Podcast appearances and mentions of debbie morgan

Tyler Perry is trading in his famous Madea wig and dress for strip clubs, crime, and non-stop sex scenes in Beauty In Black—a gritty new Netflix series that's a shocking departure from his usual storytelling style. Fresh off the lukewarm reception of Divorce In The Black, Perry dives headfirst into a world of betrayal, nudity, violence, and tension that could leave even his most devoted fans stunned.This series follows Kimmie (Taylor Polidore), a woman desperate to escape the nightclub life. Things take a wild turn when she discovers that her high-profile VIP client is connected to Mallory (Crystle Stewart), the glamorous face of the 'Beauty In Black' cosmetics empire—and a family with deep ties to crime. As the wealthy Ballerie family fights off a lawsuit that could dismantle their business, Kimmie takes a risk of her own, plotting to rob her client in a bid for freedom.Beauty In Black features a knockout cast, including Richard Lawson, Debbie Morgan, Shannon Wallace, Ursula O. Robinson, Julian Horton, Ricco Ross, Terrell Carter, Amber Reign Smith, Steven G. Norfleet, and TS Madison, each bringing to life the show's bold and edgy tone.TeaRon and Tiera Janee break down all the drama, jaw-dropping scenes, and Perry's new approach. Is this the Tyler Perry fans know—or is he reshaping his legacy for a more daring audience?–––––––––––––––––––––––––––––About UBIQUITOUS BLACKS REVIEWS:'Ubiquitous Blacks Reviews' is an extension of the Ubiquitous Blacks Podcast where TeaRon (IG: @tearonworld) is joined alongside Tiera Janee' (IG: @tieratakes_) as the two review the latest in Black Movies, TV Shows, and more. These hilariously entertaining reviews are directed at discussing media that appeals to Black/African people around the world in the diaspora.You can watch the episodes on the official YouTube channel, and you can also listen to the full unedited episodes wherever you listen to podcasts.Send us a textSupport the showFollow and Interact With Us: Instagram, Facebook, YouTube, Threads

Welcome back to Morgan Hasn't Seen with Jeannine Brice & Morgan Robinson!! A movie Morgan has been waiting to watch for a good while on this week's show as the Black Female Leads series continues with the mystical, haunting, dramatic intensity of director Kasi Lemmons' slice of Southern Gothic, EVE'S BAYOU (1997) starring Jurnee Smollett, Samuel L. Jackson, Lynn Whitfield, Debbie Morgan, Meagan Good & Diahann Carroll! Our Youtube Channel for Monday Madness on video, Watchalongs, Live Discussions & more: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/channel/UCvACMX8jX1qQ5ClrGW53vow⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Donate: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.buymeacoffee.com/ItsAWonderful1⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Join our Patreon: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.patreon.com/ItsAWonderful1⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ IT'S A WONDERFUL PODCAST STORE:  ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://its-a-wonderful-podcast.creator-spring.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Sub to the feed and download now on Anchor, Apple Podcasts, Spotify, Stitcher, Google Podcasts, Castbox, Amazon Music & more and be sure to rate, review and SHARE AROUND!! Keep up with us on Twitter: Podcast: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/ItsAWonderful1⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Morgan: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/Th3PurpleDon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Jeannine: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/JeannineDaBean_⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Keep being wonderful!! --- Send in a voice message: https://podcasters.spotify.com/pod/show/itsawonderfulpodcast/message Support this podcast: https://podcasters.spotify.com/pod/show/itsawonderfulpodcast/support

Come, Follow Me | July 24–30 | Acts 16-21 | “The Lord Had Called Us for to Preach the Gospel” | Guests Patrick Mason, Chair of Mormon History & Culture at UT State University, and Tom Morgan, former Mission President, and his wife, Debbie Morgan.

William Larry Kirk, 70, of Thomasville died November 9, 2022 at his home. He was born September 10, 1952 in Camden to William Roy and Vera Mae Kirk. He was retired from Scotch Plywood Company and was a longtime umpire and referee. He is survived by his wife, Charlotte N. Kirk; son, William Bradley “Brad” Kirk (Bridgett); daughter, Kristy Renae Lucas (Jon Pat); three brothers, Johnny Mac Kirk, David Kirk, and Joe Kirk; two sisters, Linda K. Anderson and Debbie Morgan; seven grandchildren, Carlee Kirk, Caiden Kirk, Chandler Kirk, Brianna Lucas, Brooklyn Lucas, Maddi Ogle, and Macailyn Ogle. Funeral services...Article Link

Description: In this episode with HR Content Manager, Debbie Morgan, we wrap up the compensation conversation by giving you answers to YOUR questions! Debbie shares practical ideas business leaders can use today when it comes to compensation planning, including pay compression, employee attraction and retention, inflation, competitive pay strategies, and more. Listen to Discover: Pay is not based on inflation! Salary is a cost of doing business, and inflation is tied to the economy and the cost of purchasing goods. Inflation is tied to the cost of living, while salary budgets are tied to the cost of labor. Organizations that have already made market adjustments and are confident in market positioning are planning merit budgets of around 4 percent. Seventy percent of employers are planning benefit enhancements for 2023. Competitive health plans, generous vacation/sick/PTO, parental leave programs, remote work, and flexible schedules are differentiators.  Bios: Debbie Morgan, Manager, HR Content  Let's Connect: Debbie's LinkedIn Profile  Resources: Are you an MRA member that participated in this year's Compensation Trends Survey? The report can be viewed on the MRA Website through the user dashboard. If you participated in the report, simply log in to the website, head over to your user dashboard, and locate surveys on the grey bar! From there you will see your report under “View Survey Reports”. Are you an MRA member but did not have a chance to participate in this year's Compensation Trends Survey? The full report can be purchased for $545, with applicable sales tax. To do so, login to the website, head on over to your dashboard and locate surveys on the grey bar. Click on it and it will take you to the survey page, scroll down to Purchase Survey Results and follow the steps on screen for the report you wish to purchase. Not a MRA member yet? Access our executive summary This is a small portion of the survey that includes key information from MRA's Compensation Trends Survey. Transcript: INTRO | 00;00;00;03 - 00;00;23;05 Hello, hello, everybody, and welcome to 30 minute THRIVE - your go- to podcast for anything and everything HR, powered by MRA - The Management Association. Looking to stay on top of the ever- changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. Now, it's time to THRIVE. Sophie Boler | 00;00;23;18 - 00;00;51;25 Well, hello, everybody. I am joined with Debbie Morgan today. She's our HR Content Manager here at MRA. She's been here for two years, but has really been in the business for 20 years now with HR experience and is really passionate about what she does. And I can say she's a pleasure to work with. But Debbie, I'm really excited to talk to you today to wrap up the 2022 CompTrends event and CompTrends survey. Sophie Boler | 00;00;52;15 - 00;01;15;06 We talked to Mike and Brittany about this and they had great things to say. So we had over 1400 people register for the event, so we know it's a huge topic of interest to all of our listeners and our HR colleagues out there. But today, like I said, we're really here to just wrap it all up and we had a number of questions come in through our chat function. Sophie Boler | 00;01;15;17 - 00;01;36;08 So we're going to take a look at some of the questions our members submitted. So the first question we really hear a lot when it comes to strategic compensation planning. So the data from the conference survey is collected months prior, but how can employers know what is happening in the current market to really plan for the coming year? Debbie Morgan | 00;01;36;18 - 00;02;15;11 Yeah, that's a great question, Sophie. And I guess before we get too far into this, thank you for that great introduction. Yeah, I have over 20 years of crazy comp and benefits experience in what we're in right now, is definitely a unique market. So for companies that want to stay on top of it and really be up to date with those increases because they've been so turbulent and just so frequent last year, you're going to look at how, well, employers are going to have to do the math here. Debbie Morgan | 00;02;16;08 - 00;02;47;21 So using those math skills, most people are going to start with the last increase that they gave people or the pay rate that people were at. Usually it's going to be starting January. That's the most common date to use. And you look at those on an annual basis and let's say the recommended increase is 4%, you're going to take the last pay increase and increase that by 1.04. Debbie Morgan | 00;02;48;01 - 00;03;02;12 Now the "one" is "one" for one year later and then the .04 is the 4% that's trending and that'll get you where you should be for the following January if you originally started with January. Sophie Boler | 00;03;02;18 - 00;03;10;25 Okay. Good to know. And then when we talk about crowdsourced compensation, is that a reliable source? Debbie Morgan | 00;03;11;12 - 00;03;49;19 Yeah. Be careful when looking at crowdsourced data. I know if regular survey data is lacking or if you feel that it isn't keeping up with what you're hearing on the market, it's very tempting to give increases based on what your employees tell you or what you're hearing on the streets that other companies are offering. But, you know, a great example of that is when you see those giant billboards saying "now hiring up to $30 per hour" focus on that "up too", because you don't know what position that is referencing. Debbie Morgan | 00;03;49;27 - 00;04;02;12 You don't know, you know, how much experience they're requiring to enter at that pay rate. So, you know, just be very cautious with that. Your most accurate data is going to come from surveys. Sophie Boler | 00;04;02;15 - 00;04;12;22 Okay. So going along with that, can you tell us any other reliable sources that employers should use to do their market research on compensation? Debbie Morgan | 00;04;12;22 - 00;04;47;25 Surveys are really going to be the best the best resource for you. Know the type of position that you're trying to cost out for. So if it's something that you're struggling with locally and you're recruiting locally for, try to use local data. If this is a position you're going to be recruiting from nationally, look at larger surveys that, you know, span a larger area: chambers of commerce, sometimes can be useful for that. ONET is a free resource. Debbie Morgan | 00;04;48;11 - 00;05;16;16 It's put out by the Department of Labor. It's ONETonline.org. If you haven't used that before, you can make it very specific to the position, put in different specifics about it. Levels of education, levels of experience, things such as that, and also find that information based on your zip code, which is really great. Of course, MRA has awesome surveys for either local or national survey data. Sophie Boler | 00;05;16;24 - 00;05;31;24 Okay, thanks, Debbie. Those are some great resources to take advantage of. So I have another big picture question for you. We're hearing that business is going to decline the rest of the year. How does business plan in such uncertain times? Debbie Morgan | 00;05;31;24 - 00;06;00;09 Right now, it's so tricky. And the best recommendation is with cautious optimism, which I know sounds very vague and maybe a little frustrating for some people. But there are signs that show it could be related to industry. It's really too soon to tell, but really just take a look at what's happening in the environment and keep an eye on that and have your game plan ready if things start to fluctuate. Sophie Boler | 00;06;00;17 - 00;06;18;08 Okay. And we talked a little bit about attraction and retention of employees the past couple of episodes. So we want to talk about that a little bit more with you today. So when posting a job, should the pay range really reflect the actual range or the budgeted range for a role? Debbie Morgan | 00;06;18;18 - 00;06;58;14 That's going to depend on your company's strategy. Best practice is to use your current ranges because that's what's going to be communicated to employees. That's what managers are familiar with. And that way everyone is on the same page. If you are looking at hiring in the future, let's say six months down the road and you're putting, you know, your plan into place for that and you know you're going to be shifting your salary ranges, then you may consider doing that, but make sure before you begin promoting those different wages that managers, supervisors and everybody involved in the process is on the same page. Sophie Boler | 00;06;58;25 - 00;07;11;28 Okay. And also related to attracting and retaining current employees, is there any guidance you have for what to provide current employees when offering a sign on bonus to any new hires? Debbie Morgan | 00;07;12;16 - 00;07;50;07 This is something that we've heard employers are struggling with right now, that, you know, current employees who've been there maybe five, ten years are wondering, "okay, everybody that's coming in is now earning what I am." So what some employers have been doing is offering them different types of incentives or different things that they will find value in, such as paid time off, maybe the opportunity to flex the schedule if there are new job postings, give them the first option at either signing for them. Debbie Morgan | 00;07;50;07 - 00;08;01;17 If you're a union organization or just letting them know first that there's going to be an opening and give them the option to kind of apply for that. Sophie Boler | 00;08;02;08 - 00;08;16;00 But because of these bonuses and increases, we're also hearing concerns about pay compression. So can you review any best practices to address pay compression and any suggestions you have for an employer? Debbie Morgan | 00;08;16;09 - 00;08;20;14 Yeah, pay compression is like the newest buzz word. Sophie Boler | 00;08;20;14 - 00;08;21;01 Hot topic! Debbie Morgan | 00;08;21;14 - 00;08;42;07 The news, hot topic and you know, not in such a great way. But again, it's going to be look at your salary structure and make sure that it's set and that it's sound and that you're following it. If you have designated pay ranges for certain positions, make sure you aren't red lining those and you're not going too far outside of those. Debbie Morgan | 00;08;42;18 - 00;09;08;06 If you're going to start hiring new employees more towards the middle of those pay ranges, how does that look for the employees that are already in those jobs? If they've been there for several years and their first reaching the middle of those ranges, you're hiring new people there. What do you need to do to make that more equitable for the employees that have some tenure with you? Sophie Boler | 00;09;08;06 - 00;09;18;12 And what would you say is the best way to solve pay compression for entry level positions because of the recently increased starting pay rate? Debbie Morgan | 00;09;18;12 - 00;09;41;26 Sometimes that's an indication that you're going to want to look at where your pay ranges are right now. Again, if you're bringing on new people and you're consistently hiring them closer to the middle of your range, do you maybe need to shift that range? So they're now starting towards the bottom and then adjust the employees that are already there as well. Debbie Morgan | 00;09;42;04 - 00;09;51;27 So if there's say, a three year employee that's closer to the middle, when you shift that new range, what's it going to take to keep them in the middle of that new range as well? Sophie Boler | 00;09;52;03 - 00;10;10;06 Okay. And what is the best way to address a situation where you have an employee that's hired and they're earning a salary that's higher than someone in the same role with a good performance history and who has been with the company for several years. Advice on what to do for that situation? Debbie Morgan | 00;10;10;06 - 00;10;40;15 Yeah, look at the new hire and really key aspects of the job. Is their level of knowledge about the same as the person who's already in the position is there? How many years of experience do they have in that type of role? What other things are they bringing to the job that may be compensable? And how does that compare to the person who's already in the job? Debbie Morgan | 00;10;40;24 - 00;10;48;06 If it's very much the same, take a look at the people who are already in that role and even the playing ground level off. Sophie Boler | 00;10;48;17 - 00;11;15;01 Gotcha. And then inflation was also a key topic in this year's Compensation Trend Survey, and we had a number of questions relating to this topic. But during the event, we actually had a member comment that during the last period of high inflation, which was in the seventies and eighties, a period I don't remember, it was really common to tie in the cost of living allowances to the Consumer Price Index. Sophie Boler | 00;11;15;01 - 00;11;20;14 So is there any indication that companies will begin implementing COLA adjustments again? Debbie Morgan | 00;11;21;03 - 00;11;53;17 Some companies have, and that's not always best practice because inflation is a very different concept than wages and you're paying somebody for labor. Inflation is based on the you know, what it costs to live and wages are based on the value of a job, how in-demand a position is. So while they still relate to business, they're two different directions of that. Debbie Morgan | 00;11;53;25 - 00;12;11;18 So they shouldn't be based off of each other. When inflation increases, that doesn't necessarily mean wages should increase, just like when inflation comes down, you're not going to lower what you're paying everybody either. I don't think you'd get a favorable response for your employees. Sophie Boler | 00;12;11;21 - 00;12;22;12 Right. And you kind of covered this in your last response. But how do organizations really combat expectations that salary increases will match the inflation rates? Debbie Morgan | 00;12;24;00 - 00;12;49;22 That's a great question. And I know a lot of people, a lot of companies are asking that same question because employees do come to that. My children asked me about this when they got their pay increases this year and why aren't they keeping in line with inflation? And they're really two different concepts. Inflation is related to what it costs to live and what it costs to purchase goods. Debbie Morgan | 00;12;49;22 - 00;13;19;28 And basically, you know, your groceries and things such as that where, you know, businesses look at the value of a job and what the market is driving for that job. It's more based on, you know, is the job high in high demand? And you know, what is it going to take to keep that employee in that market versus having them go to one of your competitors? Sophie Boler | 00;13;20;13 - 00;13;34;26 Okay. I gotcha. And we've also heard that employers are really being more creative with their pay strategies. And you've covered a little bit about this, too, but what are some effective hourly incentive compensation strategies that you've seen? Debbie Morgan | 00;13;35;06 - 00;14;02;15 A lot more employers are looking at that as well, because even though your neighbor down the road might be increasing wages, that doesn't necessarily mean that your budget has room for that. So employers are looking at things that are either more cost effective or no cost at all, such as flexible work schedules. Some companies are that we're going to bring employees back into the office are continuing to offer the option of working from home things, other little benefits like pet insurance or child care. You know, additional paid time off really speaks to some people as well. One of the biggest suggestions is to listen to your employees and find out what they value and see if you can do something related to that. Sophie Boler | 00;14;32;26 - 00;14;40;06 And what recommendations do you have for companies to manage the frequency of salary reviews in these changing times? Debbie Morgan | 00;14;41;16 - 00;15;06;22 Well, you know, again, if you look at your salary structure and if you have one in place and you feel that it's very solid, stick with that. And if it seems to make sense that your annual reviews are keeping pace with the market, then it may not be necessary to do anything. If you haven't done a salary review, this could be a really good opportunity to do that and kind of tighten things up. Debbie Morgan | 00;15;07;14 - 00;15;15;12 Take a look at what the market is and how that's pacing and try to develop your your process around that. Sophie Boler | 00;15;15;28 - 00;15;28;15 So what if a company has already made several wage adjustments to remain competitive regarding merit? What percentage increase should employers use to stay competitive? Debbie Morgan | 00;15;28;29 - 00;15;54;17 Well, the predictions for the upcoming year, so for 2023, are around 4%. That's what we've been seeing from a lot of the most popular resources, including MRA's, our CompTrends. So, you know, take a look at that. Even though you've made adjustments in the past, that was pretty much to get in line with what everybody was doing at that time. Debbie Morgan | 00;15;55;23 - 00;16;02;14 Companies are still forecasting for next year. So stick with that. And, you know, look at doing market increases. Debbie Morgan | 00;16;03;24 - 00;16;05;01 Keep doing what you're doing.  Sophie Boler | 00;16;05;20 - 00;16;27;01 And in addition to being creative with pay increases, employers are also being creative with their total rewards. So at MRA, we often say it's not a benefit if the employee doesn't see it as a benefit. So what are some of the most creative benefits that you've been seeing and the most impactful ones for employee retention? Debbie Morgan | 00;16;28;07 - 00;17;10;21 Again, it's going to be tied to what your employees want. One of the most popular benefits we've been seeing is tied to time off or additional vacation days, maybe adding another holiday, maybe providing the option to flex time or work from home or other things have started to creep in. Everybody knows about the COVID pets and you know, now that people are heading back into the office or maybe they're moving to a four day workweek, so those days are longer, you know, pet insurance or helping with like doggy day care or child care have become popular benefits as well. Sophie Boler | 00;17;10;28 - 00;17;21;18 And you mentioned PTO in your last statement. So is two weeks of vacation for new hires still competitive or do you have other recommendations for that? Debbie Morgan | 00;17;21;18 - 00;17;45;20 Yeah, I'm going to give you the it depends answer. Entry level positions, some manufacturing positions, things such as that may still do two weeks, but most other professional positions or when you're hiring people with experience, even a couple of years of experience, two weeks is not going to be competitive. It typically will start at at least three weeks. Sophie Boler | 00;17;45;29 - 00;17;59;27 Gotcha. Okay. Well, I have so many more questions, but it looks like we might be out of time, unfortunately. But can you tell the listeners where to go to get any more information on their compensation questions? Debbie Morgan | 00;17;59;27 - 00;18;34;12 Absolutely. Our survey team is an incredible resource as everyone listening to this probably knows. CompTrends was one of our most popular surveys. I think to date, as you mentioned, 1400 viewers or participants. So it's definitely what people want to know. And they work with us, do that every day. Our compensation team as well is incredible and they've been working with our members to find really creative solutions to some of the things that are going on. Debbie Morgan | 00;18;35;08 - 00;18;56;02 Inflationary responses when companies are concerned about that. But just taking a look at their pay structure too, our hotline is an amazing resource also. They're, you know, answering questions all day, every day. So if you have a quick ask or are looking just for a resource, give our hotline a call too. Sophie Boler | 00;18;56;22 - 00;19;24;11 And thank you too for all of your hard work, and for the listeners, you can definitely connect with Debbie on LinkedIn and she's there to answer your questions. So we have links to some of these resources in the show notes below and have put Debbie's LinkedIn profile in there too. But otherwise, we will see you next week when we're joined with Jim Morgan to talk more about talent attraction, candidate experience, the onboarding experience, all that fun stuff. Sophie Boler | 00;19;25;05 - 00;19;49;26 But thank you again, Debbie. This was awesome. A lot of great information, and we will see you guys next week. OUTRO | 00;19;50;13 - 00;19;56;25 And that wraps up our content for this episode. Be sure to reference the show notes where you can sign up to connect for more podcast updates. Check out other MRA episodes on your favorite podcast platform, and as always, make sure to follow MRA's 30 minute THRIVE so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.

JUST IN: The results are in for MRA's 2022 Compensation Trends Survey, and expert Mike Kopczynski is here to give you answers! Does your organization need to re-think it's compensation strategy? We'll cover pay increase, compensation strategy, talent shortage, total rewards, and more. Listen to Discover: With the dynamic environment of the last two years, more and more companies are investing in a compensation strategy. What should be included in the strategy? How employers can differentiate themselves and adapt quickly to the intense competition for labor What makes MRA's Compensation Trends Survey stand out – learn how we stay in tune with the current business trends Bios: Mike Kopczynski, Custom Surveys and Business Research Lead Let's Connect: Mike's LinkedIn Profile Resources: Are you an MRA member that participated in this year's Compensation Trends Survey? The report can be viewed on the MRA Website through the user dashboard. If you participated in the report, simply log in to the website, head over to your user dashboard, and locate surveys on the grey bar! From there you will see your report under “View Survey Reports”. Are you an MRA member but did not have a chance to participate in this year's Compensation Trends Survey? The full report can be purchased for $545, with applicable sales tax. To do so, login to the website, head on over to your dashboard and locate surveys on the grey bar. Click on it and it will take you to the survey page, scroll down to Purchase Survey Results and follow the steps on screen for the report you wish to purchase. Not a MRA member yet? Access our executive summary This is a small portion of the survey that includes key information from MRA's Compensation Trends Survey. Transcript: INTRO | 00;00;00;03 - 00;00;23;03 Hello, hello everybody and welcome to 30 minute THRIVE, your go-to podcast for anything and everything HR, powered by MRA - The Management Association. Looking to stay on top of the ever-changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. Now, it's time to thrive!   Sophie Boler | 00;00;23;17 - 00;00;55;14 Well, I'm excited to continue the Compensation Trends Survey series and really move into more of the results of the survey. So last week, Brittany went into the ins and outs of the production of the survey. But this week I'm joined with Mike Kopczynski, Customer Surveys and Business Research Lead here at MRA. And Mike has over 20 years of leading research teams and really plays a key role in the production of MRA surveys, which is awesome.   Sophie Boler | 00;00;55;27 - 00;01;11;09 And you actually just spoke at the Comp Trends event last week, which was great, and I know that went well, but really this week we want to go into the results of the survey. So welcome to the show, Mike. How are you doing today?   Mike Kopczynski | 00;01;11;10 - 00;01;25;08 Great, Sophie, thank you and yeah, thank you for having me on board. Last week was pretty intense. Yeah, it was fun to express the results. Inform members, obviously, of this year's challenges of this year's findings.   Sophie Boler | 00;01;25;09 - 00;01;25;29 Absolutely.   Mike Kopczynski | 00;01;26;09 - 00;01;26;25 Thanks for having me.   Sophie Boler | 00;01;26;29 - 00;01;40;13 For sure. Well, really, just want to start out by asking the main question that's on employer's minds right now, and that is what percent pay increase can employers expect based on the survey results?   Mike Kopczynski | 00;01;40;22 - 00;02;06;03 Yeah, it is typically asked in our survey, and one of the questions that we historically trendd is payment merit increases. And as you alluded to, 4.0% is this year's number. It's the highest incremental increase that we saw in 15 years as we've tracked the survey and many companies are using that to pin their number based on their merit increases on top of base pay.   Mike Kopczynski | 00;02;06;11 - 00;02;08;07 So 4.0% this year.   Sophie Boler | 00;02;08;21 - 00;02;28;24 And 4%, it's a lot. I mean, considering that past years have been 3%, but we've even heard this upcoming year that some companies are going as far as 4.7%, which is huge. So how can an employer really plan to adjust to this pay increase?   Mike Kopczynski | 00;02;29;02 - 00;02;58;28 Yeah, very true. In prior years, as you mentioned, most salary increases were pegged around 3.0 to 3.2%, with a great resignation, inflation and other factors, employers really had to, you know, jostle around. They had pressure to increase their budgets, increased salaries. And then that being said, all employee this year, all employee groups this year, were given at least a 4.7% increase in actually the production of workers.   Mike Kopczynski | 00;02;59;13 - 00;03;11;10 Some of those are areas or some of those industries where they work on the plant floor were given over 5%, up to 5.2%. So major differences from two years ago.   Sophie Boler | 00;03;11;12 - 00;03;26;15 Absolutely. And I mean, with the dynamic environment of the last two years, more and more companies are really investing in a compensation strategy. So what percentage of employers surveyed have a compensation strategy?   Mike Kopczynski | 00;03;26;19 - 00;03;55;17 Yeah, well, just over half of employers are saying that they've had or are creating, let me say it this way, over half of the employers surveyed said that they have a compensation strategy and another 21% are developing one. So it's about 76% in total, if you think about it that way. The reason for a comp strategy is to help make quick decisions and to actually help communicate those decisions in a more formal setting.   Sophie Boler | 00;03;56;00 - 00;04;11;20 Right. So now that the listeners have that info, can you tell me what makes this compensation survey really stand out from the others that are out there? Brittany kind of covered some of this last week, but we want to know your thoughts on it.   Mike Kopczynski | 00;04;11;23 - 00;04;35;29 Well, Brittany's a part of our survey team, and definitely helps manage and do our reports. It's a challenging time for employers and to offer them with timely insights and that's really a goal of MRA and MRA survey department in general. That's what we try to do is give them full access to information that we gain or them glean from employers right off the cuff.   Mike Kopczynski | 00;04;36;13 - 00;04;51;28 MRA has a history of doing this and producing accurate and timely information. Organizations understand that the changes and trends that are occurring have occurred in compensation and this year, and no doubt compensation was really a main focus for a lot of employers for sure.   Sophie Boler | 00;04;51;28 - 00;05;03;13 And Brittany also covered a little bit of this, but this compensation survey has been going on for over 20 years, which is a long time. So how do you guys do it?   Mike Kopczynski | 00;05;03;19 - 00;05;26;11 Yeah. And to your point, though, there is a lot that goes on behind the scenes. We stay in tune with the current business climate as well as trends. That is occurring within compensation. Along the way, we tweak the instrument to align with what members really need. Those needs are captured through various channels such as MRA's 24/7 Hotline from MRA's HR business partners that are actually in locations where they sit at employers' locations and then other insights gleaned from MRA's surveys. We manage about 14, 15 different annual surveys throughout the year. So compensation, we get our compensation data from all types of industries, of all types of employee groups. That said, though, and most importantly, the insights come from employers. They come from local companies with similar needs.   Sophie Boler | 00;05;54;20 - 00;06;06;19 And as we mentioned, the survey's been going on for 20 years and it's changed a little bit throughout the years. So what have you personally seen over the years to accommodate the changing business environment?   Mike Kopczynski | 00;06;06;24 - 00;06;37;21 Yeah, indeed. 20 years is a long time. If you think about it and just a historical standpoint, there has been a lot of occurred in those years, even dating back to 2008 when the Great Recession hit, people were freezing a lot of wages. So there was a lot of insights and a lot of learning from that era. Then you go back, then you add ten years after that until the pandemic, the last two years, 2019, 2020 into the 2021, there was just a whole slew of uncertainty that employers were faced with.   Mike Kopczynski | 00;06;38;03 - 00;07;04;09 So wages were frozen in some remote many instances were frozen at those times. And then two years later, here we are almost a 180 degree turn with the retention and hiring efforts that a lot of companies are faced with today. So it's almost a shift or a priority shift in all that time. But basically it's a lot of a lot of research that we do internally.   Mike Kopczynski | 00;07;04;26 - 00;07;21;13 The department takes its time, we walk, we talk internally to not only survey department, but also other areas of the company, as I mentioned, that help provide insights and provide us with some good questions that we could then formulate and passed back to members for their opinions.   Sophie Boler | 00;07;22;01 - 00;07;38;24 For sure. Yeah. And like you just said, I mean, there's been a lot of different priority shifts throughout the years with business trends. And one of them right now is talent shortage. So talent shortage is a hot topic right now. What questions did you ask to address this?   Mike Kopczynski | 00;07;39;04 - 00;08;06;23 Yeah, as 2022 started, it really became apparent that the great resignation would continue. In fact, it continued really strongly, much more so that many members knew about or had an understanding of the need to hire as well as retain became very crucial. Well, those recognize that base pay attracts talent and that total compensation is a significant factor in that fostering of employee commitment to a company.   Mike Kopczynski | 00;08;07;15 - 00;08;52;14 The additional survey questions that we added this year, to get at inflation to get at some of the goals of what was really happening in the economic climate, in understanding what total rewards policies would change, and identify exactly how much wages and total rewards were changing and at what levels to level set and to identify with. If a company needs to add on to their base salaries or add it onto their different types of philosophies on how they formulate their business plans and then finally understand other tactics that employers are using to provide additional compensation, such as variable pay, perks, other benefits.   Mike Kopczynski | 00;08;52;25 - 00;09;10;20 And all these things came into play, came into focus more this year because a lot of people that were looking for jobs, those that were new candidates or were comparing, were comparing what they had versus what they what a new company could offer. And if it was better or worse, that's how they made the decision.   Sophie Boler | 00;09;11;00 - 00;09;26;04 Right. And I mean, given the high inflation rate now, what are companies really doing for employees that I mean, in recent months, organizations have been looking for other ways to pay. So what can you say about that?   Mike Kopczynski | 00;09;26;11 - 00;09;53;01 Yeah, base pay is absolutely a critical component to an organization's philosophy and providing competitive compensation pegged to market conditions is absolutely a necessity. So that is clearly, first and foremost that employer needs to manage. However, secondly, though, variable pay options in the form of bonuses and there are many types of bonuses. There are referral bonuses, holiday bonuses, attendance bonuses.   Mike Kopczynski | 00;09;53;11 - 00;10;16;23 All these new things were developed in the last couple of years to attract and retain employees. That's one of the reasons that we tried that is to promote and give additional incentives. So this year, part of the survey information we learned is that 66% of organizations are providing some type of variable pay option. Two years ago, that was only 23%.   Mike Kopczynski | 00;10;17;08 - 00;10;46;12 So almost a three time increase in that behavior from employers. So it really is it really goes to show that there's a lot of activity going around compensation. And I think that's the challenge. And even the pitfalls that a lot of companies face, if they're not doing some of these things. So I think that's the whole goal, is just to let the information to our employers and employers that are MRA members and have them at least understand that these options available.   Mike Kopczynski | 00;10;46;29 - 00;11;04;19 Bottom line, though, an employer's goal is to ensure that they are retaining and keeping employees and that keep them happy in this current labor market. You know, in essence, finding the balance to offset the cost of living while also managing the cost of labor. So it's a really a balancing act.   Sophie Boler | 00;11;04;19 - 00;11;16;03 Yeah, for sure. And total rewards is also key in the compensation conversation. So do you have any advice for both employers and employees about total rewards?   Mike Kopczynski | 00;11;16;21 - 00;11;36;23 Yeah, total rewards. And I think that's it from the from the outlook of an employee. They may not even be aware of the total rewards, really. It's all about. So part of the idea is really to help it understand how to communicate that better to them. Organizations really need to be quick leaders and it could be your managers. It could be for folks. Well, whenever you talk to employees, the resources to communicate, pay decisions. So how do you do that effectively, I guess. I mean, so I've got a couple of bullet points that actually illustrate some of these things. Also, another point would be consider using compensation statements in that communication. So if you're not aware of what a compensation statement, it basically is a piece of paper that identifies the total reward.   Mike Kopczynski | 00;12;04;26 - 00;12;30;14 It's got, it's compensation, it's benefits. It's all those things that go into what an employee earns that is offset, offset in addition to base pay. So there's a lot involved with that. And I think that's what's missed when we look at it from the from only the lens of an employee. And then thirdly, help employees understand how pay and merit are actually calculated and conducted.   Mike Kopczynski | 00;12;30;29 - 00;12;53;03 You know, a lot of companies use these, as I mentioned earlier, compensation strategies. And part of that is that they need to how do they actually collect their data? Are they using crowd sourced information or the actually using information that's coming from employers through survey data? So that's a huge a huge learning and a huge conversation that could happen.   Mike Kopczynski | 00;12;53;21 - 00;13;15;27 Now, providing and learning as well as what variable pay options are available for your organization. A lot of these are cultural based. So if your organization has a, you know, just be aware what your culture can stand for. And employees, you know, are definitely willing to accept whatever you have. But I think the idea is you have to make it fit within the culture that you have.   Mike Kopczynski | 00;13;17;01 - 00;13;38;10 Just a couple other things here. You know, stay in tune with the market. You know, I think a lot of companies, when they look at their total rewards, they need to be consistent with what's going on in the marketplace, doing a or having the survey that is done every year or every two years at the minimum, at least, pegs you to what the current conditions are.   Mike Kopczynski | 00;13;38;19 - 00;13;57;05 And I think that's very important that the pay is where all that, especially when it comes to retaining and even hiring some employers. And absolutely finally, kind of, you know, have the conversations. Right. And I think that's what's becoming more and more apparent to organizations yet. It's really it's not there yet, but still struggling with that.   Sophie Boler | 00;13;57;05 - 00;14;04;19 And you're saying how important these conversations are, but are organizations really having these conversations or how many are having them?   Mike Kopczynski | 00;14;04;24 - 00;14;36;06 Yeah. Sophie you're right in, they really trained 31% of those organizations that we surveyed this year are saying that they are trying to conduct have conversations, but that's only 31%, less than a third of all organizations. So, you know, it really comes down to this. If you want to increase retention, increase your communication strategy, because I think that's that would help a lot of employees understand where they are, how their salaries are pegged to market conditions and then what the organization is doing for them.   Mike Kopczynski | 00;14;36;16 - 00;14;43;10 Those are just massive, you know, indications that a company is there for you. Right. And if you don't communicate that, how then?   Sophie Boler | 00;14;43;10 - 00;14;54;04 That's some great advice you gave. But you talk a lot about compensation strategy. So if a company does not have a strategy, where do they start to begin?   Mike Kopczynski | 00;14;54;17 - 00;15;14;18 Right. Good point. You know, I mentioned the compensation statements, you know, but what it really comes down to this, employees come to work for a variety of reasons. What is the top, First and foremost, it's really to get paid. Right? Right. So pay is a huge indicator, a huge factor when it comes to what an employee really wants from an organization.   Mike Kopczynski | 00;15;14;26 - 00;15;17;05 So to be competitive, it's huge.   Sophie Boler | 00;15;17;15 - 00;15;22;20 But employers should include more than just increasing wages, correct?   Mike Kopczynski | 00;15;22;22 - 00;15;43;07 Indeed. Yeah. No, they absolutely have to. When compensation experts actually scope a project, you know, there's a lot of things that they do in that endeavor. How do you determine how much to pay? Somebody goes back to the market you're in, what location you're in your city. You know what? With city and state you actually live in make a significant difference.   Mike Kopczynski | 00;15;43;24 - 00;16;01;29 Where do you find your employer employees? Where do you find them? You know, how do you define your labor market? You know, are you going off to school? Are you going out to colleges? Where do you recruit? Are you recruiting directly from, you know, job postings and stuff like that? So all those all those variables come into play.   Mike Kopczynski | 00;16;03;03 - 00;16;25;27 What are your current challenges? Many organizations, it's a cultural thing. You know what your challenges internally are. You are you struggling to keep employees on all job levels? And if that's the case, then there are certain challenges that you need to fix there. Do you have guidelines in place that provide direction and reduce ambiguity? So what are your policies?   Mike Kopczynski | 00;16;25;27 - 00;16;58;21 What policies have changed? You know, maybe you need to look at that and possibly change some of those down the road. And then based on some of these answers, you can make a good guess. You can make a good guess of where to start and actually where to fill some of the gaps. So not knowing how a job is formulated from both angles, from the employee side and even on the employer side, you know, could be a very detriment or downfall for the organization if you can't justify pay decisions within the management team, how can you justify it to employers and or candidates?   Mike Kopczynski | 00;16;59;03 - 00;17;20;05 So it's a pretty big challenge to overcome that. Survey results this year informed us that I mentioned earlier, 53% of organizations have a comp strategy. 21% are looking to do that or are developing one. That's great. But as I mentioned, there's a lot of work specifically in this current business climate. So comp strategies, becoming more and more.   Sophie Boler | 00;17;20;18 - 00;17;36;23 Absolutely. And we often tell our members here at afraid it's not a benefit unless the employee sees it as a benefit. So did this survey really provide ideas around what are some creative benefits that employers should be using and considering?   Mike Kopczynski | 00;17;37;25 - 00;17;59;19 It did. The intense competition for labor really has demanded that employers differentiate themselves this year more so than other years. You know, and we will definitely, there's some aspects of the survey that were creatively developed as a result of just making sure that we hit upon some of those themes that are being created by employers.   Sophie Boler | 00;17;59;26 - 00;18;06;29 Right. And like you said, they should be offering other things like variable pay, perks and other benefits.   Mike Kopczynski | 00;18;07;01 - 00;18;25;03 Yes, absolutely. In addition to that, the offering, the right benefit to the right employee is key. A younger employee is less likely to want dollars, you know, given to them or in place for their for on care. They may want to they want help in reducing their tuition expenses.   Sophie Boler | 00;18;25;06 - 00;18;25;18 Student loans.   Mike Kopczynski | 00;18;26;03 - 00;18;48;02 Loans or helping pay for their first home on a down payment or receive the down payment on the opposite side of the coin, whatever is. If you're a little bit older, you are watching to save a little bit more for your retirement fund or you're you're actually saving for your children, your grandchildren's tuition. So there could be other options available down that road.   Mike Kopczynski | 00;18;48;09 - 00;18;53;10 And that's actually what we're seeing, is that some of those creative and unique perks.   Sophie Boler | 00;18;53;22 - 00;19;08;08 Are absolutely right. You've shared a lot of great insights and a lot of good advice for business leaders and organizations just as a whole. So do you have any parting advice or any information to share with our business leaders?   Mike Kopczynski | 00;19;08;22 - 00;19;33;13 This is such a great topic and this year has been really challenging and so to express this information, I think it's just a critical time and we're historically trying to produce this information in time for budgets. So we tried to step that back and tried to feed this data or try to express this data a little bit or forthcoming to employers.   Mike Kopczynski | 00;19;33;13 - 00;20;02;29 So with that being said, decisions have always been held so tightly. In the last ten, 15 years, though, I think it's becoming more and more open now. The transparency of communication of pay and even from the higher levels of employees and employers, we want to marry that together a little bit more. So communicate more often. That being said, though, we have to ensure that both the employee and the employer feel that fee is actually adequate and fair.   Sophie Boler | 00;20;02;29 - 00;20;03;08 Right.   Mike Kopczynski | 00;20;04;04 - 00;20;28;01 You know, secondly, is the grass really greener on the other side of the fence, you know, with a lot of people that have moved jobs, that have, you know, crossed over as a result of the great resignation, are our companies taking those risks seriously? And what has happened to those? And for those employees, are they really in stress roles that pay higher?   Mike Kopczynski | 00;20;28;24 - 00;20;50;13 And what are you doing for them? Are you training them adequately? You know, are they really being pushed to, you know, promote within a little bit more? So what about like additional or internal training activities and tactics? I think employers today need to kind of look at themselves a little bit more so and have those options more available.   Mike Kopczynski | 00;20;50;24 - 00;21;27;03 So succession planning, what I think a lot of companies were forced into identifying, I lost an employee that was with me for so many years that I don't know what to do. So I think to have a plan in place that I think that's the learning, I think that came out of this is that there's a lot more insight available to employers, but there's some work that they need to do to make sure that they have all these things in place or from internal training, succession planning to promoting, you know, promoting with them, I think new things that are becoming business strategies that will be taking place.   Mike Kopczynski | 00;21;27;03 - 00;21;50;20 Sophie, lastly, I think organizations need to ask some tough questions. Outside of pay, why do employees really come to work? Do they enjoy working here? Do they recommend this place as a great place to work? You know, additionally, how many employees are engaged, how many are passive? How many or worst detractors do they know your products and services and brag about them to their friends?   Mike Kopczynski | 00;21;50;20 - 00;22;19;28 You know, with companies experiencing larger than expected turnover and especially this last year and if you're fortunate, new personnel that they hired, it might be time to really gather some fresh insights from their employee base. So do some workforce surveys, maybe learn some of those things that fill in some of those gaps and then basically to inform your employees where they are within those gaps, to help them formulate those business plans and make a full round employee commitment to them.   Mike Kopczynski | 00;22;19;28 - 00;22;20;23 All right. Thank you.   Sophie Boler | 00;22;21;27 - 00;22;44;20 All right. Well, Mike, this has been great. You offered a lot of great information for everybody. So thank you for all of your hard work pulling the survey together and discussing more of the results. For those of you listening, we've added the link to the Compensation Trends Survey in the show notes, so make sure to go to our website and check out the survey there if you haven't.   Sophie Boler | 00;22;45;15 - 00;23;09;02 Other than that, we will be closing out our series next week when Debbie Morgan joins us to kind of wrap up some key points of the survey and make sure to connect with Mike and any further information on compensation trends. We've linked his profile in the show notes below, but thank you again, Mike, for everything's been great. I've had fun and we will see you next week.   OUTRO | 00;23;09;02 - 00;23;31;09 And that wraps up our content for this episode. Be sure to reference the show notes where you can sign up to connect for more podcast updates. Check out other episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minute THRIVE so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the HR conversation.    

NCETM's Director for Primary tells us why she thinks teachers no longer need to provide different work for different children Debbie Morgan, NCETM Director for Primary, has been considering the practice of differentiation in the primary maths classroom – specifically the practice of planning for different questioning and supplementary tasks for different groups of children, even where most of the lesson is taught to the whole class. Fresh from speaking at a number of summer conferences in 2022, Debbie explained her developing thinking to us on the podcast. Show notes Taking part in the discussion: Debbie Morgan, NCETM Director for Primary Gwen Tresidder, NCETM Communications Manager Episode chapters: 01:04 – Should there be any differentiation within a teaching for mastery approach? 04:41 – How can teachers cater for children who understand concepts more quickly? 14:19 – Can all children access these lessons, even those with SEND that affects their maths learning? 16:36 – How does whole class teaching work for children with gaps in schooling? 18:06 – Would you remove differentiation from an upper primary class that were new to a mastery approach? 20:11 – Does removing differentiation reduce teacher workload? Useful links: Debbie tweets as @ThinkingMaths More about teaching for mastery can be found on the NCETM Teaching for mastery page To explore CPD opportunities in teaching for mastery, visit the Maths Hubs CPD page: What Maths Hubs are doing | NCETM, then use the ‘Primary' filter.

As the NHS takes steps towards a more integrated future, how are systems and care pathways transforming? How is change being implemented, and what does this look like in reality for local systems and populations?Tom Clarke (Director, Mtech Access) explores all this and more with Debbie Morgan, (Director of Service Improvement and Transformation, Cambridge University Hospitals NHS Foundation Trust).Learn more about this webinar at https://mtechaccess.co.uk/transforming-systems-care-pathways-nhs/ and discover our NHS insight services at https://mtechaccess.co.uk/uk-nhs-insights/In this #WhispersWordsofWisdom webinar, Tom and Debbie explore the reality of transforming systems and care pathways in an NHS that's moving towards an integrated future, asking:What does change look like for patients and their care pathways?How are systems changing, and how will decisions be made and implemented?What does this mean for Pharma and Medtech market access and industry's engagement with the NHS?To understand how systems are approaching change, Debbie and Tom explore areas such as the elective recovery programme, virtual wards, and local population needs.As Director of Service Improvement and Transformation at Cambridge University Hospitals NHS Foundation Trust, Debbie leads the Trust's improvement programme; engaging and empowering staff and patients on the journey of improvement and sustainability. She has previously held roles as Director of Commissioning and Head of Corporate Management at the Trust. Debbie originally joined the NHS in 1993 as a Clinical Cytogeneticist, before moving into NHS management in 2011. She has undertaken a wide variety of roles over the years, including commissioning and service improvement across the local health system, and has worked at director level for over 9 years.

On this season's film review finale episode, we talk about Southern Black Gothic movies centered around black girlhood- specifically Beloved and Eve's Bayou. We're back with a BRAND NEW SEASON on 5.11.22! ⁠Instagram: @THEVIXENMEMOIRSJoin the Book Club: WWW.THEVIXENMEMOIRS.COMDonate: https://www.paypal.com/paypalme/thevixenmemoirsMusic: https://soundcloud.com/vhslogos Submissions: VIXENPODCAST@GMAIL.COM

Five ways to use a number line for maths in Years 1 and 2. The NCETM's Director for Primary Mathematics, Debbie Morgan, suggests a progression of five different number lines to help children build understanding of the relationships between numbers from 1 to 20. In the discussion, she suggest ways for teachers to draw out pupils' reasoning skills, use of language and the beginning of understanding proportion. Show notes Taking part in the discussion are: Debbie Morgan, NCETM Director for Primary Mathematics Steve McCormack, NCETM Communications Director Useful links In the introductory remarks, Debbie refers to the DfE's guidance for teaching maths in primary schools (2020) Debbie also refers to the ready-to-progress criteria contained in the DfE guidance For help with planning maths in Key Stage 1, go to the NCETM's primary curriculum prioritisation resource. 

This time on the function room: My guide to helping people think you're a great parent. While someone else does the job.The secret? It's numberblocks.  The BAFTA winning animated CBEEBIES TV show for 3 to 6 year old children to get them interested in mathematics in an accessible way.  Our children love it. They request it. They watch the same programmes over and over. They are not geniuses – well obvious they are – but it's not considered polite to say. We are not Tiger parents  so far. It's just this TV show. It's funny and fun and like millions around the world our Two are hooked on it.They sing the songs, they get invested in the stories. What is it about it? Well the songs are catchy, the animation is great, the stories work. But the sums add up.I wanted to find out why. So I talked to Debbie is the Primary  Director at the National centre for Excellence in Teaching Mathematics in the UK  but also she's the maths consultant on Numberblocks!Debbie Morgan on Twitter https://twitter.com/thinkingmaths Numberblocks: https://www.learningblocks.tv/numberblocks/home   

Welcome to the Candid Coalition Podcast! In this episode you will be hearing from my good friend Debbie Morgan. Debbie has had a transformative journey. From losing over 150 pounds rapidly, to learning the inner workings of her mind and deciding to make a holistic change for her body. She is a constant advocate for finding health not only in your physical body but also in your mind.You can follow her journey at @discoveringdebbie on InstagramAlso, I wanted to share with you some exciting news… Our Candid Coalition 7 Days of Self Discovery is now LIVE! Head to candidcoalition.com to receive your free downloadable guide to start a week of diving into deeper awareness of yourself. All you need is a pen, paper, and a willingness to be honest with yourself. Also, here are a few ways you can support this podcast: 1) Subscribe! As a subscriber you will be the first to know the minute a new episode is released.2) Rate! Write a review on your podcast listening site. If you do, we want to thank you. Every week we will be shouting out one review from the week before. We want to thank you for taking the time out of your day to lift us up! 3) Share! My favorite part of podcasts are that they can be listened to in a variety of different places. Snap a quick picture of where you are listening and tag as @candidcoalition on Instagram.Again, thank you so much for showing up to be candid!

Lucy Rycroft-Smith talks to the mathematical mastermind about units, algorithms and Numberblocks See acast.com/privacy for privacy and opt-out information.

To kick off our 60 days of prayer and fasting, Debbi Morgan teaches on how to live in a lifestyle of prayer.

A discussion with the two lead editors of the PD materials, to help teachers and schools implement a teaching for mastery approach, being produced by the NCETM and Maths Hubs. Show notes:  Taking part in the discussion are: Debbie Morgan, NCETM Director for Primary Clare Christie, Maths Lead, Ashley Downs Schools Federation, Bristol Jo Creamer, Maths Lead and Year 1 teacher, St Peter and St Paul Catholic Primary School, Bristol Steve McCormack, NCETM Communications Director The mastery professional development materials at the centre of this discussion can be found here on the NCETM website. Background information about the NCETM's work in the area of teaching for mastery can be found here. You may also be interested in the primary maths mastery assessment materials, also produced by NCETM working with teachers in Maths Hubs.

Conversation with British expat Michael Lyon on the theme of community and growing up in the United Kingdom, and also with Debbie Morgan in London speaking after the recent terrorist attacks.

The Men welcome Dr. Michele Prettyman Beverly by way of Mercer University in Georgia to take a trip further south...to Louisiana and 1997's EVE'S BAYOU. Starring Lynn Whitfield, Samuel Jackson, Debbie Morgan and Diahann Carroll, this essential of black cinema features star making performances by young Jurnee Smollett and Meagan Goode. --- Send in a voice message: https://anchor.fm/black-tribbles/message

The Men welcome Dr. Michele Prettyman Beverly by way of Mercer University in Georgia to take a trip further south...to Louisiana and 1997's EVE'S BAYOU. Starring Lynn Whitfield, Samuel Jackson, Debbie Morgan and Diahann Carroll, this essential of black cinema features star making performances by young Jurnee Smollett and Meagan Goode. Learn more about your ad choices. Visit megaphone.fm/adchoices

The Transplant Games of America is a multi-sport festival for those who have undergone life-saving transplant surgery. Debbie Morgan, who is the Chair of SoCal Transplant Games, explains what happens at the games and how her life as a liver transplant recipient has been enriched by being a part of them. There are many physical and nonphysical competitions to choose from. More than an athletic event, the Transplant Games of America highlights the critical importance of organ, eye, and tissue donation, while celebrating the lives of donors and recipients. Living donors, recipients, and those who are on dialysis can compete. This year, there will be new nonphysical competitions such as darts and Trivial Pursuit. The games will be held in Houston, TX, on July 11-15, and gold, silver, and bronze medals will be awarded. Debbie says, "You can start a conversation with anyone at the Games."

On today's ABC episode of Daytime Confidential Luke and Jamey are joined by David to discuss the latest happenings in Llanview. Gina Tognoni joins One Life to Live. John Brotherton has been let go. Should OLTL reunite John and Natalie? If they do would it help ratings to bring back Evangeline to reignite one of the show's most debated triangles? Todd and Tea's wedding. From Jack's speech to Blair's plan to interrupt the ceremony. Dorian goes lesbian to win the election. Is this Dorian being Dorian? Is it offensive or is it an opportunity for a soap to weigh in on a social issue? Before David leaves he shares something a juicy tidbit about Kelly Ripa appearing in Pine Valley before All My Children moves to L.A..Afterwards, Luke and Jamey discuss the latest in All My Children and General Hospital storylines and news, including:Aiden Turner is out at All My Children. Is Beth Ehlers leaving AMC? Jamey talks about the latest he's heard. Why are AMC's vets like Debbie Morgan, Darnell Williams and Michael E. Knight props to Denise Vasi and Stephanie Gatschet? Might things at AMC if Susan Lucci spoke out? Which family of strong women, the Kanes or Cramers is the better family?Luke loves pretty much everything leading up to the Spixie wedding including Olivia and Johnny, Lulu and Dante, Mac and Maxie's telling Jason to keep her from leaving Spinelli at the altar. General Hospital is improving dramatically so Luke and Jamey rank each of the seven soaps from best to worst. All this and much more on today's ABC episode of Daytime Confidential.

On today's show Luke, Tina from Primetime Pulse, and Belinda discuss what they are looking forward to on All My Children, General Hospital, and One Life to Live. Vicki's scenes with Jessica and Natalie and her return to Llanview. Would Sonny be a stalker if he wasn't so well established and Leyla's skeevy behavior on General Hospital. Debbie Morgan and Rebecca Budig's return to All My Children and where would Angie and Jesse's return rank in terms of "big 80's couples" returns.