1. Strategic Workforce
Planning for Government
Develop and Implement Workforce Plans that Identify and April 19-22, 2010
Meet the Future Talent Needs of Your Agency Arlington, VA
YOU WILL LEARN TO: Learn How to
DAY ONE: CREATE AN EFFECTIVE HUMAN CAPITAL PLAN Recruit, Retain
Identify the key components and processes for creating and executing a human capital plan
and Develop
DAY TWO: BUILD A SYSTEM TO SUPPORT WORKFORCE EXCELLENCE
Learn how to develop the HR structures that enable your workforce to stay mission focused
Top Talent
Within All
DAY THREE: PLAN FOR THE FUTURE OF YOUR WORKFORCE AND AGENCY
Align your HR leadership approach and your managers’ skills to get the best from your workforce Levels of Your
DAY FOUR: DEVELOP A BLUEPRINT FOR FILLING YOUR LEADERSHIP PIPELINE Agency
Create a roadmap to close the gap between the current capability and the future needs
In Association with:
Earn up to 24 CPE or 20 HRCI Credits!
www.PerformanceInstitute.org/Workforce
www.ASMIweb.com/talent

2. Day 1 CREATE AN EFFECTIVE HUMAN CAPITAL PLAN
Monday, April 19, 2010
8:30 MODULE IV
Registration and Continental Breakfast Develop Meaningful Human Resource Performance
Metrics and Targets
MODULE I • Measure how the HR function is advancing and
Understand the Trends in Human Capital Planning at the supporting the mission of the organization
Federal, State and Local Level • Practice using measures for data based decisions
• Learn the current changes and themes in human capital • Apply a standardized methodology for defining your
research and practice measures and collecting the data
• Identify the factors driving your organizational need
for strategic planning MODULE V
Identify Innovative Initiatives and
MODULE II Benchmarks for the HR Function
Assess Organizational Readiness • Learn about relevant, pragmatic applications that work
• Utilize performance measures to improve your competitive edge
• Identify the current critical HC needs and make an
effective business case
• Create a strategy to garner stakeholder support MODULE VI
required for success Create an Implementation Structure
• Develop systems and structures to support the
MODULE III implementation of your human capital plan
Identify the Key Components and Process of a • Define the roles and responsibilities for key
Human Capital Plan stakeholders to ensure implementation occurs
• Align your human capital plan with your organization’s
mission and goals 4:00
• Apply a methodology for creating a human capital plan Day One Adjourns
“VERY EXCITING! The case study was extremely
informative. It really gave me some ideas and
suggestions to bring back to the workforce.”
– Karen Hochberg
Human Resources Manager, Montgomery County
2 www.PerformanceInstitute.org/Workforce

3. Day 2
BUILD A SYSTEM TO SUPPORT WORKFORCE
Tuesday, April 20, 2010
8:30
Registration and Continental Breakfast
TOP 5 REASONS
MODULE I
TO ATTEND:
Workforce Planning
• Explore best practices in gathering data on your current workforce LEARN
• Determine mission critical roles necessary to deliver your How to Strategically
Engage Your Entire
organization’s strategies
Workforce
• Establish a current workforce profile
MODULE II DISCOVER
Establish Workforce Requirements for the Future How to Address Mission
Critical Occupations and
• Define the characteristics most critical for organizational success Competencies
• Define both technical and behavioral competencies for
mission critical roles
GAIN
Understanding of
MODULE III Knowledge Transfer Tools
Gap Analysis from Today’s Workforce to Tomorrow’s Requirements and Techniques
• Assess future requirements against current capability
• Create a roadmap for executing a plan to close the gap
between the current capability and the future needs
IDENTIFY
Innovative Initiatives and
• Apply proven competency models that impact Benchmarks for Your
organizational performance Organization
MODULE IV
Recruitment and Selection Strategies
DEVELOP
Organizational Culture
• Get the right people on the bus and in the right seats that Supports Workforce
• Use your workforce data to select for the most important Excellence
knowledge, skills and competencies
• Incorporate behavioral interviewing practices to increase
on the job performance
MODULE V
Develop an Effective On-Boarding Process
• Review best practices to shift from new employee
orientation to effective on-boarding
• Identify effective probationary strategies that promote
individual and organizational success
4:00
Day Two Adjourns
www.PerformanceInstitute.org/Workforce 3

4. Day 3 SUCCESSION PLANNING FOR GOVERNMENT
Wednesday, April 21, 2010
8:30
Registration and Continental Breakfast
About the Instructors
MODULE I
Develop Relevant Learning Systems LOU O’BOYLE is an organizational development
consultant working with government and non-profit
• Learn the characteristics of learning organizations
organizations. The focus for all services provided is
• Identify a variety of systems or models that deliver ROI
to improve performance and results while building
• Incorporate the 70-20-10 research to ensure
the client’s internal capacity. Prior to starting her
development plans work
own business in 2001, Lou had over 15 years of
government experience. As a consultant, Lou has
MODULE II worked with many organizations in the areas of
Managing Organizational Knowledge and
human capital planning, performance management,
Addressing “Brain-drain”
process improvement and the establishment of learning
• Explore methods to capture and reuse organizational knowledge systems that support organizational goals. Lou holds
• Distinguish the use of tacit and explicit knowledge in a Bachelor’s degree in Psychology from Virginia
the process of capturing individual best-practices Commonwealth University and serves as the Chair of
• Enable more efficient access, shaping and usage of the Learning Council for the Alliance for Innovation.
accumulated knowledge as a means of increased
organizational performance TIM GRILES is founder of Human Dynamics
• Evaluate examples of Electronic Performance Support Consulting, LLC, a consulting firm that focuses on
for your workforce increasing the interpersonal effectiveness necessary to
drive business results. Tim’s subject matter expertise is in
MODULE III how people interact and solve problems to accomplish
Develop a Blueprint for Filling Your Leadership Pipeline work in organizations. This knowledge has driven his
workshop content to include Conflict Management,
• Establish leadership pipelines to fill your talent pool
Giving and Receiving Feedback, Effective Meeting
• Plan for the future without pre-selection
Management, Project Management, Coaching for
• Evaluate your bench strength to identify high
Performance, Creative Problem Solving and Leading
performers and high potentials
Change. He uses coaching and team facilitation in his
• Incorporate learning agility into your succession
curriculums and skill-building workshops. Tim received
planning programs
his Bachelors in Business Administration from Virginia
• Cut your advanced leadership development costs and
Commonwealth University, and has completed
increase ROI through targeted development
Masters level work in Human Resource Development
through George Washington University.
4:00
Day Three Adjourns
• Human Resource Directors • Personnel Directors
Who Should
• Human Capital Specialists • Talent Officers
Attend? • Training and Development Specialists • Learning Officers
4 www.PerformanceInstitute.org/Workforce

5. Day 4
DEVELOP A BLUEPRINT FOR FILLING YOUR LEADERSHIP PIPELINE
Thursday, April 22, 2010
8:30
Registration and Continental Breakfast
About the
MODULE I
Performance Institute Learn How to Develop and Sustain an
Organization Climate that Supports
Called “the leading think tank in performance Workforce Excellence
measurement for government” on OMB’s • Discover the truth about employee satisfaction
ExpectMore.gov, The Performance Institute has been and productivity
a leader in Performance Management training and • Learn how to collect and use employee feedback to
policy since the 2000 administration transition. facilitate organizational change
As part of the Government Performance Coalition, • Retain key performers through engagement
a group of good government organizations, the best practices
Institute worked in 2000 to deliver recommendations
to the then new administration on what would
MODULE II
become the President’s Management Agenda.
Manage the New Workforce
In 2009, the Institute is leading Innovations in • Understand how generational issues impact the
Government: From Transition to Transformation, or new workforce
InnoGOV.org, a collection of forums, research and • Incorporate generational preferences into your
recommendations to bring insight and transformation Human Capital Plan
to the federal government. The goal of InnoGOV.org • Utilize non-traditional management techniques for a
is to centralize the importance of performance, non-traditional workforce
accountability and transparency in government
and to disseminate the leading best practices to MODULE III
government managers. Develop Effective Accountability Systems
• Learn about innovative recognition and
The Performance Institute has published several
incentive programs
research reports regarding performance management
• Examine the pros and cons of pay
initiatives and trains over 10,000 government
for performance
managers per year on performance-based topics.
• Identify effective components in performance
Dedicated to improving citizen services and taxpayer
appraisal systems
transparency, the Institute uses a best-practices
• Link individual performance to organizational goals
foundation to deliver the most effective and tested
methodologies for improving performance.
4:00
Day Four Adjourns
“The course was very timely for our organization. I will bring back
information for discussion and improvement in our processes”
– Jennifer Luttjohann
Deputy HR Officer, VA Health Revenue Center
ASMIweb.com/talent 5

6. Strategic Workforce Planning for Government
In-House Training & Customization
One of the more popular vehicles for accessing the Institute’s educational offerings is the delivery of on-site trainings
and management facilitations. Bringing a training or facilitation in-house gives you the opportunity to customize a
program that addresses your exact challenges and provides a more personal learning experience, while virtually
eliminating travel expenses. Whether you require training for your department or for an organization-wide initiative,
the advanced learning methods employed by The Performance Institute will create an intimate training atmosphere that
maximizes knowledge transfer to enhance the talent within your organization.
Customization:
We realize that not all obstacles can be overcome by applying an “off-the-shelf solution”. While many training
providers will offer you some variation of their standard training, The Performance Institute’s subject matter experts will
work with you and your team to examine your programs and determine your exact areas of need. The identification of
real life examples will create a learning atmosphere that resonates with participants while at the same time providing
immediate return on your training investment. Using interactive exercises that employ actual projects or scenarios
from your organization, instructors can address specific challenges and align the curriculum of each session to your
objectives. While the majority of on-site trainings are focused on smaller groups, The Performance Institute also has the
ability to accommodate organization-wide training initiatives. Utilizing multiple instructors, the Institute has the capacity
to deliver courses to groups of up to 300 participants per day.
Areas of Expertise:
On-site delivery of single courses, certification programs and entire packages of specialized courses are available in
the following areas:
• Strategic Planning • Performance-Based Contracting
• Performance Measurement • Performance Reporting
• Project Management • Program Evaluation
• Lean Six Sigma • Administrative Management
• Workforce Management • Leadership and Change
• Performance-Based Budgeting
For more information about in-house training and certification options, please contact Blake Zach at
877-992-9522 or Blake.Zach@PerformanceInstitute.org
Sponsorship Opportunities:
As a conference and training provider, The Performance Institute is an expert in bringing together leaders to share and discuss best
practices and innovations. We connect decision-makers with respected solutions providers.
The Institute offers four different pre-designed sponsorship packages:
• Event Co-Sponsor • Session Sponsor
• Luncheon Sponsor • Exhibit Booth Sponsor
For more information on sponsorships or to get started, contact Meredith Mason at 202-739-9707 or email her at
Meredith.Mason@PerformanceInstitute.org
6 www.PerformanceInstitute.org/Workforce

7. Strategic Workforce Planning for Government
Logistics & Tuition
Venue and Hotel: CPE Credits:
Strategic Workforce Planning for Government will be hosted Delivery Method: Group-live Program Level: Basic
at The Performance Institute’s Training Center in Arlington, Prerequisites: None Advanced Preparation: None
VA, just one block east of the Courthouse stop on the Orange CPE Credits: 6 per day
Line of the D.C. Metro. A public parking garage is located
The Performance Institute is registered with the National Association of State
inside of the building for $10/day. Continental breakfast and Boards of Accountancy (NASBA) as a sponsor of continuing professional education
refreshments will be provided for delegates on each day. on the National Registry of CPE Sponsors. State boards of accountancy have
final authority on the acceptance of individual courses for CPE credit. Complaints
The Performance Institute Conference Center regarding sponsors may be addressed to the National Registry of CPE Sponsors,
150 Fourth Avenue North, Nashville, TN 37219-2417. Website: www.nasba.org.
1515 N. Courthouse Rd., Suite 600
Arlington, VA 22201
Human Resource Certification Institute: HRCIs: 20
877-992-9521
The Performance Institute is registered with HR Certification Institute, Society
for Human Resource Management as a sponsor of continuing professional
A limited number of rooms have been reserved at the Arlington
education, both PHR and SPHR designations. For more information about
Rosslyn Courtyard by Marriott at the prevailing rate of certification or recertification for human resources professionals, please visit the
$233.00 until March 21, 2010. This rate is based on the HRCI homepage at www.hrci.org.
Government Per Diem and is subject to change. Please call
the hotel directly and reference code “Strategic Workforce Quality Assurance:
Planning for Government” when making reservations to get The Performance Institute strives to provide you with the most productive and
the discounted rate. The hotel is conveniently located three blocks effective educational experience possible. If after completing the course you feel
from the Rosslyn Metro station. Please ask the hotel about a there is some way we can improve, please write your comments on the evaluation
form provided upon your arrival. Should you feel dissatisfied with your learning
complimentary shuttle that is also available for your convenience.
experience and wish to request a credit or refund, please submit it in writing no
later than 10 business days after the end of the training to:
Arlington Rosslyn Courtyard by Marriott
1533 Clarendon Blvd. The Performance Institute: Quality Assurance
805 15th Street, NW, 3rd Floor
Arlington, VA 22209
Washington, DC 20005
Phone: 703-528-2222 / 1-800-321-2211
www.courtyardarlingtonrosslyn.com Note: As speakers are confirmed six months before the event, some speaker
changes or topic changes may occur in the program. The Performance Institute
is not responsible for speaker changes, but will work to ensure a comparable
speaker is located to participate in the program.
Tuition & Group Discounts:
If for any reason The Performance Institute decides to cancel this conference, The
The tuition rate for attending Strategic Workforce Planning for Performance Institute accepts no responsibility for covering airfare, hotel or other costs
Government is as follows: incurred by registrants, including delegates, sponsors and guests.
Offerings Early Bird Regular Rate Discounts:
Entire Week $1899* $1999
• All ‘Early Bird’ Discounts must require payment at time of registration
Single Day $799 $799 and before the cut-off date in order to receive any discount.
• Any discounts offered whether by The Performance Institute (including team
* For the Early Bird rate, register before: March 14, 2010. discounts) must also require payment at the time of registration.
• All discount offers cannot be combined with any other offer.
For more information on group discounts for • Discounts cannot be applied retroactively
Strategic Workforce Planning for Government contact:
Payment must be secured prior to the conference. If payment is not received by
Melvin Hall at 202-739-9630 or email him at the conference start date, a method of payment must be presented at the time of
Melvin.Hall@PerformanceInstitute.org registration in order to guarantee your participation at the event.
www.PerformanceInstitute.org/Workforce 7

8. Strategic Workforce Planning for Government
Registration Form
Call Fax this Form to Visit
877-992-9521 866-234-0680 www.PerformanceInstitute.org/Workforce
Registration Form
Yes! Register me for Strategic Workforce Planning for Government
Register me for the following course(s) only:
Day 1: Create an Effective Human Capital Plan Day 2: Build a System to Support Workforce Excellence
Day 3: Manage Workforce Performance to Drive Results Day 4: Develop a Blueprint for Filling Your Leadership Pipeline
Please call me. I am interested in a special group discount for my team
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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.
I have read and accepted the Cancellation Policy above.
ACKNOWLEDGED AND AGREED
By: ______________________________________________________________________________________________ Date: _______________________________________
Priority Code: W237-WEB