8:00 a.m.
Continental Breakfast & Networking

8:30 a.m.
Chairperson's Opening Of Day Two

Ron Sanders, Senior Executive Advisor
BOOZ ALLEN HAMILTON

8:40 a.m.

From Exhausted To Effective: The Value Of Thinking Differently To Drive Engagement And Productivity

In this energizing session, you will hear about an innovative, research-based approach designed to increase employee engagement by building and exercising 21st century leadership competencies. Managers still play an important and vital role on employee performance and retention. Now, see how a long list of possible managerial activities and competencies was reduced to the “vital few accelerators” that have the most impact on improving both employee engagement and leadership effectiveness. This approach ensures that managers remember fundamental activities that create positive energy by recognizing and appreciating what is working (success), which produces greater engagement and momentum for change; ultimately achieving “breakthrough” increases in organizational results.

Specifically, you will learn:

• The “vital few accelerators” that drive outcomes of employee engagement and leadership effectiveness
• How to apply the “vital few accelerators” on-the-job
• The value of using an appreciative inquiry based approach to leadership

Jim Trinka, Ph.D., Director, Air Traffic Organization Training & Development
FEDERAL AVIATION ADMINISTRATION

9:30 a.m.

Onboarding And Mentorship Program Essentials:
How To Achieve Employee Engagement From Day One

In today’s fast-paced environment, it is critical that government agencies engage new employees from day one and ensure opportunities exist for them to learn, grow, and develop throughout their careers.  Nowhere are these concerns more pronounced than in the U.S. Department of Defense (DoD) where organizations not only have to attract employees in a highly competitive labor market, but ensure that newcomers are quickly assimilated into their new roles.  In this dynamic environment, it is critical that organizations have a systematic way for welcoming and onboarding new hires and forging mentorship relationships that allow new employees to learn quickly from more seasoned co-workers.

The Deputy Under Secretary of the Air Force for International Affairs (SAF/IA) is the Air Force leader for policy, activities, and interactions that promote and support international relationships, interoperable capabilities, and sustained engagement with partners across the globe in support of National Security objectives. SAF/IA partnered with Wedgewood Group to establish a multi-step approach to new employee orientation and engagement. The formalized SAF/IA Welcome and Sponsorship Program, coupled with the SAF/IA Mentorship Program, provides the key elements necessary to ensure that positive first impressions are not just made, but that they continue through the critical first few weeks and months in the new organization and into the future.

• Outline the critical components of an impressionable welcome and sponsorship program and identify gaps within your organization’s efforts
• Establish an effective mentorship program with a successful implementation plan
• Identify the key roles your organization’s leadership play in developing and executing valuable onboarding and mentoring programs
• Use a five-step process to assemble, focus, and direct your team to achieving onboarding and mentorship program success

Gordon-Michael Cox, Chief of Human Capital Development Branch
SECRETARY OF THE AIR FORCE FOR INTERNATIONAL AFFAIRS (SAF/IA)

Dr. Patrick Leddin, PMP, Managing Director
WEDGEWOOD GROUP

10:20 a.m.

Morning Refreshment & Networking Break

10:40 a.m.

OPM Hiring Reform: Insider Guidance And How It Relates To You

The Office of Personnel Management developed the framework for what led to a Presidential edict on hiring reform initiatives. And then, in a matter of six months, and while many thought it was impossible, delivered policies for hiring reform to Federal agencies and to potential applicants seeking careers with the Federal government.

The President’s “Improving the Federal Recruitment and Hiring Process” Memorandum in May 2010 required agencies to develop and incorporate new hiring process and procedures.  It also demanded that they modify the old ways of doing business and change well-entrenched mindsets on how hiring should be carried out so that the Federal government could effectively compete for the most qualified talent in a very competitive labor market.

• President's Memorandum
• How OPM is assisting agencies in meeting this mandate
• Results to date
• What's next - USAJBS3.0, Assess, Recruit, Pathways

Angela Bailey, Associate Director of Employee Services
U.S. OFFICE OF PERSONNEL MANAGEMENT

11:30 a.m.

Diversity And Inclusion: Getting Beyond The Buzz

Fortunately by now, most human capital professionals have heard the words "diversity and inclusion" in the workplace. You’ve seen the phrase in your employment policies, on your agency’s website, on your recruitment materials and perhaps, even listed in your core values. Yet many human capital professionals and diversity practitioners face significant challenges in communicating the value of diversity and inclusion to their organization and implementing real change. For some, the challenge is that diversity and inclusion are so common place, they have become buzzwords within their organization. For others, the challenge is talking about diversity and inclusion in a way that doesn't conjure up potentially negative connotations of "politically correct" topics around race and gender. And for many, the challenge is that their organization fails to see the essential link between diversity and their everyday work.  What are the solutions to overcoming these challenges?

• The evolution of diversity and inclusion from the civil rights era to today
• How to build a strong business case for diversity by linking diversity to your mission, workforce, and customers
• The importance of developing strategies for managing diversity beyond just looking at the numbers
• Common sense approaches for creating a diverse and inclusive environment that you can implement immediately

Elaine P. Ho, Diversity and Inclusion Director
INTERNAL REVENUE SERVICE

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.

1:50 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 talent 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 talent management initiatives.

2:35 p.m.

Afternoon Refreshment & Networking Break

2:45 p.m.

Using Performance Management Systems And Principles To Effect Change And Meet Your Talent Management Goals

Each year, Federal agencies have the opportunity to use the Employee Viewpoint Survey and the Human Capital Assessment and Accountability Framework (HCAAF) to gauge their progress in achieving talent management goals.  In this session, you will see how the application of basic performance management and change management principles transformed the United States African Development Foundation’s (USADF) core business processes and personnel performance levels to achieve double-digit improvements in all four HCAAF indices, and achieved major operational improvements of lower overhead and shorter business processes cycle times. Together, these changes have dramatically improved this small agency’s mission impact and effectiveness.

The principles that USADF found effective are directly transferable to both large and small organizational units. Performance solutions do not require huge investments in technologies or consulting engagements to be effective. Positive performance improvements are possible with the consistent application of a motivated and trained change agent, a platform to work from, and with support from the organizational leadership.

• Apply proven performance management concepts to achieving talent management goals
• Avoid common pitfalls to achieve transformation objectives in your organization
• Expand the effect to broader areas in your agency or department

David Blaine, Senior Policy, Planning and Performance Advisor
U.S. AFRICAN DEVELOPMENT FOUNDATION

3:35 p.m.

Engaging Federal Employees: Trends, Issues, And Implementation Strategies For Success

The U.S. Merit Systems Protection Board (MSPB) periodically conducts a government-wide survey of Federal employees to obtain their opinions on working conditions, human capital management, and their career intentions. That survey has provided valuable insights into trends in Federal employee engagement and the factors thatcontribute. Based on survey data and other research, MSPB has recommended actions that Federal agencies can
take for effective engagement practices and in related areas such as supervision and performance management.

This session will provide you with an inside look at MSPB’s research and ways to improve your agency’s employee engagement levels. In particular, you will learn:

• How Federal employees view their jobs, supervisors, and agencies
• Federal agency strengths and challenges in employee engagement
• Steps that Federal agencies and managers can take to enhance employee engagement

James Tsugawa, Senior Research Analyst
U.S. MERIT SYSTEMS PROTECTION BOARD

4:25 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.

Ron Sanders, Senior Executive Advisor
BOOZ ALLEN HAMILTON