Focus Day – Innovation & Culture Shift

7am: Breakfast Breakfast

745am: Chairman’s Opening Remarks Chairman’s Opening Remarks

8-835am: Opening Keynote. Opening Keynote

835-910am: Keynote: Leading An HR Office To Improve On Customer Service Keynote: Leading An HR Office To Improve On Customer Service

910-950am: Short presentations: Flexibility As A Priority- Finding Innovative Ways And Doing Things Differently In These Austere Times To Work Around Budget Shortfalls. Supporting employee sharing & rotations and using internal mentorship programs as a way of improving communication and nurturing individuals Creating economies of scale in computing services by leveraging similar services seen in other agencies

950- 1025am: Case Study: Learning From The Army ‘Innovation week’ Initiative Letting people know that It's ok to take time away from your day-to-day activities if you have an innovative idea or if you want to do something differently. Innovation does not need to be seen as ‘painful’; it facilitates self improvement and organizational improvement.

1025-1055am: Morning Break Morning Break

1055- 1130am: Creating A Recognition Culture To Support Employee Engagement The relative ability of government managers and HR leaders to engage and motivate federal workers during these turbulent times will have a major impact on whether government organizations are able to succeed – or not. What makes an agency a ‘best place to work’ in terms of recognition? What are organizations and leaders doing to stand out from the pack in a positive way? How can agencies adapt their work environment and culture to make recognition strategies relevant today?

1130-1205pm: Unique Recognition Strategies To Link Innovation And Reward Leaders change frequently, therefore a sense of ownership of innovative ideas takes time to mature. How do we make innovative environments valuable to a leader? Who will manage the actual process & be committed? Making it as easy as possible for managers to recognize in a relevant and timely way by providing tools at their fingertips.

1205-110pm: Lunch Lunch

110-145pm: Configuring, Not Customizing, HR IT To Generate A ‘Return On Yesterday’ HR can't keep up with the demand for stronger, faster & cheaper IT hardware and software. Instead of endless, expensive customization of our IT to fit our requirements, how can we change our business processes to conform to HR IT products? Utilizing our current platforms to perform to their best capabilities and avoiding HR IT reimplementation and revalidation of requirements

145-230pm: Paving The Way For Graduates To Enter Government: How To Make Use Of The Student Loan Repayment Program & The Pathways Program To Attract And Retain Graduates As Tuition Costs Increase DoD has the highest number of graduates it has ever had, with loan repayments currently limited to $60kover 10 years. What is the private industry best practice? The program is aimed at making it easier for agencies to bring in new talent and to tailor-train potential employees to fit the special needs of a position. What is Pathways and how can it be used? How does the program affect the application process for our candidates?

230-315pm: Defining What Is Meant By ‘Routine’ Telework In Order To Increase Engagement, Satisfaction And Overall Organizational Productivity Finding ways to fit telework into the current budget and considering the expectations from Congress and the OPM in terms of developing telework skills, coaching, assessing performance and giving feedback

315-345pm: Afternoon Break Afternoon Break

345-420pm: Panel: Best Practice In Getting Telework Eligibility To Equal Authorization The Telework Act 2010 requires all federal agencies to revise policies to identify telework eligibility for each position and notify employees of their telework eligibility. Many employee coordinators are saying that they are not being able to use telework as fully as possible, as they are not authorized to get into the system. How can we get around this challenge? How can we increase usage overall?

420- 455pm: Employee Health & Wellness On A Dime; Utilizing Low-Cost And No-Cost Options To Generate High Health Returns For Very Little Investment How to organize wellness councils, flu shots, hand washing campaigns and ‘walking at work’ programs while creating inclusion of the people who are at the most risk under the framework of OPM Healthy People 2020. Measuring which agencies have effective policies in place, and then using these as a benchmark to assess which activities are new or continuing needs in your workplace. What can we do next? What should we do next?

455pm: End of Focus Day of Focus Day