Congrats to Avery Pickard, OEDA’s new Executive Director

Acumen Executive Search is proud to announce the successful placement of Avery Pickard as Executive Director for Oregon Economic Development Association (OEDA).

OEDA is a volunteer board, made up of members with other full-time jobs. When it came time to initiate a search for an Executive Director, the board members determined that they didn’t have time or expertise to devote to the challenges of a complex search process. They reached out to Executive Search professionals and fellow OEDA members Acumen Executive & Talent Search (Acumen) for help finding the right person for this critical role. Acumen stepped up to the plate, putting into action their unique, customized 9-step search process. Reaching into their deep candidate pool, Acumen quickly developed a list of 5 highly qualified candidates and presented them to the board. Ultimately, the board decided to hire Ms. Pickard, who not only had the right skillset for the job, but was a perfect cultural fit for OEDA.  Sara Means, board member for OEDA said, “We at OEDA are thrilled to announce Avery Pickard as our new Executive Director.  With Avery’s leadership, we look forward to the great things ahead for this organization.  The experience we had with Acumen in the search for our Executive Director was superb.  OEDA highly recommends Acumen to anyone looking for assistance with an executive recruitment.”

About Avery Pickard:  Avery Pickard will be reporting to the OEDA Board of Directors. She will have the overall strategic and operational responsibility for OEDA’s programs, expansion, and execution of its mission. Ms. Pickard will manage the day-to-day details and will serve as the face of this organization. She will help develop and implement a new 5-year strategic plan for the merged organizations (AORA & AOI), now known as OEDA, helping bridge the urban/rural divide, and help launch a new professional development program in partnership with the professional development committee. “I am grateful to the board for the opportunity to direct this exceptional organization. OEDA will continue to strengthen its role providing advocacy, collaboration, and education for Oregon’s economic development professionals. I’m excited to work with the entire OEDA network, and to unite our distinguished membership as the primary champions for Oregon’s economy.”

About OEDA: OEDA is a statewide non-profit membership organization that works to support its members – the state and local economic development professionals who are on Oregon’s front line in diversifying and expanding the state’s economy. OEDA believes the success of Oregon’s economic development is accomplished through its core values of advocacy, education and collaboration. OEDA is newly created from merging the Association of Oregon Redevelopment Agencies (AORA) and Association of Oregon Industries (AOI). More information about OEDA can be found on their website at www.oeda.biz.

About AcumenAbout Acumen:  Since 2007, Acumen has been the premiere boutique, woman-owned Executive Search firm in Oregon with global clientele. Acumen works holistically and strategically with their clients to deeply comprehend their business and culture, to facilitate critical hires who can help solve meaningful problems. Visit www.AcumenRecruiting.com

Oregon Laws Changed – Employers Need to Know

As of October 6, 2017, a provision of the Oregon Equal Pay Act of 2017 is already in effect.  An article written by Liani J. Reeves of Bullard Law discusses this provision pertaining to legal changes around requests for salary history data.  (see full article here).  It is now unlawful for prospective employers, recruiters, and others involved in the hiring practice to seek an applicant’s or employee’s salary history.

Now employers may not:

  • Seek salary information from an applicant or employee
  • Seek salary information from an applicant’s or employee’s current or former employers
  • Use salary history information to determine a starting pay offer.

However, employers can consider an employee’s salary history for a promotion or transfer to a new position with the same employer or ask for salary history after a job offer has been made that includes the proposed compensation.

What does that mean for those involved in the recruiting and hiring practice?  They will need to immediately change their hiring policies, application forms, interview questions, and compensation policies.  To fail to do so will put them in violation of the Bureau of Labor and Industry and open them to fines, lawsuits, and class action claims.