Human Capital Management: Federal (2010)
- 1. November 15-17, 2010 Sheraton Premiere at Tysons Corner, Vienna, VA Advancing The HR Strategic Plan 2010-2015: Improving The Quality Of Human Resources Management Practices Keynote Speaker: Do not miss the opportunity to hear important John Berry updates on hiring reform, leadership Director of the OPM, Chief People Person development, and how the Federal workforce can meet the challenges of the 21st century! United States Federal Government Hear The Latest Strategic Briefings From Your Agency Human Resources Leaders: Angela Bailey Pamela Malam Toni Dawsey Deputy Associate Director Deputy Assistant Secretary for Assistant Administrator Center for Talent and Capacity Human Capital and Diversity for Human Capital Policy US Department of the Management US Office of Personnel Interior Chief Human Capital Management Officer (CHCO) Michael Kane NASA Jim Trinka Chief Human Capital Officer Director, Technical Training and US Department Denise Wells Development of Energy Deputy Assistant Secretary Federal Aviation for Human Resources, Administration (FAA) Craig Hooks Chief Human Capital Chief Human Capital Officer Officer Kathryn Medina Environmental Protection US Department of Executive Director, CHCO Council Agency Health and Human US Office of Personnel Services Management Sallyanne Harper Chief Administrative Officer Jackie Ward Robert Buggs and Chief Financial Officer Director, IRS Recruitment Chief Human Capital Officer US Government Office, HCO US Department of Education Accountability Office Internal Revenue Service “First time attending but information provided was very helpful in understanding challenges and ways to respond. Every HR and HCM Practitioner should attend HCMF to ensure that our needs as change agents are met to address challenges for 21st century workforce.” – Attendee, US Department of Veterans Affairs Lead Sponsor: Sponsored By: Organized By: Register Call: 1-888-482-6012 or 1-646-200-7530 Fax: 1-646-200-7535 Now: Email: hcmf@wbresearch.com Web: www.hcmfederal.com
- 2. DAY1: HIRING THE BEST Monday, November 15, 2010 7:30 Continental Breakfast And Conference Registration The Internal Revenue Service (IRS) utilizes a wide variety of strategic recruitment initiatives to attract outstanding, diverse, qualified candidates for IRS positions 8:15 Chairperson’s Opening Remarks and further efforts to make the IRS the best place to work in government. Recruitment efforts and activities promote the IRS as the employer of choice to a Nick Cucinella diversified population through participation in diversity-related career events and Director, Government Solutions recruiter outreach activities, standardized marketing materials with tailored CareerBuilder Government Solutions messaging to candidate segments; leveraged partnerships with external organizations and internal affinity groups; targeted internet and print media 8:30 Preparing For Hiring Reform And Ensuring Successful advertising and providing realistic job perspectives to candidates. Implementation Angela Bailey 11:55 Government HR Hiring- Getting From No To Yes Deputy Associate Director Recruitment and Diversity Dr. Jeff Pon US Office of Personnel Management Principal Booz Allen Hamilton The OPM’s goal is to provide agencies a full range of support to help meet the President’s recruitment and hiring reform objectives. Key deliverables have been Proven ways to work within the rules and to transform the way in which we laid out to help guide agencies diagnose problems and increase awareness and perform Federal Hiring. We will talk about what works, what matters, and what education about the hiring process. Hear important updates and progress from gets done...and how we each play an important role in our federal hiring Angela Bailey, Deputy Associate Director for Recruitment and Diversity, as she process. leads the reform initiatives, student programs, and awareness training programs to help the federal government move towards a better and more effective hiring 12:35 Lunch For All Attendees process. 1:40 Rotating ROUND TABLE WORKSHOPS 9:10 Panel Session: Getting The Best From Hiring Flexibilities - Sit down with your peers, agency leaders, and HR solutions experts to discuss Innovative Ways To Make The Federal Hiring Process More your challenges in developing strategies and implementing your HR initiatives. Efficient And Effective With the many important developments in hiring reform, you want to flesh out Irma Blanchett the key priorities and next steps in improving your agency’s recruitment and Chief Administrative Officer hiring strategies. Each table and topic will be moderated by a subject matter US Department of Education expert. The moderator will sit down with you and rotate every thirty minutes to help uncover solutions and provide you with action-oriented answers to your James McDermott most pressing challenges. You will have the opportunity to hear from each Chief Human Capital Office moderator and discuss each topic as follows: Nuclear Regulatory Commission Table Moderators: Susan Barker Senior Executive from Plateau Chief Human Capital Officer US Department of Labor Senior Executive from Booz Allen Hamilton Senior Executive From Lisa Johnson Booz Allen Hamilton Senior Executive Accenture President Obama has issued a memorandum dated May 11, 2010 – Improving The Federal Recruitment And Hiring Process - instructing federal agencies to For the complete list of round table topics and speakers, please visit address the issues and obstacles in hiring the best and the brightest into the www.hcmfederal.com. Federal government. The change is expected to cut in half the time it takes to fill Interested in moderating a round table? Please contact Paul Massoud vacancies and allow the government to better compete with the private sector at 646-200-7490 or email pmassoud@wbresearch.com. for top talent. With President Obama giving direct instructions to implement a new hiring plan by November 1, 2010, find out how agencies, with the strategic guidance of their HR leaders, are preparing to adopt a new process to 3:40 Afternoon Refreshment Break increase the opportunities of hiring the best and brightest talent to serve in the Federal government. 4:10 Making Job Search Easy: Improving USAJobs And Integrating Online Hiring Strategies 9:55 Driving Hiring Reform – Outlining The Opportunities For Kim Bauhs Bringing In Top Talent To The Federal Government Assistant Director, Recruitment and Diversity, Employee Services US Office of Personnel Management Steve Cooker Senior Vice President and GM • Enabling applicants to better search jobs and fulfill agency needs Monster Government Solutions • Sharing job search information on social networking sites to attract talent • Why USAJobs is not just for college grads: Promoting inclusion and diversity in • Evaluating the impact of hiring reform on agency recruitment strategies the federal hiring process • Balancing innovation and efficiency in recruitment and hiring • Eliminating the burden, frustration and rigidness of the hiring process through • Avoiding hiring pitfalls a more streamlined recruitment strategy • Increasing manager engagement to improve the hiring process • Adapting technological change in improving HR recruitment 4:50 Recruiting In The Wide World Of Social Media 10:35 Morning Refreshment Break Eric Erickson Communications Program Manager, IRS Recruitment Office 11:15 Differentiating Your Recruitment Strategy: Students, Internal Revenue Service Experienced Hires, Veterans, And Retirees - Best Practices Shawn Gogas From The Internal Revenue Service On Promoting Management and Program Analyst, IRS Recruitment Office Employment Geared To Specific Demographic Groups Of Internal Revenue Service Applicants Jackie Ward Learn how the IRS Recruitment Office uses a wide array of Social Media tools - Director IRS Recruitment Office, HCO from social networking sites to virtual worlds. They will share tips and lessons Internal Revenue Services learned on how to increase the reach of your messages and communicate employment information to potential applicants. 5:30 End Of Hiring The Best Presentations 2 Call: 1-888-482-6012 or 1-646-200-7530 Fax: 1-646-200-7535 Email: hcmf@wbresearch.com Web: www.hcmfederal.com
- 3. DAY2: EXPECT THE BEST Tuesday, November 16, 2010 7:30 Continental Breakfast And Conference Registration agencies successful. Attendees will be able to: • Build the skills necessary to lead across organizational boundaries in 8:15 Chairperson’s Opening Remarks their agency • Use a methodology for developing boundary-spanning leadership William Trahant Senior Executive Advisor 10:35 Refreshment Break And Networking Opportunity In Booz Allen Hamilton The Solutions Zone 8:30 Opening Keynote: Transforming Civil Service – The 11:15 ePerformance Management (ePM) Solution Federal Government As America’s Model Employer For The 21st Century PK Gundepudi, MHCS Business Development, Enterprise Process Solutions Keynote Guest Speaker: Northrop Grumman John Berry Director of the OPM Jeff Midili Chief People Person of the US Federal Government Business Development, Enterprise Process Solutions Northrop Grumman John Berry is the Federal Government’s Chief People Person. As the Director of the United States Office of Personnel Management, he is How many paper copies of your performance plan / review were printed responsible for recruiting, hiring, and setting benefits policies for 1.9 or distributed? Is your agency on eOPF and still paying to have hard million Federal civilian employees. Calling this a new day for the civil copy performance plans scanned? Did you ever lose your performance service, he is reinvigorating the Federal workforce to meet the review especially after it was signed? Ask any agency and they all dread challenges of the 21st century. the performance management process. Our ePM solution takes away the mundane administrative aspect of the performance management John Berry is working closely with partners both inside and outside of process. This frees up time for managers and employees to focus on government to fulfill President Obama’s charge to “make govern- discussions to align goals, metrics and performance measures and ment cool again” by developing flexible, results-oriented HR policies become a more efficient organization. Please come and join to explore a and working to change how Americans view their public servants. His “must-see” integrated ePM solution by Northrop Grumman. goal: build a workforce of dynamic innovators who put serving the American people at the heart of everything they do. 11:55 Panel Session: Identifying And Developing Leaders To Effectively Drive Agency Performance And Progress 9:15 The Business Of Human Resources: Breaking Down Toni Dawsey And Examining The Model HR Professional Assistant Administrator for Human Capital Management, Kathryn Medina Chief Human Capital Officer (CHCO) Executive Director NASA CHCO Council OPM Robert Buggs US Office of Personnel Management Chief Human Capital Officer US Department of Education • What are today’s Federal HR competencies and how have they evolve? Kristi Waschull • What does the talent landscape look like across Federal HR? Deputy Director for Human Capital • What are agencies doing to ensure the most effective HR workforce? Defense Intelligence Agency • How is the CHCO Council taking the lead on “Training the Business Paula Roberts of HR” Chief Human Capital Officer Office of the Director of National Intelligence Kathryn Medina serves as the Executive Director of the Chief Human Capital Officers Council at OPM. The Council is charged with advising Steve Goodrich and coordinating the activities of members’ agencies on such matters President and CEO as the modernization of human resources systems, improved quality Center For Organizational Excellence of human resources information, and legislation affecting human resources operations and organizations. As Executive Director, Ms. • Developing HR roadmaps and clearly identifying agency milestones Medina oversees the activities of the Council, and works with its and roadblocks in developing leaders members and other stake-holders throughout government, to support • Training leaders to be committed to agency’s progress and its mission and implementa-tion of its objectives. accountable to performance results • Initiating diversity management to attain and maintain high 9:55 Boundary Spanning Leadership: Leading The Agency performance Of Tomorrow • Effective workforce planning and succession management • Establishing performance measurement to track individual and Clemson Turregano agency progress Director, Government Sector Center for Creative Leadership 12:40 Lunch For All Attendees Bill Adams Senior Faculty, Government Sector 1:40 Managing For Results: Performance And Leadership Center for Creative Leadership Transformation At The US Government Accountability Office What skills will leaders need for tomorrow’s government agency? This future period of change will yield agencies who have the same Sallyanne Harper mission of today, but may accomplish this mission in a far different Chief Administrative Officer and Chief Financial Officer manner. Will agencies be compelled by social media and US Government Accountability Office demographics to be more transparent, collaborative, responsive and client-oriented? Despite the importance of working collaboratively, Sallyanne Harper, Chief Administrative Officer and Chief Financial Officer few leaders are trained to do so. CCL research finds that 90% of of the U.S. Government Accountability Office, will discuss GAO's executives surveyed admit they lack the skills to work collaboratively innovative approach to leadership in a high-performance government across organizational boundaries. This session will provide insight and agency. She will share what works, and what doesn't -- as well as how discussion in the boundary spanning research, trends, generational agencies can develop and grow leadership capacity at all levels of the issues, and leadership competencies needed to make tomorrow’s organization to deliver results in a challenging fiscal environment. Lead Sponsor: Sponsored By: 3
- 4. 2:20 Advancing HR Management Through Shared Services describe current work on system integration, provider assessment and migration planning; and discuss future challenges. Elizabeth Mautner Program Manager, Human Resources Line of Business, HRIT 3:00 Panel Session: Increasing Efficiencies In Workforce Transformation, Office of the Chief Information Officer Forecasting And Retirement Processing U.S. Office of Personnel Management • Using analytical and forecasting tools to better understand your workforce gaps and opportunities The Human Resources Line of Business (HR LOB) is leading the • Providing statistics on retirement eligibility to gain better insight to government-wide transformation of HR information technology by talent management needs crucial to retaining knowledge focusing on modernization, integration and performance assessment. As • Developing a more efficient way of forecasting retirement – evaluating the managing partner, OPM, in collaboration with its 24 partner potential solutions agencies is providing direction and oversight to achieve the initiative’s - Automated forecasting tools goals. The HR LOB has established public and private shared service - Effective succession planning process centers (SSCs), promulgated guidance to agencies for migration to SSCs, • Implementing initiatives to enable transfer of institutional knowledge developed the government-wide HR business, technical and data requirements, and designed the full set of HR enterprise architecture 3:40 Refreshment Break And Networking In The Solution models. This session will showcase the initiative’s achievements, Zone Choose Workshop A or B WORKSHOP A OR WORKSHOP B 4:10 Human Capital Analytics Succession Planning And Leadership Development Moderator: • Recognizing and sustaining individuals with potential for leadership Jeffrey Berk • Designing training programs to support the development of knowledge Chief Operating Officer and skills for future agency leaders Knowledge Advisors • Developing and implementing performance management systems to provide adequate feedback and evaluation of employee performance This session will highlight the case for talent measurement. It will and progress summarize research on the current state of analytics, present models and • Providing the proper direction for potential leaders in your agency tools to measure human capital and talent effectively and present a series through effective coaching and mentoring of case studies where organizations have leveraged human capital metrics • Leadership development across all levels, integrating leadership to create a high performing workforce. competencies, and developing competency models Learning Objectives: *If you are interested in leading a workshop please contact, Paul • Understand the current state of human capital measurement Massoud at 646-200-7490 or email pmassoud@wbresearch.com. • Explore methodologies, models and tools to conduct practical measurement • Provide real-world examples of human capital measurement application 5:40 Networking Reception For All HCMF Attendees After a full day of presentations and panel discussions, you deserve a time to relax and network with your peers. Plan your evening schedule to make sure you can spend an hour to meet with your peers and colleagues across the federal government. DAY3: RESPECT THE WORKFORCE AND HONOR SERVICE Wednesday, November 17, 2010 7:30 Continental Breakfast And Conference Registration 9:10 Leading In The 21st Century: From Exhausted To Effective 8:15 Chairperson’s Opening Address Jim Trinka Director, Technical Training and Development 8:30 Respect The Workforce And Honor Service: Sharing Federal Aviation Administration (FAA) Best Practices Michael Kane Hear about an innovative, research-based approach designed to increase Chief Human Capital Officer employee engagement by building and exercising 21st century US Department of Energy leadership competencies. Managers still play an important and vital role in employee performance and retention. Now, see how a long list of Michael Kane, a member of the Senior Executive Service, currently serves possible managerial activities and competencies was reduced to the as the Chief Human Capital Officer (CHCO) for the Department of “vital few accelerators” that have the most impact on improving both Energy. He is responsible for strategically aligning the agency's employee engagement and leadership effectiveness. This approach workforce to its missions through effective management of human ensures that managers remember fundamental activities that create capital policies and programs. The CHCO advises and assists the positive energy by recognizing and appreciating what is working Secretary and Deputy Secretary of Energy, and other agency officials, in successfully, which produces greater engagement and momentum for selecting, developing, training, and managing a highly skilled, change; ultimately achieving “breakthrough” increases in organizational productive, and diverse workforce in accordance with merit system results. Join Jim Trinka and learn: principles and all applicable statutory requirements. • 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 4 Call: 1-888-482-6012 or 1-646-200-7530 Fax: 1-646-200-7535 Email: hcmf@wbresearch.com Web: www.hcmfederal.com
- 5. 9:50 Panel Session: Encouraging Flexible Work Practices To 1:40 Modernizing The Federal Pay System – By Attain A Healthier, Happier Workforce Implementing A Results Oriented Culture Denise Wells Janet Murphy Deputy Assistant Secretary for Human Resources, Chief Human Capital Officer Chief Human Capital Officer Federal Housing Finance Agency US Department of Health and Human Services Engage in a lively discussion with Janet Murphy who will share lessons Craig Hooks learned in pay for performance systems. She will also share answers to Chief Human Capital Officer the difficult questions: How do you you -- US Environmental Protection Agency • Implement a true pay-for performance system? Maureen O. Viall • Ensure pay equity in this environment? Chief Human Capital Officer • Avoid pay compression? Military Health System (MHS) • Introduce recognition programs for varying levels of contribution Jeff Babcock 2:15 What's The Big Emergency? Understanding Safety In Vice President and General Manager The Role Of The Human Capital Leader Kronos for Federal Government Mark Washington • Sharing best-in-class agency initiatives for improving flexible work Deputy Chief Administration Officer, Federal Student Aid arrangement U.S. Department of Education • Overcoming persistent challenges in deploying effective telework programs Join Mark Washington for a discussion about the critical role human • Investing in employee retention and satisfaction programs to achieve capital leaders play in setting the stage for organizational safety, staff higher quality performance outcomes protection and emergency preparedness. This is a broad overview from • Establishing health and wellness centers in federal locations to promote the planning perspective about workplace preparedness, major crisis healthier onsite initiatives management, continuity of operations, and what you can do to assess and respond to potential gaps before they become major issues. 10:35 Morning Refreshment Break And Networking • Ensuring the safety of the Federal workforce through emergency Opportunity In The Solutions Zone preparedness • Ensuring coordinated responses across the agencies and Federal leaders 11:15 Panel Session: Increasing The Diversity Of Our • Protecting the welfare of the Federal workforce through proper training Employees To Attain And Maintain High Performance and preparation Reginald Wells 2:55 Afternoon Refreshment Break And Networking Deputy Commissioner, Office of Human Resources Opportunity In The Solutions Zone US Social Security Administration Georgia Coffey 3:35 No Walls: Gone National! Deputy Assistant Secretary for Diversity and Inclusion Alice Muellerweiss US Department of Veterans Affairs Dean, VA University Kimberly Powell US Department of Veterans Affairs Director, Office of Workforce Performance and Development Transformation starts with people and changing what and how we US Library of Congress learn goes hand in hand. The Department of Veterans Affairs newly established corporate university spans across the Nation connecting its • Enhance awareness, training, and executive coaching to improve people through a rich learning environment. Concurrently establishing diversity management core leadership competencies, the Department is training its leaders • Creating a culture of engaged employees to maximize high using innovative techniques and methodologies. The Department’s performance corporate university dashboard is lit similarly to air traffic control system • Improving creativity and problem solving through an inclusive – training, coaching, mentoring, developmental experiences, organizational culture collaborative learning platforms, and other tools are airborne or near • Keeping them engaged and productive takeoff! Aggressively anchoring leader growth in knowing, being, and • Helping them get promoted to and remain successful at the highest doing formula will increase the Department’s leadership capacity to levels affect the transformation the Department of Veterans Affairs is charged by President Obama – to better serve Veterans and their families. 12:00 Veterans’ Hiring And Transition, Inclusion And Re- Integration This session demonstrates the intense need for core leadership Pamela Malam competencies and demonstrates the use of tools and methodologies to Deputy Assistant Secretary for Human Capital and Diversity increase leadership growth. US Department of the Interior 4:05 Human Capital And The Decennial Census: Challenges The Department of the Interior has a vision for becoming a top ten For 2010 And 2020 Federal employer of Veterans and leading the Federal government by Jonathan Basirico integrating Veteran skills, leadership abilities, and public service Human Capital and Decennial Field Staff dedication to achieve the mission of protecting America’s great outdoors Human Resources Division and powering America’s future. This presentation will provide U.S. Census Bureau information on the strategies, tactics, challenges, and success stories at the Department of the Interior. 4:45 End Of HCMF 2010 12:40 Lunch For All Conference Attendees “HCMF continues to lead the way in providing timely and relevant human capital discussions in our rapidly changing environment.” - Attendee, US Army Lead Sponsor: Sponsored By: 5
- 6. About Our Sponsors Lead Sponsor: talent and resources, and deliver enduring results. By combining a consultant’s problem-solving orientation with deep technical knowledge and strong execution, Booz Allen helps clients Booz Allen Hamilton has been at the forefront of strategy and achieve success in their most critical missions—as evidenced by the firm’s many client technology consulting for nearly a century. Today, the firm is a relationships that span decades. Booz Allen helps shape thinking and prepare for future major provider of professional services primarily to US government developments in areas of national importance, including cybersecurity, homeland security, agencies in the defense, security, and civil sectors, as well as to corporations, institutions, and healthcare, and information technology. Booz Allen is headquartered in McLean, Virginia, not-for-profit organizations. Booz Allen offers clients deep functional knowledge spanning employs more than 22,000 people, and has annual revenues of approximately $5 billion. strategy and organization, technology, operations, and analytics—which it combines with Fortune has named Booz Allen one of its “100 Best Companies to Work For” for six consecutive specialized expertise in clients’ mission and domain areas to help solve their toughest problems. years. Working Mother has ranked the firm among its “100 Best Companies for Working The firm’s management consulting heritage is the basis for its unique collaborative culture and Mothers” annually since 1999. More information is available at www.boozallen.com. operating model, enabling Booz Allen to anticipate needs and opportunities, rapidly deploy Sponsors: Our suite of performance management software is the first in the industry to be built from the ground up to meet the unique requirements of federal agencies. Headquartered in the Accenture is a global management consulting, technology services and Washington DC area, COE offers performance management, program evaluation, strategic outsourcing company. Combining unparalleled experience, comprehensive human capital consulting, organizational assessment and development, as well as enterprise capabilities across all industries and business functions, and extensive research system development through the GSA schedule and the OPM TMA contract. Visit us at on the world’s most successful companies, Accenture collaborates with clients to help them www.center4oe.com, or for more information about Goal Owner—our suite of performance become high-performance businesses and governments. With more than 181,000 people management software—visit www.goalowner.com. serving clients in more than 120 countries, the company generated net revenues of US$21.58 billion for the fiscal year ended Aug. 31, 2009. Knowledge Advisors is the world’s largest provider of learning and Web site: www.accenture.com/defense talent measurement solutions. Leading organizations access our measurement expertise and on-demand software to ensure a high- A LEADER in adult learning, Bellevue University partners with performing workforce. organizations to develop learning programs that create lasting strategic We offer three essential services to create high quality measurement practices. advantages. Measurement Expertise: Our staff of measurement professionals will help you reach your THE FIRST accredited university selected by FAI as an education partner, Bellevue University also measurement goals. From strategy to data analysis we guide you through each step of the works with DAU and the NCMA to provide the learning programs that help employees meet measurement process. education requirements and organizational goals. On Demand Evaluation Software: Our on-demand software, Metrics that Matter, is a web-based 100% ONLINE programs in Bellevue University’s award-winning online classroom provide Human Capital analytics tool that streamlines the data collection and reporting elements of students with a rich and relevant interactive learning experience – that can be accessed from measurement for all human capital processes – recruiting, engagement, talent, performance, anywhere in the world, any time day or night. learning, and leadership. THE WIDEST SELECTION of learning programs for the Contracting field, including: Integrated Analytics and Benchmarking: Metrics that Matter includes analytics capabilities and • DAWIA-Recognized CON Equivalency Courses over 750 million benchmark data points. This allows you to get the information that you need • Master’s Degrees, including: with an additional real-world sense of how your human capital programs are performing against • Acquisition and Contract Management other organizations. • Leadership • Project Management Kronos® Federal Workforce Management Solutions • MBA with 12 concentrations, including: The integrated, web-based Federal government specific software • Human Capital Management offering from Kronos helps you overcome the complexity of • Acquisition and Contract Management managing your entire Federal Workforce - civil servants, uniformed personnel, and contractors. • Supply Chain Management Kronos provides you with insight into your workforce management data - associated with time • Information Security and attendance, leave tracking, labor management, compliance, project management, and • Bachelor’s Degrees, including: scheduling. • Business • Better manage and control labor costs with data to support EVM, activity based costing and • International Security and Intelligence Studies other measurements • Logistics Management • Increase accuracy when collecting time, attendance, leave and labor data • Project Management • Automate complex federal pay and work rules processes and eliminate administrative tasks Learn more at bellevueuniversity.us or humancapitallab.org • Maintain compliance with your key regulatory and management initiatives • Configurable COTS solution with rapid and less costly implementation providing quicker ROI Since 2001, CareerBuilder Government Solutions (CBGS) has been a leading provider of talent acquisition, recruitment advertising, and Monster Government Solutions (MGS) leverages the unmatched management consulting services to Federal, state, and local governments. recruiting resources of the Monster Worldwide network to connect Our world class technology, superior customer service, and cutting edge social media services are government and education employers with quality job seekers. Our all customized for our government’s unique needs. Our work covers the full breadth of the solutions are specifically created for the Federal, State and Local, and Education sectors and human capital supply chain, from attraction to engagement and retention. In fact, we go include strategies that attract, assess, hire and retain diverse candidates. beyond the standard spectrum—with solutions for OFCCP compliance, and a 508-compatible consumer access point for the visually impaired. No matter the challenge or requirement, CBGS Northrop Grumman is a leading provider and integrator will use its uniquely intelligent, adaptive solutions to advance an unheralded but crucial public- of complex, advanced information technology-based, sector mission—turning government agencies into employers of choice. mission-enabling systems, services and solutions. For more than five decades, Northrop Grumman has been a trusted partner of the Department of The Center for Creative Leadership (CCL®) is a top-ranked, global provider Defense; intelligence community; civil, federal, state and local agencies; commercial and of executive education. For 40 years, CCL has accelerated strategies and international clients, delivering full, life-cycle solutions that meet mission, enterprise, and business results by unlocking individual and organizational leadership infrastructure needs. Northrop Grumman’s Information Systems sector has been helping public potential through its array of programs, products and other services. CCL has sector organizations build and operate mission-critical IT systems that employ best-in-class been studying and researching leaders and leadership and translating those insights into processes and technologies. State and local governments trust Northrop Grumman to provide customized, relevant and successful leadership development experiences for individuals and end-to-end solutions for information technology management, homeland security, public safety, organizations. Each year, through its proven, innovative and highly personal approach, CCL transportation, and public health initiatives. As a thought leader in Human Capital Management, inspires more than 23,000 leaders in 3,000 organizations around the world. Ranked among the Northrop Grumman is poised to be a strategic partner in today’s rapidly changing environment. world’s top providers of executive education by BusinessWeek and No.3 worldwide in the 2010 When business is the driver, mission is your focus, and technology is the enabler, your talent will Financial Times annual executive education survey, CCL and its world-class faculty, coaches and be empowered. Northrop Grumman is a strategic partner in delivering innovative HCM researches deliver unparalleled leadership development, education and research in more than strategies, optimized HR transformation, and state-of-the-art HCM solutions and services. Our 120 countries. CCL is headquartered in Greensboro, NC, with campuses in Colorado Springs, trusted IT solutions have enhanced the work of government and business—and improved the CO; San Diego, CA; Brussels, Belgium; Moscow, Russia; India; and Singapore. Its work is lives of the people they serve. For more information visit www.northropgrumman.com supported by more than 450 faculty members and staff. Plateau Systems is the industry’s premier provider of enterprise-class For over 25 years, the Center for Organizational Effectiveness (COE) has SaaS talent management suites. Major global corporations and been a trusted partner in helping federal agencies measurably improve government agencies, including General Electric, the U.S. Air Force and Capital One Services are efficiency and effectiveness. We work collaboratively to gain a deep using Plateau’s integrated talent management solutions to improve productivity and facilitate understanding of each organization’s mission and values so that a solution to strategic workforce initiatives around learning, performance, compensation and career and one problem does not create even more challenges downstream. We help align strategy, succession management. Plateau is widely recognized throughout the industry for its processes, and people to perform at their best. Our approach is always holistic, never commitment to customer satisfaction, forward-thinking vision and for consistently delivering shortsighted or piecemeal; our process is designed to illuminate and amplify organizational best-in-class functionality. Founded in 1996, Plateau is headquartered in Arlington, Va. and has resources, not consume or squander them. We are committed to measuring—and optimizing— offices across the United States, Europe and Asia Pacific. the efficacy of our strategies and tools, all of which are time-tested to deliver results that matter. 6 Call: 1-888-482-6012 or 1-646-200-7530 Fax: 1-646-200-7535 Email: hcmf@wbresearch.com Web: www.hcmfederal.com
- 7. Registration Information Team Discounts For Government Only Receive $200 Off Each Pass for Groups of 3 or More! Payment is due in full at the time of registration. Your registration will not be confirmed until payment is received and may be subject to cancellation Please Note: DATES GOVERNMENT ALL OTHERS • To secure your team discount, register online at www.hcmfederal.com or contact Bill Penney at 1-866- $100 Discount $50 Discount 691-7771 or bill.penney@wbresearch.com Valid Until Valid Until Full Price Full Price • Team discounts must be booked and paid for at the 9/30/2010 10/29/2010 same time. Team discounts do not apply to sponsoring or exhibiting companies or non government agencies Package A: November • All discounts are taken off the 3-day full conference 3-Day Conference 15-17, 2010 $1397 $1447 $1497 $1935 price. No two discounts or offers can be combined • CT Residents must add 6% Sales Tax to their Package B: November registration fee 2-Day Conference 15-16, 2010 -- -- $999 $1290 • For payment methods and to register now, please visit www.hcmfederal.com Package C: November For cancellation, postponement and substitution policy 2-Day Conference 16-17, 2010 -- -- $999 $1290 • visit www.wbresearch.com/logipharmausa/FAQ.aspx *Purchase Select Audio Presentations From This Event. Please visit www.hcmfederal.com for more information. Hotel Information Sheraton Premiere at Tysons Corner SPONSORSHIP AND EXHIBITION 8661 Leesburg Pike, Vienna, VA 22182 OPPORTUNITIES Tel: 1-703-448-1234 Fax: 1-703-610-8295 Do you have an HR solution or service that addresses the human capital www.sheratontysonscorner.com challenges in the US federal government? Here are the different areas every HCMF 2010 attendee needs help on and would like to learn more about: Sheraton Premiere at Tysons Corner is just moments away from Washington, D.C. • Hiring, recruitment and talent • HR IT management HCMF has procured a reduced conference rate of $207.00 per night (plus tax). acquisition • Competency assessment and gap To book your reservations, call the Sheraton Premiere at Tysons Corner at +1 (800) • Workforce planning analysis 572.7666 and identify yourself as an HCMF attendee. Rooms are limited and are • Strategic organizational development • Leadership training and development on a first come, first served basis, so make your reservations as soon as possible. • Training evaluation • HR Business Process improvement The discounted rate expires October 22, 2010. After October 22, rooms may still • Developing performance metrics • Change Management be available, so please inquire with the hotel if you have missed the cut off date. • Succession planning Be among the HCMF 2010 partners and sponsors. Please contact Paul Travel Information Massoud at 646-200-7490 or email pmassoud@wbresearch.com. The hotel is also just ten minutes from the Dunn Loring Metro Stop. For more information on transportation options to the conference venue, please visit www.hcmfederal.com. Sheraton Premiere at Tysons Corner is conveniently For every registration received for HCMF, WBR will donate located just 20 minutes outside downtown Washington, DC . It is 16.3 miles a portion of the registration fee to Smile Train. For more from the Union Station in Washington, DC and only 10 minutes from Dulles information about WBR’s involvement with Smile Train, Airport if you are traveling from out of state. please visit www.hcmfederal.com. 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