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Presented by:
May 12-13, 2009 | Washington, DC
The 2009 National Law Enforcement Recruitment, Retention and Diversity Summit
Optional Pre-Conference Seminar May 11, 2009
Optional Post-Conference Workshop May 13, 2009

The 2009 National

Law Enforcement Recruitment,
Retention and Diversity Summit
Recruiting and Retaining a Diverse and Talented Workforce for Law Enforcement

You Will Learn How to:
Equip Yourself and Your Agency with Tested Understand Legal Liabilities Associated with the
Retention Strategies Hiring Process
Guarantee that your agency establishes adequate training Avoid potential employer risks and legal liabilities when
and succession planning to retain your best employees hiring new employees and ofﬁcers

Improve Your Recruiting Process to Discover
Collaborate with Community Partners to Enhance
Top Talent
Your Applicant Pool
Innovate a recruiting plan to attract talented, diverse
Promote private and public relationships to market your
and dedicated applicants
department and engage qualiﬁed applicants

www.PerformanceWeb.org 1
www.PerformanceWeb.org
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Agenda-at-a-Glance
Pre-Conference Seminar: Monday, May 11, 2009
8:30 Pre-Conference Seminar Registration & Continental Breakfast
9:00 Professional Development and Career Advancement Programs
12:00 Lunch Break
1:00 Pre-Conference Seminar Resumes
4:00 Pre-Conference Seminar Adjourns

Day One: Tuesday, May 12, 2009
8:00 Conference Registration & Continental Breakfast
8:30 Keynote Address: Innovative Strategies in the Current Economy to Improve Recruitment and Retention
for Law Enforcement
9:45 Analyze Changing Shifts in Applicant Pool to Recruit Effectively
10:45 Break & Refreshments
11:00 Build and Implement a Diversity Workforce Recruitment Plan and Revitalize Your Selection Process
12:00 Lunch Break
Track A: Law Enforcement Recruitment & Retention Strategies Track B: Diversity Management
1:00 Re-evaluate and Expedite the Recruiting Process Effectively Manage the Multigenerational Law
Enforcement Workforce
2:15 Identify Incentives to Retain Valuable Law Enforcement Personnel “Are You Talking to Me?” – Interpersonal Communications
3:15 Boost Veteran and Military Applicants to Increase Your Effective Strategies to Increase the Number of Sworn Female and
Departmental Capacity Minority Ofﬁcers
4:15 Adjourn

Day Two: Wednesday, May 13, 2009
8:00 Continental Breakfast
8:30 Keynote Address: Implement Mentoring Programs at the Growing Stages of New Employees to Improve Retention
Track C: Market Your Agency Track D: Legal and Liability Issues
9:45 Promote Your Agency through Proven Advertising Techniques Understand Equal Opportunity and Employment Law
10:30 Master Internet Advertising for Law Enforcement Examine the Importance of Selective Recruiting and Thorough
Training to Avoid Liability and Litigation
11:15 Closing Keynote: Build Powerful Partnerships with Local Communities
12:15 Conference Adjourns/Lunch Break/Post-Conference Workshop Registration

Post-Conference Workshop: Wednesday, May 13, 2009
Workshop A: Design an Advanced Marketing Plan to Lead a Workshop B: Develop and Implement a Succession Plan for
1:15
Successful Recruiting Campaign Your Agency
4:30 Post-Conference Workshops Adjourn

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Who Pre-Conference Seminar: Monday, May 11, 2009
Should Attend: Pre-Conference Seminars are hands-on, interactive sessions with specially designed exercises
and projects that have immediate application. With this full-day application session, you will
enhance your training experience by establishing a reference point of knowledge, language
• Police Chiefs
and methodologies for the rest of the event. This seminar will dive deep into professional
• Deputy Chiefs development and career advancement programs to help improve your expertise and gain
knowledge of practical tools to implement from field experts. Enrollment space is limited, so
• Sheriff Offices
register today to reserve your place.
• Human Resource Directors
• Recruiters 8:30
Pre-Conference Seminar Registration & Continental Breakfast
• Strategic Planners
• Training Personnel 9:00

Professional Development and Career Advancement Programs
• Law Enforcement Managers
Officers are much more likely to stay in an agency where they are shown career growth and
• Administrative Staff
leadership opportunities. Providing these chances along with continued education, your
• Professional Standards Staff
officers will feel engaged, empowered and content. Please join us in this interactive seminar
…and anyone involved in human to learn how to improve your professional development curricula.
resources for law enforcement • Help officers identify career opportunities within their current role or agency
• Develop career ladders for levels of officers in your agency
• Utilize talent you currently have and enhance performance through education,
training and mentoring

Reasons 12:00
Lunch Break

to Attend: 1:00
Pre-Conference Seminar Resumes

1. Acquire Proven Best Practices for
4:00
Recruitment, Selection and Hiring
Pre-Conference Seminar Adjourns

2. Develop and Implement Effective
Succession Planning

3. Enhance Your Marketing Strategy
to Attract Top Talent

4. Improve Accountability and
Departmental Performance

5. Reduce Liability and Enhance
Management of Sensitive Issues

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Answering Day One: Tuesday, May 12, 2009
8:00

the Call Conference Registration & Continental Breakfast

8:30

Keynote Address: Innovative Strategies in the Current Economy
to Improve Recruitment and Retention for Law Enforcement
The Law Enforcement Development
The economic environment has altered the applicant pool and has forced agencies to be
Center has teamed up with The Police
more precise in their recruitment and retention practices. Hear the latest perspectives on
Policy Studies Council to create
improving law enforcement efforts and strategies in a declining economy to attract the most
Answering the Call, a quarterly journal
qualiﬁed candidates. Examine new developments to:
for law enforcement and first responders.
Answering the Call provides an in-depth • Align your innovative recruitment and retention initiatives to satisfy your budget
look at today’s hottest issues, including • Reorganize your department to meet budgetary requirements
law enforcement management, • Leverage community partnerships to support and extend the reach of innovative initiatives
emergency preparedness, use of force, • Promote short term recruitment campaigns as part of more comprehensive
funding and grants, technological longer term strategies
innovations, and more!
Robert Kanaski
To download the latest issue of Answering
Assistant Chief
the Call, please visit
San Diego Police Department
www.PerformanceWeb.org/ATC

9:45

Analyze Changing Shifts in Applicant Pool to Recruit Effectively
• Understand the changing trends in your applicant pool to anticipate their demands
• Utilize retirees in a new capacity in your department
• Offer and market on-the-job training during your recruitment process to appeal
to a diverse workforce
Sgt. Jeff Church (Ret.), Reno Police Department,
WINTER 2008

Principal, Diversity Recruitment Specialists
A QUARTERLY JOURNAL FOR LAW ENFORCEMENT
& FIRST RESPONDERS
Presented by The Performance Institute and The Police Policy Studies Council

10:45
Break & Refreshments

11:00
Featuring
Build and Implement a Diversity Workforce Recruitment Plan and
Revitalize Your Selection Process
• Examine and improve current personality and assessment methods
• Explore the pros and cons of various tactics, such as structural panel interviews and
their addition to the application process
LAW ENFORCEMENT MANAGEMENT USE OF FORCE HOMELAND SECURITY FUNDING

• Ensure your agency’s selection process attracts high quality and diverse applicants
SEX OFFENDER MANAGEMENT NARCOTICS EMERGENCY PREPAREDNESS
Answering the Call Winter TECHNOLOGY 1
2008

Sgt. Barry Denton
Louisville Police Department

12:00
Lunch Break

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Day One: Tuesday, May 12, 2009, Continued
1:00

Re-evaluate and Expedite the Recruiting Process Effectively Manage the Multigenerational Law
Enforcement Workforce
• Implement an efficient recruiting process that ensures quality
applicants are interviewed • Learn the different components and characteristics of the multi-
• Craft a recruiting process to keep the applicant excited and generational workforce
engaged with your department • Recognize the challenges to leading a team composed of
• Advocate speed and quality when recruiting applicants to these groups
ensure a ‘yes’ from a potential new hire • Engage employees from each age group, with particular
emphasis on the youngest employees on your team
Robert Kanaski
Assistant Chief Ellen Scrivner, Ph.D.
Director
San Diego Police Department
John Jay Leadership Academy
2:00

2:15

Identify Incentives to Retain Valuable Law “Are You Talking to Me?” – Interpersonal
Enforcement Personnel Communications
• Update retirement and other benefits to promote your agency • Develop effective messages to successfully deliver your point
as an “employer of choice” • Know your audience to gain attention and
• Discover innovative incentive programs to retain communicate appropriately
experienced officers • Identify internal and external variables which can effect
• Ensure employee engagement and motivation your message
Karen L. Amendola, PhD Director Glenn Luedtke
Chief Operating Officer Sussex County EMS
Research, Evaluation, & Professional Services
POLICE FOUNDATION

3:15

Boost Veteran and Military Applicants to Increase Effective Strategies to Increase the Number of
Your Departmental Capacity Sworn Female and Minority Officers
• Market your agency to military recruits with • Collaborate on cutting-edge recruiting strategies for targeting
positive comparisons women and minorities in your community
• Create and maintain contact with prospective recruits while • Identify effective retention and development procedures to
they are still in the service propel women and minorities into leadership roles
• Benefit from training and discipline provided by • Market incentives that will attract minorities and women to
military service your applicant pool
Sgt. Barry Denton Sgt. Ron Files
Louisville Police Department Arlington County Police Deparment

4:15
5
Adjourn www.PerformanceWeb.org
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Day Two: Wednesday, May 13, 2009

8:00
Continental Breakfast

8:30
The 2009 National Law
Keynote Address: Implement Mentoring Programs at the
Enforcement Recruitment,
Growing Stages of New Employees to Improve Retention
Mentoring programs are an effective way to help and guide new recruits. By instituting
will be held this year May 11-
training and mentoring programs early on, you can assist new employees in identifying future
13, 2009 during Police Week. expectations and prepare them for greater responsibilities. These types of programs will
First started in 1962, May 15 enhance learning and amplify job growth.
is now known as Peace Ofﬁcers • Foster and encourage a constructive dialogue between new hires and
seasoned officers
Memorial Day and the week in
• Provide professional development to enhance learning in the workplace
which it falls is National Police • Create a mentorship program to develop employee learning and
Week. Join The Performance understanding of different job functions
Institute and other law Dr. Frank A. Colaprete
enforcement ofﬁcers from around Adjunct Professor, Keuka College;
Lead Consultant, Justice Systems Solutions, LLC
the country who participate in
this unique event.
9:30

9:45

Promote Your Agency through Understand Equal Opportunity
Proven Advertising Techniques and Employment Law
• Market new departmental initiatives • Gain knowledge of legal ramifications
showcasing growth potential of equal opportunity employment
• Ensure your marketing activities are • Learn court decisions and federal
tailored to fit your specific agency mandates to avoid pitfalls and
diversity needs attain requirements
• Study recruitment methods including • Understand the civil rights law to
advertising campaigns, career fairs effectively recruit a qualified and
and successful community initiatives diverse team
Sgt. Barry Denton Sharon E. Pandak
Louisville Police Department Greehan, Taves, Pandak & Stoner, PLLC

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Day Two: Wednesday, May 13, 2009, Continued

10:30

Master Internet Advertising for Examine the Importance of
“Great info. Very Law Enforcement Selective Recruiting and Thorough
Useful. Made me Training to Avoid Liability and
• Conduct a successful online recruitment
Litigation
advertising campaign and identify what
think outside makes a website effective • Examine why diversity hiring and officer
• Maximize the Internet to attract the retention is an ever-changing area of
the box!” most qualified applicants while human capital management
simultaneously satisfying your agencies • Follow legal guidelines when selecting
Danielle Woodward, Personnel diversity goals. and hiring for your agency
Director, City of Owensboro, • Harness web 2.0 principles to pen- • Establish the latest training programs to
Kentucky Police Department etrate and communicate with a diverse reduce allegations and litigation
population
Sharon E. Pandak
Sgt. Jeff Church
Greehan, Taves, Pandak & Stoner, PLLC
(Ret.), Reno Police Department,
Principal, Diversity Recruitment Specialists

11:15

Closing Keynote: Build Powerful Partnerships with
Local Communities
• Expand working relationships with local organizations and businesses to raise
awareness of job opportunities
• Participate in community events to increase the visibility of your department
• Establish partnerships with schools and local youth communities to showcase
diversity and commitment to social responsibilities

12:15
Conference Adjourns/Lunch Break/Post-Conference Workshop Registration

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Post-Conference Workshops
Post-Conference Workshops are designed to be an interactive way for participants
to learn the latest techniques in implementing a successful recruitment and
succession plan in their workplace. Workshops provide a platform to learn
practical applications of current best practices. Space in these comprehensive
workshops are limited, so be sure to reserve your seat today.

Understand New
1:15
Trends in the Workshop A: Workshop B:

Design an Advanced Marketing Develop and Implement a
Applicant Pool to Plan to Lead a Successful Succession Plan for Your Agency
Design a Successful Recruiting Campaign This workshop will help you make meaningful
distinctions between high-and low-performing
Please join us in this interactive workshop to
Recruitment Process employees and maximize the benefits of
learn advanced techniques in improving your
performance measurement and training.
recruitment plan. Gain the necessary tools to
Overcome obstacles through oversight and
attract qualified applicants and maximize the
policy standardization.
benefits of your partnerships.
• Establish a process for recruiting and
• Foster relationships with local partners
developing skills for advancement while
to increase agency’s visibility and
ensuring a return on investment
ability to network amongst broader
• Identify and track high-potential
communities
employees for leadership positions
• Diversify your applicant pool using new
• Determine potential difficulties in
media technology and other advanced
succession planning
recruiting tools and techniques
• Engage and instill pride and passion
into your officers to increase the ROI of
your recruitment efforts

4:15
Post-Conference Workshops Adjourn

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Post-Conference Webinar
Post-conference webinars are an extension of learning beyond the three-day
event. This 90 minute webinar will enhance your program experience and
provide additional resources for immediate implementation of an effective
diversity recruitment and retention plan.

Expand Recruitment Diversity Management in Law Enforcement: Breakdown
Efforts to Attract Cultural Barriers
Qualiﬁed and Skilled Date: Wednesday, June 3, 2009
Time: 1:00-2:30 PM EST
Candidates
During this interactive webinar, you will learn to understand the employee’s cultural
differences to provide a healthy work environment. It is essential for agencies
to learn strategies to improve communication, build good working relationship,
recognize the diversity among staff and identify the appropriate management
styles. To enhance your own diversity management skills, join the Law Enforcement
Development Center’s Breakdown Cultural Barriers webinar on June 3, 2009.
CODE: F599

“This is exactly what I wanted. A good
‘How-To’ build a new recruitment program.
Good and helpful.”
Michael Holguin, Police Sergeant, Texas Police Department

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Upcoming Events
Sponsorship
Opportunities
The 2009 National Summit on Juvenile Re-entry
June 24-26, 2009
As a conference and training provider,
• Improve Service Delivery and Case Management for Youth
The Performance Institute is an expert in
Employment Services
bringing together leaders to share and
discuss best practices and innovations. • Demonstrate best practices in aftercare coordination
We connect decision-makers with
• Develop skills to help successfully reenter education system or job market
respected solution providers.

The Institute offers four different pre-
Use of Force
designed sponsorship packages:
July 7-9, 2009
• Event Co-Sponsor
• Balance the Need to Keep Your Officers Safe with the Legal Risk Framework
• Session Sponsor
• Devise an All-Encompassing Policy for Defensive Tactics
• Luncheon Sponsor
• Exhibit Booth Sponsor • Minimize Excessive Force Liability Concerns for Your Agency
• Examine New Technology and Training Techniques
For more information on sponsorships or
to get started, contact Jessica Ward at
Sex Offender Registration and Management
703-894-0481 or
Ward@PerformanceWeb.org
August 24-26, 2009

• Leverage Resources to Improve Oversight of Agency Requirements
• Strengthen Online Monitoring and Investigation Practices
• Improve Communication Strategies and Public Awareness
• Improve Sex Offender Monitoring and Registry Managemen

For More Information About these Upcoming Events, Visit
www.PerformanceWeb.org/LE or Please Contact Chris Joseph at
703-894-0481 x224 or email him at Joseph@PerformanceWeb.org.

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Logistics & Registration Registration
Venue & Hotel 1. ONLINE at www.PerformanceWeb.org
2. VIA FAX to 703-894-0482
The 2009 National Law Enforcement Recruitment, Retention and Diversity Summit will
be held at The Performance Institute Training Center in Arlington, VA. A public parking 3. VIA PHONE to 703-894-0481
garage is located inside of the building for $10/day. Continental breakfast, lunch and
4. VIA MAIL to 1515 N. Courthouse Road, Sixth Floor
refreshments will be provided for delegates on each day.
Arlington, VA 22201
The Performance Institute
1515 North Courthouse Rd., Suite 600
❍ Yes! Register me for The 2009 National Law Enforcement Recruitment,
Arlington, VA 22201
703-894-0481
❍ Add the Pre-Conference Seminar
A limited number of rooms have been reserved at the Arlington Rosslyn Courtyard by
❍ Add the Post-Conference Workshop
Marriott at the prevailing rate of $209.00 until April 10, 2009. This rate is based on the
❍ Add the Post-Conference Webinar
Government Per Diem and is subject to change. Please call the hotel directly and reference
code “2009 Recruitment and Retention” when making reservations to get the discounted
❍ Please call me. I am interested in a special Group Discount for my team
rate. The hotel is conveniently located three blocks from the Rosslyn Metro station. Please
ask the hotel about a complimentary shuttle that is also available for your convenience.
Delegate Information
Arlington Rosslyn Courtyard by Marriott
1533 Clarendon Blvd.
Arlington, VA 22209
Phone: 703-528-2222 Name Title
Phone: 1-800-321-2211
www.CourtyardArlingtonRosslyn.com
Hotel and travel costs and not included in the conference tuition Office Organization

Tuition & Group Discounts
Address
The tuition rate for attending The 2009 National Law Enforcement Recruitment, Retention
and Diversity Summit is as follows:

Early Bird Rate Regular Rate
City State Zip
Conference Only $799 $899
Pre-Conference Seminar $399 $499
Telephone Fax
Post-Conference Workshop $199 $299
Post-Conference Webinar -------- $199

**For the Early Bird Rate, register by March 2, 2009 and Use the Discount Code: EBDC Email
For more information on group discounts for The 2009 National Law Enforcement
Recruitment, Retention and Diversity Summit please contact Chris Joseph at
Payment Information
703-894-0481 ext. 224 or email him at Joseph@ManagementWeb.org.
Training Form/Purchase Order Check (accepted by mail only)
Credit Card
Cancellation Policy
For live events: The Performance Institute will provide a full refund less $399 administration fee for cancellations four
weeks before the event. If cancellation occurs within two weeks prior to conference 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.
Credit Card Number Expiration Date
For webinars: The Performance Institute will provide a full refund less $50 administrative fee for cancellations
four weeks before the event. If cancellation occurs within two weeks prior to conference start date, no refund
will be issued. Registrants who fail to attend and do not cancel prior to the meeting will be charged the entire
registration fee.
Name on Card 3 Digit Card verification #
All the cancellation requests need to be made online. Your confirmation email contains links to modify or cancel
registrations. Please note that the cancellation is not final until you receive a written confirmation.
Payment must be secured prior to the conference. If payment is not received by the conference start date, a method
of payment must be presented at the time of registration in order to guarantee your participation at the event.
Billing Zip Code
Quality Assurance
Please make checks payable to: The Performance Institute
The Performance Institute strives to provide you with the most productive and effective educational experience pos-
sible. If after completing the course you feel there is some way we can improve, please write your comments on the Priority Code: L268-WEB
evaluation form provided upon your arrival. Should you feel dissatisfied with your learning experience and wish to
request a credit or refund, please submit it in writing no later than 10 business days after the end of the training to:
Discounts
The Performance Institute: Quality Assurance, 1515 N. Courthouse Road, Suite 600, Arlington, VA 22201
• All ‘Early Bird’ Discounts must require payment at time of registration and before the cut-off date in order to receive
Note: As speakers are confirmed six months before the event, some speaker changes or topic changes may occur in
any discount.
the program. The Performance Institute is not responsible for speaker changes, but will work to ensure a comparable
• Any discounts offered whether by The Performance Institute (including team discounts) must also require payment at
speaker is located to participate in the program.
the time of registration.
If for any reason The Performance Institute decides to cancel this conference, The Performance Institute accepts no re- • All discount offers cannot be combined with any other offer.
sponsibility for covering airfare, hotel or other costs incurred by registrants, including delegates, sponsors and guests. • Discounts cannot be applied retroactively
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About The Performance Institute
Called “the leading think tank in performance measurement for government” on OMB’s
ExpectMore.gov, The Performance Institute has been a leader in Performance Management
training and policy since the 2000 administration transition. As part of the Government
Performance Coalition, a group of good government organizations, the Institute worked in
2000 to deliver recommendations to the then new administration on what would become
the President’s Management Agenda.
In 2009, the Institute is leading Innovations in Government: From Transition to
Transformation, or InnoGOV.org, a collection of forums, research and recommendations to
bring insight and transformation to the federal government. The goal of InnoGOV.org is to
centralize the importance of performance, accountability and transparency in government
and to disseminate the leading best practices to government managers.
The Performance Institute has published several research reports regarding performance
management initiatives and trains over 10,000 government managers per year on
performance-based topics. Dedicated to improving citizen services and taxpayer
transparency, the Institute uses a best-practices foundation to deliver the most effective and
tested methodologies for improving performance.

For More Information, Visit Our Website at
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