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  • 1. 2010 JUNE 15 – 17, 2010 ARLINGTON, VA 2010 FEATURING SIX TRACKS: ELEVATING & ENGAGING 1| WORKFORCE PLANNING the Government Workforce 2 | STRATEGIC RECRUITMENT 3 | TALENT ONBOARDING The Most Comprehensive Event of the Year 4 | EMPLOYEE ENGAGEMENT for Government HR Managers at the 5 | THE BLENDED WORKFORCE Federal, State & Local Level 6 | HR METRICS 1 | www.HRInnovations.org WWW.HRINNOVATIONS.ORG WWW.HRINNOVATIONS.ORG | 1
  • 2. 2010 WHO MAKING THE CASE FOR FUNDING: THE BENEFITS OF ATTENDING GOVERNMENT Should Attend HR INNOVATIONS The Government HR Innovations Conference is known for its expert speakers. After spending three days learning and sharing with the brightest minds in federal, state and local government, • Human Resource you will return to the office motivated and ready to implement exciting new changes to your Directors workforce plan, recruitment efforts, employee engagement initiatives and HR metrics processes. • Personnel Managers YOU GET TO DEVELOP YOUR OWN PROGRAM AGENDA. The Government HR Innovations Conference sessions fall into six categories: workforce planning, strategic recruitment, talent • Recruiters onboarding, employee engagement, the blended workforce and HR Metrics. You can choose • Staffing Directors sessions that best apply to your organizational needs and interests, you can follow one theme throughout the event or you can choose sessions from each track option. • Workforce Analysts THE GOVERNMENT HR INNOVATIONS CONFERENCE WILL INCREASE ORGANIZATIONAL • Human Capital Officers RESULTS. This year’s Conference is comprised of two days of sessions addressing the key issues agencies are facing related to the talent challenge, making your organization an “employer of • Benefit Managers choice” and maximizing employee progress and leadership potential. You will learn skills that • Diversity Managers will have a lasting effect on your work, from motivating your staff to producing performance information that is meaningful to all your various stakeholders. • Personnel/Employee Services Managers GOVERNMENT HR INNOVATIONS SPEAKERS ARE EXPERTS. We hand-pick the best and brightest in government HR to share their expertise with you. You won’t find information this • Human Resources specific, on this many performance, management and HR topics, anywhere else. Information Systems Specialists YOU’LL LEARN HOW TO MAKE THE MOST OF THE RESOURCES YOU ALREADY HAVE. Whether you want to inspire and engage your team to improved performance or need to get by • Retention Specialists on reduced program budget, you will learn tips for maximizing your current resources. • Talent Managers IT’S A NETWORKING OPPORTUNITY. At Government HR Innovations 2010, you will step away from the office and connect with other government managers and discuss similar related goals and how you can work together for increased government results. 2 | WWW.HRINNOVATIONS.ORG
  • 3. AGENDA-AT-A-GLANCE DAY ONE: TUESDAY, JUNE 15, 2010 8:30 Registration and Continental Breakfast 9:00 Keynote Address: Insights on the New Workforce Agenda 10:00 Panel Discussion: Attracting the Best and Brightest: A Review of Pending Legislation Dedicated to Building Key Talent Pipelines in Government 11:00 Networking and Refreshment Break 11:15 Create a Culture that Attracts and Retains Talent 12:15 Networking Luncheon TRACK A: WORKFORCE PLANNING TRACK B: STRATEGIC RECRUITMENT Promote Excellence in Public Service: Recruit the Next Generation 1:15 Link Your Strategic Plan with Your Human Capital Needs of Employees 2:15 Networking and Refreshment Break Find The Best and Brightest: Innovative Recruitment Strategies in Today’s 2:30 Workforce Assessments: Examine Your Current Employee Competencies Market Place 3:30 Create a Succession Plan that Matches Your long-Term Goals Revitalize Your Brand to Become an “Employer of Choice” 4:30 Day One Adjourns DAY TWO: WEDNESDAY, JUNE 16, 2010 8:30 Registration and Continental Breakfast TRACK C: TALENT ONBOARDING TRACK D: EMPLOYEE ENGAGEMENT 9:00 Getting On Board: A Model for Integrating and Engaging New Employees Utilize Internal Communication to Engage Your Workforce 10:00 Create Tactical Leadership Development Programs Implement Workplace Flexibilities for a Greater Wok life Balance 11:00 Networking and Refreshment Break The New Worker: Tips and Techniques to Manage the 21st 11:15 Mentorship: Securing Knowledge Transfer for Future Leaders Century Employee 12:15 Networking Luncheon TRACK E: THE BLENDED WORKFORCE TRACK F: HR METRICS 1:15 Create and Develop a Thriving Multigenerational Team Sustain and Introduce a Performance Culture 2:15 Networking and Refreshment Break 2:30 Promote Inclusiveness within a Multicultural Workforce Measure, Track and Report Your HR Performance Employee Evaluations: Set Targets and Create Individual 3:30 Balance Government and Contract Employees Performance Goals 4:30 Day Two Adjourns DAY THREE: THURSDAY, JUNE 17, 2010 8:30 Registration and Continental Breakfast 9:00 Workshop A: Succession Planning: Outlining Your Human Capital Blueprint 12:00 Networking Luncheon 1:00 Workshop B: Leadership Development Program – Create Well Defined Career Opportunities 4:00 Workshops Adjourn WWW.HRINNOVATIONS.ORG | 3
  • 4. 2010 CONFERENCE DAY ONE: TUESDAY, JUNE 15, 2010 8:30 Registration and Continental Breakfast 10:00 Panel Discussion: 9:00 Attracting the Best and Brightest: A Review of Pending Keynote Address: Legislation Dedicated to Building Key Talent Pipelines Insights on the New Workforce Agenda in Government The 21st century has brought on a new dynamic to the government While government leaders engage in workforce planning to assess workforce. Globalization, rapid IT innovation, fresh government future hiring needs, it is often challenging for HR managers to attract initiatives and a new millennial generation has certainly brought on key talent necessary to fill mission-critical positions. A number of some significant changes to the human capital landscape. With all legislative proposals exist to help government take advantage of these ongoing changes occurring, it is imperative that HR managers existing talent pipelines and also develop new ones to attract the best work together to ensure that they are prepared for challenges and and brightest to hard-to-fill positions. are ready to move their workforce forward. Join us as we discuss Congressional staff members working on critical workforce legislation the current state of the government workforce and new strategies to will join us in this panel discussion to talk about their efforts and the help you attract and retain the best and the brightest candidates. changes they foresee will take place as the new administration and Angela Bailey, Deputy Associate Director for the Center for Talent & Congress work together to ensure that government has the talent it Capacity Policy, U.S. Office of Personnel Management needs to be competitive in the 21st century. Moderator: Margot Conrad with the Partnership for Public Service 11:00 Exhibit Hall and Refreshments 1 2 3 4 TOP Lead performance Devise a strong Reform your Revitalize your driven human workforce plan recruiting strategy brand to Reasons capital initiatives to align your to find the right become an to Attend within your talent pipeline people for your employer of agency mission critical choice occupations 4 | WWW.HRINNOVATIONS.ORG
  • 5. 2010 “I ENJOYED THE PRESENTERS AND CONTENT OF SESSIONS THEY DISCUSSED”. – Carrie, Director of Human Resources for the Legislative Auditor 11:15 TRACK B: STRATEGIC RECRUITMENT Create a Culture that Attracts and Retains Talent Promote Excellence in Public Service: Recruit the Next Although managers are required to report and share performance Generation of Employees data—oftentimes, the actual information that could help create • Examine policies that other organizations have adopted to best change and needed improvement is pushed aside or ignored. utilize the inundated applicant pool However, with a stronger focus on performance and transparency • Learn how to best communicate with your hiring managers in order than ever before, the only way an organization can grow and thrive to meet and exceed the applicant’s experience is by implementing process improvement strategies that embrace the usage of key performance data. Building a performance culture • Determine what recruiting approach your team will implement to within an organization takes time and careful consideration. Getting address your hiring needs management buy-in also demands that you articulate the ROI that such results-oriented data can and will provide. Join us as we discuss 2:15 Exhibit Hall and Refreshments the imperative foundational elements that must be in place to support such a cultural reform. 2:30 Choose From Track A or B TRACK A: WORKFORCE PLANNING 12:15 Networking Luncheon & Exhibit Hall Workforce Assessments: Examine Your Current 1:15 Choose From Track A or B Employee Competencies • Examine your workforce demographics, identify potential TRACK A: WORKFORCE PLANNING retirements and career advancements Link Your Strategic Plan with Your Human Capital Needs • Compile a skills and competencies inventory from your existing • Align your strategic plan to your human capital needs work plans, job descriptions and employee feedback • Perform knowledge audits to address potential areas of concern • Review your current staff to analyze staffing, skill sets and competencies • Create a future-focused human capital plan to meet successful long- term objectives Patrina Clark, Chief Human Capital Officer, U.S. Government Accountability Office David Glines, Strategic Workforce Planning, National Nuclear Security Administration, US Department of Energy 5 6 7 8 9 Implement Introduce a strong Learn to foster Measure the Manage and control leadership programs performance a culture of results of your the information flow to guarantee environment engagement, HR department in your organization long-term results that promotes knowledge employee retention sharing and team collaboration WWW.HRINNOVATIONS.ORG | 5
  • 6. 2010 CONFERENCE DAY ONE: CONFERENCE DAY TWO: CONTINUED WEDNESDAY, JUNE 16, 2010 TRACK B: STRATEGIC RECRUITMENT 8:30 Registration and Continental Breakfast Find the Best and Brightest: Innovative Recruitment 9:00 Choose from Track C or D Strategies in Today’s Market Place TRACK C: TALENT ONBOARDING • Learn how to target different candidate pools to strengthen your team of talent Getting On Board: A Model for Integrating and Engaging • Review new technological resources that will ensure time savings New Employees and proper data management • Examine and refine your new employee orientation process • Improve the quality of the candidates you attract with appealing • Encourage a strong community network to promote immediate employment postings knowledge sharing and exchange Kim Bauhs, Assistant Director, Recruitment and Diversity, U.S. Office of • Involve all the supervisors from the beginning to determine Personnel Management expectations and guidelines for all new hires 3:30 Choose From Track A or B TRACK D: EMPLOYEE ENGAGEMENT TRACK A: WORKFORCE PLANNING Utilize Internal Communication to Engage Create a Succession Plan that Matches Your Your Workforce Long-Term Goals • Discover what vehicles of communication are most effective in reaching your audience • Review various succession management concepts to determine the effective option for your organization • Understand how to clearly define expectations and goals to each individual employee • Identify the right people in your team that can help put succession plans in place • Learn how to measure to measure the effectiveness of your internal communications efforts • Solidify support from your employees to ensure the implementation of your succession plans 10:00 Choose from Track C or D TRACK B: STRATEGIC RECRUITMENT TRACK C: TALENT ONBOARDING Revitalize Your Brand to Become an “Employer of Choice” Create Tactical Leadership Development Programs • Develop a comprehensive brand that represents the organizational • Develop individual learning plans based on needs assessments image you must project to acquire exceptional talent • Survey your employees to determine what training they believe • Create policies that will appeal to your employees needs for a would be helpful to their overall growth fulfilling work environment • Review the services and technologies available to help streamline • Establish if there are any disconnects between the vision you have your training initiatives for your brand and employee opinion Jim Trinka, Director, Technical Training and Development, Federal Aviation Administration 4:30 Day One Adjourns “GREAT CONFERENCE! I LEARNED SO MUCH. IT REALLY BROUGHT TOGETHER ALL ASPECTS OF HUMAN CAPITAL”. – Anne Marie, Hillsborough County, Tampa FL 6 | WWW.HRINNOVATIONS.ORG
  • 7. 2010 TRACK D: EMPLOYEE ENGAGEMENT Implement Workplace Flexibilities for a Greater Work/Life Balance • Learn how to gain leadership support to promote a healthy work/life balance for your staff • Optimize non-traditional work schedules to improve employee performance • Endorse alternative benefits that will enhance the overall work environment Jeff Herring, Executive Director, Utah Department of Human Resource Management 11:00 Exhibit Hall and Refreshments 11:15 Choose from Track C or D TRACK C: TALENT ONBOARDING Mentorship: Securing Knowledge Transfer for Future Leaders • Learn to effectively transfer senior leadership experience to the next “I HAD A GREAT in line OPPORTUNITY TO BE • Preserve internal knowledge information with continual dialogue initiatives EXPOSED TO MANY • Establish resources and mentors for staff to utilize throughout their ELEMENTS OF HR ISSUES career development WITH FEDERAL AGENCIES TRACK D: EMPLOYEE ENGAGEMENT THAT WILL DEFINITELY The New Worker: Tips and Techniques to Manage the MAKE ME A MORE 21st Century Employee EFFECTIVE RECRUITMENT • Verify your individual employee goals to better match up your future leadership pipeline REPRESENTATIVE”. • Gauge and modify policies based on how your most valuable leaders – David, U.S. Department of Labor are performing • Promote team building exercises to harness employee enthusiasm WWW.HRINNOVATIONS.ORG | 7
  • 8. 2010 CONFERENCE DAY TWO, CONTINUED 12:15 Networking Luncheon & Exhibit Hall TRACK F: HR METRICS 1:15 Choose from Track E or F Measure, Track and Report Your HR Performance • Determine what measures are essential to track your human TRACK E: THE BLENDED WORKFORCE capital initatives Create and Develop a Thriving Multigenerational Team • Quantify your workforce investments to monitor the impact of your • Identify the work styles of the different age groups that make up HR practices your staff • Turn your data into information that promotes action and • Learn techniques to motivate employees that will speak to follow through each generation • Advocate commonalities and strengths of your generational groups 3:30 Choose from Track E or F Diane Thielfoldt, Co-founder The Learning Café TRACK E: THE BLENDED WORKFORCE TRACK F: HR METRICS Balance Government and Contract Employees • Understand the deliverables of contract and government employees Sustain and Introduce a Performance Culture • Conclude what job responsibilities must be specifically designed for • Involve employees in the goal-setting process to gain their support each employee group for organizational results • Create an open forum for collaboration and team sharing to achieve • Outline management expectations clearly and ensure that agency mission individual feedback occurs to improve performance John K. Needham, Director, Acquisition and Sourcing Management Issues, • Design incentives to promote performance driven changes US Government Accountability Office 2:15 Networking and Refreshment Break TRACK F: HR METRICS 2:30 Choose from Track E or F Employee Evaluations: Set Targets and Create Individual TRACK E: THE BLENDED WORKFORCE Performance Goals • Identify outcomes that drive employee activities Promote Inclusiveness within a Multicultural Workforce • Learn how to differentiate between high and low performers • Create a program that focuses on the strengths associated with • Employ evaluations that clearly define your employees cultural diversity personal progress • Meet with all supervisors to ensure that they understand how to manage employees from different cultures • Ensure that your agency’s diversity management initiatives are 4:30 Day Two Adjourns well publicized AS A FEDERAL EMPLOYEE I “GAINED A LOT OF USEFUL TOOLS FROM ALL FEDERAL GOVERNMENT SESSIONS THAT I ATTENDED”. – Frank, Branch Chief, US Census Bureau 8 | WWW.HRINNOVATIONS.ORG
  • 9. 2010 POST-CONFERENCE WORKSHOPS: THURSDAY, JUNE 17, 2010 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 Registration and Continental Breakfast 1:00 Workshop B 9:00 Workshop A Leadership Development Program — Create Well Defined Career Opportunities Succession Planning: Outlining Your Human Investing in your employees training and development is a key Capital Blueprint element in creating a workforce that is engaged, committed and well Creating a well-defined and executable succession plan is an informed. By customizing your leadership development programs, you absolute necessity given times of transition and unexpected changes. will help enable your future leaders to further understand their own When key leadership exits an organization, there is always a high goals, ambitions and contributions to the program mission. Attendees risk that leadership stability and continuity will be lost and that participating in this workshop will walk away having examined key institutional progress will be halted for a considerable length of techniques that must be in place in order to create and execute a time. This workshop will allow participants to actively engage with strong leadership program. leading professionals in order to share and exchange helpful tips and information. Most importantly, attendees will be given tools to begin • Outline what performance competencies best compliment your analyzing their own succession plan. organization’s mission • Understand how to motivate employees to consider further • Learn how to obtain buy in from upper management to improve training options your current succession plan • Educate your employees to recognize the requirements necessary for • Discover how to handle transitions periods when change occurs career advancement • Explore ways to best correlate future initiatives with your employees individual goals Tim Griles – Zelos Inc 4:00 Workshops Adjourn 12:00 Networking Luncheon & Exhibit Hall WWW.HRINNOVATIONS.ORG | 9
  • 10. 2010 EXPO 2010 BRINGING TOGETHER BRING RESULTS BACK TO YOUR AGENCY Moving from compliance to an institutionalized method of GOVERNMENT HR LEADERS performance-based management requires government managers AND SOLUTIONS PROVIDERS to have access to the most cutting edge performance planning and budgeting solutions available in today’s market. At the request of TO LEARN MORE ABOUT EXHIBITING AND conference attendees seeking in-depth government solutions to their SPONSORSHIPS AT GOVERNMENT HR INNOVATIONS growing management challenges, The Performance Institute has 2010, PLEASE CONTACT MEREDITH MASON AT teamed with leading solutions providers to bring you the Government MEREDITH.MASON@PERFORMANCEINSTITUTE.ORG Innovations HR Expo Hall. OR 202-739-9707. SPONSORS INCLUDE: 10 | WWW.HRINNOVATIONS.ORG
  • 11. 2010 LOGISTICS VENUE HOTEL CPE CREDITS Government HR Innovations 2010 will be hosted at Delivery Method: Group-live The Performance Institute’s conference center in Arlington, Virginia, Program Level: Basic just one block east of the Courthouse Metro stop on the Orange Prerequisites: None Line. A public parking garage is located just inside of the building. Advanced Preparation: None CPE Credits: 12 for the conference, Continental breakfast and lunch will be provided for delegates on 3 for each workshop each day. The Performance Institute is registered with the National Association The Performance Institute of State Boards of Accountancy (NASBA) as a sponsor of continuing 1515 North Courthouse Rd., Suite 600 professional education on the National Registry of CPE Sponsors. Arlington, VA 22201 State boards of accountancy have final authority on the acceptance of 571-970-0271 individual courses for CPE credit. Complaints regarding sponsors may be addressed to the National Registry of CPE Sponsors, 150 Fourth A limited number of rooms have been reserved at the Arlington Avenue North, Nashville, TN 37219-2417. Website: www.nasba.org. Rosslyn Courtyard by Marriott at the prevailing rate of $226. Please call the hotel directly and reference code Government HR QUALITY ASSURANCE Innovations 2010 when making reservations to get the discounted The Performance Institute strives to provide you with the most rate. The hotel is conveniently located three blocks from the Rosslyn productive and effective educational experience possible. If after Metro station. Please ask the hotel about a complimentary shuttle completing the course you feel there is some way we can improve, that is also available for your convenience. please write your comments on the evaluation form provided upon your arrival. Should you feel dissatisfied with your learning experience Arlington Rosslyn Courtyard by Marriott and wish to request a credit or refund, please submit it in writing no 1533 Clarendon Blvd. later than 10 business days after the end of the training to: Arlington, VA 22209 The Performance Institute Corporate Headquarters: 703-528-2222 Quality Assurance www.CourtyardArlingtonRosslyn.com 805 15th Street, NW, 3rd Floor Washington, DC 20005 TUITION GROUP DISCOUNTS Note: As speakers are confirmed six months before the event, some speaker changes or topic changes may occur in the program. The The tuition rate for Government HR Innovations 2010 is as follows: Performance Institute is not responsible for speaker changes, but will work to ensure a comparable speaker is located to participate in Early Bird Rate Regular Tuition the program. Conference $999* $1099 If for any reason The Performance Institute decides to cancel this Each Workshop $299* $299 conference, The Performance Institute accepts no responsibility for covering airfare, hotel or other costs incurred by registrants, including *For the Early Bird Rate, Register by April 7, 2010 delegates, sponsors and guests. For more information on group discounts, please contact Melvin Hall at Melvin.Hall@PerformanceInstitute.org or 202-739-9630. WWW.HRINNOVATIONS.ORG | 11
  • 12. 2010 REGISTER TODAY! CALL FAX THIS FORM TO VISIT 877-992-9521 866-234-0680 WWW.HRINNOVATIONS.ORG Yes! Register me for The 2010 HR Innovations Conference Yes! Register me The 2010 HR Innovations Conference & workshop(s): Workshop A Workshop B Please call me. I am interested in a special Group Discount DELEGATE INFORMATION Name Title Organization Dept. Address City State Zip Telephone Fax Email PAYMENT INFORMATION Check Purchase Order / Training Form Credit Card Credit Card Number Expiration Date Verification No. Name on Card Billing Zip Please make checks payable to: The Performance Institute Cancellation Policy: The Performance Institute will provide a full refund less a $399 administration fee for cancellations requested four weeks prior to the event start date unless cancellation occurs within two weeks prior to the event start date. If a cancellation is requested less than two weeks prior to the event start date, no refund will be issued. Registrants who fail to attend and do not cancel prior to the event will be charged the entire registration fee. All cancellations must be requested through the cancellation link found in your attendance confirmation email. Please note that cancellation is not final until you receive a cancellation confirmation email. I have read and accepted the Cancellation Policy above. ACKNOWLEDGED AND AGREED By: ____________________________________________________________________________ Date: ____________________________ Priority Code: W233-WEB