Tomorrow s REALITY APRIL 19-21, 2015 HILTON HOTEL GREENVILLE, SC. National Association of Church Personnel Administrators

May 23, 2017 | Author: Dustin Cobb | Category: N/A
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A N N U A L

C O N V O C A T I O N

Today’s V I S ION: Tomorrow’s R EA L I TY

National Association of Church Personnel Administrators

A P R I L 19 - 21, 2 015

H I LT O N H O T E L

GREENVILLE, SC Fred W. Symmes Chapel - “Pretty Place” – photo by Firewater Photography

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Human Trafficking Survivor, Best Selling Author and Victim’s Advocate Human trafficking is a hidden crime, and the first step to combating it is to identify victims so they can be rescued and help bring their perpetrators to justice. The actual number of victims of domestic and foreign human trafficking, whether for sex or labor, is estimated as high as 28.9 million and the total estimated global market value of human trafficking is $32 billion. Theresa Flores is a survivor. As a 15-year-old girl in a well-to-do white suburban neighborhood, Theresa survived two years of living hell being trafficked to men in their 20’s and 30’s. She was given as a reward to men in this criminal ring when they did a good job.          Twenty years later, Theresa is speaking out on the reality of human trafficking in the U.S. She is the author of “The Slave across the Street”, a USA Today and Wall Street Journal best seller, and the “Sacred Bath”. Her new international book, a top seller on the UK Sunday Times list, offers a look into her escape from her traffickers and her struggle to heal. Theresa has been invited as a guest on The 700 Club, The Today Show, and, MSNBC’s Sex SlavesThe Teen Trade. She has also been featured on Nightline and America’s Most Wanted, and For the Record as a sex slave survivor. Theresa will provide an examination of human rights and corporate social responsibility as well as practical guidance and best practices on establishing relationships with contractors and suppliers. While sharing her experiences, Theresa will cover human trafficking - both for sex and labor, provide a case study of what one person can do to reduce this phenomenon and offer some strategies on what HR professionals can do to raise awareness in their organizations and help their employers move to corporate action to combat human trafficking. This session is approved for 1.5 SPHR credit.

TUESDAY, April 21 8:15 a.m. – 10:15 a.m.

Canon Law and HR Policy Development Mary Santi Chancellor/Director of Human Resources | Archdiocese of Seattle One of the most complex and overarching balancing acts Church HR professionals face is to remain unswervingly faithful to their mission as a Church organization, while assuring compliance with the federal, state and local laws and regulations that apply to them. In addition, Church HR professionals have the added complexity of adhering to Canon Law when developing policies. This requires the HR professional to monitor the legislative and regulatory environment for proposed changes and their potential impact on the Church organization and its adherence to Canon Law. Proactive involvement in supporting, modifying or opposing proposed changes to federal and state that will conflict with Canon Law is often required.   This session’s objectives will include: • Exploration of the interrelationship of canon law and civil law as it relates to development of human resources policy

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HR

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Theresa Flores LSW, MS

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The Slave Across the Street

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8:15 a.m. – 10:15 a.m.

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MONDAY, April 20

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Plenary SESSIONS

NACPA’s 2015 Convocation has been approved for up to 12 general credit hours and up to 5.5 strategic business management credit hours, by the HR Certification Institute.

20 PROVED •

• Identification of current areas of potential conflict or tension between these two bodies of law and strategies for dealing with these issues • P ractical suggestions for policy language that is consistent with both civil and canon law.  • Analysis of the role of canon law as it relates to employment litigation in civil courts, including the most recent developments •H  ow to identify canonical and civil relationships between individuals/entities and the “sponsoring” Church organization. • Investigation and identification of the issues surrounding particular types of positions and their status as independent contractors or employees, and employer liability. Mary Santi has more than 30 years experience in Human Resources, and has devoted her efforts to work in the Church for the last 20 years. Prior to working for the Church, Mary worked for a law firm in Seattle as legal administrator. In that role, in addition to overseeing human resources and benefits, she served as advisor to the lawyers in litigation and legal issues in those areas. Mary, a member of NACPA’s board, oversees a staff of 18 in the Human Resources, Benefits Services, Payroll Services and Safe Environment Offices. In addition to her HR role, Mary has a degree in canon law and serves as Chancellor for the Archdiocese of Seattle. In both of her roles, Mary has served as an expert witness on behalf of the Archdiocese in litigation and has a strong interest in religious freedom. Equally strong is her commitment to the responsibility the Church has to create workplaces that support and value the dignity of each person and promote Catholic social teaching. This session is approved for 1.5 SPHR credit.

TUESDAY, April 21 5:00 p.m. – 6:30 p.m.

Principled Leadership: Guidelines and Examples Loughlan Sofield, S. T. | Speaker, Consultant Leadership is multidimensional. It requires skills, theory, unique qualities and a host of other elements. One of those elements is sound, clear, conscious principles. The more these principles are brought to the conscious level, the more effective the leader will be. Sofield has incorporated elements of psychology, systems theory, and professional experience to teach key strategies for maximizing employee productivity. This presentation will explore an understanding of principled leadership, along with concrete and practical examples. Session Objectives: 1. An understanding of the dynamics of principled leadership 2. Concrete and practical examples of principled leadership 3. A context of leadership, in general and elements of Christian leadership. Loughlan Sofield, S. T., is a member of the Missionary Servants of the Most Holy Trinity. He served as the director of the Missionary Servant Center for Collaborative Ministry, director of the Washington Archdiocesan Consultation and Counseling Center, and assistant director of the Center for Religion and Psychiatry, Washington, DC. Sofield has worked as a speaker and consultant in more than three hundred dioceses on six continents and served on the faculty of or lectured at many colleges and universities in the United States and abroad. Sofield is senior editor of Human Development magazine, has published numerous articles on ministry, and is coauthor of several books.

Sunday, April 19 2:00 - 5:30 p.m.

Registration

5:00 p.m. – 5:30 p.m. Sunday, April 19

NEW MEM BE RS O RIE NTATIO N NACPA’s mission, goals and services are reviewed by representatives of the National Staff and Board of Directors. New members are encouraged to take this opportunity to ask questions and express opinions about the Association’s activities. 6:00 p.m. Convocation Opening/Liturgy 7:15 p.m. Social

Monday, April 20 8:15 a.m. Prayer/Focus for the day followed immediately by the Plenary Session



PLE NA RY SE SSIO N



Speaker  Theresa Flores LSW, MS



The Slave Across the Street (See description under Plenary Sessions)

10:15 a.m. Break

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Monday, April 20 11:00 a.m. – 12:15 p.m.

WORKSHOPSESSIONONE

101 Addressing Domestic Abuse as a Ministerial Workplace Issue and Mission in Ministry



Speaker Dennis Butler, SPHR | Chief Human Resources & Compliance Officer | RC Diocese of Paterson

In this session, participants will hear about diocesan experiences in developing a viable program to address domestic violence in ministry and the workplace. Specifically, we will outline the steps taken to create a workplace program, including: developing a policy on partner violence and organizing a multi-disciplinary team to oversee the process. Greenville County Museum of Art – photo by Michelle Mogavero| MiraPhotographs

Violence in the home affects thousands of employees every day. It decreases productivity and increases healthcare costs and absenteeism. It interferes with people’s capacity to accurately, safely and securely perform their duties at work. It has an adverse and disruptive effect on employee morale and affects the financial strength and success of a company as a whole. Religious organizations have a unique opportunity to provide tools, assistance and resources for employees who need them. The session will emphasize a number of key points that will help ensure a successful program.

Specific resources aligned with Catholic teaching and social justice will be offered.

Today’s V ISION: Tomorrow’s RE AL IT Y

102 T ransforming a Defined Benefit Plan to a Defined Contribution Plan Without Harming Employees

Speaker Jim Ceplecha | Managing Director of Retirement Planning Services | Christian Brothers Services Over the last several years, the for-profit world has been moving from defined benefit plans to defined contribution plans. The main impetus was government legislation, but these employers also realized the defined contribution approach allowed them more flexibility. While somewhat late to this trend, Church organizations are also starting to move in this direction for the employer flexibility. How do you continue to protect your employees with this transition? How are non-vested employees affected? How do you protect those close to retirement age?

Session objectives: 1. What to consider before transitioning from a defined benefit plan to a defined contribution plan. 2. During a transition, how to protect employees and those close to retirement age. 3. Discovery of a variety of possible solutions.

103 Critical Care For Employee Benefits: COBRA, FMLA and Title VII Speaker Petula Workman, J.D., CEBS | Compliance Consultant, South Central Region | Gallagher Benefit Services, Inc. Although many self-insured religious employers are exempt from providing COBRA continuation, many voluntarily do so, but in doing so, they often run into pitfalls in administration. 3

The Family and Medical Leave Act provides significant protection not only for an employee’s job, but also an employee’s health benefits. Handling benefits during and after leave can create headaches for employers. The EEOC recently issued guidance on pregnancy discrimination, which included a statement that it would be a violation of Title VII to fail to include coverage for contraceptives. This guidance conflicts with many religious employers’ beliefs. Kayaking on the Green River – photo by Green River Adventures

Session objectives: • Attendees will gain an understanding of critical issues under COBRA, FMLA, and Title VII impacting their employer-sponsored health benefits. • Attendees will gain an understanding of the potential impact of errors in COBRA, FMLA, and Title VII administration for their employer-sponsored health plans. • Attendees will be better able to identify potential errors in application of COBRA, FMLA, and Title VII to their employer-sponsored health plans.



Today’s V ISION: Tomorrow’s RE AL IT Y

104 Ethically Sound Executive Compensation Programs:

Methods for development, administration and evaluation

Speakers Philip Dorian | Director of Agency Services | Catholic Charities | Greater New York City area Joseph Wert | National Practice Leader in the Compensation and HR Consulting Group | Arthur J. Gallagher & Co. In this session, you will learn how Catholic Charities responded to the need of its federation of agencies to better understand the regulatory requirements governing executive compensation, the competitive markets for rewarding executive talent, and the oversight responsibilities required of Governance Boards for designing, managing, and reporting on executive compensation practices. • Attendees will learn about the IRS requirements for Governance Boards as they design, manage, and report executive compensation practices in an increasingly transparent environment. • Attendees will learn about the various approaches used in executive compensation arrangements, where the mix of cash, benefits, deferred compensation and perquisites represent the total rewards for nonprofit executives. • Attendees will learn what they need to know about the competitive market environment for selecting, rewarding and retaining executive talent within the nonprofit sector. • Attendees will learn how the agencies within Catholic Charities of New York are increasingly relying upon their federation to receive support, information, and guidance that is not easily accessible by an agency itself. 12:20 p.m. Lunch 1 :00 p.m. Business Meeting Introduction of Candidates for Board

Monday, April 20

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2:00 p.m. – 3:15 p.m.

WORKSHOPSESSIONTWO

201 Building and Sustaining Your Organization’s Culture Through Core Values and Employee Engagement

Speakers Pamela Mott | Chief Human Resources Officer | Christian Brothers Services  Buffy Blanton | Human Resources Manager | Christian Brothers Services

Upcountry History Museum – photo provided by Upcountry History Museum

Low employee engagement can take a toll on your organization’s mission and bottom line. Research has proven that when a company creates a strong culture by focusing on core values, employee engagement increases. Christian Brothers Services has built a strong foundation of culture around its core values. This presentation will focus on how organizations can take this model and use it to increase employee engagement.





Sharing and strengthening core values is a leading driver for boosting employee engagement and strengthening an organization’s culture. This session will give attendees great information on how to identify core values, increase employee engagement and ultimately build and sustain an organizational culture.



Continued on page 5

Today’s V ISION: Tomorrow’s RE AL IT Y



Session objectives: • Identify your organization’s core values • Increase your employee engagement • Build and strengthen your organization’s culture



This session is approved for 1.25 SPHR credit.

202 Moving from a Defined Benefit Plan to a Defined Contribution Plan Speakers M  arc Fisher C.P.A. | Director of Parish Services & Support | Archdiocese of Philadelphia Maureen Gallagher | Director of Human Resources | Archdiocese of Philadelphia The Archdiocese of Philadelphia decided to freeze its defined benefit plan June 30, 2014. On July 1, 2014 the AOP provided a new single vendor defined contribution 403b church plan as its primary retirement savings for over 14,000 employees. There are 350 locations within the Archdiocese that manage payroll either in-house or through a third party provider. With the new DC vendor wanting one file sent to them for ER & EE contributions, how could the AOP do this and remain compliant with 403b regulations? Attendees will learn the following: • RFP process for Defined Contribution and Common Remitter vendors; • The role of a Common Remitter/Payroll Aggregator; • Implementation rollout; • Employee Communication and Education meetings; • Training Business Managers and Payroll Administrators; • Challenges the AOP faced and how our partners, Vanguard and PenServ, helped us overcome those challenges.

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203 Keeping Children Safe: Using Online Technology

to Train Adults and Process Criminal History Checks

Aerial view of Greenville, South Carolina – photo by Firewater Photography

Speakers E d Isakson | Director of Human Resources | Archdiocese of Indianapolis DJ Paxton | Proud to Protect | Safe and Sacred online child protection program It is a challenge to provide child protection training and criminal history checks before adults have contact with children, especially for dioceses or other religious organizations that are spread out over many different locations. You will learn how a geographically-diverse archdiocese implemented online child protection training integrated with a code of conduct, criminal history checks, and electronic reporting of misconduct, significantly improving participation and reducing risk. Session objectives: • Discuss the benefits of integrating child protection training with criminal history checks and a code of conduct • Discuss the advantages of online training with respect to participation, time required, and verification of learning • Discuss a broader vision of protecting children from harm, which includes training to prevent physical abuse, emotional abuse, and neglect, in addition to child sexual abuse This session is not eligible for pre-approval. Subject matter goes beyond the HR functionality area of the HR Certification Institute Exam Body of Knowledge.

Today’s V ISION: Tomorrow’s RE AL IT Y

204 Fiduciary Management of Your Retirement Plans – The Keys to Effective Plan Governance

Speakers Roderick Crane | Managing Director, Government & Religious Markets | TIAA-CREF Mary Brunson, AIF | Vice President | Investing for Catholics This session will provide an overview of who is a fiduciary and applicable fiduciary duties and responsibilities in the “church plan” environment. It will address the importance of plan governance, key considerations for delegating duties, best practices for establishing or updating your governance process, and the significance of oversight.  Session objectives: • What and who is a fiduciary? • What are the duties and risks of being a retirement plan fiduciary? • What are some of the best practices that support effective fiduciary management and governance of retirement plans? 3:15 – 3:45 Break

Monday, April 20 3:45 p.m. – 5:00 p.m.

B EST P RACTICE SE SSI ONS Best Practice Sessions are opportunities to network with your colleagues. Each session will be a breakout by specific church groups and will be facilitated by a knowledgeable NACPA member. Groups include: Best HR Practices for Parishes, Best HR Practices for Dioceses, Best HR Practices for Religious Congregations, Best HR Practices for Priests.

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Free Evening

Tuesday, April 21 8:15 a.m. Prayer/Focus for the day followed immediately by the Plenary Session



PLE NA RY SE SSIO N

Canon Law and HR Policy Development Speaker Mary Santi



(See description under Plenary Sessions)

10:15 a.m. Break Aerial view of Falls Park on the Reedy – photo by VisitGreenvilleSC

Today’s V ISION: Tomorrow’s RE AL IT Y

Tuesday, April 21 10:45 a.m. – 12:00 Noon

WORKSHOPSESSIONTHREE 3 01 Helping Employees with Transitions

Speaker J oseph Shoots | Executive Director of the Men’s Program, Lake Orion | Guest House, Inc.



During closure of programs or downsizing of programs, emotional wellness is necessary for clear thinking. Decision making is often based on emotions and relationships are refreshed during transitions. Participants will benefit from healthier communication and better decision making with better self-awareness, ultimately resulting in the completion of the transition as an improvement to the organization through planning of wellness.

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Session objectives: • Participants will learn how to inventory current cognitive assets and liabilities that will affect outcomes of employee transitions (i.e., downsizing, closure of programs, etc.) • Participants will learn how to assist employees re-frame thought distortions that will impact decision making during organizational transitions. • Participants will learn how to help employees improve relationships rather than diminish relationships during organizational transitions. • Participants will learn how to help employees increase professional competence through continued reality testing and focus on the organization’s mission.

3 02 Decisions, decisions… When it comes to “Retirement Readiness”, will your

organization choose a Pension plan, 403(b), both, neither or something else?

Speakers S  arah Fogler | Benefits Manager | Diocese of Richmond Gary Rosia | Director of Human Resources | Diocese of Raleigh Beth Allen, EA, MAAA | Vice President and Actuary | USI

Raven Cliff Falls – photo by SCPRT/www.discoversouthcarolina.com



As the cost of pension plans keep rising, how can dioceses determine the best long-term solution for both their individual needs as well as for their employees’ retirement needs? This presentation will share how two different dioceses determined what was the best choice for their individual retirement plan(s) and how they worked with a consultant to determine the needs of their organization and how best to fund their retirement plans.



Session objectives: • Differences between defined benefit (pension) and defined contribution (403b) plans. • Trends in Diocesan retirement plans across the country. • Examples of models from 2 different dioceses. • Considerations if you are looking to change or implement a new plan.

Today’s V ISION: Tomorrow’s RE AL IT Y

3 03 Making Smarter Parish Staffing Decisions:

Using Geographic Information Systems (GIS) to Provide Advanced Demographic Data for Informed Decision-Making

Speakers E d Isakson | Director of Human Resources | Archdiocese of Indianapolis David Coats | Associate Director, Polis Center | Indiana University-Purdue University Indianapolis Dioceses are faced with difficult staffing and budgeting decisions due to limited human and financial resources. Geographic Information Systems (GIS) can provide detailed data regarding present and future needs of local faith communities, allowing much more accurate and precise forecasting and allocation of resources. Faith communities can be best served when data-driven decisions are made based upon advanced demographic analysis.

Session objectives include: • Understand the capabilities and benefits of Geographic Information Systems (GIS) in making data-driven decisions in dioceses and parishes • Discuss how to incorporate GIS into diocesan and parish planning processes based on the experience of the Archdiocese of Indianapolis • Discuss how to making data collection and analysis sustainable at the diocesan level by involving Catholic high schools, resulting in enhanced learning for students and accurate, up-to-date data for dioceses and parishes. This session is approved for 1.25 SPHR credit.

304 Total Rewards: Creative approaches to

reducing organizational and benefit related costs in your organization

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Speaker M  ichael Levin | Area Vice President | Gallagher Retirement Services Lack of integrated plan design and education strategies between healthcare, retirement and compensation programs is driving costs each year. The session will provide participants with a overview of the challenges and hurdles their organization faces when considering how to integrate their benefit programs to attract, retain and reward employees while mitigating the risk of an aging workforce and the associated increases in compensation, healthcare, workers compensation costs as well as decreases in productivity.

As healthcare plans and retirement plans continue to move to an intersecting point, effective Human Resource officers will need to be prepared with effective strategies that balance the organizational cost considerations with 3 of the most widely perceived drivers of loyalty by employees ( healthcare benefits, retirement benefits and compensation). 12:00 p.m. – 1:45 p.m. Lunch on your own Campbell’s Covered Bridge – photo by SCPRT/www.discoversouthcarolina.com

Today’s V ISION: Tomorrow’s RE AL IT Y

Tuesday, April 21 1:45 p.m. – 3:00 p.m.

WORKSHOPSESSIONFOUR 4 01 De-Risking Ideas for Defined Benefit Plans

Speakers Thomas Macaluso, EA, MAAA | Vice President and Actuary | USI Consulting Group Beth Allen, EA, MAAA | Vice President and Actuary | USI Consulting Group Many church plan sponsors are exploring options for mitigating long term investment and interest rate risks for their active or frozen DB plans. Future administration of a DB plan can also be reduced. Several options, including lump sum windows, annuity purchases, and other ways to transfer risk out of the DB plan will be presented. Options will require input from and work by HR administrators.

Session objectives include: • Describe why de-risking options are becoming popular with church DB plans • Explain what options are available and how they work • Discuss how options would involve HR administrators.

4 02 The Latest in the Affordable Care Act and 9



Tri-regulatory system of compliance



Speaker D  ean Burri, Esq. | CEO & General Counsel | Burri Insurance Group

The ACA is constantly changing due to court rulings geared to attack the Church, new regulations and IRS interpretations. Couple this with a changing political landscape; ACA compliance for the Church can be highly complicated. This session will provide the most up-to-date regulations, court rulings and interpretations an HR Director will need to move forward in ACA compliance.

Session objectives include: • Identify new court cases where the IRS is targeting the Church and suggestions on how to deal with it. • Help identify possible compliance issues common with Catholic religious orders and dioceses. • How the Data Hub and new form requirements of the DOL will not allow for a ‘business as usual’ approach to insurance. • How ERISA, and ‘Church Plans” impact compliance.

4 03 Immigration 101: Relationship between Immigration Law & HR

Jones Gap State Park – photo by Steven Faucette/www.faucettephotography.com

Speaker Carmen Cortes-Harms, PHR, BIA Accredited | HR Manager | Diocese of Austin

This session is a general overview of the interrelation between HR and immigration law in a religious organization. Ms. Cortes-Harms will review and explain the different immigration statuses, visas (i.e. R-1, F-1), documents (i.e. I-9 Form), provisions (i.e. DACA) in a religious organization (i.e. parish, diocese) from the HR perspective.

At the end of the session participants will be able to: • Understand the different immigration statuses and their impact on HR in a religious organization. • Know the required & needed documentation when a religious organization hires a non US citizen employee. • Learn the interrelationship between current immigration law and HR.

Today’s V ISION: Tomorrow’s RE AL IT Y

4 04 Off The Wagon: Alcohol Abuse And Your Workplace

Speaker James M. McDonnell | Shareholder | Jackson Lewis P.C.

This session is designed to address human resource practices and recent case law regarding alcohol use, working under the influence, appropriate disciplinary or counseling actions, as well as the legal risks associated with potential claims for disability discrimination. The program will cover a number of scenarios under which an HR representative may encounter alcohol abuse issues in the workplace and strategies to effectively manage any such situations. The program will discuss the pitfalls of such management through illustrations in recent case law. In short, the dangers associated with potential claims of disability discrimination (i.e., alcoholism as a disease) make this topic extremely relevant. Only HR Managers with a complete understanding of the risks, a clear policy, and knowledge of the risks associated with employment decisions and actions based upon alcohol abuse can properly handle such situations.

Session objectives include: • Proper workplace policies regarding alcohol abuse and working under the influence; • Strategies for dealing with an employee with such problems; and • The risks (particularly disability discrimination claims) associated with employment actions based upon alcohol abuse.

405 Wage and Hour Laws: A Framework for Compliance

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Speakers C  hris Hagen, SPHR | Director of Human Resources | Diocese of Manchester, NH Liz Allen, SPHR | Director of Human Resources | Diocese of Portland, Maine

By reviewing and implementing best practices in HR you will avoid issues that may arise in a Dept. of Labor Audit. This session will give you practical tips for prevention of issues that may come up during any audits.

Topics covered include: • HR practical guidance and federal labor law compliance and brief overview of legal obligations • Review of best practices for an employee from new hire to farewell • Review of top ten HR/payroll violations • Understanding basic compliance requirements relating to employment law (the framework).

3:00 p.m. – 3:30 p.m. Break

The new TD Stage at the Peace Center for the Performing Arts – photo provided by The Peace Center for the Performing Arts

Today’s V ISION: Tomorrow’s RE AL IT Y

Tuesday, April 21 3:30 p.m. – 4:45 p.m.

WORKSHOPSESSIONFIVE

5 01 R  etirement Plans: More Than Just Investments

Speaker Shale Latter | Investment Consultant | CapTrust Advisors CapTrust has developed an annual fiduciary checklist to assist clients in addressing retirement plan best practices. CapTrust will offer an in-depth review of each component of the checklist. These include: • Target Date Analysis • Stable Value Options • Plan Design • Fee Analysis Plan sponsors will learn how best to address fiduciary topics pertaining to their retirement plans.

502 Best Practices for Priest Retirement Programs 11

Speakers Bob  Nordin | Senior Retirement Consultant | Gabriel Roeder Smith & Company B  onnie Wurst | Senior Retirement Consultant | Gabriel Roeder Smith & Company

A key role of the church is to provide for the security of those who serve its mission. Periodically reviewing the retirement program for your priests is of critical importance. Gabriel Roeder Smith has collected a series of “Best Practices” from the work we have done with multiple dioceses across the country that we will share with you. If you measured your current program against “Best Practices” what would you find?

Topics to be covered include: • The history of priests’ retirement benefits • The unique status of priests and how this impacts retirement plan development • Best practices used by dioceses across the country • How a set of formal policies (funding, benefit and investment) is a critical and often overlooked item • Anecdotal information we have developed on adequacy of priest pension plans

Biking along the RiverPlace complex, downtown Greenville – photo by VisitGreenvilleSC

Today’s V ISION: Tomorrow’s RE AL IT Y

5 03 What chanceries need to know:

Why some chanceries work better than others

Speaker Jim  Lundholm-Eades | Director of Programs and Services | National Leadership Roundtable on Church Management There are seven key differentiators between the best diocesan offices and those that are just well run. This session uses real life examples to illustrate the differentiators and then offers suggestions to moving from good to great. Session objectives include: • Participants will know what makes up best practice in chanceries • Participants will know some strategies for improving the practice within their own chanceries • Participants will have a language with which they can talk within their chanceries about benchmarks for organizational development within the context of diocesan offices.

5 04 Affordable Care Act Reporting – Tracking Employee Payroll Hours

and Enrollment Data in the Diocesan Environment

Speaker Ruth Berger | Director of Sales and Marketing | Who’s Where - Points North With the ever-changing laws and regulations related to the Affordable Care Act and the IRS reporting requirements, it is important to understand the decisions that are needed for your diocese related to your specific workforce, payroll considerations, and other diverse situations that you will need to track and monitor. Whether you have centralized, common/standard, or decentralized payroll, the basic reporting requirements are the same. What is unique to each diocese is deciding how you will submit the IRS reports (individual locations or aggregated), how you will track employee hours for hourly, salaried, and variable hour employees, what time periods will you set for the various measurement periods (e.g., initial, administrative, stability), and what unique situations you need to be aware of (adjunct professors, stipend employees, religious order employees, etc.). In this session you will learn the decisions that were made by a diocese and why and how that has affected their monitoring compliance so they are ready for the 2015 Affordable Care Act reporting. In addition, if you are struggling with consolidated reporting from your employers and need access to their payroll data, this session will address how you can obtain this data without a major payroll change.

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5:00 – 6:30 p.m



PLE NA RY SE SSIO N



Speaker

Principled Leadership: Guidelines and Examples Downtown Trolley – photo by VisitGreenvilleSC



Loughlan Sofield, S. T. (See description under Plenary Sessions)

6:30 p.m. Social 7:15 p.m. Banquet Adjournment

Today’s V ISION: Tomorrow’s RE AL IT Y

2 015 CONV OC ATION R EGISTR AT IO N

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General INFORMATION PAY M EN T

SESSIONS INFORMATION Please check the workshop preferred for each session. h Please send guest information h h h h Session 1 101 102 103 104 (meals and options) Session 2 h 201 h 202 h 203 h 204 h Please send Session 3 h 301 h 302 h 303 h 304 information Session 4 h 401 h 402 h 403 h 404 h 405 regarding NACPA Session 5 h 501 h 502 h 503 h 504 membership GUESTS Participants’ spouses, families and/or guests are welcome to attend the Opening Social, Eucharistic Liturgy and meal functions. Please check the box above for information on guest meal packages. NACPA may, during an association event, photograph, videotape, film, and/or record members and participants. Solely for purposes of promoting the organization, its services and events; NACPA reserves the right to reproduce edit, publish, copyright, exhibit, broadcast, distribute and/or post on NACPA websites any of these items. Members or participants who do not wish to have their image or voice published, copyrighted, exhibited, broadcasted, distributed, and/or posted on NACPA internet sites must inform the NACPA office in writing before the event.

C ONV OCATION R EGISTR ATION The Registration Fee Schedule is Early Bird (before 2/18/15) $495 NACPA members Regular (before 3/25/15) $555 NACPA members Regular (before 3/25/15) $725 Nonmembers - includes 1 year NACPA membership Late (after 3/25/15) $705 NACPA Members Late (after 3/25/15) $875 Nonmembers - includes 1 year NACPA membership Fee includes: Convocation attendance and materials, opening social, 2 continental breakfasts, coffee breaks, 1 lunch, 1 Banquet Dinner. Cancellation: A refund of fees paid, less $150, will be made upon receipt of cancellation notification before 4/1/15. After 4/1/15 no refunds will be made. Check one: h NACPA Member h Nonmember h Check if this is your first Convocation h New Members Orientation (Circle) Br. Deacon Mr. Mrs. Ms. Rev. Sr.___________________________________________________________________________________ Position Title______________________________________________________________________________________ Organization______________________________________________________________________________________ Address_________________________________________________________________________________________ City__________________________________________________________ State________ Zip___________________ Phone___________________________________________ Email:_________________________________________

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To register on-line go to NACPA’s Website: www.nacpa.org and click on “visit our on-line store”. If you prefer to mail in registration, copy and send it to: NACPA, 100 E. 8th Street, Cincinnati OH 45202-2129 Phone: 513-421-3134; Fax: 513-421-3085 Registration Fee $__________ Total Enclosed $__________ __________ h Charge Registration Fee to my credit card: Circle one:

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HOT EL RESERVAT IO N S HILTON GREENVILLE – 45 West Orchard Park Drive, Greenville, SC 29615 For Reservations: Direct: 864-298-6845 Fax: 864-233-2861 Web: greenvillesc.hilton.com Be sure to give NACPA’s code which is NCP in order to get our room rate. Registrants are responsible for placing their hotel reservations: To guarantee the availability of a room, reservations must be placed by noon, Sunday, March 15, 2015. Be sure to let the hotel know you will be attending the NACPA Convocation. Click on this link: http://www.hilton.com/en/hi/groups/personalized/G/GSPSCHF-NCP-20150419/index.jhtml to facilitate the reservation process. You will be directed to the Hilton Greenville NACPA room reservation page. All you need to do is click on “book a room” and follow directions on the website page.

HOT EL C O ST S Single / Double $109 (includes complimentary internet in sleeping rooms. This special rate is valid for 3 days pre-convo + 3 days post convo).

I understand that I am liable for one night’s room rate and applicable taxes which will be covered by my deposit or billed through my credit card in the event that I do not cancel 3 days or more prior to arrival date. • All hotel accounts are payable at departure, subject to prior credit arrangements at time of registration. • Check-in time will be 4 p.m. on date of arrival. • Check-out time is 12:00 Noon • Reservations not claimed on date of arrival, hotel will retain first night deposit and tax. • To cancel a reservation, call the hotel at least 72 hours prior to arrival. Retain cancellation number until you receive a refund of your deposit. National

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