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 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 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.
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.
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.
Executive coaching provides support to organizations by enhancing the leadership and coaching skills of managers. This helps ensure team members perform at their best and improves productivity, decision-making, and staff retention. Coaching supports organizational goals like reducing costs, improving customer satisfaction and sales. It can help during economic uncertainty by guiding companies and taking advantage of opportunities. Coaching is available as workshops, programs, or one-on-one sessions to complement interim management roles.
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.
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.
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 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.
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.
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.
Executive coaching provides support to organizations by enhancing the leadership and coaching skills of managers. This helps ensure team members perform at their best and improves productivity, decision-making, and staff retention. Coaching supports organizational goals like reducing costs, improving customer satisfaction and sales. It can help during economic uncertainty by guiding companies and taking advantage of opportunities. Coaching is available as workshops, programs, or one-on-one sessions to complement interim management roles.
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.
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.
The document is an invitation from Tackyon announcing the Indian HR Convention 2010 in Pune on April 12, 2010. The convention will focus on human resource excellence in the current economic scenario. It provides details on the event location, schedule, sessions and speakers. It encourages HR professionals to register and participate in the interactive workshops and networking opportunities. The invitation highlights the benefits of attending and learning from case studies, tools and experiences shared by other HR professionals. It also shares photos and information on previous successful HR conventions organized by Tackyon.
Ingrid Lotze @ 3rd Annual Intranet & Portal Management Conferencepuruma
The document discusses how an intranet portal can be used to improve employee engagement, knowledge sharing, and business performance. It outlines key benefits like superior customer service, motivation, team management, knowledge management, skills transfer, and internal communications. Objectives include knowledge management, business excellence, HR functions, training, and retaining talent. Features like connecting employees to strategic roles, sharing information, collaborating, recognizing contributions, and keeping content fresh and engaging are recommended.
The document provides guidance on managing virtual teams. It discusses establishing a clear mission, goals and ground rules. Identifying stakeholders and their expectations is also important. Teams should have complementary roles and responsibilities defined. Building relationships, trust and rewarding experiences through face-to-face meetings can help virtual teams succeed despite the challenges of working remotely. Potential pitfalls include a lack of shared understanding or misalignment with stakeholder needs. Solutions involve documenting roles and expectations as well as opportunities to meet in person.
Ihrc 2010, Destination Hyderabad, 21 Feb 2010talees
The document announces an upcoming seminar organized by Tackyon on developing strategic HR plans. The seminar will be held on February 21, 2010 in Hyderabad, India. It will discuss positioning the HR function and developing strategic HR plans through a systems approach. Participants will learn practical tools and methods for strategic HR planning through case studies and networking with other HR professionals. The document provides an agenda, nomination form, and photos from previous Tackyon events.
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.
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.
The document provides information about performance management training at AUPE, including learning objectives, the alternate career progress program, performance evaluation tools, benefits of performance management, and examples of employee performance factors. The key points are:
- Performance management aims to understand the process, tools, and website as well as familiarize employees with the alternate career progress program.
- The alternate career progress program provides salary increases between 0.5-1.5% based on performance evaluation scores between 2.00-3.25.
- Evaluation tools include an annual statement of achievements, discussion points, and rating of performance factors.
- Benefits for both employees and supervisors include clear expectations, career development, improved performance and productivity.
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.
This document provides information about the Pathways to Prosperity professional coaching program offered by nLIVEn. It introduces four pathways or programs focused on personal and professional goals: 1) regaining motivation and energy, 2) establishing or improving a business, 3) developing management and leadership skills, and 4) assisting with personal or professional transitions. It then describes the Professional Partnership program, which provides 24-32 coaching sessions over 8-12 months to help clients achieve their visions. Several client testimonials are included that describe how the program has helped with business growth, work-life balance, and personal goals. The document also outlines specialty programs focused on areas like team profiling, business planning, and cultural diversity.
The document provides information about a two-day training event on employee engagement. The training will cover understanding what drives employee engagement, identifying causes of disengagement, examining best practices, and creating effective management feedback tools. Attendees will learn how to foster engagement through vision, communication, and multi-generational strategies. The event offers 12 CPE credits and will take place in Arlington, VA on February 11-12, 2010.
The document describes an upcoming Lean Six Sigma Yellow Belt Certification workshop that will teach participants about Lean Six Sigma concepts and tools over two days. The workshop will cover the DMAIC process, strategy implementation, process mapping, project management, and Lean Six Sigma tools. Attendees will work on real-world process improvement projects and have the opportunity to earn Yellow Belt certification and up to 16 hours of continuing education credits. The goal is for leaders to complete the training with initial improvement projects identified to drive organizational efficiency through continuous improvement.
This document provides an agenda and information for the College & University Performance Summit 2009 occurring from October 26-28, 2009 in Arlington, VA. The summit will focus on understanding institutional ranking criteria to improve academic, operational, and financial performance to attract more students and funding. Topics will include assessing university performance metrics, strategic planning, student retention, alumni giving, financial resources, and transparently reporting data to stakeholders. Attendees will learn strategies to enhance their institution's rankings and performance.
This document provides information about a training event called "Budgeting Week for Government" taking place February 22-26, 2010 in Arlington, VA. The training will feature three interactive core courses on activity-based cost management, navigating the budget process, and performance-based budgeting. Attendees can receive up to 30 CPE credits. Each course will be held daily and cover topics like implementing activity-based costing systems, budget formulation and justification, and integrating performance measures into the budget. The goal is to help government financial managers and analysts examine methodologies for preparing and executing results-driven budgets.
the discounted rate.
The document advertises a 5-day certification program for administrative professionals to be held from March 8-12, 2010 in Arlington, VA. Attendees can earn up to 30 CPE credits. Each day focuses on a different topic such as career development, team building, conflict management, and time management. Sessions will teach skills like developing a professional plan, leadership, communication, negotiation, and stress reduction. The training will be led by Annette Dubrouillet, who has over 30 years of experience in public and private sectors. The event location, hotel accommodations, pricing, and registration information are also provided.
This document discusses several topics related to performance management. It mentions measuring and improving employee and organizational performance, linking lean six sigma methods to strategy, applying metrics to manage performance effectively, fostering a performance culture, and improving the customer experience. The document recommends incorporating business intelligence and analytics to maximize performance. It emphasizes measuring and using metrics for performance management.
The document announces The 2009 Federal Technology Policy Forum taking place from July 15-17, 2009 in Washington DC. The event will focus on utilizing new technologies to transform federal IT and achieve greater citizen transparency, collaboration, and security. It will include keynote speeches, leadership panels, and workshops on topics such as cyber security, social media in government, budgeting for IT projects, and virtualization. The goal of the event is to provide insights and ideas to help federal agencies and contractors modernize technology and better serve citizens. It is hosted by The Performance Institute and the official media sponsor is Federal News Radio.
This document provides information about an upcoming two-day training event titled "Project Leadership" to be held on March 15-16, 2010 in Arlington, VA. The training will provide 14 PDUs and cover topics such as leadership skills, team building, communication, decision making, change management, and more. It is aimed at project managers, program managers, and others involved in project leadership. The document provides an agenda, speaker information, logistics for attending, and a registration form.
The document summarizes an upcoming conference on transforming the federal workforce. The three-day conference will focus on strengthening organizational capacity, determining the appropriate balance of contracted versus government work, and promoting improved learning, communication and collaboration. It provides an agenda with keynote addresses and breakout sessions on topics like strategic recruitment and retention, pay-for-performance, and using social media and blended workforces. The goal is to help federal managers build capacity to serve citizens through sharing best practices and innovations.
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 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.
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 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 is an invitation from Tackyon announcing the Indian HR Convention 2010 in Pune on April 12, 2010. The convention will focus on human resource excellence in the current economic scenario. It provides details on the event location, schedule, sessions and speakers. It encourages HR professionals to register and participate in the interactive workshops and networking opportunities. The invitation highlights the benefits of attending and learning from case studies, tools and experiences shared by other HR professionals. It also shares photos and information on previous successful HR conventions organized by Tackyon.
Ingrid Lotze @ 3rd Annual Intranet & Portal Management Conferencepuruma
The document discusses how an intranet portal can be used to improve employee engagement, knowledge sharing, and business performance. It outlines key benefits like superior customer service, motivation, team management, knowledge management, skills transfer, and internal communications. Objectives include knowledge management, business excellence, HR functions, training, and retaining talent. Features like connecting employees to strategic roles, sharing information, collaborating, recognizing contributions, and keeping content fresh and engaging are recommended.
The document provides guidance on managing virtual teams. It discusses establishing a clear mission, goals and ground rules. Identifying stakeholders and their expectations is also important. Teams should have complementary roles and responsibilities defined. Building relationships, trust and rewarding experiences through face-to-face meetings can help virtual teams succeed despite the challenges of working remotely. Potential pitfalls include a lack of shared understanding or misalignment with stakeholder needs. Solutions involve documenting roles and expectations as well as opportunities to meet in person.
Ihrc 2010, Destination Hyderabad, 21 Feb 2010talees
The document announces an upcoming seminar organized by Tackyon on developing strategic HR plans. The seminar will be held on February 21, 2010 in Hyderabad, India. It will discuss positioning the HR function and developing strategic HR plans through a systems approach. Participants will learn practical tools and methods for strategic HR planning through case studies and networking with other HR professionals. The document provides an agenda, nomination form, and photos from previous Tackyon events.
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.
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.
The document provides information about performance management training at AUPE, including learning objectives, the alternate career progress program, performance evaluation tools, benefits of performance management, and examples of employee performance factors. The key points are:
- Performance management aims to understand the process, tools, and website as well as familiarize employees with the alternate career progress program.
- The alternate career progress program provides salary increases between 0.5-1.5% based on performance evaluation scores between 2.00-3.25.
- Evaluation tools include an annual statement of achievements, discussion points, and rating of performance factors.
- Benefits for both employees and supervisors include clear expectations, career development, improved performance and productivity.
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.
This document provides information about the Pathways to Prosperity professional coaching program offered by nLIVEn. It introduces four pathways or programs focused on personal and professional goals: 1) regaining motivation and energy, 2) establishing or improving a business, 3) developing management and leadership skills, and 4) assisting with personal or professional transitions. It then describes the Professional Partnership program, which provides 24-32 coaching sessions over 8-12 months to help clients achieve their visions. Several client testimonials are included that describe how the program has helped with business growth, work-life balance, and personal goals. The document also outlines specialty programs focused on areas like team profiling, business planning, and cultural diversity.
The document provides information about a two-day training event on employee engagement. The training will cover understanding what drives employee engagement, identifying causes of disengagement, examining best practices, and creating effective management feedback tools. Attendees will learn how to foster engagement through vision, communication, and multi-generational strategies. The event offers 12 CPE credits and will take place in Arlington, VA on February 11-12, 2010.
The document describes an upcoming Lean Six Sigma Yellow Belt Certification workshop that will teach participants about Lean Six Sigma concepts and tools over two days. The workshop will cover the DMAIC process, strategy implementation, process mapping, project management, and Lean Six Sigma tools. Attendees will work on real-world process improvement projects and have the opportunity to earn Yellow Belt certification and up to 16 hours of continuing education credits. The goal is for leaders to complete the training with initial improvement projects identified to drive organizational efficiency through continuous improvement.
This document provides an agenda and information for the College & University Performance Summit 2009 occurring from October 26-28, 2009 in Arlington, VA. The summit will focus on understanding institutional ranking criteria to improve academic, operational, and financial performance to attract more students and funding. Topics will include assessing university performance metrics, strategic planning, student retention, alumni giving, financial resources, and transparently reporting data to stakeholders. Attendees will learn strategies to enhance their institution's rankings and performance.
This document provides information about a training event called "Budgeting Week for Government" taking place February 22-26, 2010 in Arlington, VA. The training will feature three interactive core courses on activity-based cost management, navigating the budget process, and performance-based budgeting. Attendees can receive up to 30 CPE credits. Each course will be held daily and cover topics like implementing activity-based costing systems, budget formulation and justification, and integrating performance measures into the budget. The goal is to help government financial managers and analysts examine methodologies for preparing and executing results-driven budgets.
the discounted rate.
The document advertises a 5-day certification program for administrative professionals to be held from March 8-12, 2010 in Arlington, VA. Attendees can earn up to 30 CPE credits. Each day focuses on a different topic such as career development, team building, conflict management, and time management. Sessions will teach skills like developing a professional plan, leadership, communication, negotiation, and stress reduction. The training will be led by Annette Dubrouillet, who has over 30 years of experience in public and private sectors. The event location, hotel accommodations, pricing, and registration information are also provided.
This document discusses several topics related to performance management. It mentions measuring and improving employee and organizational performance, linking lean six sigma methods to strategy, applying metrics to manage performance effectively, fostering a performance culture, and improving the customer experience. The document recommends incorporating business intelligence and analytics to maximize performance. It emphasizes measuring and using metrics for performance management.
The document announces The 2009 Federal Technology Policy Forum taking place from July 15-17, 2009 in Washington DC. The event will focus on utilizing new technologies to transform federal IT and achieve greater citizen transparency, collaboration, and security. It will include keynote speeches, leadership panels, and workshops on topics such as cyber security, social media in government, budgeting for IT projects, and virtualization. The goal of the event is to provide insights and ideas to help federal agencies and contractors modernize technology and better serve citizens. It is hosted by The Performance Institute and the official media sponsor is Federal News Radio.
This document provides information about an upcoming two-day training event titled "Project Leadership" to be held on March 15-16, 2010 in Arlington, VA. The training will provide 14 PDUs and cover topics such as leadership skills, team building, communication, decision making, change management, and more. It is aimed at project managers, program managers, and others involved in project leadership. The document provides an agenda, speaker information, logistics for attending, and a registration form.
The document summarizes an upcoming conference on transforming the federal workforce. The three-day conference will focus on strengthening organizational capacity, determining the appropriate balance of contracted versus government work, and promoting improved learning, communication and collaboration. It provides an agenda with keynote addresses and breakout sessions on topics like strategic recruitment and retention, pay-for-performance, and using social media and blended workforces. The goal is to help federal managers build capacity to serve citizens through sharing best practices and innovations.
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 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.
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 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 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.
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.
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.
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. 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 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 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 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.
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.
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.
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.
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 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
LinkedIn Strategic Guidelines for June 2024Bruce Bennett
LinkedIn is a powerful tool for networking, researching, and marketing yourself to clients and employers. This session teaches strategic practices for building your LinkedIn internet presence and marketing yourself. The use of # and @ symbols is covered as well as going mobile with the LinkedIn app.
I am an accomplished and driven administrative management professional with a proven track record of supporting senior executives and managing administrative teams. I am skilled in strategic planning, project management, and organizational development, and have extensive experience in improving processes, enhancing productivity, and implementing solutions to support business objectives and growth.
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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
5 key differences between Hard skill and Soft skillsRuchiRathor2
𝐓𝐡𝐞 𝐏𝐞𝐫𝐟𝐞𝐜𝐭 𝐁𝐥𝐞𝐧𝐝:
𝐖𝐡𝐲 𝐘𝐨𝐮 𝐍𝐞𝐞𝐝 𝐁𝐨𝐭𝐡 𝐇𝐚𝐫𝐝 & 𝐒𝐨𝐟𝐭 𝐒𝐤𝐢𝐥𝐥𝐬 𝐭𝐨 𝐓𝐡𝐫𝐢𝐯𝐞 💯
In today's dynamic and competitive market, a well-rounded skillset is no longer a luxury - it's a necessity.
While technical expertise (hard skills) is crucial for getting your foot in the door, it's the combination of hard and soft skills that propels you towards long-term success and career advancement. ✨
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Khushi Saini, An Intern from The Sparks Foundationkhushisaini0924
This is my first task as an Talent Acquisition(Human resources) Intern in The Sparks Foundation on Recruitment, article and posts.
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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
• Workforce Investment Program 12:00
Managers and Coordinators Update and Review Course on Veteran Benefits
The Federal Government works diligently to provide resources, services, and benefits
Top Five to military veterans to ensure a smooth transition into civilian life after their term of duty
has ended. As an organization serving veterans, it’s important to remain informed of
Reasons to changes, modifications, and additions to veteran benefits in order to best aid in the
reintegration process. During this workshop, you will:
Attend:
• Receive a refresher course on the various benefits offered to veterans and how they can
1. Learn how to better obtain those benefits
serve veterans in the • Hear an update on Federal initiatives to improve workforce reintegration
reintegration process • Identify resources available to your organization to improve the quality of service offered
2. Assist veterans in to veterans
overcoming the mental
and physical challenges of
active duty 4:00
Workshop Adjourns
3. Prepare veterans to find
job success and stability
through vocational
rehabilitation
4. Educate employers on the
value of hiring veterans
5. Enable veterans to
“Great energy, appropriate
confidently integrate into
the civilian workforce examples that were transferable.”
BRIAN HOUGHTON, TALENT MANAGEMENT ANALYST, 3M
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
• Discuss the resources that are available for
10:15
organizations to assist in the hiring of returning veterans
Create and Execute a Strategic Plan for
• Use current best practices and disability management
Your Short-Term and Long-Term Veteran
to help address the needs of veterans during their
Reintegration Strategy 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
• Develop unique ways to align your veteran reintegration 12:15
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
their wounds
2:15
Break and Refreshments
4:30
Day One Adjourns
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
“ 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 The One-Stop Career Center Approach
to Reintegration
• Align your one-stop to provide employers with access to
9:00 the veteran labor pool
Reintegrate Veterans into the Workforce • Recruit, screen, and refer veterans ranging from entry-
through Vocational Rehabilitation level workers to highly skilled professionals
The training and skills a soldier learns while in the military • Screen veterans to ensure the right workers with the
can prove to be valuable and effective in many civilian right skills are selected for interviews
vocations. When those skills are harnessed and developed,
a veteran can successful find placement in a stable job
12:15
situation. During this Keynote Address, you will learn to:
Lunch Break
• Access employment and training services veterans need
to re-enter the labor force
• Institute vocational assessments to assist in vocational 1:15
job placement decisions Retain Veterans Integrated Into the Workforce
• Make connections between military skills and • Create follow-up programs to keep track of veterans
appropriate civilian jobs currently in the workplace
• Identify opportunities for veterans to improve skills and
advance in the civilian workforce
10:00
Break and Refreshments • Remain up-to-date with the VA’s retention programs to
keep veterans informed
10:15
2:15
Reintegration Assistance for Homeless Veterans
Break and Refreshments
• Harness productive life skills to aid homeless veterans in
work readiness
• 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
www.PerformanceInstitute.org/Veterans
6. Sponsorship
Opportunities
Day Two (continued)
As a conference and training February 19, 2010
provider, The Performance
Institute is an expert in
bringing together leaders
2:30
to share and discuss best
Engage Veterans in the Reintegration Process
practices and innovations. We
connect decision-makers with • Create a sense empowerment in veterans to want to return to the civil workforce
respected solution providers. • Develop ways to encourage veterans to actively participate in the
reintegration process
The Institute offers four different • Maintain a positive outlook on reintegration despite a down economy
pre-designed sponsorship
packages:
3:30
• Event Co-Sponsor Understand the Veterans’ Workforce Investment Program (VWIP)
• Session Sponsor • Identify how VWIP funding aids veterans
• Luncheon Sponsor • Learn which organizations are eligible for VWIP funding and how to obtain
funding if currently ineligible
• Exhibit Booth Sponsor
• Recognize the program features and activities required for a competitively funded
VWIP program
For more information on
sponsorships or to get
4:30
started, contact Meredith
dith
Day Two Adjourns
Mason at 202-739-9707707
or Meredith.Mason@
PerformanceInstitute.org
rg
“ A wealth of
information from
this confere
conference!”
BARBARA WILLIS, MANAGEM
MANAGEMENT ANALYST
ENVIRONMENTAL PROTECTION AGENCY
PROTECTIO
www.PerformanceInstitute.org/Veterans
/Veterans
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