8:00 a.m.
Registration & Continental Breakfast

8:30 a.m.

Chairperson's Welcome, Opening Remarks And Presentation:  
How To Effectively Use Workforce Planning Tools And Employee Engagement Strategies To Sustain Your Workforce In Times Of Organizational Turbulence

Budget cuts are looming, pay and hiring freezes are in effect for many agencies, and the President and the U.S. Congress are looking for ways to make government more efficient. How can human capital professionals continue to recruit and retain top talent in the face of these challenges? This session will examine lessons learned from the last two decades regarding the effective use of workforce planning tools and employee engagement strategies to sustain a high-quality/high-performing workforce in times of major organizational turbulence. You will also learn about the relative effectiveness of various workforce shaping tools and transition/retraining programs to minimize that turbulence, as well as change management strategies that can help your employees understand and accept these initiatives…and continue to perform.

• The importance of workforce planning in handling restructuring and retrenchment
• How to best use workforce planning tools to mitigate the ‘stresses’ of resizing, reorganizing, etc.
• Engagement strategies that help employees accept the changes to come… and begin to alleviate fear
• How to leverage workforce shaping tools and transition programs to re-tool for new missions
• Succession planning tactics to ensure leadership and technical continuity

Ron Sanders, Senior Executive Advisor
BOOZ ALLEN HAMILTON
Conference Chairperson

9:30 a.m.

Break-Out Blitz!
Network And Discuss Talent Management Challenges With Your Fellow Conference Attendees

This session will open the conversation by connecting you with other conference participants and gain greater understanding into many similar issues, concerns, and challenges that your peers are also facing. Become acquainted with your fellow conference attendees in this fun and fast-paced forum!

10:20 a.m.

Integrating Cultural Transformation With Your Strategic Talent Management Initiatives For Substantial Results

Implementing talent management solutions can be complex and multi-faceted. In order to see a transformation, organizations must integrate the various components of the talent management life cycle and integrate them into a change management framework. The Veteran's Employment and Training Services (VETS) Division, within the Department of Labor, undertook a major talent management initiative in May 2010. The goal was to ensure that veterans had the resources and expertise to assist and prepare them to obtain meaningful careers, maximize their employment opportunities, and protect their employment rights. One of the major initiatives to ensure mission success was investing in people. By focusing on changing the culture, and applying an integrated talent management framework to all of the people initiatives – on-boarding, recruiting, professional development, leadership development, etc. – VETS was able to create substantial results.

• Develop an integrated talent management strategy
• Integrate your talent management strategies into a culture transformation framework
• Leverage cultural changes as a means to achieving your talent management results

Rachel J.C. Bellamy, Chief People Officer, Veteran's Employment and Training Services
U.S. DEPARTMENT OF LABOR

11:10 a.m.

The “Flexible Workplace Initiative” — How Implementing A Telework Program Can Cut Costs And Improve Productivity In Your Organization

To reduce the need for real estate, increase productivity, and retain key employees, a major component of the U.S. Department of Homeland Security (DHS) has been allowing employees at a major Service Center in the field and a Headquarter organization to telework four days a week. Employees share cubicles when they are in the office and use government furnished equipment at home. Another organization within DHS has eliminated 50% of their office space and everyone, including the Office Director, shares their workspace with others.

This new "Flexible Workplace Initiative" will become the model for future administrative offices in DHS, resulting in extensive cost savings by reducing real estate, as well as better continuity of operations.

• Extensive cost savings
• Reduced real estate expenses and management time
• Improved continuity of operations
• Increased productivity of employees

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

12:00 p.m.
Lunch On Your Own -- But Not Alone!

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 talent management concerns.

1:30 p.m.

Avoid Being The "Starter Employer" – Insider Guidance On How To Retain Veterans After You've Hired Them

Are you experiencing a higher-than-expected turnover of your veteran employees? Are you losing on your recruiting investment because the veterans are leaving after 18-24 months on the job? This interactive panel discussion will provide insider advice on how to become more than a "starter employer."

• Creating a welcoming environment for transitioning military, including helping them navigate the organization and network with other veteran-employees
• Fostering a positive work environment where both veterans and managers understand the importance of valuing, appreciating, hiring, and retaining a workforce comprised of significant numbers of veterans.
• Improving employee satisfaction by improving communication and helping veterans "visualize a career" and not just a job

Moderator:
Lisa Rosser, Military Recruiting Expert
THE VALUE OF A VETERAN

Panelists:
Ernie Beltz, Veteran Employment Program Manager
U.S. DEPARTMENT OF THE TREASURY

Len Clark, Veteran Employment Program Manager
U.S. DEPARTMENT OF HEALTH & HUMAN SERVICES

2:20 p.m.

Succession Planning On Pennies: How To Be More Efficient And Cost-Effective With Your Workforce Management Activities

In 2004, the California Health and Human Services (CHHS) agency began succession planning and workforce management activities. With 37 percent of their middle and senior managers 55 years of age or older, CHHS had concerns that without focused action to build the management bench, it would be left without core institutional knowledge and risk losing vital information and historical context. Limited in the amount of available resources at the time, CHHS was left to develop its own succession planning and management program without the benefit of lessons learned or best practices from others before them.

All succession planning and workforce management activities were completed with existing funds as there was no additional funding available. The results are ongoing and show that the strategies in place have addressed the "brain drain" in key areas within the organization, as well as developed supervisors and middle managers for future executive roles.

In this session, you’ll explore ways to be more efficient and cost-effective with your own workforce management activities, including how to:

• Develop an overarching vision that includes core values and competencies for organizational sub-units and departments within your organization
• Coordinate succession planning efforts across multiple departments
• Inform and shape policies that extend beyond your organization
• Maximize the use of existing resources and information technology to address workforce planning gaps
• Effectively communicate to senior management across the diverse organization

Lorna Fong, Former Assistant Secretary
CALIFORNIA HEALTH AND HUMAN SERVICES AGENCY

3:20 p.m.

How To Develop An Effective Workforce Plan That Compliments Your Agency's Overall Strategic Plan

Many government agencies are now realizing what private industry has known for some time - the need for a Human Capital Strategic Plan (HCSP).  Even though government agencies are not necessarily tied to a bottom line like private industry, the need for a plan is just as important.  In the present environment, government agencies must ensure that they're maximizing their human capital and retaining the necessary workforce.  Developing a plan that is usable and aligns with your organization's overall strategic plan is a necessary first step.  
 
This enlightening session will provide you with a working process on how to develop a human capital plan that supports the mission of your organization and utilizes the Human Capital Assessment Framework from the U.S. Office of Personnel Management (OPM).  By creating valuable roadmaps and utilizing best practices for designing your plan, your HCSP will allow you to plan for the future based on capabilities, and identify the strengths and weaknesses in your talent pool.   
 
Pamela L. Spearow, Director, Civilian Personnel Programs
NAVAL FACILITIES ENGINEERING COMMAND HQ

4:10 p.m.

How To Expand Your Succession Planning Toolbox And Create A Workforce With Increased Skill And Competency

The Department of Defense (DoD) is developing a robust set of tools for Executive Leadership Development, Talent Management and Competency Alignment. While originally started as three disparate efforts, the DoD has sought to align these processes in a comprehensive Total Force strategy for their 800,000 career civil servants in the 21st century.

Benchmark best practices with this leading agency as you learn strategies and tactics to help you successfully transform your own organization’s human capital operations. In particular, this presentation will cover:

• An overview of the tools and programs
• How to remove the barriers that may keep you from creating an effective program
• Lessons learned from the DoD Inaugural Talent Management process
• How to develop and retain talent in a constrained fiscal environment
• What managers need to know to effectively manage their talent base

Pat Tamburrino, Jr., Deputy Assistant Secretary of Defense & Chief Human Capital Officer
U.S. DEPARTMENT OF DEFENSE – OFFICE OF CIVILIAN PERSONNEL POLICY

5:00 p.m.

End Of Day One

5:15 p.m.

Networking Reception: Please Join Us!

We invite you to join us for a drink as you relax with your peers. All conference attendees and speakers are welcome to join us for this special opportunity to continue networking. Don't miss this chance to benchmark new ideas over complimentary drinks!

Sign up during the day for dinner with a group. Take advantage of Washington, DC’s fine dining while you continue to network with your colleagues.