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2010



JUNE 15 – 17, 2010
ARLINGTON, VA                                   2010


                                           FEATURING SIX TRACKS:
ELEVATING & ENGAGING                       1|   WORKFORCE PLANNING
the Government Workforce                   2 | STRATEGIC RECRUITMENT
                                           3 | TALENT ONBOARDING
The Most Comprehensive Event of the Year
                                           4 | EMPLOYEE ENGAGEMENT
for Government HR Managers at the
                                           5 | THE BLENDED WORKFORCE
Federal, State & Local Level
                                           6 | HR METRICS




1 | www.HRInnovations.org                  WWW.HRINNOVATIONS.ORG
                                                  WWW.HRINNOVATIONS.ORG | 1
2010
 WHO                        MAKING THE CASE FOR FUNDING:
                            THE BENEFITS OF ATTENDING GOVERNMENT
 Should Attend              HR INNOVATIONS
                            The Government HR Innovations Conference is known for its expert speakers. After spending
                            three days learning and sharing with the brightest minds in federal, state and local government,
 • Human Resource           you will return to the office motivated and ready to implement exciting new changes to your
   Directors                workforce plan, recruitment efforts, employee engagement initiatives and HR metrics processes.

 • Personnel Managers       YOU GET TO DEVELOP YOUR OWN PROGRAM AGENDA. The Government HR Innovations
                            Conference sessions fall into six categories: workforce planning, strategic recruitment, talent
 • Recruiters
                            onboarding, employee engagement, the blended workforce and HR Metrics. You can choose
 • Staffing Directors         sessions that best apply to your organizational needs and interests, you can follow one theme
                            throughout the event or you can choose sessions from each track option.
 • Workforce Analysts
                            THE GOVERNMENT HR INNOVATIONS CONFERENCE WILL INCREASE ORGANIZATIONAL
 • Human Capital Officers     RESULTS. This year’s Conference is comprised of two days of sessions addressing the key issues
                            agencies are facing related to the talent challenge, making your organization an “employer of
 • Benefit Managers
                            choice” and maximizing employee progress and leadership potential. You will learn skills that
 • Diversity Managers       will have a lasting effect on your work, from motivating your staff to producing performance
                            information that is meaningful to all your various stakeholders.
 • Personnel/Employee
   Services Managers        GOVERNMENT HR INNOVATIONS SPEAKERS ARE EXPERTS. We hand-pick the best and
                            brightest in government HR to share their expertise with you. You won’t find information this
 • Human Resources          specific, on this many performance, management and HR topics, anywhere else.
   Information Systems
   Specialists              YOU’LL LEARN HOW TO MAKE THE MOST OF THE RESOURCES YOU ALREADY HAVE.
                            Whether you want to inspire and engage your team to improved performance or need to get by
 • Retention Specialists    on reduced program budget, you will learn tips for maximizing your current resources.

 • Talent Managers          IT’S A NETWORKING OPPORTUNITY. At Government HR Innovations 2010, you will step
                            away from the office and connect with other government managers and discuss similar related
                            goals and how you can work together for increased government results.




2 | WWW.HRINNOVATIONS.ORG
AGENDA-AT-A-GLANCE


DAY ONE: TUESDAY, JUNE 15, 2010
8:30    Registration and Continental Breakfast
9:00    Keynote Address: Insights on the New Workforce Agenda
10:00   Panel Discussion: Attracting the Best and Brightest: A Review of Pending Legislation Dedicated to Building Key Talent Pipelines in Government
11:00   Networking and Refreshment Break
11:15   Create a Culture that Attracts and Retains Talent
12:15   Networking Luncheon

                      TRACK A: WORKFORCE PLANNING                                              TRACK B: STRATEGIC RECRUITMENT
                                                                                   Promote Excellence in Public Service: Recruit the Next Generation
1:15    Link Your Strategic Plan with Your Human Capital Needs
                                                                                   of Employees
2:15    Networking and Refreshment Break
                                                                                   Find The Best and Brightest: Innovative Recruitment Strategies in Today’s
2:30    Workforce Assessments: Examine Your Current Employee Competencies
                                                                                   Market Place
3:30    Create a Succession Plan that Matches Your long-Term Goals                 Revitalize Your Brand to Become an “Employer of Choice”
4:30    Day One Adjourns



DAY TWO: WEDNESDAY, JUNE 16, 2010
8:30    Registration and Continental Breakfast

                       TRACK C: TALENT ONBOARDING                                              TRACK D: EMPLOYEE ENGAGEMENT
9:00    Getting On Board: A Model for Integrating and Engaging New Employees       Utilize Internal Communication to Engage Your Workforce
10:00   Create Tactical Leadership Development Programs                            Implement Workplace Flexibilities for a Greater Wok life Balance
11:00   Networking and Refreshment Break
                                                                                   The New Worker: Tips and Techniques to Manage the 21st
11:15   Mentorship: Securing Knowledge Transfer for Future Leaders
                                                                                   Century Employee
12:15   Networking Luncheon

                   TRACK E: THE BLENDED WORKFORCE                                                        TRACK F: HR METRICS
1:15    Create and Develop a Thriving Multigenerational Team                       Sustain and Introduce a Performance Culture
2:15    Networking and Refreshment Break
2:30    Promote Inclusiveness within a Multicultural Workforce                     Measure, Track and Report Your HR Performance
                                                                                   Employee Evaluations: Set Targets and Create Individual
3:30    Balance Government and Contract Employees
                                                                                   Performance Goals
4:30    Day Two Adjourns



DAY THREE: THURSDAY, JUNE 17, 2010
8:30    Registration and Continental Breakfast
9:00    Workshop A: Succession Planning: Outlining Your Human Capital Blueprint
12:00   Networking Luncheon
1:00    Workshop B: Leadership Development Program – Create Well Defined Career Opportunities
4:00    Workshops Adjourn



                                                                                                                         WWW.HRINNOVATIONS.ORG | 3
2010




CONFERENCE DAY ONE: TUESDAY, JUNE 15, 2010

8:30      Registration and Continental Breakfast                            10:00
                                                                            Panel Discussion:
9:00                                                                        Attracting the Best and Brightest: A Review of Pending
Keynote Address:                                                            Legislation Dedicated to Building Key Talent Pipelines
Insights on the New Workforce Agenda                                        in Government
The 21st century has brought on a new dynamic to the government             While government leaders engage in workforce planning to assess
workforce. Globalization, rapid IT innovation, fresh government             future hiring needs, it is often challenging for HR managers to attract
initiatives and a new millennial generation has certainly brought on        key talent necessary to fill mission-critical positions. A number of
some significant changes to the human capital landscape. With all            legislative proposals exist to help government take advantage of
these ongoing changes occurring, it is imperative that HR managers          existing talent pipelines and also develop new ones to attract the best
work together to ensure that they are prepared for challenges and           and brightest to hard-to-fill positions.
are ready to move their workforce forward. Join us as we discuss            Congressional staff members working on critical workforce legislation
the current state of the government workforce and new strategies to         will join us in this panel discussion to talk about their efforts and the
help you attract and retain the best and the brightest candidates.          changes they foresee will take place as the new administration and
Angela Bailey, Deputy Associate Director for the Center for Talent &        Congress work together to ensure that government has the talent it
Capacity Policy, U.S. Office of Personnel Management                          needs to be competitive in the 21st century.
                                                                            Moderator: Margot Conrad with the Partnership for Public Service


                                                                            11:00    Exhibit Hall and Refreshments




                                                      1                      2                            3                            4
TOP                                       Lead performance             Devise a strong           Reform your                  Revitalize your
                                            driven human               workforce plan         recruiting strategy                brand to
Reasons                                   capital initiatives           to align your          to find the right                 become an
to Attend                                    within your               talent pipeline          people for your                employer of
                                                agency                                          mission critical                  choice
                                                                                                 occupations



4 | WWW.HRINNOVATIONS.ORG
2010
        “I ENJOYED THE PRESENTERS AND CONTENT OF SESSIONS THEY DISCUSSED”.
                                                                                    – Carrie, Director of Human Resources for the Legislative Auditor




11:15                                                                                           TRACK B: STRATEGIC RECRUITMENT
Create a Culture that Attracts and Retains Talent                            Promote Excellence in Public Service: Recruit the Next
Although managers are required to report and share performance               Generation of Employees
data—oftentimes, the actual information that could help create               • Examine policies that other organizations have adopted to best
change and needed improvement is pushed aside or ignored.                      utilize the inundated applicant pool
However, with a stronger focus on performance and transparency
                                                                             • Learn how to best communicate with your hiring managers in order
than ever before, the only way an organization can grow and thrive
                                                                               to meet and exceed the applicant’s experience
is by implementing process improvement strategies that embrace
the usage of key performance data. Building a performance culture            • Determine what recruiting approach your team will implement to
within an organization takes time and careful consideration. Getting           address your hiring needs
management buy-in also demands that you articulate the ROI that
such results-oriented data can and will provide. Join us as we discuss       2:15         Exhibit Hall and Refreshments
the imperative foundational elements that must be in place to support
such a cultural reform.                                                      2:30         Choose From Track A or B

                                                                                                 TRACK A: WORKFORCE PLANNING
12:15    Networking Luncheon & Exhibit Hall                                  Workforce Assessments: Examine Your Current
1:15     Choose From Track A or B                                            Employee Competencies
                                                                             • Examine your workforce demographics, identify potential
                  TRACK A: WORKFORCE PLANNING                                  retirements and career advancements
Link Your Strategic Plan with Your Human Capital Needs                       • Compile a skills and competencies inventory from your existing
• Align your strategic plan to your human capital needs                        work plans, job descriptions and employee feedback
• Perform knowledge audits to address potential areas of concern             • Review your current staff to analyze staffing, skill sets
                                                                               and competencies
• Create a future-focused human capital plan to meet successful long-
  term objectives                                                            Patrina Clark, Chief Human Capital Officer, U.S. Government
                                                                             Accountability Office
David Glines, Strategic Workforce Planning, National Nuclear Security
Administration, US Department of Energy




              5                             6                            7                                 8                               9
      Implement                 Introduce a strong               Learn to foster                  Measure the                Manage and control
 leadership programs               performance                     a culture of                  results of your             the information flow
     to guarantee                  environment                    engagement,                    HR department               in your organization
   long-term results              that promotes                    knowledge
                                employee retention              sharing and team
                                                                  collaboration



                                                                                                                       WWW.HRINNOVATIONS.ORG | 5
2010
CONFERENCE DAY ONE:                                                      CONFERENCE DAY TWO:
CONTINUED                                                                WEDNESDAY, JUNE 16, 2010

                TRACK B: STRATEGIC RECRUITMENT                           8:30     Registration and Continental Breakfast

Find the Best and Brightest: Innovative Recruitment                      9:00     Choose from Track C or D
Strategies in Today’s Market Place
                                                                                           TRACK C: TALENT ONBOARDING
• Learn how to target different candidate pools to strengthen your
  team of talent                                                         Getting On Board: A Model for Integrating and Engaging
• Review new technological resources that will ensure time savings       New Employees
  and proper data management                                             • Examine and refine your new employee orientation process
• Improve the quality of the candidates you attract with appealing       • Encourage a strong community network to promote immediate
  employment postings                                                      knowledge sharing and exchange
Kim Bauhs, Assistant Director, Recruitment and Diversity, U.S. Office of   • Involve all the supervisors from the beginning to determine
Personnel Management                                                       expectations and guidelines for all new hires


3:30     Choose From Track A or B                                                        TRACK D: EMPLOYEE ENGAGEMENT
                 TRACK A: WORKFORCE PLANNING                             Utilize Internal Communication to Engage
Create a Succession Plan that Matches Your                               Your Workforce
Long-Term Goals                                                          • Discover what vehicles of communication are most effective in
                                                                           reaching your audience
• Review various succession management concepts to determine the
  effective option for your organization                                  • Understand how to clearly define expectations and goals to each
                                                                           individual employee
• Identify the right people in your team that can help put succession
  plans in place                                                         • Learn how to measure to measure the effectiveness of your internal
                                                                           communications efforts
• Solidify support from your employees to ensure the implementation
  of your succession plans
                                                                         10:00    Choose from Track C or D
                TRACK B: STRATEGIC RECRUITMENT                                             TRACK C: TALENT ONBOARDING
Revitalize Your Brand to Become an “Employer of Choice”                  Create Tactical Leadership Development Programs
• Develop a comprehensive brand that represents the organizational       • Develop individual learning plans based on needs assessments
  image you must project to acquire exceptional talent
                                                                         • Survey your employees to determine what training they believe
• Create policies that will appeal to your employees needs for a           would be helpful to their overall growth
  fulfilling work environment
                                                                         • Review the services and technologies available to help streamline
• Establish if there are any disconnects between the vision you have       your training initiatives
  for your brand and employee opinion
                                                                         Jim Trinka, Director, Technical Training and Development, Federal
                                                                         Aviation Administration
4:30     Day One Adjourns



   “GREAT CONFERENCE! I LEARNED SO MUCH. IT REALLY BROUGHT TOGETHER
   ALL ASPECTS OF HUMAN CAPITAL”.
                                                                                                   – Anne Marie, Hillsborough County, Tampa FL




6 | WWW.HRINNOVATIONS.ORG
2010




               TRACK D: EMPLOYEE ENGAGEMENT

Implement Workplace Flexibilities for a Greater
Work/Life Balance
• Learn how to gain leadership support to promote a healthy work/life
  balance for your staff
• Optimize non-traditional work schedules to improve
  employee performance
• Endorse alternative benefits that will enhance the overall
  work environment
Jeff Herring, Executive Director, Utah Department of Human
Resource Management


11:00    Exhibit Hall and Refreshments


11:15    Choose from Track C or D

                 TRACK C: TALENT ONBOARDING

Mentorship: Securing Knowledge Transfer for
Future Leaders
• Learn to effectively transfer senior leadership experience to the next
                                                                          “I HAD A GREAT
  in line                                                                 OPPORTUNITY TO BE
• Preserve internal knowledge information with continual
  dialogue initiatives
                                                                          EXPOSED TO MANY
• Establish resources and mentors for staff to utilize throughout their    ELEMENTS OF HR ISSUES
  career development
                                                                          WITH FEDERAL AGENCIES
               TRACK D: EMPLOYEE ENGAGEMENT
                                                                          THAT WILL DEFINITELY
The New Worker: Tips and Techniques to Manage the
                                                                          MAKE ME A MORE
21st Century Employee                                                     EFFECTIVE RECRUITMENT
• Verify your individual employee goals to better match up your future
  leadership pipeline
                                                                          REPRESENTATIVE”.
• Gauge and modify policies based on how your most valuable leaders              – David, U.S. Department of Labor
  are performing
• Promote team building exercises to harness employee enthusiasm



                                                                                         WWW.HRINNOVATIONS.ORG | 7
2010
CONFERENCE DAY TWO, CONTINUED

12:15    Networking Luncheon & Exhibit Hall                                                             TRACK F: HR METRICS

1:15     Choose from Track E or F                                             Measure, Track and Report Your HR Performance
                                                                              • Determine what measures are essential to track your human
              TRACK E: THE BLENDED WORKFORCE
                                                                                capital initatives
Create and Develop a Thriving Multigenerational Team                          • Quantify your workforce investments to monitor the impact of your
• Identify the work styles of the different age groups that make up              HR practices
  your staff                                                                   • Turn your data into information that promotes action and
• Learn techniques to motivate employees that will speak to                     follow through
  each generation
• Advocate commonalities and strengths of your generational groups
                                                                              3:30      Choose from Track E or F
Diane Thielfoldt, Co-founder The Learning Café
                                                                                             TRACK E: THE BLENDED WORKFORCE

                       TRACK F: HR METRICS                                    Balance Government and Contract Employees
                                                                              • Understand the deliverables of contract and government employees
Sustain and Introduce a Performance Culture
                                                                              • Conclude what job responsibilities must be specifically designed for
• Involve employees in the goal-setting process to gain their support
                                                                                each employee group
  for organizational results
                                                                              • Create an open forum for collaboration and team sharing to achieve
• Outline management expectations clearly and ensure that
                                                                                agency mission
  individual feedback occurs to improve performance
                                                                              John K. Needham, Director, Acquisition and Sourcing Management Issues,
• Design incentives to promote performance driven changes
                                                                              US Government Accountability Office


2:15     Networking and Refreshment Break                                                               TRACK F: HR METRICS
2:30     Choose from Track E or F                                             Employee Evaluations: Set Targets and Create Individual
              TRACK E: THE BLENDED WORKFORCE
                                                                              Performance Goals
                                                                              • Identify outcomes that drive employee activities
Promote Inclusiveness within a Multicultural Workforce
                                                                              • Learn how to differentiate between high and low performers
• Create a program that focuses on the strengths associated with
                                                                              • Employ evaluations that clearly define your employees
  cultural diversity
                                                                                personal progress
• Meet with all supervisors to ensure that they understand how to
  manage employees from different cultures
• Ensure that your agency’s diversity management initiatives are              4:30      Day Two Adjourns
  well publicized




        AS A FEDERAL EMPLOYEE I “GAINED
                                  A LOT OF USEFUL
        TOOLS FROM ALL FEDERAL GOVERNMENT SESSIONS
        THAT I ATTENDED”.
                                                              – Frank, Branch Chief, US Census Bureau




8 | WWW.HRINNOVATIONS.ORG
2010
POST-CONFERENCE WORKSHOPS: THURSDAY, JUNE 17, 2010

WORKSHOPS ARE DESIGNED TO BE AN INTERACTIVE WAY FOR PARTICIPANTS TO LEARN THE LATEST MANAGEMENT
TECHNIQUES IN ORDER TO IMPLEMENT THEM IN THEIR WORKPLACE. THE WORKSHOPS PROVIDE A PLATFORM TO LEARN
PRACTICAL APPLICATIONS OF CURRENT BEST PRACTICES. SPACE IN THESE COMPREHENSIVE WORKSHOPS IS LIMITED, SO
BE SURE TO RESERVE YOUR SEAT TODAY.


8:30     Registration and Continental Breakfast                           1:00     Workshop B

9:00     Workshop A                                                       Leadership Development Program — Create Well
                                                                          Defined Career Opportunities
Succession Planning: Outlining Your Human
                                                                          Investing in your employees training and development is a key
Capital Blueprint
                                                                          element in creating a workforce that is engaged, committed and well
Creating a well-defined and executable succession plan is an
                                                                          informed. By customizing your leadership development programs, you
absolute necessity given times of transition and unexpected changes.
                                                                          will help enable your future leaders to further understand their own
When key leadership exits an organization, there is always a high
                                                                          goals, ambitions and contributions to the program mission. Attendees
risk that leadership stability and continuity will be lost and that
                                                                          participating in this workshop will walk away having examined key
institutional progress will be halted for a considerable length of
                                                                          techniques that must be in place in order to create and execute a
time. This workshop will allow participants to actively engage with
                                                                          strong leadership program.
leading professionals in order to share and exchange helpful tips and
information. Most importantly, attendees will be given tools to begin     • Outline what performance competencies best compliment your
analyzing their own succession plan.                                        organization’s mission
                                                                          • Understand how to motivate employees to consider further
• Learn how to obtain buy in from upper management to improve
                                                                            training options
  your current succession plan
                                                                          • Educate your employees to recognize the requirements necessary for
• Discover how to handle transitions periods when change occurs
                                                                            career advancement
• Explore ways to best correlate future initiatives with your employees
  individual goals
Tim Griles – Zelos Inc                                                    4:00     Workshops Adjourn

12:00    Networking Luncheon & Exhibit Hall




                                                                                                             WWW.HRINNOVATIONS.ORG | 9
2010




                                                                      EXPO
                                                                        2010
BRINGING TOGETHER                           BRING RESULTS BACK TO YOUR AGENCY
                                            Moving from compliance to an institutionalized method of
GOVERNMENT HR LEADERS                       performance-based management requires government managers
AND SOLUTIONS PROVIDERS                     to have access to the most cutting edge performance planning and
                                            budgeting solutions available in today’s market. At the request of
TO LEARN MORE ABOUT EXHIBITING AND          conference attendees seeking in-depth government solutions to their
SPONSORSHIPS AT GOVERNMENT HR INNOVATIONS   growing management challenges, The Performance Institute has
2010, PLEASE CONTACT MEREDITH MASON AT
                                            teamed with leading solutions providers to bring you the Government
MEREDITH.MASON@PERFORMANCEINSTITUTE.ORG
                                            Innovations HR Expo Hall.
OR 202-739-9707.



SPONSORS INCLUDE:




10 | WWW.HRINNOVATIONS.ORG
2010



LOGISTICS

VENUE      HOTEL                                                        CPE CREDITS
Government HR Innovations 2010 will be hosted at                                          Delivery Method: Group-live
The Performance Institute’s conference center in Arlington, Virginia,                     Program Level: Basic
just one block east of the Courthouse Metro stop on the Orange                            Prerequisites: None
Line. A public parking garage is located just inside of the building.                     Advanced Preparation: None
                                                                                          CPE Credits: 12 for the conference,
Continental breakfast and lunch will be provided for delegates on
                                                                                                       3 for each workshop
each day.
                                                                        The Performance Institute is registered with the National Association
The Performance Institute
                                                                        of State Boards of Accountancy (NASBA) as a sponsor of continuing
1515 North Courthouse Rd., Suite 600                                    professional education on the National Registry of CPE Sponsors.
Arlington, VA 22201                                                     State boards of accountancy have final authority on the acceptance of
571-970-0271                                                            individual courses for CPE credit. Complaints regarding sponsors may
                                                                        be addressed to the National Registry of CPE Sponsors, 150 Fourth
A limited number of rooms have been reserved at the Arlington           Avenue North, Nashville, TN 37219-2417. Website: www.nasba.org.
Rosslyn Courtyard by Marriott at the prevailing rate of $226.
Please call the hotel directly and reference code Government HR         QUALITY ASSURANCE
Innovations 2010 when making reservations to get the discounted
                                                                        The Performance Institute strives to provide you with the most
rate. The hotel is conveniently located three blocks from the Rosslyn   productive and effective educational experience possible. If after
Metro station. Please ask the hotel about a complimentary shuttle       completing the course you feel there is some way we can improve,
that is also available for your convenience.                            please write your comments on the evaluation form provided upon
                                                                        your arrival. Should you feel dissatisfied with your learning experience
Arlington Rosslyn Courtyard by Marriott                                 and wish to request a credit or refund, please submit it in writing no
1533 Clarendon Blvd.                                                    later than 10 business days after the end of the training to:
Arlington, VA 22209                                                     The Performance Institute Corporate Headquarters:
703-528-2222                                                            Quality Assurance
www.CourtyardArlingtonRosslyn.com                                       805 15th Street, NW, 3rd Floor
                                                                        Washington, DC 20005
TUITION       GROUP DISCOUNTS                                           Note: As speakers are confirmed six months before the event, some
                                                                        speaker changes or topic changes may occur in the program. The
The tuition rate for Government HR Innovations 2010 is as follows:      Performance Institute is not responsible for speaker changes, but
                                                                        will work to ensure a comparable speaker is located to participate in
                             Early Bird Rate          Regular Tuition
                                                                        the program.
  Conference                     $999*                    $1099         If for any reason The Performance Institute decides to cancel this
  Each Workshop                  $299*                     $299         conference, The Performance Institute accepts no responsibility for
                                                                        covering airfare, hotel or other costs incurred by registrants, including
*For the Early Bird Rate, Register by April 7, 2010                     delegates, sponsors and guests.

For more information on group discounts, please contact Melvin Hall
at Melvin.Hall@PerformanceInstitute.org or 202-739-9630.


                                                                                                             WWW.HRINNOVATIONS.ORG | 11
2010
REGISTER TODAY!
           CALL                                         FAX THIS FORM TO                                           VISIT
           877-992-9521                                 866-234-0680                                               WWW.HRINNOVATIONS.ORG



    Yes! Register me for The 2010 HR Innovations Conference
    Yes! Register me The 2010 HR Innovations Conference & workshop(s):                                     Workshop A                Workshop B

    Please call me. I am interested in a special Group Discount


 DELEGATE INFORMATION


 Name                                                            Title




 Organization                                                    Dept.




 Address




 City                                                            State                                   Zip




 Telephone                                                       Fax                                     Email

 PAYMENT INFORMATION
    Check              Purchase Order / Training Form                      Credit Card




 Credit Card Number                                              Expiration Date           Verification No.




 Name on Card                                                                              Billing Zip

 Please make checks payable to: The Performance Institute
 Cancellation Policy: The Performance Institute will provide a full refund less a $399 administration fee for cancellations requested four weeks
 prior to the event start date unless cancellation occurs within two weeks prior to the event start date. If a cancellation is requested less than two
 weeks prior to the event start date, no refund will be issued. Registrants who fail to attend and do not cancel prior to the event will be charged
 the entire registration fee. All cancellations must be requested through the cancellation link found in your attendance confirmation email.
 Please note that cancellation is not final until you receive a cancellation confirmation email.

    I have read and accepted the Cancellation Policy above.

 ACKNOWLEDGED AND AGREED

 By: ____________________________________________________________________________                              Date: ____________________________

                                                                                                                          Priority Code: W233-WEB

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  • 1. 2010 JUNE 15 – 17, 2010 ARLINGTON, VA 2010 FEATURING SIX TRACKS: ELEVATING & ENGAGING 1| WORKFORCE PLANNING the Government Workforce 2 | STRATEGIC RECRUITMENT 3 | TALENT ONBOARDING The Most Comprehensive Event of the Year 4 | EMPLOYEE ENGAGEMENT for Government HR Managers at the 5 | THE BLENDED WORKFORCE Federal, State & Local Level 6 | HR METRICS 1 | www.HRInnovations.org WWW.HRINNOVATIONS.ORG WWW.HRINNOVATIONS.ORG | 1
  • 2. 2010 WHO MAKING THE CASE FOR FUNDING: THE BENEFITS OF ATTENDING GOVERNMENT Should Attend HR INNOVATIONS The Government HR Innovations Conference is known for its expert speakers. After spending three days learning and sharing with the brightest minds in federal, state and local government, • Human Resource you will return to the office motivated and ready to implement exciting new changes to your Directors workforce plan, recruitment efforts, employee engagement initiatives and HR metrics processes. • Personnel Managers YOU GET TO DEVELOP YOUR OWN PROGRAM AGENDA. The Government HR Innovations Conference sessions fall into six categories: workforce planning, strategic recruitment, talent • Recruiters onboarding, employee engagement, the blended workforce and HR Metrics. You can choose • Staffing Directors sessions that best apply to your organizational needs and interests, you can follow one theme throughout the event or you can choose sessions from each track option. • Workforce Analysts THE GOVERNMENT HR INNOVATIONS CONFERENCE WILL INCREASE ORGANIZATIONAL • Human Capital Officers RESULTS. This year’s Conference is comprised of two days of sessions addressing the key issues agencies are facing related to the talent challenge, making your organization an “employer of • Benefit Managers choice” and maximizing employee progress and leadership potential. You will learn skills that • Diversity Managers will have a lasting effect on your work, from motivating your staff to producing performance information that is meaningful to all your various stakeholders. • Personnel/Employee Services Managers GOVERNMENT HR INNOVATIONS SPEAKERS ARE EXPERTS. We hand-pick the best and brightest in government HR to share their expertise with you. You won’t find information this • Human Resources specific, on this many performance, management and HR topics, anywhere else. Information Systems Specialists YOU’LL LEARN HOW TO MAKE THE MOST OF THE RESOURCES YOU ALREADY HAVE. Whether you want to inspire and engage your team to improved performance or need to get by • Retention Specialists on reduced program budget, you will learn tips for maximizing your current resources. • Talent Managers IT’S A NETWORKING OPPORTUNITY. At Government HR Innovations 2010, you will step away from the office and connect with other government managers and discuss similar related goals and how you can work together for increased government results. 2 | WWW.HRINNOVATIONS.ORG
  • 3. AGENDA-AT-A-GLANCE DAY ONE: TUESDAY, JUNE 15, 2010 8:30 Registration and Continental Breakfast 9:00 Keynote Address: Insights on the New Workforce Agenda 10:00 Panel Discussion: Attracting the Best and Brightest: A Review of Pending Legislation Dedicated to Building Key Talent Pipelines in Government 11:00 Networking and Refreshment Break 11:15 Create a Culture that Attracts and Retains Talent 12:15 Networking Luncheon TRACK A: WORKFORCE PLANNING TRACK B: STRATEGIC RECRUITMENT Promote Excellence in Public Service: Recruit the Next Generation 1:15 Link Your Strategic Plan with Your Human Capital Needs of Employees 2:15 Networking and Refreshment Break Find The Best and Brightest: Innovative Recruitment Strategies in Today’s 2:30 Workforce Assessments: Examine Your Current Employee Competencies Market Place 3:30 Create a Succession Plan that Matches Your long-Term Goals Revitalize Your Brand to Become an “Employer of Choice” 4:30 Day One Adjourns DAY TWO: WEDNESDAY, JUNE 16, 2010 8:30 Registration and Continental Breakfast TRACK C: TALENT ONBOARDING TRACK D: EMPLOYEE ENGAGEMENT 9:00 Getting On Board: A Model for Integrating and Engaging New Employees Utilize Internal Communication to Engage Your Workforce 10:00 Create Tactical Leadership Development Programs Implement Workplace Flexibilities for a Greater Wok life Balance 11:00 Networking and Refreshment Break The New Worker: Tips and Techniques to Manage the 21st 11:15 Mentorship: Securing Knowledge Transfer for Future Leaders Century Employee 12:15 Networking Luncheon TRACK E: THE BLENDED WORKFORCE TRACK F: HR METRICS 1:15 Create and Develop a Thriving Multigenerational Team Sustain and Introduce a Performance Culture 2:15 Networking and Refreshment Break 2:30 Promote Inclusiveness within a Multicultural Workforce Measure, Track and Report Your HR Performance Employee Evaluations: Set Targets and Create Individual 3:30 Balance Government and Contract Employees Performance Goals 4:30 Day Two Adjourns DAY THREE: THURSDAY, JUNE 17, 2010 8:30 Registration and Continental Breakfast 9:00 Workshop A: Succession Planning: Outlining Your Human Capital Blueprint 12:00 Networking Luncheon 1:00 Workshop B: Leadership Development Program – Create Well Defined Career Opportunities 4:00 Workshops Adjourn WWW.HRINNOVATIONS.ORG | 3
  • 4. 2010 CONFERENCE DAY ONE: TUESDAY, JUNE 15, 2010 8:30 Registration and Continental Breakfast 10:00 Panel Discussion: 9:00 Attracting the Best and Brightest: A Review of Pending Keynote Address: Legislation Dedicated to Building Key Talent Pipelines Insights on the New Workforce Agenda in Government The 21st century has brought on a new dynamic to the government While government leaders engage in workforce planning to assess workforce. Globalization, rapid IT innovation, fresh government future hiring needs, it is often challenging for HR managers to attract initiatives and a new millennial generation has certainly brought on key talent necessary to fill mission-critical positions. A number of some significant changes to the human capital landscape. With all legislative proposals exist to help government take advantage of these ongoing changes occurring, it is imperative that HR managers existing talent pipelines and also develop new ones to attract the best work together to ensure that they are prepared for challenges and and brightest to hard-to-fill positions. are ready to move their workforce forward. Join us as we discuss Congressional staff members working on critical workforce legislation the current state of the government workforce and new strategies to will join us in this panel discussion to talk about their efforts and the help you attract and retain the best and the brightest candidates. changes they foresee will take place as the new administration and Angela Bailey, Deputy Associate Director for the Center for Talent & Congress work together to ensure that government has the talent it Capacity Policy, U.S. Office of Personnel Management needs to be competitive in the 21st century. Moderator: Margot Conrad with the Partnership for Public Service 11:00 Exhibit Hall and Refreshments 1 2 3 4 TOP Lead performance Devise a strong Reform your Revitalize your driven human workforce plan recruiting strategy brand to Reasons capital initiatives to align your to find the right become an to Attend within your talent pipeline people for your employer of agency mission critical choice occupations 4 | WWW.HRINNOVATIONS.ORG
  • 5. 2010 “I ENJOYED THE PRESENTERS AND CONTENT OF SESSIONS THEY DISCUSSED”. – Carrie, Director of Human Resources for the Legislative Auditor 11:15 TRACK B: STRATEGIC RECRUITMENT Create a Culture that Attracts and Retains Talent Promote Excellence in Public Service: Recruit the Next Although managers are required to report and share performance Generation of Employees data—oftentimes, the actual information that could help create • Examine policies that other organizations have adopted to best change and needed improvement is pushed aside or ignored. utilize the inundated applicant pool However, with a stronger focus on performance and transparency • Learn how to best communicate with your hiring managers in order than ever before, the only way an organization can grow and thrive to meet and exceed the applicant’s experience is by implementing process improvement strategies that embrace the usage of key performance data. Building a performance culture • Determine what recruiting approach your team will implement to within an organization takes time and careful consideration. Getting address your hiring needs management buy-in also demands that you articulate the ROI that such results-oriented data can and will provide. Join us as we discuss 2:15 Exhibit Hall and Refreshments the imperative foundational elements that must be in place to support such a cultural reform. 2:30 Choose From Track A or B TRACK A: WORKFORCE PLANNING 12:15 Networking Luncheon & Exhibit Hall Workforce Assessments: Examine Your Current 1:15 Choose From Track A or B Employee Competencies • Examine your workforce demographics, identify potential TRACK A: WORKFORCE PLANNING retirements and career advancements Link Your Strategic Plan with Your Human Capital Needs • Compile a skills and competencies inventory from your existing • Align your strategic plan to your human capital needs work plans, job descriptions and employee feedback • Perform knowledge audits to address potential areas of concern • Review your current staff to analyze staffing, skill sets and competencies • Create a future-focused human capital plan to meet successful long- term objectives Patrina Clark, Chief Human Capital Officer, U.S. Government Accountability Office David Glines, Strategic Workforce Planning, National Nuclear Security Administration, US Department of Energy 5 6 7 8 9 Implement Introduce a strong Learn to foster Measure the Manage and control leadership programs performance a culture of results of your the information flow to guarantee environment engagement, HR department in your organization long-term results that promotes knowledge employee retention sharing and team collaboration WWW.HRINNOVATIONS.ORG | 5
  • 6. 2010 CONFERENCE DAY ONE: CONFERENCE DAY TWO: CONTINUED WEDNESDAY, JUNE 16, 2010 TRACK B: STRATEGIC RECRUITMENT 8:30 Registration and Continental Breakfast Find the Best and Brightest: Innovative Recruitment 9:00 Choose from Track C or D Strategies in Today’s Market Place TRACK C: TALENT ONBOARDING • Learn how to target different candidate pools to strengthen your team of talent Getting On Board: A Model for Integrating and Engaging • Review new technological resources that will ensure time savings New Employees and proper data management • Examine and refine your new employee orientation process • Improve the quality of the candidates you attract with appealing • Encourage a strong community network to promote immediate employment postings knowledge sharing and exchange Kim Bauhs, Assistant Director, Recruitment and Diversity, U.S. Office of • Involve all the supervisors from the beginning to determine Personnel Management expectations and guidelines for all new hires 3:30 Choose From Track A or B TRACK D: EMPLOYEE ENGAGEMENT TRACK A: WORKFORCE PLANNING Utilize Internal Communication to Engage Create a Succession Plan that Matches Your Your Workforce Long-Term Goals • Discover what vehicles of communication are most effective in reaching your audience • Review various succession management concepts to determine the effective option for your organization • Understand how to clearly define expectations and goals to each individual employee • Identify the right people in your team that can help put succession plans in place • Learn how to measure to measure the effectiveness of your internal communications efforts • Solidify support from your employees to ensure the implementation of your succession plans 10:00 Choose from Track C or D TRACK B: STRATEGIC RECRUITMENT TRACK C: TALENT ONBOARDING Revitalize Your Brand to Become an “Employer of Choice” Create Tactical Leadership Development Programs • Develop a comprehensive brand that represents the organizational • Develop individual learning plans based on needs assessments image you must project to acquire exceptional talent • Survey your employees to determine what training they believe • Create policies that will appeal to your employees needs for a would be helpful to their overall growth fulfilling work environment • Review the services and technologies available to help streamline • Establish if there are any disconnects between the vision you have your training initiatives for your brand and employee opinion Jim Trinka, Director, Technical Training and Development, Federal Aviation Administration 4:30 Day One Adjourns “GREAT CONFERENCE! I LEARNED SO MUCH. IT REALLY BROUGHT TOGETHER ALL ASPECTS OF HUMAN CAPITAL”. – Anne Marie, Hillsborough County, Tampa FL 6 | WWW.HRINNOVATIONS.ORG
  • 7. 2010 TRACK D: EMPLOYEE ENGAGEMENT Implement Workplace Flexibilities for a Greater Work/Life Balance • Learn how to gain leadership support to promote a healthy work/life balance for your staff • Optimize non-traditional work schedules to improve employee performance • Endorse alternative benefits that will enhance the overall work environment Jeff Herring, Executive Director, Utah Department of Human Resource Management 11:00 Exhibit Hall and Refreshments 11:15 Choose from Track C or D TRACK C: TALENT ONBOARDING Mentorship: Securing Knowledge Transfer for Future Leaders • Learn to effectively transfer senior leadership experience to the next “I HAD A GREAT in line OPPORTUNITY TO BE • Preserve internal knowledge information with continual dialogue initiatives EXPOSED TO MANY • Establish resources and mentors for staff to utilize throughout their ELEMENTS OF HR ISSUES career development WITH FEDERAL AGENCIES TRACK D: EMPLOYEE ENGAGEMENT THAT WILL DEFINITELY The New Worker: Tips and Techniques to Manage the MAKE ME A MORE 21st Century Employee EFFECTIVE RECRUITMENT • Verify your individual employee goals to better match up your future leadership pipeline REPRESENTATIVE”. • Gauge and modify policies based on how your most valuable leaders – David, U.S. Department of Labor are performing • Promote team building exercises to harness employee enthusiasm WWW.HRINNOVATIONS.ORG | 7
  • 8. 2010 CONFERENCE DAY TWO, CONTINUED 12:15 Networking Luncheon & Exhibit Hall TRACK F: HR METRICS 1:15 Choose from Track E or F Measure, Track and Report Your HR Performance • Determine what measures are essential to track your human TRACK E: THE BLENDED WORKFORCE capital initatives Create and Develop a Thriving Multigenerational Team • Quantify your workforce investments to monitor the impact of your • Identify the work styles of the different age groups that make up HR practices your staff • Turn your data into information that promotes action and • Learn techniques to motivate employees that will speak to follow through each generation • Advocate commonalities and strengths of your generational groups 3:30 Choose from Track E or F Diane Thielfoldt, Co-founder The Learning Café TRACK E: THE BLENDED WORKFORCE TRACK F: HR METRICS Balance Government and Contract Employees • Understand the deliverables of contract and government employees Sustain and Introduce a Performance Culture • Conclude what job responsibilities must be specifically designed for • Involve employees in the goal-setting process to gain their support each employee group for organizational results • Create an open forum for collaboration and team sharing to achieve • Outline management expectations clearly and ensure that agency mission individual feedback occurs to improve performance John K. Needham, Director, Acquisition and Sourcing Management Issues, • Design incentives to promote performance driven changes US Government Accountability Office 2:15 Networking and Refreshment Break TRACK F: HR METRICS 2:30 Choose from Track E or F Employee Evaluations: Set Targets and Create Individual TRACK E: THE BLENDED WORKFORCE Performance Goals • Identify outcomes that drive employee activities Promote Inclusiveness within a Multicultural Workforce • Learn how to differentiate between high and low performers • Create a program that focuses on the strengths associated with • Employ evaluations that clearly define your employees cultural diversity personal progress • Meet with all supervisors to ensure that they understand how to manage employees from different cultures • Ensure that your agency’s diversity management initiatives are 4:30 Day Two Adjourns well publicized AS A FEDERAL EMPLOYEE I “GAINED A LOT OF USEFUL TOOLS FROM ALL FEDERAL GOVERNMENT SESSIONS THAT I ATTENDED”. – Frank, Branch Chief, US Census Bureau 8 | WWW.HRINNOVATIONS.ORG
  • 9. 2010 POST-CONFERENCE WORKSHOPS: THURSDAY, JUNE 17, 2010 WORKSHOPS ARE DESIGNED TO BE AN INTERACTIVE WAY FOR PARTICIPANTS TO LEARN THE LATEST MANAGEMENT TECHNIQUES IN ORDER TO IMPLEMENT THEM IN THEIR WORKPLACE. THE WORKSHOPS PROVIDE A PLATFORM TO LEARN PRACTICAL APPLICATIONS OF CURRENT BEST PRACTICES. SPACE IN THESE COMPREHENSIVE WORKSHOPS IS LIMITED, SO BE SURE TO RESERVE YOUR SEAT TODAY. 8:30 Registration and Continental Breakfast 1:00 Workshop B 9:00 Workshop A Leadership Development Program — Create Well Defined Career Opportunities Succession Planning: Outlining Your Human Investing in your employees training and development is a key Capital Blueprint element in creating a workforce that is engaged, committed and well Creating a well-defined and executable succession plan is an informed. By customizing your leadership development programs, you absolute necessity given times of transition and unexpected changes. will help enable your future leaders to further understand their own When key leadership exits an organization, there is always a high goals, ambitions and contributions to the program mission. Attendees risk that leadership stability and continuity will be lost and that participating in this workshop will walk away having examined key institutional progress will be halted for a considerable length of techniques that must be in place in order to create and execute a time. This workshop will allow participants to actively engage with strong leadership program. leading professionals in order to share and exchange helpful tips and information. Most importantly, attendees will be given tools to begin • Outline what performance competencies best compliment your analyzing their own succession plan. organization’s mission • Understand how to motivate employees to consider further • Learn how to obtain buy in from upper management to improve training options your current succession plan • Educate your employees to recognize the requirements necessary for • Discover how to handle transitions periods when change occurs career advancement • Explore ways to best correlate future initiatives with your employees individual goals Tim Griles – Zelos Inc 4:00 Workshops Adjourn 12:00 Networking Luncheon & Exhibit Hall WWW.HRINNOVATIONS.ORG | 9
  • 10. 2010 EXPO 2010 BRINGING TOGETHER BRING RESULTS BACK TO YOUR AGENCY Moving from compliance to an institutionalized method of GOVERNMENT HR LEADERS performance-based management requires government managers AND SOLUTIONS PROVIDERS to have access to the most cutting edge performance planning and budgeting solutions available in today’s market. At the request of TO LEARN MORE ABOUT EXHIBITING AND conference attendees seeking in-depth government solutions to their SPONSORSHIPS AT GOVERNMENT HR INNOVATIONS growing management challenges, The Performance Institute has 2010, PLEASE CONTACT MEREDITH MASON AT teamed with leading solutions providers to bring you the Government MEREDITH.MASON@PERFORMANCEINSTITUTE.ORG Innovations HR Expo Hall. OR 202-739-9707. SPONSORS INCLUDE: 10 | WWW.HRINNOVATIONS.ORG
  • 11. 2010 LOGISTICS VENUE HOTEL CPE CREDITS Government HR Innovations 2010 will be hosted at Delivery Method: Group-live The Performance Institute’s conference center in Arlington, Virginia, Program Level: Basic just one block east of the Courthouse Metro stop on the Orange Prerequisites: None Line. A public parking garage is located just inside of the building. Advanced Preparation: None CPE Credits: 12 for the conference, Continental breakfast and lunch will be provided for delegates on 3 for each workshop each day. The Performance Institute is registered with the National Association The Performance Institute of State Boards of Accountancy (NASBA) as a sponsor of continuing 1515 North Courthouse Rd., Suite 600 professional education on the National Registry of CPE Sponsors. Arlington, VA 22201 State boards of accountancy have final authority on the acceptance of 571-970-0271 individual courses for CPE credit. Complaints regarding sponsors may be addressed to the National Registry of CPE Sponsors, 150 Fourth A limited number of rooms have been reserved at the Arlington Avenue North, Nashville, TN 37219-2417. Website: www.nasba.org. Rosslyn Courtyard by Marriott at the prevailing rate of $226. Please call the hotel directly and reference code Government HR QUALITY ASSURANCE Innovations 2010 when making reservations to get the discounted The Performance Institute strives to provide you with the most rate. The hotel is conveniently located three blocks from the Rosslyn productive and effective educational experience possible. If after Metro station. Please ask the hotel about a complimentary shuttle completing the course you feel there is some way we can improve, that is also available for your convenience. please write your comments on the evaluation form provided upon your arrival. Should you feel dissatisfied with your learning experience Arlington Rosslyn Courtyard by Marriott and wish to request a credit or refund, please submit it in writing no 1533 Clarendon Blvd. later than 10 business days after the end of the training to: Arlington, VA 22209 The Performance Institute Corporate Headquarters: 703-528-2222 Quality Assurance www.CourtyardArlingtonRosslyn.com 805 15th Street, NW, 3rd Floor Washington, DC 20005 TUITION GROUP DISCOUNTS Note: As speakers are confirmed six months before the event, some speaker changes or topic changes may occur in the program. The The tuition rate for Government HR Innovations 2010 is as follows: Performance Institute is not responsible for speaker changes, but will work to ensure a comparable speaker is located to participate in Early Bird Rate Regular Tuition the program. Conference $999* $1099 If for any reason The Performance Institute decides to cancel this Each Workshop $299* $299 conference, The Performance Institute accepts no responsibility for covering airfare, hotel or other costs incurred by registrants, including *For the Early Bird Rate, Register by April 7, 2010 delegates, sponsors and guests. For more information on group discounts, please contact Melvin Hall at Melvin.Hall@PerformanceInstitute.org or 202-739-9630. WWW.HRINNOVATIONS.ORG | 11
  • 12. 2010 REGISTER TODAY! CALL FAX THIS FORM TO VISIT 877-992-9521 866-234-0680 WWW.HRINNOVATIONS.ORG Yes! Register me for The 2010 HR Innovations Conference Yes! Register me The 2010 HR Innovations Conference & workshop(s): Workshop A Workshop B Please call me. I am interested in a special Group Discount DELEGATE INFORMATION Name Title Organization Dept. Address City State Zip Telephone Fax Email PAYMENT INFORMATION Check Purchase Order / Training Form Credit Card Credit Card Number Expiration Date Verification No. Name on Card Billing Zip Please make checks payable to: The Performance Institute Cancellation Policy: The Performance Institute will provide a full refund less a $399 administration fee for cancellations requested four weeks prior to the event start date unless cancellation occurs within two weeks prior to the event start date. If a cancellation is requested less than two weeks prior to the event start date, no refund will be issued. Registrants who fail to attend and do not cancel prior to the event will be charged the entire registration fee. All cancellations must be requested through the cancellation link found in your attendance confirmation email. Please note that cancellation is not final until you receive a cancellation confirmation email. I have read and accepted the Cancellation Policy above. ACKNOWLEDGED AND AGREED By: ____________________________________________________________________________ Date: ____________________________ Priority Code: W233-WEB