Agenda-at-a-Glance
Day One: Wednesday, June 15, 2011 |
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| 8:30 | Registration and Continental Breakfast |
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| 9:00 | Keynote Address: Redefine and Revitalize Your Hiring Reform Efforts |
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| 10:00 | Networking and Refreshment Break |
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| 10:25 | Engage Employees in Your Organization’s Strategy to Drive Results |
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| TRACK A: Workforce Planning | Track B: Hiring and Recruitment Strategies | |
| 11:15 | Link Your Strategic Plan with Your Human Capital Needs |
Find the Best and Brightest: Innovative Recruitment Strategies in Today’s Marketplace |
| 12:15 | Lunch and Networking Break |
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| 1:15 | Deep Dive Session: Identify and Align Leadership Competencies with Your Agency’s Mission |
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| 2:45 | Networking Break and Refreshments |
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| 3:00 | Create a Succession Plan that Matches Your long-Term Goals |
Bring Your Hiring Mangers into the Selection Process |
| 4:15 | Day One Adjourns |
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| 8:30 | Continental Breakfast |
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| 9:00 | Keynote Address: The Current Pay-for-Performance Challenge in Federal Government |
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| 10:00 | Networking and Refreshment Break |
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| TRACK C: Talent Onboarding & Engagement Techniques | Track D: Leadership & Performance Management | |
| 10:15 | Getting On Board: A Model for Integrating and Engaging New Employees |
Telework and Performance Management Expectations |
| 11:15 | Utilize Strategic Communication to Connect Your Workforce |
Provide Regular Feedback to Maximize Employee Performance |
| 12:15 | Lunch and Networking Break |
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| 1:15 | Deep Dive Session: The Art and Science of Engagement: Linking Engagement to Outcomes |
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| 2:45 | Networking and Refreshment Break |
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| 3:00 | Create Action Strategies to Lessen Generational Gaps |
HR Metrics and Measuring What Matters |
| 4:15 | Day Two Adjourns |
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Day Three: Friday, June 17, 2011 |
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| 8:30 | Workshop Registration and Continental Breakfast |
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| 9:00 | Workshop The Changing Workplace: Managing the Telework Process |
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| 12:00 | Lunch |
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| 1:00 | Workshop Resumes |
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| 3:00 | Workshop Adjourn |
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Session Details
Conference Day One: Wednesday, June 15, 2010
8:30 Registration and Continental Breakfast
9:00 Keynote Address: Redefine and Revitalize Your Hiring Reform Efforts
It has been over a year since President Obama issued a memorandum, which reinforced the need for new and innovative hiring practices within the federal government. OPM and our federal agencies have made some great strides and steady improvement has occurred. The next steps in hiring reform advancement must be addressed and identified for managers need go beyond just measuring and improving the time to hire. It is important that the government HR community work together to analyze trends and to utilize predictive data to prepare for future workforce demands. Moreover, if our agencies wish to remain competitive and innovative, new strategies in hiring and retaining some of our most critical workforce such as cyber security and medical professionals must be executed and designed.
Join is us in this keynote as we discuss the following:
• Identify the next steps in the hiring reform process
• Establish workforce requirements for some of the most challenging positions to hire
• Discuss new trends and data findings in HR as it relates to key federal initiatives
Angela Bailey, Deputy Associate Director for Talent and Capacity Policy, Office of Personnel Management
10:00 Networking and Refreshment Break
10:15 Engage Employees in Your Organization’s Strategy to Drive Results
In these rapidly changing times, it is more critical than ever to ensure that employees are engaged in your organization’s mission, strategy, and goals, and that they know what they can do to help achieve results. Research shows that employee understanding of the strategy and what they can do to support it is one of the top drivers of employee engagement, but this can be particularly challenging when many organizations are undergoing significant change and employees are often receiving disjointed and even conflicting messages about the organization and its priorities.
Join us to discuss best practices and ways in which organizations have successfully engaged employees in their strategy to maximize performance and results by:
• Develop clear and focused messaging about the strategy and the employee’s role in achieving it
• Engage leaders and managers in their role in communicating the strategy to employees
• Ensure HR and organizational processes are aligned to support the strategy, and
• Create high-impact engagement methods that “break through the clutter” to gain employee mindshare.
11:15 Choose From Track A or B
Track A: Workforce Planning
Link Your Strategic Plan with Your Human Capital Needs
• Align your strategic plan to your human capital needs
• Perform knowledge audits to address potential areas of concern
• Create a future-focused human capital plan to meet successful long-term objectives
Jon Desenberg, Senior Policy Director, The Performance Institute
Track B: Hiring and Recruitment Strategies
Find the Best and Brightest: Innovative Recruitment Strategies in Today’s Market Place
• Learn how to target different candidate pools to strengthen your team of talent
• Review new technological resources that will ensure time savings and proper data management
• Improve the quality of the candidates you attract with appealing employment postings
Sue Engelhardt, Director of Human Resources, US Army Corps of Engineers
12:15 Networking Luncheon & Exhibit Hall
1:15 Deep Dive Session
This interactive session are organized to provide a networking forum to discuss and build upon concepts and strategies introduced from today’s morning sessions.
Deep Dive Session: Identify and Align Leadership Competencies with Your Agency’s Mission
• Figure out what gaps may exist in your talent pool
• Outline what success profiles must be a part of your team to successfully complete mission critical tasks
• Reshape your hiring reforms efforts after carefully analyzing critical employee characteristics
2:45 Networking Break and Refreshments
3:00 Choose from Track A or B
Track A: Workforce Planning
Create a Succession Plan that Matches Your long-Term Goals
• Review various succession management concepts to determine the effective option for your organization
• Identify the right people in your team that can help put succession plans in place
• Solidify support from your employees to ensure the implementation of your succession plans
Rosa Waymon, Director, Office of Human Resource Management and Development (OHRMD), State of Georgia
Track B: Hiring and Recruitment Strategies
Bring Your Hiring Mangers into the Selection Process
• Ensure that there is a strong line of communication between the hiring managers and their HR counterparts
• Create a hiring checklist and share this detailed plan of action with your hiring managers
• Make certain that your managers are able to successfully identify the skills require to successfully recruit and retain key talent
Tony John ,HR Consultant Performance Management, U.S. Office of Personnel Managementem>
Conference Day Two: Thursday, June 16, 2011
8:30 Registration and Continental Breakfast
9:00 Keynote Address: The Current Pay-for Performance Challenge in Federal Government
Given the current political and economic climate, every government manager must make it a key priority to focus on and retain their core talent pool of high performers. However, during times of deficits, a real focus on cutting federal pay and staffing levels, and serious budget cut discussions, it is absolutely imperative that managers find new ways to retain and develop their employees. Pay-for-Performance has been one of the most discussed issues within human capital management in the last few years. Creating a system that rewards pay increases based on merit and performance results is a concept that is intuitive to many yet the issue continues to be sliced in diced in government politics. There has been a great debate on increasing pay based on seniority and length of service. In this session, learn more about the current status of pay for performance programs and discuss some potential future outcomes that may affect government pay distribution.
Join us in this keynote as we discuss the following:
• Examine the linkage between pay for performance and overall performance management
• Review the various programs that have tried to sustain a pay for performance culture
• The relationship between labor and management as it relates to employee pay
• Lessons learned from NSPS and a discussion of future challenges
10: 00 Networking Break and Refreshments
10:15 Choose from Track C or D
Track C: Talent Onboarding and Engagement Techniques
Getting On Board: A Model for Integrating and Engaging New Employees
• Examine and refine your new employee orientation process
• Encourage a strong community network to promote immediate knowledge sharing and exchange
• Involve all the supervisors from the beginning to determine expectations and guidelines for all new hires
Paula O'Neil, Clerk & Comptroller, Pasco County, Florida
Track D: Leadership & Performance Management
Telework and Performance Management Expectations
• Learn how to gain leadership support to overcome resistance to changing work structures
• Solidify a detailed telework policy that is shared and understood by all employees
• Determine which employees are eligible for telework options
11:15 Choose from Track C or D
Track C: Talent Onboarding and Engagement Techniques
Utilize Strategic Communication to Connect Your Workforce
• Discover what vehicles of communication are most effective in reaching your audience
• Understand how to clearly define expectations and goals to each individual employee
• Learn how to measure to measure the effectiveness of your internal communications efforts
Track D: Leadership & Performance Management
Provide Regular Feedback to Maximize Employee Performance
• Commit to providing specific, constructive feedback on a timely basis
• Schedule time to touch base with your employees
• Determine what formats best suit open and reflective dialogue
Robert Collinsworth, Human Resources Manager, Headquarters United States Marine Corps
12:15 Networking Luncheon & Exhibit Hall
1:15 Deep Dive Session
This interactive session are organized to provide a networking forum to discuss and build upon concepts and strategies introduced from today’s morning sessions.
Deep Dive Session: The Art and Science of Engagement: Linking Engagement to Outcomes
• Define the role they play in employee engagement
• Recognize engagement as an agency priority
• Learn how to detect “flight risk” or disengagement
Diane Thielfoldt, Co-Founder, The Learning Cafe
2:45 Networking Break and Refreshments
Track C: Talent Onboarding and Engagement Techniques
Create Action Strategies to Lessen Generational Gaps
• Overcome stereotypes and advocate commonalities and strengths of your generational groups
• Identify the key motivators for each generation
• Practice the skills most needed to engage members of every generation
Track D: Leadership & Performance Management
HR Metrics and Measuring What Matters
• Be able to report and assess current workforce conditions with proper measurement frameworks
• Identify the stakeholders that must be involved in your measurement processes
• Prioritize what organizational issues must be measured and validated
Lane Ryan, Director, Workforce Analytics National Geospatial-Intelligence Agency
4:15 Conference Day 2 Adjourns
Day Three: Post-Conference Workshop, Friday, June 17, 2011
Workshops are designed to be an interactive way for participants to learn the latest techniques in order to implement them in their workplace. This workshop provides a platform to learn practical applications of current best practices. Space in this comprehensive workshop is limited, so be sure to reserve your seat today
8:30 Workshop Registration and Continental Breakfast
9:00 Workshop: The Changing Workplace: Managing the Telework Process
The Telework Enhancement Act of 2010 has changed the way we manage and execute our daily objectives. Agencies are finding new ways to streamline and enhance their telework policies. Tracking the performance levels of virtual employees, can at some times, be very challenging. Discuss the benefits and challenges of this new initiative and walk away with solutions to help advance and progress your management and engagement levels with your virtual employees. This workshop will help managers more effectively supervise and manage remote employees.
During this workshop, you will learn how to:
• Understand the unique dynamics of working and managing virtually
• Add tactics and tips to your “virtual management” toolbox
• Develop an Action Plan for you and your team
Diane Thielfoldt, Co-Founder, The Learning Cafe