HCMD 2012

Deputy Chief of Staff forManpower, Personnel

and Services, US Air Force

Lieutenant General Darrell D. Jones

Honorable Thomas R. Lamont

Honorable Juan M. Garcia

Mr. Pat Tamburrino, Jr.

Assistant Secretary of the Navy

(Manpower andReserve Affairs), USNavy - ASN (M&RA)

Deputy Undersecretary ofDefense, Civilian PersonnelPolicy, US Department of

Defense

Assistant Secretary of theArmy Manpower and

Reserve Affairs, US Army - ASA (M&RA)

� 40+ Defense And Federal Speakers � 4 Days Of Education And Networking� Unlimited Takeaways!

Call 1-888-482-6012 or 1-646-200-7530 • Web www.hcmdusa.comEmail [email protected] • Fax 1-646-200-7535

Register Now!

Advancing The HR StrategicPlan In A Time Of LimitedResources

March 12-15, 2012Sheraton National Hotel, Arlington, VAwww.hcmdusa.com

THE PREMIER SYMPOSIUM ON DEFENSE HUMAN CAPITAL MANAGEMENT

Join us on:

Sponsored by: Organized by:

4% 3%

Learn about current and future strategic-level initiatives and how they willimpact your organization

Leverage tools and best practices for streamlining your processes andimplementing policy directives at the operational level

Interact with peers and hear case studies, lessons learned and potential solutionsfor current challenges in recruitment, leadership development, successionplanning, onboarding, etc.

Discover best practices for implementing the HR Strategic Plan at your agency,including:

• Hiring the best: Developments and opportunities in recruitment and hiringreform

• Respecting the workforce and honoring service: Investing in employeedevelopment through training, work-life balance, and recognition

• Expecting the best: Transforming civil service through leadership andaccountability

Participate in three full days of keynote briefs, panels and workshops dedicatedto human capital management in a time of limited resources and doing morewith less as well as the Focus Day dedicated to HR technology and streamliningHR IT processes

Monday, March 12th – HR TECHNOLOGY FOCUS DAY • HR TECHNOLOGY: Using Technology To Transform And Streamline HR Processes• See pages 4-5

Tuesday, March 13th – MAIN CONFERENCE DAY ONE• HIRING THE BEST: Developments And Opportunities In Recruitment And HiringReform

• See page 6

Wednesday, March 14th – MAIN CONFERENCE DAY TWO• RESPECT THE WORKFORCE AND HONOR SERVICE: Investing In EmployeeDevelopment Through Training, Work-Life Balance, And Recognition

• See pages 7-8

Thursday, March 15th – MAIN CONFERENCE DAY THREE• EXPECT THE BEST: Transforming Civil Service Through Leadership AndAccountability

• See pages 8-9

Human Capital Management for Defense bringstogether the most innovative and forwardthinking leaders from military and civilianpersonnel and private industry, such as:

• Human Resources

• Human Capital

• Workforce Planning

• Personnel

• Employment(Affirmative, EqualOpportunity)

• Force Management/Integration/Development/Transformation

• Plans & Integration

• Manpower

• Reserve Affairs

• Training

• OperationsManagement

• StrategicPlanning/Initiatives

• Business Operations

• Management Planning

• Strategic Initiatives

• Education

• Staffing

• Administration

• Readiness

• Mobilization

• Community & FamilyPolicy

• Hiring & SuccessionPlanning and Learning

• Directors

• Managers

• Chiefs

• Specialists

• Commanders

• Secretaries (Assistant,Deputy, DeputyAssistant)

• Program Managers/Officers andSupervisors Of:

US Department ofDefense

US Army

US Navy

US Air Force

Federal Government

US Marine Corps

US Coast Guard

Who Will Attend HCMD 2012:

Past Audience Breakdown:Branch/Department

Seniority

HCMD 2012 Key Themes

REASONS YOU NEED TO BE AT HCMD 20125 1

2

3

4

5

Call 1-888-482-6012 or 1-646-200-7530 • Web www.hcmdusa.com • Email [email protected] • Fax 1-646-200-7535 • Follow Us @HCMFederal2

Director

Analyst/Specialist

Chief

Program Manager

USD/AUSD/DUSD

Commander

Other

32%

34%

22%21%

8%

8%

22%19%

13%

11%

2% 1%

Approximately 3 million people work for the Department of Defense,making it the largest employer in the US. As such, managing humancapital is an ongoing challenge and always a top priority. HumanCapital Management Defense brings together all relevantstakeholders from throughout the Defense and Intelligence Communitiesfrom strategic-level policy makers to the operational-level HR managersto discuss best practices for managing human capital in a time ofconstrained resources.

ABOUT HCMD 2012

Colonel Charles P. Armentrout, A1 -Directorate of Manpower and Personnel,US Air Force - Air Combat CommandNEW!

Ms. Angela Bailey, Deputy AssociateDirector, Recruitment and Hiring, US Officeof Personnel Management

Captain Kenneth J. Barrett, DeputyDirector, Diversity Management and EqualOpportunity, US Department of DefenseNEW!

Colonel Steve Beatty, A1 DirectorManpower and Personnel, US Air Force -Air Mobility Command NEW!

Mr. Keith Boring, Program Manager, NavyCredentials Program Office, US Navy -National Center for InformationDominance NEW!

Mr. Edward Breslow, Deputy Director forManpower & Personnel, US SouthernCommand

Mr. Will Brown, Talent Manager andDeputy Director of Business Operations andServices,US Navy - Office of Naval ResearchNEW!

Ms. Pamela Budda, WorkLife PolicyProgram Manager, US Department ofDefense - Civilian PersonnelManagement Service

Mr. Charlie Buhl, Assessment & WorkforceInquiries Division, US Navy - Office ofCivilian Human Resources NEW!

Mr. Brad Bunn, Director, Human Resources,J-1, Defense Logistics Agency

Ms. Mary Byers, Chief, Office of HumanResources, Defense Intelligence AgencyNEW!

Mr. Keith Charles, Director, Human CapitalInitiatives, Department of Defense,Acquisition, Technology and Logistics(AT&L) NEW!

Mr. Michael Chase, Executive Director,Human Capital, Defense ContractManagement Agency NEW!

Colonel Dave Czzowitz, Director,Manpower and Personnel - J1, USTransportation Command NEW!

Dr. Susan Duncan, Assistant G-1 for CivilianPersonnel, US Army

Mr. Tony Farmer, Supervisor, Benefits andWorklife Group, National Geospatial-Intelligence Agency NEW!

Dr. Todd Fore, Executive Director, US AirForce - Air Force Personnel CenterNEW!

Honorable Juan M. Garcia, AssistantSecretary of the Navy (Manpower andReserve Affairs), US Navy - ASN (M&RA)

Colonel Michael Godfrey, J1 Director ofManpower, Personnel and Administration,US European Command

Ms. Katherine L. Hanson, Chief, Learning &Development, National Park ServiceNEW!

Ms. Marilyn Hudson, Chief of Joint DutyAssignments, US Department of DefenseNEW!

Lieutenant General Darrell D. Jones, DeputyChief of Staff for Manpower, Personnel andServices, US Air Force NEW!

Mr. Frank Jones, Chief Human CapitalOfficer, Defense Manpower Data CenterNEW!

Mr. Ira Kitmacher, Manager of CultureChange, Federal Deposit InsuranceCorporation NEW!

Ms.Yvette LaGonterie, Chief, OutreachBranch of Verification, U.S. Citizenshipand Immigration Services, Departmentof Homeland Security NEW!

Honorable Thomas R. Lamont, AssistantSecretary of the Army Manpower andReserve Affairs, US Army - ASA (M&RA)NEW!

Ms. Mary Beth Lepore, Chief, OSD StrategicHuman Capital Planning Office, USDepartment of Defense - CivilianPersonnel Management Service NEW!

Mr. Michael J. Lincecum, Acting Director ofPersonnel and Readiness InformationManagement (P&R IM), US Departmentof Defense NEW!

Colonel Rick J. LoCastro, Director ofManpower and Personnel, US StrategicCommand NEW!

Ms. Barbara Panther, Director, CivilianHuman Resources Agency, US Army NEW!

Ms. Karen Perkins, Director, HumanResources, US Army - InstallationManagement Command NEW!

Ms. Michele Roberts, Director, RecruitmentTools and Process Division, US Navy Officeof Civilian Human Resources NEW!

Mr. David Rude, Director for Leadership,Learning & Development, US Departmentof Defense - Civilian PersonnelManagement Service NEW!

Colonel John Sena, J1 Director ofPersonnel, US Special OperationsCommand NEW!

Mr. Garry Shafovaloff, Deputy Director,Human Capital Initiatives, Department ofDefense, Acquisition, Technology andLogistics (AT&L) NEW!

Mr. J.D. Sicilia, Director, StrategicManagement and Performance, USDepartment of Defense - Office of theDeputy Chief Management Officer

Mr. Richard L. Slusher, Headquarters AirForce (HAF) Telework Program Officer, USAir Force - HAF/IMIC NEW!

Mr. Pat Tamburrino, Jr., DeputyUndersecretary of Defense, CivilianPersonnel Policy, US Department ofDefense

Mr. James Trinka, Director, Training andTechnical Development, Federal AviationAdministration NEW!

Mr. Andrew Vail, Chief of Joint DutyAssignments, Office of the Director ofNational Intelligence NEW!

Ms. Juanita Wheeler, Manager, Student andPMF Programs, US Office of PersonnelManagement NEW!

Dr. Peggy Wright, Assistant Director ForHuman Capital, Engineering Research &Development Center, US Army Corps ofEngineers NEW!

Ms. Terri Yandle, Career DevelopmentDivision Director, US Navy - FleetReadiness Center East NEW!

HCMD 2012 Defense And Federal Speaker Faculty

3

AIR FORCE KEYNOTE

HR TECHNOLOGY FOCUS DAY

7:15 Registration & Continental Breakfast

7:55 Welcome AddressLisa RinglenProgram DirectorHCMD 2012

8:00 Chairperson’s Opening Remarks

8:15 Strategic Update From The United States Air ForceLt Gen Darrell D. Jones is the Deputy Chief of Staff for Manpower,Personnel and Services, Headquarters US Air Force, Washington,D.C. General Jones serves as the senior Air Force officer responsiblefor comprehensive plans and policies covering all life cycles ofmilitary and civilian personnel management, which includes militaryand civilian end strength management, education and training,compensation, resource allocation, and the worldwide USAFservices program.

Lieutenant General Darrell D. JonesDeputy Chief of Staff for Manpower, Personnel and ServicesUS Air Force

9:00 Human Capital Management For DoD - Trends & BestPractices In Driving ERP ValueThe economic downturn, in combination with an increased focuson military succession planning and requirement for accountability& transparency, is forcing the DoD to revisit how they can furthermodernize their ERP systems. Oracle, in its unique position as aleading provider of ERP systems to the DoD, has identified thetrends and best practices that can help organizations maximizetheir ability to drive value from their ERP system today and into thefuture. In this presentation, participants will learn how to managethe entire Talent Management lifecycle, as well as how to handleindustry-specific issues such as pending retirements, successionplanning, and strategic hiring.

Mr. Simon ThrelfallSenior Director, Industry Strategy & InsightOracle

9:45 Update On The DLA Workforce Readiness Index:Measuring Talent Management Progress ByAggregating, Organizing, Scoring , Reporting, AndAnalyzing A Set Of Workforce ReadinessIndicators/Metrics• Ensuring DLA workforce capabilities match mission requirements • Measuring Talent Management success via Workforce Readiness

Index• Conducting disciplined workforce analysis and planning across

DLA functional communities• Closing identified workforce competency gaps through

recruitment and development initiatives• Strategically using resources to solve problems exposed by the

Workforce Readiness Index, the DLA Culture Survey, etc.

Mr. Brad BunnDirector, Human Resources, J-1Defense Logistics Agency

10:30 Morning Networking Refreshment Break

11:00 Providing Better Services Through StrategicallyAligned Information Management Processes And Tools This presentation will discuss how the Office of the Under Secretaryof Defense (OUSD) for Personnel and Readiness (P&R) is leadingHuman Resources Management (HRM) transformation in theDepartment to ensure that the right people are recruited, trained,capable, motivated and ready to respond to the broad continuum ofemergent national threats both now and in the future. The focus ofthe presentation will be on key IT transformation initiatives designedto directly impact and improve personnel management andreadiness throughout DoD and recognize cost savings in a fiscally-constrained environment. HRM is one of five Core Business Missionsin DoD and it encompasses the complete life cycle of humanresources functions and all activities that support DoD personnel andfamily members, throughout their careers and beyond.

Mr. Michael J. LincecumActing Director of Personnel and Readiness InformationManagement (P&R IM)US Department of Defense

11:45 PANEL: Best Practices For Using IT Solutions For HRManagement• Web-based tools for civilian workforce development• Are integrated platforms, centralized processes the answer?• Using social media to enhance HR processes: Social networks,

online communities, virtual collaboration and sharing informationacross boundaries

• What are the potential workforce issues of the future and howcan technology help meet those challenges?

• IT tools for efficiency and effectiveness

Mr. Frank JonesChief Human Capital OfficerDefense Manpower Data Center

Ms. Michele RobertsDirector, Recruitment Tools and Process DivisionUS Navy Office of Civilian Human Resources

Dr. Todd ForeExecutive DirectorUS Air Force - Air Force Personnel Center

12:30 Luncheon

1:30 Know Your Workforce, Improve Results: CustomerRelationship Management (CRM) For The DoDEnterpriseWhen businesses know their customers, they improve results. Theyachieve higher customer satisfaction, make better decisions, andmeet business objectives. Customer Relationship Management(CRM) solutions make this possible.When DoD organizations know their workforce, they can ensurereadiness, make informed decisions, and achieve the mission.Leveraging the same technology available to private industry, DoDorganizations can now manage workforce relationships for military,civilian, contractors, augmentees, and coalition forces on a singleplatform.Learn how DoD organizations have used DefenseReady, animplementation of Microsoft Dynamics CRM, to transform theirunderstanding of their workforce from a set of data points to deep,multi-dimensional views of each person.

Mr. Dave MiltonChief Technology OfficerPermuta Technologies

MONDAY, MARCH 12, 2012

HR TECHNOLOGY: Using Technology To Transform And Streamline HR Processes

4 Call 1-888-482-6012 or 1-646-200-7530 • Web www.hcmdusa.com • Email [email protected] • Fax 1-646-200-7535 • Follow Us @HCMFederal

2:15 Navy’s Strategic Workforce Dashboard And How It IsUsed In Strategic Workforce Planning• Streamlining personnel management actions and improving

human capital management across the employee base• Providing powerful workforce analytic and planning capabilities • Collecting, integrating and publishing employee data

Mr. Charlie BuhlAssessment & Workforce Inquiries DivisionUS Navy - Office of Civilian Human Resources

3:00 E-Verify Overview: Employment Eligibility VerificationE-Verify is a web-based employment verification system managedby U.S. Citizenship and Immigration Services and designed to assistemployers in complying with the law. As of Fiscal Year 2011, morethan 292,000 employers have enrolled in E-Verify, representingmore than 898,000 locations. More than 1,000 new employersenroll each week and the number of employers enrolled in E-Verifyhas more than doubled each fiscal year since 2007. In Fiscal Year2011 alone, E-Verify processed 17.4 million employment queries. Inthis session you will learn how to:• Electronically verify employment eligibility with a quick and non

burdensome system• Reduce unauthorized employment, minimize verification related

discrimination and protect civil liberties and employee privacy• Use E-Verify in conjunction with the Form I-9

Ms. Yvette LaGonterieChief, Outreach Branch of VerificationUS Citizenship and Immigration Services, Departmentof Homeland Security

3:45 Afternoon Networking Refreshment Break

4:15 Use Of Credentialing To Professionalize TheWorkforce: Case Study Of Navy’s CredentialingOpportunities On-Line (COOL) Program The use of credentialing to professionalize the military workforcehas been highly successful in the Navy. Facilitated by the jointArmy/Navy COOL initiatives, the Navy has incorporated civilianoccupational certifications into service members' Learning andDevelopment Roadmaps. This enhances the service members' abilityto meet mission requirements while in service and improves theirability to transition to the civilian workforce.

Mr. Keith Boring will discuss how the Navy COOL initiative hasimproved the ability of the Navy to incorporate specificrecommendations for credential attainment into Sailors' careerdevelopment. The audience will learn how the Navy's educationand training community has worked together to ensure thatrecommended credentials are relevant to the military occupationand will add value for the Navy. They will also learn howcollaboration between the Army and Navy has yielded significantcost savings in these tough fiscal times.

Mr. Keith BoringProgram Manager, Navy Credentials Program OfficeUS Navy - National Center for Information Dominance

5:00 Keynote Presentation From The Defense IntelligenceAgency Chief, Office Of Human Resources Mary C. Byers joined the Defense Intelligence Agency (DIA), HumanCapital Directorate in January 2011, as the Chief, Office of HumanResources (HCH). In this role, Ms. Byers provides a wide range ofhuman resources (HR) support services across the DIA Enterprise.These services include employee benefits, pay administration,recruiting, hiring and staffing, performance management,employee/management relations support, awards and recognition,leave administration, and retirement counseling. In direct support ofcombat commands and deployed forces, HCH provides HR supportto military personnel as well as civilian employees and their families,including psychological and other professional counselingservices—all to a worldwide workforce.

Ms. Mary ByersChief, Office of Human ResourcesDefense Intelligence Agency

5:45 HR Technology Focus Day Concludes

HR TECHNOLOGY FOCUS DAY continued

5

“HCMD offers an excellent opportunity to gain insight in the rapidly changingenvironment of DoD Human Capital.”

“Highly recommend this symposium to all Human Capital Management agents in DoD.”

“The topics were directly related to my job and what I expected to hear about. This was very informative.”

“I like the collaborative effort demonstrated from DoD and private corporations and theirviews of the Human Capital Efforts as a whole.”

What have past attendees said about HCMD?

NAVY KEYNOTE



8:00 Chairperson’s Opening RemarksA Representative of Monster Government Solutions

8:15 America's Navy: A Global Force For GoodThe vision of the Department of the Navy is to develop andeffectively utilize a fully integrated workforce – consisting of militaryservice members (active and reserve), government civilians,contractors, and volunteers – to execute the Naval mission, with theright person, doing the right work, at the right time, with the righttraining, at the best value. This session provides a strategic updateon DON Human Capital from the Department of the NavyManpower and Reserve Affairs

Honorable Juan M. GarciaAssistant Secretary of the Navy (Manpower and Reserve Affairs)US Navy - ASN (M&RA)

9:00 Industry Keynote PresentationA Representative of Monster Government Solutions

9:45 Update On The Presidential Memorandum HiringReform Initiative• Improving USAJOBS• Streamlining job opportunity announcements• Reducing time to hire: Keys to getting good candidates in less time• Increasing applicants’ satisfaction with the hiring process

Ms. Angela BaileyDeputy Associate Director, Recruitment and HiringUS Office of Personnel Management


11:00 Budget Cuts, Funding And Lack of Resources: DoingMore With LessIn the face of funding cuts, reducing contractors, a hiring freeze forall but critical jobs and the proposed cutting of at least 150 seniorexecutive service positions and 50 general and flag officer positionsduring the next two years • Articulating requirements: How to successfully compete for

scarce resources• Current pressure to reduce the number of contractors and reservists• HR personnel under pressure to streamline processes

Mr. Michael ChaseExecutive Director, Human CapitalDefense Contract Management Agency

11:45 Building A Talent Pipeline: Communications AndRecruitment Strategies • Leveraging innovative technology and communication strategiesto recruit, hire, and retain talent• Building partnerships and conducting outreach activities to

attract a diverse workforce • Collecting and analyzing recruiting metrics to improve decision-

making and report returns on recruiting investment

Eric VazquezSenior AssociateBooz Allen Hamilton

12:30 PANEL: Workforce Transition & Talent Management• Potential DoD drawdown, filling hard to fill skills• Transitioning between corporate life, civilian and active service; retiring• Reducing contractors and planning for a new era of doing more

with less

Ms. Barbara PantherDirector, Civilian Human Resources AgencyUS Army

Mr. Will BrownTalent Manager and Deputy Director of Business Operations and ServicesUS Navy - Office of Naval Research

Dr. Ron SandersSenior Executive Advisor Booz Allen Hamilton

1:30 Luncheon

2:45 Small Group Brainstorming: Developments AndOpportunities In Recruitment And Hiring ReformThis hands-on exercise gives you a new way of thinking and ideas tobring back to your office. Collaborate and problem solve with yourpeers! Each small group will have a specific theme, no more than 20people and last 45 minutes. During this time, your group will worktogether to determine the challenges, solutions and plan of action.You will have the opportunity to attend two separate roundtables.

Topic TBA Moderated by A Representative of OC Tanner

Strategic Personnel Planning: Making The Most From AConstrained BudgetModerated by

Chris RobertsonDirector, Military HR & Manpower SolutionsSTGi

Additional Topics TBA


4:00 DoD Diversity Efforts And Equal EmploymentOpportunity Planning • Providing an overarching framework for DoD diversity and civilian

equal employment opportunity (EEO) programs and plans to preventunlawful discrimination

• Developing recruitment programs that attract a diverse talent pool• Complying with Executive Order (July 2010)-- Increasing Federal

Employment of Individuals with Disabilities: What are the bestpractices for recruitment and retention of persons with disabilities

Captain Kenneth J. BarrettDeputy Director, Diversity Management and Equal OpportunityUS Department of Defense

4:45 Update On The Student Pathways Programs: Internships,Recent Graduates And The Presidential ManagementFellows Programs• Offering clear paths to Federal internships for students from high

school through post-graduate school• Developing clear paths to civil service careers for recent graduates• Providing meaningful training, mentoring, and career-development

opportunities

Ms. Juanita WheelerManager, Student and PMF ProgramsUS Office of Personnel Management

5:30 Networking Cocktail Reception

6:30 Main Conference Day One Concludes

MAIN CONFERENCE DAY ONETUESDAY, MARCH 13, 2012

HIRING THE BEST: Developments And Opportunities In Recruitment And Hiring Reform

6

FEDERAL GOVERNMENT

KEYNOTE

Call 1-888-482-6012 or 1-646-200-7530 • Web www.hcmdusa.com • Email [email protected] • Fax 1-646-200-7535 • Follow Us @HCMFederal

DOD KEYNOTE

ARMY KEYNOTE



8:00 Chairperson’s Opening RemarksSteve Goodrich Chief Executive Officer The Center for Organizational Excellence, Inc.

8:15 Defense-Wide Mandates & The Administration’s Long-Term Human Capital Plan• Updates on efforts to reduce duplication and overhead in military

organizations• Hiring reform initiative and impact of hiring freeze for DoD• Impact of the Secretary’s Efficiencies Initiative

Mr. Pat Tamburrino, Jr.Deputy Undersecretary of Defense, Civilian Personnel PolicyUS Department of Defense

9:00 Building A Culture Of Leadership: The IBM Story AndApproachMaria-Paz Barrientos is a Partner with IBM Global Business Services,and leads the corporation’s Organization and People (that includesHuman Capital Management and Organization ChangeManagement) consulting business for Public Sector and NorthAmerica. Her Public Sector group totals over 240 full-timeconsultants. Ms. Barrientos has 20 years of consulting experiencefocused in the area of organizational transformation in the areas offinance and human resources. She has performed businesstransformation projects for a number of organizations including theUS Department of Veterans Affairs, the US House ofRepresentatives, the Asian Development Bank, the Inter-AmericanDevelopment Bank, the International Finance Corporation, theState of Florida, and FEMA.

Ms. Maria-Paz BarrientosPartner, Organization & People LeaderIBM Global Business Services

9:45 Strategic Update From The United States Army Mr. Thomas R. Lamont, Assistant Secretary of the Army (Manpower& Reserve Affairs), is responsible for the supervision of themanpower, personnel and reserve component affairs for theDepartment of Army. In this position, he serves as the Army's pointperson for policy and performance oversight of human resources(military, civilian and contractor) training, readiness, mobilization,military health affairs, force structure, manpower management,equal opportunity, equal employment opportunity and other criticalmatters as part of the Army leadership.

Honorable Thomas R. LamontAssistant Secretary of the Army Manpower and ReserveAffairsUS Army - ASA (M&RA)


11:00 PANEL: Checking-In With The COCOMs: LessonsLearned From Joint Commands• Managing HR for multiple services, plus reserve and civilian

personnel management • Reorganization and process improvement in joint environments• Impact of the Secretary of Defense Efficiencies Initiative

Colonel Rick J. LoCastroDirector of Manpower and PersonnelUS Strategic Command

Colonel Michael GodfreyJ1 Director of Manpower, Personnel and AdministrationUS European Command

Colonel John SenaJ1 Director of PersonnelUS Special Operations Command

Colonel Dave CzzowitzDirector, Manpower and Personnel - J1US Transportation Command

Mr. Edward BreslowDeputy Director for Manpower & PersonnelUS Southern Command

12:00 Luncheon And 6th Annual HCMD Awards CeremonySee page 10 for more details

2:00 Leading Human Capital Innovation In A CostConstrained EnvironmentA Representative of Deloitte

2:45 Three Tips For Implementing & Engaging Employees InA Successful Development ProgramThe Engineer Research and Development Center of the US ArmyCorps of Engineers is in the business of solving the Army's andNation's most challenging Environmental, Civil Works and Militarymobility, logistics and survivability problems. We hire the best andbrightest scientists and engineers and then provide an intensiveintegration procedure to incorporate their expertise into projects asrapidly as possible. To engage, inspire and continually develop thismultidiscipline workforce, ERDC has established multiple technicaltraining programs for advanced S&E academic degrees, andpromoted attaining professional certifications and licenses. Tofurther develop leadership and supervisory skills, multiple leadershipand supervisory development programs have been implemented.This presentation will discuss designing and implementing thetraining and development programs deployed at ERDC and Dr.Wright will provide three tips for engaging supervisors andemployees and delivering a successful development program.

Dr. Peggy Brasfeild WrightERDC Assistant Director for Human CapitalUS Army Corps of Engineers, Engineer Research &Development Center (ERDC)

3:30 PANEL: Virtual Offices/Employees: IntegratingTelework Into Your Workforce• Which agencies are using telework effectively? What costs

savings are there from using telework? • Hoteling (providing office space to employees on an as-needed

rather than on the traditional, constantly reserved basis) • How is the Telework Enhancement Act of 2010 impacting the

implementation and integration of telework across the DoD?

Ms. Pamela BuddaWorkLife Policy Program ManagerUS Department of Defense - Civilian PersonnelManagement Service

Mr. Richard L. SlusherHeadquarters Air Force (HAF) Telework Program OfficerUS Air Force - HAF/IMIC

Mr. Tony FarmerSupervisor, Benefits and Worklife GroupNational Geospatial-Intelligence Agency


MAIN CONFERENCE DAY TWOWEDNESDAY, MARCH 14, 2012

RESPECT THE WORKFORCE AND HONOR SERVICE: Investing In Employee Development Through Training,Work-Life Balance, And Recognition

7

4:45 Change And Engagement In “3D:” Where We Were,Are And Going…Successful organizational engagement and change are achievable, butnot necessarily easy. In this session we will clearly define what changeand engagement are, their importance and benchmark a number ofhighly successful organizational cultures. We will draw a roadmap,using the Federal Deposit Insurance Corporation as a case study, forhow an organization can move from the bottom to the top in termsof its culture. We will explore building an effective, holistic deliveryand embedding system for improving engagement and change. Wewill also outline how you can successfully use the 3D model to achieveunderstanding, determination and success in overcoming resistanceand effectively making change stick in your organization.

Mr. Ira KitmacherManager of Culture ChangeFederal Deposit Insurance Corporation

5:30 PANEL: Engaging The Workforce Through Training AndDevelopment• Providing training opportunities at all levels of service to ensure

employee growth and advancement • Deploying new leadership development programs – preparing

employees for promotion, increased responsibilities,

accountability and leadership • Designing better performance management systems to support

employee’s development • Closing competency gaps through better succession

management

Ms. Katherine L. HansonChief, Learning & DevelopmentNational Park Service

Mr. David RudeDirector for Leadership, Learning & DevelopmentUS Department of Defense - Civilian PersonnelManagement Service

Ms. Terri YandleCareer Development Division DirectorUS Navy - Fleet Readiness Center East

Mr. Dave FallSenior Vice President of OperationsC2 Technologies, Inc.

6:15 Main Conference Day Two Concludes

MAIN CONFERENCE DAY TWO continued

8

MAIN CONFERENCE DAY THREETHURSDAY, MARCH 15, 2012

EXPECT THE BEST: Transforming Civil Service Through Leadership And Accountability



8:00 Chairperson’s Opening Remarks

8:15 Developing The Strategic Workforce Plan For All Of DoD• Recruitment and retention for mission critical occupations• Expanding the Functional Communities to include all major

occupations• Developing competencies for each occupation across the

enterprise

Ms. Mary Beth LeporeChief, OSD Strategic Human Capital Planning OfficeUS Department of Defense - Civilian Personnel ManagementService

9:00 Ensuring The Right Number Of Skilled People In TheProper Grades And Specialties To Complete The AFMissionDr. Todd A. Fore, a member of the Senior Executive Service, isExecutive Director, Air Force Personnel Center, Randolph Air ForceBase, Texas. The center's primary focus is to ensure commandersaround the world have the right number of skilled Air Force people inthe proper grades and specialties to complete their missions. AFPChas a diverse workforce of nearly 2,600 Air Force military, civilian and

contractor personnel responsible for implementing personnel policies,developing personnel programs and conducting worldwide personneloperations for 1.25 million Air Force military, civilian and retirees. Thecenter also manages the Air Expeditionary Force schedule and tracksthe execution of delivering versatile air and space power tocombatant commanders. AFPC implements comprehensive programscovering all aspects of the personnel life cycle for military and civilianpersonnel, to include accessions, education and training, assignmentsand deployments, promotions and evaluations, and retirements andseparations. Additionally, the center provides support for readinessand contingency operations worldwide.

Dr. Todd ForeExecutive DirectorUS Air Force - Air Force Personnel Center

9:45 Integrating Performance, Strategy And Budget:Developing A High-Performing Organization ThroughLeadership And Accountability• Best practices for building effective organizations and developing

an agile workforce• Identifying the key factors that make innovative and leaders • Integrated Talent Management: Managing talent across the

lifecycle

Mr. J.D. SiciliaDirector, Strategic Management and PerformanceUS Department of Defense - Office of the DeputyChief Management Officer


9


11:00 PANEL: Dod-Wide Best Practices From The Hr DirectorsCurrent Initiatives And Challenges In TalentManagement And Workforce Development Across TheDOD• Ensuring the right number of skilled people in the proper grades

and specialties to complete the mission• Managing a diverse workforce of military, civilian and contractor

personnel • Implementing personnel policies, developing personnel programs

and conducting worldwide personnel operations • Providing support for readiness and contingency operations

worldwide

Colonel Charles P. ArmentroutA1 - Directorate of Manpower and PersonnelUS Air Force - Air Combat Command

Colonel Steve BeattyA1 Director Manpower and PersonnelUS Air Force - Air Mobility Command

11:45 Promoting Better Communication And InformationSharing Across The Workforce Through TheIntelligence Community Joint Duty Program• Offering the workforce professional opportunities to broaden

and enrich their careers through experiencing the scope of theIntelligence Enterprise beyond their home agency

• Providing civilians in Grades 13 through 15 and in the SeniorExecutive Service the chance to lead, operate and practice theirtradecraft in partnering agencies and organizations and applythat knowledge to the Intelligence Community’s mission

• Developing leaders who value and foster collaboration – leaderswho broaden the definition of team throughout their career

Mr. Andrew VailChief of Joint Duty AssignmentsOffice of the Director of National Intelligence

Ms. Marilyn Kopasz HudsonSenior Strategist, Human Capital Management OfficeOffice of the Under Secretary of Defense for Intelligence

12:30 Luncheon

1:30 PANEL: Doing More With Less: AchievingOrganizational Excellence In Difficult Times• Innovative ways of managing the workforce in times of shrinking

budgets• Maintaining morale in the face of pay freezes, changes to

benefits and increased workloads• Best practices for meeting the challenge of downsizing the

civilian workforce

Ms. Karen PerkinsDirector, Human ResourcesUS Army - Installation Management Command

Mr. Ira KitmacherManager of Culture ChangeFederal Deposit Insurance Corporation

2:15 Small Group Brainstorming: Transforming Civil ServiceThrough Leadership And AccountabilityThis hands-on exercise gives you a new way of thinking and ideas tobring back to your office. Collaborate and problem solve with yourpeers! Each small group will have a specific theme, no more than 20people and last 45 minutes. During this time, your group will worktogether to determine the challenges, solutions and plan of action.You will have the opportunity to attend two separate roundtables.

Topic TBA Moderated by A Representative of OC Tanner

Strategic Personnel Planning: Making The Most From AConstrained BudgetModerated by

Chris RobertsonDirector, Military HR & Manpower SolutionsSTGi

Additional Topics TBA


3:30 Modernizing And Reorganizing The Workforce In ATime Of Limited ResourcesThe Defense Acquisition Strategic Workforce Plan was hand-delivered to Congress Tuesday, 27 April 2010. The report captureshow we are supporting the intent of the President and theSecretary of Defense to improve the acquisition workforce. Thereport highlights Dr. Ashton Carter’s theme that while “workforcesize is important, quality is paramount.” In this session you willlearn how the Department of Defense Acquisition, Technology andLogistics (AT&L) Human Capital Initiatives team is transforming theworkforce, including:• Implementing the Defense Acquisition Workforce Improvement

Act (DAWIA) • Developing a high performing, agile, ethical workforce• Restoring the Defense Acquisition Workforce through leadership

and accountability

Mr. Keith CharlesDirector, Human Capital InitiativesDepartment of Defense, Acquisition, Technology andLogistics (AT&L)

Mr. Garry ShafovaloffDeputy Director, Human Capital InitiativesDepartment of Defense, Acquisition, Technology andLogistics (AT&L)

4:15 Leading In The 21st Century: From Exhausted ToEffectiveHear about an innovative, research-based approach designed toincrease employee engagement by building and exercising 21stcentury leadership competencies. Managers still play an importantand vital role on employee performance and retention. Now, seehow a long list of possible managerial activities and competencieswas reduced to the “vital few accelerators” that have the mostimpact on improving both employee engagement and leadershipeffectiveness. This approach ensures that managers rememberfundamental activities that create positive energy by recognizingand appreciating what is working (success), which produces greaterengagement and momentum for change; ultimately achieving“breakthrough” increases in organizational results. Participants will learn:• The “vital few accelerators” that drive outcomes of employee

engagement and leadership effectiveness• How to apply the “vital few accelerators” on-the-job.• The value of using an appreciative inquiry based approach to

leadership

Mr. James TrinkaDirector, Training and Technical DevelopmentFederal Aviation Administration

5:00 HCMD 2012 Concludes

MAIN CONFERENCE DAY THREE continued

Most Innovative Recruitment Program: Recognizing the most innovative program in attracting toptalent, implementing an effective recruitment strategy, and demonstrating improvements in the hiringprocess.

Best Workforce Development Program: Recognizing the best program in advancing opportunities forhigh performing employees; providing training and competency development to continuously engage andmotivate the workforce.

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

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

To host a table at the awards luncheon and ceremony, please contact Alexandra Burke at 646-200-7443 or [email protected]. Space is limited.

Planning on submitting a nomination? We’ll help you through the process!Contact Lisa Ringlen at 646-200-7468 or email [email protected] www.hcmdawards.com for more information.

Nominations must be submitted by January 27, 2012. The winners will be announced at the luncheon.

THE 6TH ANNUAL HCMD AWARDSLUNCHEON AND CEREMONY Wednesday, March 14, 2012 from 12:30-2:00PM

The awards categories are:

Download your nomination form at www.hcmdawards.com and submit to Lisa Ringlen [email protected]. All nominations must be submitted by: January 27, 2012

CATEGORY 1:

CATEGORY 2:

CATEGORY 3:

CATEGORY 4:

4

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Sponsored By:

Mr. Keith CharlesDirector, Human Capital InitiativesDepartment of Defense, Acquisition, Technology and Logistics (AT&L)

CDR Pattie KutchManpower Requirements Determination (MRD) Project Officer, Future Force Project DivisionUS Coast Guard

Additional judges to be announced. For updates on the Awards and Judges, visit www.hcmdawards.com.

This year’s judges include:

The HCMD Awards has been established to honor, recognize, and promote successfulhuman capital initiatives implemented throughout the Department of Defense and Federal Government. This is also an opportunity to recognize individuals and teams whohave made a significant contribution to progressing human capital management.


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IBM • www.ibm.comIBM Global Business Services: Resources transformation services andsolutions to large, complex organizations around the world. With morethan 2,000 professionals in 42 countries, IBM's Human Capital

Management (HCM) consulting practice helps organizations design, build, and implementsolutions in the areas of Workforce Transformation; Learning; Knowledge and Collaboration;and, HR Strategy and Transformation. IBM's Public S ctor HCM practice is dedicated exclusivelyto helping federal, state, and local governments solve their most challenging HR problems. IBMhas worked extensively with each of the services and multiple Department of Defense agenciesto implement service delivery models grounded in innovative and effective organizationaldesign, policies, process flows, and technology that are tailored to the specific needs of anorganization. These solutions have helped our clients drive measurable improvements inworkforce effectiveness, mission readiness, and operational efficiency through innovations inthe HR and Training domains. For more information, please visit us at www.ibm.com. Join us during our presentation on WEDNESDAY, MARCH 14, 2012 at 9:00 AM

Booz Allen Hamilton • www.boozallen.comBooz Allen Hamilton has been at the forefront of strategyand technology consulting for nearly a century. Today, the

firm is a major provider of professional services primarily to US government agencies in thedefense, security, and civil sectors, as well as to corporations, institutions, and not-for-profitorganizations. Booz Allen offers clients deep functional knowledge spanning strategy andorganization, technology, operations, and analytics—which it combines with specializedexpertise in clients’ mission and domain areas to help solve their toughest problems. The firm’s management consulting heritage is the basis for its unique collaborative culture andoperating model, enabling Booz Allen to anticipate needs and opportunities, rapidly deploytalent and resources, and deliver enduring results. By combining a consultant’s problem-solvingorientation with deep technical knowledge and strong execution, Booz Allen helps clientsachieve success in their most critical missions—as evidenced by the firm’s many clientrelationships that span decades. Booz Allen helps shape thinking and prepare for futuredevelopments in areas of national importance, including cybersecurity, homeland security,healthcare, and information technology. Booz Allen is headquartered in McLean, Virginia, employs more than 22,000 people, and hasannual revenues of approximately $5 billion. Fortune has named Booz Allen one of its “100Best Companies to Work For” for six consecutive years. Working Mother has ranked the firmamong its “100 Best Companies for Working Mothers” annually since 1999. Moreinformation is available at www.boozallen.com.Be sure to hear our presentation on TUESDAY, MARCH 13, 2012 at 11:45 AM

Center for Organizational Excellence • www.center4oe.comFor over 26 years, the Center for Organizational Effectiveness (COE)has been a trusted partner helping federal agencies measurablyimprove efficiency and effectiveness. COE works collaboratively togain a deep understanding of each organization’s mission andvalues so that a solution to one problem does not create more

challenges in other areas. We help align strategy, processes, and people to perform at theirbest. Our approach is always holistic, never shortsighted or piecemeal; our process is designedto illuminate and amplify organizational resources, not consume or squander them. We arecommitted to measuring—and optimizing—the efficacy of our strategies and tools, all ofwhich are time-tested to deliver results that matter. Our suite of performance managementsoftware is the first in the industry to be built from the ground up to meet the uniquerequirements of federal agencies. Headquartered in the Washington DC area, COE offersperformance management, strategic human capital consulting, organizational assessment andbusiness process re-engineering, as well as program evaluation and information technologyconsulting through the GSA MOBIS and IT schedules, the OPM TMA contract, and the ArmyPEO-EIS Enterprise Architecture Strategy and Engineering BPA, contract no. W52P1J-11-A-0022. Visit us at www.center4oe.com, or for more information about our suite ofperformance management software, visit www.goalowner.com.Come and visit us at our booth in the exhibit hallVisit with our Chairperson on WEDNESDAY, MARCH 14, 2012

Clearance Jobs • www.clearancejobs.comClearanceJobs.com, the largest security-cleared job board,specializes in defense jobs for professionals with securityclearances. Defense candidates can register for free and search

thousands of defense industry jobs. For recruiters and hiring managers, ClearanceJobs.commakes finding and hiring security-cleared defense candidates fast and easy. Also, through TheCleared Network, recruiters can build networks of career minded, security-clearedprofessionals and communicate directly with them individually or in bulk. Learn more atwww.ClearanceJobs.com.Come and visit us at our booth in the exhibit hall

C2 Technologies • www.c2ti.comC² Technologies, Inc. (www.c2ti.com) is a nationally recognizedleader in performance improvement, dedicated to improving theeffectiveness of productivity-driven organizations. Founded in1989, our 300-strong workforce provides strategic human capital

management, training, mission-critical support services, and information technologysolutions to meet the specific needs of our civilian, defense, and private-industry clients.C²'s solutions are as diverse as our clients, giving us an opportunity to incorporate bestpractices from each industry into our services. The C² Human Capital practice specializes in the design, development, and implementation ofproducts and solutions that are tailored to our clients’ unique organizational needs andchallenges. Following a data-driven approach, our practitioners strive to help our clientsbecome more responsive, efficient, and effective, and align their human capital resources tomeet organizational objectives. Our solutions include:

Strategic Workforce Planning - HR Policy Research and Development - Job Analysis - Succession Planning- Recruitment and Selection - Compensation and Classification - Organizational Development andTransformation - Performance Management - Change Management - Employee Relations - DiversityManagement - Leadership and Management Development - Outplacement and Career DevelopmentCome and visit us at our booth in the exhibit hallAnd be sure to hear our presentation on WEDNESDAY, MARCH 14, 2012 at 5:30 PM

Defense Ready (Permuta Tech) • www.defenseready.comPermuta Technologies provides enterprise business solutions tailoredfor Department of Defense (DoD) organizations on the Microsoft

Dynamics CRM platform. Permuta’s DefenseReady software supports high-tempo DoD organizationson the ground from planning to deployment. We enable force mobilization preparation andmanagement – providing a critical tool at the local level to manage the personnel and resources DoDorganizations need to achieve mission success. For more information, please visitwww.DefenseReady.com. Come and visit us at our booth in the exhibit hallAnd be sure to hear our presentation on MONDAY, MARCH 12, 2012 at 1:30 PM

Deloitte • www.deloitte.comDeloitte is proud to team with the Department of Defense to solve its mostdifficult operational challenges in a cost affordable, innovative, and value

driven way. Drawing from industry-leading experiences serving the government, Deloitte providesdeep capabilities in human capital transformation, IT integration, organization and strategy, auditreadiness, and predictive analytics. Serving more than 80 percent of the world’s largest companies, wehave reach back to leading practices in the private sector to help the DoD tackle an increasinglycomplex and performance driven environment.Join us as we host the 6th Annual HCMD Awards Luncheon and Ceremony and be sure to hear ourpresentation directly following, both on WEDNESDAY, MARCH 14, 2012

Monster Government Solutions •www.monstergovernmentsolutions.comMonster Government Solutions (MGS) leverages the unmatched

recruiting resources of the Monster Worldwide network to connect government and educationemployers with quality job seekers. Our solutions are specifically created for the Federal, State and Local,and Education sectors and include strategies that attract, assess, hire and retain diverse candidates.Come and visit us at our booth in the exhibit hallAnd be sure to hear our presentation on TUESDAY, MARCH 13, 2012 at 9:00 AM

OC Tanner • www.octanner.comGrow your people. Grow your business. Grow your bottom line. Talentmoves where it’s appreciated. But appreciation does more than keep

people happy. It reveals hidden talents and inspires people to grow. O.C. Tanner is uniquely qualified tohelp you engage employees in the growth of your business, align what you appreciate with corporategoals and values, and determine your greatest potential for growth. We start by understanding thepossibilities—and then create a solution for you to appreciate people who do great work. Becausecelebrating success inspires people to invent, to create, to discover. And when people are inspired,companies grow. www.octanner.comCome and visit us at our booth in the exhibit hallAnd we’ll be hosting a workshop on TUESDAY, MARCH 13, 2012 at 2:45 PM and THURSDAY MARCH 15, 2012 at 2:15 PM

Oracle • www.oracle.com Oracle (NASDAQ: ORCL) is the world’s most complete, open, and

integrated business software and hardware systems company. With more than 370,000 customers-including 100 of the Fortune 100-in more than 145 countries around the globe, Oracle is the onlyvendor able to offer a complete technology stack in which every layer is engineered to work together asa single system. Oracle's industry-leading products give customers unmatched benefits includingunbreakable security, high availability, scalability, energy efficiency, powerful performance, and low totalcost of ownership. For more information, visit oracle.com.Come and visit us at our booth in the exhibit hallAnd be sure to hear our presentation on MONDAY, MARCH 12, 2012 at 9:00 AM

STG International • www.stginternational.comSTG International, Inc. (STGi) is a woman‐owned minority business,founded in 1997 to provide human capital management, medical, andprofessional services to Federal and private sector clients. Thanks to

steady, exponential growth, STGi now employs more than 1,700 professionals in 38 states andterritories, with headquarters in Alexandria, VA, and additional offices across the country. Dedicated tothe Human Mission, STGi proudly supports the nation’s most fundamental imperatives; including HeadStart training and technical assistance, medical care for Soldiers, and government‐wide recruitment,among others. Learn more by visiting www.STGInternational.comCome and visit us at our booth in the exhibit hallAnd we’ll be hosting a workshop on TUESDAY, MARCH 13, 2012 at 2:45 PM and THURSDAY MARCH 15, 2012 AT 2:15 PM

Talx • www.talx.comTALX, the provider of Equifax Workforce Solutions, has the uniqueposition of serving more than 90% of the Federal Government.

As a leading provider of human resource services, TALX offers Web-based solutions in the Hiring, PayReporting, and Compliance areas. Innovative solutions that reduce risk and enhance the financial wellbeing of agencies and their employees include assessments, workforce analytics, garnishments, taxcredit identification, onboarding, I-9 management, paperless pay, W-2 management, employmentverification, and unemployment tax management services. Come and visit us at our booth in the exhibit hall

OUR SPONSORS


Please take a look at The Aerospace & Defense HumanResources Network, a group on LinkedIn designed to facilitatenetworking amongst HR, Talent Acquisition and OrganizationalManagement Executives within the Aerospace and Defense

industries.

ASDNews.com – “Be the first to know”ASDNews brings the latest aerospace, defence and security newsfrom government, industry and major news agencies around theworld. Our service has over 60,000 active subscribers and 2 million

article readers per year. ASDNews content is categorised in over 25 main news groups -for example: “Training & Simulation News”, or “Unmanned Systems News” - makingrecent and related articles easy to find. Subscribe to our free daily newsletter or weeklygroup newsletters on www.asdnews.com/subscription

Defense Update International magazine provides anonline resource for military professionals and enthusiasts.With frequently updated news feed covering news andanalysis on modern military & aerospace technology,

Defense Update discusses the different aspects of modern defense technology, fromcombat systems, to defense business and financial news. Defense Update is tailored forprofessionals. Among the tools available to our readers are the extensive, up-to-dateevents calendar, comprehensive product coverage, a military theme bookstore, jobcenter, and more… Visit www.defense-update.com to join our free subscription service.

The Federal Managers Association (FMA) is the oldest, largest,most influential professional association representing the interests offederal managers, supervisors and executives in the federal

government. FMA advocates excellence in public service through effective managementand professionalism, as well as the active representation of its members’ interests andconcerns. FMA advances its mission through consultation in the Executive Branch andadvocacy in Congress, top-notch professional development programs, informativepublications, local chapters, and networking opportunities. For more information, pleasevisit www.FedManagers.org.

Federal News Radio broadcasts on 1500 and 820AM in theD.C. area. Federal News Radio covers both the FederalGovernment and those who do business with the government

concentrating on management, procurement, technology, security, policy and pay &benefits. Federal News Radio is also the only place to read and hear federal icon MikeCausey every day. Federal News Radio can also be heard and seen worldwide atFederalNewsRadio.com

GoingToMeet.com is your preferred website for it is an efficient guideto the most relevant, recent global events. It links you to the event'swebsite, thus letting you know how you may participate (e.g. speaker,presentor, exhibitor). And a contact us menu allowing you tocommunicate with event organizer or GTM.

GovEvents.com is the premiere online resource for all governmentevents, and was created as a service to the government community.Now, government users, vendors, and event producers can go toone place on the web to find and post government-related events.

The site provides in-depth information on hundreds of events, from major industrytradeshows, to government conferences, to agency-sponsored roundtables, andwebcasts. GovEvents is a free, member-based site.

The Toolbox.com network of online communities enables anyone toaccess the collective knowledge of a worldwide audience of experiencedprofessionals. Through Toolbox.com, executives and professionals cancollaborate with their peers to resolve problems more efficiently, make

better decisions by leveraging best practices and lessons learned, and increase theirefficiency in the workplace.

ABOUT OUR MEDIA PARTNERS

With the administration-wide push to streamline processes,increase efficiency and do more with less, the DefenseCommunity will need HR solutions and services to help meetthe needs and objectives of their agencies. Some of thebiggest human capital challenges an HCMD attendee faceson a day-to-day basis include:

Find out how you can participate as an HCMD sponsor, callAlexandra Burke at 646-200-7443 or [email protected].

• Hiring reform • Workforce planning• Strategic organizationaldevelopment

• Training and development• Developing performancemetrics

• Effective succession planning• Leadership development

• Competency assessment• Operational improvementto HR business processes

• HR IT management• Change management

For your convenience,the networking activitiesat HCMD 2012,including breakfasts,refreshment breaks, andthe cocktail receptionwill be centrally locatedin the Solutions Zone.There is a vast array ofsolution providers out

there – the key is finding the right one for you. It iscritical for you to make smart investment decisions thatwill produce meaningful results and help improve youragency’s performance. We’ve taken some of theguesswork out of the process. As HCMD is not a tradeshow, only companies who are recognized leaders inHuman Capital Management solutions will be allowed inthe Solutions Zone.

SPONSORSHIP AND EXHIBITIONOPPORTUNITIES:

THE SOLUTIONS ZONE

“Highly recommend the HCMD symposium to all strategic DoD Human Resourcesprofessionals. A must! Best speakers within DoD.”


Hotel InformationConference Pricing 2012

Sheraton National Hotel900 South Orme StreetArlington, VA 22204703-521-1900 Phone703-271-6626 Faxwww.SheratonNational.com

The Sheraton National Hotel is conveniently locatedminutes away from the nation’s capital, and offersstunning panoramic views, contemporary style, and firstclass service. With access to attractions such as ArlingtonNational Cemetery, Kennedy Center, and Air and SpaceMuseum, this location is ideal for both family vacationsand business travel. Nearby Reagan National Airportmakes transportation easy.

HCMD has procured a special conference rate of$211.00 per night (plus tax). To book yourreservations, call the Sheraton National at 1-888-627-8210 and identify yourself as an HCMD attendee.Rooms are limited and are on a first come, first servedbasis, so make your reservations as soon as possible.After the hotel cut-off date of February 17, 2012,rooms may still be available, so inquire with the hotel ifyou have missed the cut off date.

TRAVEL INFORMATIONFor more information on transportation options to theconference venue, please visit www.hcmdusa.com. TheSheraton National Hotel also offers complimentaryshuttle service - with scheduled runs every 30 minutes toand from Ronald Reagan National Airport (DCA) and thePentagon City Mall Metro.

PLEASE NOTE: • To secure your team discount, register online at

www.hcmdusa.com or contact James Graham at 1-866-691-7771 or [email protected].

• Team discounts must be booked and paid for at thesame time. Team discounts do not apply to sponsoringor exhibiting companies or non government agencies.

• All discounts are taken off the full conference price. Notwo discounts or offers can be combined.

• Payment is due in full at the time of registration. Yourregistration will not be confirmed until payment isreceived and may be subject to cancellation

• CT Residents must add 6% Sales Tax to theirregistration fee

• For payment methods, cancellation, postponement andsubstitution policy, please visit www.hcmdusa.com.

Military & Government – Register early to make sure you’re takingadvantage of our best discounts. SAVE MORE when you book aGroup. See pricing details below.

Full PricePackage A: 3 Day Conference + HR Technology Focus DayMarch 12-15 $2,580

Package B: 3 Day Conference OnlyMarch 13-15 $1,935

Others

Price Price Price Price Standard Until Until Until Until Price 11/30 12/21 01/31 02/29

Groups 5+ $849 $899 $949 $1199 $1299 (Save $650) (Save $600) (Save $550) (Save $300) (Save $200)

Groups 3-4 $949 $999 $1049 $1299 $1399 (Save $550) (Save $500) (Save $450) (Save $200) (Save $100)

Individuals $1049 $1099 $1149 $1399 $1499 (Save $450) (Save $400) (Save $350) (Save $100)

Military & Government Pricing: 3 Day Conference + HR Technology Focus Day (March 12-15)

Military & Government Pricing: 3 Day Conference Only (March 13-15)

REGISTRATION INFORMATION

13

“I look forward to this event each year – it’simportant to refresh your thoughts and preparefor the challenge to come! There’s always aterrific line up of speakers!”

“Excellent conference can’t wait for next year!”


Price Price Price Price Standard Until Until Until Until Price 11/30 12/21 01/31 02/29

Groups 5+ $1149 $1199 $1249 $1699 $1799 (Save $850) (Save $800) (Save $750) (Save $300) (Save $200)

Groups 3-4 $1249 $1299 $1349 $1799 $1899 (Save $750) (Save $700) (Save $650) (Save $200) (Save $100)

Individuals $1349 $1399 $1449 $1899 $1999 (Save $650) (Save $600) (Save $550) (Save $100)

Sign up your team to sit at different Problem Solving Scenarios/Small Group Brainstorming sessions on March13th and 15th. Throughout the four-day conference, you will have the opportunity to participate in small group problem solving sessionswhich will allow you to interact with your peers, discuss challenges and brainstorm solutions and best practices for meetingthose challenges. There will be several workshops at a time – send more than one delegate to be sure your team canparticipate in multiple discussions!

Bring your team to hear the latest updates and key priorities from Department and Service Leadership. Each day HCMD offers insights and strategic-level briefings from DoD, Army, Navy, Air Force and Agency leadership. Giveyour team the opportunity to hear directly from the most senior levels of your organization.

Register together to cut costs with great discounts – Defense and Government Agencies: Save up to $850 whenyou book a team. See page 13 for details!

There are so many content packed sessions at HCMD, it is impossible for one person to gather all the great takeawaysand nuggets of information. This year we are bringing together HR, Training and Policy directors from across Defense underone roof to discuss innovative strategies for improving learning and development and overall HR practices. This is theperfect opportunity for you to bring your Training, HR and Policy and Planning Officers to the show!

With over 200 HR managers in attendance, you can’t network with everyone. With a group attending from yourorganization, you’re much more likely to meet up with the key people that you want to connect with.

What are the benefits in sending teams?

Air Force - Headquarters (Team of 2)

Army - Audit Agency (Team of 2)

Army - Assistant Civilian Personnel Office-G1 (Team of 2)

Army - Center for Army Analysis (Team of 2)

Army - Joint Munitions Command (Team of 3)

Army - PEO Ground Combat Systems (Team of 3)

Army - PEO Integration (Team of 2)

Army - Security Assistance Command (Team of 6)

Army - TACOM (Team of 2)

Civilian Personnel Management Service (Team of 4)

Defense Information Systems Agency (Team of 3)

Defense Logistics Agency (Team of 4)

Defense Threat Reduction Agency (Team of 3)

Military Entrance Processing Command (Team of 2)

Navy - Facilities Engineering Command –HQ (Team of 2)

Navy - Headquarters

Navy - Human Resources Office Norfolk (Team of 3)

Navy - Meteorology and Oceanography Command (Team of 4)

Navy - Military Sealift Command (Team of 2)

Navy - N1 Strategy Office (Team of 2)

Navy - Sea Systems Command (Team of 9)

Office of Personnel Management (Team of 3)

OPM - Automated Systems Management Branch (Team of 2)

TRICARE Management Activity (Team of 2)

The following Agencies Made A Smart Investment Last Year By Sending Their Teams

Book your teams now to make sure you’re taking advantage of our steepest discounts –get up to $850 off the full conference price. See page 13 for more details.

WHY BRING YOUR ENTIRETEAM TO HCMD?

There is so much going on at HCMD 2012, sending your team is the smartest training investmentyou can make for your group.


“Unemployed veterans facechallenges in civilian workforce”

Attention Mailroom: If undeliverable to addressee, this time sensitiveinformation should be forwarded to the Head of Human Resource

10665.006/GR

WBR535 Fifth Avenue, 8th FloorNew York, NY 10017

Five Easy Ways To RegisterONLINE www.hcmdusa.com

EMAIL [email protected],

FAX this form to 1-646-200-7535- You will be contacted for payment details.

MAIL Your registration form and payment details to:Worldwide Business Research 535 5th Avenue, 8th Floor, New York, NY 10017

CALL 1-888-482-6012 or 1-646-200-7530

When registering please provide the code above.

Your priority booking code is:

THE PREMIER SYMPOSIUM ON DEFENSE HUMAN CAPITAL MANAGEMENTMarch 12-15, 2012 • Sheraton National Hotel, Arlington, VAwww.hcmdusa.com

“Improvement in DOD’s management of its strategichuman capital resources is an absolute must.”

“Human Capital Management: A High Risk Area for theDepartment of Defense”

“OPM proposes new pathways toemployment”

Hear Mr. Pat Tamburrino elaborate on this; see page 7 for more details

Hear A Panel of DoD Experts discuss this; see page 6 for more details Hear Ms. Juanita Wheeler speak aboutthis; see page 6 for more details

Hear A Panel of DoD Experts tackle this; see page 9for more details

Hear CAPT Kenneth

Barrett address this;

see page 6 for more details

Military &Government

Register early and SAVE up to $650 or Book agroup and SAVE up to $850 each! See more details on pg. 13.

“Obama orders ag

encies to

develop plans to

increase

workforce divers

ity”

Earn Continuing Education CreditsEmail [email protected] for details!

HCMD: Ripped From The Headlines

HCMD 2012

Documents

lieutenant

customer relationship

youre taking

chris robertson

human capital

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