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The Federal Workforce Policy Forum


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Agenda and session details

Agenda and session details

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  • 1. THE 2009 Insights and Ideas to Transform the Federal Workforce June 10-12, 2009 | Washington, DC PROGRAM HIGHLIGHTS: • Strengthen organizational capacity through strategic recruitment, development and retention • Determine the correct balance of contracted versus government-performed work • Promote improved learning, communication and collaboration throughout government Event Host: Official Media Sponsor:
  • 2. WHO What is Innovations in SHOULD Government? ATTEND: • Chief Human The start of the Obama Administration brings with it unprecedented Capital Officers citizen expectations. The promises of the campaign and the mandate for change are a call to government managers for transformation. In • Human Capital this new economic landscape, it is innovations in government that will Planning Staff deliver results to the American people. is the platform for sharing these innovations. • Human Resources Managers A product of the leading good government groups, is a collection of forums, research and recommendations to bring • Personnel Staff insight and transformation to the federal government. Our goal is to centralize the importance of performance, accountability and • Workforce Planning transparency in government. Our task is to disseminate the leading Managers best practices to government managers. Our promise is to help you build the capacity to serve and defend our citizens. • Staffing Directors • Training Officers “Change and reform can’t IT IS just be election-year slogans. They must become fundamental principles TIME of government.” ... to Lead PRESIDENT BARACK OBAMA ... to Strengthen Organizational Capacity ... to Assess the Use EVENT HOST of Contractors in Called “the leading think tank in performance measurement for government” on OMB’s, The Performance Government Work Institute has been a leader in Performance Management Training and Policy since the 2000 administration transition. ... for Collaboration As part of the Performance Coalition, a group of good government associations, the Institute worked in 2000 to deliver recommendations to the then-new administration on what would between Agencies become the President’s Management Agenda. The Performance Institute has published several research reports regarding performance management initiatives and trains over 10,000 ... for Accountability to government managers per year on performance-based topics. Dedicated to improving citizen services and taxpayer transparency, the Institute uses a best-practices foundation to deliver the the People most effective and tested methodologies for improving performance. ... for Innovative Solutions OFFICIAL MEDIA SPONSOR to Workforce Challenges Federal News Radio is a primary source for news and information about the business of the federal government for federal managers and contractors. Both on-air and online, WFED explains the IT IS TIME FOR complicated world of the federal government and provides the most CHANGE. ARE relevant and topical news – in plain language – in a timely and accessible manner. Federal News Radio can be heard on 1500 AM in the DC Metro, 820 AM in Frederick and worldwide at YOU READY?
  • 3. AGENDA AT-A-GLANCE Federal Workforce Policy Forum Day One: June 10, 2009 8:30 Registration and Continental Breakfast KEYNOTE ADDRESS Insight on the New Workforce Agenda 9:00 10:00 Refreshment Break 10:15 Leadership Panel: Capitalize on the Excitement in Public Service 11:15 Spotlight on People: Assume the Role of Chief Recruiter in Your Office 12:15 Luncheon TRACK A: Human Capital Systems Track B: Recruitment and Retention 1:15 Strategic Human Capital Management: Manage by Current The Call to Serve: Strengthen Organizational Capacity through and Emerging Mission Requirements Strategic Recruitment and Retention 2:15 Refreshment Break 2:30 Results-Oriented Culture: Create a Line-of-Sight between Advance Your Recruitment Plan: Launch a Mission-Centric Individual Performance and Organizational Outcomes Branding Campaign 3:30 Employee Engagement: Manage Your Talent for Maximum Manage the Generations: Understand and Overcome the Performance Generation Gaps in the Workforce 4:30 Day One Adjourns Day Two: June 11, 2009 8:30 Registration and Continental Breakfast KEYNOTE SESSION Labor-Management Partnerships: Champion Change and Quality Services for the 9:00 American People 10:00 Refreshment Break 10:15 Leadership Panel: Pay-for-Performance: Maintain an Objective and Productive Dialogue 11:15 Spotlight on Web 2.0: Use Social Media to Promote Your Organization’s Mission 12:15 Networking Luncheon TRACK C: Employee Development TRACK D: Partner for Results 1:15 Workforce Improvement: Match Employee Skills to Your Workforce Accountability: Increase the Oversight and Agency Mission Transparency in the Contractor Workforce 2:15 Refreshment Break 2:30 Learning Development: Develop a Learning System that The Blended Workforce: Utilize Government Service and Achieves Efficiency and Effectiveness Contract Employees 3:30 Leadership Competencies: Develop High-Potential Leaders for Beyond the Beltway: Partner with Your State and Local Tomorrow’s Challenges Agencies to Foster Talent 4:30 Conference Adjourns Day Three: June 12, 2009 8:30 Workshop Registration and Continental Breakfast 9:00 Workshop A: Succession Planning: Prepare for Tomorrow’s Workshop B: Market Your Agency: Create an Employment Government Leaders Today Brand to Attract Top Talent 12:00 Luncheon/Workshop B Adjourns 1:00 Workshop A: Continued 4:00 Workshops A: Adjourns
  • 4. DAY ONE Wednesday, June 10, 2009 8:30 Conference Registration and Continental Breakfast 9:00 KEYNOTE ADDRESS: Insight on the New Workforce Agenda The Government Accountability Office lists strategic human capital management as one of its “high-risk” areas in 2009. The federal government can create as many laws, mandates and executive orders as it likes, but without a trained, motivated workforce, government will not succeed. Throughout his campaign, President Barack Obama made promises that would completely shake up the federal workforce. He authored a document, “Blueprint for Change” that contains proposals to reassign middle managers, reduce the number of outside contractors and create new performance standards for workers. This keynote will explore the new workforce agenda and provide insight on what federal workers should expect. 10:00 Refreshment Break 10:15 LEADERSHIP PANEL: Capitalize on the Excitement in Public Service Over 350,000 people applied to work for the Obama Administration, according to CNN; 350,000 people vying for three thousand jobs. This dwarfs the 90,000 that applied to work for the George W. Bush Administration and even surpasses the 135,000 that applied under former President Bill Clinton. It is an exciting time to be in public service; the enthusiasm and interest are palpable, especially from the new generation of workers. This leadership panel will discuss how federal managers can capitalize on the immense enthusiasm in public service. 11:15 SPOTLIGHT ON PEOPLE: Assume the Role of Chief Recruiter in Your Office By the end of President Barack Obama’s first term in office, 707,750 federal workers will be eligible to retire, according to the United States Office of Personnel Management. Many of these people are in mission-critical jobs, and there are simply not enough federal workers to move into these soon-to-be-vacant positions. The role of Chief Recruiter is essential for your agency to be able to hire and retain highly-skilled workers. At this session, you will learn how to assume the role of Chief Recruiter in your office and gain knowledge that will allow your agency to fuel growth by hiring and training the new generation of federal workers. 12:15 Luncheon “This conference provided a thoughtful insight into the future of Government HR.” SHANAZ MOBLEY, Strategic Recruitment Officer Dept. of Health & Human Services
  • 5. DAY ONE CONTINUED Wednesday, June 10, 2009 1:15 CHOOSE FROM TRACK A OR B Track A: Human Capital Systems Track B: Recruitment and Retention Strategic Human Capital Management: Manage The Call to Serve: Strengthen Organizational by Current and Emerging Mission Requirements Capacity through Strategic Recruitment and Retention • Identify mission critical positions and potential candidates to ensure the sustainability of your agency’s workforce • Utilize the call to serve to bring in top talent to your agency • Develop a plan to assist in recruiting, developing and • Learn how to recruit mid-career professionals who are retaining the critical staff needed energized in public service • Implement a strategic human capital approach to • Engage potential employees by developing sound maximize performance and assure accountability in workforce polices that support your employees your office 2:15 Refreshment Break 2:30 Track A: Human Capital Systems Track B: Recruitment and Retention Results-Oriented Culture: Create a Line-of- Advance Your Recruitment Plan: Launch a Sight between Individual Performance and Mission-Centric Branding Campaign Organizational Outcomes • Discover how to create a brand that projects your agency’s assets and unique value • Strategically align your employees to your agency mission, strategies and objectives to promote engagement • Understand the preferences and interests of the new generation of workers • Conduct an employee satisfaction survey to measure the extent your employees feel they relate • Adjust your strategic and tactical recruiting plans to to strategic goals meet employees’ preferences and needs • Clearly align your employees’ work strategies to bottom-line results 3:30 Track A: Human Capital Systems Track B: Recruitment and Retention Employee Engagement: Manage Your Talent Manage the Generations: Understand and for Maximum Performance Overcome the Generation Gaps in the Workforce • Ensure that your staff is goal-aligned • Empower all employees to reach their full potential by creating a positive work environment • Emphasize career development to motivate and retain your most talented employees • Establish a business strategy that effectively handles each generation in the workforce • Ensure that your managers communicate effectively in order to achieve maximum employee engagement • Ensure that your agency does not function like a bureaucracy and that it moves quickly and acts decisively when handling employees 4:30 Day One Adjourns
  • 6. DAY TWO Thursday, June 11, 2009 8:30 Conference Registration and Continental Breakfast 9:00 KEYNOTE SESSION: Labor-Management Partnerships: Champion Change and Quality Services for the American People Delivering the highest level of service possible for the American people demands the cooperation and involvement of federal employees and their union representatives. Only when all stakeholders in this relationship—managers, employees and union leadership—work together as partners can comprehensive change be achieved. The role of the National Council on Federal Labor relations must evolve as government evolves, and the role of labor unions must be continually defined through legislative and executive means. This session will help you establish an ongoing dialogue, clear mutual outcomes and a role for performance in your labor relationship. 10:00 Refreshment Break 10:15 LEADERSHIP PANEL: Pay-for-Performance: Maintain an Objective and Productive Dialogue It seems like a good idea in theory – workers who perform well receive more pay or their benefits. In fact, the idea of “Pay for Performance” has been around since the Carter Administration when it was known as “Merit Pay.” While some think the system works well in government, there are others who see many flaws, even though it has been used in the private sector for years. There is ongoing debate over the merits of pay-for-performance, and this leadership panel will provide insight on how to maintain a productive dialogue over this issue. 11:15 SPOTLIGHT ON WEB 2.0: Use Social Media to Promote Your Organization’s Mission You’ve heard the buzz words - wikis, blogs, RSS, Flickr, YouTube, Facebook - but what do they mean to you? More importantly, why should you care? The interactive, collaborative and transparent nature of social media is fundamentally changing the way government operates – moving from a top-down structure to one that is at least horizontal if not bottom-up. At this session, learn how new social media is changing the communication and technology landscape, and explore how you can leverage these techniques to change the way your agency communicates its goals and mission. 12:15 Networking Luncheon “Very useful information from knowledgeable and experienced speakers.” CARMEN ORTIZ, Human Resources Specialist, Department of Treasury
  • 7. DAY TWO CONTINUED Thursday, June 11, 2009 1:15 CHOOSE FROM TRACK C OR D Track C: Employee Development Track D: Partner for Results Workforce Improvement: Match Employee Workforce Accountability: Increase the Skills to Your Agency Mission Oversight and Transparency in the Contractor Workforce • Analyze skills gaps and precisely define the skills candidates will need to be the best fit for your • Conduct workforce audits that are focused on open positions performance, cost savings and whether the work should have been outsourced • Use skills and competency libraries to build the KSAs you are looking for • Develop a checks and balances system on the relationship between contractors and government • Assess your talent pool by matching your mission and talent needs • Create a transparent contracting process that makes your organization’s procurement data public 2:15 Refreshment Break 2:30 Track C: Employee Development Track D: Partner for Results Learning Development: Develop a Learning The Blended Workforce: Utilize Government System that Achieves Efficiency and Service and Contract Employees Effectiveness • Understand the deliverables of contract and government employees • Improve employee learning programs in anticipation of a knowledge and skills gap • Acknowledge limitations of contract employees in relation to task completion • Identify key steps and stakeholders in learning system implementation • Effectively train and develop your contractor workforce to ensure that contracts are properly overseen • Assess the costs and benefits of the learning function to improve performance 3:30 Track C: Employee Development Track D: Partner for Results Leadership Competencies: Develop High- Beyond the Beltway: Partner with Your State Potential Leaders for Tomorrow’s Challenges and Local Agencies to Foster Talent • Evaluate employees to identify and assess key • Discuss strategies for teaming up with state and leadership qualities local counterparts to enhance efficiency and maximize outcomes • Develop mentorship programs for potential leaders • Learn how to analyze and report increased • Maintain training programs to build leadership and performance from cross-government collaboration communication skills • Utilize approaches that foster talent such as collaboration, partnerships and training programs 4:30 Conference Adjourns
  • 8. POST- CONFERENCE WORKSHOPS Friday, June 12, 2009 Workshops are designed to be an interactive way for participants to learn the latest management techniques in order to implement them in their workplace. The workshops provide a platform to learn practical applications of current best practices. Space in these comprehensive workshops is limited, so be sure to reserve your seat today. 8:30 Workshop Registration and Continental Breakfast 9:00 WORKSHOP A Succession Planning: Preparing Tomorrow’s Government Leaders Today Top government agencies understand that good management is only a piece in the puzzle of a well-functioning organization. Success today means turning talented employees into successful managers for tomorrow. As government managers continue to retire, they take the knowledge and know-how needed to keep your agency functioning. Attend this workshop and learn best practice methods to creating a solid succession plan that passes knowledge and leadership capabilities to the next generation. • Determine core leadership competencies needed for optimum agency performance • Incorporate the “Executive Core Qualifications” as a reference for leadership candidates • Implement leadership strategies that will enhance your credibility as a leader WORKSHOP B Market Your Agency: Create an Employment Brand to Attract Top Talent A strong employment brand positions you as an “employer of choice” by highlighting how you address the needs of prospective hires better than your competition. Time and again, studies show that salary is not the most important factor when people are deciding where to work. Instead, they are looking for the workplace that offers the best fit or aligns with their beliefs and values. During this workshop you will learn how to create a brand that resonates with talent and highlights your agency’s mission. • Learn how to create a compelling employee value proposition that details what your agency offers • Develop a forward-looking strategy that communicates to potential employees what it is like to work in your office • Learn how to stand out from the competition 12:00 Luncheon/Workshop B Adjourns 1:00 Workshop A Continues 4:00 Workshop A Adjourns “A wealth of information from this conference!” BARBARA WILLIS, Management Analyst, Environmental Protection Agency
  • 9. Bring Training to Your Agency One of the more popular vehicles for accessing the Institute’s educational offerings is the delivery of on-site trainings and management facilitations. Bringing a training or facilitation in-house gives you the opportunity to customize a program that addresses your exact challenges and provides a To ensure professional success, more personal learning experience, while virtually eliminating travel expenses. you must continually expand your Whether you require training for your department or for an organization-wide skills and education. The bar initiative, the advanced learning methods employed by The Performance has been raised in government Institute will create an intimate training atmosphere that maximizes knowledge agencies and organizations, and transfer to enhance the talent within your organization. managers want to hire, promote and work with the most skilled CUSTOMIZATION individuals possible. We realize that not all obstacles can be overcome by applying an “off-the- shelf solution.” While many training providers will offer you some variation of To address this need, the Institute their standard training, The Performance Institute’s subject matter experts offers a Certificate in Government will work with you and your team to examine your programs and determine Performance Management. Attend your exact areas of need. The identification of real life examples will create a the three “core” courses and an learning atmosphere that resonates with participants while at the same time additional three “elective” courses providing immediate return on your training investment. Using interactive based on the topics that meet your exercises that employ actual projects or scenarios from your organization, agency’s unique needs. The skills you instructors can address specific challenges and align the curriculum of acquire will then be used to complete each session to your objectives. While the majority of on-site trainings are a “capstone project” on a particular focused on smaller groups, The Performance institute also has the ability issue that you and our department to accommodate organizational-wide training initiatives. Utilizing multiple are facing, which will then be instructors, The Institute has the capacity to deliver courses to groups of up to evaluated by an expert member of 300 participants per day. our staff. AREAS OF EXPERTISE Benefits of Certification: On-site delivery of single courses, certification programs and entire ADVANCE YOUR CAREER packages of specialized courses are available in the following areas: Education and professional • Strategic Planning certification are becoming necessary • Performance Measurement for promotion and requirements for coveted positions. In the Certified • Project Management Government Performance Manager • Lean Six Sigma program, you will acquire the skills • Workforce Management and tools to make you the lead • Performance-Based Budgeting performance management resource for your organization. • Performance-Based Contracting • Performance Reporting MEET NEW CERTIFICATION REQUIREMENTS To hold a position • Program Evaluation as a performance manager in • Administrative Management government you must demonstrate • Leadership and Change compliance with new skills sets required by OMB and Congress. For more information about in-house training options available to Receiving your certificate is one key you, please contact Mark Bryan at 703-894-0481 x 225 or email him at way to demonstrate your skills. CUSTOMIZE A PROGRAM TO FIT YOUR NEEDS Working with Institute training managers, you can select courses that will have direct application and impact to your work. For more information about certification, please contact Damian Wingate at 703-894-0481 or email him at
  • 10. LOGISTICS & REGISTRATION Venue: Tuition: The Federal Workforce Policy Forum will be held at The The tuition rate for the Federal Workforce Policy Forum is Performance Institute in Arlington, VA, just one block east of the as follows: Courthouse Metro stop on the Orange Line. A public parking Offerings for On-site Early Bird Regular garage is located just inside of the building. Government Rate* Rate Employees The Performance Institute 1515 North Courthouse Rd., Suite 600 Policy Forum $899 $699 $799 Arlington, VA 22201 Workshop A: Full-Day $650 $550 $599 703-894-0481 Workshop Workshop B: Half-Day $450 $350 $399 Workshop Hotel: A limited number of rooms have been reserved at the Arlington Offerings for Private On-site Early Bird Regular Rosslyn Courtyard by Marriott at the prevailing rate of $209 until Sector Employees Rate* Rate May 10. This rate is based on the Government Per Diem and is Policy Forum $1,299 $999 $1,099 subject to change. Please call the hotel directly and reference code Workshop A: Full-Day $850 $750 $799 “Federal Workforce Policy Forum” when making reservations to get Workshop the discounted rate. The hotel is conveniently located three blocks from the Rosslyn Metro station. Please ask the hotel about a Workshop B: Half-Day $650 $550 $599 complimentary shuttle that is also available for your convenience. Workshop *For the Early Bird Rate, register before February 25, 2009 Arlington Rosslyn Courtyard by Marriott 1533 Clarendon Blvd. Group Discounts: Arlington, VA 22209 Phone: 703-528-2222 For more information on group discounts for the Federal Workforce Phone: 1-800-321-2211 Policy Forum, please contact Melvin Hall at 703-894-0481 or email him at Cancellation Policy Quality Assurance For live events: The Performance Institute will provide a full refund less $399 The Performance Institute strives to provide you with the most productive and administration fee for cancellations four weeks before the event. If cancellation occurs effective educational experience possible. If after completing the course you feel there within two weeks prior to conference start date, no refund will be issued. Registrants is some way we can improve, please write your comments on the evaluation form who fail to attend and do not cancel prior to the event will be charged the entire provided upon your arrival. Should you feel dissatisfied with your learning experience registration fee. and wish to request a credit or refund, please submit it in writing no later than 10 business days after the end of the training to: For webinars: The Performance Institute will provide a full refund less $50 administrative fee for cancellations four weeks before the event. If cancellation The Performance Institute: Quality Assurance occurs within two weeks prior to conference start date, no refund will be issued. 1515 N. Courthouse Road, Suite 600 Registrants who fail to attend and do not cancel prior to the meeting will be charged Arlington, VA 22201 the entire registration fee. Note: As speakers are confirmed six months before the event, some speaker All the cancellation requests need to be made online. Your confirmation email contains changes or topic changes may occur in the program. The Performance Institute is links to modify or cancel registrations. Please note that the cancellation is not final until not responsible for speaker changes, but will work to ensure a comparable speaker is you receive a written confirmation. located to participate in the program. Payment must be secured prior to the conference. If payment is not received by If for any reason The Performance Institute decides to cancel this conference, The the conference start date, a method of payment must be presented at the time of Performance Institute accepts no responsibility for covering airfare, hotel or other registration in order to guarantee your participation at the event. costs incurred by registrants, including delegates, sponsors and guests. Discounts • All ‘Early Bird’ Discounts must require payment at time of registration and before the cut-off date in order to receive any discount. • Any discounts offered whether by The Performance Institute (including team discounts) must also require payment at the time of registration. • All discount offers cannot be combined with any other offer. • Discounts cannot be applied retroactively
  • 11. LOGISTICS & Registration Form for the REGISTRATION Federal Workforce Policy Forum TO REGISTER Call 703-894-0481 Fax this form to: 703-894-0482 or Visit Yes! Register me for the Federal Workforce Policy Forum InnoGOV Yes! Register me for the Federal Workforce Policy Forum and Workshop (choose one) A B Sponsorship Please call me. I am interested in a special group discount for my team As a public policy think tank NAME TITLE and training provider, The Performance Institute is an expert ORGANIZATION DEPT. in bringing together leaders to share and discuss best practices ADDRESS and innovations. We connect decision-makers with respected CITY STATE ZIP solution providers. offers several TELEPHONE FAX sponsorship options: • Policy Forums EMAIL • Deluxe Event Sponsor Method of Payment: Check • Event Sponsor Credit Card • Premium Exhibit Booth Sponsor Purchase Order/Training Form • Exhibit Booth Sponsor • Tote Bag Sponsor CARD NUMBER • Lanyard Sponsor • Insight Breakfasts EXP DATE 3 DIGIT CARD VERIFICATION # • Insight Webinars NAME ON CARD • The 2009 Government Performance Summit BILLING ZIP CODE For more information on Please make checks payable to: The Performance Institute sponsorships or to get started, Note: Payment must be secured prior to the forum. If payment is not received by the forum contact Jessica Ward at start date, a method of payment must be presented at the time of registration in order to guarantee your participation at the event. 703-894-0481 x 215 or Priority Code: W230-WEB
  • 12. INNOGOV’S CALENDAR OF EVENTS POLICY FORUMS INSIGHT BREAKFASTS The 2009 Federal Performance Policy Forum Performance Management for Insights and Ideas to Transform Federal Program Management Intelligence: Unique Challenges in May 6-8, 2009 | Arlington, VA Defining Outcomes and Measures June 30, 2009 | 8-10 AM | Arlington, VA Program Highlights: • Develop a performance-based framework to achieve program outcomes The Acquisition Workforce: Defining the Job Requirements • Apply an objective evaluation system to measure success and Competencies of the Future • Link program results to fiscal priorities for taxpayer transparency Contractor Workforce Designed for: Strategic Planning Directors, Program Managers, Program Analysts, July 23, 2009 | 8-10 AM | Arlington, VA Directors, Commanders, Chiefs of Staff, Budget Officers, Performance Evaluators Labor Relations: Balancing the Rights of Union Members and the Public The 2009 Federal Technology Policy Forum Interest Insights and Ideas to Transform Federal IT August 27, 2009 | 8-10 AM | July 15-17, 2009 | Arlington, VA Arlington, VA Program Highlights: • Emphasize the central role of technology to achieve citizen transparency INSIGHT WEBINARS and satisfaction • Develop and maintain a collaborative, efficient and secure infrastructure Process Improvement: Utilizing Lean • Utilize new technology to promote an ongoing dialogue between citizens Six Sigma and Project Management and their government for Dramatic Improvements in Costs, Efficiency and Quality Designed for: Chief Technology Officers, Chief Information Officers, IT May 20, 2009 | 12 PM Managers, IT Directors Planning and Budgeting for DoD: The 2009 Federal Financial Policy Forum Applying a Strategic, Risk-based Insights and Ideas to Transform Federal Financial Management Framework to Determine Priorities August 12-14, 2009 | Arlington, VA June 23, 2009 | 12 PM Program Highlights: IT Security: Managing the Delicate • Link agency budgets with annual performance plans Balance between Information • Communicate fiscal priorities to executive, legislative and citizen Security and Citizen Transparency stakeholders August 19, 2009 | 12 PM • Manage tight budgets in this new economic landscape Designed for: Financial Managers, Chief Financial Officers, Fiscal Analysts, Accountants, Financial Management Analysts, Project Analysts, Budget Officers THE 2009 GOVERNMENT PERFORMANCE SUMMIT Innovations in Government to Deliver Results to the American People September 23-25, 2009 | Washington, DC The Eleventh Annual Summit Features insights for program, budget, workforce, finance, IT and acquisition managers. Coming soon to