Mercy ehrler-portfolio

mercy ehrler

portfolio

Personal DetailsMercy Ehrler

e-mail: [email protected]

cell: 630.306.1082

web: www.advanceddesign-online.com

AdVanced Design & Communications

Marketing Communications Partner

Smith Bucklin & Associates

Marketing Communications Manager

International Reprographic Association

Editor-In-Chief

Masters of Arts | Communications

Illinois State University

Bachelor of Arts | Communications

Illinois State University

Marketing planning, art direction, graphic design, project

management, copy writing, web development and design,

brand development and implementation, social media inte-

gration, print collateral design and development

Adobe Creative Suite, Dreamweaver, Fireworks, CMS, CSS,

HTML, Microsoft Office Suite

PROFESSIONAL

TIMELINE

1995 - Present

1993 - 1995

1988 - 1993

EDUCATION

1988

1986

AREAS OF

EXPERTISE

TECHNICAL

KNOWLEDGEMercy Ehrler Portfolio | 2

logotypes

Mercy Ehrler Portfolio | 5


collateral


Membership Brochure

CLIENT:

Dietary Managers Association

SERVICES:

• Art direction

• Layout and design

• Copy editing

DIETARY MANAGERSA S S O C I A T I O N

Join UsJoin the premier professional

organization for dietary managers.

We’re here to serve you.

LEARN. DISCOVER. LEAD.

Members Say…D I E T A R Y M A N A G E R S A S S O C I A T I O N

“Membership in DMA has benefited the facility where I work by continually keeping me

up-to-date with regulations and sanitation issues. I also belong to DMA because it is fun.

I’ve made many friends who I would otherwise not have met, and found opportunities to

volunteer, travel, and speak to various groups as a part of this wonderful organization.”

— Sue Wilkins, CDM, CFPP | Certified Dietary Manager, Sac-Osage Hospital, Osceola, MO

“Being an active member of Dietary Managers Association has given me a tremendous

opportunity to sharpen my leadership skills and enhance my knowledge through continuing

education. Membership in Dietary Managers Association has added to my experience and

truly helped me attain my goals in my career.”

— Tom Thaman, CDM, CFPP Foodservice Director, Wishard Health Services, Indianapolis, IN

“DMA has helped me grow both personally and profession-

ally. It has opened doors for me.”

— Yvonne Foyt, CDM, CFPP Certified Dietary Manager, Parkside Lutheran Nursing Home, Lisbon, ND

“We belong to a credible organization

that can provide a wealth of information

at our fingertips.”

— DMA Member Survey Respondent

Connect With:

When you join Dietary Managers Association (DMA) you will be teaming

up with more than 14,000 professionals dedicated to providing optimum

nutritional care through foodservice management…professionals working

in health care, schools, corrections, and other foodservice settings

nationwide.

DMA DEL IVERS FOR YOU!

A COMMUNITY OF PROFESSIONALS

Connect to thousands of career-focused individuals who, like you, seek to excel in their work, in their communities,

and in their lives. Networking and opportunities to exchange ideas with your peers may become one of the most

valuable benefits of your membership.

Local Connections:

Chapters: State chapters are a vital component of DMA, offering members local benefits including educational programs, networking opportunities, and connections to professional growth…even jobs!

National Connections:

Meetings & Expo: DMA’s national and regional meetings provide valuable relationship-building and knowledge-sharing opportunities for all members. They offer unparalleled experiences you won’t want to miss!

e-News: As a DMA member, you’ll also receive DMA e-News 12 times per year. This e-mail newsletter is packed with timely news and information on trends in the industry.

Social Networking: DMA members across the country connect through social networking on Facebook, Twitter and LinkedIn.

Advocacy—The Voice for DMA Members: The government advocacy efforts of DMA support the expertise and regulatory recognition of Certified Dietary Managers.

Global Connections:

Beyond the local and national network, DMA members are also members of Healthcare Caterers International (HCI), a global alliance of membership associations representing foodservice managers (“caterers,” as they are called in other parts of the world) in healthcare industries.

“DMA has helped me to do things I never thought possible. The

networking is priceless and leads to enduring friendships. I can’t

imagine life without DMA.”

— Debra Dawson, CDM, CFPP | DMA Past Chair of the Board


Corporate Partner Program Guide

CLIENT:

Association of Nutrition &

Foodservice Professionals

SERVICES:

• Art direction


C O R P O R AT E PA R T N E R M E M B E R S H I P

M A R K E T A D VA N TA G E P R O G R A M

N U T R I T I O N & F O O D S E R V I C E E D G E ™ M A G A Z I N E

N AT I O N A L & R E G I O N A L E X H I B I T S

S P O N S O R S H I P S

O N L I N E A D V E R T I S I N G O P P O R T u N I T I E S

C O N N E C T W I T H Y O u R C u S T O M E R S .

2013 COR POR ATE PARTNER P ROG RAMYOUR GUIDE TO MEMBERSHIP, ADVERTIS ING, EXHIBITS AND SPONSORSHIP

®

3

AN

FP

20

13 C

orp

orate P

artner Pro

gram

Product/Service

raw foods paper supplies & disposables

janitorial supplies

supplements glassware, china, dinnerware

tray & re-therm systems

Average Annual Budget

$433,574 $27,408 $23,523 $22,687 $20,861 $11,862

Buying Power 82% 79% 60% 67% 70% 44%

BUYING dECISIONS OF ANFP MEMBERS

Data for graphs compiled from Readex Readership & Buying Power Study, March 2011.

THE ANFP MARKET AdVANTAGE

We give you access to:

Key markets, including nursing homes, senior-living centers, and hospitals

Tightly targeted audiences, focused on foodservice, nutrition, food preparation and quality control

Workplace decision-makers, with substantial buying power

ANFP off ers many ways to connect — from

advertising in our popular magazine to exhibit space

at our meetings. Our Market Advantage program

allows you to customize your advertising and

promotional eff orts for even more targeted results.

Call us to learn more! 800-323-1908.

ANFP MEMBERS CONTROL $8.4 BILLION IN ANNUAL ExPENdITURES on a variety of products and services. They are the decision-makers you want to reach in healthcare and other non-commercial foodservice operations.

Visit www.ANFPonline.org

“As long time partners of ANFP we recognize the value of this market segment and the key role the members of ANFP play in deciding the products and services their facility will purchase. ANFP provides an excellent path to the infl uencers and decision-makers in this growing market.”

Debbie Witt, Aladdin Temp-Rite

ANFP MEMBERS AREdECISION-MAKERS.

$8.4 BILLION

2

AN

FP

20

13 C

orp

orate P

artner Pro

gram

EMPLOYMENT SETTING

ANFP MEMBERS: A SNAPSHOT

ANFP IS THE NATION’S LEAdING ORGANIzATION of over 14,500 professionals trained in the

management of nutrition and foodservice programs. The vast majority of ANFP members are Certified Dietary Managers (CDM, CFPPs) — your targeted buyers in the non-commercial nutrition and foodservice market. They manage substantial food and supplies budgets for long-term care and senior-living facilities, hospitals, cor-rectional centers, schools and other institutions that serve large numbers of clients.

Assisted Living/CCRC/Retirement

Hospital

Nursing Home/LTC 53%

21%

11%

School 3%

Correctional Facility 1%

Other 11%

PRIMARY AREA OF RESPONSIBILITY

L E T ANFP D E L I V E R YO u R M E S S A G E !

Also Responsible for: Safety 53% Risk Management 23% Environmental Services 16%

Catering 1%

Foodservice management 69%

Patient services 5%

Nutrition management 17%

Food preparation/quality control 7%


Strategic Accounts Brochure

CLIENT:

Communications Supply Company

SERVICES:

• Art direction


About UsWorld Class, Customized

Solutions That Fit Your

Business…Not Ours

SolutionsFlex

SolutionsFlex

SolutionsFlex

SolutionsFlex

Founded in 1972, Communications Supply Corporation (CSC), a

subsidiary of WESCO International Inc. (NYSE: WCC) distributes a full

range of data communications and security products and services.

Together, CSC and WESCO form the largest data communications,

security and electrical network in North America, with 400 full-service

branches, an international network designed to scale and annual

sales of over $6 billion.

At CSC, we focus on one thing: servicing our customers. Our people,

passion and expertise allow us to understand your organization’s

needs and deliver best-in-class products and services. It’s this

guiding principle that has led us to become the fastest growing data

communications and security products distributor in North America

today.

CSC and WESCO

SOLUTIONS SUITE

C S C ’ S C U S T O M I Z E D

World-Class Solutions That Fit Your Business…Not Ours

When was the last time your distribution partner tried to

shoehorn you into their specific process, their mode of doing

business, their way? At CSC, we understand that every

customer is unique, and that it’s not practical to expect your

organization to fit into a cookie-cutter way of doing business.

We passionately believe that our joint success is dependent

upon our ability to understand your needs, allowing us to

deliver customized, scalable, world-class solutions. CSC

Flex Solutions, delivered by the Strategic Accounts Team, are

designed to do exactly that.

World-Class Strategic Accounts Team

Each CSC Strategic Account Manager has been hand-picked

with a proven track-record of creating customized, scalable,

flexible solutions for large organizations. They have an average

of 20 years industry experience and knowledge—plus they

are backed by an extensive support team that allows them

to leverage experts from multiple disciplines to ensure your

success. Dealing with one of our Strategic Account Managers is

like adding an expert to your team dedicated to your company’s

long-term growth and profitability.

Your CSC Flex Solution begins by understanding your process,

your mode of doing business, your way. Each engagement

with a Strategic Account Manager is focused on learning and

actively experiencing your business. By doing so, they can

craft a plan that is tailor-made to your organization. From

manufacturer selection to contractor recommendations, your

CSC Strategic Account Manager comes equipped with the

industry’s largest array of customization options, backed by

the vast resources of the CSC/WESCO network.

World-Class Distribution Network

The CSC/WESCO network has been built with large, complex

organizations in mind. Need product from coast-to-coast? Not

a problem. Considering a multi-site deployment that needs

product sourced from multiple manufacturers? Consider it

done. Planning a network upgrade that will affect your entire

business? We’ll make it seamless. CSC/WESCO’s World-Class

Distribution Network is at the core of CSC Flex Solutions,

ensuring that every project is delivered on-time and on-

budget.

CSC Flex Solutions provide you with:

• 400NorthAmericanlocationsthathouseexactlywhatyou

need, when you need it

• 300 Manufacturer Partners that provide state-of-the-art

data communications and security products

• TraditionalDistributionServices, likekittingandlabeling,

that speed up rollouts and reduce costs

• LeanCustomerValueCreationServices(LCVC),likerecycling

and power audits, that improve operational efficiencies

CSC Flex Solutions provides options, which in turn, get you the

results you’re looking for.

CSC Flex Solutions are offered to a very select group

of customers. This small, select group of customers

is identified based on overall organization size,

current network needs, and future network growth

projections. By receiving this brochure, you have been

identified as a qualifying organization, granting you a

dedicated Strategic Account Manager and the extensive

capabilities of CSC’s Flex Solutions.

SERVICES & SOLUTIONS

WORLD-CLASS SOLUT IONS FORWORLD-CLASS ORGANIZATIONS

SolutionsFlex

SolutionsFlex

SolutionsFlex

SolutionsFlex

Services• 24/7CustomerServiceand

Support

• eBusinessSolutions

• RapidReturnProgram

• ExpeditedProductSourcing

• Feed-the-JobDelivery

• ProjectStaging

• KittingandLabeling

• StrategicSourcingandSupplierSelection

• FlexibleFinancing

• TechnologyTrainingandEducation

• CustomandConsolidatedReporting

• JobTrailers

• EnergyandPowerAudits

• RecyclingServices

• IntegratedSupply

Solutions• NetworkCablingandConnectivity

• NetworkCabinetsandRacks

• DataCenterProductsandSolutions

• NetworkingElectronicsandWireless

• LowVoltageCabling

• SecuritySolutions

• SoundandPaging

• VideoSurveillance

• Notification

• ProfessionalAudio/Visual

• AccessControl

• Power,CoolingandMonitoring

• PoweroverEthernet

• TestEquipment

• OutsidePlantSolutions

• SmartGridSolutions

• FTTx(fibertothehomeorbusiness)

SOLUTIONS SUITE

C S C ’ S C U S T O M I Z E D

World-Class Solutions That Fit Your Business…Not Ours

When was the last time your distribution partner tried to

shoehorn you into their specific process, their mode of doing

business, their way? At CSC, we understand that every

customer is unique, and that it’s not practical to expect your

organization to fit into a cookie-cutter way of doing business.

We passionately believe that our joint success is dependent

upon our ability to understand your needs, allowing us to

deliver customized, scalable, world-class solutions. CSC

Flex Solutions, delivered by the Strategic Accounts Team, are

designed to do exactly that.

World-Class Strategic Accounts Team

Each CSC Strategic Account Manager has been hand-picked

with a proven track-record of creating customized, scalable,

flexible solutions for large organizations. They have an average

of 20 years industry experience and knowledge—plus they

are backed by an extensive support team that allows them

to leverage experts from multiple disciplines to ensure your

success. Dealing with one of our Strategic Account Managers is

like adding an expert to your team dedicated to your company’s

long-term growth and profitability.

Your CSC Flex Solution begins by understanding your process,

your mode of doing business, your way. Each engagement

with a Strategic Account Manager is focused on learning and

actively experiencing your business. By doing so, they can

craft a plan that is tailor-made to your organization. From

manufacturer selection to contractor recommendations, your

CSC Strategic Account Manager comes equipped with the

industry’s largest array of customization options, backed by

the vast resources of the CSC/WESCO network.

World-Class Distribution Network

The CSC/WESCO network has been built with large, complex

organizations in mind. Need product from coast-to-coast? Not

a problem. Considering a multi-site deployment that needs

product sourced from multiple manufacturers? Consider it

done. Planning a network upgrade that will affect your entire

business? We’ll make it seamless. CSC/WESCO’s World-Class

Distribution Network is at the core of CSC Flex Solutions,

ensuring that every project is delivered on-time and on-

budget.

CSC Flex Solutions provide you with:

• 400NorthAmericanlocationsthathouseexactlywhatyou

need, when you need it

• 300 Manufacturer Partners that provide state-of-the-art

data communications and security products

• TraditionalDistributionServices, likekittingandlabeling,

that speed up rollouts and reduce costs

• LeanCustomerValueCreationServices(LCVC),likerecycling

and power audits, that improve operational efficiencies

CSC Flex Solutions provides options, which in turn, get you the

results you’re looking for.

CSC Flex Solutions are offered to a very select group

of customers. This small, select group of customers

is identified based on overall organization size,

current network needs, and future network growth

projections. By receiving this brochure, you have been

identified as a qualifying organization, granting you a

dedicated Strategic Account Manager and the extensive

capabilities of CSC’s Flex Solutions.

SERVICES & SOLUTIONS

WORLD-CLASS SOLUT IONS FORWORLD-CLASS ORGANIZATIONS

SolutionsFlex

SolutionsFlex

SolutionsFlex

SolutionsFlex

Services• 24/7CustomerServiceand

Support

• eBusinessSolutions

• RapidReturnProgram

• ExpeditedProductSourcing

• Feed-the-JobDelivery

• ProjectStaging

• KittingandLabeling

• StrategicSourcingandSupplierSelection

• FlexibleFinancing

• TechnologyTrainingandEducation

• CustomandConsolidatedReporting

• JobTrailers

• EnergyandPowerAudits

• RecyclingServices

• IntegratedSupply

Solutions• NetworkCablingandConnectivity

• NetworkCabinetsandRacks

• DataCenterProductsandSolutions

• NetworkingElectronicsandWireless

• LowVoltageCabling

• SecuritySolutions

• SoundandPaging

• VideoSurveillance

• Notification

• ProfessionalAudio/Visual

• AccessControl

• Power,CoolingandMonitoring

• PoweroverEthernet

• TestEquipment

• OutsidePlantSolutions

• SmartGridSolutions

• FTTx(fibertothehomeorbusiness)


Product Sheet

CLIENT:

Communications Supply Company

SERVICES:

• Art direction


• Logo Development

ReelSimple Wire Installation

Reel

CSC’s new ReelSimple design makes pulling cable easier and faster. Take the

ReelSimple cable box to any job site and experience labor saving, timesaving,

hassle-free runs that take the pain out of the pull.

Durable Construction—Inside and Out• The patented ReelTough Box features interior reinforcements for maximum endurance.

Watch the ReelTough Box stand its ground in tough conditions and deliver the best ReelSimple performance.

• Solid reel construction delivers smoother, snag-free pulls—getting the job done faster

ReelTough is a part of a family of quality ReelSimple products spe-cifically designed for...Here you can do a little cross selling of the other ReelSimple products:

• ReelFast Puller

• ReelFlex Cart

ReelTough Box is made of 70% recycled content. Reel and box are 100% recyclable.

Strong Ergonomic Handle• Grab the RealTough Box with one

hand—reliable single-handle grab design

• Easy to Carry—no strain, ergonomic engineering

• Resists Tears—no more cable boxes rip-ping loose when you pick them up

Build-in Tension Break for Complete Cable Control• Features three tension settings, so you

control your string speed.

• Reduces backlash, birdnesting, and snags

• Set for zero tension for maximum cable output

ReelTough. ReelSimple.


Employee Benefits Brochure

CLIENT:

Equity Residential

SERVICES:


El folleto en Espanol esta disponible en ERNIE, la página de Intranet de Equity.

Total Wellbeing

2012 Benefits Summary

Achieve Your Optimal BalanceCAREER COMMUNITY FINANCIAL PHYSICAL SOCIAL

June 2012

Total WellbeingAchieve Your Optimal BalanceCAREER COMMUNITY FINANCIAL PHYSICAL SOCIAL

Equity Residential Two North Riverside Plaza Suite 400 Chicago, IL 60606-2609

June 2012 © 2012 Equity Residential

6

Physical WellbeingEquity offers a comprehensive health care plan – so you can choose the coverage that is right for you and your family. To enroll, call Health Benefit Systems (HBS) at 866-516-2090, toll free.

Health Care Plan EligibilityYou are eligible for the Health Care Plan if you’re regularly scheduled to work 32 or more hours per week (excluding temporary, seasonal and leased employees). Family members eligible for enrollment include your spouse, same-sex domestic partner, children, step-children, children of domestic partners, and children under legal guardianship under the age of 26 living with you; and your children and step-children or children of domestic partners living with you under the age of 26.

EnrollmentNew employees must complete Health Care enrollment within 31 days of employment. If you do not enroll within 31 days of your hire date, you must wait until the next annual enrollment period to enroll in the plan, unless you have a qualifying change in status. (See “Changes in Family Status.”) If you choose to enroll in the Health Care Plan, the medical, dental and/or vision coverage you select begins on the first day of the month following 30 days of employment. This is your “Coverage Effective Date.”

Dependents You Can CoverIn addition to electing medical coverage for yourself, you can also cover your:

• Spouse

• Children under the age of 26

• Step-children under the age of 26

• Children under legal guardianship You will be asked to provide proof before your dependent/s can be added. Children under legal guardianship are those under the age of 19 whose food, housing, health care and other necessities are provided by a legal guardian: an individual who has legal right by court appointment to be responsible for the child’s welfare.

Beginning January 1, 2011 dependent children as defined above, will no longer be required to be full-time students in order to be eligible to receive Equity Residential health care benefits.

• Same-sex domestic partner A same-sex domestic partner is an adult who lives with an Equity employee of the same sex in an exclusive, committed relationship. Domestic partners must have shared the same living quarters for at least 12 months and intend to do so indefinitely. Also, they must be each other’s sole domestic partner in a committed relationship intended to last indefinitely and share mutual responsibility for each other’s common welfare and financial obligations. Both partners must be at least 18 years old, not married to another person nor engaged in another domestic partnership, and not related in any way that prohibits legal marriage in their state.

• Same-sex domestic partner’s children under the age of 26

All employees enrolling a spouse (including same sex) and children for the first time will be required to provide proof of their eligibility, e.g., marriage or civil union certificate, birth certificate or legal guardianship documentation.

To Enroll a Spouse or Same-Sex Domestic Partner All employees enrolling a spouse/same-sex domestic partner for the first time will be required to complete the Declaration of Marriage or Domestic Partnership form. The completed form must be signed and sent to a benefit specialist at Health Benefit Systems (HBS) before processing your election. You can obtain the form through e-Docs on ERNIE, Equity’s intranet, or you can request one from an HBS benefit specialist at 866-516-2090. The enrollment will be marked as pending until the form is completed and returned.

Beginning January 1, 2011, employees living in states that permit same-sex marriage or civil unions must be legally married in order for the employee’s spouse and, if applicable, the spouse’s child(ren), to be eligible to receive Equity Residential health care benefits.

Tax ConsiderationsEquity will make up the cost of the additional federal taxes placed on employees with same-sex domestic partner health coverage that is not required for employees covering opposite-sex spouses.

Changes in Family StatusYou cannot add, change or drop your medical, dental and/or vision coverage during the year unless you have a qualified change in family status. The IRS currently defines a change in status as:

�• An event that changes your marital status, including marriage, the death of your spouse, legal separation, divorce or annulment.

•�� The birth, adoption or placement for adoption of your child, or the death of a dependent.

•� The commencement or termination of employment by you, your spouse or your eligible dependent.

•� A reduction or increase in the hours of employment worked by you, your spouse or another dependent, including a switch between part-time and full-time employment, a strike or lockout, or the commencement or return from an unpaid leave of absence.

•� The commencement or termination of eligibility of a dependent under the Health Care Plan.

•�� A change in the location of either the residence or workplace of yourself, your spouse or your other covered dependents in which your coverage has been impacted by the loss of a network.

•�� The commencement or termination of coverage for you or your spouse under Medicare (Part A or B) or Medicaid.

•�� The commencement or termination of military duty for you or your spouse.

Qualified changes in status must be reported and supporting documentation must be sent to your Regional Human Resources Department within 31 days of the qualified change in status. For more details on the plan, you can access the Flexible Benefit Plan Summary Plan Description on ERNIE, Equity’s intranet, or you may request a copy from your Regional Human Resources Department.

21

Financial WellbeingThese benefits can help you manage your compensation, grow your assets, plan for retirement and save on services that matter to you.

401(k) Contributions Employee Contributions From each paycheck, you may contribute 1% to 50% of eligible pay on a pre-tax basis (before federal and state taxes are deducted). You may change the amount you contribute at any time. The maximum contribution in 2012 is $17,000. The IRS reviews and approves a new maximum contribution for each calendar year. Rollovers from a qualified retirement plan are accepted into the ADVANTAGE 401(k) Plan.

Catch-Up ContributionsEmployees age 50 or older can make additional contributions to the plan, above the IRS maximum. The maximum catch-up contribution in 2012 is $5,500. Rollovers from a qualified retirement plan are accepted into the ADVANTAGE 401(k) Plan.

Company ContributionsYou become eligible for company-matching contributions after one year of service. You will receive matching contributions of $1 for every $1 you contribute to the plan, up to 3% of your eligible earnings every pay period. You will be able to see your account grow faster as the employer contributions are made and invested on a biweekly basis. The contributions made by Equity are subject to the five-year vesting schedule outlined below.

Vesting You are always 100% vested in your own individual contributions. Company contributions are vested as follows:

Years of Service Percent Vested

2 years 25%

3 years 50%

4 years 75%

5 years 100%

Employees who retire at or after age 65, die, or become permanently disabled as determined by the Plan Administrator while employed by Equity are automatically 100% vested in the value of the company contributions.

ADVANTAGE 401(k) Retirement Savings Plan The ADVANTAGE 401(k) Plan is designed to help you reach your retirement goals. The plan consists of your own pre-tax 401(k) contributions, plus company-matching contributions.

While you save for your future, you also save on taxes – which means your net pay is higher than if you were to save outside of the plan. Payroll deductions and automatic investing equal regular savings on investments. Any investment earnings grow tax-free until you take them out. And the best part is Equity matches your contributions, dollar for dollar, up to the first 3%. Where else can you get a 100% return like that?

EligibilityYou are eligible to participate in the ADVANTAGE 401(k) Plan and begin saving immediately upon hire. (Union employees are eligible if their collective bargaining agreement specifically allows plan participation.)

Automatic EnrollmentNew employees are automatically enrolled in the 401(k) Plan with a payroll deduction of 3% of eligible earnings. Employees will be automatically enrolled within the first 60 days of employment. We encourage you to save for your retirement; however, you will have the option to opt out of the plan within 45 days of your hire date. Contact Principal at 800-543-4015 or visit their website at www.principal.com to find out how to cancel your participation. You may re-enter the plan or change your contribution elections at any time by enrolling online or over the phone.

Eligible PayEligible pay consists of your regular earnings or salary, plus performance-based bonuses, overtime pay, commissioned earnings, and pre-tax contributions you make to this plan or a Section 125 plan. Excluded types of pay include relocation pay, stock options, severance pay, the value of apartments and discounts provided, and similar other types of pay. The IRS determines the maximum amount of wages eligible for the plan annually.

27

Career WellbeingThe benefits covered here can help you build solid foundations for the future through career growth and development.

Equity’s Learning OpportunitiesEquity offers a wide variety of technical courses. Among its offerings are courses in:

• Leasing and Sales

•�� Maintenance

•�� Property Management

•�� Fair Housing

•�� Customer Service

•�� Computer End-User Training

We also focus on leadership education including additional offerings in topics such as:

•�� Leadership Development

•�� Negotiations

•�� Communication

•�� Conflict Management

•�� Teambuilding

•�� Diversity

Equity Residential provides a dynamic and enriching learning environment for all of our employees. We offer technical and professional development courses on-line or in classroom sessions facilitated by one of our certified Learning Managers or Operations Learning Specialists. Our greatest satisfaction comes from our employees, who tell us how much our classes have helped them both personally and professionally.

Most importantly, Equity gives you the time and support needed to complete your educational requirements, and to utilize our learning resources for career advancement.

Contact your OTD Director, or check out the OTD site on ERNIE for more information about learning and development opportunities.

Education Assistance ProgramEquity may provide educational reimbursement to eligible employees for the completion of approved job-related courses and seminars. Generally, the following guidelines apply:

•�� You must be actively employed by the company for one continuous year of service and in good standing

•�� You must regularly work 32 or more hours per week

•� The course or seminar must be directly related to your present job or expected job path

•�� The course is not already offered in-house through Equity

You must receive approval from your supervisor, regional manager or department vice president, and from Human Resources before registering for a course or seminar. Contact your Regional Human Resources Department for more information about educational assistance and the requirements of the program.

Advancement Opportunities We believe strongly in recognizing and developing the potential that lies within each of our employees. We match that potential with growth and advancement opportunities and encourage our employees to challenge themselves.

Many of our own employees were promoted from within and believe in giving you the same opportunity to excel and grow. When positions open up, our employees are given preference over outside recruits.

Our various career opportunities are posted on-site and at the corporate offices twice a week, and can also be found on the Career Opportunities site on ERNIE, Equity’s intranet.

In addition to opportunities for advancement, Equity offers interested employees opportunities for relocation. When you join Equity, you’re joining an S&P 500 company with a business presence in 14 states and Washington, D.C.

How far can you go at Equity? As far as your growth and ambition will take you.

Learning and Development ProgramsWe believe in the value of life-long learning and offer opportunities for development to help you on your path to success. We put a lot of resources into education because we also believe that learning faster and better gives you – and our company – an edge over the competition.

Through our Organization and Talent Development group, we offer programs for all employees, whether you’ve just started your career at Equity or have been here for many years.

We have established educational tracks for property management positions, which allow employees within those positions to excel in their current jobs, as well as prepare them for what’s next. ERNIE, Equity’s intranet, can be used to access student transcripts, as well as the educational requirements for specific positions. At any time, you can see what courses you’ve taken and what courses are available to complete.

Flight Management Certification Program A select group of Equity managers are invited to participate in our Flight Management Certification Program. This classroom and experiential learning program covers all aspects of management and leadership education.

5

Benefits that provide the coverage you need for health care, life insurance and disability.

We offer a comprehensive range of health care and insurance benefits for you and your family.

We start with a comprehensive health plan with both preventive and emergency coverage with no pre-existing condition limitations. Then, we round out your health and wellbeing benefits with dental and vision coverage and Flexible Spending Accounts, which let you pay for unreimbursed health care and dependent care expenses with pre-tax dollars. The program also provides basic and supplemental life insurance, accident insurance, and short- and long-term disability.

Physical Wellbeing

20

Benefits that help you manage your compensation, assets and retirement planning

Our Financial Wellbeing benefits are designed to help you manage your money effectively now and build financial security for the future. We start by offering competitive pay at every level. From there, we add attractive bonuses, commissions and stock awards for eligible employees, as well as our ADVANTAGE 401(k) Plan including a company match to make up your total compensation. Employees can benefit from purchasing company stock at a discount through the Employee Share Purchase Plan. And, in the process we also consider the little conveniences like direct deposit and discounts on a wide variety of products and services. From the big picture to the small details, the benefits in this category are here to help you build toward your financial goals.

Financial Wellbeing

26

Benefits that help you learn, grow and advance

As a leader in the apartment industry, we look for people who will help take us to new levels of success. When you move up in skill and experience, so does Equity. We encourage you to take charge of your career and, with support from your manager, to actively pursue ways to enhance your professional growth. Career development is a continuous process of learning, growing and leading yourself—and the company—in a positive direction. We’re particularly proud of having created a culture that values the growth and development of every individual who works here. Whether you’re hungry for training and education to help you advance in your career, looking to build your network through professional organizations, or just eager for the kind of life experience that will help you grow as a person, we have something to offer.

We encourage our employees to “test their limits,” to go past their comfort zones and seek new challenges.

Career Wellbeing


Equity Rewards Newsletter

CLIENT:

Equity Residential

SERVICES:


• Logo Development

WHAT IS IN A CIGARETTE? The answer to that question is a long list of chemicals that you would not want in your body.

• Benzene: A carcinogen used as a solvent in fuel and chemical manufacturing

• Formaldehyde: Used to preserve dead bodies and known to cause cancer

• Ammonia: Used in toilet cleaner

• Acetone: Used in nail polish remover

• Tar: Includes 4,000 chemicals and it stains teeth, nails, and lung tissue

• Carbon Monoxide: The same poisonous gas as car exhaust

• Arsenic: Used in rat poisoning

• Cadium: Used in batteries• Lead: Damages the brain,

kidneys, and nervous system• Methoprene: An insecticide

used to kill fleas• Turpentine: A toxic chemical

used in paint stripper

Great American SmokeoutEquity Residential will Host our Own Great American Smokeout Thursday, November 18, 2010.The Great American Smokeout is an annual event held on the third Thursday of November that encourages the 46 million Americans who smoke tobacco to quit. The American Cancer Society held its first Smokeout in 1977. The event challenges people to stop smoking cigarettes for 24 hours, hoping their decision to not smoke will last forever.

Watch ERNIE and your email for more information.

How Much Does it Cost? Have you ever stopped to think about how much you are spending on cigarettes? If the average cost of a pack of cigarettes is $5 and you smoke a pack a day, that adds up to $1,820 per year. Chewing tobacco costs an average of $2 a pouch. If you use a pouch a day, that is $700 per year.

Free & Clear Quit for Life ProgramEquity will continue to offer the Free & Clear Quit for Life program free of charge to you and your spouse/same-sex domestic partner and will give you 2011 to quit before the surcharge is assessed. So what is the Quit for Life program? It offers the support and guidance you need to quit smoking. When you enroll in the plan, you get:

• Up to 5 outbound coaching calls and unlimited toll-free access to a Quit Coach® for the duration of the program;

• Unlimited access to Web Coach®, Free & Clear’s proprietary, interactive, fully featured online community that offers e-learning tools, social support and information about quitting;

• Decision support for the type, dose and duration of medication and direct mail order fulfillment, if appropriate;

• A printed, stage-appropriate Quit Guide;

• Tailored, motivational emails sent throughout the quitting process.

Don’t waste another second. Enroll today by calling 866-784-8454 or by visiting the website www.freeclear.com. Web enrollment code is EQUITY.

Equity ‘s medical plans also cover the smoking cessation drug Chantix.

* A smoker is defined as someone who uses tobacco products (e.g., cigarettes, cigars, pipe tobacco, chewing tobacco, etc).

According to the Centers for Disease Control (CDC), tobacco use is the single most preventable cause of disease, disability, and death in the United States. Each year, an estimated 443,000 people die prematurely from smoking or exposure to secondhand smoke, and another 8.6 million have a serious illness caused by smoking. Despite these risks, approximately 46 million U.S. adults smoke cigarettes. Smokeless tobacco, cigars, and pipes also have deadly consequences, including lung, larynx, esophageal and oral cancers.

What are the Costs to Your Health?Coupled with this enormous health toll is the significant economic burden of tobacco use – more than $96 billion per year in medical expenditures is attributed to smoking and another $97 billion per year results in lost productivity.

Call-to-ActionIf you smoke or use chewing tobacco, 2011 is the year to “kick butt” and stop. There are both financial and health- related costs associated with smoking. Equity would like to help you improve both by offering you the resources you need to stop.

Because of the increased health risk, Equity will require smokers to pay more to be enrolled in the medical plans in 2012. The additional charge will be deducted biweekly if the employee or their spouse/same-sex domestic partner is a smoker.*

Kick Butt with Wellness

Source: University Community Hospital Tampa, FL

3

Other Medical Changes in 2011

Reduction to the Urgent Care Co-PayDid you know that the average emergency room (ER) claim is $1,100 compared to $300 for an urgent care visit? Many people use the ER for non-emergency situations, which drives up your cost as well as the company’s. We want to make it easier and less expense for you to get urgent service that doesn’t require a visit to the ER by reducing the urgent care co-pay from $100 to $50. Common reasons to visit urgent care are sprains, small cuts, strains, sore throats, mild asthma attacks, rashes and minor infections. You can find a list of urgent care facilities near you by going to www.myuhc.com and doing a facility search and then Search for Urgent Care or any other type of Facility.

If you aren’t sure if you should go to the ER or an urgent care facility, you may call United Healthcare’s Nurseline at 800-237-4936 and they can help you determine what makes the most sense.

Individual and Lifetime Limits We will be removing the individual limits on Bone Marrow/Stem Cell Search and Transportation (for transplants). We are also removing the $2 million lifetime maximum from all the medical plans.

Dependent Eligibility Effective January 1, 2011, dependent children up to age 26 can be covered regardless of marital or student status. An eligible dependent child, for the purpose of coverage in Equity’s health care plans, is any child who is born to you or a child legally adopted by you, or for who you have legal guardianship. It also includes a stepchild who lives with you. Benefits for a dependent child will continue until the last day of the calendar month in which his or her 26th birthday occurs.

If your child is not enrolled in the plan, but now meets the definition of dependent, you will need to request they be enrolled during this annual enrollment. Equity will not be responsible for identifying eligible dependents and enrolling them automatically.

See 2011 biweekly employee contribution rates below.

2011 Biweekly Employee Contributions

Choice EPO

Choice Plus PPO

Smart Choice Plus PPO Dental Vision

2010 2011 2010 2011 2010 2011 2011 2011

Employee Only $41 $46 $62 $75 $41 $43 $8 $3

Employee + 1 $109 $120 $165 $198 $109 $115 $14 $5

Family $177 $197 $268 $322 $177 $186 $18 $8

If same-sex domestic partner coverage is elected, please visit ERNIE, Equity’s intranet site, or contact your Human Resources representative for domestic partner rates.

Medical plan rates shown above do not include a spousal surcharge, if applicable. See the Spousal Surcharge article on this page for information.

Spousal Surcharge In 2011, Equity will continue to assess a $30 biweekly spousal surcharge for employees whose covered spouses/same-sex domestic partners have the option to participate in their employers’ medical plans, but choose to participate in Equity Residential’s medical plan instead.

If we already have a Spousal Medical Coverage Declaration Form on file for you, you do not need to complete another one unless your situation has changed. You can obtain the Spousal Medical Coverage Declaration Form in the HR/Annual Enrollment section on ERNIE, by calling Health Benefit Systems (HBS), toll free, at 866-516-2090, or by contacting your local Human Resources Representative.

Removal of Mandatory Mail Order for Rx Equity’s medical plans include prescription drug coverage available at retail pharmacies and through a mail order prescription program. Effective January 1, 2011, we are removing the requirement to use mail order for maintenance drugs. The choice is yours. Now you may choose the convenience of getting a 3-month supply of your prescription mailed directly to your home and only pay 2-½ times the co-pay or you may choose to visit your local pharmacy each month and pick up your medication. The co-pays will remain the same in 2011.

Prescription Drug Co-Pays

Retail

Co-PayMail Order

Co-Pay

Savings to Use Mail

Order

Tier 1 $10 $25 $5

Tier 2 $25 $62 $12.50

Tier 3 $40 $100 $20

5

Flexible Spending Accounts (FSAs) FSAs are a Money-Saving Option You do not need to be enrolled in an Equity health care plan to take advantage of an FSA. Flexible Spending Accounts (FSAs) can be set up to pay for many common out-of-pocket expenses related to health care and dependent care. When you open an FSA, you set aside a certain amount of money to be taken out of your paycheck and placed into an account you can access throughout the year. The savings come from the fact that the money is taken out of your paycheck before taxes. This pre-tax deduction reduces your taxable income.

Remember, even if you already participate in either FSA, you must re-enroll each year during Annual Benefits Enrollment (November 1-15, 2010).

How Much Can I Contribute? For 2011, you can contribute up to $2,500* to a health care FSA and up to $5,000* (or $2,500 if married and filing separate tax returns) to a dependent care FSA.

* If you are a highly compensated employee as defined by the IRS, your annual election may be reduced based on results of the plan’s non-discrimination testing.

FSAs are Easy to Use Everyone who signs up for a health care FSA will get a debit card linked to their account. This makes using your funds to pay for prescription co-pays even easier. If you participate in Equity’s medical plan, your co-insurance will be automatically paid from your FSA. You won’t have to fill out any forms or wait to be reimbursed. If you cannot use the debit card for a transaction, you can submit a reimbursement form by fax or mail for all other eligible expenses.

Reimbursement Rules FSAs can save you money, but you need to play by the rules.

Use your 2010 FSA by March 15, 2011. The IRS requires that you use the money in your plan by the end of the grace period. This means that you will have between January 1, 2010 and March 15, 2011 to incur eligible expenses in both the health care and dependent care spending accounts. An expense is considered incurred at the time the service is provided, not when it’s billed or when you pay for it. If you plan carefully, you’ll use all the money you set aside within the timeframe. Eligible expenses that are not claimed by June 15, 2011 will be forfeited.

Most health care expenses, but not all, are eligible for payment through the FSA. Within the health care FSA, some eligible expenses include:

• Medical, prescription, dental and vision deductibles and/or co-pays

• Certain over-the-counter health care items you buy at the drug store

• Co-insurance not paid by our plan(s)

• Orthodontic services not covered by our plan

• Contact lenses and cleaning solutions

Other expenses like teeth whitening, cosmetic procedures, sunscreens, cleansers and other personal care products are not eligible for payment through the FSA.

The dependent care FSA can be used to cover expenditures like day care or in-home care for children, summer day camps, after-school care, preschool, and elder day care.

You can open both health care and dependent care FSAs, but they need to stay separate. You can’t pay for health care expenses out of a dependent care account or vice versa.

This information is only an overview of both FSA programs. For complete details and a worksheet to help you determine your FSA expenses, see the 2011 Summary of Your Total Rewards booklet on ERNIE in the HR/Annual Enrollment section.

7

How to Enroll for 2011 BenefitsTo enroll in a benefit plan for the first time, or to make changes to your current benefit elections, please call Health Benefit Systems (HBS), toll free, at 866-516-2090, between November 1-15, 2010.

You will speak to an HBS Benefit Specialist who will take your enrollments and changes right over the phone from 7 am to 7 pm (in all time zones), Monday through Friday. These Benefit Specialists are knowledgeable about your Equity Rewards package and will be able to provide answers specific to your needs. Spanish-speaking Benefit Specialists are also available. When you call, you will be asked to provide your Employee ID number, located at the top of your personalized Total Rewards Statement. To view the coverage(s) you have right now, please review your enclosed personalized Total Rewards Statement.

Information in this newsletter is an overview of some of your Equity Rewards programs. For further plan details, see the 2011 Summary of Your Total Rewards booklet and the Summary Plan Descriptions of each benefit program (available online on ERNIE in the HR/Annual Enrollment section).

What Happens if You Do Nothing? • If you do not complete the preventive

exam by November 30, 2010, your medical coverage will be canceled for the 2011 plan year. If coverage is canceled, you will not be able to enroll in coverage until November 2011, for coverage effective January 1, 2012, unless you have a qualified change in your family status.

• You will not have a health care or dependent care FSA, even if you were enrolled in 2010; these plans require re-enrollment each year.

• If you do not call in your benefit enrollment elections, your coverage will remain exactly as you had it in 2010, with the exception of FSA (see above) and you may choose to adjust your supplemental life insurance election based on the new coverage levels.

Winning with Wellness A key part of Equity’s health care program is a focus on wellness – increasing your awareness of healthy lifestyles and encouraging a commitment for change. Wellness is something that you have to work at your entire life. You never reach the finish line – there’s always something you can do to make your life or your family’s lives better.

Mandatory Preventive ExamMandatory preventive exams for employees and spouses/same-sex domestic partners will continue in 2011. All employees and spouses/same-sex domestic partners enrolled in the medical plan are required to get a preventive exam every year in order to participate in Equity’s medical plans. Failure to get a preventive exam will result in cancellation of your Equity medical insurance coverage. Employees and spouses/same-sex domestic partners must get a preventive exam between January 1 and June 30, 2011 to be eligible for medical coverage in 2012.

Staywell Health Assessment Employees and spouses/same-sex domestic partners enrolled in the medical plan may complete the Health Assessment by going online to https://equityresidential.online.StayWell.com by November 30, 2010 to be eligible for entry in the drawing to receive one of 10 iPads. If you prefer to complete the Assessment via paper, you may call 800-859-1729 to have an English or Spanish paper version mailed to your home.

New employees (hired before September 1 of the calendar year) and spouses/same-sex domestic partners of new employees will have until November 30 of the calendar year in which they are hired to take the Assessment and to get their mandatory preventive exam.

The Assessment, which was voluntary in 2010, will become mandatory again in 2011. Covered employees and spouses/same-sex domestic partners must complete their 2011 StayWell Health Assessment between August 1 and November 30, 2011 to be eligible for coverage in 2012.

2

For more details of coverage under the Choice EPO, Choice Plus PPO and Smart Choice Plus PPO plans, see the medical coverage section of the 2011 Summary of Your Total Rewards booklet, available on ERNIE in the HR/Annual Enrollment section.

Medical Plan DetailsThe Smart Choice Plus PPO is now open to all employees regardless of hire date.

Benefit

Choice EPO United Healthcare Choice Network

Choice Plus PPO United Healthcare Choice Plus Network

Smart Choice Plus PPOUnited Healthcare Choice Plus Network

Annual Deductible (per person/family)

In-Network Only$300/$900

In-Network$350/$1,050

Out-of-Network$700/$2,100

In-Network$400/$1,200

Out-of-Network$800/$2,400

Co-Insurance 85% In-Network 80% In-Network 60% Out-of-Network

80% In-Network 60% Out-of-Network

Annual Out-of-Pocket (per person/family)

In-Network Only$1,500/$4,500

In-Network$1,750/$5,250

Out-of-Network$3,500/$10,500

In-Network$2,000/$6,000

Out-of-Network$4,000/$12,000

Office Visit Co-Pay

In-Network Only$20 Primary Care Physician

$30 Specialist

In-Network$25 Primary Care Physician

$35 Specialist Out-of-Network60% after deductible

In-Network$25 Primary Care Physician

$35 Specialist Out-of-Network60% after deductible

Preventive Care

100% In-Network 100% In-Network 100% Out-of-Network

100% In-Network 100% Out-of-Network

X-Ray & Lab In-Network Only 85% after deductible

In-Network80% after deductible

Out-of-Network80% after deductible

In-Network80% after deductible

Out-of-Network80% after deductible

ER/Urgent Care Co-Pay

In-Network Only$100/$50

In-Network$100/$50

Out-of-Network$100/$50

In-Network$100/$50

Out-of-Network$100/$50

To assist you in evaluating the different choices, we have included some claims examples with varying family size and claims situation in the HR/Annual Enrollment section on ERNIE.

Equity remains committed to providing health plan options that work with different family sizes and health situations. We continue that commitment by opening up the Smart Choice Plus PPO to all employees regardless of hire date. In 2011 you can remain in your current medical plan or change to the Smart Choice Plus PPO if it is the right plan for you and your family.

• The Choice EPO provides higher coverage for medical benefits at a slightly higher cost than the Smart Choice Plus PPO, but only in-network services are covered.

• The Choice Plus PPO provides flexibility because in-network and out-of-network services are covered, but at a cost to the employee.

• The Smart Choice Plus PPO provides flexibility because in-network and out-of-network services are covered, and it also has the lowest contributions, which may make it a better value for you than the Choice Plus PPO.

TO VIEW THE UHC PHYSICIAN DIRECTORY: visit www.myuhc.com and click on “Find Physician or Facility.” Then, select your search type. Next, enter your search criteria.

Note, under “Select a Plan”: Choice EPO participants, click on UnitedHealthcare Choice. Choice Plus PPO or Smart Choice Plus PPO participants, click on UnitedHealthcare Choice Plus. Continue selecting your search criteria to review a list of available physicians. You may also call UHC at 866-203-5652 to assist you in finding a physician.

Overview of 2011 Plan Offerings

4

Dental Coverage Under our plan, administered by Delta Dental of Illinois, you have the flexibility to use any of three options to maximize your choice of dentists and minimize your costs.

To find a list of participating dentists, please call 800-323-1743 or go to www.deltadentalil.com and click on “Dentist Search.” Remember that regular preventive dental exams are highly recommended and should be a part of your wellness routine.

For details on dental coverage, see the Dental Coverage section of the 2011 Summary of Your Total Rewards booklet available on ERNIE.

Dental Enhancements for 2011Enhanced Dental BenefitIt has been found that dental health relates to medical health. So in keeping with our focus on preventive health, participants who suffer from certain conditions that would benefit from extra preventive dental care will be able to enroll and get extra preventive dental procedures covered each plan year. Some medical conditions that qualify for extra coverage are gum disease, diabetes and pregnancy. Please see the enclosed brochure for additional information.

Posterior Composites Coverage will now include the popular composite fillings on back teeth, since most dentists are now only using white or composite fillings instead of silver amalgam fillings. The current plan only covers composite fillings on front teeth. The services will be covered under Class II Basic Restorative Care.

Vision CoverageEquity’s vision plan provides coverage for exams, basic eyeglass lenses, frames and contacts through Vision Service Plan (VSP). You can see any provider you wish; however, your out-of-pocket costs will be lower if you see an in-network provider. Call VSP at 800-877-7195 for a list of participating providers or visit VSP’s website at www.vsp.com.

Supplemental Life Coverage Effective January 1, 2011, supplemental life insurance will change from multiples of salary to flat amounts. For this annual enrollment only, Lincoln Financial Group will offer a full open enrollment. This means that you can apply for any amount under the guarantee issue limit without supplying medical information. You should have received a letter directly from Lincoln Financial Group with examples of coverage and premium information along with a beneficiary designation form. The letter summarized the changes and the premium information associated with the various benefit elections. The changes are also summarized below.

Supplemental Life Insurance Details

Current Coverage Effective January 1, 2011

Employee Coverage 1 – 5 times salary Flat amounts starting at $25,000 and increasing by $25,000 increments

Employee Coverage Maximum

$500,000 or 5 times salary

$800,000 or 6 times salary

Employee Guarantee Issue (GI) Amount

$250,000 $350,000 or 4 times salary, whichever is less

Spousal Coverage ½ employee salary amount; Maximum Coverage $30,000

Flat amount with $10,000 increments up to $100,000 (cannot exceed 50% of the employee supplemental life amount) GI $50,000

If you are currently enrolled and do nothing, your coverage will be converted to the equivalent under the new structure. For example, if you are currently enrolled in Supplemental Life for $136,000, you would be defaulted to $150,000 if you do not make an election.

All current policies over the guarantee issue limit will be honored. This means that if you have already been approved for coverage over the guarantee issue limit, you will be able to get that level of coverage under the new plan without supplying medical evidence again. For example, if your current coverage is $500,000, you are guaranteed $500,000 under the new policy. If you would like to increase that amount to $600,000, you will need to get approval for the additional $100,000 because it is over the guarantee issue limit of $350,000.

PLEASE NOTE: If you apply for additional coverage over the guarantee issue limit and are denied, you are still able to get the amount under the guarantee issue limit.

Are Your Beneficiaries Up-to-Date?To be certain that everyone has the correct beneficiaries for their life insurance on file, we are asking all benefit-eligible employees to designate their beneficiaries for basic and supplemental life insurance. Please complete the beneficiary designation form included with the mailing from Lincoln Financial Group. It is also available on ERNIE in the HR/Annual Enrollment section.

You’ll need to select a primary beneficiary (the person who will receive your life insurance proceeds) and a contingent beneficiary (the person who will receive the proceeds if the primary has died). Most experts recommend naming a guardian or trust as beneficiaries in place of minor children. Consult with your attorney and/or tax advisor when making beneficiary designations.

For more information on life insurance, see the section on Basic Life, Accidental Death, and Supplemental Life Insurance in the 2011 Summary of Your Total Rewards booklet on ERNIE.

6

Annual Benefits Enrollment is November 1-15This packet contains all the information you need to enroll in Equity Residential’s medical, dental, vision, supplemental life insurance, MetLaw® Legal Services and Flexible Spending Accounts (FSAs). Our programs stress partnership between you, your health care providers and Equity. Our goal is to provide you with a quality health care program with access to tools and resources to help you improve your health and overall quality of life, while helping to control costs.

A healthy life starts with regular check-ups. That’s why Equity covers preventive exams and applicable diagnostic tests at 100%. In 2010, Equity made preventive exams mandatory for all employees and spouses/same-sex domestic partners enrolled in an Equity medical plan. You are also encouraged to take the StayWell Health Assessment to get an overview of your current health status.

Even if you have been enrolled for years, don’t forget to review the information on the medical plans this year. The Smart Choice Plus PPO plan, which is currently only available to new employees, is now available to all employees.

Important Dates to RememberNovember 1-15, 2010Annual Benefits EnrollmentEmployees must enroll between November 1-15, 2010. Your enrollment will be taken over the phone by Benefit Specialists from Health Benefit Systems, who can help you navigate through the materials and assist you in making the right choices. Please allow time to review your choices and make your toll-free call by November 15, 2010.

November 30, 2010You have until November 30, 2010 to get your preventive exam completed and the certification form submitted to StayWell. All employees and spouses/same-sex domestic partners are required to get a preventive exam every year in order to participate in Equity’s medical plans. Failure to get a preventive exam will result in the cancellation of Equity’s medical insurance coverage.

Mid-December 2010Receive your Benefits Confirmation Statement, which lists your 2011 health care elections.

January 1, 2011Health care elections or changes go into effect.

January 5, 2011 Payroll deductions begin. The 2011 medical, dental, vision and FSA deductions will be reflected as of your January 5, 2011 ePay statement. If you enroll in an FSA, your annual election will be calculated over 26 pay periods in 2011.

Remember to review your first ePay statement of 2011 to be sure all the deductions are correct. Notify the benefits department right away if you notice any discrepancies.

These plan providers can also answer questions about your current coverage:Medical UnitedHealthcareChoice EPO, Choice Plus PPO and Smart Choice Plus PPO Planswww.myuhc.com 866-203-5652

Dental Delta Dental of Illinoiswww.deltadentalil.com 800-323-1743

Vision Vision Service Plan (VSP)www.vsp.com 800-877-7195

Flexible Spending AccountsUnitedHealthcarewww.myuhc.com 866-203-5652

Este boletín en Español esta disponible en ERNIE, la página de Intranet de Equity.

ANNUAL ENROLLMENT November 1-15, 2010 Speak to a Benefits Specialist at HBS at 866-516-2090 to enroll in benefits or make changes to your current coverage.

Have you been avoiding debt collectors? Are you planning to purchase or refinance a home? Are you concerned about identity theft and how to protect yourself? Have you been putting off writing a will with one excuse after another? During annual enrollment, you will have the opportunity to enroll in MetLaw®, a legal services benefit offered by Hyatt Legal Plans, a MetLife® company.

For a biweekly payroll deduction of $9.09, the plan covers representation for many personal legal services for you and your eligible dependents (spouse/same-sex domestic partner and unmarried dependent children). You may receive office consultations and/or telephone advice for virtually any personal legal matter. This gives you the opportunity to discuss with an attorney legal issues that may or may not be fully covered.

Some covered services are court appearances, mortgages, identity theft defense, wills, codicil, family matters, and real estate matters.

For a complete list of services, please visit the Hyatt website www.legalplans.com. Select “Thinking About Enrolling” and enter password GETLAW.

Change to Coverage for Over-the-Counter (OTC) Drugs The IRS will change the eligibility for reimbursement of OTC drugs in 2011. Effective January 1, 2011, health care FSAs will reimburse expenses for medicine or drugs on a tax-free basis only if:

Verification RequiredYou will need to provide a prescription (or a copy of the prescription or another item showing that a prescription for the item has been issued) and the customer receipt (or similar third-party documentation showing the date of the sale and the amount of the charge).

Other OTC Equipment and Supplies Still Reimbursable The new restrictions do not apply to items that are not considered medicines or drugs. Such items include medical equipment (crutches, eye glasses, contacts, etc.), supplies (bandages, saline solution, etc.) and diagnostic devices (blood sugar test kits, pregnancy tests, etc.).

Debit CardsSince the current debit card systems are not capable of validating compliance with the new OTC rules, your health care FSA debit card may not be used to purchase OTC medicines or drugs.

Reimbursement During the Grace PeriodClaims for OTC medicines or drugs purchased without a prescription in 2010 can still be reimbursed in 2011 as long as the date of service is prior to December 31, 2010 and the claim is submitted by the June 15 deadline.

• The medicine or drug requires a prescription;

• The medicine or drug is insulin;

• The medicine or drug is an OTC medicine or drug, and the individual obtains a prescription for the medicine or drug.

MetLaw® Legal Services Benefit Offered by Hyatt Legal Plans

© 2010 Equity Residential All Rights Reserved EQR70180260-90117 10/10


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using our proven courseware, a training provider who needs to get a

course offered quickly, or an organization that wants to have a noted

authority provide classes and materials, we can help.

AFFILIATE PROGRAMS

We partner with organizations and individuals worldwide who believe

in our products and services. This includes training organizations who

don’t offer the same courses we do, and want to add offerings to fill a

void. Currently, our overseas affiliates offer our courses and programs

in Africa, Asia, Central America, and Europe.

OUR PROFESSIONAL PARTNERSHIPS

Watermark Learning has associations with strategic industry and

academic organizations. We partner with these organizations to

enhance our services to our customers, to both keep abreast of and

influence the latest industry developments, and to assure you of the

highest-quality training.

Visit Us OnlineVisit our website for valuable and free industry

resources:

www.WatermarkLearning.com/Resources

• Articles

• Webinars

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• Professional resources

• Bibliographies

IIBA® and BABOK® are registered trademarks of International Institute of Business Analysis. CBAP® and CCBA® are registered certification marks of International Institute of Business Analysis. PMI® and PMP® are registered marks of the Project Management Institute, Inc.

ENHANCED PERFORMANCE. ENDURING RESULTS.

TM


Physicians Benefits Brochure

CLIENT:

MacNeal Hospital

SERVICES:

Design Concept for Brochure to

attract physicians to practice at

MacNeal Hospital

MacNealHospitalMacNeal Hospital has a proud

history and an even stronger future.

Please read on for a quick overview of the benefits MacNeal Hospital offers to medical staff physicians.

We want physicians on our team who can offer innovative and collaborative care to patients. At MacNeal, your talents are recognized and respected.

Come and join more than 500 physicians representing 50 medical specialties. Be part of the medical staff of an award-winning hospital that has the technology and leading programs of an academic medical center, combined with the range of patient care found in a community hospital.

MacNeal Hospital is a 427-bed fully accredited teaching hospital that has

served the people of Chicago’s western suburbs and the surrounding area

for nearly 100 years.

The hospital is part of Tenent Healthcare, a 77-hospital network. MacNeal Hospital serves the healthcare needs of more than one million people in the near west and southwest suburbs of Chicago.

2 3

MacNeal Hospital: Dedicated to Our Physicians

T H E M A C N E A L D I F F E R E N C E W W W . M A C N E A L . C O M

MacNealHospital

MacNealHospital

The MacNeal Difference

Learn more about the benefits of joining

MacNeal’s medical staff. Please call:

708 • 123•45 67

MacNealHospitalMacNeal Hospital has a proud

history and an even stronger future.

Please read on for a quick overview of the benefits MacNeal Hospital offers to medical staff physicians.

We want physicians on our team who can offer innovative and collaborative care to patients. At MacNeal, your talents are recognized and respected.

Come and join more than 500 physicians representing 50 medical specialties. Be part of the medical staff of an award-winning hospital that has the technology and leading programs of an academic medical center, combined with the range of patient care found in a community hospital.

MacNeal Hospital is a 427-bed fully accredited teaching hospital that has

served the people of Chicago’s western suburbs and the surrounding area

for nearly 100 years.

The hospital is part of Tenent Healthcare, a 77-hospital network. MacNeal Hospital serves the healthcare needs of more than one million people in the near west and southwest suburbs of Chicago.

2 3

MacNeal Hospital: Dedicated to Our Physicians

T H E M A C N E A L D I F F E R E N C E W W W . M A C N E A L . C O M

MacNealHospital

MacNealHospital

The MacNeal Difference

Learn more about the benefits of joining

MacNeal’s medical staff. Please call:

708 • 123•45 67


Solutions Brochure

CLIENT:

Misys

SERVICES:

• Layout and Design

• Program logo development

www.MisysOSS.comCopyright © 2012 Misys Open Source Solutions LLC. All rights reserved. 'Misys' is a trademark of Misys plc, registered in England, No.01360027, Registered address: One Kingdom Street, Paddington, London W2 6BL, United Kingdom. All other product and company names may be trademarks of their respective owners.

To find out more about how Misys Open Source Solutions can help your organization, please contact: [email protected] Misys Connect™ HIE-in-a-Box™ is designed to drop into

your community and begin the secure exchange of patient medical

summaries and other discrete clinical data in a matter of days us-

ing a first-of-a-kind HIE-in-a-Box™ approach.

Designed by the innovation group at Misys Open Source Solutions

(MOSS), HIE-in-a-Box™ is targeted at mid-tier and smaller hospital

groups that:

Introducing the First Health Information Exchange in a Box

Misys Connect™ HIE-in-a-Box™

Logo Study: HIE-in-a-Box r4

Connect™

HIE-in-a-Box™

HIE-in-a-Box™

HIE-in-a-Box™

Connect™

Connect™

• Recognize the need to provide connectivity to their community providers and labs but don’t have millions of dollars to invest

• Want to comply with meaningful use Stage 2 requirements

• Want to provide coordination-of-care services and move toward accountable care organizations

• Want to dramatically improve the efficiency of healthcare delivery in their community while driving down their costs

www.MisysOSS.com

HIE-in-a-Box-brochure-final.indd 1-2 2/10/12 3:11 PM


Connect™

HIE-in-a-Box™

HIE-in-a-Box™

HIE-in-a-Box™

Connect™

Connect™

Portal

Discrete DataRepository eMPI (PIX/PDQ)

Document Registry (XDS)Web

Application

Document Repository (XDS)

Query Documents

Submit Documents

Lab Results

ADT

Patient Identity Query

CO

MM

UN

IT

Y

Laboratory

Ambulatory EHR

HospitalHIS/EHR

Everything you need for patient clinical information exchange


Why Misys Connect™ HIE-in-a-Box™

How it worksHIE-in-a-Box™ At-a-Glance

What’s included in the offering? We’ll provide everything you need to begin to exchange patient medical records between the hospital and your community providers including:• Enterprise Master Patient Index (eMPI)

• Patient consent management service

• Record locator service (RLS)

• Document repository

• Clinical data repository (CDR) with allergies, meds, labs, and immunizations

• Clinical portal for longitudinal patient record display

• Secure messaging with basic referral management capability

• Policy engine with opt-in/opt-out and ‘break-the-glass’ options

• Complete HIE administration

• Full auditing capabilities with security audit trial reporting

• We’ll provide all you need—not more, not less

• Simple and low-cost pricing

• Rapid and fully managed deployment and operations support

• Built with modern technologies and IHE standard profiles

• Comprehensive longitudinal patient record

• Secure and HIPAA compliant

Optional features include electronic prescription, workflow management, rules engine, lab order management, radiology results viewing, PACS integration, reporting, care coordination capabilities, and custom integration services.

HIE-in-a-Box™ has all of the components required to provide a longitudinal health record to community providers. The “com-munity” systems feed patient information to the HIE over secure communication proto-cols (e.g., LLP over SSL, TLS). They can also query and import documents, depending on their capabilities. Authorized provid-ers may view the longitudinal patient record. Patient permis-sion to share information is based on the governance of the exchange, and supported by the MOSS policy engine.

Delivery Option:Onsite or cloud

Target EHR/HIS Systems:• Any system that can produce an ADT feed for

patient registration, medical summaries in standard CCD (C32 or XDS.b) compliant formats, and HL7 messages for discrete data.

• Custom interfaces can be provided for non-stan-dard EHR/HIS systems

Time-to-Operation:Documents may begin to be shared within 2 weeks of agreed start date.

Feature Description CompetitionMisys Connect HIE-in-a-Box™ NwHIN Direct

SOA-based Architecture 3 3

Integrated Healthcare Enterprise (IHE) Profile Support 3 3

Patient Identity Resolution 3 3

Record Locator Service (RLS) 3 3

Document Repository 3 3

Audit Record Repository 3 3

Longitudinal Patient Record 3 3

Clinical Portal 3 3

Clinical Data Repository (CDR) for discrete data display 3 3

• Allergies 3 3

• Medications 3 3

• Lab Results 3 3

• Immunizations 3 3

Role-Based Access Control 3 3 3

Privacy (HIPAA compliant) 3 3

Policy Engine (Patient Consent, BPPC, Break-the-glass) 3 3

Security (Authentication, Authorization, Access and Audit) 3 3

System Administration and Configuration 3 3

NwHIN Gateway 3 3

Secure Messaging 3 3 3

Patient Access to Clinical Summaries 3 3

Support Single-Sign-On 3 3

Support SAML 3 3

Provider Registry 3

System Monitoring and Load Balancing 3 3

Passed IHE Connectathon Tests 3


Connect™

HIE-in-a-Box™

HIE-in-a-Box™

HIE-in-a-Box™

Connect™

Connect™


Connect™

HIE-in-a-Box™

HIE-in-a-Box™

HIE-in-a-Box™

Connect™

Connect™


www.MisysOSS.comCopyright © 2012 Misys Open Source Solutions LLC. All rights reserved. 'Misys' is a trademark of Misys plc, registered in England, No.01360027, Registered address: One Kingdom Street, Paddington, London W2 6BL, United Kingdom. All other product and company names may be trademarks of their respective owners.

To find out more about how Misys Open Source Solutions can help your organization, please contact: [email protected] Misys Connect™ HIE-in-a-Box™ is designed to drop into

your community and begin the secure exchange of patient medical

summaries and other discrete clinical data in a matter of days us-

ing a first-of-a-kind HIE-in-a-Box™ approach.

Designed by the innovation group at Misys Open Source Solutions

(MOSS), HIE-in-a-Box™ is targeted at mid-tier and smaller hospital

groups that:

Introducing the First Health Information Exchange in a Box

Misys Connect™ HIE-in-a-Box™


Connect™

HIE-in-a-Box™

HIE-in-a-Box™

HIE-in-a-Box™

Connect™

Connect™

• Recognize the need to provide connectivity to their community providers and labs but don’t have millions of dollars to invest

• Want to comply with meaningful use Stage 2 requirements

• Want to provide coordination-of-care services and move toward accountable care organizations

• Want to dramatically improve the efficiency of healthcare delivery in their community while driving down their costs

www.MisysOSS.com



Connect™

HIE-in-a-Box™

HIE-in-a-Box™

HIE-in-a-Box™

Connect™

Connect™

Portal

Discrete DataRepository eMPI (PIX/PDQ)

Document Registry (XDS)Web

Application

Document Repository (XDS)

Query Documents

Submit Documents

Lab Results

ADT

Patient Identity Query

CO

MM

UN

IT

Y

Laboratory

Ambulatory EHR

HospitalHIS/EHR



Why Misys Connect™ HIE-in-a-Box™

How it worksHIE-in-a-Box™ At-a-Glance

What’s included in the offering? We’ll provide everything you need to begin to exchange patient medical records between the hospital and your community providers including:• Enterprise Master Patient Index (eMPI)

• Patient consent management service

• Record locator service (RLS)

• Document repository

• Clinical data repository (CDR) with allergies, meds, labs, and immunizations

• Clinical portal for longitudinal patient record display

• Secure messaging with basic referral management capability

• Policy engine with opt-in/opt-out and ‘break-the-glass’ options

• Complete HIE administration

• Full auditing capabilities with security audit trial reporting

• We’ll provide all you need—not more, not less

• Simple and low-cost pricing

• Rapid and fully managed deployment and operations support

• Built with modern technologies and IHE standard profiles

• Comprehensive longitudinal patient record

• Secure and HIPAA compliant

Optional features include electronic prescription, workflow management, rules engine, lab order management, radiology results viewing, PACS integration, reporting, care coordination capabilities, and custom integration services.

HIE-in-a-Box™ has all of the components required to provide a longitudinal health record to community providers. The “com-munity” systems feed patient information to the HIE over secure communication proto-cols (e.g., LLP over SSL, TLS). They can also query and import documents, depending on their capabilities. Authorized provid-ers may view the longitudinal patient record. Patient permis-sion to share information is based on the governance of the exchange, and supported by the MOSS policy engine.

Delivery Option:Onsite or cloud

Target EHR/HIS Systems:• Any system that can produce an ADT feed for

patient registration, medical summaries in standard CCD (C32 or XDS.b) compliant formats, and HL7 messages for discrete data.

• Custom interfaces can be provided for non-stan-dard EHR/HIS systems

Time-to-Operation:Documents may begin to be shared within 2 weeks of agreed start date.

Feature Description CompetitionMisys Connect HIE-in-a-Box™ NwHIN Direct

SOA-based Architecture 3 3

Integrated Healthcare Enterprise (IHE) Profile Support 3 3

Patient Identity Resolution 3 3

Record Locator Service (RLS) 3 3

Document Repository 3 3

Audit Record Repository 3 3

Longitudinal Patient Record 3 3

Clinical Portal 3 3

Clinical Data Repository (CDR) for discrete data display 3 3

• Allergies 3 3

• Medications 3 3

• Lab Results 3 3

• Immunizations 3 3

Role-Based Access Control 3 3 3

Privacy (HIPAA compliant) 3 3

Policy Engine (Patient Consent, BPPC, Break-the-glass) 3 3

Security (Authentication, Authorization, Access and Audit) 3 3

System Administration and Configuration 3 3

NwHIN Gateway 3 3

Secure Messaging 3 3 3

Patient Access to Clinical Summaries 3 3

Support Single-Sign-On 3 3

Support SAML 3 3

Provider Registry 3

System Monitoring and Load Balancing 3 3

Passed IHE Connectathon Tests 3


Connect™

HIE-in-a-Box™

HIE-in-a-Box™

HIE-in-a-Box™

Connect™

Connect™


Connect™

HIE-in-a-Box™

HIE-in-a-Box™

HIE-in-a-Box™

Connect™

Connect™



Connect™

HIE-in-a-Box™

HIE-in-a-Box™

HIE-in-a-Box™

Connect™

Connect™


Solution Sheets and Case Studies

CLIENT:

KnowledgeAdvisors

SERVICES:

• Brand Refresh

• Program Icon Development


• Copy Writing and Editing

Leading Networking Solutions Corporation

KnowledgeAdvisors Case Study

Challenge

A leading Network Solutions corporation and its channel partners have a standardized process for collecting training evaluation and customer satisfaction data for the corporation’s training events held across the world. The group responsible for managing channel partner relations wanted to use this data to help them effectively manage their business and prove the value of training. After several iterations, the team found that they lacked sufficient analysis expertise to fully utilize their data to drive effective decision-making.

SolutionKnowledgeAdvisors identified the key decisions that the channel partner team needed to effectively manage their business, then developed a customized analysis framework and presentation format based on these key decision-points. The analysis framework is updated quarterly, analyzed to find meaningful insights, then presented to the leadership team to inform and drive decision-making.

Results

KnowledgeAdvisors helped this network leader shift its focus from high-level satisfaction data to a blended approach, focusing on the effectiveness and impact of training to drive client behavior and purchase decisions. The corporation’s Channel Partner team now has access to partner-level performance data to help them effectively manage their client relationships. In turn, the organization has created a partner award and certification program that includes this performance data.

Metrics that Matter®

Custom Quarterly Analysis

View more video case studies on our website at www.knowledgeadvisors.com

KA-Consulting-Case-Study-Networking.indd 1 2/13/14 9:30 AM

www.knowledgeadvisors.com [email protected]

800.561.3341 (within the U.S.)+1.312.676.4400 (worldwide)


Continued...

Talent development professionals around the world use Metrics that Matter® to help them measure and improve the impact of their programs. They trust the rich data, dashboards and executive reports within MTM to help drive data-driven decisions that impact the future of their organizations.

But what if the most crucial pieces of that data were available at the click of a button, getting you exactly the right information at exactly the right time to help drive meaningful action exactly when it was needed the most?

What if Metrics that Matter® could tell you which decisions about your talent development programs will help drive the greatest positive impact?

Introducing Instant InsightsInstant Insights is a prescriptive guidance tool that uses Metrics that Matter® (MTM) data to diagnose levels of scrap learning (learning that is not applied on-the-job and therefore becomes an expensive waste of resources) and provide recommendations for how to reduce its occurrence.

A core part of all Metrics that Matter® subscriptions, Instant Insights automatically analyzes and roots out scrap learning in the talent development process and provides a succinct summary with recommendations on how to elminate it, ultimately saving clients money.

From talent analytics across the entire employee life cycle, Metrics that Matter® allows you to capture a tremendous amount of data to fuel the decision-making process.

Instant Insights makes it easier to find the most vital data you need to make decisions that have the greatest impact on the reduction of expensive scrap learning.

At no additional charge to Metrics that Matter® subscribers, Instant Insights will allow clients to easily:

• Summarize data: MTM calculates scrap learning by subtracting the average percent applied to the job from 100 by asking the question “What percent of new knowledge and skills learned from this training do you estimate you will directly apply to your job?”

• Compare to benchmark: MTM compares the summarized data calculated in the previous step and compares it to other organizations’ performance. Users can configure the most appropriate benchmark for you using “Set Benchmark” on the “My Settings” tab of your account.

• Monetize business impact: Potential cost savings over the next year are automatically calculated by MTM by looking at: 1) historical training volume; 2) a configurable dollar amount; and 3) scrap percentage.


Instant Insights


View more video case studies on our website at www.knowledgeadvisors.com

Global Technology Company

KnowledgeAdvisors Consulting Case Study

Challenge

The Sales Enablement Team of a Global Hardware Virtualization company was challenged to quantify the impact of several training and certification programs in order to justify the expense and develop strategic investment plans for the future.

The programs were designed to ensure not only technical expertise and the ability to communicate with potential clients but also critical sales/selling skills. Business leaders regularly challenged the team to quantify the impact: “We are pounded on a daily basis to compare results of who went through training to those who didn’t”.

SolutionThe Global Hardware Virtualization company engaged KnowledgeAdvisors to:

• Develop testable hypotheses to address core business questions and a clear logic model of how talent programs are affecting sales outcomes.

• Identify causative factors (e.g., competency attainment, training, team engagement, incentives structures and reporting relationships) that are responsible for variation in sales performance.

• Build custom multivariate regression model specifications, to identify statistically significant predictors and quantify the strength and size of those relationships through rigorous statistical testing.

Results

• Established that certain training and certification programs can help explain a significant amount of sales outcome variations.

• Identified 4 programs that were statistical drivers of sales outcomes while several others were not thus helping the client prioritize investments and future enrollments.

• Found that one training program’s “Bootcamp” out performed the “condensed” version by a factor of 3 to 1

• Found that the most costly training program increased average sale size by 75%, far exceeding the cost of the program.

“We are pounded on a daily basis to compare results of who went through training and those who didn’t.”

Predictive Analytics

KA-Case-Study-Global-Tech.indd 1 2/13/14 9:57 AM

DescriptionThis presentation will define ‘Big Data’ and its impact on organizational decision-making. It will then focus on defining talent development processes that house big data and identifying data sources and classification of metrics to transform data into wisdom through timely, credible, predictive analytics.

During this presentation, you will learn about:

• Big Data and how it impacts business

• Talent development processes and sources of data

• Metric classifications for learning and talent development

• Tools and techniques to use data for decision making

Agenda1:00 - 1:15 pm Register and Check-In

1:15 - 2:15 pm Big Data is Transforming Learning and Talent Development

2:15 - 2:30 pm Break

2:30 - 3:15 pm Overview of Talent Analytics Solutions

3:15 pm Adjourn

Learn how Big Data impacts

organizational decision

making in a Big Way. Discover

how to harness it’s power to

gain wisdom through credible

and predictive analytics.

Don’t Miss a FREE Briefing on Big Data

How Big Data is Transforming Learning and Talent DevelopmentFeb 20, 2014 | 1:00 - 3:15 pm Realogy International Headquarters Amphitheater175 Park Ave. | Madison, NJ 07940

For more information and to register, visit:knowledgeadvisors.com/new-jersey-feb20-briefing/

brought to you by...

Business Executive Summary Report

Learning Executive Reports

L&D Summary Report

Extract, Convert and Calculate Standard Measures

Business Outcomes

Executive Reports

Statements

Data Sets

Data Sources

port

B

Business Outcomes Statement

L&D Program Reportport

LearningE�ectiveness

Statement

L&D Summary Reportport

LearningE�ciencyStatement

OE�ectiveness E�ciency

FinancialData

EvaluationSystem

Other Sources(e.g. HRIS, ERP, CRM)

Learning Management System


NY-Briefing-Flyer-0214.indd 1 12/29/13 10:48 AM


Corporate Brochure

CLIENT:

KnowledgeAdvisors

SERVICES:

• Art Direction


• Copy Editing

ConsultingServicesMetrics that Matter®

1 | KnowledgeAdvisors Consulting


Experts in Talent Analytics

3 | KnowledgeAdvisors Consulting

Building real analytics talent can take time, and even well-respected organizations can struggle to hire, train, and develop the right people to do the job well. Many organizations simply do not have resources, time, or skill set to analyze their learning and talent data.

According to a 2011 McKinsey Report, by 2018 there will be a shortage of up to 190,000 data scientists, and over 1.5 million managers who have analytics capabilities. This shortage of talent will make it even harder for organizations that are having a hard time filling analytics roles with qualified personnel.

That’s why KnowledgeAdvisors offers a Big Data Analysis offering, with the technology, consulting expertise and hard-won insight of the world’s leaders in talent analytics.

Our seasoned analytics consulting and technology team can bring decades of combined experience in this arena to your organization without requiring you to hire, train, and onboard a dedicated Big Data resource.

We can help you answer seemingly impossible questions about your data, bringing real value and insight to the volumes of information you store on your human capital.

Our Big Data Analysis Services Include:• Consultation on what data sets matter to your organization

• Recommendations on how to make the data connections you need with your organization’s technical infrastructure in mind

• Customized dashboards tailored directly to your organization’s key performance indicators

• Executive-level presentations delivered to your organization’s executives, C-suite or Board

Big Data can create massive value, but only with the right team, guidance, and technology. Let KnowledgeAdvisors help you deliver critical insights with our Big Data Analysis Services without the risk of building your own internal Big Data team.

Big Data Analysis

Predictive Talent AnalyticsYou have developed a great foundation of talent measurement and reporting capabilities but stakeholders are starting to ask tougher questions. They want to know what is driving talent and business outcomes. How do you respond with the rigor and sophistication needed to tackle the highest strategic analytic needs of the company?

KnowledgeAdvisors’ talent analytics experts help you answer the toughest questions, statistically testing the relationships between your talent programs and the outcomes the business cares most about. We help you quantify the value of your talent programs, build the business case for future investments and predict the likely outcomes.

KnowledgeAdvisors’ experts in talent data and statistical modeling will help you:

• Develop testable hypotheses to address core business questions and a clear logic model of how talent programs are affecting outcomes

• Identify the data requirements and work with your teams to extract the data required for modeling

• Leverage advanced multivariate regression techniques, we will develop custom model specifications

• Identify the strongest predictors and will quantify the strength and size of the statistical relationships identified in the models

• Develop the interpretation of the results using data visualization and scenario based examples. All insights will be developed in business terms and language you can take to your executive sponsors

Predictive Talent Analytics by KnowledgeAdvisors’ positions you to answer with rigor and precision the tough questions: Which program should I invest in? If we focus on one area what is my likely performance improvement? Where are the weak spots in our talent lifecycle? We can help inform strategic decision making and help position talent programs as key business drivers.

www.knowledgeadvisors.com | 2

KnowledgeAdvisors talent measurement experts help organizations better allocate their talent

investments through practical talent measurement strategies that allow for faster, more accurate,

data-driven decision-making.

At the core of KnowledgeAdvisors’ Consulting offerings is the development of solid, proven, measurement strategies. From readiness assessments to comprehensive talent measurement strategies, we offer several approaches tailored to your current

level of measurement maturity.

Readiness AssessmentKnowledgeAdvisors helps determine the readiness of your organization to adopt sustainable measurement and evaluation capabilities across roles, audiences, and demographics. This assessment identifies potential areas of adoption and gaps in capabilities.

Evaluation PlanThe KnowledgeAdvisors learning evaluation plan focuses on understanding stakeholder data needs, the current curriculum structure, and how best to measure the curriculum to meet those needs.

Measurement StrategyThis valuable strategic document maps out your current learning methods and major curricula, and aligns a measurement approach that will meet your stakeholders’ data needs. We help you develop key performance indicators (KPIs) to align with efficiency, effectiveness, and outcomes to ensure

a return on your learning investment.

Measurement StrategyOnce a strategic direction for talent measurement and evaluation is established, we create a roadmap which outlines the journey and implementation to achieve sustainable measurement capability that will be used for business decision making and drive value.

Our talent analytics experts help you understand the steps required to create and manage the measurement function as a business, defining success criteria in expanding your organization’s measurement capability and achieving the stakeholders’ business outcome metrics.

We Reduce RiskKnowledgeAdvisors reduces risk for our clients with a proven roadmap that maximizes the value of talent measurement programs, while utilizing your organization’s time and resources in the most efficient manner possible.

KnowledgeAdvisors consultants help clients answer key questions like “Where do we start?” “What should we measure?” and “How do

we know it’s working?” We provide step-by-step guidance to assure talent measurement success.

Whether you’re already a user of Metrics that Matter®—our flagship talent analytics software—or simply beginning to use talent measurement to improve performance, KnowledgeAdvisors offers consulting solutions to suit your organization’s needs.

Assess, evaluate and measure

Consulting Services


Assessment Services

KnowledgeAdvisors provides researched and validated assessments that can help you build effective leaders and employees. Our talent experts can help you assess performance or competency, assist with succession planning by identifying high performers, and help with action planning to improve performance.

We offer a wide variety of assessments, including competency, which align to your departments and organizations; and performance, which helps assure that people have the capabilities to do their jobs.

Our comprehensive talent development needs assessment helps your organization:

• Identify critical proficiency gaps at a granular level and prioritize for talent development efforts

• Ensure you’re just not closing current skill gaps, but planning for future gaps as well.

• Pinpoint the most critical proficiency gaps and recommend solutions to share with stakeholders through expert analysis and reporting.

KnowledgeAdvisors assessments can help optimize your workforce by understanding where they are at and where they need to go.

Discover, develop and excel

Impact StudiesDo you know how your talent program is impacting your organization? Can you tell which programs are

most successful and are increasing business performance?

KnowledgeAdvisors Impact Studies help you create a comprehensive view of the effectiveness and impact of talent programs, allowing you to determine which program components are effective or most predictive of successful business outcomes.

By creating a direct line of sight from your program to business objectives, you can shift the focus of the conversation from opinions and gut feelings to data-fueled decision-making grounded in scientific rigor.



knowledgeadvisors.com

NORTH AMERICAKnowledgeAdvisors, Inc.

222 South Riverside Plaza

Suite 2050

Chicago, IL 60606

+1 800 561 3341 (within the US)

+1 312 676 4400 (worldwide)

+1 312 676 4401 (fax)

ASIA-PACIFICKnowledgeAdvisors

#10-06, TripleOne Somerset

111 Somerset Road

Singapore 238164

(65) 6505 2091

EMEAKnowledgeAdvisors, Ltd.

45 Moorfields

Moorgate, EC2Y 9AE

+44 (0) 207 997 7356

[email protected]

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• Art direction


A Lot is Riding on the Development of Your Leaders

www.knowledgeadvisors.com

Make Sure They’re Headed in the Right Direction

The #1 priority identified by CEOs from over 60 countries in a 2012 PwC CEO Survey was “developing leadership and the talent pipeline.” U.S. companies spent over $13 billion on leadership training in 2012 alone, yet for all that money spent, just how effective are these programs?

The fact is, you can’t manage what you can’t measure, and research shows that up to 48 percent of executive development produces no improvement in business performance.

Enter the Metrics that Matter® Leadership Edition, a new offering from the Talent Analytics experts at KnowledgeAdvisors.

As yourself:

• How do we reduce turnover among leaders?

• What are the gaps for our emerging leaders?

• How can we improve our leadership development programs?


The Metrics that Matter® Leadership Edition enables your organization to both build leadership capabilities and analyze the effectiveness of your programs, with a comprehensive suite of tools, dashboards and executive reports to help you improve the key metrics that matter most to your organization, like leadership effectiveness, employee retention, business performance and leader bench strength.

Use the Metrics that Matter® Leadership Edition to help identify high potentials, improve leadership programs, pinpoint leadership gaps and plan successions, all within one easy-to-se system.

Check out a free demo of The Metrics that Matter® Leadership Edition today, and sign up for a free trial.


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ANFP applauds nutrition and

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foodservice professionals and other

members of the nutrition services

team for their dedication to client care.

P R ID E

IN FOOD

SERVIC E

WEEK

feB 4 -8 ,

2 0 1 3

publications


Making the most of Education Opportunities

Pricing Menu Items Guidance for Foodservice Departments

Introducing MyPlate USDA creates new healthy eating icon

Gluten Free Preparation is key

JANUARY 2012

™

1January 2014

CONTENTS

DEPARTMENTS

5FoodFile

8Leaders&Luminaries

10 FoodProtectionConnection

34 MessageFromtheChair

39 MeetaMember

ALSO IN TH IS I SSUE

3 SpringRegionalMeetings Preview

4 2014ANFPYearataGlance

15 2013Nutrition&Foodservice EdgeArticleIndex

Leaders & Luminaries: Chef Zach Lorber

Emerging Dining Trends in Long-Term Care

Never Stop Learning: The Importance of Professional Education

Continuing Education: A New Year of Infinite Possibilities

2218

January 2014 / Volume 23 / Issue No. 1

FEATURES

18 EmergingDiningTrendsin Long-TermCare NFEFWhitePaper

OnbehalfoftheNutrition&FoodserviceEducationFoundation(NFEF),Technomicconductedanoriginalresearchstudyassessingthecurrentandfutureroleoffoodserviceinlong-termcarefacilities.Studyresultsarepublishedhere.

22NeverStopLearning:TheImportance ofProfessionalEducation byMichaelScott,MPA

Intimesofunprecedentedchange,athirstforlifetimelearningisvitaltostayrelevantandmarketableinone’spersonalandprofessionalendeavors.

26ContinuingEducation:ANewYearof InfinitePossibilities byLauraVasilion

Whatbettertimethannow,intheNewYear,toresolvetocontinueyourlearningjourneybybuildinguponwhatyouknowasyouseeknewunderstandingandknowledgeinyourcareer.Insightsfromtwoaccomplishedfoodserviceeducatorsareprovidedhere.

30TakeChargeofYourPresentandFuture byMichaelRoddey,CDM,CFPP

ANFP’snewCulinaryTaskForcehasidentifiedvariousareasofprofessionalandculinarydevelopmentthatwillhelpenhanceyourcareer.InthisarticleACF(AmericanCulinaryFederation)certificationishighlighted.

®P U B L I S H E D B Y

8 26

Nutrition &FoodserviceEdge

1.5 HOURS SAN

Nutrition & Foodservice Edge2

Editor’sPage

DianeEverettEditor

Nutrition & Foodservice Edge®isthepremier

resourcefornutritionandfoodservice

professionalsandthoseaspiringtocareers

inthisindustry.Itispublishedbythe

AssociationofNutrition&FoodserviceProfessionals.

Editor. . . . . . . . . . . . . . . . . . . . . . . DianeJ.Everett

[email protected]

SeniorWriter . . . . . . . . . . . . . . . .LauraE.Vasilion

[email protected]

AdvertisingSales. . . . . . . . . . . .AlexanderBarton

[email protected]

Design. . . . . . . . . . . . . . . . . . . . . . . . . MercyEhrler

[email protected]

Nutrition & Foodservice Edge®(ISSN21649669)

ispublishedmonthlyexceptcombinedissues

inJuly/AugustandNovember/December.

©2014bytheAssociationofNutrition&

FoodserviceProfessionals,406Surrey

WoodsDrive,St.Charles,IL60174.

Phone:(630)587-6336.Fax:(630)587-6308.

Website:www.ANFPonline.org

PeriodicalspostagepaidatSt.Charles,ILand

additionalmailingoffices.POSTMASTER:

SendaddresschangestoNutrition & Foodservice Edge®,406SurreyWoodsDrive,

St.Charles,IL60174.

SubscriptionRatesEdgesubscriptionrateforANFPmembersis$15,

whichisincludedwithannualmembershipdues.

Subscriptionsareavailabletootherinterested

partiesfor$40/yearor$5/issue.OutsideU.S.,

contactANFPforpricing.

EditorialPolicyReadersareinvitedtosubmitmanuscriptsfor

publicationconsideration.Pleasecontactthe

editorforspecificpublishingguidelines.Views

expressedbycontributorsdonotnecessarily

reflecttheopinionoftheassociation.

FollowANFPon… PrintedintheU.S.A.

LynneEddy,MS,RD,

FAND,CHEAssociate Professor, Business Management, TheCulinaryInstitute

ofAmerica,

HydePark,NY

RichardHynes

Director, Consultant Services, HobartCorp.,

Franklin,MA

KevinLoughran

Director of Support Services for Food and Dining, Healthcare

ServicesGroup,

Bensalem,PA

RubyPuckett,MA,FFCSI

Director, Dietary Manager Training, UniversityofFloridaDiv

ofContinuingEd.,

Gainesville,FL

MartyRothschildPresident,AladdinTemp-Rite,

Hendersonville,TN

BobSala

Founder and Director at Large, DistributionMarket

Advantage,

HoffmanEstates,IL

ReneeZonka,CEC,RD,

MBA,CHE

Dean, School of Culinary Arts, KendallCollege,

Chicago,IL

EDITORIAL ADVISORYBOARD

®

Nutrition &FoodserviceEdge

TrainingYourFoodSafetyTeam

March 2014 / Issue No. 3

nection column I was a bit taken aback. Michael Scott, MPA interviews interna-tionally acclaimed speaker and author Chuck Blakeman, who wrote a book which advocates giving your work team more power and responsibility. He con-tends that when your team is comprised of stakeholders instead of employees, your organization will function at a higher level. Turn to page 16 to learn more.

Everything old is new again. Old-world grains are being used more frequently these days for good taste and improved health. Millet, spelt, teff and others are becoming visible at grocery stores and in recipes. Executive Chef Richard “Nick” Nickless, CDM, CFPP offers insights on ancient grains beginning on page 24.

School foodservice directors faced new regulations relating to student meals for the 2012-2013 academic year, and more changes will take effect next fall and in years to come. Camilia Stout interviewed three Logan, Utah schools to see how they’re doing with their efforts to re-tool menus to offer choices with less sodium and saturated fat, and more whole grains, fruits and vegetables. She summarizes her findings on page 27.

Looking for a new environment to put your foodservice skills to work? Consider corrections. Linda Eck Mills, MBA, RDN, LDN, FADA interviews several CDMs for our page 30 article, who dis-cuss why correctional food service is right for them.

ANFP has had a very busy quarter. Our pages highlight several new programs and resources of value to CDMs and the departments in which they work. j

Your foodservice employees are your food safety team. It takes ev-ery staff member in your depart-

ment to ensure that sound food protec-tion principles are practiced each day. The person who receives deliveries at your loading dock needs to check for open packages, compromised produce, and appropriate temperatures. Your prep staff must be mindful about proper glove use, avoiding cross-contamination, and foods in the temperature danger zone. Your chef must be vigilant about proper cooking temps and potentially hazardous foods. The list goes on. Ultimately, your entire team has an important role in ensuring safe foods are served to your clients.

Finding effective training methods is critical. Melissa Vaccaro, MS, CHO, who wrote our cover story, stresses the value of determining how your employees learn. It won’t be the same for every one. Some are print culture learners, who absorb manu-als and instructions by reading. Converse-ly, oral culture learners most effectively learn by listening, seeing, or experienc-ing. Most of your foodservice employees fall into the latter group, and appreciate two-way communication and demonstra-tions of food safety concepts. See page 10 for more insights and resources on staff training.

Are Employees a Bad Idea? When I saw the title of this month’s Leadership Con-

25February 2014

TeaTypes

From tattletea.coffeebeandirect.com

White,Green,OolongandBlackteasallstartasfreshgreenleaves

ofthesameplant—CamelliaSinensis.Theleavesareagitated(ex.

rolling,crushing,orblending)releasingenzymesthatreacttoair

causingoxidation.Thischemicalreactioncontinuestochangethe

teauntiltheleavesareheated.Thefinalcreationisdeterminedby

themethodinwhichtheleavesareagitatedandthedurationof

oxidation.

B L AC KT E A

Blackteasfullyoxidizeandareoftenthestrongesttasting,mostfullbodiedteas.

Forastrongcupofbreakfastteathatreallypacksapunch,tryblacktea.While

mostareverybold,theycanbecomplexandnuancedaswell.Someblackteas

evenhaveflavorsofmaltedbarleyormuscatelandwine.

G R E E N T E A

Greenteasareheated(steamedorpanfired)rightawaytoslowoxidation.

Theleavesretaintheirgreencolorwhilevaryingbetweenhand-rolledpearls,

gunpowder,evenleavesthatlooklike“preciouseyebrows.”Moreflavorfulthan

whitetea,greensoftentastebrightandcrispwithagrassy,vegetalflavor.

W H IT E T E A

Whiteteasgothroughtheleastproduction,simplyplucked,allowedtowitherand

thendried.Whentheseteasaresteeped,theliquorissoftwithalight,delicate

flavor.Fromearthytosweet,whiteteasareoftenlessflavorfulthanothervarieties,

yetnuancedanddelightful.

O O LO N G T E A

Oolongteasarerolledandthenpartiallydried.Thisprocesscanberepeatedover

andover,creatingauniqueteawithcharacteristicsofgreenandblack.Oolongs

rangefrombrightgreentodark,fullyoxidizedteas.Softandbrightlikegreentea,

yetlessgrassyorvegetal,manyoolongshavelightfloral,fruitynotes.

H E R B A L T E A

HerbalteaslikeRooibos,PeppermintandYerbaMatearen’ttechnicallytea,since

theyarenotmadefromthecamelliasinensisplant.Theseherbalinfusionsareso

deliciouswe’rejustgoingtocallthemtea!Themostwell-knownisRooibosorred

tea,whichisnaturallycaffeinefree,decadentandsweet.It’stheredvelvetcupcake

ofteas.YerbaMate,ontheotherhand,isahighenergyteawithanearthyflavor.

17March 2014

I had the pleasure of interviewing Chuck Blakeman for this ex-clusive Leadership Connection column on the principles of his new book—which was named a Top 10 Business Book in 2013 by WealthManagement.com.

The title of your book is Employees Are ALWAYS a Bad Idea. So the obvious question is: Why are they such a bad idea? Don’t we need them, particularly in a foodservice environment that’s very hands on?

Sure we do. But what we really need to keep in mind is that employees were invented in the early 20th century to populate the factory system. The goal was to attract “stupid” and “lazy” people who would be extensions of machines, not people who could improve the system.

If employees are such a bad idea, then what should we have instead?

Stakeholders. In a sense, employees have been reduced to func-tional children who find themselves boxed into office daycare centers, and told exactly what to do, how to do it, and when to do it. They are often viewed as unable to think for themselves.

The marching orders of the traditional workplace is, get to work early, leave late, shut up, sit down, don’t you dare make waves, and live invisibly. As an employee you are told when to show up, what time recess and lunch are, and exactly what you should do while you’re there.

And stakeholders?

They are a whole different breed. Stakeholders are people who have survived the Industrial Age practice of being treated like children and are your independent, confident team members who are neither stupid or lazy.

But what about job descriptions and tasks?

In the employer world, we have become task-oriented to the point where employees often feel used, like cogs in a wheel or machine. Therefore, the employer-employee relationship be-comes very rote. The company line becomes “come to work and

do what I tell you to do.”

How can foodservice leaders begin to shift out of this perspective?

I often pose the following question: What would it look like if you the leader and your organization were to cultivate a mind-set of “what is the greatest thing we can expect of our people?” In other words, how about giving your food and nutrition team some decision-making power and responsibility? Like the free-dom to innovate, question, change, or suggest a better way of doing things. Isn’t that the essence of a truly empowered team?

Inhisnewbook,internationallyacclaimedauthorChuck

Blakeman,saysYES…thatis,unlessthoseveryemployeesare

transformedintowhathecallsstakeholders.

Answers to LC Review QuestionsCDMs who answer the LC Review Questions on page 19 of this issue can check their responses against the answer key found on page 38. This “self check” allows you to confirm your understanding of the test questions.

FormoreinformationaboutChuckBlakemanandhisnewbook,visitwww.whyemployeesarealwaysabadidea.com

Howaboutgivingyourfoodandnutritionteamsomedecision-making

powerandresponsibility?Likethe

freedomtoinnovate,question,change,or

suggestabetterwayofdoingthings.

Sounds reasonable and simple. So why aren’t more leaders embrac-ing this?

Great question. Frankly, I believe that most leaders don’t see the need to change because the current model they’re using has been successful for them and they’re comfortably on budget and profitable. So the culture becomes, “forget the people at the bottom. We’ll keep ’em as long as they do what we tell them to do.”

Sounds like you’re saying that talented people simply won’t put up with the current Industrial Age Model anymore?

You got it! We’ve entered the Participation Age, which embraces sharing. Today, people simply won’t put up with being treated

Continued on page 18

23February 2014

TalkingTea

Tea Timeby|LauraVasilion

Savor the Flavor

Nutrition & Foodservice Edge16 Nutrition & FoodserviceEdge16

LeadershipConnection

AreEmployeesABadIdea?

byMichaelScott,MPA

EDGE Magazine

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