Wednesday, March 13, 2013

7:00 Registration & Continental Breakfast Registration & Continental Breakfast

7:45 Chairperson’s Opening Remarks Chairperson’s Opening Remarks

8:00 Opening Keynote From The United States Army Mr. Thomas R. Lamont, Assistant Secretary of the Army (Manpower & Reserve Affairs), is responsible for the supervision of the manpower, personnel and reserve component affairs for the Department of Army. In this position, he serves as the Army's point person for policy and performance oversight of human resources training, readiness, mobilization, military health affairs, force structure, manpower management, equal opportunity, equal employment opportunity and other critical matters as part of the Army leadership.

8:35 What Is Working In The Virtual World And How To Apply It To Your Organization To Improve Your Talent Pipeline & Training Learning lessons from agencies using virtual world tools, including computer-generated avatars to improve your training

9:10 PANEL: Doing New With Less By Utilizing The ‘Cool Tools’ Of Social Media, Virtual Recruitment & Cloud Computing To Tap Into The Next Generation Of Talent Social media is a new frontier due to the government firewalls and security restrictions involved. How can we do social media in a way that is responsive and responsible, yet engaging? People can already use Facebook to comment on government activities. How do we leverage these opportunities to reach out to top candidates? Overall, how do we build career services and strong relationships in a transparent, virtual world? In addition, the DoD continues to invest in Cloud technology, growing spends by three per cent each year. Providing clarity around the Cloud to assess the true, tangible, measurable and documented benefits for our organization. Not only are we asking ‘What is Cloud?’ but what can we do with it and how can we bring it forward in this cost restrictive environment?

9:55 PANEL: The Hiring Process- Expanding The Recruitment Talent Pool And Finding The Right Hire Quickly And Cost Effectively. Making it easier to enter into the federal government by bringing the Department of Defense hiring in-line with private industry What tools and databases are available for selection? How can we ask the right questions of candidates during the recruitment phase? How can we ensure that HR staff aren’t overwhelmed by new hiring policies? Drawing On Best Practice & Lessons Learned In Obtaining New Employee Security Clearances-How do we streamline to bring somebody on board in a timely manner? How do we reduce security time down from weeks/months while still being thorough and placing importance on it? On The Road To True Hiring Reform; Making Change Happen By Knowing Its’ Implications- Giving hiring managers relevant information, supporting them in their decisions and empowering them to add value in the recruitment process. There are always exceptions to hiring timeframe rules, so how can we be flexible? How can we make change help, not hurt?

10:40 Morning Networking Refreshment Break Morning Networking Refreshment Break

11:10 Small Group Workshops Interactive, participation-driven discussions and brainstorming around your biggest challenges.This hands-on exercise gives you a new way of thinking and ideas to bring back to your office. Collaborate and problem solve with your peers! Each small group will have a specific theme, no more than 30 participants and last 10 minutes. During this time, your group will work together to determine the challenges, solutions and a plan of action. Topics will include: Getting To Grips With The Freedoms & Choices That We’re Willing & Able To Offer Young Recruits How can we be flexible with the millennial generation and their expectations of the work environment? What are they looking for and how can we motivate them?Leveraging Organizational Economies Of Scale By Unlocking The Value Of Big Data Using databases in partnership and gaining the ability to disseminate large amounts of information to make the right decisions. How can we find out what data is available? And how can we avoid information overload? Handling Internal Competition- Some Small And Less Well-known Agencies Struggle To Grab The Interest Of The Same Candidates That Larger, Better Known Organizations Are Targeting How do we connect with them knowing that they don’t go into newspapers to look for jobs or even use usajobs.gov? What tangible changes and cultural considerations can agencies make to create and live a powerful brand? Transforming Peoples’ Expectations In Career Development; Redefining How Individuals Look At Themselves & Their Roles Career mobility is being able to connect the talent across the organization & allowing movement between roles. To facilitate this, people need options, and to be in charge of their choices. Ensuring that staff are active career managers of their own destiny by putting a career roadmap at their fingertips. Learn how you can participate - Contact John.Tashjian@wbresearch.com for more information

11:50 Luncheon & The 7th Annual HCMD Awards Luncheon & The 7th Annual HCMD Awards

1:15 Closing The Communication Gap Between Employers And Veterans To Unlock Their Specialist Skills On one side of the coin, former military members need to get their skills across to hiring managers. On the other side of the coin, employers need to ask the right questions of these veterans and understand their specialist requirements. How do we build an integrated approach?

1:50 PANEL: Handling The Transition From The Military Arena To The Civilian Environment To Find Veterans And Welcome Them Into Our Organization What Do Both HR Managers & Veterans Want To See In Order To Achieve Entry To The Workforce? Providing opportunity & guidance rather than ‘a helping hand’ Outlining the interview process & defining active engagement Optimizing Veterans leadership, decision making, critical thinking and team working skills by translating them into the language of the organization Sourcing resumes from across the Department of Defense & utilizing ‘on the spot’ hiring Using mentorships as an onboarding tool to ensure veterans are integrating correctly Preparing managers to ‘think veteran’ & overcoming veteran stereotyping and stigmas

2:35 Afternoon Networking Refreshment Break Afternoon Networking Refreshment Break

3:05 Drawing On All Parts Of American Society To Meet The New Challenges Of The 21st Century Taking a holistic view of how to gear specific career fields, academic courses and training opportunities towards underrepresented groups to make the workforce more representative of the population of our country. How can we break down barriers to entry for both entry level and highly qualified positions (e.g. STEM)? What programs are in place to help? How can we avoid affirmative action?

3:45 CASE STUDY: The Nuts and Bolts of Reasonable Accommodation Providing the appropriate accommodation solutions to federal employees with disabilities and wounded service members. Outlining the regulations, understanding interactive needs assessment processes and demonstrating assistive technologies.

4:20 HR IT; Total Force Service Center, Tiered Service Delivery Model Dr. Todd Fore, a member of the Senior Executive Service, is Executive Director, Air Force Personnel Center, Randolph Air Force Base, Texas. The center's primary focus is to ensure commanders around the world have the right number of skilled Air Force people in the proper grades and specialties to complete their missions.

4:55 Hiring And Recruitment Day Concludes Hiring And Recruitment Day Concludes