8:00 a.m.
Continental Breakfast & Networking

8:30 a.m.

Chairperson's Opening Of Day Two & Presentation:
Strategic Human Capital Planning In Government – Lessons Learned

• Done correctly, it's an effective way of building the high profile and alignment on HC activities that are essential for high performance
• It's required

This session will share with you lessons learned from over two decades of involvement in federal agency strategic planning – in making plans living documents and genuine enablers of strategic thought, not just perfunctory reports that sit on shelves. In addition, key elements of OPM’s HC Assessment and Accountability Framework (HCAAF) -- coverage of which meets regulatory requirements and ensures comprehensive coverage of HC management best practices -- will also be discussed.

• Governance for HC management and strategic HC planning
• Typical decision making steps for strategic HC planning
• Applying HCAAF – in plan formulation and implementation
• Making strategic thought genuinely strategic
• Maximizing the probability of follow through

Christopher N. Sonnesyn, Senior Consultant
WATSON WYATT WORLDWIDE

9:40 a.m.

How To Effectively Recruit And Place New Hires To Ensure A High-Performing Workforce

The Social Security Administration (SSA) has been challenged with an ever increasing workload and limited resources. Therefore, it is imperative that every hire is a good fit to help SSA continue to meet its mission.

• Developing a nationwide recruitment program to attract the best candidates
• Analyzing the necessary skills and competencies for mission critical and leadership positions
• Revitalizing interviewing and placement techniques.

Laura Brown, National Recruitment Specialist
U.S. SOCIAL SECURITY ADMINISTRATION

10:35 a.m.

Morning Refreshment & Networking Break

11:05 a.m.

How To Implement A Strategic Transformation Of Your Human Capital Management Initiatives

Kentucky's Personnel Cabinet is moving from a "transaction" house to a "strategic" house. In under a year, this agency has made significant strides in the areas of employee communication and work-life effectiveness, organizational effectiveness, customer service experiences, research and best practice options, wellness and employee reward and recognition programs. How were they able to accomplish so much in such a short amount of time? The answer is strategic transformation!

• Strategies to help you become an employer of choice
• How government can look and act more like “one employer,” creating a learning and development culture
• How to create greater value for your customers

In addition, you will also hear about the Cabinet’s Center for Strategic Innovation and its view of the Personnel Cabinet of the Future and learn how you can apply the Cabinet's experiences to your own agency.

Nikki Jackson, Personnel Cabinet Secretary
COMMONWEALTH OF KENTUCKY

Join a group of your colleagues for lunch with an informal discussion facilitated by one of our expert speakers. Take this opportunity to join others in a small, interactive group setting to network and brainstorm solutions to your most pressing human capital management concerns.

1:30 p.m.

Group Exercise: Brainstorm Solutions And New Ideas You Can Use

You asked for it, you got it! Interact and discuss solutions to your human capital management challenges with your fellow attendees and our experienced speakers. You will leave with new tools and hands-on experience and ideas for more successfully applying best practices to your own initiatives.

2:10 p.m.

Developing An Appraisal System That Aligns Employee Performance To Your Agency's Mission And Goals

The mission of the U.S. Department of Homeland Security (DHS) is to lead the unified national effort to secure America; prevent and deter terrorist attacks and protect against and respond to threats and hazards to the nation; ensure safe and secure borders; welcome lawful immigrants and visitors; and promote the free-flow of commerce. The DHS Performance Management Program plays an integral part in the Department's strategy to create a culture of performance by supporting employee performance and career development.

The main elements of the Program are designed to align individual performance goals with the Departmental strategic priorities, to ensure the workforce is prepared to meet DHS mission requirements and help each employee execute a plan to further their professional development.

• Develop a results-oriented and competency-based system
• Achieve meaningful distinctions in performance levels
• Enable substantive employee involvement

Shawn Flinn, Director, Human Capital Policy and Programs
U.S. DEPARTMENT OF HOMELAND SECURITY

3:20 p.m.

How To Plan And Implement An Effective Workforce Planning Strategy Using A Seven-Step Framework

• Defining your organization's strategic direction
• Scanning the internal and external environments
• Modeling the current workforce
• Assessing future workforce needs and projecting future workforce supply
• Identifying gaps and developing gap-closing strategies
• Implementing gap-closing strategies
• Evaluating the effectiveness of gap-closing strategies and revising strategies as needed

Finally, you will take learn about the challenges, success factors and lessons learned from the Maryland State Highway Administration, the U. S. Department of Transportation, as well as new data on workforce planning activity by municipal governments.

Dr. Ann Cotten, Director
SCHAEFER CENTER FOR PUBLIC POLICY, UNIVERSITY OF BALTIMORE

4:15 p.m.
Chairperson's Recap:
Key Takeaways And What To Do When You Get Back To The Office

We'll recap the highlights of the past two days and ask you to share key insights and next steps with the group.

Christopher N. Sonnesyn, Senior Consultant
WATSON WYATT WORLDWIDE