Cascade Employers Association News Releases


2018 Business Trends for Oregon Closely Parallel National Projections - November, 2017

Optimism, Confidence and Investments in Training Trend Upward

Cascade Employers Association announces the results of the 2018 National Business Trends Survey which they conduct annually on behalf of the Employer Associations of America (EAA). The EAA is a not-for-profit national association consisting of 33 regional employer associations that serve 35,000 companies and more than six million employees. The annual report is distributed to business executives to provide valuable insight on actual and projected business trends in areas such as: general business outlook, investments, staffing, pay strategies, and cost-cutting measures.

The Business Trends Survey results from Oregon executives closely parallel those of the Nation (1,528 respondents) and the Western Region (268 respondents). Based on the information collected from 81 Oregon employers between September and October of 2017, “this study allows executives to make decisions driven by how other executives plan to approach their businesses in 2018” says Gayle Klampe, President of Cascade Employers Association and a member of the EAA Board of Directors.

Optimistic Outlook for Oregon

When it comes to Oregon area participants in the Business Trends Survey, the results indicate that the majority of executives responding are optimistic about the business outlook for 2018, are confident they will be awarding pay increases, and are planning to invest in new technology and equipment for 2018.

When asked about the overall outlook for the 2018 economy, 82% of executives project it to remain the same or be better compared to 2017, and 93% of executives expressed that the overall economy in 2017 remained the same or was improved when compared to 2016.

Illustration: Overall, the Economy Has...

Business Outlook: Short and Long Term Challenges Show Skilled Labor Shortage at the Top

Despite an optimistic outlook, Oregon employers are still concerned about the following “serious” short-term challenges to their businesses: skilled labor shortage (51%); ability to pay benefit costs (32%); competition in general (32%); taxes (32%); and, inability to pay competitively (29%). The percentage of executives expecting these five challenges to be “serious” in the long-term increases dramatically in cases with skilled labor shortage up to 60%; ability to pay benefit costs up to 51%; competition in general up to 41%; taxes up to 39%; and, inability to pay competitively up to 38%.

Compensation Strategies Show Strength

Employer confidence increased this year, with 88% of participating organizations reporting that they awarded pay increases in 2017. This is up from the 83% who reported awarding pay increases in 2016.

Compensation strategies for 2018 also demonstrate high employer confidence:

  • 75% of the respondents reported plans to award wage/salary increases in 2018
  • 51% plan to award variable/bonus awards
  • 1% plan to reduce wages/salaries

Only 5% of the executives report plans to freeze wages/salaries in 2018. This indicates a downward trend compared to the 6% who froze wages/salaries in 2017.

Increased Hiring Continues to be a Significant Trend

Increases in staffing levels for 2018 are expected by 43% of employers responding to the survey (42% in 2017). 77% of the executives said their hiring would be to replace staff who left due to voluntary turnover and 68% said they would be hiring to fill newly created jobs. The positions most difficult to hire are high potential middle managers, as cited by 47% of respondents. This is followed by professional staff and skilled production workers (each receiving 44% of responses).

Illustration: Top 5 Job Groups Most Challenging to Recruit and Retain

Strategies to Overcome Recruitment and Increase Retention

To overcome the challenges in recruitment, 63% of executives indicated that they plan to increase starting salaries, 44% plan to fill existing jobs with existing staff that lack the job skills but have potential, and 45% plan to broaden their candidate search outside their region. In order to overcome retention challenges, 67% of executives plan to adjust pay ranges upward and 57% plan to focus on training and development for existing staff.

Survey Information

The National Business Trends Survey reports national, regional and individual state trends applicable to 1,528 organizations, covering locations in 50 states, surveyed in September and October of 2017. Industries represented in the study include 36% from manufacturing, 10% from Professional and Business Services, 10% from Health Services, and 44% from other industries. The survey also represents companies of all sizes: 1-99 employees (49%), 100-249 employees (27%), 250-499 employees (13%), 500-999 employees (6%), and 1,000+ employees (6%).

Illustration: Participant Distribution By Company Size/Employment

For the state of Oregon, the 81 respondents represent a diverse group of industries including 37% from Manufacturing, 8% from Professional Services, 7% from Health Services, 8% from Wholesale Trade, and 40% from other industries. The survey also represents Oregon companies of all sizes: 1-99 employees (63%), 100-249 employees (21%), 250-499 employees (9%), 500-999 employees (0%), and 1,000+ employees (7%).

 


 

Cascade Employers Association Launches as Newest Certified Partner of The Predictive Index - March, 2017

Cascade Employers Association announced their Predictive Index (PI) Certified Partner status on March 21, 2017. The association will now provide services based on the science-based methodologies of PI. Cascade will work with employers to fully integrate the use of PI’s workforce assessments and management training into their organizations.

Offering over 70 years of down-to-earth knowledge and insight in human resource management, Cascade helps businesses accurately define the true competencies needed in specific positions and helps them greatly improve their success in hiring top talent, building teams and leaders, managing change, influencing productivity, and ultimately driving growth to achieve their business objectives. Their team of experienced, professional consultants, partner with employers to better motivate, lead, and utilize their people to the best of their ability.

“It is an honor to be part of The Predictive Index family, whose solution I feel so passionately about,” said Gayle Klampe, president of Cascade Employers Association. The PI assessment system is simple and accurate. Products like the PI Behavioral Assessment and PI Learning Indicator can provide actionable insights, information, and context in a matter of minutes. “Our team looks forward to working with our employers in Oregon and Washington to give them the power to apply ‘people data’ to support their business strategies.”

The Predictive Index leverages scientifically validated assessments, workforce assessment software, and knowledge transfer through its network of workplace behavior experts and curriculum of instructor-led management training workshops. The insight provided by PI helps businesses better understand their people so they can get everyone in alignment and move confidently toward their business goals.

To learn more about Cascade Employers Association, visit www.cascadeemployers.com.

For more information, contact:
Name: Erin Mahoney
Phone: 503.585.4320
Email: emahoney@cascadeemployers.com

About Cascade
Cascade Employers Association is a membership-based resource for over 430 Northwest employers committed to developing a strong, vital workforce. Cascade works with organizations who know a prosperous business is built on their people and offers services from hiring well, to training for excellence, to navigating compliance obligations.

About The Predictive Index
Serving more than 8,000 clients across 142 countries and delivering solutions in 70 languages, The Predictive Index is a simple methodology that allows businesses to understand what drives their people so they can take them where they want to go. Through a unique blend of scientific assessments, groundbreaking software, top-notch management training, and professional consulting from the world's best workplace behavior experts, The Predictive Index can help you overcome the most complex business challenges.

Scientific validation and a 60-year proven track record has shown that business challenges big and small are no match for our unique approach to client education and knowledge transfer, which ensures swift adoption, direct ROI, and high impact on performance metrics. Each year, 2.5 million PI assessments are administered and over 7,000 professionals are trained in our workshops.

Visit www.predictiveindex.com to learn how to select, hire, and onboard the best-fitting talent, increase employee engagement, develop teams, discover high potential employees, and more!

 


 

2017 Business Trends for Oregon Closely Parallel National Projections - December, 2016

Conservative Optimism, Confidence and Investments in Training Trend Upward

Cascade Employers Association announces the results of the 2017 National Business Trends Survey which they conduct annually on behalf of the Employer Associations of America (EAA). The EAA, a not-for-profit national association consisting of 33 regional employer associations that serve 35,000 companies and more than six million employees, distributes this annual report to business executives to provide valuable insight on actual and projected business trends in areas such as general business outlook, investments, staffing, pay strategies, cost cutting measures, etc.

The Business Trends Survey results from Oregon executives closely parallel those of the Nation (1,270 respondents) and the Western Region (160 respondents). Based on the information collected from 59 Oregon employers between October and November of 2016, "this study allows executives to make decisions driven by how other executives plan to approach their businesses in 2017" says Gayle Klampe, President of Cascade Employers Association and a member of the EAA Board of Directors.

Optimistic Outlook for Oregon

When it comes to Oregon area participants in the Business Trends Survey, the results indicate that the majority of executives responding are optimistic about the business outlook for 2017, are confident they will be awarding pay increases, and are planning to invest in new technology for 2017.

When asked about the overall outlook for the 2017 economy, 80% of executives project it to remain the same or be better compared to 2016, and 92% of executives expressed that the overall economy in 2016 remained the same or was improved when compared to 2015.

This optimism continues as 56% of the organizations experienced slight to significant increases in sales/revenue in 2016, and 73% of the executives reported that they expect increases in sales/revenue in 2017.

Business Outlook: Short and Long Term Challenges Show Skilled Labor Shortages at the Top

Despite an optimistic outlook, Oregon employers are still focused on the following "serious" short-term challenges to their businesses: skilled labor shortage (46%); cost of regulatory compliance (42%); taxes (30%); professional/technical staff shortage (28%); and, unskilled labor shortage (24%). The percentage of executives expecting these five challenges to be "serious" in the long-term increases dramatically in all cases with skilled labor shortage up to 59%, cost of regulatory compliance up to 58%, ability to pay for benefit costs up to 53%, taxes up to 47%, and professional/technical staff shortage up to 40%.

Compensation Strategies Show Strength

Employer confidence increased this year, with 83% of participating organizations reporting that they awarded pay increases in 2016. This is up from the 77% who reported plans a year ago to award pay increases in 2016.

Compensation strategies for 2017 also demonstrate high employer confidence:

  • 73% of the respondents reported plans to award wage/salary increases in 2017
  • 39% plan to award variable/bonus awards
  • 0% plan to reduce wages/salaries

Only 7% of the executives report plans to freeze wages/salaries in 2017. This indicates a downward trend compared to the 12% who either froze or reduced wages/salaries in 2016.

Increased Hiring Continues To Be a Significant Trend

Increases in staffing levels for 2017 are expected by 42% of employers responding to the survey (51% in 2016). 89% of the executives said their hiring would be to replace staff who left due to voluntary turnover and 76% said they would be hiring to fill newly created jobs. The positions most difficult to hire continue to be skilled production workers, as cited by 62% of respondents. This is followed by professional staff (46% of responses).

Strategies to Overcome Recruitment Challenges and Increase Retention

To overcome the challenges in recruitment, 64% of executives indicated that they plan to increase starting salaries, 58% plan to fill existing jobs with existing staff that lack the job skills but have potential, and 54% plan to increase emphasis on employee referrals. In order to overcome retention challenges, 64% of executives plan to adjust pay ranges upward and 59% plan to focus on training and development for existing staff.

Survey Information

The National Business Trends Survey reports national, regional and individual state trends applicable to 1,270 organizations, covering locations in 49 states, surveyed in October and November of 2016. Industries represented in the study include 43% from manufacturing, 8% from Professional and Business Services, 8% from Health Services, and 41% from other industries. The survey also represents companies of all sizes: 1-99 employees (50%), 100-249 employees (4%), 250-499 employees (28%), 500-999 employees (14%), and 1,000+ employees 5%).

For the state of Oregon, the 59 respondents represent a diverse group of industries including 49% from manufacturing, 8% from Professional services, 10% from Health Services, 14% from Wholesale Trade, and 27% from other industries. The survey also represents Oregon companies of all sizes: 1-99 employees (48%), 100-249 employees (29%), 250-499 employees (15%), 500-999 employees (3%), and 1,000+ employees (5%).

 


 

2016 Business Trends for Oregon Closely Parallel National Projections - December, 2015

Conservative Optimism and Confidence Overall, with Emphasis on Training and Retention Trending Upward

Cascade Employers Association has announced the results of the 2016 National Business Trends Survey which is conducted annually on behalf of the Employer Associations of America (EAA). The EAA, a not-for-profit national association consisting of 33 regional employer associations that serve 35,000 companies and more than six million employees, distributes this annual report to business executives to provide valuable insight on actual and projected business trends in areas such as general business outlook, investments, staffing, pay strategies, cost cutting measures, etc.

The Business Trends Survey results from Oregon executives closely parallel those of the Nation (1,242 respondents) and the Western Region (296 respondents). Based on the information collected from 90 Oregon employers between October and November of 2015, "this study allows executives to make decisions driven by how other executives plan to approach their businesses in 2016" says Gayle Klampe, President of Cascade Employers Association and a member of the EAA Board of Directors.

Optimistic Outlook for Oregon

When it comes to the Oregon area participants in the Business Trends Survey, the results indicate the majority of executives are optimistic about the business outlook for 2016, are confident they will be awarding pay increases, and are planning to increase their training budgets in order to invest in their existing employees.

When asked about the overall outlook for the 2016 economy, 90% of the executives expect it to be about the same or better compared to 2015, and 90% also expect 2015 to be about the same or better when compared to 2014.

This optimism continues as 69% of the organizations experienced slight to significant increases in sales/revenue in 2015, and 81% of the executives reported that they expect increases in sales/revenue in 2016.

Business Outlook: Short and Long Term Challenges Show Continuing Need for Keen Focus

Despite an optimistic outlook, employers are still focused on the following "serious" short-term challenges to their businesses: skilled labor shortage (38%); competition (36%); cost of regulatory compliance (29%); ability to pay competitively (28%); and, ability to pay for benefits (21%). The percentage of executives expecting these five challenges to be "serious" in the long-term increases dramatically in all cases with the ability to pay for benefits moving up to 45%, cost of regulatory compliance up to 44%, skilled labor shortage up to 43%, competition up to 41% and ability to pay competitively moving up to 35%.

Compensation Strategies Show Conservative Optimism

Employer actual payouts dropped slightly this year, with 76% of participating organizations reporting that they awarded pay increases in 2015. This is down slightly from the 82% who reported plans a year ago to award pay increases in 2015.

Compensation strategies for 2016 demonstrate conservative employer confidence:

  • 77% of the respondents reported plans to award wage/salary increases in 2016
  • 36% plan to award variable/bonus awards

Only 2% of the executives report plans to freeze or reduce wages/salaries in 2016. This indicates a downward trend compared to the 11% who either froze or reduced wages/salaries in 2015, and the 19% who froze or reduced wages/salaries in 2014. One response that shouldn't be ignored however are the organizations who are delaying or are uncertain about their wage/salary strategy for 2016 at nearly 8%, up from less than 5% in 2015.

Hiring Trends Remain Fairly Steady

Increases in staffing levels for 2016 are expected by 49% of employers responding to the survey (55% in 2015). 90% of the executives said their hiring would be to replace staff due to voluntary turnover and 76% said they would be hiring to fill newly created jobs. The positions most difficult to hire remain professional staff, as cited by 49% of respondents. This is closely followed by skilled production workers (45% of responses).

Strong Emphasis on Training and Retention of Existing Employees

To overcome the challenges in recruitment and retention, executives indicated they plan to place increased emphasis on training and retention of existing employees. The key areas of focus include providing existing staff with additional training and development (65%), filling jobs with existing staff that lack the job skills (62%), and focusing on existing staff retention in jobs where recruitment is difficult (55%).

Survey Information

The National Business Trends Survey reports national, regional and individual state trends applicable to 1,242 organizations, covering locations in all 50 states, surveyed in October and November of 2015. Industries represented in the study include 43% from manufacturing, 8% from professional and business services, 4% from health services, and 45% from other industries. The survey also represents companies of all sizes: 1-99 employees (52%), 100-249 employees (25%), 250-499 employees (13%), 500-999 employees (5%), and 1,000+ employees (5%).

For the state of Oregon, the 90 respondents represent a diverse group of industries including 46% from manufacturing, 9% from professional and business services, 8% from health services, 6% from wholesale trade, and 31% from other industries. The survey also represents Oregon companies of all sizes: 1-99 employees (60%), 100-249 employees (17%), 250-499 employees (16%), 500-999 employees (3%), and 1,000+ employees (4%).

 


 

Cascade Employers Association Recognized For Exemplary Workplace Practices - August, 2013

Cascade Employers Association has been honored with the 2013 Alfred P. Sloan Award for Excellence in Workplace Effectiveness and Flexibility for its use of flexibility and other aspects of workplace effectiveness as a workplace strategy to increase business and employee success.

This prestigious award, part of the national When Work Works project administered by Families and Work Institute (FWI) and the Society for Human Resource Management (SHRM), recognizes employers of all sizes and types in the state and across the country.

"We are thrilled to once again receive this recognition for our workplace practices. This award personifies the supportive, collaborative work environment we aim to maintain at Cascade and with our member employers," said Gayle Klampe, Association President.

Workplace flexibility - such as flextime, part-time work and compressed workweeks - has been demonstrated to help businesses remain competitive while also benefiting employees. Flexibility in combination with other aspects of an effective workplace-such as learning opportunities and supervisor support for job success-can have a powerful impact on employee engagement and motivation.

"Our research consistently finds that employees in effective and flexible workplaces have greater engagement on the job and greater desire to stay with their organization. In addition, they report lower stress levels and better overall health," said Ellen Galinsky, FWI president.

The Sloan Awards are unique for their rigorous, two-step selection process, which involves an evaluation of employers' flexibility programs and practices, and a confidential employee survey on the key ingredients of an effective and flexible workplace. All applicants are measured against national norms from the National Study of Employers.

"As a recipient of the 2013 Sloan Award, Cascade Employers Association ranks among the top 20% of employers nationally in terms of its programs, policies and culture for creating an effective and flexible workplace," Galinsky said. "In addition, what makes this honor so special is that their employees have corroborated this, affirming that it is indeed an effective and flexible workplace."

When Work Works is a national project to educate the business community on the value of workplace flexibility by sharing research and promising practices, and conducting the annual Sloan Awards. It is an ongoing initiative of FWI and SHRM.

For more information about the When Work Works initiative and the Alfred P. Sloan Awards for Excellence in Workplace Effectiveness and Flexibility, visit www.whenworkworks.org.

2013 Sloan Award pt1     2013 Sloan Award pt2

 


 

Ryan Orr Joins Cascade Staff - July, 2013

Ryan OrrCascade Employers Association is pleased to announce the addition of Ryan Orr to its team of human resource management professionals. Ryan brings his experience as an employment law attorney and administrative law judge to assist employers in navigating the complex and ever-changing waters of employment law through consulting and training. He will focus on workplace compliance issues as well as well as the foundations of human resources such as employee handbooks, job descriptions, employee supervision handbooks, discipline, documentation, performance management, HR assessments and investigations.

"Helping our members become great employers has been Cascade's focus for over 65 years," said Gayle Klampe, the association's president. "Ryan has an approachable style that inspires confidence, placing employers at ease even in difficult situations. We are delighted to welcome him to our team."

Ryan is a graduate of the University of Oregon School of Law and a member of the Oregon State Bar.

 


 

Cascade Employers Association Ranks Among Best Green Companies to Work For in Oregon - May, 2013

Cascade Employers Association has ranked 80th in Oregon Business Magazine's 100 Best Green survey.

The survey honors those organizations where employees feel there is a strong commitment to green practices at their workplace. This year the 100 Best were selected by 18,394 employees from 440 companies and nonprofits that took part in the anonymous survey. The Green Survey is linked to the magazine's annual 100 Best Companies to Work For in Oregon survey, gathering employee opinions about sustainable practices within their organizations.

 


 

Cascade Employers Association Recognized For Exemplary Workplace Practices - September, 2012

Cascade Employers Association has been honored with the 2012 Alfred P. Sloan Award for Excellence in Workplace Effectiveness and Flexibility for its use of flexibility as an effective workplace strategy to increase business and employee success.

This prestigious award, part of the national When Work Works project administered by the Families and Work Institute and the Society for Human Resource Management, recognizes employers of all sizes and types in Oregon and across the country.

"We are thrilled to receive this recognition for our workplace practices. This award personifies the supportive, collaborative work environment created by every single person at Cascade,” said Gayle Klampe, President of Cascade Employers Association.

Workplace flexibility — such as flextime, part-time work and compressed workweeks — has been demonstrated to help businesses remain competitive while also benefiting employees.

"Our research consistently finds that employees in effective and flexible workplaces have greater engagement on the job and greater desire to stay with their organization. In addition, they report lower stress levels and better overall health,” said Ellen Galinsky, president of Families and Work Institute.

The Sloan Awards are unique for their rigorous, two-step selection process, which involves an evaluation of employers’ flexibility programs and practices, and a confidential employee survey. All applicants are measured against national norms from the National Study of Employers.

"As a recipient of the 2012 Sloan Award, Cascade Employers Association ranks in the top 20% of employers nationally in terms of its programs, policies and culture for creating an effective and flexible workplace,” Galinsky said. "In addition, what makes this honor so special is that their employees have corroborated this, affirming that it is indeed an effective and flexible workplace.”

Cascade will be recognized as a 2012 Sloan Award recipient at an upcoming event in Portland on November 13.

When Work Works is a national project to educate the business community on the value of workplace flexibility by sharing research and promising practices, and conducting the annual Sloan Awards. It is an ongoing initiative of the Families and Work Institute and the Society for Human Resource Management.

For more information about the When Work Works project and the Alfred P. Sloan Awards for Excellence in Workplace Effectiveness and Flexibility, visit www.whenworkworks.org.

2012 Sloan Award pt1     2012 Sloan Award pt2

 


 

Cascade Employers Association Names New President - September, 2012

The human resource management and leadership group, Cascade Employers Association, announces the appointment of Gayle Klampe as Association President.

Gayle joined Cascade in 1976, serving in multiple capacities, most recently as vice president of member relations. "Gayle’s extensive experience with Cascade, her diverse industry perspective and her overall enthusiasm are great assets to the organization and the membership. She personifies Cascade’s commitment of working with organizations that know a prosperous business is built on a thriving workforce,” says Board Chair, Angelique Jarman of West Coast Bank.

 


 

Cascade Employers Association Makes 100 Best's Hall of Fame - March, 2012

The state-wide human resource consulting firm, Cascade Employers Association, leaps to number 7 on Oregon Business magazine's list of 100 Best Companies To Work For, small companies category. The Association also received the magazine's first-time Hall of Fame award for making the list 12 consecutive years.

This year 263 companies and more than 14,000 Oregon employees completed the survey, which analyzes Oregon companies' best practices toward creating great places to work. The 100 Best list recognizes excellence in work environment, management and communications, decision-making and trust, career development and learning, and benefits and compensation.

Cascade scored particularly high in the "work environment" category for offering creative and advanced flexible work arrangements, and in the "management and communications" category for its collaborative management culture. "Our entire team contributes to making this a great place to work," says Patrice Altenhofen, Association president. She adds, "When companies want to do the right thing in the right way for their people, they rely on our people. It's a core value at Cascade to collaborate with employers to help make their companies great places to work also."

 


 

Bill Swift Joins Cascade Employers Association Staff - September, 2011

Cascade Employers Association announces that Bill Swift has joined its professional team as Leadership Facilitator.

Bill is no stranger to Cascade nor to the many Oregon businesses that know him as former CEO of E.A.S.E., the Northwest's premier employee assistance program. A trainer and counselor since 1981, Bill has a passion for promoting life-long workplace learning. He has consulted with hundreds of workplaces, teaching practical management techniques with real-world applicability. His clients range from landscapers to CEOs, from welders to college professors. "Bill has been a trusted Cascade partner for years, and we are thrilled to add his leadership wisdom and expertise to our team," says Patrice Altenhofen, Cascade's president.

Bill has a Bachelor degree in Psychology/Sociology from Duke University and a Master degree in Counseling from Florida Atlantic University.

 


 

Survey Suggests Improved Business Outlook in Oregon - December, 2010

More Oregon area employers are planning wage and salary increases in 2011, suggesting an improved business outlook in the area. According to the 2011 Salary Budget Survey recently released by Cascade Employers Association, 70% of respondents are planning increases for non-executive employees in 2011...up 19% from 2010. At the executive level, 53% of employers surveyed are projecting increases, up 16% from 2010.

While the number of employers planning increases is expected to be greater, pay increase amounts are expected to average around 3.2% in 2011...slightly greater than in 2010 when increases averaged about 3.0%. When freezes and pay decreases are factored in, overall increases still average approximately 2.0%.

 


 

Cascade Employers Association Adds HR Consultant - August, 2010

The human resource management group Cascade Employers Association announces that Elizabeth Fuss has been hired as an HR consultant. Fuss provides assistance to Cascade's member employers, including technical HR questions, assessments, employee engagement surveys, policy development, on-site support, and handbook and job description development. Fuss also provides on-site training on various topics.

Prior to joining Cascade, Fuss worked as an HR Manager in the manufacturing industry and as an independent HR Consultant. She has also spent many years learning, studying and working at a company specializing in outsourced human resources.

 


 

Cascade Employers Association Earns "100 Best" Distinction for 10 Years Running - March, 2010

Practicing what they preach, for the 10th consecutive year Cascade Employers Association has ranked among the "100 Best Companies to Work For in Oregon." Annually, Oregon Business magazine sponsors the 100 Best Survey. This year there were nearly 20,000 employees from 303 companies who rated their satisfaction in 50 workplace qualities - 10 in each of the following categories: benefits and compensation, work environment, decision-making and trust, performance management, and career development and learning.

Cascade ranked 13 in the small companies category. "Our entire team contributes to making this a great place to work," says Patrice Altenhofen, Association president. She adds, "When companies want to do the right thing in the right way for their people, they rely on our people, so it's a core value to walk-our-talk."

Oregon 100 Best Logo for 2010

 


 

Cascade Employers Association Earns EarthWISE Certification - January, 2010

SALEM, OREGON – January 18, 2010 – Cascade Employers Association has earned Marion County's EarthWISE Certification for its commitment to sustainable business practices. "We are proud of our continued strides to reduce office waste, increase recycling efforts and conserve energy, says Nancy Van Dyke, director of administrative services. "In an office environment like ours, the largest contributor to waste is office paper. Our staff is committed to using recycled paper and reducing the volume of printed material whenever possible." The Association estimates that during the past year it saved over 2000 pounds of paper by distributing nearly all publications electronically - including training catalogs and pay survey reports that get delivered to more than 5000 employer contacts.

Cascade Employers Association has a long history of providing employers with progressive, ethical, and down-to-earth knowledge and insight in human resource management. "When I asked staff for recommendations on reducing waste, almost every person came forward with suggestions that we were able to implement," says Patrice Altenhofen, Cascade's president. She adds that "just asking employees for input can produce a profound impact on your bottom line in so many ways, and, in this case, the environment."

EarthWISE Certification logo
 

 


 

Cascade Launches Online Training Courses for Managers and Employees - February, 2009

SALEM, OREGON – February 19, 2009 – Cascade Employers Association, a statewide human resource consulting group, announces it has launched a new Online Learning Center for businesses, offering affordable programs on a variety of human resource and employee development topic areas.  Over 3,500 courses are now available in the following categories:  Business and Professional Skills, Legal Compliance, Computer Skills, and Environmental Safety and Health.

Cascade’s Online Learning Center uses a unique pricing model to make learning an affordable option for any size of business.  The Learning Center features a learning management system that provides extensive management reporting.  Participants can easily access online courses, manage online registration, and track their progress, while administrators can monitor and track progress throughout the entire process.  Organizations new to online learning will benefit from the easy integration, deployment, and continued support by Cascade’s technology partner, Business Training Library.

"Cascade offers organizations a variety of training options, from onsite customized training to our newest Online Training Center," says Patrice Altenhofen, Association President.  "With online training, organizations gain the benefit of having employees attend training on their own schedules and without breaking the budget."

For more information about the Cascade Online Learning Center, visit our Web site.

 


 

Cascade Employers Association Earns "100 Best" Distinction for Ninth Consecutive Year - February, 2009

For the ninth consecutive year, Cascade Employers Association, a state-wide human resource consulting group, ranks among the "100 Best Companies to Work for in Oregon."  Annually, Oregon Business magazine sponsors the 100 Best Survey.  This year a record 30,000 employees from 372 organizations rated their satisfaction in 50 workplace qualities - 10 in each of the following categories: benefits and compensation, work environment, decision-making and trust, performance management, and career development and learning. 

Ranking 10 in the small companies category, Cascade scored especially high in the areas of work environment and decision-making and trust.  "Our entire team contributes to making this a great place to work and thrives on helping other employers become great places to work," says Patrice Altenhofen, the Association's president.