Member Feedback Survey

Meeting Topics

	Never	Rarely	Sometimes	Usually	Always
Were the meeting topics interesting and useful to you?	Were the meeting topics interesting and useful to you? - Never	Were the meeting topics interesting and useful to you? - Rarely	Were the meeting topics interesting and useful to you? - Sometimes	Were the meeting topics interesting and useful to you? - Usually	Were the meeting topics interesting and useful to you? - Always

Meeting Speakers

	Poor	Fair	Average	Good	Excellent
How was the quality of our 2012 speakers overall? (Rate individual speakers below. Answer only for meetings you attended.)	How was the quality of our 2012 speakers overall? (Rate individual speakers below. Answer only for meetings you attended.) - Poor	How was the quality of our 2012 speakers overall? (Rate individual speakers below. Answer only for meetings you attended.) - Fair	How was the quality of our 2012 speakers overall? (Rate individual speakers below. Answer only for meetings you attended.) - Average	How was the quality of our 2012 speakers overall? (Rate individual speakers below. Answer only for meetings you attended.) - Good	How was the quality of our 2012 speakers overall? (Rate individual speakers below. Answer only for meetings you attended.) - Excellent
Gale Mote (Alternate Strategies for Performance Improvement)	Gale Mote (Alternate Strategies for Performance Improvement) - Poor	Gale Mote (Alternate Strategies for Performance Improvement) - Fair	Gale Mote (Alternate Strategies for Performance Improvement) - Average	Gale Mote (Alternate Strategies for Performance Improvement) - Good	Gale Mote (Alternate Strategies for Performance Improvement) - Excellent
John Graci (Motivating Employees Using Common Sense)	John Graci (Motivating Employees Using Common Sense) - Poor	John Graci (Motivating Employees Using Common Sense) - Fair	John Graci (Motivating Employees Using Common Sense) - Average	John Graci (Motivating Employees Using Common Sense) - Good	John Graci (Motivating Employees Using Common Sense) - Excellent
Tammy Rogers (Employee Accountability and Entitlement)	Tammy Rogers (Employee Accountability and Entitlement) - Poor	Tammy Rogers (Employee Accountability and Entitlement) - Fair	Tammy Rogers (Employee Accountability and Entitlement) - Average	Tammy Rogers (Employee Accountability and Entitlement) - Good	Tammy Rogers (Employee Accountability and Entitlement) - Excellent
Randy Jones (Getting the Best ROI for Training)	Randy Jones (Getting the Best ROI for Training) - Poor	Randy Jones (Getting the Best ROI for Training) - Fair	Randy Jones (Getting the Best ROI for Training) - Average	Randy Jones (Getting the Best ROI for Training) - Good	Randy Jones (Getting the Best ROI for Training) - Excellent
Ben Stone (Social Capital Management)	Ben Stone (Social Capital Management) - Poor	Ben Stone (Social Capital Management) - Fair	Ben Stone (Social Capital Management) - Average	Ben Stone (Social Capital Management) - Good	Ben Stone (Social Capital Management) - Excellent
Dan Schneider (Succession Planning)	Dan Schneider (Succession Planning) - Poor	Dan Schneider (Succession Planning) - Fair	Dan Schneider (Succession Planning) - Average	Dan Schneider (Succession Planning) - Good	Dan Schneider (Succession Planning) - Excellent
John Herz (Promoting Innovation within a Corporate Culture)	John Herz (Promoting Innovation within a Corporate Culture) - Poor	John Herz (Promoting Innovation within a Corporate Culture) - Fair	John Herz (Promoting Innovation within a Corporate Culture) - Average	John Herz (Promoting Innovation within a Corporate Culture) - Good	John Herz (Promoting Innovation within a Corporate Culture) - Excellent
Pam Green (Lead, Achieve, & Succeed in HR)	Pam Green (Lead, Achieve, & Succeed in HR) - Poor	Pam Green (Lead, Achieve, & Succeed in HR) - Fair	Pam Green (Lead, Achieve, & Succeed in HR) - Average	Pam Green (Lead, Achieve, & Succeed in HR) - Good	Pam Green (Lead, Achieve, & Succeed in HR) - Excellent
Jill Jensen-Welch (Legal Update)	Jill Jensen-Welch (Legal Update) - Poor	Jill Jensen-Welch (Legal Update) - Fair	Jill Jensen-Welch (Legal Update) - Average	Jill Jensen-Welch (Legal Update) - Good	Jill Jensen-Welch (Legal Update) - Excellent
Max Gage (Emotional Intelligence)	Max Gage (Emotional Intelligence) - Poor	Max Gage (Emotional Intelligence) - Fair	Max Gage (Emotional Intelligence) - Average	Max Gage (Emotional Intelligence) - Good	Max Gage (Emotional Intelligence) - Excellent

Networking Activities

	I dislike them	I don't care if we do them or not	I liked some of them	I really enjoy them
Do you like the activities/ice breakers we do for introductions?	Do you like the activities/ice breakers we do for introductions? - I dislike them	Do you like the activities/ice breakers we do for introductions? - I don't care if we do them or not	Do you like the activities/ice breakers we do for introductions? - I liked some of them	Do you like the activities/ice breakers we do for introductions? - I really enjoy them

Why do you attend chapter meetings? (select all that apply)

Stay current on HR changes

Acquire continuing ed credits

Meet people and network

Receive moral support from others who can relate to HR

Help someone else by sharing encouragement or knowledge

Career development/find new job opportunities

I might be interested in helping:

Mentor an ISU HR student

Review a few resumes a month

Plan meeting decor/games (The Fun Committee)

Set up/clean up at meetings

With special projects on a case-by-case basis

What meeting topics would you like to see offered?

Are there any speakers you would like to recommend? (optional)

Any additional comments? (optional)

Your name (optional)

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Cyclone Chapter of SHRM