Hear The Latest Strategic Briefings From Your Agency Human Resources Leaders: Pamela MalamDeputy Assistant Secretary forHuman Capital and Diversity US Department of theInterior

Michael KaneChief Human Capital OfficerUS Department of Energy

Craig HooksChief Human Capital OfficerEnvironmental ProtectionAgency

Sallyanne HarperChief Administrative Officerand Chief Financial OfficerUS GovernmentAccountability Office

Toni DawseyAssistant Administrator for Human CapitalManagement Chief Human CapitalOfficer (CHCO)NASA

Denise WellsDeputy Assistant Secretaryfor Human Resources,Chief Human CapitalOfficer US Department ofHealth and HumanServices

Jackie WardDirector, IRS RecruitmentOffice, HCOInternal Revenue Service

“First time attending but information provided was very helpful in understanding challenges andways to respond. Every HR and HCM Practitioner should attend HCMF to ensure that our needs as

change agents are met to address challenges for 21st century workforce.”– Attendee, US Department of Veterans Affairs

Advancing The HR Strategic Plan 2010-2015: Improving The Quality Of Human Resources Management Practices

Lead Sponsor: Sponsored By: Organized By:

November 15-17, 2010Sheraton Premiere

at Tysons Corner, Vienna, VA

Angela BaileyDeputy Associate DirectorCenter for Talent and CapacityPolicyUS Office of PersonnelManagement

Jim Trinka Director, Technical Training andDevelopment Federal AviationAdministration (FAA)

Kathryn MedinaExecutive Director, CHCO CouncilUS Office of PersonnelManagement

Robert BuggsChief Human Capital OfficerUS Department of Education

Keynote Speaker: John BerryDirector of the OPM, Chief People PersonUnited States Federal Government

Do not miss the opportunity to hear importantupdates on hiring reform, leadership

development, and how the Federal workforcecan meet the challenges of the 21st century!

Call: 1-888-482-6012 or 1-646-200-7530 Fax: 1-646-200-7535Email: hcmf@wbresearch.com Web: www.hcmfederal.com

RegisterNow:

DAY1: HIRING THE BEST Monday, November 15, 2010

7:30 Continental Breakfast And Conference Registration

8:15 Chairperson’s Opening RemarksNick CucinellaDirector, Government SolutionsCareerBuilder Government Solutions

8:30 Preparing For Hiring Reform And Ensuring SuccessfulImplementation

Angela BaileyDeputy Associate Director Recruitment and DiversityUS Office of Personnel Management

The OPM’s goal is to provide agencies a full range of support to help meet thePresident’s recruitment and hiring reform objectives. Key deliverables have beenlaid out to help guide agencies diagnose problems and increase awareness andeducation about the hiring process. Hear important updates and progress fromAngela Bailey, Deputy Associate Director for Recruitment and Diversity, as sheleads the reform initiatives, student programs, and awareness training programsto help the federal government move towards a better and more effective hiringprocess.

9:10 Panel Session: Getting The Best From Hiring Flexibilities -Innovative Ways To Make The Federal Hiring Process MoreEfficient And Effective

Irma BlanchettChief Administrative OfficerUS Department of Education

James McDermottChief Human Capital OfficeNuclear Regulatory Commission

Susan BarkerChief Human Capital OfficerUS Department of Labor

Senior Executive FromBooz Allen Hamilton

President Obama has issued a memorandum dated May 11, 2010 – ImprovingThe Federal Recruitment And Hiring Process - instructing federal agencies toaddress the issues and obstacles in hiring the best and the brightest into theFederal government. The change is expected to cut in half the time it takes to fillvacancies and allow the government to better compete with the private sectorfor top talent. With President Obama giving direct instructions to implement anew hiring plan by November 1, 2010, find out how agencies, with thestrategic guidance of their HR leaders, are preparing to adopt a new process toincrease the opportunities of hiring the best and brightest talent to serve in theFederal government.

9:55 Driving Hiring Reform – Outlining The Opportunities ForBringing In Top Talent To The Federal GovernmentSteve CookerSenior Vice President and GMMonster Government Solutions

• Evaluating the impact of hiring reform on agency recruitment strategies • Balancing innovation and efficiency in recruitment and hiring • Avoiding hiring pitfalls • Increasing manager engagement to improve the hiring process • Adapting technological change in improving HR recruitment

10:35 Morning Refreshment Break

11:15 Differentiating Your Recruitment Strategy: Students,Experienced Hires, Veterans, And Retirees - Best PracticesFrom The Internal Revenue Service On PromotingEmployment Geared To Specific Demographic Groups OfApplicants

Jackie WardDirector IRS Recruitment Office, HCO Internal Revenue Services

The Internal Revenue Service (IRS) utilizes a wide variety of strategic recruitmentinitiatives to attract outstanding, diverse, qualified candidates for IRS positionsand further efforts to make the IRS the best place to work in government.Recruitment efforts and activities promote the IRS as the employer of choice to adiversified population through participation in diversity-related career events andrecruiter outreach activities, standardized marketing materials with tailoredmessaging to candidate segments; leveraged partnerships with externalorganizations and internal affinity groups; targeted internet and print mediaadvertising and providing realistic job perspectives to candidates.

11:55 Government HR Hiring- Getting From No To YesDr. Jeff PonPrincipalBooz Allen Hamilton

Proven ways to work within the rules and to transform the way in which weperform Federal Hiring. We will talk about what works, what matters, and whatgets done...and how we each play an important role in our federal hiringprocess.

12:35 Lunch For All Attendees

1:40 Rotating ROUND TABLE WORKSHOPSSit down with your peers, agency leaders, and HR solutions experts to discussyour challenges in developing strategies and implementing your HR initiatives.With the many important developments in hiring reform, you want to flesh outthe key priorities and next steps in improving your agency’s recruitment andhiring strategies. Each table and topic will be moderated by a subject matterexpert. The moderator will sit down with you and rotate every thirty minutes tohelp uncover solutions and provide you with action-oriented answers to yourmost pressing challenges. You will have the opportunity to hear from eachmoderator and discuss each topic as follows:

Table Moderators:Senior Executive from Plateau

Senior Executive from Booz Allen Hamilton

Lisa JohnsonSenior ExecutiveAccenture

For the complete list of round table topics and speakers, please visitwww.hcmfederal.com.

Interested in moderating a round table? Please contact Paul Massoud at 646-200-7490 or email pmassoud@wbresearch.com.

3:40 Afternoon Refreshment Break

4:10 Making Job Search Easy: Improving USAJobs AndIntegrating Online Hiring Strategies

Kim BauhsAssistant Director, Recruitment and Diversity, Employee ServicesUS Office of Personnel Management

• Enabling applicants to better search jobs and fulfill agency needs• Sharing job search information on social networking sites to attract talent• Why USAJobs is not just for college grads: Promoting inclusion and diversity in

the federal hiring process• Eliminating the burden, frustration and rigidness of the hiring process through

a more streamlined recruitment strategy

4:50 Recruiting In The Wide World Of Social Media Eric EricksonCommunications Program Manager, IRS Recruitment OfficeInternal Revenue Service

Shawn GogasManagement and Program Analyst, IRS Recruitment OfficeInternal Revenue Service

Learn how the IRS Recruitment Office uses a wide array of Social Media tools -from social networking sites to virtual worlds. They will share tips and lessonslearned on how to increase the reach of your messages and communicateemployment information to potential applicants.

5:30 End Of Hiring The Best Presentations

2 Call: 1-888-482-6012 or 1-646-200-7530 Fax: 1-646-200-7535 Email: hcmf@wbresearch.com Web: www.hcmfederal.com

DAY2: EXPECT THE BEST Tuesday, November 16, 2010DAY2: EXPECT THE BEST Tuesday, November 16, 2010

3Lead Sponsor: Sponsored By:

7:30 Continental Breakfast And Conference Registration

8:15 Chairperson’s Opening RemarksWilliam TrahantSenior Executive Advisor Booz Allen Hamilton

8:30 Opening Keynote: Transforming Civil Service – TheFederal Government As America’s Model EmployerFor The 21st CenturyKeynote Guest Speaker:

John Berry Director of the OPMChief People Person of the US Federal Government

John Berry is the Federal Government’s Chief People Person. As theDirector of the United States Office of Personnel Management, he isresponsible for recruiting, hiring, and setting benefits policies for 1.9million Federal civilian employees. Calling this a new day for the civilservice, he is reinvigorating the Federal workforce to meet thechallenges of the 21st century.

John Berry is working closely with partners both inside and outside ofgovernment to fulfill President Obama’s charge to “make govern-ment cool again” by developing flexible, results-oriented HR policiesand working to change how Americans view their public servants. Hisgoal: build a workforce of dynamic innovators who put serving theAmerican people at the heart of everything they do.

9:15 The Business Of Human Resources: Breaking DownAnd Examining The Model HR Professional

Kathryn MedinaExecutive DirectorCHCO Council OPMUS Office of Personnel Management

• What are today’s Federal HR competencies and how have theyevolve?

• What does the talent landscape look like across Federal HR?• What are agencies doing to ensure the most effective HR workforce?• How is the CHCO Council taking the lead on “Training the Business

of HR”

Kathryn Medina serves as the Executive Director of the Chief HumanCapital Officers Council at OPM. The Council is charged with advisingand coordinating the activities of members’ agencies on such mattersas the modernization of human resources systems, improved qualityof human resources information, and legislation affecting humanresources operations and organizations. As Executive Director, Ms.Medina oversees the activities of the Council, and works with itsmembers and other stake-holders throughout government, to supportits mission and implementa-tion of its objectives.

9:55 Boundary Spanning Leadership: Leading The AgencyOf Tomorrow

Clemson TurreganoDirector, Government SectorCenter for Creative Leadership

Bill AdamsSenior Faculty, Government SectorCenter for Creative Leadership

What skills will leaders need for tomorrow’s government agency?This future period of change will yield agencies who have the samemission of today, but may accomplish this mission in a far differentmanner. Will agencies be compelled by social media anddemographics to be more transparent, collaborative, responsive andclient-oriented? Despite the importance of working collaboratively,few leaders are trained to do so. CCL research finds that 90% ofexecutives surveyed admit they lack the skills to work collaborativelyacross organizational boundaries. This session will provide insight anddiscussion in the boundary spanning research, trends, generationalissues, and leadership competencies needed to make tomorrow’s

agencies successful. Attendees will be able to:• Build the skills necessary to lead across organizational boundaries in

their agency• Use a methodology for developing boundary-spanning leadership

10:35 Refreshment Break And Networking Opportunity InThe Solutions Zone

11:15 ePerformance Management (ePM) SolutionPK Gundepudi, MHCSBusiness Development, Enterprise Process SolutionsNorthrop Grumman

Jeff MidiliBusiness Development, Enterprise Process SolutionsNorthrop Grumman

How many paper copies of your performance plan / review were printedor distributed? Is your agency on eOPF and still paying to have hardcopy performance plans scanned? Did you ever lose your performancereview especially after it was signed? Ask any agency and they all dreadthe performance management process. Our ePM solution takes awaythe mundane administrative aspect of the performance managementprocess. This frees up time for managers and employees to focus ondiscussions to align goals, metrics and performance measures andbecome a more efficient organization. Please come and join to explore a“must-see” integrated ePM solution by Northrop Grumman.

11:55 Panel Session: Identifying And Developing Leaders ToEffectively Drive Agency Performance And Progress

Toni DawseyAssistant Administrator for Human Capital Management,Chief Human Capital Officer (CHCO)NASA

Robert BuggsChief Human Capital Officer US Department of Education

Kristi WaschullDeputy Director for Human CapitalDefense Intelligence Agency

Paula RobertsChief Human Capital OfficerOffice of the Director of National Intelligence

Steve GoodrichPresident and CEOCenter For Organizational Excellence

• Developing HR roadmaps and clearly identifying agency milestonesand roadblocks in developing leaders

• Training leaders to be committed to agency’s progress andaccountable to performance results

• Initiating diversity management to attain and maintain highperformance

• Effective workforce planning and succession management• Establishing performance measurement to track individual and

agency progress

12:40 Lunch For All Attendees

1:40 Managing For Results: Performance And LeadershipTransformation At The US GovernmentAccountability Office

Sallyanne HarperChief Administrative Officer and Chief Financial OfficerUS Government Accountability Office

Sallyanne Harper, Chief Administrative Officer and Chief Financial Officerof the U.S. Government Accountability Office, will discuss GAO'sinnovative approach to leadership in a high-performance governmentagency. She will share what works, and what doesn't -- as well as howagencies can develop and grow leadership capacity at all levels of theorganization to deliver results in a challenging fiscal environment.

2:20 Advancing HR Management Through Shared Services

Elizabeth MautnerProgram Manager, Human Resources Line of Business, HRITTransformation, Office of the Chief Information OfficerU.S. Office of Personnel Management

The Human Resources Line of Business (HR LOB) is leading thegovernment-wide transformation of HR information technology byfocusing on modernization, integration and performance assessment. Asthe managing partner, OPM, in collaboration with its 24 partneragencies is providing direction and oversight to achieve the initiative’sgoals. The HR LOB has established public and private shared servicecenters (SSCs), promulgated guidance to agencies for migration to SSCs,developed the government-wide HR business, technical and datarequirements, and designed the full set of HR enterprise architecturemodels. This session will showcase the initiative’s achievements,

describe current work on system integration, provider assessment andmigration planning; and discuss future challenges.

3:00 Panel Session: Increasing Efficiencies In WorkforceForecasting And Retirement Processing • Using analytical and forecasting tools to better understand your

workforce gaps and opportunities• Providing statistics on retirement eligibility to gain better insight to

talent management needs crucial to retaining knowledge• Developing a more efficient way of forecasting retirement – evaluating

potential solutions- Automated forecasting tools- Effective succession planning process

• Implementing initiatives to enable transfer of institutional knowledge

3:40 Refreshment Break And Networking In The SolutionZone

4 Call: 1-888-482-6012 or 1-646-200-7530 Fax: 1-646-200-7535 Email: hcmf@wbresearch.com Web: www.hcmfederal.com

5:40 Networking Reception For All HCMF AttendeesAfter a full day of presentations and panel discussions, you deserve a time to relax and network with your peers. Plan your evening schedule to make sureyou can spend an hour to meet with your peers and colleagues across the federal government.

4:10 Human Capital AnalyticsModerator:

Jeffrey BerkChief Operating OfficerKnowledge Advisors

This session will highlight the case for talent measurement. It willsummarize research on the current state of analytics, present models andtools to measure human capital and talent effectively and present a seriesof case studies where organizations have leveraged human capital metricsto create a high performing workforce.

Learning Objectives:• Understand the current state of human capital measurement • Explore methodologies, models and tools to conduct practical measurement• Provide real-world examples of human capital measurement application

Succession Planning And Leadership Development • Recognizing and sustaining individuals with potential for leadership • Designing training programs to support the development of knowledge

and skills for future agency leaders• Developing and implementing performance management systems to

provide adequate feedback and evaluation of employee performanceand progress

• Providing the proper direction for potential leaders in your agencythrough effective coaching and mentoring

• Leadership development across all levels, integrating leadershipcompetencies, and developing competency models

*If you are interested in leading a workshop please contact, PaulMassoud at 646-200-7490 or email pmassoud@wbresearch.com.

OR

Choose Workshop A or B

WORKSHOP A WORKSHOP B

DAY3: RESPECT THE WORKFORCE AND HONOR SERVICEWednesday, November 17, 20107:30 Continental Breakfast And Conference Registration

8:15 Chairperson’s Opening Address

8:30 Respect The Workforce And Honor Service: SharingBest Practices

Michael KaneChief Human Capital OfficerUS Department of Energy

Michael Kane, a member of the Senior Executive Service, currently servesas the Chief Human Capital Officer (CHCO) for the Department ofEnergy. He is responsible for strategically aligning the agency'sworkforce to its missions through effective management of humancapital policies and programs. The CHCO advises and assists theSecretary and Deputy Secretary of Energy, and other agency officials, inselecting, developing, training, and managing a highly skilled,productive, and diverse workforce in accordance with merit systemprinciples and all applicable statutory requirements.

9:10 Leading In The 21st Century: From Exhausted ToEffective

Jim Trinka Director, Technical Training and Development Federal Aviation Administration (FAA)

Hear about an innovative, research-based approach designed to increaseemployee engagement by building and exercising 21st centuryleadership competencies. Managers still play an important and vital rolein employee performance and retention. Now, see how a long list ofpossible managerial activities and competencies was reduced to the“vital few accelerators” that have the most impact on improving bothemployee engagement and leadership effectiveness. This approachensures that managers remember fundamental activities that createpositive energy by recognizing and appreciating what is workingsuccessfully, which produces greater engagement and momentum forchange; ultimately achieving “breakthrough” increases in organizationalresults. Join Jim Trinka and 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

9:50 Panel Session: Encouraging Flexible Work Practices ToAttain A Healthier, Happier Workforce

Denise WellsDeputy Assistant Secretary for Human Resources, Chief Human Capital OfficerUS Department of Health and Human Services

Craig HooksChief Human Capital Officer US Environmental Protection Agency

Maureen O. Viall Chief Human Capital OfficerMilitary Health System (MHS)

Jeff BabcockVice President and General ManagerKronos for Federal Government

• Sharing best-in-class agency initiatives for improving flexible workarrangement

• Overcoming persistent challenges in deploying effective teleworkprograms

• Investing in employee retention and satisfaction programs to achievehigher quality performance outcomes

• Establishing health and wellness centers in federal locations to promotehealthier onsite initiatives

10:35 Morning Refreshment Break And NetworkingOpportunity In The Solutions Zone

11:15 Panel Session: Increasing The Diversity Of OurEmployees To Attain And Maintain High Performance

Reginald WellsDeputy Commissioner, Office of Human ResourcesUS Social Security Administration

Georgia CoffeyDeputy Assistant Secretary for Diversity and InclusionUS Department of Veterans Affairs

Kimberly PowellDirector, Office of Workforce Performance and Development US Library of Congress

• Enhance awareness, training, and executive coaching to improvediversity management

• Creating a culture of engaged employees to maximize highperformance

• Improving creativity and problem solving through an inclusiveorganizational culture

• Keeping them engaged and productive • Helping them get promoted to and remain successful at the highest

levels

12:00 Veterans’ Hiring And Transition, Inclusion And Re-Integration

Pamela MalamDeputy Assistant Secretary for Human Capital and DiversityUS Department of the Interior

The Department of the Interior has a vision for becoming a top tenFederal employer of Veterans and leading the Federal government byintegrating Veteran skills, leadership abilities, and public servicededication to achieve the mission of protecting America’s great outdoorsand powering America’s future. This presentation will provideinformation on the strategies, tactics, challenges, and success stories atthe Department of the Interior.

12:40 Lunch For All Conference Attendees

1:40 Modernizing The Federal Pay System – ByImplementing A Results Oriented Culture

Janet MurphyChief Human Capital OfficerFederal Housing Finance Agency

Engage in a lively discussion with Janet Murphy who will share lessonslearned in pay for performance systems. She will also share answers tothe difficult questions: How do you you --• Implement a true pay-for performance system?• Ensure pay equity in this environment?• Avoid pay compression?• Introduce recognition programs for varying levels of contribution

2:15 What's The Big Emergency? Understanding Safety InThe Role Of The Human Capital Leader

Mark WashingtonDeputy Chief Administration Officer, Federal Student AidU.S. Department of Education

Join Mark Washington for a discussion about the critical role humancapital leaders play in setting the stage for organizational safety, staffprotection and emergency preparedness. This is a broad overview fromthe planning perspective about workplace preparedness, major crisismanagement, continuity of operations, and what you can do to assessand respond to potential gaps before they become major issues.• Ensuring the safety of the Federal workforce through emergency

preparedness• Ensuring coordinated responses across the agencies and Federal leaders • Protecting the welfare of the Federal workforce through proper training

and preparation

2:55 Afternoon Refreshment Break And NetworkingOpportunity In The Solutions Zone

3:35 No Walls: Gone National!Alice MuellerweissDean, VA University US Department of Veterans Affairs

Transformation starts with people and changing what and how welearn goes hand in hand. The Department of Veterans Affairs newlyestablished corporate university spans across the Nation connecting itspeople through a rich learning environment. Concurrently establishingcore leadership competencies, the Department is training its leadersusing innovative techniques and methodologies. The Department’scorporate university dashboard is lit similarly to air traffic control system– training, coaching, mentoring, developmental experiences,collaborative learning platforms, and other tools are airborne or neartakeoff! Aggressively anchoring leader growth in knowing, being, anddoing formula will increase the Department’s leadership capacity toaffect the transformation the Department of Veterans Affairs is chargedby President Obama – to better serve Veterans and their families.

This session demonstrates the intense need for core leadershipcompetencies and demonstrates the use of tools and methodologies toincrease leadership growth.

4:05 Human Capital And The Decennial Census: ChallengesFor 2010 And 2020Jonathan BasiricoHuman Capital and Decennial Field StaffHuman Resources DivisionU.S. Census Bureau

4:45 End Of HCMF 2010

5Lead Sponsor: Sponsored By:

“HCMF continues to lead the way in providing timely and relevant human capital discussionsin our rapidly changing environment.”

- Attendee, US Army

Sponsors:

Accenture is a global management consulting, technology services andoutsourcing company. Combining unparalleled experience, comprehensivecapabilities across all industries and business functions, and extensive research

on the world’s most successful companies, Accenture collaborates with clients to help thembecome high-performance businesses and governments. With more than 181,000 peopleserving clients in more than 120 countries, the company generated net revenues of US$21.58billion for the fiscal year ended Aug. 31, 2009.Web site: www.accenture.com/defense

A LEADER in adult learning, Bellevue University partners withorganizations to develop learning programs that create lasting strategicadvantages.

THE FIRST accredited university selected by FAI as an education partner, Bellevue University alsoworks with DAU and the NCMA to provide the learning programs that help employees meeteducation requirements and organizational goals.100% ONLINE programs in Bellevue University’s award-winning online classroom providestudents with a rich and relevant interactive learning experience – that can be accessed fromanywhere in the world, any time day or night.THE WIDEST SELECTION of learning programs for the Contracting field, including:

• DAWIA-Recognized CON Equivalency Courses• Master’s Degrees, including:

• Acquisition and Contract Management• Leadership• Project Management• MBA with 12 concentrations, including:

• Human Capital Management • Acquisition and Contract Management • Supply Chain Management• Information Security

• Bachelor’s Degrees, including: • Business • International Security and Intelligence Studies• Logistics Management• Project Management

Learn more at bellevueuniversity.us or humancapitallab.org

Since 2001, CareerBuilder Government Solutions (CBGS) has been aleading provider of talent acquisition, recruitment advertising, andmanagement consulting services to Federal, state, and local governments.

Our world class technology, superior customer service, and cutting edge social media services areall customized for our government’s unique needs. Our work covers the full breadth of thehuman capital supply chain, from attraction to engagement and retention. In fact, we gobeyond the standard spectrum—with solutions for OFCCP compliance, and a 508-compatibleconsumer access point for the visually impaired. No matter the challenge or requirement, CBGSwill use its uniquely intelligent, adaptive solutions to advance an unheralded but crucial public-sector mission—turning government agencies into employers of choice.

The Center for Creative Leadership (CCL®) is a top-ranked, global providerof executive education. For 40 years, CCL has accelerated strategies andbusiness results by unlocking individual and organizational leadershippotential through its array of programs, products and other services. CCL has

been studying and researching leaders and leadership and translating those insights intocustomized, relevant and successful leadership development experiences for individuals andorganizations. Each year, through its proven, innovative and highly personal approach, CCLinspires more than 23,000 leaders in 3,000 organizations around the world. Ranked among theworld’s top providers of executive education by BusinessWeek and No.3 worldwide in the 2010Financial Times annual executive education survey, CCL and its world-class faculty, coaches andresearches deliver unparalleled leadership development, education and research in more than120 countries. CCL is headquartered in Greensboro, NC, with campuses in Colorado Springs,CO; San Diego, CA; Brussels, Belgium; Moscow, Russia; India; and Singapore. Its work issupported by more than 450 faculty members and staff.

For over 25 years, the Center for Organizational Effectiveness (COE) hasbeen a trusted partner in helping federal agencies measurably improveefficiency and effectiveness. We work collaboratively to gain a deepunderstanding of each organization’s mission and values so that a solution to

one problem does not create even more challenges downstream. We help align strategy,processes, and people to perform at their best. Our approach is always holistic, nevershortsighted or piecemeal; our process is designed to illuminate and amplify organizationalresources, not consume or squander them. We are committed to measuring—and optimizing—the efficacy of our strategies and tools, all of which are time-tested to deliver results that matter.

Our suite of performance management software is the first in the industry to be built from theground up to meet the unique requirements of federal agencies. Headquartered in theWashington DC area, COE offers performance management, program evaluation, strategichuman capital consulting, organizational assessment and development, as well as enterprisesystem development through the GSA schedule and the OPM TMA contract. Visit us atwww.center4oe.com, or for more information about Goal Owner—our suite of performancemanagement software—visit www.goalowner.com.

Knowledge Advisors is the world’s largest provider of learning andtalent measurement solutions. Leading organizations access ourmeasurement expertise and on-demand software to ensure a high-performing workforce.

We offer three essential services to create high quality measurement practices.Measurement Expertise: Our staff of measurement professionals will help you reach yourmeasurement goals. From strategy to data analysis we guide you through each step of themeasurement process.On Demand Evaluation Software: Our on-demand software, Metrics that Matter, is a web-basedHuman Capital analytics tool that streamlines the data collection and reporting elements ofmeasurement for all human capital processes – recruiting, engagement, talent, performance,learning, and leadership. Integrated Analytics and Benchmarking: Metrics that Matter includes analytics capabilities andover 750 million benchmark data points. This allows you to get the information that you needwith an additional real-world sense of how your human capital programs are performing againstother organizations.

Kronos® Federal Workforce Management Solutions The integrated, web-based Federal government specific softwareoffering from Kronos helps you overcome the complexity of

managing your entire Federal Workforce - civil servants, uniformed personnel, and contractors.Kronos provides you with insight into your workforce management data - associated with timeand attendance, leave tracking, labor management, compliance, project management, andscheduling.

• Better manage and control labor costs with data to support EVM, activity based costing andother measurements

• Increase accuracy when collecting time, attendance, leave and labor data • Automate complex federal pay and work rules processes and eliminate administrative tasks • Maintain compliance with your key regulatory and management initiatives • Configurable COTS solution with rapid and less costly implementation providing quicker ROI

Monster Government Solutions (MGS) leverages the unmatchedrecruiting resources of the Monster Worldwide network to connectgovernment and education employers with quality job seekers. Our

solutions are specifically created for the Federal, State and Local, and Education sectors andinclude strategies that attract, assess, hire and retain diverse candidates.

Northrop Grumman is a leading provider and integratorof complex, advanced information technology-based,mission-enabling systems, services and solutions. For more

than five decades, Northrop Grumman has been a trusted partner of the Department ofDefense; intelligence community; civil, federal, state and local agencies; commercial andinternational clients, delivering full, life-cycle solutions that meet mission, enterprise, andinfrastructure needs. Northrop Grumman’s Information Systems sector has been helping publicsector organizations build and operate mission-critical IT systems that employ best-in-classprocesses and technologies. State and local governments trust Northrop Grumman to provideend-to-end solutions for information technology management, homeland security, public safety,transportation, and public health initiatives. As a thought leader in Human Capital Management,Northrop Grumman is poised to be a strategic partner in today’s rapidly changing environment.When business is the driver, mission is your focus, and technology is the enabler, your talent willbe empowered. Northrop Grumman is a strategic partner in delivering innovative HCMstrategies, optimized HR transformation, and state-of-the-art HCM solutions and services. Ourtrusted IT solutions have enhanced the work of government and business—and improved thelives of the people they serve. For more information visit www.northropgrumman.com

Plateau Systems is the industry’s premier provider of enterprise-classSaaS talent management suites. Major global corporations and

government agencies, including General Electric, the U.S. Air Force and Capital One Services areusing Plateau’s integrated talent management solutions to improve productivity and facilitatestrategic workforce initiatives around learning, performance, compensation and career andsuccession management. Plateau is widely recognized throughout the industry for itscommitment to customer satisfaction, forward-thinking vision and for consistently deliveringbest-in-class functionality. Founded in 1996, Plateau is headquartered in Arlington, Va. and hasoffices across the United States, Europe and Asia Pacific.

Lead Sponsor:

Booz Allen Hamilton has been at the forefront of strategy andtechnology consulting for nearly a century. Today, the firm is amajor provider of professional services primarily to US government

agencies in the defense, security, and civil sectors, as well as to corporations, institutions, andnot-for-profit organizations. Booz Allen offers clients deep functional knowledge spanningstrategy and organization, technology, operations, and analytics—which it combines withspecialized expertise 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 deploy

talent 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 has annual revenues of approximately $5 billion.Fortune has named Booz Allen one of its “100 Best Companies to Work For” for six consecutiveyears. Working Mother has ranked the firm among its “100 Best Companies for WorkingMothers” annually since 1999. More information is available at www.boozallen.com.

About Our Sponsors

6 Call: 1-888-482-6012 or 1-646-200-7530 Fax: 1-646-200-7535 Email: hcmf@wbresearch.com Web: www.hcmfederal.com

Hotel Information

SPONSORSHIP AND EXHIBITIONOPPORTUNITIES

Travel Information

Please Note:• To secure your team discount, register online at

www.hcmfederal.com or contact Bill Penney at 1-866-691-7771 or bill.penney@wbresearch.com

• 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 3-day full conferenceprice. No two discounts or offers can be combined

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

• For payment methods and to register now, please visitwww.hcmfederal.com

• For cancellation, postponement and substitution policyvisit www.wbresearch.com/logipharmausa/FAQ.aspx

Sheraton Premiere at Tysons Corner8661 Leesburg Pike, Vienna, VA 22182Tel: 1-703-448-1234Fax: 1-703-610-8295www.sheratontysonscorner.com

Sheraton Premiere at Tysons Corner is just moments away from Washington, D.C.HCMF has procured a reduced conference rate of $207.00 per night (plus tax). To book your reservations, call the Sheraton Premiere at Tysons Corner at +1 (800)572.7666 and identify yourself as an HCMF attendee. Rooms are limited and areon a first come, first served basis, so make your reservations as soon as possible.The discounted rate expires October 22, 2010. After October 22, rooms may stillbe available, so please inquire with the hotel if you have missed the cut off date.

Do you have an HR solution or service that addresses the human capitalchallenges in the US federal government? Here are the different areas everyHCMF 2010 attendee needs help on and would like to learn more about:

Be among the HCMF 2010 partners and sponsors. Please contact PaulMassoud at 646-200-7490 or email pmassoud@wbresearch.com.

*Purchase Select Audio Presentations From This Event. Please visitwww.hcmfederal.com for more information.

• Hiring, recruitment and talentacquisition

• Workforce planning• Strategic organizational development • Training evaluation • Developing performance metrics• Succession planning

• HR IT management• Competency assessment and gap

analysis• Leadership training and development • HR Business Process improvement• Change Management

The hotel is also just ten minutes from the Dunn Loring Metro Stop. For moreinformation on transportation options to the conference venue, please visitwww.hcmfederal.com. Sheraton Premiere at Tysons Corner is convenientlylocated just 20 minutes outside downtown Washington, DC . It is 16.3 milesfrom the Union Station in Washington, DC and only 10 minutes from DullesAirport if you are traveling from out of state.

ALL OTHERSDATES GOVERNMENT

For every registration received for HCMF, WBR will donatea portion of the registration fee to Smile Train. For moreinformation about WBR’s involvement with Smile Train,please visit www.hcmfederal.com.

Team Discounts ForGovernment Only

Receive $200 Off Each Passfor Groups of 3 or More!

Registration Information

$100 Discount $50 DiscountValid Until Valid Until Full Price Full Price9/30/2010 10/29/2010

Package A: November 3-Day Conference 15-17, 2010 $1397 $1447 $1497 $1935

Package B: November2-Day Conference 15-16, 2010 -- -- $999 $1290

Package C: November2-Day Conference 16-17, 2010 -- -- $999 $1290

Payment is due in full at the time of registration. Your registration will not beconfirmed until payment is received and may be subject to cancellation

About Our Media PartnersASDNews.com – “Be the first to know”ASDNews brings the latest aerospace, defence and security newsfrom government, industry and major news agencies around the

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sensors and related C4ISR systems– that are transforming the world of defense. It’s the convergence, connectivity and fusion of knowledge technologies in a networkenvironment – net-centricity – that is changing the situational awareness of militaryoperations and the business of defense. Defense Systems focuses on this militarytransformation and the technologies that are at its core. From enterprise systems to tactical IT, from satellites and geospatial to sensors, UAVsand combat communications, Defense Systems provides the most comprehensive,integrated coverage of network-centric warfare, defense information technology andC4ISR.

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The Federal Managers Association (FMA) is the oldest, largest, mostinfluential professional association representing the interests of federal

managers, supervisors and executives in the federal government. FMA advocatesexcellence in public service through effective management and professionalism, as wellas the active representation of its members’ interests and concerns. FMA advances itsmission through consultation in the Executive Branch and advocacy in Congress, top-notch professional development programs, informative publications, local chapters, andnetworking opportunities.

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WBR535 Fifth Avenue, 8th FloorNew York, NY 10017

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Advancing The HR Strategic Plan 2010-2015:Improving The Quality Of Human Resources

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