Q: Can you tell us a little bit about your role and what NCCI does?
A: Of course. I'm the Director of Talent Development here at NCCI and one of my responsibilities is working with our internal corporate compliance committee. The committee consists of several executive team members who set the direction for our company in terms of our compliance program. In my work, I spearhead the logistics for the courses that we offer our employees on an annual basis to deliver on that program.
As a business, NCCI is dedicated to fostering a healthy workers compensation system. We have 900 employees primarily based in Boca Raton, Florida, with a number of employees in satellite locations throughout the organization. I’ll also add that the average tenure of an employee here at NCCI is over 13 years. We're very good at keeping our employees, which is kind of unheard of in corporate America. We make sure that our employee value proposition is really high. Our line of business is supporting the workers comp industry in the United States, so we make sure we have exemplary employee engagement ourselves. And we do. That is why we invest a lot in training.
Q: Are there any key areas you are focusing on with your training currently?
A: Throughout 2019, we leveraged NAVEX Global’s antitrust module. That's a specific area we wanted to focus on with our employees. We've worked with the antitrust course in the past, and now it's time to make sure our employees are getting that training again. There are certain cycles we follow with our multiyear training program. The cadence of our course offerings changes. Sometimes, we'll leverage a lot of NAVEX Global’s training courses, and sometimes we'll manage products that we develop in house. It’s nice that the system can work in tandem with both products.
Q: As a Director of Talent Development, you have probably seen all types of online training options. What is it that you like about NAVEX Global’s?
A: I like the fact that you're able to develop a product that meets legal requirements in many areas. For instance, we have one employee in the state of New York. We were able to get an update on the compliance course that meets the specific requirements for that state.
I would also say, from my specialty in instructional design, I like the interactivity that you've been able to incorporate into your training courses. I've seen your product develop over the years and appreciate how it evolves to meet the changing needs of the workplace. You can see the attention to detail in things as small as the environments in which the videos are set and even what the people are wearing. All of it falls in line with the cultures in modern organizations. We thought it was pretty insightful that NAVEX Global was able to develop a product that also addressed the culture, or the changing culture, in many environments. It mirrored very nicely where we're going as a company.
Q: What are a few of the key goals of your compliance training program?
A: Throughout the year, there are several things we focus on. There are programs that we have for our leaders and managers that reinforce their roles and responsibilities. That's done through coordinating training efforts with other departments. For instance, our HR business partners are working with respective business units to enhance leader development. We have a new program called "Launching Leaders." We’ve always had a new manager onboarding program, and Launching Leaders really takes it to the next level by identifying the skillsets needed to communicate effectively and appropriately throughout the organization.
We are also always trying to embed accountability into our culture. It is important that every employee is accountable and responsible for what they need to do. Compliance is something that they need to be accountable for. And, in terms of our managers, we don't want to micromanage. This is something that really falls into everyone's responsibility, and I'm happy to say that, as part of our culture, we get it. I like the fact that in December, there is very little follow up that needs to be done to push employees to complete their trainings. Everyone is pretty much on it and they know it. And I think that's just part of our culture here in the organization. In fact, we’ve implemented three cultural pillars and one is specifically dedicated to accountability. And we achieve these cultural pillars through a number of efforts, with ethics and compliance training being a major one.
Angel, thank you for speaking with us today.