Building a Successful Compliance Program and Team

Transcription

1 Building a Successful Compliance Program and Team

2 Panelists Rachel Pisani President Pisani Recruiting Beth Pride President BPE Global

3 Agenda Recruiter highlights Employer perspective Corporate view

4 Creating an Environment for Success RECRUITER HIGHLIGHTS

5 Attracting Employees Current employee network Associations Networking Events Niche Recruiting Firms

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7 Retaining Employees Employee Development Leadership Fair Pay Recognition Communication Corporate Culture

8 Career Matching Skill Set Experience Personality Personal and Corporate Goals

9 Retaining Employees 100.0% 90.0% 80.0% 70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0% 64.5% Satisfied with my overall job security [N=791] 46.2% Organization is dedicated to my professional development [N=788] 29.8% Pleased with the career advancement opportunities available to me [N=789] 87.2% Understand how my work impacts the organization's business goals [N=790] 46.3% Satisfied with the investment my organization makes in training and education [N=791]

10 Tips for Significantly Reducing Search Time Identify Decision Makers Identify Team Members Agree Upon Job Description Purpose of Hire Repercussions of Not Hiring Set TimeFrame

11 Compensation Proper compensation should be determined by Title and Job Description Experience and Education Licenses and Certifications Human Resource Banding Location Analysis and Surveys

12 Compensation 30% 28% 25% 20% 21% 19% 15% 10% 5% 8% 10% 6% 3% 5% 0% ($25,000 to $49,999) ($50,000 to $74,999) ($75,000 to $99,999) ($100,000 to $124,999) ($125,000 to $149,999) ($150,000 to $174,999) ($175,000 to $199,999) ($200,000 and up)

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14 Candidate Knowledge Questions Questions Questions Peer Interviews Certifications Experience References Testing

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16 Candidate Knowledge Licensed Customs Broker & Certified US Export Compliance Officer comprise 77% of all certifications held Licensed Customs Broker Certified US Export Compliance Officer 59% are satisfied with their overall compensation. 57% are satisfied with their overall compensation. 34% made between $75,000 $99,999 last year. 32% of made between $100,000 - $124,000 last year.

17 Metrics ARE OPEN TO MAKING A CAREER OR JOB CHANGE 7 7% ARE SATISFIED WITH GROWTH OPPORTUNITIES WITHIN THEIR CURRENT ORGANIZATION 4 5% ARE SATISFIED WITH THEIR OVERALL COMPENSATION 5 5% 6 4% 3 9% 8 7% ARE SATISFIED WITH THEIR JOB SECURITY ARE SATISFIED WITH JOB RELATED TRAININGS UNDERSTAND HOW THEIR WORK IMPACTS THE ORGANIZATION S GOALS

18 Creating an Environment for Success EMPLOYER PERSPECTIVE

19 Trust starts with trustworthy leadership. It must be built into the corporate culture. Barbara Brooks Kimmel

20 Corporate Culture Culture of compliance Cross-functional collaboration Trade compliance resources are likely the highest ranking person in the company with knowledge of the actual process Business facilitators

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22 Employee Development Provide access to tools to enable employee to maintain and grow skills Require participation at trade compliance events Support speaking engagements Encourage facilitating training

23 Managing Your Team Their voices are important Check in with them frequently Give annual reviews Celebrate anniversaries

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25 Key Management Tools Knowledge sharing Systems Skills training Benchmarking Networking Metrics

26 Employee Metrics How many businesses supported How many classifications (import and or export) How many screenings (total, potential matches, actual matches) How many shipments

27 Metrics, cont. How many countries How many customs entries/eeis Special projects (technology, business-related) Services (FTA, Drawback, Licenses, Permits)

28 CORPORATE VIEW Creating an Environment for Success

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30 Career Training Formal Structured Training, multiple levels Code Of Conduct, Anti-Bribery, Anti-corruption On the Job OTJ Real Life Scenarios Webinars Formal Education, NEI, CCS, CES Supply Chain degree/certification Local trade association participation

31 Standard Policy & Procedures Allows employees to learn acceptable risk Import Manual Export Manual Internal Compliance communications

32 Career Development Plan Own your Plan! Demonstrate Responsibility Non-exempt level, Employee owned goals Exempt level Corporate goals Personal goals

33 Career Compliance Opportunities Logistics, Customs Brokerage, Warehousing Entry, Analyst, Coordinator Account Management Supervisor, Manager Compliance, Regulatory Affairs Director, Vice President Specialized areas; HTS/schedule B, Auditor, POA/SLI, IT systems, Consulting

34 Succession Planning Focus on foreseeable vacancies / critical roles Identify growth potential Identify ability to be promoted Coach and counsel Mentor Does your career development path steer you towards your future employment goals?

35 QUESTIONS AND ANSWERS

36 Rachel Pisani Contact Information Beth Pride