|
For Small Businesses wishing to do business with the federal government, read this whole e-letter
Greetings!
When Timing and Opportunity meet together in synergy and we have blast off. However, all of the best timing and all of the best opportunities can go awry if we have not been prepared. So, the best way to say this is timing+ opportunity+preparation = Blastoff.
This issue will be particularly good if you are looking for government contracting opportunities as we have a special update on HubZone requirements, government contracting, hiring people to meet contracting terms, and the importance of referral relationships.
|
|
Preparing for Increase
Pres/CEO/Certified Business Coach with CFR & Associates |
First of all, let me say this. You have made it this far, you have persevered in the most difficult economy since the Great Depression. Many people have even referred to the last two years as a depression of sorts as well. Congratulations! Over 500,000 small businesses have not been as fortunate, they have gone out of business in the last two years. The economy exercised its own variation of "Survival of the Fittest."
This article will help you to prepare for the increase in business as a result of your survival skills, your phenomenal networking, your understanding of referral relationships, your phenomenal reputation in business that has allowed you to prosper when others are just hanging on, and any other reason that applies to you over this same period.
All of these topics are going to be covered in the Building Your Business to Last seminar on May 21st as well. But, we will spend adequate time over the next four weeks leading up to the event covering them here so as to peak your interest.
We will be looking at the following areas: Core Values, Mission, Purpose, Vision, Leadership Styles, Systems and Processes, Business Structure, Insurance requirements, when do you hire an employee and how much do you pay them? What are the requirements for an Independent Contractor (This issue gets many small businesses in hot water), How important is saving and how do you do it, what are the tax implications of business ownership, Are you paying yourself and how do you do it?
All these questions and more will be addressed over the next four weeks.
1. Building a Business to Last. Since you are still in business, you have a set of Core Values, a clearly defined mission and purpose. Be sure to write them into your business plan and share them frequently with your employees.
2. Leadership Styles. This is a tricky one for many small businesses that started because you were good at your particularly profession and decided to go into business. The style you exhibit will determine the level of your employee production. If you dictate from your desk on high, you will get only what you ask for. If you are out in the field with your employees, observing, helping and meeting their needs, they will return that loyalty and investment with loyalty, dedication and performance that will surprise even themselves. We call this Soul Developing Leadership.
3. Systems and Processes. Every good business model has a way to guarantee that the processes used to create customer satisfaction at a level of excellent or better can be duplicated. What many businesses can do
|
For Government Contracting Opportunities
New Hub Zone Requirements on Employees
April 9, 2010
The Small Business
Administration (SBA) has released a significant change in the HUBZone program
regulations (13 CFR Part 126) that will impact many HUBZone firms. The
definition of the term 'employee' has been clarified and altered. The revised
regulations go into effect on May 3, 2010. The major change is that an
'employee' will be one who works 40 or more hours in a month, rather than the
current 30 or more hours per week. The new definition also clarifies a number
of other issues relating to who is considered an employee. This definition is
important to HUBZone-certified firms because at least 35% of their employees
must reside in HUBZones to obtain and maintain HUBZone certification.
CURRENT DEFINITION - expires May 3,
2010:
"Employee means a person (or persons) employed by a HUBZone SBC on a
full-time (or full-time equivalent), permanent basis. Full-time equivalent
includes employees who work 30 hours per week or more. Full-time equivalent
also includes the aggregate of employees who work less than 30 hours a week,
where the work hours of such employees add up to at least a 40-hour work week.
The totality of the circumstances, including factors relevant for tax purposes,
will determine whether persons are employees of a concern. Temporary employees,
independent contractors or leased employees are not employees for these
purposes."
NEW DEFINITION - effective May 3,
2010:
"Employee means all individuals employed on a full-time, part-time, or
other basis, so long as that individual works a minimum of 40 hours per month.
This includes employees obtained from a temporary agency, leasing concern, or
through a union agreement or co-employed pursuant to a professional employer
organization agreement. SBA will consider the totality of the circumstances,
including criteria used by the IRS for Federal income tax purposes and those
set forth in SBA's Size Policy Statement No. 1, in determining whether
individuals are employees of a concern. Volunteers (i.e., individuals who
receive deferred compensation or no compensation, including no in-kind
compensation, for work performed) are not considered employees. However, if an
individual has an ownership interest in and works for the HUBZone SBC a minimum
of 40 hours per month, that owner is considered an employee regardless of
whether or not the individual receives compensation."
Contact the HUBZone Help Desk at SBA
with questions: phone 202-205-8885 or hubzone@sba.gov.
|
|
|
|
|
CFR Special Offers
A Seminar, Books on Special, and A Free Trial on Constant Contact
Our first seminar of 2010 is coming soon. Building your Business to last, the most important things, Regularly, $65, the Early Bird is $55 until May 1, 2010. Click here to register.
CFR has published several good blogs on Time and Priority Management and the importance of
having the right people on the bus. Check them out here: CFR Blog
And did you know you
could buy your favorite business book right here using
your Amazon account and saving even more.your website.
For our CD's, visit: CFR Store
A free 60 Trial for this email marketing program through Constant Contact.
|
 |
A Quick Look at Hiring in a Tough Employment Market, 5 Critical Steps to take
Last week, we reviewed the top 5 things that most companies miss when they set out to hire. Today, we are going to look at the next five. Please take us up on our Free Report here. In 39 pages, it covers what will take us a year here.
your website.As we continue on from last week, here are the next five:
6.
Now develop your piece by which to attract candidates. Using either the print
media, or internet, be very specific about timing and the position
description/profile. Attach it to the job order if there is room. This applies
specifically to internet postings on Monster, Craigs List, etc.
7.
Develop your list of keywords that you expect every "Qualified Candidate" to
use in their response to you. This will be used as a fast paced sorting tool.
8.
Develop a brief (this is a great extra step to separate the 25 resume senders
per day from the serious candidate) 4 question electronic interview where they
write their answers to your questions.
9.
On the rating and scorecard, evaluate all of the responses. The top 25 % of the
group if the numbers are significant are sent the 4 question electronic
interview.
10.
The responses to the 4 question sorting tool are evaluated by keyword first and
depending on the number of favorable respondents - by scorecard second. In this
market, it is likely that all of the steps will be necessary.
|
|
