This document provides information about a conference on veteran reintegration into the civilian workforce held from February 17-19, 2010 in Arlington, VA. The conference aimed to help attendees develop strategies and programs to assist veterans transitioning from military to civilian life and employment. Over the three days, speakers covered topics such as creating job training programs, developing strategic reintegration plans, assisting disabled veterans, and utilizing one-stop career centers. The document provides an agenda, speaker bios, registration information, and details about networking opportunities.
This document provides information about a conference on veteran reintegration into the workforce held from February 17-19, 2010 in Arlington, VA. The conference aimed to help attendees develop skills and strategies to assist veterans transitioning from military to civilian life and employment. Over the three days, sessions covered topics such as creating job training programs, developing strategic reintegration plans, assisting disabled veterans, and utilizing one-stop career centers. The document provides an agenda and session descriptions to help attendees learn best practices for supporting veteran employment.
This document provides information about a conference on veteran reintegration into the civilian workforce held from February 17-19, 2010 in Arlington, VA. The conference aimed to help attendees develop skills and strategies to assist veterans transitioning from military to civilian life, including developing job training programs, creating strategic reintegration plans, and assisting disabled veterans with employment. Sessions covered topics such as utilizing one-stop career centers, retaining veterans in the workforce, and understanding programs to aid veteran reintegration.
The two-day conference aimed to provide tools and strategies for assisting veterans transitioning from military to civilian life. Topics included developing job training programs, creating strategic reintegration plans, assisting disabled veterans, and utilizing one-stop career centers. Speakers would discuss developing skills, addressing challenges, and aligning military experience with civilian jobs to promote a successful transition. The goal was to help organizations effectively recruit, train, and retain returning veterans.
This two-day conference aimed to provide tools and strategies for assisting veterans transitioning from military to civilian life. The agenda covered developing job training programs, creating strategic reintegration plans, addressing challenges faced by disabled veterans, and utilizing one-stop career centers. Speakers shared best practices for recruiting, training, retaining and supporting returning veterans in the workforce.
The Division of Vocational Rehabilitation (DVR) provides vocational rehabilitation services to eligible individuals with disabilities who want to work. DVR's mission is to help individuals overcome barriers to employment through personalized services and partnerships. DVR strives to achieve full employment for people with disabilities in competitive jobs providing good wages and benefits. DVR has been serving communities in Washington since 1933 through partnerships that help job seekers find employment and employers recruit qualified candidates.
Leading change through Employee Engagement fricker67
The document discusses leading change at the Metropolitan Police Service (MPS) in London through engaging employees. It describes designing values for the MPS which included input from over 20,000 employees. The values were then embedded through leadership programs and other initiatives. Challenges to change included an existing blame culture and focus on targets. The document also discusses implementing change at the local level through a program called "LA local" which empowered employees and improved morale, community engagement, and performance.
Nageswara Rao Bammidi is seeking a senior position utilizing experience in engineering, law, psychology, finance, and training. He has over 15 years of experience managing teams of over 150 people and has held roles in human resources, project management, and training. Bammidi has diverse educational backgrounds including degrees in civil engineering, law, sociology, psychology, and is pursuing a diploma in financial management.
Overview of work carried out by Flexility to help an NHS trust bring teams from different locations together and take advantage of new, smarter, more flexible ways of working to deliver better services at lower cost.
This document provides information about a conference on veteran reintegration into the workforce held from February 17-19, 2010 in Arlington, VA. The conference aimed to help attendees develop skills and strategies to assist veterans transitioning from military to civilian life and employment. Over the three days, sessions covered topics such as creating job training programs, developing strategic reintegration plans, assisting disabled veterans, and utilizing one-stop career centers. The document provides an agenda and session descriptions to help attendees learn best practices for supporting veteran employment.
This document provides information about a conference on veteran reintegration into the civilian workforce held from February 17-19, 2010 in Arlington, VA. The conference aimed to help attendees develop skills and strategies to assist veterans transitioning from military to civilian life, including developing job training programs, creating strategic reintegration plans, and assisting disabled veterans with employment. Sessions covered topics such as utilizing one-stop career centers, retaining veterans in the workforce, and understanding programs to aid veteran reintegration.
The two-day conference aimed to provide tools and strategies for assisting veterans transitioning from military to civilian life. Topics included developing job training programs, creating strategic reintegration plans, assisting disabled veterans, and utilizing one-stop career centers. Speakers would discuss developing skills, addressing challenges, and aligning military experience with civilian jobs to promote a successful transition. The goal was to help organizations effectively recruit, train, and retain returning veterans.
This two-day conference aimed to provide tools and strategies for assisting veterans transitioning from military to civilian life. The agenda covered developing job training programs, creating strategic reintegration plans, addressing challenges faced by disabled veterans, and utilizing one-stop career centers. Speakers shared best practices for recruiting, training, retaining and supporting returning veterans in the workforce.
The Division of Vocational Rehabilitation (DVR) provides vocational rehabilitation services to eligible individuals with disabilities who want to work. DVR's mission is to help individuals overcome barriers to employment through personalized services and partnerships. DVR strives to achieve full employment for people with disabilities in competitive jobs providing good wages and benefits. DVR has been serving communities in Washington since 1933 through partnerships that help job seekers find employment and employers recruit qualified candidates.
Leading change through Employee Engagement fricker67
The document discusses leading change at the Metropolitan Police Service (MPS) in London through engaging employees. It describes designing values for the MPS which included input from over 20,000 employees. The values were then embedded through leadership programs and other initiatives. Challenges to change included an existing blame culture and focus on targets. The document also discusses implementing change at the local level through a program called "LA local" which empowered employees and improved morale, community engagement, and performance.
Nageswara Rao Bammidi is seeking a senior position utilizing experience in engineering, law, psychology, finance, and training. He has over 15 years of experience managing teams of over 150 people and has held roles in human resources, project management, and training. Bammidi has diverse educational backgrounds including degrees in civil engineering, law, sociology, psychology, and is pursuing a diploma in financial management.
Overview of work carried out by Flexility to help an NHS trust bring teams from different locations together and take advantage of new, smarter, more flexible ways of working to deliver better services at lower cost.
This document provides information about an upcoming conference on online engagement marketing. The conference will teach attendees how to generate company-wide buy-in for engagement marketing, utilize different media channels to interact with consumers, evaluate engagement using analytics, and connect creativity to engagement strategies. Key topics will include measuring the impact of marketing on attitudes and behavior, understanding the role of creativity, and communicating engagement as a primary strategy. Attendees will include those in marketing, advertising, promotions, brand management, and integrated marketing.
This document provides information about a three-day leadership training program titled "Building the 21st Century Leader". The program will focus on refining communication skills, engaging employees, and using innovation and creativity. It will take place November 16-18, 2009 in Arlington, VA and cover topics such as communicating vision, active listening, managing conflict, and fostering a creative environment. The document includes an agenda, speaker biographies, sponsorship and registration information.
This document provides information about a conference on reducing gang violence through innovative measures and tactics held from October 5-6, 2009 in Washington D.C. The conference aimed to teach law enforcement and other professionals strategies to control and suppress gang violence through proven methods, new technology, and understanding changing gang cultures. It featured sessions on intelligence-led policing, managing gang units, investigating the Latin Kings gang, and creating task forces and community partnerships to reduce violent crime. A post-conference workshop on managing and preventing gangs in schools was also offered.
The document summarizes a two-day conference on recruiting and retaining veterans in the workforce. The conference aimed to teach organizations how to develop training programs and strategic plans to assist veterans transitioning from military to civilian life. Speakers discussed creating job opportunities for disabled veterans and utilizing one-stop career centers. Sessions covered developing skills training, translating military experience into civilian jobs, and programs to help homeless veterans find work.
This 3-day training course provides a comprehensive overview of the Project Management Professional (PMP) certification exam. Participants will learn about the process groups and knowledge areas covered in the PMBOK Guide, tips and techniques for passing the exam, and how to create a personalized study plan. The course utilizes real sample exam questions and a full-length practice test to help attendees understand what they need to know to apply for and pass the PMP exam.
This document provides information about a Balanced Scorecard workshop taking place on July 15-17, 2009 in Washington DC. The workshop includes optional pre-conference workshops on July 15th focusing on implementing balanced scorecards for commercial and government enterprises. The main conference on July 16-17th will focus on topics such as developing strategy maps, communicating strategy, developing key metrics, and monitoring performance. Speakers will provide lessons on implementing balanced scorecards and aligning them with business intelligence programs. Attendees can earn up to 18 CPE credits. In-house training and other upcoming events focusing on performance management are also advertised.
The document announces The 2009 Project Management Office Summit taking place from October 14-16, 2009 in San Diego, CA. The summit will focus on developing and implementing effective Project Management Offices (PMOs) to maximize project efficiency. Topics will include leveraging PMOs in tight economic times, increasing project transparency, aligning PMOs with business needs, and establishing virtual PMOs. Pre-conference and post-conference seminars on implementing PMOs and advanced PMO techniques will also be offered.
The document is a program for The National Summit on Gang Violence taking place from May 10-12, 2010 in Arlington, VA. The summit will provide presentations and discussions on emerging gang trends, new technology used in gang investigations, proven strategies to control gang violence, and preventing youth involvement in gangs. Specific sessions will examine social networking, hip hop culture, outlaw motorcycle gangs, the Sureño movement, and the Latin Kings. A post-conference workshop on May 12 will focus on managing and preventing gangs in schools.
This two-day training seminar on project leadership will be held on September 10-11, 2009 in Washington, DC. On day one, participants will learn about identifying tools and techniques to help project teams succeed, communication techniques to increase productivity, decision making methods, and managing project change. They will also learn about group dynamics and leadership styles. Day two will cover organizing and negotiating for effectiveness, the art of decision making, delegation, communication techniques, managing project change and issues/risks. Attendees will include project managers, program managers, PMO managers, project team leaders, and others. The training will provide practical lessons and exercises to help participants lead projects more effectively.
The two-day conference focused on helping attendees develop strategies and programs to assist veterans transitioning from military to civilian life and employment. Day One covered creating strategic reintegration plans, developing job training programs, translating military skills to civilian jobs, and enabling veterans with disabilities. Day Two would discuss reintegrating veterans into the workforce and understanding the Veterans' Workforce Investment Program. The document provided an agenda and speaker details to help organizations properly recruit and retain returning veterans.
The two-day conference focused on helping attendees develop strategies and programs to assist veterans transitioning from military to civilian life and employment. Day One covered creating strategic reintegration plans, developing job training programs, translating military skills to civilian work, and enabling veterans with disabilities. Day Two would discuss reintegrating veterans into the workforce and understanding programs like the Veterans' Workforce Investment Program. The document provided an agenda and speaker details to help organizations properly recruit and retain returning veterans.
The document summarizes a two-day conference on recruiting and retaining veterans in the workforce. The conference aimed to teach organizations how to develop training programs and strategic plans to assist veterans transitioning from military to civilian life. Speakers discussed creating job opportunities for disabled veterans and utilizing one-stop career centers. Sessions covered developing skills training, translating military experience into civilian jobs, and programs to help homeless veterans find work.
The document summarizes a two-day conference on recruiting and retaining veterans in the workforce. The conference aimed to teach organizations how to develop job training programs and strategic plans for veteran reintegration. Speakers covered topics such as transitioning veterans to civilian life, assisting disabled veterans, and utilizing one-stop career centers. The schedule details the speakers, topics, and activities for each day.
This document discusses mentorship programs and their effects on organizational culture. It begins with an abstract that introduces the topic and poses several questions about mentorship programs. It then provides a situation analysis on the rise of mentorship programs in large companies. The document goes on to present literature on defining mentorship, the need for mentorship programs, and factors that affect mentorship programs. It describes the methodology used in a study on mentorship programs at Fort Irwin, including participants, apparatus, and procedures. Finally, it discusses conclusions and recommendations based on the findings of the study.
This document provides an agenda for a two-day conference on excellence in law enforcement focusing on recruitment and retention during difficult economic times. Day one will cover developing innovative recruitment techniques, understanding generational differences, analyzing applicant pools, using social media for promotion, and leveraging community partnerships. Day two will discuss building professional development programs, obtaining grants, understanding today's applicants, and collaborating with community partners. The goal is to provide law enforcement agencies with tools and strategies to attract and retain high quality officers during times of budget constraints.
The document provides information about the Workforce Excellence 2010 conference to be held April 20-22, 2010 in Arlington, VA. The conference will focus on building and sustaining workforce partnerships, leveraging workforce funding, developing strong performance measures, and meeting the demand for a skilled workforce. Over the three days, participants will learn from keynote speakers and panels about topics such as developing industry-driven workforce systems, implementing proven partnership practices, and establishing measurable outcomes for workforce programs. Breakout sessions will also cover grant management, recruitment strategies, and cultivating workers during economic uncertainty. A post-conference workshop on grants management for results will be offered on the final day.
This document provides information about the Workforce Excellence 2010 conference to be held April 20-22, 2010 in Arlington, VA. The conference will focus on building and sustaining workforce partnerships, developing strong performance measures, meeting labor market demands, and other topics. It will include keynote speakers, panels, workshops and sessions on developing talent, cultivating workers, and grants management. The goal is to provide strategies and tools to promote workforce development and excellence in the 21st century economy.
Succession planning is important for organizational stability and continuity. Henri Fayol recognized the need for succession planning in the early 20th century. Succession planning identifies potential successors for key positions and develops their skills through training and experience. It helps ensure positions are filled internally by prepared candidates. Effective succession planning requires identifying critical roles, assessing candidates' competencies, providing leadership development, and regularly reviewing the process. Several common pitfalls to avoid include lack of transparency, underestimating internal talent, and failing to offer training opportunities. Succession planning requires commitment from leadership and human resources.
Recruiting and maintaining a diverse workforceCaster Center
The document discusses the importance of workforce diversity for nonprofits, including the need to attract diverse talent as the current leadership exits and to better serve an increasingly diverse population. It provides strategies for nonprofits to prepare for and attract a diverse workforce such as ensuring board and leadership commitment to diversity, training on inclusion, and casting a wide net through diverse partnerships and publications when recruiting.
This document provides information about the Talent Management Solutions 2010 conference, which will take place April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include understanding the changing talent management landscape, creating effective onboarding programs, using social media to connect the workforce, and revitalizing employee retention. Speakers will provide case studies and techniques for talent management best practices. Participants can learn how to develop comprehensive talent management strategies to build a thriving workforce.
This document provides information about the Talent Management Solutions 2010 conference, which will take place April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include understanding the changing talent management landscape, creating effective onboarding programs, using social media to connect the workforce, and revitalizing employee retention. Speakers will provide case studies and techniques for talent management best practices. Participants can attend the full conference or a follow-up workshop on succession planning.
This document provides information about an upcoming conference on online engagement marketing. The conference will teach attendees how to generate company-wide buy-in for engagement marketing, utilize different media channels to interact with consumers, evaluate engagement using analytics, and connect creativity to engagement strategies. Key topics will include measuring the impact of marketing on attitudes and behavior, understanding the role of creativity, and communicating engagement as a primary strategy. Attendees will include those in marketing, advertising, promotions, brand management, and integrated marketing.
This document provides information about a three-day leadership training program titled "Building the 21st Century Leader". The program will focus on refining communication skills, engaging employees, and using innovation and creativity. It will take place November 16-18, 2009 in Arlington, VA and cover topics such as communicating vision, active listening, managing conflict, and fostering a creative environment. The document includes an agenda, speaker biographies, sponsorship and registration information.
This document provides information about a conference on reducing gang violence through innovative measures and tactics held from October 5-6, 2009 in Washington D.C. The conference aimed to teach law enforcement and other professionals strategies to control and suppress gang violence through proven methods, new technology, and understanding changing gang cultures. It featured sessions on intelligence-led policing, managing gang units, investigating the Latin Kings gang, and creating task forces and community partnerships to reduce violent crime. A post-conference workshop on managing and preventing gangs in schools was also offered.
The document summarizes a two-day conference on recruiting and retaining veterans in the workforce. The conference aimed to teach organizations how to develop training programs and strategic plans to assist veterans transitioning from military to civilian life. Speakers discussed creating job opportunities for disabled veterans and utilizing one-stop career centers. Sessions covered developing skills training, translating military experience into civilian jobs, and programs to help homeless veterans find work.
This 3-day training course provides a comprehensive overview of the Project Management Professional (PMP) certification exam. Participants will learn about the process groups and knowledge areas covered in the PMBOK Guide, tips and techniques for passing the exam, and how to create a personalized study plan. The course utilizes real sample exam questions and a full-length practice test to help attendees understand what they need to know to apply for and pass the PMP exam.
This document provides information about a Balanced Scorecard workshop taking place on July 15-17, 2009 in Washington DC. The workshop includes optional pre-conference workshops on July 15th focusing on implementing balanced scorecards for commercial and government enterprises. The main conference on July 16-17th will focus on topics such as developing strategy maps, communicating strategy, developing key metrics, and monitoring performance. Speakers will provide lessons on implementing balanced scorecards and aligning them with business intelligence programs. Attendees can earn up to 18 CPE credits. In-house training and other upcoming events focusing on performance management are also advertised.
The document announces The 2009 Project Management Office Summit taking place from October 14-16, 2009 in San Diego, CA. The summit will focus on developing and implementing effective Project Management Offices (PMOs) to maximize project efficiency. Topics will include leveraging PMOs in tight economic times, increasing project transparency, aligning PMOs with business needs, and establishing virtual PMOs. Pre-conference and post-conference seminars on implementing PMOs and advanced PMO techniques will also be offered.
The document is a program for The National Summit on Gang Violence taking place from May 10-12, 2010 in Arlington, VA. The summit will provide presentations and discussions on emerging gang trends, new technology used in gang investigations, proven strategies to control gang violence, and preventing youth involvement in gangs. Specific sessions will examine social networking, hip hop culture, outlaw motorcycle gangs, the Sureño movement, and the Latin Kings. A post-conference workshop on May 12 will focus on managing and preventing gangs in schools.
This two-day training seminar on project leadership will be held on September 10-11, 2009 in Washington, DC. On day one, participants will learn about identifying tools and techniques to help project teams succeed, communication techniques to increase productivity, decision making methods, and managing project change. They will also learn about group dynamics and leadership styles. Day two will cover organizing and negotiating for effectiveness, the art of decision making, delegation, communication techniques, managing project change and issues/risks. Attendees will include project managers, program managers, PMO managers, project team leaders, and others. The training will provide practical lessons and exercises to help participants lead projects more effectively.
The two-day conference focused on helping attendees develop strategies and programs to assist veterans transitioning from military to civilian life and employment. Day One covered creating strategic reintegration plans, developing job training programs, translating military skills to civilian jobs, and enabling veterans with disabilities. Day Two would discuss reintegrating veterans into the workforce and understanding the Veterans' Workforce Investment Program. The document provided an agenda and speaker details to help organizations properly recruit and retain returning veterans.
The two-day conference focused on helping attendees develop strategies and programs to assist veterans transitioning from military to civilian life and employment. Day One covered creating strategic reintegration plans, developing job training programs, translating military skills to civilian work, and enabling veterans with disabilities. Day Two would discuss reintegrating veterans into the workforce and understanding programs like the Veterans' Workforce Investment Program. The document provided an agenda and speaker details to help organizations properly recruit and retain returning veterans.
The document summarizes a two-day conference on recruiting and retaining veterans in the workforce. The conference aimed to teach organizations how to develop training programs and strategic plans to assist veterans transitioning from military to civilian life. Speakers discussed creating job opportunities for disabled veterans and utilizing one-stop career centers. Sessions covered developing skills training, translating military experience into civilian jobs, and programs to help homeless veterans find work.
The document summarizes a two-day conference on recruiting and retaining veterans in the workforce. The conference aimed to teach organizations how to develop job training programs and strategic plans for veteran reintegration. Speakers covered topics such as transitioning veterans to civilian life, assisting disabled veterans, and utilizing one-stop career centers. The schedule details the speakers, topics, and activities for each day.
This document discusses mentorship programs and their effects on organizational culture. It begins with an abstract that introduces the topic and poses several questions about mentorship programs. It then provides a situation analysis on the rise of mentorship programs in large companies. The document goes on to present literature on defining mentorship, the need for mentorship programs, and factors that affect mentorship programs. It describes the methodology used in a study on mentorship programs at Fort Irwin, including participants, apparatus, and procedures. Finally, it discusses conclusions and recommendations based on the findings of the study.
This document provides an agenda for a two-day conference on excellence in law enforcement focusing on recruitment and retention during difficult economic times. Day one will cover developing innovative recruitment techniques, understanding generational differences, analyzing applicant pools, using social media for promotion, and leveraging community partnerships. Day two will discuss building professional development programs, obtaining grants, understanding today's applicants, and collaborating with community partners. The goal is to provide law enforcement agencies with tools and strategies to attract and retain high quality officers during times of budget constraints.
The document provides information about the Workforce Excellence 2010 conference to be held April 20-22, 2010 in Arlington, VA. The conference will focus on building and sustaining workforce partnerships, leveraging workforce funding, developing strong performance measures, and meeting the demand for a skilled workforce. Over the three days, participants will learn from keynote speakers and panels about topics such as developing industry-driven workforce systems, implementing proven partnership practices, and establishing measurable outcomes for workforce programs. Breakout sessions will also cover grant management, recruitment strategies, and cultivating workers during economic uncertainty. A post-conference workshop on grants management for results will be offered on the final day.
This document provides information about the Workforce Excellence 2010 conference to be held April 20-22, 2010 in Arlington, VA. The conference will focus on building and sustaining workforce partnerships, developing strong performance measures, meeting labor market demands, and other topics. It will include keynote speakers, panels, workshops and sessions on developing talent, cultivating workers, and grants management. The goal is to provide strategies and tools to promote workforce development and excellence in the 21st century economy.
Succession planning is important for organizational stability and continuity. Henri Fayol recognized the need for succession planning in the early 20th century. Succession planning identifies potential successors for key positions and develops their skills through training and experience. It helps ensure positions are filled internally by prepared candidates. Effective succession planning requires identifying critical roles, assessing candidates' competencies, providing leadership development, and regularly reviewing the process. Several common pitfalls to avoid include lack of transparency, underestimating internal talent, and failing to offer training opportunities. Succession planning requires commitment from leadership and human resources.
Recruiting and maintaining a diverse workforceCaster Center
The document discusses the importance of workforce diversity for nonprofits, including the need to attract diverse talent as the current leadership exits and to better serve an increasingly diverse population. It provides strategies for nonprofits to prepare for and attract a diverse workforce such as ensuring board and leadership commitment to diversity, training on inclusion, and casting a wide net through diverse partnerships and publications when recruiting.
This document provides information about the Talent Management Solutions 2010 conference, which will take place April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include understanding the changing talent management landscape, creating effective onboarding programs, using social media to connect the workforce, and revitalizing employee retention. Speakers will provide case studies and techniques for talent management best practices. Participants can learn how to develop comprehensive talent management strategies to build a thriving workforce.
This document provides information about the Talent Management Solutions 2010 conference, which will take place April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include understanding the changing talent management landscape, creating effective onboarding programs, using social media to connect the workforce, and revitalizing employee retention. Speakers will provide case studies and techniques for talent management best practices. Participants can attend the full conference or a follow-up workshop on succession planning.
This document provides information about the Talent Management Solutions 2010 conference, which will take place April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include understanding the changing talent management landscape, creating effective onboarding programs, using social media to connect the workforce, and revitalizing employee retention. Speakers will provide case studies and techniques for talent management best practices. Participants can learn how to develop comprehensive talent management strategies to build a thriving workforce.
Ready to Serve: How and Why You Should Recruit VeteransKip Michael Kelly
Some of the most sought-after competencies employers look for include: leadership, teamwork, critical thinking and problem solving.The U.S. military builds these competencies in every soldier, sailor, marine, and airman--many of whom are now veterans looking to work outside the military.To help HR and talent management professionals recruit, employ, onboard, and retain military veterans, this UNC Executive Development white paper specifically covers:• The upside of hiring and retaining military veterans• Government incentives for employers who employ veterans• The challenges posed by hiring veterans and suggestions for addressing them• Resources available for HR and talent management professionals interested in recruiting and hiring veterans• Examples of three organizations who have successfully developed and implemented programs for hiring veteransThe U.S. military is currently producing the finest workforce the U.S. has ever seen. Read this white paper, and you will quickly learn that hiring veterans is not only good for the country, but also good for your organization.
This document provides information about the Talent Management Solutions 2010 conference to be held on April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include talent management best practices, social media, onboarding programs, employee retention, and succession planning. Speakers will provide case studies and techniques for talent management in changing economic conditions.
This document provides information about the Talent Management Solutions 2010 conference to be held on April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include talent management best practices, social media strategies, employee onboarding and retention. Speakers will provide case studies and techniques for communication, leadership development, and succession planning. The conference aims to help attendees create comprehensive talent management strategies.
The 2009 STEM Workforce Development Conference was held November 2-4, 2009 in Arlington, VA. The conference focused on developing strategies and partnerships to strengthen the STEM workforce through training programs, career development, and attracting underrepresented groups. Over two days, sessions provided best practices on topics such as aligning workforce and education initiatives, developing skill training programs, and identifying STEM funding streams. An optional post-conference workshop on November 4th focused on procuring grants and dedicated funding for STEM workforce programs.
This document provides information about the Talent Management Solutions 2010 conference, including the schedule, speakers, and topics. The two-day conference will be held on April 14-15, 2010 in Arlington, VA and will focus on strategies for recruiting, engaging, and retaining employees. Topics will include talent management best practices, social media strategies, onboarding programs, employee retention, and succession planning. Speakers will provide case studies and techniques for communication, branding, and leadership development.
The document discusses various concepts related to strategic planning including:
- Kurt Lewin's Force Field Theory which argues change is determined by opposing forces within an organization.
- The three phases of change according to Lewin - unfreeze, change, and refreeze.
- Different planning models for CSOs such as issue-based, gap, and goal-based planning.
- Tools that can be used in strategic planning like stakeholder analysis, SWOT analysis, and scenario planning.
- Key elements of strategic plans including vision, mission, values, goals and objectives.
- The importance of communication and metrics in strategic planning.
This document is an image file without any text content. Therefore, I am unable to provide a meaningful summary in 3 sentences or less based on the information given. The document appears to be an image but I cannot determine the subject or essential details of the image from the file itself.
The document discusses five common workplace legal pitfalls and provides strategies to avoid them. It addresses issues related to employee classification, health and safety litigation, equal employment opportunity laws, social media use, and limiting supervisor liability. For each pitfall, it provides tips such as carefully auditing employee classifications, establishing clear expectations and accountability, asking consistency questions during EEO investigations, defining appropriate social media use policies, and conducting harassment training for supervisors.
This document provides information about a two-day conference on applying Lean Six Sigma methodology to improve IT processes and drive business results. The conference will provide an overview of Lean Six Sigma and the DMAIC process, techniques for selecting and managing Six Sigma projects in IT, and case studies on implementing Six Sigma in IT departments. Sessions will also address change management, integrating Six Sigma with ITIL, and migrating from waterfall to lean development models. Attendees can earn up to 18 CPE credits. The conference will be held in Arlington, VA on September 29-30, 2010.
The document discusses a Lean Six Sigma conference for IT professionals to be held from September 27-30, 2010. The conference will provide 18 CPE credits and optional yellow belt certification. Attendees will learn how to apply Lean Six Sigma methodology to improve IT processes and drive business results. They will gain tools to continuously improve work through problem solving. The yellow belt track on September 27-28 will cover Lean Six Sigma concepts and techniques to define, measure, analyze, improve and control processes.
This 3-day course provides comprehensive exam preparation for the Project Management Professional (PMP)® certification exam. Participants will learn the essential terminology, tools, and techniques to navigate the five process groups and nine knowledge areas of the PMBOK® Guide. The course covers key topics like scope, time, cost, quality and risk management, and communication skills. Participants receive a complimentary copy of the PMBOK® Guide and take practice questions and a full-length mock exam to prepare for the real PMP® exam.
The document discusses a Lean Six Sigma conference for IT professionals to be held from September 27-30, 2010. The conference will provide 18 CPE credits and optional yellow belt certification. Attendees will learn how to apply Lean Six Sigma methodology to improve IT processes and drive business results. They will gain tools to continuously improve work through problem solving. The yellow belt track on September 27-28 will cover Lean Six Sigma concepts and techniques to define, measure, analyze, improve and control processes.
This document provides information about a two-day conference on applying Lean Six Sigma methodology to improve IT processes and functions. The conference will provide an overview of Lean Six Sigma and the DMAIC process, discuss specific case studies, and offer a pre-conference certification option. Sessions will address topics such as change management, process transformation, and integrating Six Sigma with other frameworks like ITIL. Attendees will learn techniques for enhancing the quality, efficiency and results of their IT operations through Lean Six Sigma.
This document provides information about a 3-day training course on preparing for the Project Management Professional (PMP) certification exam. The course will cover the key concepts and processes needed to understand the PMP exam, provide sample questions and a practice exam, and help attendees create a personalized study plan. It will be held in Arlington, VA in October 2010. Attendees will learn about the latest PMBOK guide, tips for passing the exam, and how to apply and prepare to take the PMP exam.
This document provides an agenda for a three-day training on implementing a balanced scorecard for government. The training will cover developing a strategy map, identifying key performance measures, building balanced scorecards, setting targets, and creating strategic initiative maps. Attendees will learn best practices for rolling out a balanced scorecard and creating a strategy-focused organization through presentations, exercises and case studies.
This 3-day training event provides government employees with the skills to implement a balanced scorecard performance management system. Attendees will learn how to create strategy maps, develop performance measures, link individual performance plans, and build organizational strategies. The training will cover building scorecards, setting targets, prioritizing initiatives, and communicating results. Attendees can earn 18 continuing education credits, and the training is offered at the Performance Institute in Arlington, VA from October 18-20, 2010.
The document announces an environmental performance summit to be held from June 28-30, 2010 in Arlington, VA. The summit will focus on measuring and improving environmental performance in government through workshops on developing quality performance measures, performance-based budgeting, and selecting the right performance measures for environmental programs. Featured speakers will discuss renewable energy contributions to environmental sustainability and innovations for utilizing performance measures. Attendees include environmental managers, specialists, researchers, and sustainability coordinators.
The document describes a Lean Six Sigma Yellow Belt certification course that will teach participants to apply Six Sigma tools and the DMAIC process to solve organizational challenges and improve processes. The 2-day course will cover Six Sigma concepts and methods, process mapping, project management, and tools for defining problems, measuring performance, analyzing causes of defects, improving processes, and controlling gains. Attendees will learn techniques to support continuous improvement through team problem solving and complete a work-related project.
The document announces an upcoming training event on auditing and evaluating government program performance held from September 27-30, 2010 in Arlington, VA. The event features two interactive courses on performance auditing and program evaluation. Performance auditing focuses on achieving maximum impact through relevant program measures and improving program objectives. Program evaluation teaches how to determine if a program is accomplishing its intended outcomes and how to build an evaluation system. Attendees will learn how to use performance information to drive decision making and capture accurate data to prove government programs are achieving their goals.
The document announces an upcoming training event on auditing and evaluating government program performance held from September 27-30, 2010 in Arlington, VA. The event features two interactive courses on performance auditing and program evaluation, with the goal of helping participants use performance information to drive decision making and prove that government programs are achieving intended outcomes. The performance auditing course will cover creating successful auditing strategies, developing relevant program measures, and learning how to improve program objectives. The program evaluation course will teach how to determine if a program is accomplishing its goals and how to build an evaluation system within an organization.
The document describes two interactive courses on performance auditing and program evaluation taking place from September 27-30, 2010 in Arlington, VA. The performance auditing course will focus on creating strategies to improve performance auditing and developing relevant program measures. The program evaluation course will teach how to determine if a program is achieving its intended outcomes and how to build an evaluation system. The courses will provide techniques for using performance data to drive decision making, assessing risks and vulnerabilities, developing audit objectives, and selecting appropriate data collection and analysis methods. Attendees include government auditors, inspectors general, program managers, and other professionals.
The document discusses a Lean Six Sigma conference for IT professionals to be held from September 27-30, 2010. The conference will provide 18 CPE credits and optional yellow belt certification. Attendees will learn how to apply Lean Six Sigma methodology to improve IT processes and drive business results. They will gain tools to continuously improve work through problem solving. The yellow belt track on September 27-28 will cover Lean Six Sigma concepts and techniques to define, measure, analyze, improve and control processes.
This document provides information about a two-day conference on applying Lean Six Sigma methodology to improve IT processes and functions. The conference will provide an overview of Lean Six Sigma and the DMAIC process, discuss specific case studies, and offer a pre-conference certification option. Sessions will address topics such as change management, process transformation, innovation, and combining Six Sigma with the ITIL framework. Attendees include IT professionals seeking to enhance quality, efficiency and results. CPE credits are offered.
This document provides an agenda and information for the "Budgeting and Forecasting Conference 2010" event being held from September 13-15, 2010 in San Diego, CA. The agenda outlines keynote speeches and sessions on each day that will discuss implementing tools for budgeting and forecasting, utilizing balanced scorecard techniques, developing rolling forecasts, and identifying key business drivers to improve forecasts. A post-conference workshop on September 15th will focus on modeling and forecasting key business drivers. The document provides information on registration, CPE credits, hotel accommodations, and pricing for the conference and workshop.
The document provides information about a conference on implementing balanced scorecards effectively that will take place from August 23-25, 2010 in Washington DC. The conference will include workshops on the first day covering balanced scorecard fundamentals and using business intelligence to enable strategy-aligned scorecards. Day two will focus on developing key measures and cascading scorecards throughout an organization. Speakers will provide guidance on topics such as change management, strategy mapping, monitoring performance, and motivating employees. Attendees include CEOs, CFOs, and other executives seeking to transform strategy into action using balanced scorecards.
This document provides information about a 5-day training seminar on project management titled "Project Management for Results". The seminar will be held from October 4-8, 2010 in Arlington, VA and offers 35 PDUs and 30 CPE credits. Over the 5 days, participants will learn about project initiation, planning, execution, closing, tracking projects, using earned value management tools, understanding the project life cycle, developing estimates and schedules, and more. The seminar is aimed at project managers, program managers, procurement managers, IT specialists, and others involved in project management. Attending the seminar will help professionals bring projects from initiation to execution, develop performance measurements, understand factors for improving troubled projects, and prepare
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
1. February 17 – 19, 2010
Arlington, VA
Recruit and Retain Returning Veterans to
Your Vacant Positions
Veteran Reintegration
into the Workforce
Identify Best Practices in Assisting Veterans
with a Successful Transition from Military to Civilian Life
You Will Learn to:
Develop an Effective Job Training Program for Returning Veterans
Equip your office with the tools necessary to train veterans returning to the civilian workforce
Create a Strategic Plan for Your Veteran Reintegration Strategy
Align your veteran reintegration workforce strategy with long term reachable goals
Assist Disabled Veterans with Employment
Learn how to work with veterans and employers to provide equal job placement opportunities for
those with service-connected disabilities
Utilize One-Stop Career Center Approaches to Reintegration
Properly screen veterans to ensure the right candidates are selected for interviews
In Association with: Make the Most of One-Stop Career
Center Veteran Services
www.PerformanceInstitute.org/Veterans
2. Who
Veteran Reintegration into the Workforce
Should Pre-Conference Workshop
Attend: FEBRUARY 17, 2010
• State and Local Workforce Pre-Conference Workshops are hands-on, interactive sessions with specially designed
Agencies exercises and projects that have immediate application. With this half day application
session, you will enhance your training experience by establishing a reference point
• Human Resource Directors of knowledge, language and methodologies for the rest of the event. This workshop
• Directors of Workforce will update and review veteran benefits and help improve your expertise and gain
Planning knowledge of practical tools to implement from field experts. Enrollment space is
limited, so register today to reserve your seat.
• One-Stop Administrators
and Operational Staff
• Job Corps Center Directors
11:30
• Directors of Organizational Workshop Registration
Development and Career
Administration
12:00
• Workforce Investment Program Update and Review Course on Veteran Benefits
Managers and Coordinators
The Federal Government works diligently to provide resources, services, and benefits
to military veterans to ensure a smooth transition into civilian life after their term of duty
Top Five has ended. As an organization serving veterans, it’s important to remain informed of
changes, modifications, and additions to veteran benefits in order to best aid in the
Reasons to reintegration process. During this workshop, you will:
Attend: • Receive a refresher course on the various benefits offered to veterans and how
they can obtain those benefits
1. Learn how to better
• Hear an update on Federal initiatives to improve workforce reintegration
serve veterans in the
reintegration process • Identify resources available to your organization to improve the quality of service
offered to veterans
2. Assist veterans in
overcoming the mental
4:00
and physical challenges of
active duty Workshop Adjourns
3. Prepare veterans to find
job success and stability
through vocational
rehabilitation
“Great energy, appropriate
4. Educate employers on the
value of hiring veterans examples that were transferable.”
5. Enable veterans to
confidently integrate into BRIAN HOUGHTON, TALENT MANAGEMENT ANALYST, 3M
the civilian workforce
www.PerformanceInstitute.org/Veterans
3. Veteran Reintegration into the Workforce
Day One
February 18, 2010
8:30
Conference Registration and Continental Breakfast
9:00
Keynote Address: Transition Assistance into Civilian Life
For any soldier returning from duty, the transition from military to civilian life can be challenging. By providing
veterans the opportunity to develop skills that will enhance their academic, social and professional success, you
can ensure a smooth and successful transition into the civilian workforce. During this Keynote Address, you will
learn to:
• Recognize the fundamentals of transitioning from a military job to a civilian job
• Identify the possible challenges for soldiers entering into the workforce
• Understand how the current economic situation affects veterans
10:00 11:15
Break and Refreshments Utilize Employment Resources to Actively Seek
Returning Veterans
10:15 • Discuss the resources that are available for
organizations to assist in the hiring of returning veterans
Create and Execute a Strategic Plan for
Your Short-Term and Long-Term Veteran • Use current best practices and disability management
Reintegration Strategy to help address the needs of veterans during their
reintegration back into civilian positions
• Create a strategic plan for the organization, dividing
• Discuss a lost of potential red flags that may indicate an
workforce goals into short-term and long-term initiatives
individual is struggling with reintegration
• Identify the strategies, goals and demonstrated results
that you want to outline
12:15
• Develop unique ways to align your veteran reintegration
workforce strategy with long term reachable goals Lunch Break
“ Very useful information from knowledgeable
and experienced speakers.”
CARMEN ORTIZ, HUMAN RESOURCES SPECIALIST, DEPARTMENT OF TREASURY
www.PerformanceInstitute.org/Veterans
4. Veteran Reintegration into the Workforce
Day One (continued)
February 18, 2010
1:15 3:30
Develop Skill Training Programs to Manage Enable Veterans with Disabilities
the Veteran Workforce • Enable veterans with service-connected disabilities
• Use continued education programs and mentoring to to become employable, and obtain and maintain
find workers interested and develop their skill sets suitable employment
• Identify and provide valuable incentives to keep • Address the unique and specific needs of veterans with
talented veterans at your organization service-connected disabilities in order to help them
• Implement career ladders to promote qualified transition to civilian life
employees and fill critical positions in your organization • Identify benefit packages that rehabilitate veterans by
focusing on their strengths while remaining mindful of
Allen Bergeron their wounds
Veterans Consultant
City of Austin Human Resources Department
4:30
2:15 Day One Adjourns
Break and Refreshments
2:30
Properly Translate Military Talent into Civilian Skills
• Clearly identify the person’s talents, skills and what
motivates them
• Encourage development of skills regarding information
gathering and problem-solving through employment training
• Create an environment in which veterans can feel
comfortable enough to seek support due to transitional
troubles or issues associated with military duty
Matthew J. Cary
National President, Veterans and Military Families
for Progress
“ I loved hearing what other organizations are
doing to attract talent- great conference!”
KIM KOSTEK, U.S. ARMY
www.PerformanceInstitute.org/Veterans
5. Veteran Reintegration into the Workforce
Day Two
February 19, 2010
8:30 11:15
Conference Registration and Continental Breakfast Understand the Veterans’ Workforce
Investment Program (VWIP)
9:00 • Identify how VWIP funding aids veterans
Reintegrate Veterans into the Workforce • Learn which organizations are eligible for VWIP
through Vocational Rehabilitation funding and how to obtain funding if currently ineligible
• Recognize the program features and activities required
The training and skills a soldier learns while in the military
for a competitively funded VWIP program
can prove to be valuable and effective in many civilian
vocations. When those skills are harnessed and developed, Bob Simpson
a veteran can successful find placement in a stable job Maryland Workforce Promise, Way Station Inc.
situation. During this Keynote Address, you will learn to:
• Access employment and training services veterans need 12:15
to re-enter the labor force Lunch Break
• Institute vocational assessments to assist in vocational
job placement decisions 1:15
• Make connections between military skills and Retain Veterans Integrated Into the Workforce
appropriate civilian jobs
• Create follow-up programs to keep track of veterans
currently in the workplace
10:00
• Identify opportunities for veterans to improve skills and
Break and Refreshments advance in the civilian workforce
• Remain up-to-date with the VA’s retention programs to
10:15 keep veterans informed
Reintegration Assistance for Homeless Veterans
2:15
• Harness productive life skills to aid homeless veterans in
work readiness Break and Refreshments
• Recognize resources and requirements determined by the
HVRP (homeless veterans reintegration program)
• Identify funding opportunities for your organization and
ways to obtain funding specifically for homeless veterans
Bob Simpson
Maryland Workforce Promise, Way Station Inc.
www.PerformanceInstitute.org/Veterans
6. Sponsorship
Veteran Reintegration into the Workforce
Opportunities
Day Two (continued)
As a conference and training February 19, 2010
provider, The Performance
Institute is an expert in
2:30
bringing together leaders
Engage Veterans in the Reintegration Process
to share and discuss best
practices and innovations. We • Create a sense empowerment in veterans to want to return to the civil workforce
connect decision-makers with • Develop ways to encourage veterans to actively participate in the
respected solution providers. reintegration process
• Maintain a positive outlook on reintegration despite a down economy
The Institute offers four different
pre-designed sponsorship 3:30
packages: The One-Stop Career Center Approach
• Event Co-Sponsor
to Reintegration
• Align your one-stop to provide employers with access to the veteran labor pool
• Session Sponsor
• Recruit, screen, and refer veterans ranging from entry-level workers to highly skilled
• Luncheon Sponsor professionals
• Exhibit Booth Sponsor • Screen veterans to ensure the right workers with the right skills are selected for
interviews
For more information on
sponsorships or to get 4:30
started, contact Meredith Day Two Adjourns
Mason at 202-739-9707
or Meredith.Mason@
PerformanceInstitute.org
“ A wealth of
information from
this conference!”
conferen
BARBARA WILLIS, MANAGEMEN ANALYST
MANAGEMENT
ENVIRONMENTAL PROTECTION AGENCY
www.PerformanceInstitute.org/Veterans
rans
7. Veteran Reintegration into the Workforce
Logistics & Registration
Venue & Hotel
Veteran Reintegration into the Workforce will be held at The Performance Institute REGISTRATION
Conference Center in Arlington, VA, just one block east of the Courthouse Metro
stop on the Orange Line. A public parking garage is located just inside of the 1. ONLINE at PerformanceInstitute.org/Veterans
building for $10/day.
2. VIA FAX to 866-234-0680
The Performance Institute Conference Center
1515 N. Courthouse Road, Sixth Floor 3. VIA PHONE to 877-992-9521
Arlington, VA 22201 4. VIA MAIL to
877-992-9521 | www.PerformanceInstitute.org
The Performance Institute Corporate Headquarters
A limited number of rooms have been reserved at the Arlington Rosslyn Courtyard 805 15th Street, NW, 3rd Floor
by Marriott at the prevailing rate of $209 until January 17, 2010. Please call the
hotel directly and reference code “Veteran Reintegration” when making reservations Washington, DC 20005
to get the discounted rate. The hotel is conveniently located three blocks from the
Rosslyn Metro station. Please ask the hotel about a complimentary shuttle that is Yes! Register me for Veteran Reintegration into the Workforce
also available for your convenience. Yes! Please add the Pre-Conference Workshop
Please call me. I am interested in a special group discount for my team
Arlington Rosslyn Courtyard by Marriott
1533 Clarendon Blvd.
Arlington, VA 22209
703-528-2222 Name Title
www.CourtyardArlingtonRosslyn.com
Tuition & Group Discounts: Office Organization
The tuition rate for attending the Veteran Reintegration into the Workforce is as follows:
Offerings Early Bird Rate* Regular Rate Address
Conference $699 $799
Pre-Conference – $299
Workshop City State Zip
*For the early bird rate, register by November 25, 2009. Telephone Fax
For information about group discounts, please contact Melvin Hall at
202-739-9630 or Melvin.Hall@PerformanceInstitute.org
Email
CANCELLATION POLICY form provided upon your arrival. Should you feel dissatisfied
with your learning experience and wish to request a credit Payment Information
For live events: The Performance Institute will provide a full or refund, please submit it in writing no later than 10
refund less $399 administration fee for cancellations four business days after the end of the training to: Training Form/Purchase Order Check (accepted by mail only)
weeks before the event. If cancellation occurs within two
weeks prior to conference start date, no refund will be
Credit Card
Corporate Headquarters:
issued. Registrants who fail to attend and do not cancel
prior to the event will be charged the entire registration fee. The Performance Institute
805 15th Street, NW – 3rd Floor
For webinars: The Performance Institute will provide a
Washington, DC 20005
full refund less $50 administrative fee for cancellations Credit Card Number Expiration Date
four weeks before the event. If cancellation occurs within
Note: As speakers are confirmed six months before the
two weeks prior to conference start date, no refund will
event, some speaker changes or topic changes may occur
be issued. Registrants who fail to attend and do not
in the program. The Performance Institute is not responsible
cancel prior to the meeting will be charged the entire
for speaker changes, but will work to ensure a comparable
registration fee. Name on Card
speaker is located to participate in the program.
All the cancellation requests need to be made online.
If for any reason The Performance Institute decides to
Your confirmation email contains links to modify or cancel
cancel this conference, The Performance Institute accepts
registrations. Please note that the cancellation is not final
no responsibility for covering airfare, hotel or other costs
until you receive a written confirmation.
incurred by registrants, including delegates, sponsors Billing Zip Code 3 Digit Card verification #
and guests.
Payment must be secured prior to the conference. If payment
is not received by the conference start date, a method of
DISCOUNTS
payment must be presented at the time of registration in
order to guarantee your participation at the event. •All ‘Early Bird’ Discounts must require payment at time of Please make checks payable to: The Performance Institute Priority Code: W235-WEB
registration and before the cut-off date in order to receive
QUALITY ASSURANCE
any discount.
•Any discounts offered whether by The Performance Institute
The Performance Institute strives to provide you with the most
(including team discounts) must also require payment at the
productive and effective educational experience possible. If
time of registration.
after completing the course you feel there is some way we
•All discount offers cannot be combined with any other offer.
can improve, please write your comments on the evaluation
•Discounts cannot be applied retroactively
www.PerformanceInstitute.org/Veterans
8. About the
Performance Institute
Called “the leading think tank in performance measurement for government” on OMB’s
ExpectMore.gov, The Performance Institute has been a leader in Performance Management
training and policy since the 2000 administration transition. As part of the Government
Performance Coalition, a group of good government organizations, the Institute worked in 2000
to deliver recommendations to the then new administration on what would become the President’s
Management Agenda.
In 2009, the Institute is leading Innovations in Government: From Transition to Transformation,
or InnoGOV.org, a collection of forums, research and recommendations to bring insight and
transformation to the federal government. The goal of InnoGOV.org is to centralize the importance
of performance, accountability and transparency in government and to disseminate the leading
best practices to government managers.
The Performance Institute has published several research reports regarding performance management
initiatives and trains over 10,000 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 most effective and tested methodologies for improving performance.
805 15th Street, NW – 3rd Floor
Washington, DC 20005
PerformanceInstitute.org