Timpano Consulting: Research Points to Need for New Management Practices through 2020 and Beyond

Remote Work Arrangements Are Here to Stay:
Alignment of expectations and resources becomes more critical to sustain success

BROOKLYN, Wisc. and WATERFORD, Wisc., July 30, 2020 – Over 75 percent of employers believe they need to implement new management policies and practices to accommodate remote working as a standard future practice, and employees are interested in more flexible working arrangements going forward, according to a recent study conducted by Timpano Consulting and Blue Rock WI, management consulting firms specializing in workforce optimization.

The research effort involved surveys, interviews, discussions, and critical analysis about the effect of the coronavirus pandemic on employers and employees. Over 100 individuals spanning sectors, industries, sizes, and position types shared perspective; ninety percent of respondents were based in Wisconsin.

“Remote working is here to stay,” said Brett Remington, Blue Rock WI president. “Employers who figure out how to shift management practices to focus on outcomes rather than activities will be better positioned to raise productivity and secure profits.”

While 63 percent of employers anticipated a negative impact on their year-end organizational performance as a result of the pandemic, 77 percent of employers reported the performance of their workforce in remote work arrangements was about the same or better compared to the beginning of the year. Forty-three percent of employees working remotely were more satisfied with their job performance compared to the beginning of the year, and 32 percent felt about the same in terms of performance.

Ten percent of employees working from home during the pandemic preferred to return to their workplace as soon as possible, yet 80 percent of employees wanted to keep the practice as long as it makes sense for them and their work or until COVID 19 is no longer identified as a public health issue. Employees ranged in terms of how frequently they would choose to work remotely, with half preferring 5 days or more per week, and half preferring a hybrid arrangement of a few days per week or per month. All employee respondents who were working at home during the pandemic believed they could comfortably do so for at least a few months, with 77 percent indicating six months or more.

“Few organizations expect to return to business as usual from last year,” said Melanie Schmidt, Timpano Consulting president. “Employers must figure out how to best utilize their workforce to rebound and deliver value for customers – be that in person, remotely, or some sort of hybrid.”

Overall, employees are ready to adapt when given more flexibility, support to succeed, and clarity around expectations. Surveyed supervisors and managers welcome training and support to deliver on it.

The future has its challenges – but they can be addressed. Employers and employees shared concerns about the work-related challenges caused by internet connectivity (broadband access) and it being harder to communicate with coworkers. Yet, employers overestimated the challenges of distractions at home and underestimated employee anxiety about how they may be personally affected by the coronavirus.

Other Survey Findings:

• At the beginning of the year, only 30 percent of employers surveyed used remote working as routine practice, though 94 percent shifted to it during the pandemic. Looking ahead, about 10 percent intended to return fully to a ‘traditional’ workplace with 58 percent intending to deploy a hybrid model and 23 percent still unclear about how they would approach future work arrangements.
• Seventy-five percent of employees expressed confidence that they had the right resources to navigate through the crisis response, and 75 percent were confident in their leadership teams to make the right decisions through the crisis.
• Over half of employee respondents reported working more hours than before the pandemic; eight percent reported working fewer hours.
• Public sector employers expect remote work arrangements to be in the mix; most private sector employers intend to increase remote working while some functions return to the traditional setting; and, most nonprofit employers are likely to introduce more remote work opportunities.
• Across all sectors, employees want more outcomes-focused management and clearer expectations in terms of their accessibility and responsiveness. They also desire weekly communications from their leadership teams for how the organization is handling business complications due to the coronavirus.

The pandemic surfaced issues already existing within organizations. According to Schmidt and Remington, best-in-class organizations listen to their employees when formulating their strategies rather than instituting practices based solely upon others’ experiences, broad research reports, or management team assumptions. They observe that every organization’s workforce is comprised of different ideas about what will work best, and employers won’t be able to satisfy everyone so they must work toward solutions that deliver the greatest value to their mission and find ways to help employees navigate the changing times.

Interviews and discussions occurred in June; the survey of employers and employees was conducted for a week in mid-June.

A copy of the full report is available online at https://bit.ly/WorkforceStrategies_0720report.

Highlights from the report will be shared at a virtual public event on Thursday, August 6, 2020, at 1:30PM. The 45 minute presentation is free, with registration required via https://bit.ly/futureworkforce0806

Timpano Group includes a cross-sector strategy consulting firm that helps mission-driven organizations build capacity and achieve outcomes with processes that engage stakeholders to achieve sustainable transformation. More information can be found online at https://www.timpanogroup.com.

Blue Rock WI works with organizations interested in closing the gap between their performance and their potential. Services deliver enterprise-based performance improvement by simplifying the complex, focusing on achievement, and igniting passion for purpose across sectors. More information is available online at http://www.bluerockwi.com.

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For more information:
Melanie Schmidt, (608) 695-7320 or mschmidt@timpanogroup.com

New coverage provisions for WPS Health Insurance and Arise Health Plan

FOR IMMEDIATE RELEASE

Contact:
DeAnne Boegli, Director of Communications
608-977-7343
deanne.boegli@wpsic.com

New coverage provisions for WPS Health Insurance and Arise Health Plan

MADISON, Wis.—July 28, 2020—WPS Health Insurance and Arise Health Plan are adding new coverage provisions for customers in selected health plans, including some related to COVID-19.

“We realize that the COVID-19 pandemic continues to present significant challenges for health care consumers. The new coverage provisions we are announcing today are intended to provide some financial relief for our customers. We want to assist our customers in achieving good health outcomes by making it easier for them to receive the care they need,” says Jim Baird, Executive Vice President of WPS Health Insurance.

Here is a summary of the new coverage:

• Selective serotonin reuptake inhibitors (SSRIs): Generic drugs used to treat depression are added to the $0 preventive drug list effective July 1, 2020.

• HIV PrEP: Specific HIV preventive drugs, such as Truvada, are added to the $0 preventive drug list effective July 1, 2020.

• Insulin $25 cap: Starting at your renewal date on or after Oct. 1, 2020, the maximum you will pay for insulin is $25. The insulin program is not part of the insurance policy and is offered at no additional charge. Enrollment in this program is subject to contract renewal.

• Telehealth related to COVID-19 testing: Services have 0% cost sharing through March 13, 2021.

• COVID-19 antibody testing: Physician-ordered in vitro diagnostic testing for COVID-19, including antibody testing, is now covered with 0% cost sharing through March 13, 2021.

• Coverage for furloughed employees: The work exception for group health plans is extended to Aug. 31, 2020.

• Prior authorization: Requirements are waived for COVID-19 laboratory tests and treatment through Dec. 31, 2020.

Note: Self-funded group health plans have the option to select these benefits except for HIV PrEP, which is a mandated benefit. Those enrolled under a self-funded employer plan should check with their group leader to see if these benefits are covered. Group leaders with questions may contact their WPS Health Insurance or Arise Health Plan account manager.

For more information about COVID-19, including answers to frequently asked questions, visit these pages for WPS Health Insurance and Arise Health Plan.

About WPS Health Solutions

WPS Health Solutions is a nationally regarded government contractor and a leading Wisconsin not-for-profit health insurer. The WPS Health Insurance division offers affordable health plans and benefits administration. The WPS Government Health Administrators division administers Part A and B Medicare benefits for millions of seniors in multiple states, and the WPS Military and Veterans Health division serves millions more members who are active in the U.S. military, veterans, and their families. Wisconsin Physicians Service Insurance Corporation (WPS Health Solutions) has been based in Madison, Wis., for more than 70 years. For more information, please visit wpshealthsolutions.com.

Broadjam: MAMA Cares Musician Relief Fund

Emergency funding for Madison-area performing musicians impacted by loss of income due to COVID-19

Musicians in the Madison area and across the country were some of the first and hardest hit as COVID-19 swept in with social distancing and caused the cancellations of thousands of gigs for area freelance artists. We all feel the anxiety caused by the difficult conditions and uncertainty about the gradual and ongoing move to a “new normal” in the current and post-pandemic era.  

As summer arrives and event and performance cancellations continue and escalate, the MAMA Cares COVID-19 Relief Fund has been created to provide temporary financial assistance to members in need. The initial fundraising goal for the fund is $250,000.

The Fund will provide monetary awards to self-employed and independent contractor musicians living in the Madison region who are losing work and wages due to COVID-19. Awards will be made based on applications received and resources available.  Applications will identify those most in need with preference to the unemployed. Eligibility for funds will follow the Madison Area Music Association eligibility rules.

We know that the need will be greater than the resources available, but this effort will demonstrate how much Madison values musicians’ well-being and looks forward to enjoying local music at our favorite bars, festivals, and outdoor venues as the pandemic eases. 

APPLY FOR FUNDS HERE: www.themamas.org

ALL APPLICATIONS MUST BE RECEIVED BY 11:59 PM ON SATURDAY JULY 25, 2020.  We anticipate transferring funds to awardees by August 31, 2020. 

We need your help to serve as many musicians as possible. MAKE A DONATION HERE: 

• through PayPal: MAMACARES@THEMAMAS.ORG
• Send donations by mail:

MAMA Cares Musician Relief Fund

P.O. Box 8754

Madison, WI 53708

MAMA CARES MUSICIAN RELIEF FUND is an independent program under the fiscal sponsorship of the Madison Area Music Association, a 501(c)(3) non-profit organization registered with the State of Wisconsin and the IRS. Partners in this effort include Broadjam, Inc., City of Madison Arts Commission, and Arts Wisconsin.  All donations are eligible for tax deduction.

Timeline

Now to June 28 – Build community partnerships

June 28 – Public announcement and start of run-up to Online Day of Giving

July 16-21 – Online Day of Giving Thursday, July 16

Mid-to-End of August – Funds Distribution 

Overture Center announces preservation plans

Madison, Wis. — The COVID-19 pandemic has had a worldwide impact on businesses and individuals. The arts industry thrives on bringing people together through the arts. Closures were necessary to protect public health, and while state economies are reopening, the entertainment and hospitality sectors are expected to be the last to recover.

The pandemic has seriously impacted Overture Center financially. The financial impact of the pandemic for our fiscal year ending June 30, 2020 will be in the millions.

The Executive Leadership Team has evaluated several options aimed at financial preservation. As we created this framework for the future, it was critical to support all the people involved, from our employees to our patrons. We also considered how to best address the needs of our building and our resident arts companies while recognizing their independence. The framework for our plan to move forward was approved by Overture’s Board of Directors.

Overture Center Board Chair, Betty Harris Custer, said, “The uncertainty of this pandemic means that we need to consider several short- and long-term scenarios as we make our plans. We need to be nimble, yet we must be positioned for success. We are doing everything we can to secure a positive future for Overture and our employees.”

Read more here

Boys & Girls Clubs of Dane County: Summer 2020 Digital Experience

In order to bridge the gap between youth and the dwindling paid opportunities available, the Boys & Girls Clubs of Dane County will host a completely virtual alternative “internship experience” program. Boys & Girls Clubs staff will guide a cohort of 50 students through career exploration, skill building and networking, through a collaborative project-based learning model. 

Local career partners will submit sample projects that teams of students will work on throughout the duration of the summer. Projects will mirror the work assignments an intern might take on during a conventional summer internship program. This experience will be crafted with the needs of our youth and our employer partners in mind, while incorporating the essential internship best practices we believe in. 

This is where you can support us! We need employers to support our youth this summer in four important ways:

1. Sponsor a student stipend!
2. Submit a micro internship project 
3. Volunteer your time and host a youth professional development session
4. Join in our informational interview/networking events to help interns build connections

Our organization has cancelled our summer internship programs, or is on a hiring freeze and cannot hire summer interns. Are we able to support?

This program is NOT a typical internship commitment. We are looking for organizations who can support by providing us with some of the tools that fuel a summer internship, without the expectation that you are hosting an intern, or putting them on your payroll. 

Additionally, you can choose to sponsor the wages of our summer interns this summer. A donation of $3,000 can ensure 5 interns are paid this summer!

What is a micro internship project? 

Typically, micro internships are short term, paid assignments that are similar to those given to new hires or interns. Once employers submit their micro internship projects to us, we’ll be assigning these to working groups of interns who will spend 5 weeks collaborating to complete this project for your organization! 

These projects don’t have to be current. They can be mock projects, past projects already completed that have learning value, or simulations of the type of work your organization does. Just know that if you are submitting a real time need, we can’t guarantee the final product as these are simulated experiences.

Did you have an idea of a project in mind for interns this summer, that is no longer feasible? Do you have additional needs with the impact of COVID19? Are there projects that have been pushed from your to do list, but that a group of paid interns could support? These all make great micro internship projects! 

What does it mean to volunteer for a professional development session? 

We want our youth to learn and grow this summer, just as they would in a typical summer internship! We’re looking for professionals who could connect with our interns through a 1 hour lecture, discussion, or panel to teach our interns something new! 

Think back to when you started your career. What do you wish you would have known? Is there a specific skill or area you’re particularly passionate about? Whether it’s those basic career topics such as negotiating wages or time management, or more specific skills that apply to your type of work, we want our interns to learn from you! 

How do we get involved? 

Review our other resources, including our sample micro internship templates in this folder! If you’re feeling ready to commit, fill out our application here!

For more information, you can reach Taylor at tjackson@bgcdc.org or (410) 897-2705.

Please also consider sponsoring our talent this summer by donating to our Move4BGC fundraiser today!