Agenda-at-a-Glance

Summit Day One: July 16, 2008

8:30 Registration and Continental Breakfast

9:00 Keynote Address: Attracting a New Generation to Public Service
As the current workforce of the government steadily declines, HR Professionals must aggressively acquire new employees to occupy the positions of the retiring baby boomers. The challenges of recruiting the best and brightest have become more apparent and competitive as the private sector seeks to attract individuals from the same talent pool. Join us as we discuss the current state of the government workforce and new strategies that will be implemented to appeal to and retain the next generation of the government’s workforce.
Linda Springer, Director, Chief Human Capital Office, Office of Personnel Management

10:00 Human Capital: The Perfect Storm
While extensive management strides have been made by Chief Human Capital Officers, human resource personnel have identified mission critical issues that will escalate the human capital crisis. Staffing pressures, changes to the pay-for-performance system, and the lack of knowledge and leadership skills are just a few of the problems plaguing the HR professional today. Attend this insightful session to discuss the present and future management challenges of human resource directors.
Katie Malague, Partnership for Public Service

11:00 Networking and Refreshment Break

11:15 Leadership Panel: The Expanding Role of Human Resources
As the government strives to stay compliant and innovative, HR professionals are increasingly given a longer job description than ever before. As new trends, initiatives and challenges arise HR personnel must be equipped to balance all aspects of their profession in order to achieve results and accomplish goals. Listen as senior-level human resource officials discuss the challenges and triumphs of effectively doing their job and more.
John Palguta, VP of Policy Research, Partnership for Public Service
Toni Dawsey, Chief Human Capital Officer, Assistant Administrator, NASA

12:15 Networking Luncheon

Choose From:
Track A: Recruitment and Retention
Track B: Workforce Satisfaction
Track C: Human Capital Management

1:15 Track A: Recruitment and Retention
Evolving into an “Employer of Choice”
• Discover how to create a brand that projects your agency’s assets and unique value
• Promote your agency’s mission and brand to appeal to the needs of potential employees
• Create a professional workplace that rivals the private sector
Ventris Gibson, Assistant Administrator for Human Resources, Federal Aviation Administration

Track B: Workforce Satisfaction
Employee Engagement
• Managing your employee base begins with an understanding of whom you working with and what their fundamental talents are.
• Identifying, selecting, and developing individual and group talents is fundamental to government’s ability to attract and retain the valuable human capital required for our current and future mission.
• Learn the basic components of talent identification through a process called the Clifton StrengthsFinder
Bernadine Karunaratne, Senior Managing Consultant, The Gallup Organization

Track C: Human Capital Management
Utilizing the HR Line of Business to Advance Your Human Capital Management Plan
• Improve the strategic management of human capital and functionality to increase results
• Achieve agency implementation and operation of human capital management systems
• Increase the cost savings from HR related activities and resources
Reginald M. Brown, Director of Modernization, OPM

2:15 Networking and Refreshment Break

2:30 Track A: Recruitment and Retention
Advance Your Recruitment Plan: Informing Student of Career Opportunities in the Government
• Increase the visibility of your agency by collaborating with college career centers
• Reach out to academic organizations on college campuses to enhance recruitment plan
• Discover what college students are looking in a long-term career
Sara Wells, Vice President, Women In Government

Track B: Workforce Satisfaction
Implementing Workplace Flexibilities
• Showcase your department’s commitment to employee performance through workplace flexibilities
• Understand the demand for workplace flexibilities to increase job performance
• Implement standardized practices that will allow employees to utilize available workplace flexibilities
Timothy Sommella, Lieutenant, US Coast Guard

Track C: Human Capital Management
Assessing Workforce Competencies: Preparing for the Workforce of the Future
• Employ best practice methods that comprehensively evaluate workforce aptitudes
• Create career paths that appeal to Generations X & Y and foster loyalty
• Create a talent management plan to guarantee efficient succession among leaders
Syndey Smith-Heimbrock, Deputy Associate Director, Human Capital Leadership Division, OPM

3:30 Track A: Recruitment and Retention
Retaining New and Lost Talent
• Maximize the relationship between management and employees to increase the retention of your employees
• Address issues of concern from previous employees in order to bring back lost talent
• Implement a feedback system from current employees to enhance the recruitment process
Michelle Adams Proctor, President, Renquest and Associates

Track B: Workforce Satisfaction
Employee Incentive Strategies
• Develop a system to reward and motivate employees
• Establish distinguishing factors between satisfactory and exemplary performers to institute a performance-driven culture
• Develop alternative non-monetary incentives for employees
Nick Mandel, Director of Quality, State of New Mexico

Track C: Human Capital Management
Evaluating Your Succession Plan: Are you Prepared?
• Evaluate employees to identify and assess key leadership qualities
• Improve employee-learning programs in anticipation of a knowledge and skills gap
• Perform knowledge audits to address potential areas of concern
Reginald F. Wells, Deputy Commissioner & Chief Human Capital Officer, Social Security Administration

4:30 Day One Adjourns

Summit Day Two: July 17, 2008

Choose From:
Track D: HR Measures, Metrics and Analytics
Track E: Diversity Management
Track F: Managing the Human Resource Function

8:30 Continental Breakfast

9:00 Track D: HR Measures, Metrics and Analysis
HR Performance Measures: Understanding what you are Measuring
• Create performance measures and systems to identify and track employee performance
• Compare HR performance across other governmental agencies
• Utilize the right measures to showcase your HR initiatives
Jon Desenberg, Executive Consultant Director, The Performance Institute

Track E: Diversity Management
Working In a Multigenerational Organization
• Empower all employees to reach their full potential by creating a positive work environment
• Establish a business strategy that effectively handles each generation in the workforce
• Implement policies that prevent unlawful harassment or discrimination
Shira Harrington, CPC, Positions, Inc.

Track F: Managing the Human Resource Function
Enhancing HR Management Functions
• Incorporate technological advances to complete job responsibilities
• Assess the resources of your HR department to ensure effective spending and business decisions of agency funds
• Encourage open forums to discuss ideas and concerns amongst HR personnel
Robert Tobias, Distinguished Adjunct Professor, American University

10:00 Track D: HR Measures, Metrics & Analytics
Developing HR Scorecards
• Create performance measures and systems to identify and track employee performance
• Align HR measurements with agency mission to ensure an accurate HR scorecard
• Compare HR performance across other governmental agencies
Jon Desenberg, Executive Consultant Director, The Performance Institute

Track E: Building and Sustaining an Inclusive Workplace
• Ensure that your agency’s diversity management initiatives are known to all of your employees
• Create a diversity program that is all-inclusive of the various groups in your agency
• Meet with all management-level officials to ensure program support
David Benton, Office of Diversity Workforce Policy Advisor to the US Coast Guard

Track F: Managing the Human Resources Function
Managing Government Benefits Efficiently
• Implement e-government initiatives into benefits managements to increase employee accessibility
• Empower employees through knowledge deployment in regards to health and retirement benefits
• Ensure HR knowledge regarding implementation and coverage of their benefits

11:00 Networking and Refreshment Break

11:15 Track D: HR Measures, Metrics and Analytics
Analyzing and Using Internal Employee Satisfaction/Feedback Survey
• Develop an internal survey that speaks to the concerns of your staff
• Encourage suggestive practices or ideas to improve HR performance
• Introduce new HR changes through feedback surveys to gauge overall success and modifications
Nancy Hughes, Sr. Human Capital Consultant, HR Branch, FDIC

Track E: Diversity Management
The Blended Workforce: Utilizing Government and Contract Employees
• Understand the deliverables of contract and government employees
• Create an open forum for collaboration to achieve agency mission
• Acknowledge limitations of contract employees in relation to task completion
Thomas Kaplan, Associate Director of Competitive Sourcing, Department of Transportation

Track F: Managing the Human Resources Function
Creating an Effective Strategy to Collaborate with Employees and Unions
• Allow employees to indicate pressing concerns to HR representatives as well as union representatives
• Understand your organizational culture and employee acceptance of change
• Identify workforce and regulatory trends to prevent formal employee complaints
Randi L. Mendelsohn, Director, Headquarters Labor and Employee Relations Division, Department of Housing and Urban Development

12:15 Networking Luncheon

Choose From:
Track G: Pay-for-Performance
Track H: Employee Learning and Development
Track I: The Virtual Government

1:15 Track G: Pay-for-Performance
Performance-Based Pay Systems: The Link between Agency Performance and Individual Compensation
• Determine proper justifications for salary increases based on performance
• Learn how individual compensation programs increase employee performance as well as alignment with your agency’s mission
• Understand the difference between successfully executing the agency mission and exemplary performance
Mike Novak, Senior Analyst, Internal Revenue Service

Track H: Employee Learning and Development
Developing a Strategic Employee Learning Program
• Prioritize learning programs based on the needs of your agency
• Design development initiatives to enhance the mission of your agency
• Establish resources and mentors for staff to utilize throughout their career development
Jim Trinka, ATO Training & Development, Federal Aviation Administration

Track I: The Virtual Government
E-Training: Tools, Tips, and Tricks for Human Resource Personnel
• Disseminate learning programs through E-Training systems effectively
• Encourage e-Learning ventures in order to advance the development of human capital planning
• Promote the content of old learning systems integrated with the components of your E-training system to increase acceptance

2:15 Networking and Expo Refreshment Break

2:30 Track G: Pay-for-Performance
Developing Performance Appraisal Systems to Increase Transparency
• Define performance expectations that reflect the requirements of the job to accurately evaluate employee performance
• Institute a performance continuum for each job function within your department or agency
• Empower your staff to reward exemplary staff members to increase morale
Meg Hogan-Roy, Director of HR Office, Defense Acquisition University

Track H: Employee Learning and Development
Evaluating Leadership Capabilities
• Review employee performance reports as a leadership indicator
• Develop a management system that highlights potential leaders within the talent pool
• Prepare individuals for increased leadership and managerial responsibilities
Ricardo Kisner, CPA, MBA, Chief Financial Officer, City of Daytona Beach Florida

Track I: The Virtual Government
EHRI: Enterprise Human Resource Integration and Your Agency
• Discover how EHRI will support human resource management initiatives at all levels
• Eliminate underutilized systems through centralized records and an effective hosting environment
• Conduct large-scale workforce planning audits electronically

3:30 Track G: Pay-for-Performance
Increasing Employee Morale and Performance
• Institute a positive construction that tracks workforce accountability and performance
• Involve employees in the goal-setting process as well as the authority to accomplish goals set forth
• Remain actively engaged and provide useful feedback for employees when necessary
Jennifer Lang, Director of HR, Chicago Region of Social Security Administration

Track H: Employee Learning and Development
Incorporating Cross-Training to Boost Employee Development
• Encourage job-sharing amongst your staff to produce a more well-rounded employee
• Incorporate job cross-training in employee learning programs to enhance current and future positions
• Highlight similar functions among eligible jobs to increase the number of cross-training employees
Thom Terwilliger, Chief Learning Officer, FDIC

Track I: The Virtual Government
ROS: Using the Recruitment-one-stop Program to Expedite the Recruitment Process
• Obtain a simplified method that will help you utilize the recruitment-one-stop job database system
• Improve the brand of your agency by using the ROS program
• Simplify the existing application process to encourage potential candidates to apply
Willie Harrison, Deputy Program Director, USAJOBS

4:30 Day Two Adjourns

Summit Day Three: July 18, 2008

8:30 Continental Breakfast

Workshops are designed to be an interactive way for participants to learn the latest management techniques in order to implement them in their workplace. The workshops provide a platform to learn practical applications of current best practices. Space in these comprehensive workshops is limited, so be sure to reserve your seat today.

9:00 Workshop A: Succession Planning: Preparing Tomorrow’s Government Leaders Today
Top government agencies understand that good management is only a piece in the puzzle of a well-functioning organization. Success today means turning talented employees into successful managers for tomorrow. As government managers continue to retire, they take the knowledge and know-how needed to keep your agency functioning. Attend this workshop and learn best practice methods to creating a solid succession plan that passes knowledge and leadership capabilities to the next generation.
• Determine core leadership competencies needed for optimum agency performance
• Incorporate the “Executive Core Qualifications” as a reference for leadership candidates
• Implement leadership strategies that will enhance your credibility as a leader
Jon Desenberg, Executive Consultant Director, The Performance Institute

12:00 Networking Luncheon

1:00 Workshop B: Developing and Administering Employee Performance Appraisals
Transparency is a fundamental principle in all branches of the government. Performing employee evaluations based on their recent performance is a perfect way to showcase exemplary skills. This workshop will give HR professionals techniques to administer performance appraisals for high and low performing employees that bolster morale. Additionally, learn how to use these appraisals to evaluate the competency of your workforce and agency’s strategic plan.
• Implement standards for success that are aligned with the development plan of each employee
• Introduce a program that allows employees to asses their own performance.
• Ensure that employees understand their “mission critical” role within the organization
Chris DeVany, President and Founder, Pinnacle Performance Improvement Worldwide

4:00 Workshops Adjourn