Job Board Trade Association Sets First Member Congress for September

July 24, 2006 -- Stamford, CT -- The International Association of Employment Web Sites (IAEWS), the trade organization for the global online employment services industry, is pleased to announce that it will be holding its first Annual Member Congress in Chicago, IL on September 11, 2006.

In barely more than a decade, job boards and career portals have become a $2+ billion industry in just the U.S., alone. The Association's membership includes many of the largest and best known of these sites, including Monster.com, CareerBuilder.com, Yahoo! HotJobs, CareerJournal.com from The Wall Street Journal, The New York Times, JobMarket, and Dice as well as Workopolis and Working.com in Canada, JobStreet.com in Asia and StepStone in Europe.

The conference will be held at the Donald E. Stephens Convention Center adjacent to O'Hare Airport. Its theme is The Value of Perspectives. The tentative program includes:

- The HR Executive's Perspective: The VP of Talent Acquisition at a major corporation will discuss "What HR Check Signers Want from Job Boards;"

- The U.S. Government's Perspective: A representative from the U.S. the Department of Labor will discuss new Government regulations for employers and job boards;

- The Media's Perspective: The career columnist at a major business publication will talk about how the media views job boards;

- The Corporate Customer's Perspective: A panel of front line recruiters will discuss what they like and don’t about job boards;

- Members' Perspective: A town hall meeting will provide the Association's members will an opportunity to discuss the key issues and opportunities facing the industry.

The Association's Member Congress will be the first global gathering of job boards and career portals ever held. It will bring together the world’s largest job boards and some of the smallest and most specialized sites in the online labor market. Only IAEWS members will be permitted to attend.

About the IAEWS
Formed in 2005, the International Association of Employment Web Sites is the first global trade organization created specifically for the online employment services industry. It serves employ-ment sites operated by commercial enterprises, publications, associations and societies, colleges and universities, radio and television stations and affinity groups worldwide. Representing over 700 sites offering employment opportunities in every occupational field, industry and location in the world, it truly represents the Sources of SuccessÔ for job seekers and employers everywhere.

###


This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

TalentPen Whitepaper Explores Untapped Potential of Personality Assessments in Filling Open Job Positions

Pleasant Prairie, Wis. – July 27, 2006 – Personality assessment can help predict job fit, enjoyment and performance, according to a new whitepaper from TalentPen titled Personality Matters: Using Personality Assessment for Competitive Advantage in Talent Acquisition. The paper, available for download at www.talentpen.com, also explores how modern personality assessment is rooted in a rigorous methodology required of any scientific discipline.

The combination of a candidate's personality, preferences, and qualifications comprise a winning formula for talent acquisition. In particular, personality assessments can eliminate unsuitable candidates early on, reduce turnover rates and "resume roulette."

"Hiring veterans can swap horror stories of people who had all the right qualifications but whose social skills did not mesh with the existing company culture," says Michael Sproul, chief executive of eBullpen, LLC. "By incorporating personality profiles into the selection stage, employers can determine who best fits their company’s culture before they waste time reviewing, screening or interviewing less-than-ideal candidates."

The distribution of human traits falls into five categories, notes the paper. This model of personality, called the Five-Factor Model (FFM) or Big Five, has gained widespread popularity. These five traits can be boiled down to the following personality dimensions, which most employers will quickly recognize:

- Sociability: how energetic and enthusiastic a person is, particularly when interacting with others.
- Interpersonal Style: attitudes toward, and interest in, others.
- Curiosity: how open a person is to new experiences and new ways of doing things.
- Adaptability: how organized and thorough a person is in life, and in pursuing goals.
- Temperament: how a person naturally reacts to pressures and stress.

The whitepaper also examines how assessments have evolved over the years, and the emergence of personality psychology in the 1990s to become a dominant theory now widely used.

TalentPen uses a patent-pending candidate screening system that collects a pool of candidate personality profiles, then qualifies and ranks them to match an employer’s job requirements and desired personality traits. Candidates don’t apply for a specific job; rather, they create personality profiles that are then matched to available positions posted by employers. Developed by eBullpen, LLC, TalentPen is available for companies to purchase and use under their own employment brand.

About eBullpen, LLC
Based in Pleasant Prairie, WI, eBullpen, LLC helps employers and job seekers alike find better employment matches by putting personality matching up front in the candidate sourcing process. eBullpen created the TalentPen candidate collection and matching system to give employers an edge in talent acquisition and the tools for improving the hire – not just the hiring process. TalentPen allows employers to incorporate eBullpen’s proven assessment techniques and technologies into their existing career site or ATS. With either system, the end result is a streamlined hiring process and a faster placement of qualified candidates who fit a company’s culture.

For more information, visit www.talentpen.com.

###



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

New tools available to help improve Employee Retention and reduce Employee Turnover

July 25, 2006. EmployeeRetention.com, an Amherst, NY human resource consulting firm, introduces two new tools to help companies reduce employee turnover. These tools help to quickly and economically assess turnover risk in an organization, and help determine which employees will stay. The tools were created by Joel Goldberg, Ph.D., a nationally recognized expert in employee retention, who began researching the subject at Harvard University in the 1980’s. In addition to these proprietary new tools, the firm offers a full range of employee retention consulting services, including employee satisfaction surveys and an exit interviewing system. The company helps clients find solutions to its employee retention problems. Their customers include large and small corporations, professional firms, and non profit organizations.

These tools are distinct from other offerings, as they explore both the direct and indirect causes of employee turnover. While they look at the factors that cause people to leave, they also identify the factors that cause people to stay. Thus, organizations can enhance their strengths at the same time as they are reducing their problems.

The Employee Retention Assessment measures risk for turnover, and directs action once areas of concern are identified. Organizations can better understand why some employees stay, and why some employees leave, and can create measurements and metrics to track their progress over time.

The analysis identifies factors that cause retention, as well as risk areas that might cause turnover, and identifies areas of concern for future turnover.

The results help make changes prior to the development of undesirable situations.

Detailed reports can show the results by a variety of demographics such as business unit, manager, job title, job skills and tenure.

The Cultural Fit System assesses the working culture of an organization and also identifies specific highly valued working criteria of individual employees. Possibly the greatest factor that relates to turnover is the interaction between organization culture and the work values of each employee. This two-phase system starts with the Organizational Culture Survey that measures the rules of conduct that govern organizational behavior.

The survey provides an objective measurement of the working culture of the organization; the information is critical to effective motivation, retention, sustainability and profitability.

The results provide a map of the organization culture, which can be used to compare and contrast the work criteria of current and future employees.

The reports graphically illustrate the cultural elements of the organization, and allow one to easily compare between different business units and other demographics.

The second phase of the system, the Employee Values and Criteria Survey, identifies and measures the working values of employees, and their criteria for a satisfying work environment.

This system allows organizations to hire and support those employees most likely to stay with them.

The survey allows comparison and assessment of the fit of employees' deeply held values with the organization's work culture

It serves two functions: recruitment and selection, and development and motivation.

Contact:
www.EmployeeRetention.com
Joel Goldberg, Ph.D.
800.578.4957
716.836.8683



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

FIRST ADVANTAGE INCREASES CAPACITY, ADDS EXPERTISE Recruiting Solutions Division Gathers Steam with New Additions and Key Promotions

INDIANAPOLIS, Ind., July 24, 2006- The Recruiting Solutions division (formerly TruStar Solutions) of First Advantage Corporation (NASDAQ: FADV), a global risk mitigation and business solutions provider, announced today the addition of Winn Van Brimer as the new director of recruiting solutions and the promotions of two key recruiting solutions development experts. The move to acquire and promote leadership talent is part of a strategy designed to continue the company's history of intelligent growth based upon client needs.

"The incredible increase in market demand, the growth of our client base and our commitment to provide the highest quality talent acquisition solutions have inspired growth in our organization," said LeRoy Robbins, executive vice president of the Recruiting Solutions division of First Advantage. "In order to do the best job for our clients, we must attract and retain the best talent the market has to offer. Our most recent hires and promotions are a testament to that commitment."

As director of recruiting solutions, Van Brimer joins the Recruiting Solutions' leadership team to oversee the strategic development and execution of the HireYield® Recruitment Process Outsourcing (RPO) service platform. With more than 15 years of experience in managing effective recruiting processes for some of the top companies in the world, Van Brimer brings a new level of insight and expertise to the organization. Van Brimer will leverage his strengths to ensure that HireYield outsourced services continue to exceed client expectations.

"I'm very excited to be a part of such an innovative and client-centric organization, and I am looking forward to maximizing the potential of HireYield," said Van Brimer. "When integrated with the First Advantage's powerful technology and wide array of services, HireYield can help clients drive inefficiencies out of their recruiting processes by focusing only on highly qualified candidates. This depth of functionality is rare, and our clients reap the benefits."

In addition to Van Brimer's arrival, two key business solutions consultants have been promoted to new roles within the organization. Brad Karcher and Greg Palmer, both formerly managers of business solutions, have been named associate directors of business solutions. In their new roles, Karcher and Palmer will oversee solutions consulting teams while continuing to work directly with key clients. A combination of sales process expertise and history of creating exceptional results for clients led to their promotions and will help inspire similar client focus in their respective team members.

About First Advantage Corporation
First Advantage Corporation (NASDAQ: FADV) combines industry expertise with information to create products and services that organizations worldwide use to make smarter business decisions. First Advantage is a leading provider of consumer credit information in the mortgage, automotive and subprime markets; business credit information in the transportation industry; lead generation services; motor vehicle record reports; supply chain security consulting; employment background verifications; occupational health services; applicant tracking systems; recruiting solutions; skills and behavioral assessments; business tax consulting services; insurance fraud, corporate and litigation investigations; surveillance; computer forensics; electronic discovery; data recovery; due diligence reporting; resident screening; property management software; renters insurance and consumer location services. First Advantage ranks among the
top companies in all of its major business lines. First Advantage is headquartered in St. Petersburg, Fla., and has more than 4,200 employees in offices throughout the United States and abroad. More information about First Advantage can be found at www.FADV.com.

###



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

Indias Leading Companies Successfully Recruit from Harvard: U.S. in global competition for best and brightest talent

SAN FRANCISCO, CA, July 20, 2006 – Indian nationals are concerned that foreign companies using their talent are causing a “Brain Drain” impeding their own domestic products’ time-to-market. As U.S. businesses face the impending shortage of 10 million skilled laborers by 2012, the importance of sourcing and managing talent is accelerating. Axiome’s white paper, “Combining HR and Supply Chain: Top Five Ways to Drive Bottom-Line Contributions,” will help executives gain a competitive-edge in acquiring and managing contingent labor and global third-party services.

“With the addition of other foreign markets turning to low-cost labor solutions in India, China, the Philippines and Eastern Europe to do more of their work, the U.S. finds itself in a global competition for the best and brightest talent,” said Nancy Morales, President and Founder of Axiome Sourcing. “Companies that adopt and use technology that combines HCM and Supply Chain will have a competitive advantage.”

Combining services supply chain tactics and human capital management strategies enables corporations to compete in the global talent boom and improve the customer and supplier/contractor experience.

The white paper provides tangible methods for improving competitive positioning in a flat marketplace. Topics covered include:
 How to leverage existing buying power;
 Deepening relationships with top suppliers;
 Optimizing business processes including HR and procurement;
 Improving compliance and governance; and
 Transacting through business process management tools to capture savings.

These methods are detailed in Axiome Sourcing’s white paper “Combining HR and Supply Chain: Top Five Ways to Drive Bottom-Line Contributions.”

For a copy of Axiome’s white paper, “Combining HR and Supply Chain: Top Five Ways to Drive Bottom-Line Contributions” call or fax your request to Axiome’s automated assistant at 1-866-655-2576.

About Axiome Sourcing
Founded in 2004, Axiome Sourcing assists companies in reducing costs, enforcing policies and minimizing risks associated with sourcing and managing global contingent labor and third-party services. Axiome’s Resource Management System -- A R M S(sm) -- a best-in-class Business Process Management (BPM) Suite, enables governance through technology to improve business agility and operational performance. For more information on Axiome Sourcing visit www.axiomesourcing.com


Contact Information
Nancy Morales
Axiome Sourcing
http://www.axiomesourcing.com
408-365-8800



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

A.M. Best Reaffirms American Communitys B+ Rating

LIVONIA, Mich. – A.M. Best has again assigned a financial strength rating of B+ (very good) to American Community Mutual Insurance Company, a leading provider of individual and group health insurance. The Best Rating is a nationally recognized, independent third-party opinion, based on a comprehensive evaluation of a company’s balance sheet strength, operating performance and business profile.

According to A.M. Best, the rating reflects “the continued positive operating results the company has generated over the past five years, its continued surplus growth, and the numerous strategic initiatives the company continues to implement to improve its future operating results.” The company’s surplus is in excess of $121 million.

"The reaffirmation of this rating recognizes our accomplishment of several key initiatives over the past year and our continued commitment to our policyholders,” said American Community President & CEO Gerald Meach. "This secure rating will help us as we continue our trajectory of sustained, profitable growth as a secure and reliable market leader.”

About American Community
With beginnings dating back to 1938, American Community Mutual Insurance Company is one of the oldest health insurance companies in the nation. Based in Livonia, Michigan, American Community markets individual and group health insurance products in eight states through an agency force of over 6,000. For more information, visit www.american-community.com.



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

Leade Health Outlines Health Coaching Best Practice Process in New Whitepaper

Ann Arbor, MI – July 14, 2006 – Leade Health, a pioneer in the field of health coaching, has released http://www.leadehealth.com “[Defining Best Practices in Health Coaching: From Competencies to Processes],” a new whitepaper that will help establish best practices for behavioral change programs such as weight management, stress reduction, tobacco cessation and cardiovascular health. One of an ongoing series, the research paper is available for download from Leade Health at no charge.

“No defined health coaching best practices currently exist,” says Michael D. Mulvihill, President and CEO of Leade Health. “By establishing and utilizing a best practices approach, we plan to serve as a model for the industry in delivering best-in-class coaching, achieving behavioral change and reducing health care costs for employers.”

Achieving these outcomes requires health coaches who are client-centered, non-judgmental, and excellent listeners. These personal characteristics, along with specific knowledge, skills and abilities, are competencies that Leade Health will measure as part of their best practices approach.

In the new whitepaper, the firm points out that only a limited body of research examines health and wellness coaching. Overall, many gaps still exist in knowledge regarding best practices in health coaching. To begin to fill some of these gaps, and to investigate what makes successful health programs work, Leade Health is committed to undertake scientific research under the direction of their Scientific Advisory Board. This independent group will provide oversight in areas related to best practices research. In the whitepaper, Leade explains their research project to determine the skills most critical for successful health coaching.

Leade Health and its team of health coaches have a good start on benchmark data that confirms clients’ success in their health coaching programs. For example, Leade has served nearly 34,000 tobacco users with quit rates among the highest in the industry, averaging 27% at 12 months. Nearly 10,000 weight management program participants consistently achieve outcomes well above reported norms, with 89% achieving weight loss or weight stabilization after one year, and 37% losing 5% or more of body weight. Leade’s top quality coaches, products and practices, and years of experience uniquely qualify them to deliver health coaching best practices to the marketplace.

Leade Health is defining best practices using the Interactive Domain Model (IDM) of Best Practices in Health Promotion developed by the Center for Health Promotion at the University of Toronto. The center cites that, “Best practices in health promotion are those sets of processes and actions that are consistent with health promotion values, theories, evidence and understanding of the environment, and that are most likely to achieve health promotion goals in a given situation.” The development of best practices utilizing a comprehensive and systematic approach requires the commitment of an entire organization.

To download “Defining Best Practices in Health Coaching: From Competencies to Processes,” or for additional information on Leade Health, visit www.leadehealth.com.

About Leade Health
Founded in 1990 and based in Ann Arbor Michigan, Leade Health specializes in Health Coaching in the areas of Weight Management, Stress Management, Tobacco Cessation, and Cardiovascular Health. Leade Health has earned a reputation for partnership integrity, product innovation and program impact. Leade Health‘s success rates from its signature Health Coaching model achieve outcome results that exceed national norms.


###





This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

Link between Employee Wellness and Employee Productivity

July 12, 2006, Orlando, FL -- What is the link between employee wellness and on-the-job performance? That’s one of the questions reporter Cait Murphy of Fortune Magazine asked herself as she participated in the energy management training for executives at the Human Performance Institute in Orlando, FL. Murphy’s independent report, titled “The CEO Workout,” appears in the July 10, 2006 edition of Fortune. Murphy spent two-and-one-half days immersed in this mind-body approach to energy balancing, during which she reports a number of perspective-shifting insights: Stress is goo! d, eat every two or three hours, incorporate rituals
for rest and recovery, and, for optimal performance, manage energy, not time.

To answer the question of employee productivity, she seeks out the observations of executives Steve Altmiller, CEO of the San Juan Regional Medical Center in Farmington, N.M., Kirk Perry, a VP at Procter and Gamble, and Brent Hayward, a participant from Starbucks. Each discusses his experiences with the techniques taught in the program and gives his perspective on the positive impact of energy management training on the employees who participate.

To learn of their reactions, see the story online.

For additional information, please contact Caroline Rivera at 407-438-9911, x112



BACKGROUND ON THE HUMAN PERFORMANCE INSTITUTE

The Human Performance Institute’s science-based approach to fully engaging people’s talent and skill grows out of 30 years of experience in the arena of high performance. The Institute has successfully worked with an array of world-class performers from the world of business, sport, medicine, and law enforcement including military Special Forces and FBI Hostage Rescue teams.

The Institute’s executive training is based on the idea that to effectively manage energy requires training like an elite athlete—not an athlete in sports, but a corporate athlete. The Institute’s technology is measurement-based and grounded in the sciences of performance psychology, exercise physiology, and nutrition. It teaches that managing energy, not time, is the key to sustained high performance.

Headquartered in Orlando, Florida, the company was co-founded by world-renowned performance psychologist Jim Loehr, Ed.D, author of 13 books including the national bestseller The Power of Full Engagement and Dr. Jack Groppel, internationally recognized authority on human performance, fitness and nutrition, and author of The Corporate Athlete.

For additional information, please contact Caroline Rivera at 407-438-9911, x112





This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

New WorkplaceOptions Manager Kit Offers MBA-Level Advice to New and Middle-Management

New WorkplaceOptions Manager Kit Offers MBA-Level Advice to New and Middle-Management

Raleigh, NC – July 6, 2006 – Workplace Options, the largest provider of work-life employee benefits in America, has announced a new resource to support managers in the workplace -- Advantage™ Manager Kits. These kits have been designed to help new and middle-managers become comfortable in the areas of Building Teams that Succeed, Change Management, Cultural Inclusion, High Performance Leadership, and Motivating People.

The benefit of making such kits available to management personnel is two-fold. Companies now have the training resources available to managers that they may not normally have the bandwidth or budget to provide, and managers can request information they may not have been exposed to in general management training programs.

Standard kits contain print and electronic resources from major university business programs and leading experts. Upgraded kits also include a year’s personal membership to the American Management Association (AMA) which provides unlimited access to a member’s only area of the AMA website, AMA Management Update – a monthly e-newsletter; and access to online AMA seminars.

“The kits were developed because we determined there was a need to provide high-quality management tools that combine both hard copy and online elements in a meaningful way,” said Alan King, President of WPO. Mr. King added ”Most of the material included is actually used in top MBA programs across the country.”

Workplace Options offers a vast library of specialty kits that employers can make available to their employees to address specific work-life challenges. Child safety, caregiver support, bereavement, and college preparation are just a few of the titles currently available. The manager kits provide a new tool for employers to insure their management personnel experience on-the-job success.

Kits can be purchased by WPO clients and sent directly to managers in their organization.

About Workplace Options
Founded in 1982 and servicing nearly 14 million employees and their families, Workplace Options (WPO) is America’s largest provider of work-life services. WPO is recognized for its innovative web delivery capabilities, flexibility and affordable pricing models. The company’s Partnership Integration Model® offers the most complete and thorough process for successfully integrating EAP and work-life employee benefits available in today’s market.

# # #

Sandy Egan
Workplace Options
(800) 699-8011 x2161
e-mail protected from spam bots




This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

New ARGOS� Multirater Assessment Report Strengthens Leadership Development in 360 Process

Norwalk, CT. --- (July 12, 2006) --- ARGOS Assessment Company (AAC), a division of ERC Dataplus, Inc., a leading Human Resources technology company, announced that its ARGOS® Multirater Assessment System now has a new report available that statistically analyzes the responses to a company's 360 feedback survey to identify the key behaviors associated with successful leadership specific to a client’s organization. The new report lists the key behaviors and the participant's score on each of them.

The benefit to participants and coaches is that leadership gaps are now easier to identify, and development efforts more focused and can be readily aligned with the company’s strategies. Paul Rathblott, ERC President, said, "Adding this new capability not only will help participants get more value out of their 360 experience, but will help their managers provide more focused leadership development coaching. The client company also gains valuable information by being able to identify tomorrow's leaders and what developmental needs they might have in order to assume greater leadership roles."

The statistical analysis is performed by Cynthia Alt, Senior Executive Coach, Executive Coaching Network, Inc., an AAC Partner with more than 14 years experience in consulting to organizations both internally and externally.

“The leadership quotient is an excellent tool that provides a valuable, customized dimension to the feedback report,” says Executive Coaching Network CEO Alyssa Freas, commenting on the use of the new report by Liberty Life and Standard Bank, global organizations with Corporate Headquarters in Africa. “It allows the participant to measure his/her own ratings on the specific behaviors that are statistically proven to be best aligned with the most effective leadership in that particular organization. It really helps the individual to focus on making changes that have the greatest leverage in terms of leadership effectiveness.”

Those interested in learning more about the new report, can contact ARGOS Assessment Company. To request a proposal, visit www.argos360.com, send an e-mail to e-mail protected from spam bots, or call 1-888-ARGOS360 (274-6736).

About ARGOS Assessment Company

ARGOS Assessment Company, a division of ERC Dataplus, is the multirater scoring company for organizations with active employee development programs. ARGOS® Multirater Assessments is the most functional, cost-effective data collection, scoring and delivery system available. It offers medium and large organizations the accuracy, ability to configure, and delivery speed to meet their tactical and strategic multirater assessment needs. AAC is the only company that offers integrated, proprietary Internet and/or IVR (telephone) data collection to insure that all employees, including those without Internet access, can participate in feedback programs.
To learn more about AAC and how its technology experts can help you with a more effective, affordable multirater feedback program visit www.argos360.com or call 1-888-ARGOS360 (274-6736).

About Executive Coaching Network

Executive Coaching Network, Inc. (EXCN), a global consulting firm providing customized services that develop current and future leaders and their ability to improve bottom-line results. EXCN represents a powerful link between executive development and long-term profitability and business growth. EXCN provides access to many of the brightest and most talented thought leaders in business.

To learn more about EXCN visit www.excn.com.

About ERC Dataplus

ERC delivers client-centric, state-of-the-art Internet and Interactive Voice (IVR) solutions for recruiting and employee surveys, and through ARGOS Assessment Company, multirater assessments. Its applications are modular in design to allow companies to select what they need; when they need it.

Clients benefit from dedicated and experienced project and account management teams to help clients translate their expectations into realities, and have a more efficient and effective process.

Leading financial service companies, call centers, retail, hospitality companies, and Fortune 1000 companies look to ERC for quality, innovation, service, and high Return on Investment.

Additional information about ERC is available at www.ercdataplus.com or call 1-888-ERC-CORP (372-2677).



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

National Council on Aging Names Stuart Spector as Senior Vice President

WASHINGTON, D.C., July 10, 2006 -- The National Council on Aging (NCOA) today named Stuart Spector as senior vice president of its Benefits Access Group. This newly formed division brings together several units within NCOA including BenefitsCheckUp®, the award-winning web-based outreach service, the Access to Benefits Coalition, Research and Public Policy.

Spector's primary responsibility as senior vice president is to help improve the quality of life for millions of seniors by enabling them to access and enroll in available benefit programs, both public and private. He will also be leading efforts to introduce BenefitsCheckUp to the private sector by establishing corporate sponsorship programs and creating alliances with HR service organizations.

"With Stuart's experience in technology, employee benefits, insurance plans and government health care programs, he will help NCOA's benefits access initiative reach even more older Americans, especially those with limited means," said James Firman, NCOA president and CEO. "We are proud to have someone with Stuart's background and expertise on our team."

Prior to NCOA, Spector most recently served as vice president and general manager at AMS Benefits, a division of Vertafore, Inc., the leading provider of specialized software services for the insurance industry. Before that, he served as a chief operating officer for Benelogic, LLC, a web-based benefits administration firm for employers and insurance companies. He also co- founded Innovative Outsourcing, an infrastructure company servicing Medicare and Medicaid health care organizations, eventually merging the company with Group Benefit Services (GBS) and serving as chief marketing officer for both organizations.

During his business career, Spector has received several awards, including being named to the Top 40 Under 40 Emerging Business Leaders in Baltimore. He was also a finalist for the Ernst & Young Entrepreneur of the Year award in 2000.

Spector received his M.B.A. from the University of Maryland and a B.A. degree in marketing and management from the College of Notre Dame of Maryland.

About the National Council on Aging
Founded in 1950, the National Council on Aging is a charitable organization dedicated to improving the health and independence of older person and to increasing their continuing contributions to communities, society, and future generations. For more information on NCOA, visit www.ncoa.org.

About BenefitsCheckUp®
BenefitsCheckUp is the nation's most comprehensive online service to screen for federal, state and some local private and public benefits for older adults (ages 55 and over). It contains over 1,350 different programs from all fifty states (including the District of Columbia) and has helped nearly 2 million individuals learn about public and private programs for which they are eligible. For more information on NCOA, visit www.benefitscheckup.org.

About the Access to Benefits Coalition
The Access to Benefits Coalition (ABC or the Coalition) is dedicated to ensuring that Medicare beneficiaries with limited incomes know about and make the best use of all available resources for accessing prescription drugs and reducing their costs. The goal of the Coalition is to assist beneficiaries with applying for the Extra Help/Low-Income Subsidy and other prescription savings programs if they qualify, and help them make informed choices about Medicare Prescription Drug Coverage. Chaired by NCOA, the Coalition has 104 national nonprofit organizations as members. It also supports 45 local and state coalitions in 33 states and the District of Columbia. The Coalition's activities are supported with funds from government, corporate and foundation sources. Visit www.accesstobenefits.org for more information.




This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.