compensation administration practices, improve internal pay consistency and market competitiveness and ultimately improve employee engagement, attraction and retention.
  • A large Southwest community college district with approximately 50,000 students hadn’t updated its compensation structure in over 15 years. As project manager, Andrea led the development, implementation and communications for a new compensation philosophy, peer groups for compensation comparison, modern approach to job classification to support internal consistency and career ladders and advancement, and market assessment with cost analysis. Future phases include development of a market-based salary structure, pay equity analyses, revised compensation administration guidelines and implementation strategy. As a result of the work to date, this organization has improved attraction and retention and engagement with a more internally consistent classification program that supports career advancement.
  • One of the largest community colleges in the nation located in the Northeast sought an assessment of executive compensation to ensure pay was competitive. As project manager, Andrea led the development of a published survey analysis and custom survey including elements such as base salary, use of differentiated salaries based on performance, bonus/annual incentive prevalence and design, benefits and perquisites offered to executives. As a result, this prominent institution made adjustments to its pay plan to support its attraction, retention and engagement objectives.

Prior to her current role at Segal, Andrea has held progressive positions within the compensation consulting practices at Willis Towers Watson in Philadelphia, PA, Segal/Segal Company in Princeton, NJ and the Strategic Rewards Consulting Group, LLC in North Whitehall, PA. She has also held corporate human resources positions at FMC in Philadelphia, PA and Swiss Bank Corporation in Chicago, IL.

Andrea received a Master’s degree in Industrial Relations, specializing in Compensation Management and Plan Design, from Loyola University Chicago. She studied economics at Purdue University and Loyola University in Chicago, where she received her BA.

Andrea has presented at several conferences and contributed to several articles on compensation trends and performance management for World at Work and CUPA-HR. She has contributed to the following research and articles:

  • “Higher Education Pay Envy: Incentives for Fundraisers,” CUPA-HR Michigan Presentation, November 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Oklahoma Presentation, July 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Arizona/Nevada Presentation, June 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Ohio Presentation, April 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Indiana Presentation, November 2020
  • “Incentives in Higher Education: A Powerful Tool. Do You Know How To Use Them?,” CUPA-HR Kansas Presentation, October 2020
  • “Managing for Success in the Digital Workplace,” World at Work Presentation, August 2020
  • “How to Accurately Measure Productivity of Remote Workers,” Tribune Publishing Company, October 2020
  • “New Wrinkles in Performance Reviews,” University Business, January 2020
  • “New Trends in Performance Management,” Association of Healthcare Human Resources Administrators of Greater New York (AHHRA) Webinar, December 2019
  • “Salary Budget Planning for 2020 How to Effectively Forecast Pay Amidst Rising Compensation Costs, the DOL’s Final Overtime Exemption Rule, and Other Factors,” BLR Webinar, December 2019
  • “New Trends in Performance Management,” ERIC Webinar, November 2019
  • “New Trends in Performance Management,” CUPA-HR North Carolina Chapter Presentation, November 2019
  • “New Trends in Performance Management,” CUPA-HR Washington DC Chapter Webinar, October 2019
  • “New Trends in Performance Management,” CUPA-HR Northern New England Chapter Presentation, October 2019
  • “New Trends in Performance Management,” CUPA-HR Maryland Chapter Webinar, September 2019
  • “New Trends in Performance Management,” CUPA-HR Southern New England Chapter Presentation, April 2019
  • “New Trends in Performance Management,” CUPA-HR Southern Region Webinar, April 2018
  • “Managing Dysfunctional, Avoidable Turnover: Advancing Theory and Research on Turnover Management,” Saint Louis University John Cook School of Business publication, July 2016
  • “The Art of Setting Pay,” HR Magazine, May 2013
  • Measure Compensation’s Impact,” HR Magazine, September 2012

Andrea Averill

Senior Consultant

Andrea Averill

Contact Andrea

The information you provide will not be shared with anyone outside Segal.

Andrea is a Senior Consultant in Segal’s New York office with over 20 years of experience in human capital consulting. She is Segal’s industry leader for two-year institutions and a recognized thought leader and subject matter expert on compensation/rewards including base pay and incentives, compensation assessment, executive compensation, turnover diagnostic assessments, retention analysis and performance management.

Andrea brings a breadth of knowledge and depth of expertise in working with clients to diagnose, evaluate and implement effective total reward strategies and compensation programs that drive both individual and organizational performance. She is an experienced project manager and leads projects in a variety of industries, including higher education both public and private institutions, educational assessment, not-for-profit, healthcare, technology and financial services.

Andrea is a member of the higher education practice and is the solution leader for Performance Management and serves as the national market leader for community colleges. She works with some of the largest community colleges nationwide.

Sample projects:

  • One of the largest community colleges in the nation, located in the Southwest region with over 130,000 students, hadn’t updated its compensation structure in over 10 years. Facing increased competition for talent from the local metro area and recent reorganization efforts, the college sought a compensation and classification study for staff roles for over 2,600 employees. As project manager, Andrea led the development, implementation and communications for a new compensation philosophy, peer groups for compensation comparison, market assessment, compression analysis for faculty and staff and pay equity study. From this work, the adjustments were made to reduce salary compression based on past compensation administration practices, improve internal pay consistency and market competitiveness and ultimately improve employee engagement, attraction and retention.
  • A large Southwest community college district with approximately 50,000 students hadn’t updated its compensation structure in over 15 years. As project manager, Andrea led the development, implementation and communications for a new compensation philosophy, peer groups for compensation comparison, modern approach to job classification to support internal consistency and career ladders and advancement, and market assessment with cost analysis. Future phases include development of a market-based salary structure, pay equity analyses, revised compensation administration guidelines and implementation strategy. As a result of the work to date, this organization has improved attraction and retention and engagement with a more internally consistent classification program that supports career advancement.
  • One of the largest community colleges in the nation located in the Northeast sought an assessment of executive compensation to ensure pay was competitive. As project manager, Andrea led the development of a published survey analysis and custom survey including elements such as base salary, use of differentiated salaries based on performance, bonus/annual incentive prevalence and design, benefits and perquisites offered to executives. As a result, this prominent institution made adjustments to its pay plan to support its attraction, retention and engagement objectives.

Prior to her current role at Segal, Andrea has held progressive positions within the compensation consulting practices at Willis Towers Watson in Philadelphia, PA, Segal/Segal Company in Princeton, NJ and the Strategic Rewards Consulting Group, LLC in North Whitehall, PA. She has also held corporate human resources positions at FMC in Philadelphia, PA and Swiss Bank Corporation in Chicago, IL.

Andrea received a Master’s degree in Industrial Relations, specializing in Compensation Management and Plan Design, from Loyola University Chicago. She studied economics at Purdue University and Loyola University in Chicago, where she received her BA.

Andrea has presented at several conferences and contributed to several articles on compensation trends and performance management for World at Work and CUPA-HR. She has contributed to the following research and articles:

  • “Higher Education Pay Envy: Incentives for Fundraisers,” CUPA-HR Michigan Presentation, November 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Oklahoma Presentation, July 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Arizona/Nevada Presentation, June 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Ohio Presentation, April 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Indiana Presentation, November 2020
  • “Incentives in Higher Education: A Powerful Tool. Do You Know How To Use Them?,” CUPA-HR Kansas Presentation, October 2020
  • “Managing for Success in the Digital Workplace,” World at Work Presentation, August 2020
  • “How to Accurately Measure Productivity of Remote Workers,” Tribune Publishing Company, October 2020
  • “New Wrinkles in Performance Reviews,” University Business, January 2020
  • “New Trends in Performance Management,” Association of Healthcare Human Resources Administrators of Greater New York (AHHRA) Webinar, December 2019
  • “Salary Budget Planning for 2020 How to Effectively Forecast Pay Amidst Rising Compensation Costs, the DOL’s Final Overtime Exemption Rule, and Other Factors,” BLR Webinar, December 2019
  • “New Trends in Performance Management,” ERIC Webinar, November 2019
  • “New Trends in Performance Management,” CUPA-HR North Carolina Chapter Presentation, November 2019
  • “New Trends in Performance Management,” CUPA-HR Washington DC Chapter Webinar, October 2019
  • “New Trends in Performance Management,” CUPA-HR Northern New England Chapter Presentation, October 2019
  • “New Trends in Performance Management,” CUPA-HR Maryland Chapter Webinar, September 2019
  • “New Trends in Performance Management,” CUPA-HR Southern New England Chapter Presentation, April 2019
  • “New Trends in Performance Management,” CUPA-HR Southern Region Webinar, April 2018
  • “Managing Dysfunctional, Avoidable Turnover: Advancing Theory and Research on Turnover Management,” Saint Louis University John Cook School of Business publication, July 2016
  • “The Art of Setting Pay,” HR Magazine, May 2013
  • Measure Compensation’s Impact,” HR Magazine, September 2012

Andrea Averill

Andrea Averill

Senior Consultant

Contact Andrea

The information you provide will not be shared with anyone outside Segal.

Andrea is a Senior Consultant in Segal’s New York office with over 20 years of experience in human capital consulting. She is Segal’s industry leader for two-year institutions and a recognized thought leader and subject matter expert on compensation/rewards including base pay and incentives, compensation assessment, executive compensation, turnover diagnostic assessments, retention analysis and performance management.

Andrea brings a breadth of knowledge and depth of expertise in working with clients to diagnose, evaluate and implement effective total reward strategies and compensation programs that drive both individual and organizational performance. She is an experienced project manager and leads projects in a variety of industries, including higher education both public and private institutions, educational assessment, not-for-profit, healthcare, technology and financial services.

Andrea is a member of the higher education practice and is the solution leader for Performance Management and serves as the national market leader for community colleges. She works with some of the largest community colleges nationwide.

Sample projects:

  • One of the largest community colleges in the nation, located in the Southwest region with over 130,000 students, hadn’t updated its compensation structure in over 10 years. Facing increased competition for talent from the local metro area and recent reorganization efforts, the college sought a compensation and classification study for staff roles for over 2,600 employees. As project manager, Andrea led the development, implementation and communications for a new compensation philosophy, peer groups for compensation comparison, market assessment, compression analysis for faculty and staff and pay equity study. From this work, the adjustments were made to reduce salary compression based on past compensation administration practices, improve internal pay consistency and market competitiveness and ultimately improve employee engagement, attraction and retention.
  • A large Southwest community college district with approximately 50,000 students hadn’t updated its compensation structure in over 15 years. As project manager, Andrea led the development, implementation and communications for a new compensation philosophy, peer groups for compensation comparison, modern approach to job classification to support internal consistency and career ladders and advancement, and market assessment with cost analysis. Future phases include development of a market-based salary structure, pay equity analyses, revised compensation administration guidelines and implementation strategy. As a result of the work to date, this organization has improved attraction and retention and engagement with a more internally consistent classification program that supports career advancement.
  • One of the largest community colleges in the nation located in the Northeast sought an assessment of executive compensation to ensure pay was competitive. As project manager, Andrea led the development of a published survey analysis and custom survey including elements such as base salary, use of differentiated salaries based on performance, bonus/annual incentive prevalence and design, benefits and perquisites offered to executives. As a result, this prominent institution made adjustments to its pay plan to support its attraction, retention and engagement objectives.

Prior to her current role at Segal, Andrea has held progressive positions within the compensation consulting practices at Willis Towers Watson in Philadelphia, PA, Segal/Segal Company in Princeton, NJ and the Strategic Rewards Consulting Group, LLC in North Whitehall, PA. She has also held corporate human resources positions at FMC in Philadelphia, PA and Swiss Bank Corporation in Chicago, IL.

Andrea received a Master’s degree in Industrial Relations, specializing in Compensation Management and Plan Design, from Loyola University Chicago. She studied economics at Purdue University and Loyola University in Chicago, where she received her BA.

Andrea has presented at several conferences and contributed to several articles on compensation trends and performance management for World at Work and CUPA-HR. She has contributed to the following research and articles:

  • “Higher Education Pay Envy: Incentives for Fundraisers,” CUPA-HR Michigan Presentation, November 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Oklahoma Presentation, July 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Arizona/Nevada Presentation, June 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Ohio Presentation, April 2021
  • “New Trends in Performance Management – Transforming Performance Management to Performance Development,” CUPA-HR Indiana Presentation, November 2020
  • “Incentives in Higher Education: A Powerful Tool. Do You Know How To Use Them?,” CUPA-HR Kansas Presentation, October 2020
  • “Managing for Success in the Digital Workplace,” World at Work Presentation, August 2020
  • “How to Accurately Measure Productivity of Remote Workers,” Tribune Publishing Company, October 2020
  • “New Wrinkles in Performance Reviews,” University Business, January 2020
  • “New Trends in Performance Management,” Association of Healthcare Human Resources Administrators of Greater New York (AHHRA) Webinar, December 2019
  • “Salary Budget Planning for 2020 How to Effectively Forecast Pay Amidst Rising Compensation Costs, the DOL’s Final Overtime Exemption Rule, and Other Factors,” BLR Webinar, December 2019
  • “New Trends in Performance Management,” ERIC Webinar, November 2019
  • “New Trends in Performance Management,” CUPA-HR North Carolina Chapter Presentation, November 2019
  • “New Trends in Performance Management,” CUPA-HR Washington DC Chapter Webinar, October 2019
  • “New Trends in Performance Management,” CUPA-HR Northern New England Chapter Presentation, October 2019
  • “New Trends in Performance Management,” CUPA-HR Maryland Chapter Webinar, September 2019
  • “New Trends in Performance Management,” CUPA-HR Southern New England Chapter Presentation, April 2019
  • “New Trends in Performance Management,” CUPA-HR Southern Region Webinar, April 2018
  • “Managing Dysfunctional, Avoidable Turnover: Advancing Theory and Research on Turnover Management,” Saint Louis University John Cook School of Business publication, July 2016
  • “The Art of Setting Pay,” HR Magazine, May 2013
  • Measure Compensation’s Impact,” HR Magazine, September 2012