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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
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


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


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


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


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


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.

About Our Media Partners


ASDNews.com – “Be the first to know” Update is tailored for professionals. Among the tools available to our readers are the
ASDNews brings the latest aerospace, defence and security news extensive, up-to-date events calendar, comprehensive product coverage, a military
from government, industry and major news agencies around the theme bookstore, job center, and more… Visit www.defense-update.com to join our
world. Our service has over 60,000 active subscribers and 2 million article readers per free subscription service.
year. ASDNews content is categorised in over 25 main news groups - for example:
“Training & Simulation News”, or “Unmanned Systems News” - making recent and The Federal Managers Association (FMA) is the oldest, largest, most
related articles easy to find. Subscribe to our free daily newsletter or weekly group influential professional association representing the interests of federal
newsletters on www.asdnews.com/subscription managers, supervisors and executives in the federal government. FMA advocates
excellence in public service through effective management and professionalism, as well
Defense Daily - The Daily of Aerospace and Defense as the active representation of its members’ interests and concerns. FMA advances its
Only Defense Daily delivers the business leads and market mission through consultation in the Executive Branch and advocacy in Congress, top-
intelligence you need to stay competitive! With reporters based at the Pentagon and notch professional development programs, informative publications, local chapters, and
on Capitol Hill, Defense Daily is the aerospace/defense industry’s premiere news source. networking opportunities.
With 40+ years in publication, Defense Daily is the only daily covering business news in
land, sea, air, and space programs in the global defense marketplace. Federal News Radio broadcasts on 1500 and 820AM in the D.C. area.
Federal News Radio covers both the Federal Government and those
Defense Systems is the magazine and web site of net-centric who do business with the government concentrating on management,
warfare and the knowledge technologies – IT, communications, procurement, technology, security, policy and pay & benefits. Federal News Radio is also
sensors and related C4ISR systems– that are transforming the world of defense. the only place to read and hear federal icon Mike Causey every day. Federal News Radio
It’s the convergence, connectivity and fusion of knowledge technologies in a network can also be heard and seen worldwide at FederalNewsRadio.com
environment – net-centricity – that is changing the situational awareness of military
operations and the business of defense. Defense Systems focuses on this military HR Hub.com - We are the premier sourcing site for industry
transformation and the technologies that are at its core. professionals. Use our supplier directory, product showcase, and
From enterprise systems to tactical IT, from satellites and geospatial to sensors, UAVs offline search service to expedite your discovery of new products and services. Our goal
and combat communications, Defense Systems provides the most comprehensive, is to help buyers, like you, identify and select the right suppliers.
integrated coverage of network-centric warfare, defense information technology and
C4ISR. Government Executive Media Group is the premier resource for
federal management news and analysis. Our magazine and related
Defense Update International magazine provides an online online, events and research offerings cover the entire spectrum of
resource for military professionals and enthusiasts. With frequently challenges confronting federal executives across civilian and defense agencies. Visit us
updated news feed covering news and analysis on modern military & aerospace at www.GovernmentExecutive.com or www.nextgov.com, our site focusing on federal
technology, Defense Update discusses the different aspects of modern defense technology solutions.
technology, from combat systems, to defense business and financial news. Defense

Lead Sponsor: Sponsored By: 7


12368.004/GR
Attention Mailroom: If undeliverable to addressee, this time

November 15-17, 2010


sensitive information should be forwarded to the

Sheraton Premiere at
Tysons Corner, Vienna, VA
Director of Human Resources

Advancing The HR Strategic Plan 2010-2015


Improving The Quality Of Human Resources Management Practices
535 Fifth Avenue, 8th Floor

Keynote Speaker:
New York, NY 10017

John Berry
Director of the OPM, Chief People Person
United States Federal Government
WBR

Hear Government-Wide HR Initiatives Supporting


The Strategic Plan 2010-2015
Day 1: Day 2: Day 3:
November 15 November 16 November 17
HIRING THE BEST EXPECT THE BEST RESPECT THE
Advancing The HR Strategic Plan 2010-2015:
Improving The Quality Of Human Resources

Developments and Transforming Civil WORKFORCE AND


Opportunities In Service Through HONOR SERVICE
Hiring Reform Leadership And Investing In Your
Turn to page 2. Accountability Employees’
Turn to page 3. Development

When registering please provide the code above.


Management Practices
Turn to page 4.
Your priority booking code is:
“Got me out of the day to day operational mode and thinking from a global,
strategic perspective – I feel rejuvenated, inspired and motivated. I got ideas for
strategic planning. The event brought together people that have relevant HC
experience – they were thought provoking and insightful.”
- Attendee, US Geological Survey
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
Organized by:

Can’t make it to:

or afraid there is too much information


to digest in just a few days?

Get Access to hours of valuable This Session Content is available for a


sessions and take-ways anytime, fraction of the registration price.
anywhere... You can view and listen to the content when
Now you can view this outstanding conference you want, where you want and as many times
content on your PC or laptop with a CD-ROM that as you want.
puts you front and center at these informative
sessions. You'll hear our expert speakers as they And if you attend HCMF 2010, this Conference
take you through the PowerPoint slides that CD-ROM set is only $250! (That’s a $580 value!)
illustrated their talks.

This user friendly format allows you to:


• Gain valuable insight from your peers and
competitors in various Fortune 500 Industries VIP Package: $250
without leaving the office. (Select any package to attend the event
• Share with your colleagues at work. and for an additional $250 get the
• Stay up to date with the latest strategies, tactics conference CD ROM*)
and trends in your industry.
CD ROM ONLY: $580 *
Now you can share what you learnt at
HCMF 2010, with your colleagues. *Presentations available are at the approval of conference
Don’t leave them in the dark. Purchase the speakers. Not all presentations will be published. Allow 3-4 weeks
after event date for shipping.
CD ROM today!