1. February 2011
Portland, Oregon
the science of hr: and analysis academy
workforce competency assessment

2. February 2011
Portland, Oregon
overview
The workforce is changing. The need for talent to meet organizational goals is becoming more challenging than ever in a
global arena. Private and public sectors are faced with major concerns as the most knowledgeable people are retiring and
exiting the workforce. The Bureau of Labor and Statistics reports that the younger generation holds an average of fourteen
careers throughout a lifetime, opposed to the traditional average of three. Compounded with the reality that the education
system is producing ill-equipped graduates who are unable to perform adequate reading, writing and arithmetic functions,
businesses are now having to rethink the recruitment, development and retention strategies to not only meet the demands of
today, but tomorrow as well.
The Science of HR: Workforce Competency Assessment and Analysis Academy is designed for human resource (HR) and
organizational development (OD) professionals. This five day event (four days in class and one-day certification process) will
offer some of the most innovative tools, strategies and best practices utilized in both private and public organizations. This
academy focuses on equipping professionals to develop sound approaches to align talent and mission by ensuring that the
right people are in the right place at the right time. Benefits of the conference include:
• Understand the need for workforce planning in a shrinking talent and labor market.
• Align the organization’s strategic goals with a well-designed workforce.
• Approach competencies from a new perspective.
• Build a Talent Pyramid™
• Build and maintain a competency dictionary.
• Create competency profiles, maps and career lattices.
• Identify mission critical and core competencies to develop competitive advantage.
• Identify Communities of Practice (COP)
• Identify Key Performance Indicators (KPIs) and Critical to Quality (CTQ) factors for each role/position.
• Develop customized measures and metrics that meet your specific needs.
• Take home tools that can be put to use immediately.
Don’t miss this opportunity to acquire these tools and techniques that are differentiating organizations as an employer of
choice while allowing them to leverage their potential in an ever-changing global marketplace.
Outstanding Takeaways
Comprehensive reference guides and the latest “must have” workforce planning tools.

3. February 2011
Portland, Oregon
framework
The Science of HR: Workforce Competency Assessment and Analysis Academy helps businesses build a solid foundation
around competencies. The framework equips human resource professionals, organizational developers and managers with
one of the most advanced competency models in an easy to understand step-by-step process that uses a hands on ap-
proach. The major components of the academy’s framework are:
Talent Pyramids™. The Talent Pyramid™ is the core component of the com-
petency model framework. This tool organizes competencies into four (4)
categories: universal, foundational, tactical, and strategic. Each of these ar-
eas help determine which competencies are unique to the industry, organiza-
tion and position/role within the business. This powerful tool provides a visual
way for employees to see what competencies comprise their position and
show where they are at in their development process. In addition, Talent
Pyramids™ can be used to create career lattices and succession plans.
Competency Profiles. Competency profiles compliment Talent Pyramids™
by providing additional information that showcases what competencies are
mission critical, which are core and what level of proficiency is required for
each competency. This tool can then guide in the selection and hiring proc-
ess along with talent development within the existing workforce.
Critical to Quality (CTQ) and Key Performance Indicators (KPI’s). The
process that generates Talent Pyramids™ focuses on analyzing business
processes and identifying the
Critical to Quality (CTQ) factors
and Key Performance Indicators Advancement and Succession
(KPI’s). Planning Evaluation Tool
Verification and Validation. Information is then compiled, verified and validated
before being finalized.
Level of Impact Score. One of the unique features of this competency model is
the ability to quantify the level of impact each position has on mission accom-
plishment. This has many uses in workforce planning. For example, it will show
which positions are most critical to success and are at most risk when doing
succession planning. This helps avoid overlooking critical roles, such as key
technical position for example. The scoring system also enables teams to make
informed and unbiased decisions in developing talent pools and selecting the right talent for grooming and advancement.
This academy will also provide attendees with a set of innovative tools helps HR / OD professionals organize and analyze
workforce information easily. Knowing how to identify and document competencies is critical to supporting business man-
agement programs, to include strategic planning for the business, recruiting, selection and hiring, talent development and
succession planning.
Strategic
Competencies serve as a foundation for strategic workforce planning. After all, how
can we have the right people in the right place at the right time if we don’t even know
what we have or need?

4. The Science of HR: Workforce Competency Assessment and Analysis Academy
Day One: February 1st
8:00! ! Registration and Breakfast
8:30! ! Keynote Address - The New Reality: using Competency-Based Workforce Planning to Achieve
Competitive Advantage
9:00! ! Strategic Alignment Between Competencies and Mission
• Workforce Planning: A Key Component to Mission Accomplishment - See how a well-crafted mission
statement can enable your organization to develop competitive advantage in an ever-changing market
place.
• What is a Competency? - Find out what makes a competency-based approach different, and why it is
superior to other approaches.
12:00! ! Networking Luncheon
1:00! ! Strategic Alignment Between Competencies and Mission (Continued)
• Understanding Levels of Competence - Learn easy to understand, effective ways to classify levels of pro-
ficiency. Learn how this ties into job performance, mission accomplishment, talent management, and
workforce planning.
• Understanding the Competency Management System - Get the big picture view. See how competen-
cies become the bedrock for all other workforce planning activities to include recruiting, talent develop-
ment, succession planning, and more.
• Unearthing Competencies and Desired Personal Traits - Learn how to unearth those competencies and
personal traits that are critical to your organization’s success.
4:30! ! Adjourn
Powerful
Innovative solutions that are geared toward meeting the demands of today and
tomorrow.

5. The Science of HR: Workforce Competency Assessment and Analysis Academy
Day Two: February 2nd
8:00" " Building Competency Dictionaries and Talent Pyramids™, and Competency Profiles
• Creating a Competency Dictionary - Explore how to compile your unearthed competencies into an easy
to use dictionary.
• Constructing a Talent Pyramid™- Construct a Talent Pyramid™, a visual tool that showcases the founda-
tional, universal, tactical and strategic competencies for a position.
• Verification and Validation of Talent Pyramids™ - Verify and validate information gathered to construct
Talent Pyramids™ to ensure that the competencies identified fully and accurately represent the position.
• Identifying Core and Mission Critical Competencies - Learn how to identify those competencies that set
your organization apart and are critical to ensuring that the organization can continue to function.
• Creating a Talent Profile™ - Generate a talent profile that contains detailed information about the compe-
tencies and level of proficiencies required for the position to function at a high level.
12:00! ! Networking Luncheon
1:00! ! Measuring the Value of our Workforce, and Associated Risk Factors
• Measuring the Value of Your Human Capital - Learn how to measure in a specific, quantifiable way the
value specific competencies and roles have to your organization.
• Quantifying Your Risk Exposure - Identify what competencies are in danger of being lost out of your or-
ganization, to include those that might rapidly disappear and/or will be difficult to recover.
4:30! ! Adjourn
Impact
Recruit, develop and retain talent that will ensure a sustainable organization and
make you an “employer of choice.”

6. The Science of HR: Workforce Competency Assessment and Analysis Academy
Day Three: February 8th
8:00! ! Measuring Performance Results
• Identifying Critical to Quality (CTQ) Factors - See the impact competencies have on the quality of specific
services or products your organization provides.
• Defining Key Performance Indicators (KPI’s) - Design custom measures that measure those attributes of
one’s products and/or services that are critical to the quality, and that also serve as direct indicators of lev-
els of competence.
10:00! ! A Broader View: Communities of Practice
• Organizing Roles into Communities of Practice (COP) - See the the combined effect that competencies
coming from different roles have on a Community of Practice.
• Diamonds in the Rough: Discovering Your Most Valuable and Key Competencies - Distill out what com-
petencies are the most meaningful and valuable to your organization.
12:00! ! Networking Luncheon
1:00! ! A Broader View: Communities of Practice (Continued)
• Quantifying the Value of Your Human Capital - Chart the value of your human capital over time. See the
effects that retirements, attrition, growth, etc. are having on your organization. The tools in this section are
provide clear, easy-to-understand information that is invaluable for executives, stakeholders and others
responsible for making business decisions. This includes easy-to-understand measures that quantify the
level of impact and risk of loss in roles that the organization depends on so that better informed decisions
can be made.
• Human Capital Balance Sheet™ - Learn how to work with this powerful tool to capture and display the
value of your human capital.
3:00! ! Managing Careers from a Competency Management Perspective
• Creating Talent Profiles™ for a Community of Practice - Generate Talent Profiles™ for a Community of
Practice (COP) to aid in selection and hiring, talent development and succession planning.
• Creating Competency Maps - Establish the building blocks needed to show competency interdependency
and to develop competitive strength.
4:30! ! Adjourn
Progressive
Walk away with the most innovative and proactive solutions to workforce planning that
you simply cannot find anywhere else.

7. The Science of HR: Workforce Competency Assessment and Analysis Academy
Day Four: February 9th
8:00! ! Managing Careers from a Competency Management Perspective (Continued)
• Creating a Career Progression Matrix - Develop career lattices that reveal potentially unseen opportunities
for broadening and growing employees’ careers, and that greatly aid the development of individual devel-
opment plans.
9:00! ! Performing a Comprehensive Analysis
• Performing Comprehensive Analyses for Various Types of Organizational Roles - Explore how the com-
petency framework, methodologies, processes and toolkits interact with one another. Understand how the
information and tools provided in this academy provides practitioners with advanced understanding and
insight into their organization. See how competencies serve as the foundation for all human resource
management and organizational development programs.
12:00! ! Networking Luncheon
1:00! ! Performing a Comprehensive Analysis (Continued)
• Applying Best Practices - Learn what the best practices experts use to conduct and effective and com-
prehensive analysis of competencies across an organization.
3:00! ! Academy Review and Q&A Session
• Strategic Alignment Between Competencies and Mission
• Building Competency Dictionaries and Talent Pyramids™
• Measuring Value, Risk and Performance
• Organizing Talent Pyramids™ Into Communities of Practice
• Managing Careers from a Competency Management Perspective
• Performing a Comprehensive Analysis
• Q&A Session
4:30! ! Next Steps: Certification Examination and Practicum
4:30! ! Adjourn
Success
Equip your organization for success with the most sophisticated and comprehensive
foundational workforce planning tools.

8. The Science of HR: Workforce Competency Assessment and Analysis Academy
Day Five CERTIFICATION PROCESS
8:00! ! Certification Examination & Practicum
• Certified Workforce Competency Developer Examination - Demonstrate your understanding of the acad-
emy framework, methodologies, tools and best practices by applying them to a real world situation
through a step-by-step process.
• Silver or Gold Certification - Select what level of certification you wish to pursue as a Competency Devel-
oper. Silver certification involves completion of the academy and examination process. Gold certification
involves completion of the academy, examination process and demonstrated application process of apply-
ing the tools and information gained in the academy to address real world scenarios. Gold level certifica-
tion will not only help cement concepts you have seen presented in this academy, but provide you with
access to the experts who can help guide you as those real-world stick situations arise.
12:00! ! Networking Luncheon
1:00! ! Certification Examination & Practicum (Continued)
• Certified Workforce Competency Developer Practicum
4:00! ! Certification Award
• Award of Certified Workforce Competency Developer Certificate
4:30! ! Adjourn
Certification
Acquire the competencies and tools to set you and your organization apart from the
competition.

9. The Science of HR: Workforce Competency Assessment and Analysis Academy
Tools & Takeaways
Conference attendees will be equipped with comprehensive advanced competency tools to help organizations develop com-
prehensive workforce planning strategies.
ACADEMY NOTEBOOK
The following contents are included in the course notebook attendees will each receive:
• Copies of the conference slides and presentation materials
• Results from group exercises
• Whitepapers
• Academy Tools (see contents below)
ACADEMY TOOLS
The following tools will be provided to attendees will each receive:
•Starter Competency Dictionary™
•Talent Pyramid Template™
•Talent Pyramid Evaluation Tool™
•Talent Profile Toolkit™ (includes competency profile and career progression lattice templates)
•Talent Validation and Verification Toolkit™
•Human Capital Asset Evaluation Tool™
Results Driven
The tools gained at the conference are modeled after best practices progressive or-
ganizations are using to attract and retain talent.

10. Featured Speakers
Roger Parish, PMP Kate Wildrick, SPHR
Roger is the author of three books, has devel- With 10 years experience as a specialist in hu-
oped multiple training courses, has published man capital development, Kate has held strategic
multiple articles and papers, and is a frequent positions in a variety of small and large company
speaker to professional organizations and confer- environments. As a Gen X’er, she began con-
ences nationwide. ducting generational research more than four
years ago.
An expert in workforce planning, Roger has also
Now as an HR consultant, her work on genera-
developed best practices, processes, method- tional trends has been presented to audiences at
ologies and tools that enable organizations to ef-
sold-out seminars and workshops across the
fectively and efficiently manage their portfolios, country. She has presented at the National
programs, and projects.
SHRM Diversity Conference in October 2007 and
will be presenting at the Northwest Human Re-
He has 30 years of experience in organization
sources Management Association (NHRMA) in
development, strategic planning, portfolio man- September 2008.
agement, and information systems, project and
program management. He can be reached at Kate has published multiple articles on HR issues
rparish@scgsolutions.biz.
in IPMA-HR News. She can be reached at
katewildrick@yahoo.com.
Sponsored by
The talent management specialists. For more information about the conference please visit
www.workforeplanningsolutions.com.

11. Logistics & Registration
Hosted By: Meals and Refreshments:
Spectrum Consulting Group, LLC Hot beverages will be provided each morning. Lunch will
16318 S.W. Wright Street be catered at the conference facility and is included as
Beaverton, OR 97007 part of the conference.
503.780.4758
www.scgsolutions.biz Maps:
The sponsors have prepared maps showing how to get
In Association With: to the hotel from either the Portland airport, as well as
how to get to the conference facility. These maps are will
be sent to registered attendees.
Continuing Education Credits:
Career Management Solutions Conference attendees are eligible for 33 PHR, SPHR
www.orcms.com
and/or GPHR credits through HRCI. The use of the HRCI
pre approval seal is not an endorsement by HRCI of the
quality of this program. It means that this program has
met HRCI’s criteria to be pre-approved for recertification
credit.
Xtreme Defense Americas, Inc.
www.xdamericas.com Spectrum Consulting Group, LLC is registered with Hu-
man Resources Certification Institute as a sponsor for
Venue:
continuing professional eduction for PHR, SPHR and
GPHR certifications. For more information about certifi-
The Science of HR: Workforce Competency Assessment
cation or recertification for human resource profession-
and Analysis Academy will be held at: als, please visit www.hrci.org.
Portland State Business Accelerator
2822 SW Corbett Avenue
Portland, Oregon 97201
Complimentary parking is available adjacent to the build-
ing.
Tuition and Group Discounts:
The tuition for attending the five-day The Science of HR:
Workforce Competency Assessment and Analysis Acad-
emy is $1,500.
Discounts for three attendees or more from the same
organization are available. For more information, please
call 503.780.4758 or email rparish@scgsolutions.biz.

12. Logistics & Registration
Cancellation and Quality Assurance: Payment Information:
Spectrum Consulting Group, LLC strives to provide you
with the most productive and effective educational expe- ___Training Form / Purchase Order
rience possible. ___Check (Make payable to Spectrum Consulting Group,
LLC)
If after completing the course you feel that there is some ___Credit Card
way we can improve, please write your comments on the
evaluation form provided at the end of the conference.
Should you feel dissatisfied with your learning experience __________________________________________________
and wish to request a credit or refund, please submit Credit Card Number
your request in writing no later than 10 business days
after the end of the conference and mail it to Spectrum ___________________________________________________
Consulting Group, LLC, 16318 SW Wright St., Beaverton, Expiration Date! ! CVC Code on Back of Card
OR 97007.
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A $150 service fee will be charged on cancellations re- Name on Card
ceived less than three (3) weeks from the date of the
conference. A credit memo for that amount will be is-
sues, which can be used for future Spectrum Consulting
Group, LLC conferences and events. Special Requests or Accommodations:
Registration: Please indicate if you have any special requests (such as
dietary restrictions) or need any special accommoda-
Online: www.workforceplanningsolutions.com tions.
or:
Phone: 503.780.4758 ___________________________________________________
Fax: 503.642.5165 (call first then fax this form)
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