Strategic Workforce
Planning for Government
Develop and Implement Workforce Plans that Identify and                       ...

        Monday, April 19, 2010

        8:30                              ...
Day 2

Tuesday, April 20, 2010

Registration and Continental Breakfast

        Wednesday, April 21, 2010

        Registration and Conti...
Day 4

Thursday, April 22, 2010

Strategic Workforce Planning for Government

In-House Training & Customization

One of the more popular vehicles for acces...
Strategic Workforce Planning for Government

Logistics & Tuition

Venue and Hotel:                                        ...
Strategic Workforce Planning for Government

Registration Form

         Call                                        Fax t...
Upcoming SlideShare
Loading in …5



Published on

Published in: Business, Technology
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide


  1. 1. Strategic Workforce Planning for Government Develop and Implement Workforce Plans that Identify and April 19-22, 2010 Meet the Future Talent Needs of Your Agency Arlington, VA YOU WILL LEARN TO: Learn How to DAY ONE: CREATE AN EFFECTIVE HUMAN CAPITAL PLAN Recruit, Retain Identify the key components and processes for creating and executing a human capital plan and Develop DAY TWO: BUILD A SYSTEM TO SUPPORT WORKFORCE EXCELLENCE Learn how to develop the HR structures that enable your workforce to stay mission focused Top Talent Within All DAY THREE: PLAN FOR THE FUTURE OF YOUR WORKFORCE AND AGENCY Align your HR leadership approach and your managers’ skills to get the best from your workforce Levels of Your DAY FOUR: DEVELOP A BLUEPRINT FOR FILLING YOUR LEADERSHIP PIPELINE Agency Create a roadmap to close the gap between the current capability and the future needs In Association with: Earn up to 24 CPE or 20 HRCI Credits!
  2. 2. Day 1 CREATE AN EFFECTIVE HUMAN CAPITAL PLAN Monday, April 19, 2010 8:30 MODULE IV Registration and Continental Breakfast Develop Meaningful Human Resource Performance Metrics and Targets MODULE I • Measure how the HR function is advancing and Understand the Trends in Human Capital Planning at the supporting the mission of the organization Federal, State and Local Level • Practice using measures for data based decisions • Learn the current changes and themes in human capital • Apply a standardized methodology for defining your research and practice measures and collecting the data • Identify the factors driving your organizational need for strategic planning MODULE V Identify Innovative Initiatives and MODULE II Benchmarks for the HR Function Assess Organizational Readiness • Learn about relevant, pragmatic applications that work • Utilize performance measures to improve your competitive edge • Identify the current critical HC needs and make an effective business case • Create a strategy to garner stakeholder support MODULE VI required for success Create an Implementation Structure • Develop systems and structures to support the MODULE III implementation of your human capital plan Identify the Key Components and Process of a • Define the roles and responsibilities for key Human Capital Plan stakeholders to ensure implementation occurs • Align your human capital plan with your organization’s mission and goals 4:00 • Apply a methodology for creating a human capital plan Day One Adjourns “VERY EXCITING! The case study was extremely informative. It really gave me some ideas and suggestions to bring back to the workforce.” – Karen Hochberg Human Resources Manager, Montgomery County 2
  3. 3. Day 2 BUILD A SYSTEM TO SUPPORT WORKFORCE Tuesday, April 20, 2010 8:30 Registration and Continental Breakfast TOP 5 REASONS MODULE I TO ATTEND: Workforce Planning • Explore best practices in gathering data on your current workforce LEARN • Determine mission critical roles necessary to deliver your How to Strategically Engage Your Entire organization’s strategies Workforce • Establish a current workforce profile MODULE II DISCOVER Establish Workforce Requirements for the Future How to Address Mission Critical Occupations and • Define the characteristics most critical for organizational success Competencies • Define both technical and behavioral competencies for mission critical roles GAIN Understanding of MODULE III Knowledge Transfer Tools Gap Analysis from Today’s Workforce to Tomorrow’s Requirements and Techniques • Assess future requirements against current capability • Create a roadmap for executing a plan to close the gap between the current capability and the future needs IDENTIFY Innovative Initiatives and • Apply proven competency models that impact Benchmarks for Your organizational performance Organization MODULE IV Recruitment and Selection Strategies DEVELOP Organizational Culture • Get the right people on the bus and in the right seats that Supports Workforce • Use your workforce data to select for the most important Excellence knowledge, skills and competencies • Incorporate behavioral interviewing practices to increase on the job performance MODULE V Develop an Effective On-Boarding Process • Review best practices to shift from new employee orientation to effective on-boarding • Identify effective probationary strategies that promote individual and organizational success 4:00 Day Two Adjourns 3
  4. 4. Day 3 SUCCESSION PLANNING FOR GOVERNMENT Wednesday, April 21, 2010 8:30 Registration and Continental Breakfast About the Instructors MODULE I Develop Relevant Learning Systems LOU O’BOYLE is an organizational development consultant working with government and non-profit • Learn the characteristics of learning organizations organizations. The focus for all services provided is • Identify a variety of systems or models that deliver ROI to improve performance and results while building • Incorporate the 70-20-10 research to ensure the client’s internal capacity. Prior to starting her development plans work own business in 2001, Lou had over 15 years of government experience. As a consultant, Lou has MODULE II worked with many organizations in the areas of Managing Organizational Knowledge and human capital planning, performance management, Addressing “Brain-drain” process improvement and the establishment of learning • Explore methods to capture and reuse organizational knowledge systems that support organizational goals. Lou holds • Distinguish the use of tacit and explicit knowledge in a Bachelor’s degree in Psychology from Virginia the process of capturing individual best-practices Commonwealth University and serves as the Chair of • Enable more efficient access, shaping and usage of the Learning Council for the Alliance for Innovation. accumulated knowledge as a means of increased organizational performance TIM GRILES is founder of Human Dynamics • Evaluate examples of Electronic Performance Support Consulting, LLC, a consulting firm that focuses on for your workforce increasing the interpersonal effectiveness necessary to drive business results. Tim’s subject matter expertise is in MODULE III how people interact and solve problems to accomplish Develop a Blueprint for Filling Your Leadership Pipeline work in organizations. This knowledge has driven his workshop content to include Conflict Management, • Establish leadership pipelines to fill your talent pool Giving and Receiving Feedback, Effective Meeting • Plan for the future without pre-selection Management, Project Management, Coaching for • Evaluate your bench strength to identify high Performance, Creative Problem Solving and Leading performers and high potentials Change. He uses coaching and team facilitation in his • Incorporate learning agility into your succession curriculums and skill-building workshops. Tim received planning programs his Bachelors in Business Administration from Virginia • Cut your advanced leadership development costs and Commonwealth University, and has completed increase ROI through targeted development Masters level work in Human Resource Development through George Washington University. 4:00 Day Three Adjourns • Human Resource Directors • Personnel Directors Who Should • Human Capital Specialists • Talent Officers Attend? • Training and Development Specialists • Learning Officers 4
  5. 5. Day 4 DEVELOP A BLUEPRINT FOR FILLING YOUR LEADERSHIP PIPELINE Thursday, April 22, 2010 8:30 Registration and Continental Breakfast About the MODULE I Performance Institute Learn How to Develop and Sustain an Organization Climate that Supports Called “the leading think tank in performance Workforce Excellence measurement for government” on OMB’s • Discover the truth about employee satisfaction, The Performance Institute has been and productivity a leader in Performance Management training and • Learn how to collect and use employee feedback to policy since the 2000 administration transition. facilitate organizational change As part of the Government Performance Coalition, • Retain key performers through engagement a group of good government organizations, the best practices Institute worked in 2000 to deliver recommendations to the then new administration on what would MODULE II become the President’s Management Agenda. Manage the New Workforce In 2009, the Institute is leading Innovations in • Understand how generational issues impact the Government: From Transition to Transformation, or new workforce, a collection of forums, research and • Incorporate generational preferences into your recommendations to bring insight and transformation Human Capital Plan to the federal government. The goal of • Utilize non-traditional management techniques for a is to centralize the importance of performance, non-traditional workforce accountability and transparency in government and to disseminate the leading best practices to MODULE III government managers. Develop Effective Accountability Systems • Learn about innovative recognition and The Performance Institute has published several incentive programs research reports regarding performance management • Examine the pros and cons of pay initiatives and trains over 10,000 government for performance managers per year on performance-based topics. • Identify effective components in performance Dedicated to improving citizen services and taxpayer appraisal systems transparency, the Institute uses a best-practices • Link individual performance to organizational goals foundation to deliver the most effective and tested methodologies for improving performance. 4:00 Day Four Adjourns “The course was very timely for our organization. I will bring back information for discussion and improvement in our processes” – Jennifer Luttjohann Deputy HR Officer, VA Health Revenue Center 5
  6. 6. Strategic Workforce Planning for Government In-House Training & Customization 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 more personal learning experience, while virtually eliminating travel expenses. Whether you require training for your department or for an organization-wide initiative, the advanced learning methods employed by The Performance Institute will create an intimate training atmosphere that maximizes knowledge transfer to enhance the talent within your organization. Customization: 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 their standard training, The Performance Institute’s subject matter experts will work with you and your team to examine your programs and determine your exact areas of need. The identification of real life examples will create a learning atmosphere that resonates with participants while at the same time providing immediate return on your training investment. Using interactive exercises that employ actual projects or scenarios from your organization, instructors can address specific challenges and align the curriculum of each session to your objectives. While the majority of on-site trainings are focused on smaller groups, The Performance Institute also has the ability to accommodate organization-wide training initiatives. Utilizing multiple instructors, the Institute has the capacity to deliver courses to groups of up to 300 participants per day. Areas of Expertise: On-site delivery of single courses, certification programs and entire packages of specialized courses are available in the following areas: • Strategic Planning • Performance-Based Contracting • Performance Measurement • Performance Reporting • Project Management • Program Evaluation • Lean Six Sigma • Administrative Management • Workforce Management • Leadership and Change • Performance-Based Budgeting For more information about in-house training and certification options, please contact Blake Zach at 877-992-9522 or Sponsorship Opportunities: As a conference and training provider, The Performance Institute is an expert in bringing together leaders to share and discuss best practices and innovations. We connect decision-makers with respected solutions providers. The Institute offers four different pre-designed sponsorship packages: • Event Co-Sponsor • Session Sponsor • Luncheon Sponsor • Exhibit Booth Sponsor For more information on sponsorships or to get started, contact Meredith Mason at 202-739-9707 or email her at 6
  7. 7. Strategic Workforce Planning for Government Logistics & Tuition Venue and Hotel: CPE Credits: Strategic Workforce Planning for Government will be hosted Delivery Method: Group-live Program Level: Basic at The Performance Institute’s Training Center in Arlington, Prerequisites: None Advanced Preparation: None VA, just one block east of the Courthouse stop on the Orange CPE Credits: 6 per day Line of the D.C. Metro. A public parking garage is located The Performance Institute is registered with the National Association of State inside of the building for $10/day. Continental breakfast and Boards of Accountancy (NASBA) as a sponsor of continuing professional education refreshments will be provided for delegates on each day. on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints The Performance Institute Conference Center regarding sponsors may be addressed to the National Registry of CPE Sponsors, 150 Fourth Avenue North, Nashville, TN 37219-2417. Website: 1515 N. Courthouse Rd., Suite 600 Arlington, VA 22201 Human Resource Certification Institute: HRCIs: 20 877-992-9521 The Performance Institute is registered with HR Certification Institute, Society for Human Resource Management as a sponsor of continuing professional A limited number of rooms have been reserved at the Arlington education, both PHR and SPHR designations. For more information about Rosslyn Courtyard by Marriott at the prevailing rate of certification or recertification for human resources professionals, please visit the $233.00 until March 21, 2010. This rate is based on the HRCI homepage at Government Per Diem and is subject to change. Please call the hotel directly and reference code “Strategic Workforce Quality Assurance: Planning for Government” when making reservations to get The Performance Institute strives to provide you with the most productive and the discounted rate. The hotel is conveniently located three blocks effective educational experience possible. If after completing the course you feel from the Rosslyn Metro station. Please ask the hotel about a there is some way we can improve, please write your comments on the evaluation form provided upon your arrival. Should you feel dissatisfied with your learning complimentary shuttle that is also available for your convenience. experience 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: Arlington Rosslyn Courtyard by Marriott 1533 Clarendon Blvd. The Performance Institute: Quality Assurance 805 15th Street, NW, 3rd Floor Arlington, VA 22209 Washington, DC 20005 Phone: 703-528-2222 / 1-800-321-2211 Note: As speakers are confirmed six months before the event, some speaker changes or topic changes may occur in the program. The Performance Institute is not responsible for speaker changes, but will work to ensure a comparable speaker is located to participate in the program. Tuition & Group Discounts: If for any reason The Performance Institute decides to cancel this conference, The The tuition rate for attending Strategic Workforce Planning for Performance Institute accepts no responsibility for covering airfare, hotel or other costs Government is as follows: incurred by registrants, including delegates, sponsors and guests. Offerings Early Bird Regular Rate Discounts: Entire Week $1899* $1999 • All ‘Early Bird’ Discounts must require payment at time of registration Single Day $799 $799 and before the cut-off date in order to receive any discount. • Any discounts offered whether by The Performance Institute (including team * For the Early Bird rate, register before: March 14, 2010. discounts) must also require payment at the time of registration. • All discount offers cannot be combined with any other offer. For more information on group discounts for • Discounts cannot be applied retroactively Strategic Workforce Planning for Government contact: Payment must be secured prior to the conference. If payment is not received by Melvin Hall at 202-739-9630 or email him at the conference start date, a method of payment must be presented at the time of registration in order to guarantee your participation at the event. 7
  8. 8. Strategic Workforce Planning for Government Registration Form Call Fax this Form to Visit 877-992-9521 866-234-0680 Registration Form Yes! Register me for Strategic Workforce Planning for Government Register me for the following course(s) only: Day 1: Create an Effective Human Capital Plan Day 2: Build a System to Support Workforce Excellence Day 3: Manage Workforce Performance to Drive Results Day 4: Develop a Blueprint for Filling Your Leadership Pipeline Please call me. I am interested in a special group discount for my team 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 Address 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: W237-WEB