1. 2010
JUNE 15 – 17, 2010
ARLINGTON, VA 2010
FEATURING SIX TRACKS:
ELEVATING & ENGAGING 1| WORKFORCE PLANNING
the Government Workforce 2 | STRATEGIC RECRUITMENT
3 | TALENT ONBOARDING
The Most Comprehensive Event of the Year
4 | EMPLOYEE ENGAGEMENT
for Government HR Managers at the
5 | THE BLENDED WORKFORCE
Federal, State & Local Level
6 | HR METRICS
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2. 2010
WHO MAKING THE CASE FOR FUNDING:
THE BENEFITS OF ATTENDING GOVERNMENT
Should Attend HR INNOVATIONS
The Government HR Innovations Conference is known for its expert speakers. After spending
three days learning and sharing with the brightest minds in federal, state and local government,
• Human Resource you will return to the office motivated and ready to implement exciting new changes to your
Directors workforce plan, recruitment efforts, employee engagement initiatives and HR metrics processes.
• Personnel Managers YOU GET TO DEVELOP YOUR OWN PROGRAM AGENDA. The Government HR Innovations
Conference sessions fall into six categories: workforce planning, strategic recruitment, talent
• Recruiters
onboarding, employee engagement, the blended workforce and HR Metrics. You can choose
• Staffing Directors sessions that best apply to your organizational needs and interests, you can follow one theme
throughout the event or you can choose sessions from each track option.
• Workforce Analysts
THE GOVERNMENT HR INNOVATIONS CONFERENCE WILL INCREASE ORGANIZATIONAL
• Human Capital Officers RESULTS. This year’s Conference is comprised of two days of sessions addressing the key issues
agencies are facing related to the talent challenge, making your organization an “employer of
• Benefit Managers
choice” and maximizing employee progress and leadership potential. You will learn skills that
• Diversity Managers will have a lasting effect on your work, from motivating your staff to producing performance
information that is meaningful to all your various stakeholders.
• Personnel/Employee
Services Managers GOVERNMENT HR INNOVATIONS SPEAKERS ARE EXPERTS. We hand-pick the best and
brightest in government HR to share their expertise with you. You won’t find information this
• Human Resources specific, on this many performance, management and HR topics, anywhere else.
Information Systems
Specialists YOU’LL LEARN HOW TO MAKE THE MOST OF THE RESOURCES YOU ALREADY HAVE.
Whether you want to inspire and engage your team to improved performance or need to get by
• Retention Specialists on reduced program budget, you will learn tips for maximizing your current resources.
• Talent Managers IT’S A NETWORKING OPPORTUNITY. At Government HR Innovations 2010, you will step
away from the office and connect with other government managers and discuss similar related
goals and how you can work together for increased government results.
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3. AGENDA-AT-A-GLANCE
DAY ONE: TUESDAY, JUNE 15, 2010
8:30 Registration and Continental Breakfast
9:00 Keynote Address: Insights on the New Workforce Agenda
10:00 Panel Discussion: Attracting the Best and Brightest: A Review of Pending Legislation Dedicated to Building Key Talent Pipelines in Government
11:00 Networking and Refreshment Break
11:15 Create a Culture that Attracts and Retains Talent
12:15 Networking Luncheon
TRACK A: WORKFORCE PLANNING TRACK B: STRATEGIC RECRUITMENT
Promote Excellence in Public Service: Recruit the Next Generation
1:15 Link Your Strategic Plan with Your Human Capital Needs
of Employees
2:15 Networking and Refreshment Break
Find The Best and Brightest: Innovative Recruitment Strategies in Today’s
2:30 Workforce Assessments: Examine Your Current Employee Competencies
Market Place
3:30 Create a Succession Plan that Matches Your long-Term Goals Revitalize Your Brand to Become an “Employer of Choice”
4:30 Day One Adjourns
DAY TWO: WEDNESDAY, JUNE 16, 2010
8:30 Registration and Continental Breakfast
TRACK C: TALENT ONBOARDING TRACK D: EMPLOYEE ENGAGEMENT
9:00 Getting On Board: A Model for Integrating and Engaging New Employees Utilize Internal Communication to Engage Your Workforce
10:00 Create Tactical Leadership Development Programs Implement Workplace Flexibilities for a Greater Wok life Balance
11:00 Networking and Refreshment Break
The New Worker: Tips and Techniques to Manage the 21st
11:15 Mentorship: Securing Knowledge Transfer for Future Leaders
Century Employee
12:15 Networking Luncheon
TRACK E: THE BLENDED WORKFORCE TRACK F: HR METRICS
1:15 Create and Develop a Thriving Multigenerational Team Sustain and Introduce a Performance Culture
2:15 Networking and Refreshment Break
2:30 Promote Inclusiveness within a Multicultural Workforce Measure, Track and Report Your HR Performance
Employee Evaluations: Set Targets and Create Individual
3:30 Balance Government and Contract Employees
Performance Goals
4:30 Day Two Adjourns
DAY THREE: THURSDAY, JUNE 17, 2010
8:30 Registration and Continental Breakfast
9:00 Workshop A: Succession Planning: Outlining Your Human Capital Blueprint
12:00 Networking Luncheon
1:00 Workshop B: Leadership Development Program – Create Well Defined Career Opportunities
4:00 Workshops Adjourn
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4. 2010
CONFERENCE DAY ONE: TUESDAY, JUNE 15, 2010
8:30 Registration and Continental Breakfast 10:00
Panel Discussion:
9:00 Attracting the Best and Brightest: A Review of Pending
Keynote Address: Legislation Dedicated to Building Key Talent Pipelines
Insights on the New Workforce Agenda in Government
The 21st century has brought on a new dynamic to the government While government leaders engage in workforce planning to assess
workforce. Globalization, rapid IT innovation, fresh government future hiring needs, it is often challenging for HR managers to attract
initiatives and a new millennial generation has certainly brought on key talent necessary to fill mission-critical positions. A number of
some significant changes to the human capital landscape. With all legislative proposals exist to help government take advantage of
these ongoing changes occurring, it is imperative that HR managers existing talent pipelines and also develop new ones to attract the best
work together to ensure that they are prepared for challenges and and brightest to hard-to-fill positions.
are ready to move their workforce forward. Join us as we discuss Congressional staff members working on critical workforce legislation
the current state of the government workforce and new strategies to will join us in this panel discussion to talk about their efforts and the
help you attract and retain the best and the brightest candidates. changes they foresee will take place as the new administration and
Angela Bailey, Deputy Associate Director for the Center for Talent & Congress work together to ensure that government has the talent it
Capacity Policy, U.S. Office of Personnel Management needs to be competitive in the 21st century.
Moderator: Margot Conrad with the Partnership for Public Service
11:00 Exhibit Hall and Refreshments
1 2 3 4
TOP Lead performance Devise a strong Reform your Revitalize your
driven human workforce plan recruiting strategy brand to
Reasons capital initiatives to align your to find the right become an
to Attend within your talent pipeline people for your employer of
agency mission critical choice
occupations
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5. 2010
“I ENJOYED THE PRESENTERS AND CONTENT OF SESSIONS THEY DISCUSSED”.
– Carrie, Director of Human Resources for the Legislative Auditor
11:15 TRACK B: STRATEGIC RECRUITMENT
Create a Culture that Attracts and Retains Talent Promote Excellence in Public Service: Recruit the Next
Although managers are required to report and share performance Generation of Employees
data—oftentimes, the actual information that could help create • Examine policies that other organizations have adopted to best
change and needed improvement is pushed aside or ignored. utilize the inundated applicant pool
However, with a stronger focus on performance and transparency
• Learn how to best communicate with your hiring managers in order
than ever before, the only way an organization can grow and thrive
to meet and exceed the applicant’s experience
is by implementing process improvement strategies that embrace
the usage of key performance data. Building a performance culture • Determine what recruiting approach your team will implement to
within an organization takes time and careful consideration. Getting address your hiring needs
management buy-in also demands that you articulate the ROI that
such results-oriented data can and will provide. Join us as we discuss 2:15 Exhibit Hall and Refreshments
the imperative foundational elements that must be in place to support
such a cultural reform. 2:30 Choose From Track A or B
TRACK A: WORKFORCE PLANNING
12:15 Networking Luncheon & Exhibit Hall Workforce Assessments: Examine Your Current
1:15 Choose From Track A or B Employee Competencies
• Examine your workforce demographics, identify potential
TRACK A: WORKFORCE PLANNING retirements and career advancements
Link Your Strategic Plan with Your Human Capital Needs • Compile a skills and competencies inventory from your existing
• Align your strategic plan to your human capital needs work plans, job descriptions and employee feedback
• Perform knowledge audits to address potential areas of concern • Review your current staff to analyze staffing, skill sets
and competencies
• Create a future-focused human capital plan to meet successful long-
term objectives Patrina Clark, Chief Human Capital Officer, U.S. Government
Accountability Office
David Glines, Strategic Workforce Planning, National Nuclear Security
Administration, US Department of Energy
5 6 7 8 9
Implement Introduce a strong Learn to foster Measure the Manage and control
leadership programs performance a culture of results of your the information flow
to guarantee environment engagement, HR department in your organization
long-term results that promotes knowledge
employee retention sharing and team
collaboration
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6. 2010
CONFERENCE DAY ONE: CONFERENCE DAY TWO:
CONTINUED WEDNESDAY, JUNE 16, 2010
TRACK B: STRATEGIC RECRUITMENT 8:30 Registration and Continental Breakfast
Find the Best and Brightest: Innovative Recruitment 9:00 Choose from Track C or D
Strategies in Today’s Market Place
TRACK C: TALENT ONBOARDING
• Learn how to target different candidate pools to strengthen your
team of talent Getting On Board: A Model for Integrating and Engaging
• Review new technological resources that will ensure time savings New Employees
and proper data management • Examine and refine your new employee orientation process
• Improve the quality of the candidates you attract with appealing • Encourage a strong community network to promote immediate
employment postings knowledge sharing and exchange
Kim Bauhs, Assistant Director, Recruitment and Diversity, U.S. Office of • Involve all the supervisors from the beginning to determine
Personnel Management expectations and guidelines for all new hires
3:30 Choose From Track A or B TRACK D: EMPLOYEE ENGAGEMENT
TRACK A: WORKFORCE PLANNING Utilize Internal Communication to Engage
Create a Succession Plan that Matches Your Your Workforce
Long-Term Goals • Discover what vehicles of communication are most effective in
reaching your audience
• Review various succession management concepts to determine the
effective option for your organization • Understand how to clearly define expectations and goals to each
individual employee
• Identify the right people in your team that can help put succession
plans in place • Learn how to measure to measure the effectiveness of your internal
communications efforts
• Solidify support from your employees to ensure the implementation
of your succession plans
10:00 Choose from Track C or D
TRACK B: STRATEGIC RECRUITMENT TRACK C: TALENT ONBOARDING
Revitalize Your Brand to Become an “Employer of Choice” Create Tactical Leadership Development Programs
• Develop a comprehensive brand that represents the organizational • Develop individual learning plans based on needs assessments
image you must project to acquire exceptional talent
• Survey your employees to determine what training they believe
• Create policies that will appeal to your employees needs for a would be helpful to their overall growth
fulfilling work environment
• Review the services and technologies available to help streamline
• Establish if there are any disconnects between the vision you have your training initiatives
for your brand and employee opinion
Jim Trinka, Director, Technical Training and Development, Federal
Aviation Administration
4:30 Day One Adjourns
“GREAT CONFERENCE! I LEARNED SO MUCH. IT REALLY BROUGHT TOGETHER
ALL ASPECTS OF HUMAN CAPITAL”.
– Anne Marie, Hillsborough County, Tampa FL
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7. 2010
TRACK D: EMPLOYEE ENGAGEMENT
Implement Workplace Flexibilities for a Greater
Work/Life Balance
• Learn how to gain leadership support to promote a healthy work/life
balance for your staff
• Optimize non-traditional work schedules to improve
employee performance
• Endorse alternative benefits that will enhance the overall
work environment
Jeff Herring, Executive Director, Utah Department of Human
Resource Management
11:00 Exhibit Hall and Refreshments
11:15 Choose from Track C or D
TRACK C: TALENT ONBOARDING
Mentorship: Securing Knowledge Transfer for
Future Leaders
• Learn to effectively transfer senior leadership experience to the next
“I HAD A GREAT
in line OPPORTUNITY TO BE
• Preserve internal knowledge information with continual
dialogue initiatives
EXPOSED TO MANY
• Establish resources and mentors for staff to utilize throughout their ELEMENTS OF HR ISSUES
career development
WITH FEDERAL AGENCIES
TRACK D: EMPLOYEE ENGAGEMENT
THAT WILL DEFINITELY
The New Worker: Tips and Techniques to Manage the
MAKE ME A MORE
21st Century Employee EFFECTIVE RECRUITMENT
• Verify your individual employee goals to better match up your future
leadership pipeline
REPRESENTATIVE”.
• Gauge and modify policies based on how your most valuable leaders – David, U.S. Department of Labor
are performing
• Promote team building exercises to harness employee enthusiasm
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8. 2010
CONFERENCE DAY TWO, CONTINUED
12:15 Networking Luncheon & Exhibit Hall TRACK F: HR METRICS
1:15 Choose from Track E or F Measure, Track and Report Your HR Performance
• Determine what measures are essential to track your human
TRACK E: THE BLENDED WORKFORCE
capital initatives
Create and Develop a Thriving Multigenerational Team • Quantify your workforce investments to monitor the impact of your
• Identify the work styles of the different age groups that make up HR practices
your staff • Turn your data into information that promotes action and
• Learn techniques to motivate employees that will speak to follow through
each generation
• Advocate commonalities and strengths of your generational groups
3:30 Choose from Track E or F
Diane Thielfoldt, Co-founder The Learning Café
TRACK E: THE BLENDED WORKFORCE
TRACK F: HR METRICS Balance Government and Contract Employees
• Understand the deliverables of contract and government employees
Sustain and Introduce a Performance Culture
• Conclude what job responsibilities must be specifically designed for
• Involve employees in the goal-setting process to gain their support
each employee group
for organizational results
• Create an open forum for collaboration and team sharing to achieve
• Outline management expectations clearly and ensure that
agency mission
individual feedback occurs to improve performance
John K. Needham, Director, Acquisition and Sourcing Management Issues,
• Design incentives to promote performance driven changes
US Government Accountability Office
2:15 Networking and Refreshment Break TRACK F: HR METRICS
2:30 Choose from Track E or F Employee Evaluations: Set Targets and Create Individual
TRACK E: THE BLENDED WORKFORCE
Performance Goals
• Identify outcomes that drive employee activities
Promote Inclusiveness within a Multicultural Workforce
• Learn how to differentiate between high and low performers
• Create a program that focuses on the strengths associated with
• Employ evaluations that clearly define your employees
cultural diversity
personal progress
• Meet with all supervisors to ensure that they understand how to
manage employees from different cultures
• Ensure that your agency’s diversity management initiatives are 4:30 Day Two Adjourns
well publicized
AS A FEDERAL EMPLOYEE I “GAINED
A LOT OF USEFUL
TOOLS FROM ALL FEDERAL GOVERNMENT SESSIONS
THAT I ATTENDED”.
– Frank, Branch Chief, US Census Bureau
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9. 2010
POST-CONFERENCE WORKSHOPS: THURSDAY, JUNE 17, 2010
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.
8:30 Registration and Continental Breakfast 1:00 Workshop B
9:00 Workshop A Leadership Development Program — Create Well
Defined Career Opportunities
Succession Planning: Outlining Your Human
Investing in your employees training and development is a key
Capital Blueprint
element in creating a workforce that is engaged, committed and well
Creating a well-defined and executable succession plan is an
informed. By customizing your leadership development programs, you
absolute necessity given times of transition and unexpected changes.
will help enable your future leaders to further understand their own
When key leadership exits an organization, there is always a high
goals, ambitions and contributions to the program mission. Attendees
risk that leadership stability and continuity will be lost and that
participating in this workshop will walk away having examined key
institutional progress will be halted for a considerable length of
techniques that must be in place in order to create and execute a
time. This workshop will allow participants to actively engage with
strong leadership program.
leading professionals in order to share and exchange helpful tips and
information. Most importantly, attendees will be given tools to begin • Outline what performance competencies best compliment your
analyzing their own succession plan. organization’s mission
• Understand how to motivate employees to consider further
• Learn how to obtain buy in from upper management to improve
training options
your current succession plan
• Educate your employees to recognize the requirements necessary for
• Discover how to handle transitions periods when change occurs
career advancement
• Explore ways to best correlate future initiatives with your employees
individual goals
Tim Griles – Zelos Inc 4:00 Workshops Adjourn
12:00 Networking Luncheon & Exhibit Hall
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10. 2010
EXPO
2010
BRINGING TOGETHER BRING RESULTS BACK TO YOUR AGENCY
Moving from compliance to an institutionalized method of
GOVERNMENT HR LEADERS performance-based management requires government managers
AND SOLUTIONS PROVIDERS to have access to the most cutting edge performance planning and
budgeting solutions available in today’s market. At the request of
TO LEARN MORE ABOUT EXHIBITING AND conference attendees seeking in-depth government solutions to their
SPONSORSHIPS AT GOVERNMENT HR INNOVATIONS growing management challenges, The Performance Institute has
2010, PLEASE CONTACT MEREDITH MASON AT
teamed with leading solutions providers to bring you the Government
MEREDITH.MASON@PERFORMANCEINSTITUTE.ORG
Innovations HR Expo Hall.
OR 202-739-9707.
SPONSORS INCLUDE:
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11. 2010
LOGISTICS
VENUE HOTEL CPE CREDITS
Government HR Innovations 2010 will be hosted at Delivery Method: Group-live
The Performance Institute’s conference center in Arlington, Virginia, Program Level: Basic
just one block east of the Courthouse Metro stop on the Orange Prerequisites: None
Line. A public parking garage is located just inside of the building. Advanced Preparation: None
CPE Credits: 12 for the conference,
Continental breakfast and lunch will be provided for delegates on
3 for each workshop
each day.
The Performance Institute is registered with the National Association
The Performance Institute
of State Boards of Accountancy (NASBA) as a sponsor of continuing
1515 North Courthouse Rd., Suite 600 professional education on the National Registry of CPE Sponsors.
Arlington, VA 22201 State boards of accountancy have final authority on the acceptance of
571-970-0271 individual courses for CPE credit. Complaints regarding sponsors may
be addressed to the National Registry of CPE Sponsors, 150 Fourth
A limited number of rooms have been reserved at the Arlington Avenue North, Nashville, TN 37219-2417. Website: www.nasba.org.
Rosslyn Courtyard by Marriott at the prevailing rate of $226.
Please call the hotel directly and reference code Government HR QUALITY ASSURANCE
Innovations 2010 when making reservations to get the discounted
The Performance Institute strives to provide you with the most
rate. The hotel is conveniently located three blocks from the Rosslyn productive and effective educational experience possible. If after
Metro station. Please ask the hotel about a complimentary shuttle completing the course you feel there is some way we can improve,
that is also available for your convenience. please write your comments on the evaluation form provided upon
your arrival. Should you feel dissatisfied with your learning experience
Arlington Rosslyn Courtyard by Marriott and wish to request a credit or refund, please submit it in writing no
1533 Clarendon Blvd. later than 10 business days after the end of the training to:
Arlington, VA 22209 The Performance Institute Corporate Headquarters:
703-528-2222 Quality Assurance
www.CourtyardArlingtonRosslyn.com 805 15th Street, NW, 3rd Floor
Washington, DC 20005
TUITION GROUP DISCOUNTS Note: As speakers are confirmed six months before the event, some
speaker changes or topic changes may occur in the program. The
The tuition rate for Government HR Innovations 2010 is as follows: Performance Institute is not responsible for speaker changes, but
will work to ensure a comparable speaker is located to participate in
Early Bird Rate Regular Tuition
the program.
Conference $999* $1099 If for any reason The Performance Institute decides to cancel this
Each Workshop $299* $299 conference, The Performance Institute accepts no responsibility for
covering airfare, hotel or other costs incurred by registrants, including
*For the Early Bird Rate, Register by April 7, 2010 delegates, sponsors and guests.
For more information on group discounts, please contact Melvin Hall
at Melvin.Hall@PerformanceInstitute.org or 202-739-9630.
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12. 2010
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877-992-9521 866-234-0680 WWW.HRINNOVATIONS.ORG
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Cancellation Policy: The Performance Institute will provide a full refund less a $399 administration fee for cancellations requested four weeks
prior to the event start date unless cancellation occurs within two weeks prior to the event start date. If a cancellation is requested less than two
weeks prior to the event start date, no refund will be issued. Registrants who fail to attend and do not cancel prior to the event will be charged
the entire registration fee. All cancellations must be requested through the cancellation link found in your attendance confirmation email.
Please note that cancellation is not final until you receive a cancellation confirmation email.
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By: ____________________________________________________________________________ Date: ____________________________
Priority Code: W233-WEB