encourage our employees to pursue the
CAE, but it’s not a requirement,” she
says. “The owners of the company are
very supportive of it and encourage their
employees to go for it. They pay for the
application fee, the study group and the
exam fee.”
Jackie Campa, human resources
director of the Million Dollar Roundtable
in Park Ridge, Ill., said her organization
highly values and encourages participa-
tion in the CAE credentialing process,
pays all necessary fees for employees
and even hosts study groups at its
offices.
“Companies offering tuition reimbursement or other educational assistance are not only providing a valuable
benefit to employees, but they are creating a more valuable workforce,” says
Amy Kaminski, director of marketing
for Compdata Surveys, a compensation
survey consulting firm based in Olathe,
Kan.
JUDGE US BY THE COMPANY WE KEEP
Association Forum
American Academy of
Pediatric Dentistry
American Health Information
Management Association
Material Handling Equipment
Distribution Association
American Sport
Fishing Association
Diabetes Educators
Hiring vs. Developing
CAEs
Associations that understand the value
of the CAE aren’t just helping their
existing employees obtain it. They’re
also actively recruiting association pro-
fessionals who already have their CAE,
which saves them the cost of profes-
sional development. If you’re looking for
a new job, therefore, it pays to get your
CAE before you start your job search.
“The economic state of the past cou-
ple of years has amplified individuals’
awareness of the importance of educa-
tion,” Kaminski says.
Keenan is one of those individuals.
According to her, IFT always looks for
CAEs in the hiring process. “All things
considered, a CAE would tip the scales,
if two candidates were equal,” she says.
According to Campa, the CAE cre-
dential speaks not only to candidates’
skills, but also their dedication. “Hold-
ing a CAE shows the candidate is com-
mitted to this profession,” she says.
Like many associations, HIMSS
reimburses any staff member the cost
of a study group as well as the cost of
the CAE exam. When he’s hiring for a
key position, however, Lieber prefers to
recruit someone who already has a CAE.
“We put the phrase ‘CAE Preferred’ in
those job descriptions which have a
significant component of association
management,” he says.
To maximize his talent pool, Chris
Mahaffey, executive director at the
American College of Foot and Ankle
Surgeons in Chicago, both hires and
develops CAEs. “CAEs are always pre-
ferred in my hiring decisions, but it
hasn’t been a make or break issue,”
he says. “Interestingly, three of our
four CAEs also have master’s degrees
from DePaul University’s Public Service
Nonprofit Graduate Program, including
myself. I do encourage all our staff to
pursue the CAE; but more importantly,
I offer continuing education programs
so everyone can work toward the CAE
designation, since a certain number
of hours of continuing education are
required just to apply for the exam.”
Whether you plan to stay in your cur-
rent position for years to come — or
find a new position immediately — the
lesson is clear: Taking advantage of
employer-supported CAE programs today
can help you maximize new opportuni-
ties tomorrow.
Gwen Biasi, CAE, is director of marketing and
communications for the National Association of
the Remodeling Industry. She may be reached at
gbiasi@nari.org.
HOHENADEL
INSURANCE GROUP
18 West Campbell
Arlington Heights, IL 60005
847-259-4500
Tom Hohenadel – tjh@higteam.com
www.higteam.com
Association Insurance Specialists
Since 1905
