4
ON THE MOVE MCR HIRES DAVE RHODES AS VICE PRESIDENT OF CIVIL PROGRAMS MCR Federal, LLC announced the hiring of David Rhodes as vice president, Civil Programs. Rhodes will oversee all operational support to civilian agencies while leading business growth across MCR’s civil portfolio, including the company’s long-term presence at the Federal Aviation Administration. Rhodes brings significant relevant experience and a strategic mind-set to the leadership of MCR’s civilian aviation business. Prior to joining MCR, he served as industry general manager for non-health civil agencies at CSRA. Starting
as account executive for the FAA NextGen Programs portfolio, Rhodes assumed ever- increasing responsibility – first for the entire FAA account and ultimately for more than 20 different federal civilian agencies. “Dave is a tremendous addition to the MCR management team. His experience aligns perfectly with MCR’s strategic direction,” said MCR President Vince Kiernan. Rhodes is a graduate of the U.S. Air Force Academy and served with distinction as a command combat pilot, a White House Fellow, and in numerous senior-level military positions.
Rhodes has extensive aviation experience, spanning manned and unmanned systems. In addition to his work at the FAA, he brings experience as the responsible executive for more than 100 programs across the federal civil space, including the departments of treasury, transportation, energy, housing and urban development, and IRS, NASA, EPA, and NOAA. “Dave has a long history of providing world- class service to customers. As an example, he was recognized by the FAA for delivering the most impactful NextGen program in 2016,” Kiernan said.
upack.com. Every factor enters into play when determining moving costs including location, distance to travel, the size of the household, whether movers are involved or if the employee will move, etc. 4) You need to get a good realtor involved. Whether your candidate is renting or buying, a realtor that’s a relocation specialist should be instrumental in helping you make the transition easier. The realtor can be a part of your recruitment team and even alert you early in the process if relocation will be a problem due to affordability or the candidate not finding what they like in a home or neighborhood. I wish relocation costs and plans were an exact science, but they are not. You almost always have to operate on a case- by-case basis with each candidate that you wish to relocate. It’s always best to strive for relative uniformity when granting relocation benefits to applicants or employees. The lump-sum payment model is one way to keep your relocation costs in line. Obviously, we could go in a multitude of directions with this information, but I wanted to share what we believe is a solid foundation for building a relocation program for your firm. Please reach out to me at Zweig Group for further clarification and help with your relocation process. Our team has been in the business of recruitment consulting for almost three decades, and we feel like we’ve seen just about everything. RANDY WILBURN is director of executive search at Zweig Group. Contact him at rwilburn@zweiggroup.com. “You need to consider all travel expenses involved in the process. These expenses could include the initial trip to interview, possibly a scouting trip for renting or buying a home, and depending on the level of the candidate, you may need to cover the travel costs of the candidate’s fiancé/ spouse and family members.”
RANDY WILBURN, from page 3
for renting or buying a home, and depending on the level of the candidate, you may need to cover the travel costs of the candidate’s fiancé/spouse and family members. When it comes to travel and expenses relating to a particular hire, we certainly encourage firms to look at the overall cost per hire in addition to lost revenue realized when you don’t have a critical need filled. Don’t cut corners in this area of relocation expenses. Spend the money! 2) You need to factor the need for temporary housing and corporate housing when and where necessary. You may be able to use an extended stay hotel or corporate rental housing program with new employees who are relocating to join forces with your firm. These arrangements can either be set up internally and paid for by the company, or you agree to cover those costs for a specified period and have the amount reflected in the lump-sum relocation payment extended to a candidate. A firm can control some costs by negotiating special rates with reputable extended-stay hotels like Residence Inn, or Candlewood Suites. Obviously, there are many others, and you need to identify one that has the greatest amount of coverage in the areas where your firm has locations. 3) You need to make sure you provide enough money for the candidate to move their household items. “I wish relocation costs and plans were an exact science, but they are not. You almost always have to operate on a case-by-case basis with each candidate that you wish to relocate.” Household goods, shipping, and storage, are one of the largest expenses related to a relocation. Packing up and moving can be easy for one person in a one or two bedroom apartment. Moving a family of five from a 3,000-square-foot home to another similarly sized home entails a ton of costs. There are many relocation calculators out there that will give you a good estimate of costs associated with moving a household from one place to another. These should be used as often as possible to help you determine your budget. Two sites that come to mind are moving.com and
© Copyright 2017. Zweig Group. All rights reserved.
THE ZWEIG LETTER January 2, 2017, ISSUE 1181
Made with FlippingBook Annual report