2011 Government Talent Summit

Pasquale M. Tamburrino, Jr. Deputy Assistant Secretary for Civilian Personnel Policy, United States Department of Defense Mr. Tamburrino serves as the Deputy Assistant Secretary of Defense for Civilian Personnel Policy. His responsibilities include policy and oversight of civilian personnel plans, policies and programs that affect over 700,000 defense employees worldwide. Lieutenant General Andrew Graham Director of the Defence Academy of the United Kingdom, Colonel of the Royal Regiment of Scotland Lieutenant General Andrew Graham was educated at Eton College and Trinity College Cambridge. Commissioned into the Argyll and Sutherland Highlanders (Princess Louise's) in 1975 he served as a Platoon Commander and Company Commander in the UK, Hong Kong, Northern Ireland, Cyprus, South Georgia and Germany before commanding 1st Battalion The Argyll and Sutherland Highlanders (Princess Louise's) from 1995–1997. Sydney Smith-Heimbrock Deputy Associate Director, Office of Personnel Management & Acting Executive Director, CHCO Council Sydney Smith-Heimbrock directs OPM's Leadership and HR Development Solutions Center in the Division for HR Solutions.  As LHRD Director, Dr. Smith-Heimbrock leads the Federal Executive Institute and OPM’s management development centers. Peter J. Shelby, M.Ed., MBA, SPHR Chief Learning Officer for National Reconnaissance University (NROU) Mr. Shelby took over as the Chief Learning officer for National Reconnaissance University (NROU) in late 2010.  The NRO designs, builds and operates the nation's reconnaissance satellites.  NRO products, provided to an expanding list of customers like the Central Intelligence Agency (CIA) and the Department of Defense (DoD), can warn of potential trouble spots around the world, help plan military operations, and monitor the environment.  As CLO, Mr. Shelby directs all learning conducted across the NRO via the six University schools: School of Leadership & Professional Development; School of Engineering; School of Warfighter Support; School of Enterprise Support; Acquisition Center of Excellence, and Imagery Intelligence (IMINT) Center of Excellence. Mr. Shelby is currently in his second term as the Co-Chair for the federal government’s Interagency Chief Learning Officer Council. Dr. Reginald Wells Deputy Commissioner of the Social Security Administration’s (SSA) Office of Human Resources & Member of CHCO Council Reginald F. Wells was named Deputy Commissioner of the Social Security Administration’s (SSA) Office of Human Resources effective July 15, 2002 after serving short tenures as Deputy Associate Commissioner for Disability Program Policy and Senior Advisor in the Office of Disability and Income Security Programs. Dr. Wells also serves as the Chief Human Capital Officer for SSA. In his capacity as Deputy Commissioner for Human Resources, Dr. Wells oversees a staff complement of 400 employees with an operating budget of $100 million. Dr. Joseph Harrison Jr. Chief Civilian Human Resources, Recruitment and Retention, US Army Medical Command Dr. Joseph Harrison, Jr. currently serves as the Chief, Civilian Human Resources Division, Recruitment and Retention Branch for the US Army Medical Command (MEDCOM). This was a first for MEDCOM. The branch was launched in April 2008. He leads the development and execution of plans to maintain a highly visible recruitment program to stimulate interest and attract qualified applicants for a variety of hard-to-fill medical occupations for the civilian medical corps. Bjorn Rother Acting Chief, HRD Strategy Unit at the International Monetary Fund and Author of “The Determinants of Currency Crises: A Political Economy Approach” Bjorn Rother is an Economist at the International Monetary Fund in Washington, D.C., and worked previously as a consultant with Mckinsey & Company Inc. He holds a Doctorate in Economics from the Free University of Berlin. Angela Bailey Deputy Associate Director, U.S. Office of Personnel Management Angie has dedicated 29 years to public service, with 26 of those years in human resources. She was selected for the Senior Executive Service in October 2007. As the Deputy Associate Director for Recruitment and Diversity, she overseas OPM's diversity and inclusion initiatives, hiring, classification, and recruitment policy, student programs, including the Presidential Management Fellows Program, and USAJOBS, the Federal Government's one-stop source for jobs and employment information. Recruitment and Diversity provides Federal-wide policy to almost 2 million Federal employees and over 11 million Americans seeking employment opportunities with the Federal government.Angie began her career with the Social Security Administration. She later worked for the Department of Defense in several different components and Defense agencies. She has served in many roles, including Budget Analyst, Labor Relations Officer, and prior to leaving DoD as the Director of Human Resources for the Defense Contract Management Gregory Wilshusen Director of Information Security Issues, Government Accountability Office Gregory Wilshusen is Director of Information Security Issues at Government Accounting Office (GAO), where he leads information security-related studies and audits of the federal government.  He has over 28 years of auditing, financial management, and information systems experience.

Need Help Registering? I'm here to help Shane Lennon Senior Director, Strategic Relationships 866.538.1909 x1904 shane.lennon@hci.org

The Reinvention of Government Talent Management in Crisis

Spending agreements, pay freezes, tax cuts, budget crises, hiring stops, smaller government: all this equals major talent management challenges for federal agencies. Additionally, in the 2011 State of the Union address, President Obama spoke a call to action; the U.S. must be number one again and this must start with every citizen, every business, and every agency. As RFK said and the President echoed: “That’s what Americans have done for the past 200 years; we’ve reinvented ourselves.”

The solution to all of these challenges isn’t possible without the right human capital. How can federal leaders and CHCO’s deliver more with less, and work smarter, faster and more efficiently? This year’s third annual HCI Government Talent Summit focuses on how talent management can address the issues of government and break across administrations and partisan lines to solutions.

Attracting & Retaining Talent:

Sixty percent of the workforce and 90% of senior leadership in government will be eligible to retire by 2015. With this shift in motion the importance of attracting and retaining Generation Y talent is imperative. This is a major shift in the overall workforce. The new workforce must be comprised of high potential employees that are motivated to learn. New and innovative recruiting strategies must include the use of New Media and targeted Employer Branding. With limited resources available as incentive for hiring and retention, agencies must master the ability of tapping into the individual's inherent feeling of a “higher purpose” and commitment to mission success.

• Branding government jobs as cool
• Instilling a sense of “Higher Purpose” in existing and new talent
• Building a deep pipeline of talent using new media
• Creating creative ways of rewarding and incenting the best talent

Managing the Multi Sector Workforce:

The Office of Management and Budget (OMB) Memorandum M-09-26, “Managing the Multi-Sector Workforce” mandated that government agencies must adopt a workforce planning model. In support of the goal to work smarter, more efficiently and faster and to do more with less, governments have been asked to review their use of private sector contractors and minimize their use in an effort to strengthen their internal workforce with training, development and strong human capital planning. This includes the transfer of formal and informal knowledge from experienced to newer employees. Emphasis must also be made on creating a culture that fosters engagement and motivation. How can government Chief Human Capital Officers deliver on this order given environmental factors like administrative turnover, political will, and budget constraints?

• Managing workforce planning and the use of contractors
• Aligning training and development to strategic agency results
• Hiring reform and regulatory restrictions
• Reforming a de-motivated workforce

Gov 2.0, New Media & The Cloud:

Today’s government practices are increasingly tied to technology systems that private organizations have also adopted. President Obama’s Open Government Directive instructs all federal agencies to actively open their operations to the public by way of transparency, collaboration and participation. Gov 2.0 includes the use of New Media like social networks and the internet to effectively communicate internally and with the citizenry. Agencies have been asked to move all possible systems and practices to “the cloud” in an effort to reduce waste and increase productivity. The challenge is using technology that was built with the capacity of maximum exposure like Facebook and Twitter to attract, engage and communicate while being mindful of restrictions of use.

• Using Gov 2.0 to aid in communication, attraction and engagement
• Utilizing the cloud
• Incorporating New Media for internal and external communication and removal of agency to agency silos

From our 2010 Evaluation Forms:

“This was my second Government Summit, and it was another great learning experience — see you again next year!”

“I love the Government Summit, because it's not just another HR conference. It's the only event I've seen that focuses 100% on important talent management issues.”

“Jennifer Mason [Deputy Chief of Staff, OPM] and Dr. [Richard] Florida were both great. They set the table for an interesting and rewarding three days.”

“The whole conference has been filled with great ideas. I can't wait to get back and get started!”

“My hat's off to your conference programmers. This was a pretty amazing lineup of CHCOs and senior leaders.”

Special Conference Features for Attendees

• Roundtable Benchmarking Discussions — Benchmark with your peers & colleagues — discover best practices and find help to problems you're currently facing
• Structured Networking Cocktail Party — Cocktails, business card exchange, and lots of speed meetings
• Blogger's Corner — Live blogging throughout conference to share with your colleagues unable to attend
• Pre-Conference Webcasts — Live sneak peak at highlights from keynote presentations
• Free Gift — Get your HCI Tote Bag!
• The HCI Easy-Chair Book Club — Selections, reviews, and favorites from Speakers, Industry Experts, and HCI Practice and Community Leaders
• The White Paper Lounge — Hosting a repository of papers from speakers, analysts, and corporate thought leaders