Wednesday, February 17th – Main Conference Day One

HUMAN CAPITAL MANAGEMENT: OPERATING IN A TIME OF UNCERTAINTY

How are the New Administration, Changing Global Security Landscape and Current Economic uncertainty impacting HCMD today and tomorrow with particular focus on RETENTION ISSUES including: Succession Planning, Talent Management & Leadership Development; Civilian and Military Force Development

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7:00 Registration & Continental Breakfast In The Solutions Zone

Registration & Continental Breakfast In The Solutions Zone

7:55 Welcome Address

Welcome Address - Lisa Ringlen, Program Director, HCMD 2010

8:00 Chairperson’s Opening Remarks

Robert Osmond, Associate Partner, IBM Human Capital Management

Chairperson’s Opening Remarks

Robert Osmond

Associate Partner, IBM Human Capital Management

Bob Osmond is an Associate Partner and Service Area Leader in the IBM Global Business Services division. He brings fifteen years of extensive experience in training, learning/knowledge management, and organizational change for enterprise application deployments and business transformation. Presently he leads the IBM Public Sector HCM Learning Solutions group and is the Managing Partner for the IBM [read more]

8:15 Manning The Army—A Strategic Perspective

Major General Sean J. Byrne, Commanding General, US Army Human Resources Command

A strategic look at the challenges facing the manning and managing of today's Army in a time of rising demand and increasing uncertainty. Major General Sean Byrne, Commander of the US Army's Human Resources Command will provide an overview of the current manning challenges facing the Army, its friction points causing those challenges, and paths for the way ahead as the Army works to balance its force within the Army Force Generation (ARFORGEN) cycle.

The Army's current capabilities and areas of manning concern
How the Army is working to meet current demands with limited supply and increasing constraints
Balancing the force within the ARFORGEN cycle

Major General Sean J. Byrne

Commanding General, US Army Human Resources Command

Major General Sean J. Byrne, the Commanding General of the Army’s Human Resources Command, was born in Tipperary, Ireland and grew up in Detroit, Michigan. Upon graduating from the University of Detroit, he received his Bachelor of Science Degree and was commissioned as a Second Lieutenant in the Adjutant General’s Corps. During his initial tour he served with the 82d Airborne Division. After leav [read more]

9:00 An Integrated Approach To Talent Management

Barbara J. Lombardo, Partner, Human Capital Management Practice, IBM Global Business Services

By 2015, one in three members of the Defense workforce will be eligible for retirement. Initiatives are in place to fill positions now held by contractors with civilian employees. These changes could yield dramatic turnover in the Defense workforce. An integrated approach to talent management will be critical to ensure that Defense agencies are able to meet their strategic objectives, despite these changes. Such an approach includes:

Innovative strategies to attract and recruit new employees
Proven methods and tools to support knowledge transfer, collaboration, development, and deployment
A focus on leadership development and succession planning
Rigorous workforce planning and performance management

Barbara J. Lombardo

Partner, Human Capital Management Practice, IBM Global Business Services

Barbara is a Partner in the Public Sector Human Capital Management (HCM) Practice of IBM Global Business Services. In this role she leads a team of over 150 consultants who design, sell and deliver human capital management solutions to clients in the areas of human resources strategy & transformation, learning, workforce transformation, and knowledge & collaboration. Barbara also serves as [read more]

9:45 Morning Networking Refreshment Break In The Solutions Zone

Morning Networking Refreshment Break In The Solutions Zone

10:15 US Air Force – Total Force Manpower Requirements

Brigadier General Sharon K.G. Dunbar, Director, Force Management Policy, Deputy Chief Of Staff for Manpower, Personnel and Services, US Air Force

Brig. Gen. Sharon K.G. Dunbar is the Director of Manpower, Organization and Resources, Deputy Chief of Staff for Manpower, Personnel and Services, Headquarters U.S. Air Force, Washington, D.C. She is responsible for the Air Force's $38 billion military and civilian manpower program and oversees the determination of Total Force manpower requirements as well as their validation and funding in the president's budget development process. She is also responsible for manpower and organization policies that encompass process reengineering, unit structuring, workforce strategic sourcing, efficiency assessments, performance management and productivity improvement.

Brigadier General Sharon K.G. Dunbar

Director, Force Management Policy, Deputy Chief Of Staff for Manpower, Personnel and Services, US Air Force

11:00 Targeted Recruitment Strategies And Methodologies

Jesse Harriott, SVP, Chief Knowledge Officer, Monster World Wide

Meeting the challenges of DoD recruitment requires careful planning to ensure that you achieve your mission and drive measurable results. Learn how the unmatched Monster network can help your organization recognize, assess and hire the workforce you need today.

Best practices for targeted recruitment and filling experience gaps in your organization
Strategies to attract, assess, hire and retain diverse candidates
Reaching the right people: Understanding the keys to identifying qualified candidates to meet mission requirements in a timely manner

Jesse Harriott

SVP, Chief Knowledge Officer, Monster World Wide

Jesse Harriott is Chief Knowledge Officer, SVP for Monster Worldwide. During his tenure, he has helped drive Monster’s annual revenue from $300M to over $1.3B. Dr. Harriott created Monster Intelligence, the research division at Monster focused on the human capital marketplace and has grown the division into Monster Insights, the company’s international research arm. Monster Insights provides workf [read more]

11:45 Military To Civilian Transition And Continuum Of Service Initiatives

The Honorable Dennis M. McCarthy, Assistant Secretary of Defense for Reserve Affairs, Office of the Assistant Secretary of Defense for Reserve Affairs

Improving the process for active military to transition into civil positions is paramount in civilian force development. How can organizations help streamline the process?

Continuum of service guidelines: What are the steps to making it easier to leave service and transition to reserves or civilian positions?
Converting competencies: Determining what certain skills and abilities translate to in terms of job qualification, pay level and future career path
Evaluating necessary training and education

The Honorable Dennis M. McCarthy

Assistant Secretary of Defense for Reserve Affairs, Office of the Assistant Secretary of Defense for Reserve Affairs

Secretary Dennis M. McCarthy was confirmed as the Assistant Secretary of Defense for Reserve Affairs on June 25, 2009. A Presidential appointee confirmed by the Senate, he serves as the principal staff assistant to the Secretary of Defense on all matters involving the 1.2 million members of the Reserve Components of the United States Armed Forces. He is responsible for overall supervision of Reser [read more]

12:30-2:00 4th Annual HCMD Awards Luncheon And Ceremony Sponsored By Kenexa

The HCMD 2009 Awards ceremony has been established to honor, recognize, and promote successful human capital initiatives implemented in the Defense industry. This is also an opportunity to recognize individuals and teams who have made a significant contribution to progressing human capital management.

The 4 awards categories are:
CATEGORY 1: Most Innovative Recruitment Program: Recognizing the most innovative program in attracting top talent, implementing an effective recruitment strategy, and demonstrating improvements in the hiring process.

CATEGORY 2: Best Workforce Development Program: Recognizing the best program in advancing opportunities for high performing employees; providing training and competency development to continuously engage and motivate the workforce.

CATEGORY 3: Best Implementation of an Enterprise Technology System: Recognizing the best program implementation of a human resources technology system, aimed at streamlining a specific HR process in order to drive down costs and improve efficiency and productivity.

CATEGORY 4: Best Leadership Development Program: Recognizing the best program focused on training and preparing future leaders, who can develop cutting-edge human capital strategies, communicate effectively, manage performance and lead in a joint environment.

To identify these leading programs and initiatives, WBR has enlisted a distinguished, unbiased panel of defense sector leaders to accurately and objectively evaluate the nominations.
The 2009 Awards Judges Are:

Kenneth W. Carroll, Director Transformation Priorities & Requirements, Human Resources Management, Business Transformation Agency
Pamela Spearow, Director, Civilian Personnel Programs, NAVFAC HQ
Captain Richard D. Suttie, USN (Ret), Professor, US Naval War College
Dr. Engin Crosby, Office of the Assistant G-1 for Civilian Personnel Policy, US Army

Nominations must be submitted by January 15, 2010. The winners will be announced at the luncheon.

Planning on submitting a nomination? We’ll help you through the process! Contact Lisa Ringlen at 646-200-7468; email lisa.ringlen@wbresearch.com or Leanne Arcinue at 646-200- 7466; email llarcinue@wbresearch.com.

* To host a table at the awards luncheon and ceremony, please contact Alice Ann Gentry Zaslavsky at 646-200-7475 or email aliceann.zaslavsky@wbresearch.com. Space is limited.

For more information about Awards categories, judges or the submission process, please visit www.hcmdawards.com.

2:00 Chairperson’s Opening Remarks2:00 Chairperson’s Opening Remarks

Track A: Civilian Force Development

2:00 Chairperson’s Opening Remarks

Abe Zwany, Vice President, Booz Allen Hamilton

Chairperson’s Opening Remarks

Abe Zwany

Vice President, Booz Allen Hamilton

Mr. Zwany, a VP with Booz, Allen and Hamilton has over 30 years of experience working with US Federal Agencies on improving organizational performance by aligning strategy, structure, and human capital management, including: human capital strategies, organizational designs, workforce plans, and workforce management policies, programs and systems. Among Mr. Zwany’s salient workforce experiences wit [read more]

Track B: Military Recruitment, Retention

2:00 Chairperson’s Opening Remarks

Robert Osmond, Associate Partner, IBM Human Capital Management

Chairperson’s Opening Remarks

Robert Osmond

Associate Partner, IBM Human Capital Management

2:15 Expeditionary Workforce Development 2:15 Linking Quality Of Life Issues With Recruitment, Re...

Track A: Civilian Force Development

2:15 Expeditionary Workforce Development

Marilee Fitzgerald, Acting Deputy Under Secretary of Defense for Civilian Personnel Policy, US DoD

DoD1404.10 Jan’09 states that members of the DoD Civilian Expeditionary Workforce shall be organized, trained, cleared, equipped, and ready to deploy in support of combat operations by the military; contingencies; emergency operations; humanitarian missions; disaster relief; restoration of order; drug interdiction; and stability operations of the Department of Defense

Meeting the challenges of identifying 2,000 volunteers to be deployed to support US Military overseas
Properly filing and tracking people, their skills, abilities, competencies, and willingness (where they’re willing to go), etc.
Determining the components needing support and training current personnel to fill those needs

Marilee Fitzgerald

Acting Deputy Under Secretary of Defense for Civilian Personnel Policy, US DoD

Marilee Fitzgerald was appointed as the Director of Workforce Issues and International Programs, Office of the Deputy Under Secretary of Defense for Civilian Personnel Policy, in June 2005. She is responsible for the oversight and approval of the Department of Defense (DoD) human resource policies and programs that affect over 700,000 employees worldwide. She also serves as the Principal Deputy to [read more]

Track B: Military Recruitment, Retention

2:15 Linking Quality Of Life Issues With Recruitment, Retention, Morale And Readiness Of Military Personnel

Carolyn Stevens, Senior Program Analyst, Office of Family Policy/Children and Youth, Department of Defense

The FY2010 budget is the first budget to include funding for many family support programs; increases funding by $200 million for improvements in child care, spousal support, lodging, and education

Supporting troops and their families fighting in the current wars
Military Spouse Career Advancement (2008) update: Helping military spouses get professional training, licenses and certificates
Moving away from ad hoc funding of long-term commitments to soldier and family support programs
Military housing improvements through privatization and other initiatives

Carolyn Stevens

Senior Program Analyst, Office of Family Policy/Children and Youth, Department of Defense

Carolyn Stevens is a Senior Program Analyst in the Office of Family Policy/Children and Youth at the Department of Defense. She has over twenty-eight years of experience working with children, youth, and families. Her experience includes working in county-level social services, nonprofit recreational programs, and both for-profit and federal child care systems.Carolyn's work within the federal sys [read more]

3:00 Fewer Good Civilians: Matching the Individual to th...3:00 Recruiting Using Social Media

Track A: Civilian Force Development

3:00 Fewer Good Civilians: Matching the Individual to the Public Sector Environment to deliver Organizational Success

Andrew Jackson , Vice President, Kenexa Government Solutions
Anne E. Herman, Research Consultant, Kenexa Government Solutions

In a world of targets defined by number, is it time to focus more on quality than quantity? In this session, Brigadier General (Retired) Andrew Jackson, former head of recruiting for the British Army, and currently serving as Vice President, Kenexa Government Solutions, and Anne Herman, Ph.D., Research Consultant, Kenexa Research Institute, will propose a new model for recruiting and retaining civilians in public sector positions. Evidence from the Kenexa WorkTrendsTM survey and client experiences from around the world will be presented, demonstrating the mutual benefit of recruiting the right people for the right job for both the individual and the organization.

Andrew Jackson

Vice President, Kenexa Government Solutions

Andrew Jacksonis the Vice President of Kenexa Government Solutions, and is responsible for the company’s business services globally. He also serves as the Managing Director of Kenexa-Europe, Middle East and Australia regions. Mr. Jackson joined Kenexa in April 2009 after a full career in the British Army, where he most recently served as Director of [read more]

Anne E. Herman

Research Consultant, Kenexa Government Solutions

Anne E. Herman, Ph.D., serves as a research consultant for the Kenexa Research Institute. Dr. Herman worked previously for two years as a research consultant for Kenexa’s survey team. She has extensive consulting experience in performance management, organizational assessment and change, creativity and innovation, employee selection and promotion, organizational strategy, program evaluation and st [read more]

Track B: Military Recruitment, Retention

3:00 Recruiting Using Social Media

Suzie Grieco, Associate, Booz Allen Hamilton

How defense organizations can generate a competitive advantage through the use of social media channels as part of a fully-integrated recruiting strategy while abiding by federal regulations and merit systems principles. Booz Allen’s approach to Strategic Human Capital Management helps clients design, implement, and evaluate formal systems to ensure the effective use of human talent to implement business strategy. This capability helps clients understand what human capital programs they need and how to manage human capital to achieve improved organizational performance.

Suzie Grieco

Associate, Booz Allen Hamilton

Suzie Grieco is an Associate with Booz Allen Hamilton’s Organization and Strategy team providing Human Capital Management consulting to Department of Defense (DoD) clients. Her areas of expertise include talent acquisition and marketing strategy. Suzie’s 20+ year professional career includes experience in the federal government, non-profit and advertising industries.Prior to her current role, Suzi [read more]

3:45 Afternoon Networking Refreshment Break In The Solutions Zone

Afternoon Networking Refreshment Break In The Solutions Zone

4:15 From NSPS To Human Resources Operations: Human Capi...4:15 Investigating The Army Campaign Plan For Health Pro...

Track A: Civilian Force Development

4:15 From NSPS To Human Resources Operations: Human Capital Management Lessons Learned & Best Practices

Brad Bunn, Director, Human Resources, J-1, Defense Logistics Agency, Fort Belvoir, VA

Brad Bunn will be assigned as director, human resources, J-1, Defense Logistics Agency, Fort Belvoir, Va. Mr. Bunn is currently serving as the program executive officer, National Security Personnel System, Defense Human Resources Activity, Arlington, Va. Mr. Bunn leads the comprehensive policy and program office for the design and implementation of NSPS. Prior to this appointment, Mr. Bunn served concurrent roles as the Deputy PEO, NSPS and the Director of the Defense Civilian Personnel Management Service (CPMS) from June 2005 to May 2008. Mr. Bunn has over 18 years of experience in the Department of Defense as a human resources professional. On this session, Mr. Bunn will draw on that experience while exploring lessons learned and best practices for Human Capital Management throughout the Department of Defense.

Brad Bunn

Director, Human Resources, J-1, Defense Logistics Agency, Fort Belvoir, VA

Brad Bunn, a member of the Senior Executive Service since November 2003, assumed the position of Human Resources director, Defense Logistics Agency in October 2009. DLA Human Resources is dedicated to enabling the Agency’s workforce to capitalize on their skills, experience and potential by leverage its diverse backgrounds and abilities to effectively support the warfighter and the Department of D [read more]

Track B: Military Recruitment, Retention

4:15 Investigating The Army Campaign Plan For Health Promotion, Risk Reduction And Suicide Prevention

Colonel Christopher R. Philbrick, Director, Army Suicide Prevention Task Force

Despite efforts over the last several years, suicide rates continue to rise. The Army Suicide Prevention Task Force is working to develop a comprehensive strategy for suicide prevention that involves screening/ surveillance, suicide prevention training, risk assessments, and treatment.

Making behavioral health and suicide prevention part of comprehensive plan
Addressing longer deployment, multiple deployments, greater time away from base camps, and combat frequency and intensity as contributing factors to increasing suicide rates
Training and distribution of behavioral health personnel in theater

Colonel Christopher R. Philbrick

Director, Army Suicide Prevention Task Force

Colonel Chris Philbrick entered military service in May, 1982 and was commissioned as an Armor Officer. After completion of the Armored Officer Basic Course at Fort Knox, KY, he was subsequently assigned to Fort Rucker, Alabama for flight training. After completion of the rotary wing qualification course, Colonel Philbrick served in a variety of aviation operational assignments. Locations and posi [read more]

5:00 Insourcing: Prior To Execution, Strategic Workforce...5:00 Capabilities Based Competency Assessment (CBCA): Jo...

Track A: Civilian Force Development

5:00 Insourcing: Prior To Execution, Strategic Workforce Planning Is A Must

Patricia C. Adams, Deputy Assistant Secretary of the Navy (Civilian Human Resources), Office of the Assistant Secretary of the Navy (Manpower and Reserve Affairs)

In today's insourcing environment, before an organization can develop its approach, it must first understand the current workforce, how it is shaped, and consider the following:

What are our current and future work requirements?
How are technical capabilities being built within the workforce to support these requirements?
Are there significant gaps in specific levels of the workforce (entry/journey/senior)?
How can strategic workforce planning enable the organization to successfully execute our insourcing goals?

Patricia C. Adams

Deputy Assistant Secretary of the Navy (Civilian Human Resources), Office of the Assistant Secretary of the Navy (Manpower and Reserve Affairs)

Ms. Adams is the senior advisor to the Under Secretary of the Navy and the Assistant Secretary of the Navy (Manpower and Reserve Affairs) on policies and programs impacting the civilian workforce. Since joining the Department of the Navy (DON) in June 2003, Ms. Adams has implemented the Secretary's Human Capital Strategy to inspire, develop, compensate, shape, and manage our civilian workforce; sh [read more]

Track B: Military Recruitment, Retention

5:00 Capabilities Based Competency Assessment (CBCA): Joint Warfighting Capability => Integrated Requirements => Operational Readiness

Captain USN (Ret) Richard D. Suttie, Assistant Dean of Academics, US Naval War College

CBCA is an analytical methodology to determine human mission essential competencies as directly derived from joint warfighting capability. CBCA therefore translates the capability through mission through task to workload and worker requirements of each functional role of an organization/staff, and produces the relevance, importance, and level of each competency. This then -

Relates joint warfighting requirements (current and future) to the essential competencies people must have to be 'ready for work'
Enables educators and trainers to directly crosswalk their courses to those required competencies
Inherently produces workload, leadership and language, regional expertise and cultural awareness requirements for manpower and community managers

Captain USN (Ret) Richard D. Suttie

Assistant Dean of Academics, US Naval War College

Professor Suttie’s area of research at the Naval War College is to help determine the future education requirements for career long professional military education with a focus at developing leaders prepared to lead at the operational level of war. His work has been accepted by the Navy’s US Fleet Forces to establish the manpower requirements for the Navy’s Maritime Operations Center’s Staffs dist [read more]

5:45 Networking Cocktail Reception In The Solutions Zone

Networking Cocktail Reception In The Solutions Zone

6:45 End Of Main Conference Day One

End Of Main Conference Day One







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Wednesday, February 17th – Main Conference Day One

HUMAN CAPITAL MANAGEMENT: OPERATING IN A TIME OF UNCERTAINTY

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Robert Osmond Associate Partner, IBM Human Capital Management

Major General Sean J. Byrne Commanding General, US Army Human Resources Command

Barbara J. Lombardo Partner, Human Capital Management Practice, IBM Global Business Services

Brigadier General Sharon K.G. Dunbar Director, Force Management Policy, Deputy Chief Of Staff for Manpower, Personnel and Services, US Air Force

Jesse Harriott SVP, Chief Knowledge Officer, Monster World Wide

The Honorable Dennis M. McCarthy Assistant Secretary of Defense for Reserve Affairs, Office of the Assistant Secretary of Defense for Reserve Affairs

Abe Zwany Vice President, Booz Allen Hamilton

Robert Osmond Associate Partner, IBM Human Capital Management

Marilee Fitzgerald Acting Deputy Under Secretary of Defense for Civilian Personnel Policy, US DoD

Carolyn Stevens Senior Program Analyst, Office of Family Policy/Children and Youth, Department of Defense

Andrew Jackson Vice President, Kenexa Government Solutions

Anne E. Herman Research Consultant, Kenexa Government Solutions

Suzie Grieco Associate, Booz Allen Hamilton

Brad Bunn Director, Human Resources, J-1, Defense Logistics Agency, Fort Belvoir, VA

Colonel Christopher R. Philbrick Director, Army Suicide Prevention Task Force

Patricia C. Adams Deputy Assistant Secretary of the Navy (Civilian Human Resources), Office of the Assistant Secretary of the Navy (Manpower and Reserve Affairs)

Captain USN (Ret) Richard D. Suttie Assistant Dean of Academics, US Naval War College

Robert Osmond

Associate Partner, IBM Human Capital Management

Major General Sean J. Byrne

Commanding General, US Army Human Resources Command

Barbara J. Lombardo

Partner, Human Capital Management Practice, IBM Global Business Services

Brigadier General Sharon K.G. Dunbar

Director, Force Management Policy, Deputy Chief Of Staff for Manpower, Personnel and Services, US Air Force

Jesse Harriott

SVP, Chief Knowledge Officer, Monster World Wide

The Honorable Dennis M. McCarthy

Assistant Secretary of Defense for Reserve Affairs, Office of the Assistant Secretary of Defense for Reserve Affairs

Abe Zwany

Vice President, Booz Allen Hamilton

Robert Osmond

Associate Partner, IBM Human Capital Management

Marilee Fitzgerald

Acting Deputy Under Secretary of Defense for Civilian Personnel Policy, US DoD

Carolyn Stevens

Senior Program Analyst, Office of Family Policy/Children and Youth, Department of Defense

Andrew Jackson

Vice President, Kenexa Government Solutions

Anne E. Herman

Research Consultant, Kenexa Government Solutions

Suzie Grieco

Associate, Booz Allen Hamilton

Brad Bunn

Director, Human Resources, J-1, Defense Logistics Agency, Fort Belvoir, VA

Colonel Christopher R. Philbrick

Director, Army Suicide Prevention Task Force

Patricia C. Adams

Deputy Assistant Secretary of the Navy (Civilian Human Resources), Office of the Assistant Secretary of the Navy (Manpower and Reserve Affairs)

Captain USN (Ret) Richard D. Suttie

Assistant Dean of Academics, US Naval War College