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Megan says...

Three scenarios have been running through my mind today…

 

1) My first job out of college was with a company that firmly believed in hiring (and retaining) based on the lines of familial relationship and established friendship. For those that were hired and not related, it was possible to build bonds through socializing with those in already established relationships.

 

2) Earlier this week, I was congratulated for getting my first blood stain while sparring in Jiu-Jitsu class.

 

3) Once on a trip with a friend to a hockey game, I won a ticket autographed by a famed Russian goalie.

 

These scenarios combined with a conversation I had with a photographer friend (about praise for her accomplishments in the world of social media) got me thinking about the concept of reward, compensation and individual interpretation. What if a fan liked hockey, but didn’t place value on the status of the players? What if a Jiujitsu player saw blood as less of a badge of honor and more of a potential health hazard? What if an employee had already established strong bonds outside of the job and gained little benefit for establishing additional ones? (Yes, “What if” is actually me.)  The scenarios illustrate three characteristics of potential reward.

 

Some compensation/reward is intentional, logical and not reasonably up for individual interpretation: In the case of the hockey ticket, it was perfectly logical to assume that someone who’d paid money to sit through a hockey game would appreciate the autograph of a player. If I accept an employment offer, it’s safe for both myself and my employer to assume that I want monetary compensation, healthcare coverage and time off. All three are common in the employee-employer relationship. There may be some dispute as to the degree of each, but the concepts themselves are seen as valuable on both sides.

 

Some compensation/reward is unintentional, logical and is reasonably subject to individual interpretation: Blood on a gi happens. I wasn’t promised blood when I walked into the gym and I didn’t ask for it. I also wasn’t promised that it wouldn’t happen. If an employee has a reputation for being a strong database architect, being called onto a project in the accounting department may be an honor…or it may just be more work. This is where the concepts of job descriptions, personal reviews, salary negotiations and bonus structures come in.

 

Some compensation/reward is incidental to a situation, logical and is up for individual interpretation:  Social connections are not written into to an employment offer, but are expected in the working world. If they are optional, they provide useful channels of communication, knowledge sharing and team building and for many people are quite enjoyable. If they are required for advancement or maintenance, they can be an additional task or even a hurdle. The big question here is whether or not individual interpretation is reasonable…

 

A lot of these concepts have been explored on a cultural level, most famously by Geert Hofsteede. For example, while an American worker might be honored by personal recognition, his Japanese counterpart would likely be embarrassed, preferring instead team praise, but there’s less out there concerning individual response to reward and compensation.

 

 

Filed under: employee

#s People says...

A friend of mine has recently decided to hire on additional help for his company due to the growth his company is seeing. He came to me over Thanksgiving weekend seeking advice - he wanted to know the true costs of an employee and compare it to a consultant and a vendor.

He had already gotten a quote from a local vendor of $5,200/ month for the job. Another friend of ours suggested a consultant who is charging $75/hr and claim that he only needs approximately 80 hours a month to get the job done. Finally, my friend told me he was planning on hiring the full time employee for approximately $65,000 to be competitive in the marketplace. I did some quick scribble on my napkin and it looked something like this:

(ok, maybe not EXACTLY like that. At least not with the pretty 3D chart and all.) But one can see that both, the vendor and the consultants remained pretty competitive with the traditional option of hiring a full time employee despite the higher "hourly rate." (In the case of the consultant, it was approx. $34 vs $75 per hour. Hourly rate was irrelevant with the vendor because they promised to get the job done for a fixed fee.) So the next time you are weighing your options, remember that wages paid are not the only thing that's going to cost you. 

Filed under: employee

benisrael says...

BenefitDownside
Rely on Legacy SystemsThis keeps customers in the right process and funnel that the company is used to. Secondly, it doesn’t reinforce that customers should yell at their friends to get help from a company Missed opportunities: Angry customers could revolt starting a Groundswell, or leave an opportunity for competitors to swoop in and take dissatisfied customers.
Employee to CustomerProvides a personal touch to help and assist customers, builds relations and trust For large companies, this is not scalable, and will result in companies prioritizing responses to the most authoritative or most urgent. If rolled out to support in all social avenues, it can be costly.  Lastly, it teaches customers to yell at their friends to get support.
Peer Based SupportCompanies can quickly scale by responding to customers faster, and more accurately, using automated responses.Unfortunately, not all questions may get answered in a timely way, or answered correctly by staff who may have the inside details. Also, content in knowledge bases, wikis, forums, and Q&A features are often unstructured, messy, and hard to navigate.
Automated Social SupportCompanies can reduce costs by having customers self-support each other. Collectively, customers may often know more about the company’s products than the actual product team. Some customers may feel cheated if they find out they are talking to a bot, and it may be more difficult to build that personal relationship.


By Jeremiah Owyang

Filed under: Employee

cocreatr says...

Welcome and thank you for choosing our company to work with.

 

Being new here you have one unique awesome ability

that can get you to win over the old hands,

hands down. They cannot compete in this, ever.

Did you know?

 

You ...

right now...

...have a fresh view, unencumbered by habit, by customs,

by organizational inertia, and by shared history, however recent.

 

You may ask "why are we doing it this way?"

and expect an answer that works for you.

Or if you get no answer, you may have

gotten an old hand to think about new ways.

 

Use that gift of yours.

It tends to vanish over the months

as you accept the way things are done around here.

----

This is, roughly, what I tell every first workday of a month to a small group of new hires in the company.

Filed under: employee

Terr says...

The Eco Institution, a San Diego-based environmental education and training firm, today announced the release of a new and enhanced “Green Consultant” certification and training course. The new online course is intended to make it easier than ever before for home-service professionals and other interested individuals to become Certified Green Consultants, and thereafter to deliver “Green Consulting” services to homeowners, businesses, and organizations in their neighborhoods and communities.

The new course builds on and replaces the Eco Institution’s initial Eco Consultant Certification course, which has been offered since early summer. The new course presents more detailed and advanced training content than was included in the original course, and focuses exclusively on strategies for reducing energy use, water use, and utility costs in homes and workplaces. The release of the enhanced course could not be timed more appropriately, as it responds directly to a recent call by the White House “Recovery Through Retrofit” Middle Class Task Force for greatly accelerated training of environmental professionals. The October 2009 report noted that “there are currently not enough skilled workers and green entrepreneurs to expand weatherization and efficiency retrofit programs on a national scale.”

“In recent months, our nation’s mission has become clear,” Kevin R. Hopkins, the course’s co-author, declared upon announcing the new training program. “Energy- and water-conservation efforts will succeed only if they are implemented and driven at the local level. But to achieve that goal, we literally need an ‘army of Green Consultants’ to visit the millions of homes and workplaces in America, and to help their occupants to save energy and water in the most effective and lasting ways possible.

“As a nation, we certainly have the ideas and initiative that this vital objective demands,” emphasized Mr. Hopkins, a Business Week contributing editor who also served as an economic, energy, and environmental advisor in the Reagan White House. “But now we need one thing more: we need the talent. We need people in every neighborhood and in every community in America who possess the knowledge and skills to bring this goal about. And that is exactly what the Eco Institution’s new Certified Green Consultant Course will provide.”

Responding to the White House Mandate

The new Certified Green Consultant Course has been designed and written to fully comply with the training parameters set forth in the White House’s “Recovery Through Retrofit” overview document. The Presidential report noted that “making American homes and buildings more energy-efficient presents an unprecedented opportunity for communities throughout the country… Home retrofits can potentially help people earn money, as home retrofit workers, while also helping them save money, by lowering their utility bills. By encouraging nationwide weatherization of homes, workers of all skill levels will be trained, engaged, and will participate in ramping up a national home retrofit market.”

The report went on to describe in detail the dimensions of the challenge—and the corresponding opportunity—that is facing the nation. “There are almost 130 million homes in this country,” the report observed. “Combined, they generate more than 20% of our nation's carbon dioxide emissions, making them a significant contributor to global climate change. Existing techniques and technologies in energy efficiency retrofitting can reduce home energy use by up to 40% per home and lower associated greenhouse gas emissions by up to 160 million metric tons annually by the year 2020. Furthermore, home energy-efficiency retrofits have the potential to reduce home energy bills by $21 billion annually, paying for themselves over time.”

The “Recovery Through Retrofit” initiative, which the White House will make more specific in coming months, also will include new national energy-efficiency standards for existing homes along with a program to expand the availability of so-called “green mortgages.” But the training-standards component remains a key centerpiece. “By implementing Recovery Through Retrofit’s recommendations,” the report concluded, “the Federal Government will lay the groundwork for a self-sustaining home energy-efficiency retrofit industry. This report provides a roadmap of how the Federal Government can use existing authorities and funds to unlock private capital and mobilize our communities.”

Saving Green by Living Green

Mr. Hopkins applauded the government’s efforts, noting that it was the key “missing piece” in the nation’s commitment to environmental protection and wiser energy use. “Homeowners and businesses in the United States and elsewhere have long been supportive of environmental initiatives, but have been frustrated by a lack of both knowledge and opportunities for living and operating in a more environmentally responsible fashion,” he said. “But thanks to the emerging Green Consultant profession, local residents and business owners can begin to really make a difference—right in their own neighborhoods and communities.”

That difference they can make means more than just doing a “good deed” for the planet. It also can translate into saving money. Indeed, the Eco Institution emphasizes that, in the difficult economy that has battered the United States and others developed countries in recent years, consumers and small businesses are more interested than ever before in saving money wherever they can—and that planetary consciousness needs to follow suit.

“It’s easy for someone who is passionate about protecting the environment to say that cost doesn’t matter,” says Mr. Hopkins. “And in the larger sense, maybe it doesn’t. But environmental protection and planetary preservation depend on people’s actually taking action. And like it or not, most people today—no matter how committed to the environment they might be—simply don’t have the thousands of extra dollars required to purchase a new hybrid car or to line their rooftops with pricey solar panels.”

With that fact in mind, the Eco Institution focuses its training efforts on helping future Green Consultants to demonstrate to their clients how “living green” and “saving green” go together. By undertaking simple, relatively inexpensive steps—from wiser usage of lighting, heating, cooling, and water to improved insulation and replacement of old appliances—some families can save up to $2,000 or more each year through the adoption of green-living practices, and many businesses can save much more. In addition, U.S. Federal tax credits for energy-efficient structural additions can save taxpayers up to an additional $1,500 in the coming tax year.

A Powerful New Approach to Energy- and Water-Efficiency

The Eco Institution’s Certified Green Consultant Training Course is aimed at both existing home-service professionals—ranging from real estate agents and home inspectors to interior designers, electricians, and plumbers—seeking to add a new line of business to their current professional practices, as well as other individuals (including career-changes, underemployed professionals, and local entrepreneurs) looking to generate extra income and to establish a foothold in a solid and promising next-generation career.

The Certified Green Consultant Course, which was co-authored by veteran energy executive Michelle L. Hopkins, is designed to be a no-nonsense “nuts and bolts” training guide for cost-efficiently saving energy and water at home and work. At the same time, the course (and the Eco Institution’s approach to “Green Consulting” in general) goes far beyond the more formulaic “energy audits” traditionally offered by utility companies and earlier-generation environmental training programs. “The Eco Institution’s new course will help Certified Green Consultants to become ‘trusted counselors’ to their residential and commercial clients, and to help guide them through the maze of technical and legal complexities that surround the practice of energy-efficiency and retrofitting,” Ms. Hopkins explained.

Ms. Hopkins previously served for 17 years in various senior executive capacities with Pacific Enterprises/Southern California Gas Company (now Sempra Energy), one of the nation’s largest energy utilities. Working closely with the company’s award-winning energy-auditing program, she witnessed first-hand how much more effective “trusted energy counselors” were in the field than were the more traditional checklist-driven energy auditors. “Whenever clients needed help in dealing with energy-efficiency or retrofitting issues, our people were always the ‘first call.’ We hope to create the same, powerful dynamic with this new generation of Eco Institution-trained Green Consultants.”

A Rich Course Curriculum

The Eco Institution’s Certified Green Consultant Training Course covers the full range of topics necessary for future Green Consultants to become locally recognized experts in residential and commercial energy- and water-efficiency. Among the topics covered by the 17-unit online course are:

•    Green Consulting as a profession
•    The residential ecosystem
•    Residential heating and cooling systems
•    Insulation and thermostats
•    Windows and doors
•    Household appliances and electronics
•    Water use and water heating
•    Energy-efficient lighting solutions
•    Alternative-energy options, including solar and wind
•    Green home design principles
•    Energy and water use in the workplace
•    Workplace-based recycling practices
•    Conducting Green Home and Green Workplace surveys
•    Marketing and selling Green Consulting services
•    Publishing and promoting Green Consulting services
•    Promoting Green Consulting services online

The Eco Institution’s Green Consultant certification process has been designed for maximum flexibility and adaptability to the needs of individual Green Consultant trainees. Taking advantage of the latest in web-based training technologies, the Certified Green Consultant Training Course is available online, and can be studied at the student’s own pace and on his or her own schedule. Each of the introductory course’s 17 units includes a detailed, easy-to-read text-based lesson, and is accompanied by email-based access to a professional Green Consulting Coach who will guide students through both the substantive and practical aspects of setting up and building their Green Consulting practice.

The Certified Green Consultant Training Course also includes a professionally designed business “Start Up Kit” intended to help Green Consultants to rapidly build their professional practices. Among the Kit’s more than two dozen components are a suite of home consulting, workplace consulting, and marketing and promotion tools that will enable Green Consultants to focus more time on the vital matters of client service and follow-up and less on the rote mechanics of running a business. The centerpiece of the Start Up Kit are comprehensive Green Home Survey and Green Workplace Surveys and Reports, that will enable Green Consultants to review homes and workplaces and to deliver their findings in a cost-efficient and consistent manner.

The Eco Institution operates its Green Consultant credentialing program as an educational and training network and not as a franchise. Specifically, the Eco Institution sets no fee structures that its trained and certified Green Consultants are required to charge and makes no guarantees of any specific income stream (although many Green Consultants and Eco Consultants currently earn from $100 to $400 per home or business survey, and several hundred dollars or more from follow-on work with the same client). Additionally, Green Consultants choose their company’s own name and location, set their own hours, and determine which specific services they will offer and how much they will charge. There are also no sales territories or sales quotas.  Eco Institution-trained Green Consultants keep 100% of whatever they earn from clients, and do not have to pay a “sales commission” or licensing fee to the Eco Institution for ongoing use of Eco Institution materials.

Signing Up for the Eco Consultant Certification Course

Signing up for the Eco Institution’s Certified Green Consultant Training Course is a simple and straightforward matter. Interested individuals should visit the Eco Institution’s Green Consultant web site at www.greenconsultant.com. Alternatively, students may telephone the Eco Institution directly at (877) 235-3170

Filed under: Employee

Terr says...

Coca-Cola Enterprises (NYSE: CCE) today announced that Edward J. Lopez has been named Chief Diversity Officer, effective November 1. Mr. Lopez will oversee the company’s global diversity initiatives, and will report to Pam Kimmet, Senior Vice President, Human Resources. Previously, he served as Vice President of Public Affairs and Communications for the company.

“With more than 20 years of experience in the legal, public affairs and community relations arenas, Ed will build upon the work Coca-Cola Enterprises has done to ensure diversity remains an integral part of our culture, our approach with our customers, and our Corporate Responsibility and Sustainability commitments,” said John F. Brock, Chairman and Chief Executive Officer. “Through his leadership and expertise, Ed will drive our global diversity strategy to ensure CCE continues to attract, develop and retain a highly talented and diverse workforce that is representative of the communities we serve.”

“From talent acquisition efforts to engaging a wide range of customers, suppliers and community organizations, CCE continues to incorporate diversity and inclusion into our ongoing, daily business operations,” said Ms. Kimmet. “I look forward to the insights Ed will bring to the established infrastructure we have in place at CCE.”

Before joining CCE in 2007, Mr. Lopez served on the New Mexico Governor’s cabinet as Cabinet Secretary and Superintendent of Regulation and Licensing. From 2000 to 2004, he was President of the National Hispanic Cultural Center Foundation’s Board of Trustees. As President and a member of the board, Mr. Lopez led the foundation in identifying, preserving and enhancing Hispanic arts and humanities. He is also active in the community, currently serving on the board for the National Hispanic Child and Family Development Institute. Prior to these roles, he spent 15 years with the Bell Telephone System as corporate counsel and then vice president/general manager of operations in New Mexico.

“Our employees are the foundation of our business,” said Mr. Lopez. “To help us deliver on our vision of being the best beverage sales and customer service company, it is imperative that we provide our employees with a work environment that continues to allow them to achieve their full potential.”

Mr. Lopez received his Bachelor of Arts degree from Michigan State University in East Lansing, and his Juris Doctor from the University of New Mexico in Albuquerque.

Coca-Cola Enterprises is the world’s largest marketer, distributor, and producer of bottle and can liquid nonalcoholic refreshment. CCE sells approximately 80 percent of The Coca-Cola Company’s bottle and can volume in North America and is the sole licensed bottler for products of The Coca-Cola Company in Belgium, continental France, Great Britain, Luxembourg, Monaco, and the Netherlands. For more information about our Company, please visit our website at www.cokecce.com, and for more information about Corporate Responsibility and Sustainability at our Company, please visit http://crs.cokecce.com

Filed under: Employee

thetrudz says...

All of my close female friends have completed a master's degree or higher. For those who are attorneys and physicians, they have achieved what most schools consider a "terminal degree" and rarely speak of the pursuit of any additional education. Many of the attorneys ended up hating the practice of law and have found themselves teaching or working for other public/private organizations. My friends who are physicians are still in their residency programs. 

However, among my friends who have completed their masters' degrees, some which are considered terminal (friends with MBA degrees), and some which are not (i.e. mine is not terminal; psychology, criminal justice and many arts/sciences consider the PhD, not the master's degree as the terminal degree), we occasionally think about getting a doctoral degree. None of us really need it for our current careers (but could pursue other paths upon completion).* All of us remember the hell and stress that we endured in order to complete our masters' degrees. Graduate school is nothing like undergrad. Those who attended an academically notable high school like I did (Suncoast High School in South Florida), can attest to the fact that some of our high school courses (IB, AP) were actually more academically challenging than some undergrad courses. I barely flinched at my undergraduate graduation in '01. However, I was really emotional and choked up at my graduate school graduation in '08. I'm sure that this was due to the difference in the experience of the pursuit of those two degrees.

So despite the extreme stress of a full-time job*, adult responsibilities and full-time graduate school, or what our lives were like while working on our masters' degrees, why do we still think of the doctoral degree? I chuckle about this with my two best friends; one has a MBA degree and the other has a MS degree in Mental Health Counseling. The latter has already decided that she will not pursue a doctorate degree; she is a talented writer and is focusing her energy into her novel series and a potential writing fellowship. However, from time to time, my other best friend and I mention a doctorate as if we forgot what we went through in pursuit of our masters' degrees. The thought that I could easily forget how many times I stated that I am done with school and have had enough of formal learning makes me laugh. I do enjoy learning, in general, including: reading, self-teaching and experiential learning.  

I call these thoughts graduate school postpartum trickery. Every time I attend a graduation ceremony, even if it is for a baccalaureate degree for a friend or sibling, I always notice the doctoral students. They do look so so tired...so tired. Their parents/family seem so proud. When their names are called and the hooding ceremony commences, I get a little misty-eyed. I love the difference in doctoral graduate attire compared to baccalaureate and even master's degree attire (although the differences between the last two are notable as well). Anytime I read a graduation ceremony program, I always look at the doctoral students' dissertation topics and for a few, I check for online accessibility so that I can read them. 

Now I don't mean to be shallow when I mention these thoughts. I understand the academic rigor of a doctoral program and know of potential career paths available upon completion. The idea of advanced-level of research appeals to me and I can be slightly dweeby (I hide it behind really cool shoes and big earrings). I often discuss various potential dissertation topics with my friends and they advise me of their ideas for their own research. I am exceptionally aware of the costs and sacrifices involved in pursuing that degree. (The costs of the first three degrees were astronomical, especially the master's degree. *shivering*) I know that a degree (any degree really) doesn't guarantee a job--believe me, I know this all too well. Furthermore, in some ways, education has skewed my view of reality and can close doors instead of opening them (i.e. jobs, job searches, the "overqualified" stamp, wars with HR departments, issues within the recession etc.). In the classroom, I was treated as an equal regardless of race or gender. High performance and preparation were rewarded. However, that has rarely been my experience in the corporate workplace.

In general, I do focus on experiences themselves instead of just the end results as I mentioned in the previous blog post. But there is something about the graduation ceremony itself, the pride of the parents, the support of family and friends, and new doors/paths that can appear that add to the desire to pursue this degree. I would be lying if I said it was all about  academics and research and nothing else in relation to pursuing a doctoral degree. In this case, the end result does have a mystic beauty to it that cannot be denied. In a weird way, this reminds me of getting a tattoo. How is it that while you are getting a tattoo, it feels as if you are being murdered? However, once it sheds and heals after six to eight weeks, all you think of is the beautiful design that will be a part of you for eternity? Then you want a second tattoo, as if the first one didn't hurt. I have had this aforementioned experience as well. This isn't to say that pain alone should be a deterrent for a goal, but pleasure alone shouldn't be a motivator. The jury is still out on whether or not I will pursue a doctoral degree. I am taking my time with this decision and trying to enjoy the journey that is life in general. 

*My primary passion is photography. All that I have formally learned is really beneficial to the development of the photographer-client relationship (and probably explains why the 1-on-1 portraiture shoot is my favorite genre of photography). However, it is not always directly relevant to the actual science/art of photography itself--that, I study separately. I have worked outside of photography in corporate environments as well.

Related Blog Posts: "what's she gonna do, take my picture?", by any other name...

Filed under: employee

fistonista says...

                                     
Click here to download:
get-together-2009-sfEhqftjvexHEytjvtEu.zip (1751 KB)

Acara kumpul-kumpul bersama pegawai dan keluarga 'Get Together' di aula Rumbai Country Club. Minggu 11 Oktober 2009, jam 7 pagi sampai selesai.
Banyak games, makanan & hadiah. Selain itu ada pengumpulan sumbangan untuk korban gempa Sumbar dan live music.

Filed under: employee

slange70 says...

skillprint

I've been on a search for a more efficient and relevant way to evaluate employees' performance. Most performance evaluations I have come up against are homogenized so much that they aren't revelant to individual disciplines, and provide little room for insight. Almost all of the systems have a rating attached, and more often than not that rating system is: poor-fair-good-verygood-excellent.

"Poor. Fair. Good. Very good. Excellent." There's the problem. Those five ratings create many more questions than they answer. Most groups follow a bell curve, which means most people should be "good." However, if you have properly screened your hires, then you probably only hired "very good" or "excellent" candidates. Hmmm.

Senior managers will tell you "If you're doing a 'good job' you should be regularly meeting and exceeding expectations and that earns you a 'good.'" As you hand over a piece of paper marked "good," you see another story in your employee's face:

"You gave me a 'C?' You only think I'm doing 'C' work? WTF?'"

Any of us who grew up in the US school system are all-too-familiar with that five-point evaluation. And nobody thinks a "C" is a "good job." The graphic above represents an idea for a system that is based on 12 basic criteria or skills for a discipline. These skills are customized for that discipline but fall into macro-categories that may apply to more than one job title. This was designed to be an interactive application for performance reviews or goal "check-ins." An employee's seniority determines how many "credits" or points they have to distribute into their skills. These points are doled out into the individual's core skills, just like creating a custom player in EA's Madden Football, or an avatar in World of Warcraft. This limited number of "credits" force employee and manager to make some critical decisions about the story they want to tell with this "print." It also prevents someone from making high marks in all of the categories (which is so rare that no provision is needed for it in this system.)

After this is completed by employee and manager it provides a simple, descriptive graphic that is a visual representation of an individual's skills. Each skillprint is unique to it's owner and can be collected and viewed together to see an aggregate skillprint for a group of people, or even an entire organization.

No more grades. Just things for two people to discuss. The seed to a living conversation.

Filed under: employee

tp says...

This database contains 82 documents.

View by industry:

OrganizationTitle
About.comTemplate: Blogging and Social Media Policy
About.comTemplate: Internet and Email Policy
American Red CrossSocial Media Handbook for Local Red Cross Units
American Red CrossOnline Communications Guidelines
Associated PressSocial Media Policy
Australian Public Service CommissionInterim Protocols for Online Media Participation
BBCEditorial Guidelines, personal use of Social Networking
BBCUse of Social Networking and other third party websites
BBCOnline Services Guidelines in Full
BBYOStaff/Volunteer Presence on Social Networking Sites
BTForum Guidelines
Canadian Broadcasting Corporation (CBC)Facebook Policy
Chartered Institute of Public Relations (CIPR)Social Media Guidelines
Chartered Institute of Public Relations (CIPR)Social Media Guidelines for Consultation
CicsoInternet Postings Policy
City of SeattleBlogging Policy
Cleveland ClinicSocial Media Policy
DellOnline Policy
DePaul UniversitySocial Media Guidelines
Dow JonesSocial Media Interaction Policy
Easter SealsOnline Community Guidelines
Electronic Frontier FoundationHow to Blog Safely (About Work or Anything Else)
ESPNGuidelines for Social Networking
eWay DirectSocial Media Policy
Fairfax County, VAFacebook Comments Policy
FeedsterCorporate Blogging Policy
Fellowship ChurchPersonal Website and Weblog Policies
FINRAGuide to the Internet for Registered Representatives
GartnerPublic Web Participation Guidelines
General Services Administration (GSA)Social Media Policy
GMBlogger Policy
Greteman GroupSocial Media Policy
Harvard Law SchoolTerms of Use
Headset BrothersSocial Media Policy
HPCode of Conduct
IBMSocial Computing Guidelines
IBMCase Study: The Impact of Corporate Culture on Social Media
InQbationGovernment Policy Guidelines
IntelSocial Media Guidelines
International Olympic Committee (IOC)Blogging Guidelines for Persons Accredited at the Games of the XXIX Olympiad, Beijing 2008
JaffeTemplate: Social Media and Social Networking Policies and Procedures
Judith LindeauTemplate: Social Media Policy for Associations (Real Estate)
LiveWorldSocial Media Content Guidelines
Mayo ClinicFor Mayo Clinic Employees
Media Law Resource CenterCompilation of Legal Actions Against Bloggers
MicrosoftChannel 9 Doctrine
MicrosoftTweeting Guidelines and Blogging Guidelines
New Zealand State Services CommissionPrinciples for Interaction with Social Media
New Zealand State Services CommissionThe Guide to Online Participation
OperaEmployee Blogging Policy
PlaxoCommunication (Blogging) Policy
Porter NovelliOur Social Media Policy
Powerhouse MuseumCommunication Using Public Facing Museum Blogs - Policy
PR-SquaredCorporate Social Media Policy: Top 10 Guidelines
RhetoricaBlogging and Comment Policy
RightNowSocial Web Employee Policy
Roanoke County, VASocial Media Policy
Robert ScoblePress FAQ
SAPSocial Media Participation Guidelines 2009
SentaraSocial Media Policy
Shift CommunicationsTop 10 Guidelines for Social Media Participation
Smithsonian InstitutionWeb and New Media Strategy
Social Media Business CouncilDisclosure Policy Toolkit
Sun MicrosystemsGuidelines on Public Disclosure
Sun MicrosystemsAlumni Blog Aggregation Additional Terms
Telstra3 Rs of Social Media Engagement
Thomas NelsonBlogging Guidelines
U.K. Government Template Twitter Strategy for Government Departments
U.S. Air ForceAir Force Blog Assessment
U.S. Air ForceNew Media and the Air Force
U.S. Army Corps of Engineers - Jacksonville DistrictSocial Media User Guidelines
U.S. Coast GuardSocial Media - The Way Ahead
U.S. Environmental Protection Agency (EPA)Blogging at EPA for Greenversations
U.S. General Services Administration's (GSA) Office of Citizen Services (OCS)Blog Policies
U.S. NavyWeb 2.0: Utilizing New Web Tools
UK Civil ServiceCode for Online Participation
Wal-MartTwitter External Discussion Guidelines
Walker Art CenterBlog Guidelines
WebtrendsSocial Media Guidelines
Wells FargoCommunity Guidelines
Workplace FairnessOff-Duty Conduct
Yahoo!Personal Blogging Policy

Filed under: employee