September 2010 ASMC Washington Chapter Newsletter



ASMC Washington Chapter, P.O. BOX 16237, Arlington, VA 22215-1237

ASMC - Washington Chapter

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A Five Star Chapter

September 2010

Date: 15 September 2010 MEETING Time: 11:30Am Place: HOLIDAY INN EISENHOWER

Sponsored by: DOD ASMC Members

President’s Message

ASMC Washington Chapter

Greetings! I hope this finds you all happy and healthy. Not unlike the weather here in Washington, it would appear we are headed for some potential political change with the elections in November. Come or go, in or out; you have to agree our job of managing resources is always interesting. Speaking of November, I strongly encourage you all to vote. It is a truly special privilege we enjoy and it is how we make our voices heard.

To the end of making your voice heard, I wanted to give you a heads up about my plan to put out a very short survey to gauge your interest and/or appreciation for what the Chapter does for you. I expect it will be five or six questions and take only a very few minutes of your time. I will use it to inform how your Chapter spends our time and energy moving forward. I thank you in advance for participating.

Two months into my term of one year I see we are pretty much on track. Our monthly luncheons seem to be going well. Planning for our Winter Social and our Regional PDI are both starting in earnest. Don't forget to mark your calendars to join us at National PDI in Minneapolis in June. I appreciate all your hard work to set up and run these events and encourage the rest of us to take advantage to learn more, grow professionally and have some fun.

Be well.

Coby

J.R. Yacobi

CG-81

Planning and Performance

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Today’s Speaker: Honorable Mike McCord, Deputy OSD Comptroller

Topic:

Mr. Mike McCord serves as the Principal Deputy Under Secretary of Defense Comptroller)/Chief Financial Officer and provides advice and assistance to the Secretary, the Deputy Secretary, and the Under Secretary on budgetary, fiscal, and financial management matters. He also serves as DoD’s Senior Accountable Official for the American Recovery and Reinvestment Act of 2009.

He joined the Department of Defense (DoD) with 24 years of experience in national security issues in the legislative branch, including 21 years as a Professional Staff Member on the Senate Armed Services Committee (SASC), where he served on the SASC staff supporting both the full committee and also as the minority or majority staff lead on the Subcommittee on Readiness and Management Support. On the SASC Readiness Subcommittee, Mr. McCord was responsible for installation and global basing matters including construction or leasing of new military facilities, maintenance of existing facilities, base closure and base reuse matters, land and property disposal and exchange issues, DoD use of public lands, and privatization of DoD housing and utilities. He was also responsible for oversight of over $100 billion in annual DoD operation and maintenance funding and military readiness policy matters including training, supplies, operating tempo, contingency operations funding, equipment maintenance, and the operations of the working capital funds.

At the full committee level he had oversight of defense budget matters, including proposals to increase or reduce the defense topline; oversight of DoD’s Quadrennial Defense Review; supplemental funding for contingency operations and natural disasters; resource allocation among subcommittees; ensuring compliance with discretionary and mandatory spending targets; and advising the Committee on fiscal and budget policy issues.

Previously Mike, has served as the budget analyst for defense and veterans issues for the Democratic staff of the House Budget Committee. His primary focus was on the cost of military operations in Iraq and Afghanistan. Mr. McCord began his career as an analyst at the Congressional Budget Office, where his primary responsibility was analysis of military personnel programs, including personnel strength levels, pay and benefits costs, and military retirement.

Mr. McCord has a B.A. in economics from the Ohio State University and a Master’s degree in Public Policy from the University of Pennsylvania.

Your 2010-11

ASMC Washington Chapter Officer’s

|President |J.R. “Coby” Yacobi |

|Secretary |LT Richard Armstrong |

|Treasurer |CAPT. Rob Thompson |

|DOD Vice President |Cynthia L. Curry |

|DOD Ass't Secretary |Demaryl D. Singleton |

|Army Vice President |Lillian D. Jones |

|Army Ass't Secretary |Nicol Martin |

|Navy Vice President |Denise Sampson |

|Navy Ass't Secretary |Veronica Trent |

|USMC Vice President |Raquel Escribano |

|USMC Ass't Secretary |Sharrel Drozda |

|Air Force Vice President |Capt Rene Rodriguez |

|Air Force Ass't Secretary |Tina Miller |

|USCG Vice President |LCDR Bobby Hart |

|USCG Ass't Secretary |LCDR Fitz Kuebler |

|Corporate/Retiree VP |Debra Delmar |

|Corp/Ret. Ass’t Secretary |Kristin Hilbert |

FEATURE ARTICLE

By Joanna Kind/Jenna M. Aker

Managing a Multigenerational Workforce

“Understanding generational differences will resolve conflict and increase productivity for your team”

January 2009

If you're like the average facility manager, you're 51 years old and have more than 28 years of experience under your belt. You know your building, your industry, and how to manage your employees (until recently, when young, inexperienced workers joined your staff). With four diverse generations now in the workplace, obstacles involving respect, communication, and work styles are cropping up faster than some managers can handle them. If you're prepared, you can foster a respectful, collaborative work environment among these employees.

Problematic Mix

While each generation has its merits and strengths, their weaknesses and stereotypes can cause contention and disrespect. Younger workers may not appreciate or understand the intense work lives of Baby Boomers; Gen Xers might chafe under the hierarchical direction of their elder generations. Each generation also has a different view of (and approach to) communication. While you may not subscribe to the text-messaging habits of Millennials, it's important to appreciate every generation's modes of communication to better manage an age-diverse staff. "A surprisingly high percentage of workplace conflicts arise from differences in generational values," says Chuck Underwood, founder and president of Miamisburg, OH-based The Generational Imperative Inc. "When management and employees understand that, it's much easier to have the combative parties sit down and discuss their differences, because the conflict is no longer ‘you against me,' it's ‘my generation's values against your generation's values.'

Accommodating different work styles is also important as differences between working generations are revealed. While Traditionalists and Boomers will likely prefer traditional office space, Gen Xers and Millennials aren't limited by walls; telecommuting and open-plan workspaces are increasingly popular. With Bluetooth and handhelds, workers can work anywhere. While it might not make sense for a facilities management team member to telecommute, some aspects of the job might be just as easily done at home or at a different site.

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Beyond Bias

"We live in a society that has a lot of age bias," says Diane Piktialis, research working group leader, The Conference Board, New York City. "There are issues you come across in managing a younger generation; first of all, you must examine your biases and assumptions, which most managers aren't going to admit they have," she says. "But, if you really push them, they do, because we all have them." Getting to the heart of the differences can help identify why one worker reacts to another in a certain way, and moving beyond accepted stereotypes is the first step in eliminating harmful biases.

"Training in generational workforce diversity is no longer an option," says Underwood. "It's now imperative ... and it's essential that management understands each generation's unique core values so they can manage and lead those generations." Whether a large, full-day training session is best, or if several podcasts or downloaded sessions can be viewed individually as part of orientation, fitting generational diversity training into your work schedule can be done. "The ideal prescription [for training] is having something in the onboarding process, which could be new-employee orientation, and then, every year, there should be some other kind of training: an update, a lunch-and-learn, or a company meeting," suggests Laura Bernstein, president and CEO at Des Moines, IA-based VisionPoint®.

Beyond formal training, age biases can be overcome by making an effort toward mutual respect. "One of the issues that's very critical in managing multiple generations is creating an environment where the basis of work relationships is respect," says Piktialis. "Whether you're older and experienced or young and just coming in, you bring knowledge and experiences that are valuable to the equation." She recommends publicly acknowledging the contribution and success of younger employees "so they don't feel like they're at the bottom of the heap," but also giving them a clear understanding of company career/advancement tracks. Bernstein encourages not leaning heavily on one generation for success. "I think, from a manager's perspective, the best thing you can do is not think that one generation is better than another," she says. "It's perfectly acceptable, and an obligation of management, to realize that, when people retire, you're losing that experience and knowledge, and certain types of loyalty. But, just because people are retiring does not mean younger people are incapable." She suggests giving direction and feedback, and offering opportunities for younger employees to be involved in important projects to affirm their abilities and importance.

Communication is Still Key

Respecting employees for who they are includes respecting communication methods. Piktialis recommends keeping communication with younger employees short and sweet. "They just want to know what they need to know, and don't necessarily want the history of something, which Boomers love to tell. Skip the context and keep it to the facts," she says. The normalizing of immediate information sharing is evidenced by the communication among young workers: Text messaging, Twitter, instant messaging, and other types of instant communication are growing in popularity, and it could be time for you to jump on board. "It's nuggets; it's just-in-time information," explains Piktialis, who also points to social-networking websites as great ways to interact with coworkers while breaking down generational barriers. "Using online and social media has the potential to erase age bias and stereotypes," she says.

The way you communicate work-related information to younger employees should also be examined. Millennials and Gen Xers won't dive into formal lecturing or thick handbooks. Piktialis relates research findings indicating that a Baby Boomer might, on Day One, read a procedures manual from cover to cover. A worker from a younger generation, however, would more likely keep the manual on a shelf, untouched, until he/she needs it. Piktialis states that reactions to this research are clear: "Older people who run knowledge-management programs in their companies sit there with looks on their faces that say, ‘This is how we've been doing it, and it isn't going to work anymore.' " Thus, information should be relayed differently to younger employees. Podcasts, online teaching sessions, and instant messaging are just a few ways to present information to Millennials in ways they'll accept and appreciate.

Knowledge Transfer

As older employees phase out, knowledge and information loss are looming concerns. If the knowledge is to be passed on to the next generation, it has to be packaged in a way that makes sense for them. Fostering a work environment that promotes collaboration between old and young is the best place to start. "It's a very new workplace," says Piktialis, "and everything happens in teams and through collaboration." She stresses the importance of multigenerational employees thinking and working together. "If you unleash the collective creativity and collaboration, that's going to bring innovation and productivity," she explains.

Mentoring young employees is a tested way to transfer knowledge, and there are mutual benefits. "There's a lot to be said for reverse mentoring," says Piktialis. "Younger workers can learn about the organization and social networking from older employees, but experienced workers can also gain so much in terms of new technology and proficiency." Use your younger employees for sharing and training on the latest software and hardware; they will feel valued for their skills, and your older employees will benefit by staying current.

For knowledge transfer that doesn't occur through one-on-one mentoring, make sure the information is compatible with a tech-savvy lifestyle. "Passive repositories where young workers must physically go in and search for information aren't going to be used," says Piktialis, who encourages facility managers to incorporate a Google search function for online repositories and training materials. Making the information immediately accessible will ensure use by younger employees.

When employees come to the point of understanding and effectively communicating, regardless of age or other factors, there is great potential to increase worker productivity, collaboration, and morale. "Don't underestimate the power of the multigenerational workforce," says Bernstein. "Use it to your advantage."

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Did You Know?

DFAS now on Facebook [pic]

The Defense Finance and Accounting Service has expanded its online presence with the launch of the agency's first foray into social networking.

Now available via Facebook, the agency is reaching out to its six million payroll customers, DoD vendors and other interested groups to improve public understanding of DFAS operations, create a better relationship with its customers and enhance its customer service.

According to DFAS officials involved in the creation of the agency's Facebook presence, not only will the site allow for greater exposure to many of the questions and concerns customers have, but will provide another communication tool for the agency to listen to the issues facing its clients and provide answers in a timely and relevant fashion.

Plans call for multiple postings each week addressing such topics as military pay for active duty, reserve and National Guard members; military retired and annuitant pay; federal civilian employee pay; vendor and contractor pay; travel pay; as well as current pay-related issues.

Facebook's capabilities to post information quickly, ease of use and its ability to reach wide audiences are well suited to DFAS' efforts to improve its customer service and educate customers on how the agency operates.

DFAS customers, associated family members, and other interested individuals are invited and encouraged to join the agency on Facebook at .

Member Accomplishments

New CDFMs and CDFM News

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|Ellen Barber | |

|Donna Call | |

|James Hogan | |

|Debra Hosey | |

|Cheryl O'Connor | |

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|Donald Otey | |

|Kimchi Pham | |

|Joshua Schimpff | |

|Katherine Thornton, CDFM-A | |

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New CDFMs - are you aware that you are entitled to a free lunch during our ASMC Washington Chapter meeting the month you earn your CDFM certification?

ASMC Washington Chapter members that pass the Acquisition Specialty module may receive reimbursement from the chapter for the cost of their new CDFM certificate. Save your receipt and contact your service representative for reimbursement procedures for the $40 expense.

Members interested in earning the CDFM with Acquisition Specialty and preparing before taking the Module 4 - Acquisition course offered by ASMC, may purchase the addendum to the CDFM textbook. To purchase a copy of the addendum, which sales for $15, send a letter with your personal check to ASMC, ATTN: EDFMTC Textbook Sales, 415 North Alfred St. Suite 3, Alexandria, VA 22314. Include your full mailing address for shipment. If using a credit card you may fax your request to ASMC at (703)549-3181. Be sure to include your credit card number, expiration date, the billing address Postal Zip Code, and your full mailing address for shipment. For more information on the Acquisition Specialty to the CDFM visit the CDFM Web Page at .

FREE CDFM Testing for Active Duty Personnel

From the ASMC Executive Director:

Dear Colby (President, ASMC Washington Chapter)

I hope you saw the notice that active duty military now have access to free CDFM testing through DANTES, go to for more info.

Alvin Tucker

Executive Director

American Society of Military Comptrollers

email: tucker@

Next Luncheon 20 Oct. 2010

Speaker: Mr. Marty Rajk

Topic: Completeness and Existence for PPE

Place: Holiday Inn, 2460 Eisenhower Ave, Alexandria, VA 22314

Social Time: 1130 hrs. Lunch: 1200 hrs.

Sponsor: USCG

Future Luncheons and Events

November Luncheon – 17 Nov 2010, sponsored by Army

Holiday Social – 8 Dec 2010, sponsored by Navy

For the most updated information on future events, please visit our website at:



ASMC & AGA Golf Tournament 21 July 2010

The ASMC & AGA Golf Tournament, held on 21 July, was an amazing. We had 128 golfers and 12 generous sponsors, earning just under $5000 for our scholarship fund - a 38% increase from last year! It was a fun day by all accounts, providing the opportunity for networking and reconnecting with old friends and colleagues. Look for photos on the chapter website, coming soon!

UPCOMING EVENTS IN WASHINGTON DC

17 Mar 2010 – ASMC Regional PDI

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EXCITING OPPORTUNITY!

ASMC ADVERTISING

ASMC Washington Chapter will now permit up to four corporate advertisements to be included in our monthly newsletter, which is distributed at our monthly meetings as well as posted on our chapter website. It is a terrific opportunity for corporations to "extend their reach" and gain visibility within the Defense Financial/Resource Management community at large - and do so very economically.

A full-page color ad is only $100 a month!!! If you commit to advertise for the entire year upfront, the cost is only $1000!!!

There is only room for up to four corporate advertisements per newsletter - so act now to be included in this timely and effective communications channel to your targeted audience!

Please contact Deb Del Mar, ASMC Corporate VP for further information: debra.delmar@vanguard- or 703-593-6667 cell.

Did You Know?

Individuals attending the ASMC Washington Chapter Luncheon receive .5 CPEs.

All luncheon attendees are entered in a raffle to win 2 certificates good for a future free luncheon admission.  One certificate is for the winner's own use, and the other is for the winner to give to a potential new member. Good Luck!

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|Raffle Winner, Ms. Kathy Tran |

ASMC CORPORATE MEMBERS – YOUR HELP IS REQUESTED

We wish to update our records pertaining to our corporate members for our ASMC Washington Chapter website and we need your help!

If you are a corporate member – please provide your current logo, corporate POC (name, title, email address and phone number) as well as a corporate link and a 2 sentence overview of your company. Please send this information to Deb DelMar at debra.delmar@vanguard-

Please submit ASMC Washington Chapter news items or articles of interest for the monthly newsletter to Nick Abate, Publicity Chairman at

NAbate@.

Nick may also be reached at (703)448-6081 extension 274.

ASMC National News



Education and Training

Registration will open in early September for the intensive CDFM Audio Training:

Oct 26 - 27 (Module 1)

Nov 8 - 9 (Module 2)

Dec 14 - 15 (Module 3)

Look for details and registration forms on the website in early September.

FY 2011 EDFMTC Course and Module 4 training schedules have been published on the ASMC website.

Membership

ASMC is implementing a new membership retention program that will help to retain existing members. Beginning this month, members will be notified by email approximately 90 days before their membership expires that they may renew online. Sixty (60) days before their expiration date, members will receive a paper invoice with an explanation of member benefits by first class mail. Thirty (30) days before their expiration, members will receive a final email reminder. Upon expiration members will receive a post card in the mail. Thirty (30) days after a member expires they will receive one last email asking them to renew and if they don't plan to renew, we ask them to complete a 3 question exit survey.

This new process allows for an earlier start in the renewal process and sends 5 communications (3 emails and 2 postal service) reminding the member to renew and providing an explanation of benefits. Once a member renews they will not receive subsequent messages or mailings.

What can your chapter do to add to this new process?

* We suggest that you download your chapter's membership roster at the beginning of each month for your chapter membership committee. This ensures that you have up to date information and are aware of where each member is in the invoice process.

* After the first or second renewal reminder, follow up with an email reminding members of the benefits provided by your chapter.

* Help us keep the database current. Keep us informed of any changes to email and mailing addresses for your members and encourage members to log in to their online accounts for updates.

PDI 2011

Minneapolis will play host city to the national PDI on 30 May to June 3. The host chapter and committee are already busy planning for a dynamic event, setting a program to the theme of Navigating Financial Excellence. While attendees are not in an educational session, the city has much to offer. With an alive, vibrant downtown located on the Mississippi River, attendees will discover energy, excitement and entertainment.

The Mall of America offers shopping, dining and entertainment options for any time of the year and every member of the family. Art lovers have plenty to see at the Minneapolis Art Institute, Walker Art Center and the Frederick R. Weisman Art Museum, which all house world-renowned collections. The theater scene is thriving. With more than thirty theaters, Minneapolis has more seats per capita than any U.S. city except New York. See a Broadway show and enjoy dinner and live jazz at a fabulous restaurant. Check out the Science Museum of Minnesota, where visitors can produce their own video, or come face to face with a shark at the Under Water Adventures Aquarium. In summer, the action moves outside. Known as "The City of Lakes," Minneapolis has 22 lakes located within city limits and many more in the surrounding area. In town, locals and tourists in-line skate or stroll around Lake Calhoun, stopping for ice cream along the way. Just outside of town, Fort Snelling State Park offers outdoor recreational activities from hiking to biking and golf to boating.

Skyway-connected and located in the heart of the city, the Minneapolis Convention Center will be the conference site. Many hotels will be used to accommodate PDI attendees, with reservations opening in February 2011.

Keep your eyes on for updates to information regarding PDI 2011.

PDI Online

Starting in September PDI Online will become a member only benefit and access will require members to use their ASMC provided login name and password.

For PDI 2010 we recorded more than 30 workshops in addition to Service Day activities. Members can earn over 80 CPE's using PDI Online.

Check it out!

Future PDIs

2011 - Minneapolis, Minnesota

2012 - Anaheim, California

2013 - Denver, Colorado

2014 - Seattle, Washington

2015 - New Orleans, Louisiana

2016 - Orlando, Florida

2017 - San Diego, California

Careers in Financial Management?

At ASMC’s National website, you will find Career Central. Career Central specializes in providing services, resources, and a networking community for DoD FMers. In the online job board, you’ll find a large bank of job postings and resumes, career resources, career coaching and advice services, and so much more! Plus, Career Central offers anonymous resume posting for job seekers and a pay-per resume program for employers! Check us out at under the Career Central tab, and please pass along the site to other chapter members.

ASMC Membership - Apply Online

Prospective members of ASMC may apply for membership online at the ASMC website. This method decreases the processing time by up to a week, so please encourage anyone you may be recruiting to apply online. In addition, current members may renew online and update member information (new e-mail, address, job title, etc). Please read the instructions at ASMC Online Renewal on how to determine your default username and password.

|Washington Chapter Officers for 2010 - 2011 |

| |Title |E-Mail |Phone |

|J.R. “Coby” Yacobi |President |James.R.Yacobi@uscg.mil |(202) 372-3487 |

|LT Richard Armstrong |Secretary |Richard.P.Armstrong@uscg.mil |(202) 372 -3569 |

|CAPT. Rob Thompson |Treasurer |Robert.K.Thompson2@uscg.mil |(202) 372-3481 |

|Cynthia L. Curry |DOD Vice President |cynthia.curry@osd.mil |(703) 697-4542 |

|Demaryl D. Singleton |DOD Ass't Secretary |Demaryl.Singleton@disa.mil |(703) 882-2251 |

|Lillian D. Jones |Army Vice President |Lillian.D.Jones@us.army.mil |(703) 692-9257 |

|Nicol Martin |Army Ass't Secretary |Nicol.Martin@us.army.mil |(703) 693-2586 |

|Denise Sampson |Navy Vice President |Denise.Sampson@navy.mil |(202) 685-1500 |

|Veronica Trent |Navy Ass't Secretary |Veronica.Trent@navy.mil |(703) 693-0833 |

|Raquel Escribano |USMC Vice President |Raquel.escribano@usmc.mil |(703) 614-9262 |

|Sharrel Drozda |USMC Ass't Secretary |sharrel.drozda@usmc.mil |(703) 614-4981 |

|Capt Rene Rodriguez |Air Force Vice President |Rene.Rodriguez@pentagon.af.mil |(202) 767-1946 |

|Tina Miller |Air Force Ass't Secretary |Tina.Miller@pentagon.af.mil |(571) 256-0190 |

|LCDR Bobby Hart |USCG Vice President |Robert.E.Hart@uscg.mil |(202)372-3449 |

|LCDR Fritz Kuebler |USCG Ass't Secretary |Charles. F. Kuebler@uscg.mil |(202)372-3617 |

|Debra Delmar |Corporate/Retiree VP |Debra.Delmar@vanguard- |(703) 593-6667 |

|Kristin Hilbert |Corp/Ret. Ass’t Secretary |Kristin.Hilbert@ |(703) 473-8848 |

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