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.
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 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.
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.
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 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.
The HR Edge: Performance & Productivityhumanityatwork
The document discusses how proud and productive workplaces motivate employees and improve performance. It argues that meaningful work, community, and collaboration are important for employee engagement and productivity. A case study highlights how a coffee shop creates a proud and productive workplace through positive employee interactions. The document also discusses how forming cross-functional teams, as in Health Shared Services BC's Centers of Excellence, can improve strategic decision making and organizational performance.
Wendy Woolfork is an experienced human resources executive with a track record of developing and implementing strategic HR processes. She is skilled at needs analysis, building consensus, and resolving conflicts. Woolfork is recognized as a visionary thinker who can align HR projects with business goals. She is an influential leader and motivator who has delivered extraordinary results when building corporate culture and high-performing teams. Woolfork is also a confident communicator who has successfully identified leadership weaknesses and coached behavioral change at all levels of an organization.
This document provides information about green jobs and training opportunities in Utah. It discusses the results of Utah's green jobs survey, which estimated about 1,100 annual green job openings in Utah, accounting for 3.3% of total job openings. It also outlines Utah's emphasis on developing four green career sectors and provides details on a State Energy Sector Partnership program that is providing training for green jobs through July 2012 at various institutions around the state.
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 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.
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.
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 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.
The HR Edge: Performance & Productivityhumanityatwork
The document discusses how proud and productive workplaces motivate employees and improve performance. It argues that meaningful work, community, and collaboration are important for employee engagement and productivity. A case study highlights how a coffee shop creates a proud and productive workplace through positive employee interactions. The document also discusses how forming cross-functional teams, as in Health Shared Services BC's Centers of Excellence, can improve strategic decision making and organizational performance.
Wendy Woolfork is an experienced human resources executive with a track record of developing and implementing strategic HR processes. She is skilled at needs analysis, building consensus, and resolving conflicts. Woolfork is recognized as a visionary thinker who can align HR projects with business goals. She is an influential leader and motivator who has delivered extraordinary results when building corporate culture and high-performing teams. Woolfork is also a confident communicator who has successfully identified leadership weaknesses and coached behavioral change at all levels of an organization.
This document provides information about green jobs and training opportunities in Utah. It discusses the results of Utah's green jobs survey, which estimated about 1,100 annual green job openings in Utah, accounting for 3.3% of total job openings. It also outlines Utah's emphasis on developing four green career sectors and provides details on a State Energy Sector Partnership program that is providing training for green jobs through July 2012 at various institutions around the state.
Leadership map for future by Mr Faridun Dotiwala & Navin Unni at round table ...UPES Dehradun
The document discusses the need for oil and gas companies to develop strong leadership to address challenges like capacity gaps, new technologies, and regulatory/climate change issues. It recommends creating a "leadership engine" with 3 elements: 1) individual leader development through stretch roles and feedback, 2) integrated leadership systems for recruiting, performance management, and matching leaders to opportunities, and 3) shifting organizational culture through role modeling, skills development, and reinforcement. Case studies show approaches like leadership academies, high-impact projects, and frontline training linked to daily work can boost leadership capabilities and business results for various companies. The key is developing leaders holistically rather than just training, with a focus on the business needs.
This document provides an agenda for the 2010 Government HR Innovations conference taking place June 15-17 in Arlington, VA. The conference features six tracks: 1) workforce planning, 2) strategic recruitment, 3) talent onboarding, 4) employee engagement, 5) the blended workforce, and 6) HR metrics. Day one includes keynote addresses and sessions within tracks A and B. Day two includes sessions within tracks C through F. Day three includes workshops on succession planning and leadership development programs. The conference aims to provide HR managers at the federal, state, and local levels with the most comprehensive event of the year to address key HR issues.
Dec 12&13, 2012 Drucker hi-performance leadership workshop,hotel Orchid,M...Resha Shukla
As you know whether you are a manager, leader or want to become one improving on and learning new leadership skills will benefit you for years to come. Every organization with managers can benefit from leadership development programs. By maximizing the effectiveness of your leadership pool, your entire workforce reaps benefits. While morale is a big part of this equation, a lot of the benefits are easier to demonstrate tangibly, and impact the organizations bottom line.
The document provides information about a two-day training event on customer experience management to be held in Atlanta, Georgia from August 9-10, 2010. The training will teach attendees how to design memorable customer experiences, engage employees, and utilize metrics to measure customer experience. Attendees will learn how to define customer experience intent, understand experience disconnects, and execute and measure experience achievement.
Her Highness Sheikha Mozah bint Nasser Al Missned honored Eng Saad Al Muhannadi, Vice President of Capital Projects and Facilities Management at Qatar Foundation, for his 15 years of service. She praised him for being one of the main pillars that Qatar Foundation was built upon and for his dedication, problem-solving skills, and ensuring the realization of QF's vision. Al Muhannadi thanked Her Highness but said the ceremony honors his entire team's achievements. Her Highness said Al Muhannadi was one of the first to join QF and has greatly contributed to its success over the past 15 years.
The document discusses talent management and career development & succession planning. It presents an integrated approach to talent management involving recruitment, selection, career management, performance management, training, rewards management, and succession planning. The aim is to develop leadership capability across business lines to retain and develop high potential employees and ensure effective future leaders. It discusses contemporary challenges in talent management and outlines elements of career management and definitions of succession planning.
Soft skills world corporate ppt for real estate comapny m3 mSoft Skills World
The document provides information about Soft Skills World, a training and development company. In 18 years, they have conducted programs across many industries to design training as per industry requirements. Their goal is to contribute to quality work life through top class training modules that minimize the gap between learning and execution. They use customized modules and a mix of methodologies like role plays and business games. Training is delivered through various vehicles like the classroom, outbound programs, and growth labs.
This document summarizes the vision, mission, motivations, and services of a strategic advisory and consulting firm. The firm brings trans-disciplinary talent and expertise to help leaders achieve sustainable growth through quality decisions. They partner with leaders, bringing innovative, creative, and contextually relevant solutions to governance, strategy, projects, and communications challenges. The firm is passionate about solving business problems through a holistic approach considering business processes, people, organization, and technology.
This document discusses various restorative justice and relationship building programs at a school including conferencing, circles, mediation, peer mediation, referral review, and relationship building training. It notes successes in some areas, ongoing needs like additional training, recruitment, and support. Implementing restorative practices more fully and building capacity district-wide is an ongoing goal.
The document discusses a methodology created by Cultivate Talent to help leaders effectively manage change and transition. The methodology focuses on five core areas of leadership: clarity, environment, progression, leading, and relationships. It provides leaders with simple tools to establish clear direction, set the right tone, continuously innovate, and improve relationships within their teams. The goal is to enable leaders at all levels to operate within a single framework and address key questions around engaging employees and aligning activities with organizational strategy.
(1) The document describes an educational program for small farm owners in middle Tennessee that provided information to help them make informed decisions about selecting and planning farm enterprises. (2) Over the course of the program, participants gained knowledge on various topics and 38% implemented a new enterprise as a result. (3) A follow-up survey found that participants reported over $100,000 in increased revenue and savings and over $150,000 invested in their farms due to applying what they learned.
The document provides an agenda for the 2010 Government HR Innovations Conference taking place June 15-17, 2010 in Arlington, VA. The conference features six tracks covering topics such as workforce planning, strategic recruitment, talent onboarding, employee engagement, the blended workforce, and HR metrics. Each day consists of keynote addresses and sessions that fall under the different tracks. Attendees include HR directors, personnel managers, recruiters, and other HR professionals from federal, state and local governments. The goal of the conference is to provide the most comprehensive event of the year for government HR managers to learn skills that can be implemented in their organizations.
Aerospace D&I Action Plan / Kevin A CarterKevin Carter
This document discusses diversity and inclusion implications for five of Kevin A Carter Aerospace's key business goals: [1] Grow sales through worldwide opportunities; [2] Grow sales through improved customer value; [3] Expand margins by reducing costs; [4] Increase organizational capabilities and capitalize on efficiencies of acquisitions; [5] Improve operational productivity and throughput by implementing lean initiatives. For each goal, it clarifies implications for the workforce and work environment, and proposes initiatives to address those implications such as evaluating representation, conducting analysis of promotions and pay, and incorporating a diversity lens within acquisition and lean processes. It also develops proposed metrics to measure progress aligned with the business goals.
The document provides an overview of Utah's economy in 2012 and an outlook for 2013:
1) Utah's economy fared comparatively well in 2012, with employment growth of around 3.3% or 40,200 new jobs. This was the first year since 2007 that Utah created more jobs than new labor force entrants.
2) Looking ahead to 2013, the Utah economy is projected to continue improving with an estimated 3.2% employment growth or around 40,000 additional jobs.
3) While Utah's economy is recovering, it still lags behind accumulated labor force growth from the recession years. It may take 5-8 more years of job growth at the current pace to employ all those who otherwise
Sustainability Edinburgh Personas introduction & workshopNeil Allison
The document discusses using personas to help focus website development on users' needs. It introduces the Sustainable Edinburgh website personas, including "Jack", a married father who works as a technician at the University. Jack prioritizes his family and hobbies over work and is skeptical that individual actions can address climate change. The personas are meant to represent real user groups and encourage empathy, consensus, and efficiencies in website design.
The three day conference will address youth development initiatives and performance measures for youth programs. Attendees will learn strategies to address the needs of today's youth, develop performance measures aligned with program missions, and create strategic plans and leverage funding to sustain youth services programs. Specific sessions will focus on developing 21st century skills, promoting healthy youth outcomes, strengthening after school programs, engaging employers, and reporting outcomes to stakeholders. The goal is to provide attendees with tools and best practices for inspiring youth success, measuring program results, and ensuring the continuation of youth services.
The document discusses an upcoming conference on Project Management Offices (PMOs). The conference will provide training on how to implement successful PMOs, leverage PMOs to maximize efficiency, and develop measures to evaluate PMO performance. It includes an agenda with keynote speakers and sessions on various best practices for establishing, aligning, and optimizing PMOs. Attendees can earn up to 18 professional development units and there are also optional pre-conference workshops on implementing new PMOs and techniques for established PMOs.
This document provides information about a four-day conference on auditing and evaluating program performance to be held from October 26-29, 2009 in Arlington, VA. The conference will feature two interactive courses, one on auditing performance information and developing relevant measures, and the other on building program evaluation systems within organizations. Each course will cover topics like developing reliable data systems, assessing data quality, and applying evaluation findings. The document provides an agenda and descriptions for each day of the courses. It also lists information on trainers, sponsorship opportunities, logistics, registration, and tuition costs.
This document provides information about an upcoming conference on online engagement marketing. The conference will take place from January 27-29, 2010 in Washington, DC and will teach attendees how to generate consumer engagement, develop customer-centric marketing approaches, utilize analytics to evaluate engagement, and connect creativity with engagement strategies. The conference includes workshops, keynote speakers, and sessions on topics such as social media, contextual relevancy, brand sentiment, and measuring the impact of engagement.
The document provides information about the Corporate Performance Management Training Forum 2010, which will take place on January 20-21, 2010 in Arlington, VA. The forum will provide training on building strategy maps, balanced scorecards, and initiative maps through hands-on exercises. Participants can earn up to 12 CPE credits. The training is aimed at strategic planners, performance analysts, project managers, and other professionals. The agenda outlines the daily schedule and topics to be covered over the two-day event.
The document discusses an upcoming conference on Project Management Offices (PMOs). The two-day conference will provide training and workshops on how to implement effective PMOs, including aligning PMOs with business needs, leveraging PMOs during economic downturns, and developing measures to evaluate PMO performance. The document outlines the conference agenda, speaker biographies, pre-conference workshop topics, and logistics for attending the event.
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.
Leadership map for future by Mr Faridun Dotiwala & Navin Unni at round table ...UPES Dehradun
The document discusses the need for oil and gas companies to develop strong leadership to address challenges like capacity gaps, new technologies, and regulatory/climate change issues. It recommends creating a "leadership engine" with 3 elements: 1) individual leader development through stretch roles and feedback, 2) integrated leadership systems for recruiting, performance management, and matching leaders to opportunities, and 3) shifting organizational culture through role modeling, skills development, and reinforcement. Case studies show approaches like leadership academies, high-impact projects, and frontline training linked to daily work can boost leadership capabilities and business results for various companies. The key is developing leaders holistically rather than just training, with a focus on the business needs.
This document provides an agenda for the 2010 Government HR Innovations conference taking place June 15-17 in Arlington, VA. The conference features six tracks: 1) workforce planning, 2) strategic recruitment, 3) talent onboarding, 4) employee engagement, 5) the blended workforce, and 6) HR metrics. Day one includes keynote addresses and sessions within tracks A and B. Day two includes sessions within tracks C through F. Day three includes workshops on succession planning and leadership development programs. The conference aims to provide HR managers at the federal, state, and local levels with the most comprehensive event of the year to address key HR issues.
Dec 12&13, 2012 Drucker hi-performance leadership workshop,hotel Orchid,M...Resha Shukla
As you know whether you are a manager, leader or want to become one improving on and learning new leadership skills will benefit you for years to come. Every organization with managers can benefit from leadership development programs. By maximizing the effectiveness of your leadership pool, your entire workforce reaps benefits. While morale is a big part of this equation, a lot of the benefits are easier to demonstrate tangibly, and impact the organizations bottom line.
The document provides information about a two-day training event on customer experience management to be held in Atlanta, Georgia from August 9-10, 2010. The training will teach attendees how to design memorable customer experiences, engage employees, and utilize metrics to measure customer experience. Attendees will learn how to define customer experience intent, understand experience disconnects, and execute and measure experience achievement.
Her Highness Sheikha Mozah bint Nasser Al Missned honored Eng Saad Al Muhannadi, Vice President of Capital Projects and Facilities Management at Qatar Foundation, for his 15 years of service. She praised him for being one of the main pillars that Qatar Foundation was built upon and for his dedication, problem-solving skills, and ensuring the realization of QF's vision. Al Muhannadi thanked Her Highness but said the ceremony honors his entire team's achievements. Her Highness said Al Muhannadi was one of the first to join QF and has greatly contributed to its success over the past 15 years.
The document discusses talent management and career development & succession planning. It presents an integrated approach to talent management involving recruitment, selection, career management, performance management, training, rewards management, and succession planning. The aim is to develop leadership capability across business lines to retain and develop high potential employees and ensure effective future leaders. It discusses contemporary challenges in talent management and outlines elements of career management and definitions of succession planning.
Soft skills world corporate ppt for real estate comapny m3 mSoft Skills World
The document provides information about Soft Skills World, a training and development company. In 18 years, they have conducted programs across many industries to design training as per industry requirements. Their goal is to contribute to quality work life through top class training modules that minimize the gap between learning and execution. They use customized modules and a mix of methodologies like role plays and business games. Training is delivered through various vehicles like the classroom, outbound programs, and growth labs.
This document summarizes the vision, mission, motivations, and services of a strategic advisory and consulting firm. The firm brings trans-disciplinary talent and expertise to help leaders achieve sustainable growth through quality decisions. They partner with leaders, bringing innovative, creative, and contextually relevant solutions to governance, strategy, projects, and communications challenges. The firm is passionate about solving business problems through a holistic approach considering business processes, people, organization, and technology.
This document discusses various restorative justice and relationship building programs at a school including conferencing, circles, mediation, peer mediation, referral review, and relationship building training. It notes successes in some areas, ongoing needs like additional training, recruitment, and support. Implementing restorative practices more fully and building capacity district-wide is an ongoing goal.
The document discusses a methodology created by Cultivate Talent to help leaders effectively manage change and transition. The methodology focuses on five core areas of leadership: clarity, environment, progression, leading, and relationships. It provides leaders with simple tools to establish clear direction, set the right tone, continuously innovate, and improve relationships within their teams. The goal is to enable leaders at all levels to operate within a single framework and address key questions around engaging employees and aligning activities with organizational strategy.
(1) The document describes an educational program for small farm owners in middle Tennessee that provided information to help them make informed decisions about selecting and planning farm enterprises. (2) Over the course of the program, participants gained knowledge on various topics and 38% implemented a new enterprise as a result. (3) A follow-up survey found that participants reported over $100,000 in increased revenue and savings and over $150,000 invested in their farms due to applying what they learned.
The document provides an agenda for the 2010 Government HR Innovations Conference taking place June 15-17, 2010 in Arlington, VA. The conference features six tracks covering topics such as workforce planning, strategic recruitment, talent onboarding, employee engagement, the blended workforce, and HR metrics. Each day consists of keynote addresses and sessions that fall under the different tracks. Attendees include HR directors, personnel managers, recruiters, and other HR professionals from federal, state and local governments. The goal of the conference is to provide the most comprehensive event of the year for government HR managers to learn skills that can be implemented in their organizations.
Aerospace D&I Action Plan / Kevin A CarterKevin Carter
This document discusses diversity and inclusion implications for five of Kevin A Carter Aerospace's key business goals: [1] Grow sales through worldwide opportunities; [2] Grow sales through improved customer value; [3] Expand margins by reducing costs; [4] Increase organizational capabilities and capitalize on efficiencies of acquisitions; [5] Improve operational productivity and throughput by implementing lean initiatives. For each goal, it clarifies implications for the workforce and work environment, and proposes initiatives to address those implications such as evaluating representation, conducting analysis of promotions and pay, and incorporating a diversity lens within acquisition and lean processes. It also develops proposed metrics to measure progress aligned with the business goals.
The document provides an overview of Utah's economy in 2012 and an outlook for 2013:
1) Utah's economy fared comparatively well in 2012, with employment growth of around 3.3% or 40,200 new jobs. This was the first year since 2007 that Utah created more jobs than new labor force entrants.
2) Looking ahead to 2013, the Utah economy is projected to continue improving with an estimated 3.2% employment growth or around 40,000 additional jobs.
3) While Utah's economy is recovering, it still lags behind accumulated labor force growth from the recession years. It may take 5-8 more years of job growth at the current pace to employ all those who otherwise
Sustainability Edinburgh Personas introduction & workshopNeil Allison
The document discusses using personas to help focus website development on users' needs. It introduces the Sustainable Edinburgh website personas, including "Jack", a married father who works as a technician at the University. Jack prioritizes his family and hobbies over work and is skeptical that individual actions can address climate change. The personas are meant to represent real user groups and encourage empathy, consensus, and efficiencies in website design.
The three day conference will address youth development initiatives and performance measures for youth programs. Attendees will learn strategies to address the needs of today's youth, develop performance measures aligned with program missions, and create strategic plans and leverage funding to sustain youth services programs. Specific sessions will focus on developing 21st century skills, promoting healthy youth outcomes, strengthening after school programs, engaging employers, and reporting outcomes to stakeholders. The goal is to provide attendees with tools and best practices for inspiring youth success, measuring program results, and ensuring the continuation of youth services.
The document discusses an upcoming conference on Project Management Offices (PMOs). The conference will provide training on how to implement successful PMOs, leverage PMOs to maximize efficiency, and develop measures to evaluate PMO performance. It includes an agenda with keynote speakers and sessions on various best practices for establishing, aligning, and optimizing PMOs. Attendees can earn up to 18 professional development units and there are also optional pre-conference workshops on implementing new PMOs and techniques for established PMOs.
This document provides information about a four-day conference on auditing and evaluating program performance to be held from October 26-29, 2009 in Arlington, VA. The conference will feature two interactive courses, one on auditing performance information and developing relevant measures, and the other on building program evaluation systems within organizations. Each course will cover topics like developing reliable data systems, assessing data quality, and applying evaluation findings. The document provides an agenda and descriptions for each day of the courses. It also lists information on trainers, sponsorship opportunities, logistics, registration, and tuition costs.
This document provides information about an upcoming conference on online engagement marketing. The conference will take place from January 27-29, 2010 in Washington, DC and will teach attendees how to generate consumer engagement, develop customer-centric marketing approaches, utilize analytics to evaluate engagement, and connect creativity with engagement strategies. The conference includes workshops, keynote speakers, and sessions on topics such as social media, contextual relevancy, brand sentiment, and measuring the impact of engagement.
The document provides information about the Corporate Performance Management Training Forum 2010, which will take place on January 20-21, 2010 in Arlington, VA. The forum will provide training on building strategy maps, balanced scorecards, and initiative maps through hands-on exercises. Participants can earn up to 12 CPE credits. The training is aimed at strategic planners, performance analysts, project managers, and other professionals. The agenda outlines the daily schedule and topics to be covered over the two-day event.
The document discusses an upcoming conference on Project Management Offices (PMOs). The two-day conference will provide training and workshops on how to implement effective PMOs, including aligning PMOs with business needs, leveraging PMOs during economic downturns, and developing measures to evaluate PMO performance. The document outlines the conference agenda, speaker biographies, pre-conference workshop topics, and logistics for attending the event.
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.
The document is an agenda for a two-day training on customer experience management. Day one focuses on understanding the customer experience through mapping touchpoints and objectively assessing the current experience. It also covers generating buy-in for customer experience initiatives. Day two focuses on designing memorable customer experiences, executing the customer experience, and measuring experience achievement through metrics. The training is intended to help organizations improve customer satisfaction, loyalty, and profitability.
The 2009 Conference on Sex Offender Registration & Management will take place August 24-26, 2009 in Washington, DC. The conference will provide the latest techniques in sex offender prevention, response, and supervision. It will feature workshops on risk assessment tools and grants management opportunities. Participants will learn how to enhance public safety, comply with federal requirements, and improve supervision through cross-jurisdictional collaboration. The conference aims to help law enforcement professionals better meet the changing needs of sex offender registration and management.
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 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 conference on assisting veterans with reintegrating into the civilian workforce. The conference will cover developing effective job training programs for veterans, creating strategic plans for veteran reintegration, assisting disabled veterans with employment, and utilizing one-stop career centers. Speakers will discuss transitioning from military to civilian life, challenges veterans face, utilizing employment resources to seek out veterans, developing skill training programs, translating military skills to civilian skills, and enabling veterans with disabilities to obtain employment. The conference aims to provide tools and strategies for organizations to better serve veterans during their reintegration process.
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 being held on April 14-15, 2010 in Arlington, VA. The conference will focus on topics related to talent management, such as understanding the changing landscape of talent management, establishing a strong talent pipeline, creating an effective onboarding process, and using an ROI approach to talent retention. Speakers will provide insights and case studies on these topics. The document outlines the agenda, speaker biographies, registration information, and logistics for the two-day conference.
Kenneth Kwan is a motivational speaker and team strategist who speaks to thousands of leaders and professionals. His impactful presentations inspire managers to display his concepts in meeting rooms. He advocates changing mindsets before typical skills training and has helped organizations achieve peak performance and alignment through values, team spirit, and trust-building. His popular programs include connecting with people quickly and emotionally, building high performance teams, and instilling a desire for self-growth. He has worked with many large companies across various industries in Asia.
Succession Planning and Cross Training: Boldly Preparing for Staff Transition...Palatine Library
2011 Illinois Library Association Conference: Bold, Brilliant, Brave
Tuesday, October 18, 2011, 1:45 - 2:45 p.m.
Anthony Auston, Megan Buttera, Susan Strunk
Palatine Public Library District
Tired of scrambling to get things done when an employee leaves or is absent? Supportive succession planning and cross training efforts don’t have to be overwhelming. Both are brave initiatives meant to ensure continued, effective operations despite vacancies or absences. Learn how to begin the dialogue at your library.
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, education, recruitment, and funding opportunities. Over two days, presentations and workshops provided tools and best practices for aligning STEM workforce development with higher education initiatives, sustaining public-private partnerships, developing skill training programs, and securing STEM funding. A post-conference workshop on November 4th focused on strategies for procuring grants and dedicated funding streams for STEM workforce programs.
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, education, recruitment, and funding opportunities. Over two days, presentations and workshops provided best practices for aligning workforce development with higher education, developing apprenticeships and internships, securing grants, and collaborating across industries and educational institutions. A post-conference workshop on November 4th focused on procuring dedicated funding streams for STEM workforce programs.
The 2009 STEM Workforce Development Conference was held November 2-3 in Arlington, Virginia. The conference focused on building and sustaining demand-driven workforce development partnerships to cultivate skills and talent in STEM fields. Sessions covered topics such as aligning STEM workforce development with higher education initiatives, understanding the role of community colleges in developing tomorrow's STEM workforce, and developing skill training programs to manage the STEM workforce. The conference provided information to help attendees promote STEM jobs as a career choice, enhance workforce development through collaboration, and identify STEM funding streams for workforce programs.
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.
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 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 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.
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. Day one will cover topics such as talent management strategies, workforce planning, employee branding, and using social media for engagement. Day two will discuss communication strategies, employee retention, leadership development, and succession planning. The document provides details on registration, hotel accommodations, speakers, and session content to help attendees understand how the conference will address current challenges in talent management.
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
Section 79(A) of Maharashtra Societies act 1860ManmohanJindal1
Lot of redevelopment projects are going on, where law and procedures are not followed , causing harm to the members of the society . This PPT is useful for every citizen living in society Building
LinkedIn for Your Job Search June 17, 2024Bruce Bennett
This webinar helps you understand and navigate your way through LinkedIn. Topics covered include learning the many elements of your profile, populating your work experience history, and understanding why a profile is more than just a resume. You will be able to identify the different features available on LinkedIn and where to focus your attention. We will teach how to create a job search agent on LinkedIn and explore job applications on LinkedIn.
1. February 18 – 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. 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 Tony Cropper
• Develop unique ways to align your veteran reintegration State Veteran Representative, Virginia Department of
Veteran Services
workforce strategy with long term reachable goals
Angela Guidroz 12:15
National Recruitment Manager, Sodexo
Lunch Break
“Great energy, appropriate examples that
were transferable.”
BRIAN HOUGHTON, TALENT MANAGEMENT ANALYST, 3M
www.PerformanceInstitute.org/Veterans
3. Veteran Reintegration into the Workforce
Who
Day One (continued) Should
February 18, 2010
Attend:
1:15 • State and Local Workforce
Develop Skill Training Programs to Manage the Veteran Workforce Agencies
• Use continued education programs and mentoring to find workers interested and • Human Resource Directors
develop their skill sets
• Directors of Workforce
• Identify and provide valuable incentives to keep talented veterans at your
Planning
organization
• Implement career ladders to promote qualified employees and fill critical positions • One-Stop Administrators
in your organization and Operational Staff
Allen Bergeron • Job Corps Center Directors
Veterans Consultant, City of Austin Human Resources Department
• Directors of Organizational
Development and Career
2:15
Administration
Break and Refreshments
• Workforce Investment Program
Managers and Coordinators
2:30
Properly Translate Military Talent into Civilian Skills
• Clearly identify the person’s talents, skills and what motivates them
Top Five
• Encourage development of skills regarding information gathering and problem-solving Reasons to
through employment training
• Create an environment in which veterans can feel comfortable enough to seek Attend:
support due to transitional troubles or issues associated with military duty
1. Learn how to better
Matthew J. Cary serve veterans in the
National President, Veterans and Military Families for Progress reintegration process
2. Assist veterans in
3:30 overcoming the mental
Enable Veterans with Disabilities and physical challenges of
active duty
• Enable veterans with service-connected disabilities to become employable, and
obtain and maintain suitable employment 3. Prepare veterans to find
• Address the unique and specific needs of veterans with service-connected job success and stability
disabilities in order to help them transition to civilian life through vocational
• Identify benefit packages that rehabilitate veterans by focusing on their strengths rehabilitation
while remaining mindful of their wounds
4. Educate employers on the
Angela Guidroz value of hiring veterans
National Recruitment Manager, Sodexo
5. Enable veterans to
confidently integrate into
4:30
the civilian workforce
Day One Adjourns
www.PerformanceInstitute.org/Veterans
4. 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 funding
through Vocational Rehabilitation 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
5. Veteran Reintegration into the Workforce
Day Two (continued)
Sponsorship
February 19, 2010 Opportunities
2:30 As a conference and training
Engage Veterans in the Reintegration Process provider, The Performance
Institute is an expert in
• Create a sense empowerment in veterans to want to return to the civil workforce
bringing together leaders
• Develop ways to encourage veterans to actively participate in the reintegration
to share and discuss best
process
practices and innovations. We
• Maintain a positive outlook on reintegration despite a down economy
connect decision-makers with
Richie Whiteside respected solution providers.
Founder, Veteran Reintegration Center of Jacksonville
The Institute offers four different
3:30 pre-designed sponsorship
The One-Stop Career Center Approach packages:
to Reintegration
• Event Co-Sponsor
• 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
professionals • Luncheon Sponsor
• Screen veterans to ensure the right workers with the right skills are selected for • Exhibit Booth Sponsor
interviews
4:30 For more information on
Day Two Adjourns sponsorships or to get
started, contact Meredith
Mason at 202-739-9707
or Meredith.Mason@
PerformanceInstitute.org
“ I loved hearing what other
organizations are doing to
attract talent- great conference!”
KIM KOSTEK, U.S. ARMY
www.PerformanceInstitute.org/Veterans
6. Veteran Reintegration into the Workforce
Logistics & Registration
Venue & Hotel QUALITY ASSURANCE
The Performance Institute strives to provide you with the most productive and effective
Veteran Reintegration into the Workforce will be held at The Performance educational experience possible. If after completing the course you feel there is some way
Institute Conference Center in Arlington, VA, just one block east of the we can improve, please write your comments on the evaluation form provided upon your
Courthouse Metro stop on the Orange Line. A public parking garage is arrival. Should you feel dissatisfied with your learning experience and wish to request a
located just inside of the building for $10/day. credit or refund, please submit it in writing no later than 10 business days after the end of
the training to:
The Performance Institute Conference Center
Corporate Headquarters:
1515 N. Courthouse Road, Sixth Floor
The Performance Institute
Arlington, VA 22201 805 15th Street, NW – 3rd Floor
877-992-9521 | www.PerformanceInstitute.org Washington, DC 20005
A limited number of rooms have been reserved at the Arlington Rosslyn Note: As speakers are confirmed six months before the event, some speaker changes or
Courtyard by Marriott at the prevailing rate of $209 until January 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
17, 2010. Please call the hotel directly and reference code “Veteran
in the program.
Reintegration” when making reservations to get the discounted rate. The
hotel is conveniently located three blocks from the Rosslyn Metro station. If for any reason The Performance Institute decides to cancel this conference, The
Please ask the hotel about a complimentary shuttle that is also available for Performance Institute accepts no responsibility for covering airfare, hotel or other costs
incurred by registrants, including delegates, sponsors
your convenience.
and guests.
Arlington Rosslyn Courtyard by Marriott DISCOUNTS
1533 Clarendon Blvd.
Arlington, VA 22209 •All ‘Early Bird’ Discounts must require payment at time of registration and before the cut-
off date in order to receive any discount.
703-528-2222 •Any discounts offered whether by The Performance Institute (including team discounts)
www.CourtyardArlingtonRosslyn.com must also require payment at the time of registration.
•All discount offers cannot be combined with any other offer.
•Discounts cannot be applied retroactively
Tuition & Group Discounts:
The tuition rate for attending the Veteran Reintegration into the Workforce
is as follows:
Offerings Early Bird Rate* Regular Rate
Conference $699 $799
*For the early bird rate, register by November 25, 2009.
For information about group discounts, please contact Melvin Hall at
202-739-9630 or Melvin.Hall@PerformanceInstitute.org
“ Very useful information from knowledgeable
and experienced speakers.”
CARMEN ORTIZ, HUMAN RESOURCES SPECIALIST, DEPARTMENT OF TREASURY
www.PerformanceInstitute.org/Veterans
7. Veteran Reintegration into the Workforce
Logistics & Registration
Visit Fax this form to Call
www.PerformanceInstitute.org/Veterans 866-234-0680 877-992-9521
Registration Form
Yes! Register me for the whole week of Veteran Reintegration into the Workforce
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: W235-WEB
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