Paul Brinkley Under Secretary of the Defense For Business Transformation, Office of Secretary of Defense

Mr. Brinkley leads business transformation for the Department of Defense (DoD), working across the military services and defense agencies to drive rapid transformation of business processes and systems to ensure improved support to the warfighter and improved financial accountability. He also oversees the Business Transformation Agency, the organization accountable for delivery of common processes and systems supporting logistics, acquisition, finance, and personnel activity across the DoD. At the core of the DoD’s transformation goals, workforce transformation and modernization is central to Mr. Brinkley’s efforts. Join Mr. Brinkley as he kicks off HCMD 2009’s learning opportunities with an insight into the strategic initiatives led by his team.

Major General Sean Byrne Commander, Human Resources Command, US Army

U.S. Army manning requires achieving HR effectiveness with our allvolunteer force during war. Focusing on manning, education, and retention, this presentation will focus on how U.S. Army Human Resources Command provides manpower support to our Army's commanders.

	Sheila Earle Executive Director, Air Force Personnel Center, US Air Force
	Mae Hazelton Personnel Resources Manager, PEO STRI, US Army
	Erik Nelson Director, Enterprise Business Solutions Practice, Northrop Grumman Information Technology
	Carla Hale Chief, Human Capital Management Office Defense Intelligence Agency

Forecasting and managing knowledge, skills and abilities required to meet current mission needs and realigning to the new Administration's priorities places more demand on managers and HR providers. Our panel represents DoD senior leadership views and opinions in regards to talent management requirements for the military, civilian, contractor and coalition workforce in executing our Nation's global mission. Join our panel as each member shares what is seen as the talent management challenges for his/her agency, DoD and the country in meeting mission requirements with a shrinking talent pool and what is currently underway/planned to ensure mission success--today and in the future. Topics specifically discussed will be:

• Matching skill requirements with employee/member interests
  
• Utilizing empowerment and accountability
  
• Matching compensation with talent
  
• Trends in shaping the future
  

	Peter Bonner Vice President, ICF International
	Major General Sean Byrne Commander, Human Resources Command, US Army
	Vice Admiral Gerry Hoewing (ret.) President and CEO, National Naval Aviation Museum

Although there are certainly other factors currently in use, the primary measures of recruit quality and success are ASVAB and HSDG. It appears that these old benchmarks may eliminate from consideration a large number of highly qualified recruits. Using current DoD qualification criteria, only about one third of American youth are even eligible for Service. Many do not perform well on ASVAB and many did not graduate from high school. Are there other factors such as judgment, goal setting and achievement, quality of education, etc that could be carefully analyzed to increase the pool of eligible candidates and provide guidance to recruiting selection centers to help pick highly qualified candidates. Join this panel of highly distinguished speakers as they discuss the potential for evaluation criteria that could be more relevant to today’s recruitment efforts.

	Tim Geisert Vice President Employment Branding, Kenexa Government Solutions
	LCDR Brian Carman Head, Human Resources, Director for Administration at the Naval Medical Center Portsmouth (NMCP), US Navy

Naval Medical Center Portsmouth (NMCP) is the oldest and largest hospital in the U.S. Navy. Its mission is to provide superior healthcare in support of our nation’s operational war fighter and their dependants; provide peacetime medicine; and to continue to be one of the premier teaching hospitals in the U.S. Navy. In order for the NMCP to effectively carry out its mission, the Command must be properly staffed. The NMCP is currently facing critical shortages of personnel categories, with nursing being the most urgent. Statistics show that by 2014 the number of healthcare jobs is expected to rise to over 3.6 million, and by 2020 there is expected to be a shortage of 340,000 nurses. With increased competition from the private sector, and long hiring timelines in civilian recruiting processes, the need to develop recruitment and retention campaigns to build the candidate pipeline and actively manage candidate workflow is becoming fundamental for defense organizations. In this session LCDR Brian Carman, Head, Human Resources, Director for Administration at the Naval Medical Center Portsmouth (NMCP) and Tim Geisert, VP Employment Branding at Kenexa will discuss the end-to-end recruitment solution implemented to revolutionize the civilian hiring process and help the NMCP become an ‘employer of choice’ to attract and onboard high performing candidates.

Sharon Stewart Acting Director, CPMS

The Department of Defense employs more than 700,000 civilians in an array of critical positions worldwide, with opportunities for people from all walks of life. As the HR services provided by the DoD evolve to meet the changing requirements of its civilian workforce, standardized processes and data must be supported by a global HR vision. Come hear from the Director of CPMS, Ms. Sharon Stewart to gain a first hand perspective on the Civilian Personnel Management Service. Learn to mobilize your workforce through enterprise wide initiatives that will support the DoD’s future goals.

Join Ms. Mary Larralde as she explores the continuous improvement initiatives that earned the Warner Robins Air Logistics Center its award for having the most innovative recruitment and retention program in 2007. Understand how the Directorate of Personnel has aligned its organizational goals to filling jobs at a high pace, while sustaining employee needs. Key focus areas include: strategic planning; public/private partnerships; reducing the time a job is vacant by projecting personnel fill actions; standardizing job descriptions and screening factors; streamlining the hiring process with hiring forecast strategic workforce forums; improving the newcomer orientation; and creating pools of ready applicants. All activities lead to an improved and better-postured workforce for the future.

Rhonda Diaz Acting Deputy Director, CPMS

The Department Of Defense has made great strides in becoming the “employer of choice”. By creating more retention incentives and processes and aligning its policies with needs of its employees, the DoD is working to support its civilian workforce, ensuring that it is prepared to meet the needs of the military. This presentation will uncover senior level strategy from CPMS on how the department continues to institute programs to ensure that its employees’ quality of life is secured.

Brigadier General Eric W. Crabtree Commander, Headquarters Air Reserve Personnel Center, US Air Force

Brig. Gen. Eric W. Crabtree is Commander, Headquarters Air Reserve Personnel Center, Denver, Colo. ARPC provides life-cycle personnel services to more than 1.2 million Air National Guard and Air Force Reserve Citizen Airmen to ensure they are prepared, available resources in the event of a national emergency. Under his command, the Center provides support to Guardsmen and Reservists throughout their military careers, from initial entry to retirement, including assignments, promotions and separations.

Attend this session to gain the most recent perspectives on the Air Reserve Personnel's efforts to meet the DoD's personnel needs.

Brigadier General Gina Farrisee Commander, Soldier Support Institute, US Army

As the US deploys more forces throughout the world, the DoD’s need to recruit and retain top talent has become much more acute. The Soldier Support Institute provides an opportunity for US Army soldiers to gain specific training to help them integrate more easily in high-demand roles. Learn how the Soldier Support Institute is working to aligning training specific to the needs of the DoD workforce.

Dennis M. McLaughlin Warfare Center Executive, Networks and Warfare Systems, Naval Sea, Systems Command, US Navy

In recent years there has been an initiative by OPM to streamline hiring, especially in regards to veterans. The Naval Sea Systems Command (NAVSEA) and the Naval Warfare Center Community (within NAVSEA) have formed unique partnerships in not just the hiring of veteran’s but in establishing relationships to mentor and assist.

Chris Zubof Head – Human Performance Section, NAVSEA SEA 10TD.1, US Navy

As new employees and recruits join various agencies in the DoD, the potential for employees of different age groups to face issues based on their generational values is increasing. Both younger and older employees are becoming challenged by different perceptions and expectations of the other's group with resultant effects on productivity, knowledge management and transfer, employment sustainability and supervision. This session will offer ways to build trust and open communication channels to fully engage the expertise of all DoD personnel. Attend this session to understand the values driving each group in their careers.

Sponsored By

To highlight the exceptional efforts made by human capital organizations through the Department of Defense, the Human Capital Management for Defense 2009 conference is proud to announce its 3rd annual awards ceremony. Key awards categories will include:

• Agency or command with the Most innovative recruitment and retention program, enabling a steady pipeline of qualified job candidates and ensuring that top performers are kept after being hired.
• Best workforce development program, providing knowledge of advancement opportunities and a means to build the required competencies
• Best application consolidating disparate HR systems
• Best leadership training program

To identify these leading programs and initiatives, HCMD 2009 has worked with a distinguished panel of unbiased defense sector leaders to accurately and objectively evaluate the HCMD awards categories that support our military operations. The winners will exemplify the best in current initiatives and undoubtedly inspire other agencies and commands to follow their example.

HCMD 2009 Awards Judges Include:

• Robert Beck, Special Assistant To The Provost, Graduate School of Business And Public Policy, Naval Postgraduate School
  
• Brad Bunn, National Security Personnel System Program Executive Officer, Office of the Secretary of Defense
• Rhonda Diaz, Acting Deputy Director, CPMS
  
• Dr. Joseph King, Chief Talent Officer, ARDEC, US Army
  
• Chris Zubof, Head – Human Performance Section, NAVSEA SEA 10TD.1, US Navy
  
• Mary Larralde, Director of Personnel, Warner Robins Air Logistics Center (WR-ALC), Robins AFB, US Air Force

Submit Your Nominations Now