March 12-15, 2012

Sheraton National Hotel, Arlington, VA www.hcmdusa.com

Advancing The HR Strategic Plan In A Time Of Limited Resources

THE PREMIER SYMPOSIUM ON DEFENSE HUMAN CAPITAL MANAGEMENT

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

Honorable Juan M. Garcia

Assistant Secretary of the Navy (Manpower and Reserve Affairs), US Navy - ASN (M&RA)

Lieutenant General Darrell D. Jones

Deputy Chief of Staff for Manpower, Personnel and Services, US Air Force

Honorable Thomas R. Lamont

Assistant Secretary of the Army Manpower and Reserve Affairs, US Army - ASA (M&RA)

Mr. Pat Tamburrino, Jr.

Deputy Undersecretary of Defense, Civilian Personnel Policy, US Department of Defense

Sponsored by:

Organized by:

Join us on:

Register Now!

Call 1-888-482-6012 or 1-646-200-7530 Web www.hcmdusa.com Email hcmd@wbresearch.com Fax 1-646-200-7535

ABOUT HCMD 2012

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

Who Will Attend HCMD 2012:

Human Capital Management for Defense brings together the most innovative and forward thinking leaders from military and civilian personnel and private industry, such as:

Directors Managers Chiefs

Secretaries (Assistant, Deputy, Deputy Assistant) Program Managers/ Officers and Supervisors Of: Operations Management Strategic Planning/Initiatives Business Operations Management Planning Strategic Initiatives Education Staffing Administration Readiness Mobilization Community & Family Policy Hiring & Succession Planning and Learning

Specialists Commanders Human Resources Human Capital Workforce Planning Personnel

5
1 2 3 4

REASONS YOU NEED TO BE AT HCMD 2012

Learn about current and future strategic-level initiatives and how they will impact your organization Leverage tools and best practices for streamlining your processes and implementing policy directives at the operational level Interact with peers and hear case studies, lessons learned and potential solutions for current challenges in recruitment, leadership development, succession planning, onboarding, etc. Discover best practices for implementing the HR Strategic Plan at your agency, including:

Employment (Affirmative, Equal Opportunity) Force Management/ Integration/ Development/ Transformation Plans & Integration Manpower Reserve Affairs Training

Hiring the best: Developments and opportunities in recruitment and hiring reform Respecting the workforce and honoring service: Investing in employee development through training, work-life balance, and recognition Expecting the best: Transforming civil service through leadership and accountability

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

Past Audience Breakdown:

Branch/Department
2% 1%

11%

US Department of Defense 32% US Army US Navy US Air Force Federal Government 22% US Marine Corps US Coast Guard

HCMD 2012 Key Themes

13%

Monday, March 12th HR TECHNOLOGY FOCUS DAY

HR TECHNOLOGY: Using Technology To Transform And Streamline HR Processes See pages 4-5

19%

Tuesday, March 13th MAIN CONFERENCE DAY ONE

HIRING THE BEST: Developments And Opportunities In Recruitment And Hiring Reform See page 6

Seniority
4% 3%

Wednesday, March 14th MAIN CONFERENCE DAY TWO

RESPECT THE WORKFORCE AND HONOR SERVICE: Investing In Employee Development Through Training, Work-Life Balance, And Recognition See pages 7-8

8% 8% 34%

Director Analyst/Specialist Chief Program Manager USD/AUSD/DUSD

Thursday, March 15th MAIN CONFERENCE DAY THREE

21% 22%

EXPECT THE BEST: Transforming Civil Service Through Leadership And Accountability See pages 8-9

Commander Other

2 Call 1-888-482-6012 or 1-646-200-7530 Web www.hcmdusa.com Email hcmd@wbresearch.com Fax 1-646-200-7535 Follow Us @HCMFederal

HCMD 2012 Defense And Federal Speaker Faculty

Colonel Charles P. Armentrout, A1 Directorate of Manpower and Personnel, US Air Force - Air Combat Command NEW! Ms. Angela Bailey, Deputy Associate Director, Recruitment and Hiring, US Office of Personnel Management Captain Kenneth J. Barrett, Deputy Director, Diversity Management and Equal Opportunity, US Department of Defense NEW! Colonel Steve Beatty, A1 Director Manpower and Personnel, US Air Force Air Mobility Command NEW! Mr. Keith Boring, Program Manager, Navy Credentials Program Office, US Navy National Center for Information Dominance NEW! Mr. Edward Breslow, Deputy Director for Manpower & Personnel, US Southern Command Mr. Will Brown, Talent Manager and Deputy Director of Business Operations and Services, US Navy - Office of Naval Research NEW! Ms. Pamela Budda, WorkLife Policy Program Manager, US Department of Defense - Civilian Personnel Management Service Mr. Charlie Buhl, Assessment & Workforce Inquiries Division, US Navy - Office of Civilian Human Resources NEW! Mr. Brad Bunn, Director, Human Resources, J-1, Defense Logistics Agency Ms. Mary Byers, Chief, Office of Human Resources, Defense Intelligence Agency NEW! Mr. Keith Charles, Director, Human Capital Initiatives, Department of Defense, Acquisition, Technology and Logistics (AT&L) NEW! Mr. Michael Chase, Executive Director, Human Capital, Defense Contract Management Agency NEW! Colonel Dave Czzowitz, Director, Manpower and Personnel - J1, US Transportation Command NEW!

Dr. Susan Duncan, Assistant G-1 for Civilian Personnel, US Army Mr. Tony Farmer, Supervisor, Benefits and Worklife Group, National GeospatialIntelligence Agency NEW! Dr. Todd Fore, Executive Director, US Air Force - Air Force Personnel Center NEW! Honorable Juan M. Garcia, Assistant Secretary of the Navy (Manpower and Reserve Affairs), US Navy - ASN (M&RA) Colonel Michael Godfrey, J1 Director of Manpower, Personnel and Administration, US European Command Ms. Katherine L. Hanson, Chief, Learning & Development, National Park Service NEW! Ms. Marilyn Hudson, Chief of Joint Duty Assignments, US Department of Defense NEW! Lieutenant General Darrell D. Jones, Deputy Chief of Staff for Manpower, Personnel and Services, US Air Force NEW! Mr. Frank Jones, Chief Human Capital Officer, Defense Manpower Data Center NEW! Mr. Ira Kitmacher, Manager of Culture Change, Federal Deposit Insurance Corporation NEW! Ms.Yvette LaGonterie, Chief, Outreach Branch of Verification, U.S. Citizenship and Immigration Services, Department of Homeland Security NEW! Honorable Thomas R. Lamont, Assistant Secretary of the Army Manpower and Reserve Affairs, US Army - ASA (M&RA) NEW! Ms. Mary Beth Lepore, Chief, OSD Strategic Human Capital Planning Office, US Department of Defense - Civilian Personnel Management Service NEW! Mr. Michael J. Lincecum, Acting Director of Personnel and Readiness Information Management (P&R IM), US Department of Defense NEW! Colonel Rick J. LoCastro, Director of Manpower and Personnel, US Strategic Command NEW!

Ms. Barbara Panther, Director, Civilian Human Resources Agency, US Army NEW! Ms. Karen Perkins, Director, Human Resources, US Army - Installation Management Command NEW! Ms. Michele Roberts, Director, Recruitment Tools and Process Division, US Navy Office of Civilian Human Resources NEW! Mr. David Rude, Director for Leadership, Learning & Development, US Department of Defense - Civilian Personnel Management Service NEW! Colonel John Sena, J1 Director of Personnel, US Special Operations Command NEW! Mr. Garry Shafovaloff, Deputy Director, Human Capital Initiatives, Department of Defense, Acquisition, Technology and Logistics (AT&L) NEW! Mr. J.D. Sicilia, Director, Strategic Management and Performance, US Department of Defense - Office of the Deputy Chief Management Officer Mr. Richard L. Slusher, Headquarters Air Force (HAF) Telework Program Officer, US Air Force - HAF/IMIC NEW! Mr. Pat Tamburrino, Jr., Deputy Undersecretary of Defense, Civilian Personnel Policy, US Department of Defense Mr. James Trinka, Director, Training and Technical Development, Federal Aviation Administration NEW! Mr. Andrew Vail, Chief of Joint Duty Assignments, Office of the Director of National Intelligence NEW! Ms. Juanita Wheeler, Manager, Student and PMF Programs, US Office of Personnel Management NEW! Dr. Peggy Wright, Assistant Director For Human Capital, Engineering Research & Development Center, US Army Corps of Engineers NEW! Ms. Terri Yandle, Career Development Division Director, US Navy - Fleet Readiness Center East NEW!

HR TECHNOLOGY FOCUS DAY

MONDAY, MARCH 12, 2012

HR TECHNOLOGY: Using Technology To Transform And Streamline HR Processes

7:15 7:55

Registration & Continental Breakfast Welcome Address

Lisa Ringlen Program Director HCMD 2012

11:00 Providing Better Services Through Strategically

Aligned Information Management Processes And Tools

This presentation will discuss how the Office of the Under Secretary of Defense (OUSD) for Personnel and Readiness (P&R) is leading Human Resources Management (HRM) transformation in the Department to ensure that the right people are recruited, trained, capable, motivated and ready to respond to the broad continuum of emergent national threats both now and in the future. The focus of the presentation will be on key IT transformation initiatives designed to directly impact and improve personnel management and readiness throughout DoD and recognize cost savings in a fiscallyconstrained environment. HRM is one of five Core Business Missions in DoD and it encompasses the complete life cycle of human resources functions and all activities that support DoD personnel and family members, throughout their careers and beyond. Mr. Michael J. Lincecum Acting Director of Personnel and Readiness Information Management (P&R IM) US Department of Defense 11:45 PANEL: Best Practices For Using IT Solutions For HR

8:00 8:15 AIR FORCE KEYNOTE

Chairpersons Opening Remarks Strategic Update From The United States Air Force
Lt 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 responsible for comprehensive plans and policies covering all life cycles of military and civilian personnel management, which includes military and civilian end strength management, education and training, compensation, resource allocation, and the worldwide USAF services program. Lieutenant General Darrell D. Jones Deputy Chief of Staff for Manpower, Personnel and Services US Air Force

Management
9:00

Human Capital Management For DoD - Trends & Best Practices In Driving ERP Value
The economic downturn, in combination with an increased focus on military succession planning and requirement for accountability & transparency, is forcing the DoD to revisit how they can further modernize their ERP systems. Oracle, in its unique position as a leading provider of ERP systems to the DoD, has identified the trends and best practices that can help organizations maximize their ability to drive value from their ERP system today and into the future. In this presentation, participants will learn how to manage the entire Talent Management lifecycle, as well as how to handle industry-specific issues such as pending retirements, succession planning, and strategic hiring. Mr. Simon Threlfall Senior Director, Industry Strategy & Insight Oracle

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 information across boundaries What are the potential workforce issues of the future and how can technology help meet those challenges? IT tools for efficiency and effectiveness

Mr. Frank Jones Chief Human Capital Officer Defense Manpower Data Center Ms. Michele Roberts Director, Recruitment Tools and Process Division US Navy Office of Civilian Human Resources Dr. Todd Fore Executive Director US Air Force - Air Force Personnel Center 12:30 Luncheon 1:30

9:45

Update On The DLA Workforce Readiness Index: Measuring Talent Management Progress By Aggregating, Organizing, Scoring , Reporting, And Analyzing A Set Of Workforce Readiness Indicators/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 Bunn Director, Human Resources, J-1 Defense Logistics Agency

Know Your Workforce, Improve Results: Customer Relationship Management (CRM) For The DoD Enterprise
When businesses know their customers, they improve results. They achieve higher customer satisfaction, make better decisions, and meet business objectives. Customer Relationship Management (CRM) solutions make this possible. When DoD organizations know their workforce, they can ensure readiness, make informed decisions, and achieve the mission. Leveraging the same technology available to private industry, DoD organizations can now manage workforce relationships for military, civilian, contractors, augmentees, and coalition forces on a single platform. Learn how DoD organizations have used DefenseReady, an implementation of Microsoft Dynamics CRM, to transform their understanding of their workforce from a set of data points to deep, multi-dimensional views of each person. Mr. Dave Milton Chief Technology Officer Permuta Technologies

10:30 Morning Networking Refreshment Break

4 Call 1-888-482-6012 or 1-646-200-7530 Web www.hcmdusa.com Email hcmd@wbresearch.com Fax 1-646-200-7535 Follow Us @HCMFederal

HR TECHNOLOGY FOCUS DAY continued

2:15

Navys Strategic Workforce Dashboard And How It Is Used In Strategic Workforce Planning

4:15

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

Use Of Credentialing To Professionalize The Workforce: Case Study Of Navys Credentialing Opportunities On-Line (COOL) Program
The use of credentialing to professionalize the military workforce has been highly successful in the Navy. Facilitated by the joint Army/Navy COOL initiatives, the Navy has incorporated civilian occupational certifications into service members' Learning and Development Roadmaps. This enhances the service members' ability to meet mission requirements while in service and improves their ability to transition to the civilian workforce. Mr. Keith Boring will discuss how the Navy COOL initiative has improved the ability of the Navy to incorporate specific recommendations for credential attainment into Sailors' career development. The audience will learn how the Navy's education and training community has worked together to ensure that recommended credentials are relevant to the military occupation and will add value for the Navy. They will also learn how collaboration between the Army and Navy has yielded significant cost savings in these tough fiscal times. Mr. Keith Boring Program Manager, Navy Credentials Program Office US Navy - National Center for Information Dominance

Mr. Charlie Buhl Assessment & Workforce Inquiries Division US Navy - Office of Civilian Human Resources 3:00

E-Verify Overview: Employment Eligibility Verification

E-Verify is a web-based employment verification system managed by U.S. Citizenship and Immigration Services and designed to assist employers in complying with the law. As of Fiscal Year 2011, more than 292,000 employers have enrolled in E-Verify, representing more than 898,000 locations. More than 1,000 new employers enroll each week and the number of employers enrolled in E-Verify has more than doubled each fiscal year since 2007. In Fiscal Year 2011 alone, E-Verify processed 17.4 million employment queries. In this 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 LaGonterie Chief, Outreach Branch of Verification US Citizenship and Immigration Services, Department of Homeland Security

5:00

Keynote Presentation From The Defense Intelligence Agency Chief, Office Of Human Resources
Mary C. Byers joined the Defense Intelligence Agency (DIA), Human Capital Directorate in January 2011, as the Chief, Office of Human Resources (HCH). In this role, Ms. Byers provides a wide range of human 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 of combat commands and deployed forces, HCH provides HR support to military personnel as well as civilian employees and their families, including psychological and other professional counseling servicesall to a worldwide workforce. Ms. Mary Byers Chief, Office of Human Resources Defense Intelligence Agency

3:45

Afternoon Networking Refreshment Break

5:45

HR Technology Focus Day Concludes

What have past attendees said about HCMD?

HCMD offers an excellent opportunity to gain insight in the rapidly changing environment 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 their views of the Human Capital Efforts as a whole.

MAIN CONFERENCE DAY ONE

TUESDAY, MARCH 13, 2012

HIRING THE BEST: Developments And Opportunities In Recruitment And Hiring Reform
7:15 7:55

Registration & Continental Breakfast Welcome Address

Lisa Ringlen Program Director HCMD 2012

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 Panther Director, Civilian Human Resources Agency US Army Mr. Will Brown Talent Manager and Deputy Director of Business Operations and Services US Navy - Office of Naval Research Dr. Ron Sanders Senior Executive Advisor Booz Allen Hamilton 1:30 2:45

8:00 8:15

Chairpersons Opening Remarks

A Representative of Monster Government Solutions

America's Navy: A Global Force For Good

The vision of the Department of the Navy is to develop and effectively utilize a fully integrated workforce consisting of military service members (active and reserve), government civilians, contractors, and volunteers to execute the Naval mission, with the right person, doing the right work, at the right time, with the right training, at the best value. This session provides a strategic update on DON Human Capital from the Department of the Navy Manpower and Reserve Affairs Honorable Juan M. Garcia Assistant Secretary of the Navy (Manpower and Reserve Affairs) US Navy - ASN (M&RA)

NAVY KEYNOTE

Luncheon Small Group Brainstorming: Developments And Opportunities In Recruitment And Hiring Reform
This hands-on exercise gives you a new way of thinking and ideas to bring back to your office. Collaborate and problem solve with your peers! Each small group will have a specific theme, no more than 20 people and last 45 minutes. During this time, your group will work together 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 A Constrained Budget Moderated by Chris Robertson Director, Military HR & Manpower Solutions STGi Additional Topics TBA

9:00 FEDERAL GOVERNMENT KEYNOTE 9:45

Industry Keynote Presentation

A Representative of Monster Government Solutions

Update On The Presidential Memorandum Hiring Reform 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 Bailey Deputy Associate Director, Recruitment and Hiring US Office of Personnel Management

10:30 Morning Networking Refreshment Break 11:00 Budget Cuts, Funding And Lack of Resources: Doing

3:30 4:00

Afternoon Networking Refreshment Break DoD Diversity Efforts And Equal Employment Opportunity Planning

More With Less

In the face of funding cuts, reducing contractors, a hiring freeze for all but critical jobs and the proposed cutting of at least 150 senior executive service positions and 50 general and flag officer positions during 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 Chase Executive Director, Human Capital Defense Contract Management Agency 11:45 Building A Talent Pipeline: Communications And

Providing an overarching framework for DoD diversity and civilian equal employment opportunity (EEO) programs and plans to prevent unlawful 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 best practices for recruitment and retention of persons with disabilities Captain Kenneth J. Barrett Deputy Director, Diversity Management and Equal Opportunity US Department of Defense

4:45

Recruitment Strategies
Leveraging innovative technology and communication strategies to recruit, hire, and retain talent Building partnerships and conducting outreach activities to attract a diverse workforce Collecting and analyzing recruiting metrics to improve decisionmaking and report returns on recruiting investment

Update On The Student Pathways Programs: Internships, Recent Graduates And The Presidential Management Fellows 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 Wheeler Manager, Student and PMF Programs US Office of Personnel Management

Eric Vazquez Senior Associate Booz Allen Hamilton 5:30 6:30

Networking Cocktail Reception Main Conference Day One Concludes

6 Call 1-888-482-6012 or 1-646-200-7530 Web www.hcmdusa.com Email hcmd@wbresearch.com Fax 1-646-200-7535 Follow Us @HCMFederal

MAIN CONFERENCE DAY TWO

WEDNESDAY, MARCH 14, 2012

RESPECT THE WORKFORCE AND HONOR SERVICE: Investing In Employee Development Through Training, Work-Life Balance, And Recognition
7:15 7:55

Registration & Continental Breakfast Welcome Address

Lisa Ringlen Program Director HCMD 2012

Colonel Michael Godfrey J1 Director of Manpower, Personnel and Administration US European Command Colonel John Sena J1 Director of Personnel US Special Operations Command Colonel Dave Czzowitz Director, Manpower and Personnel - J1 US Transportation Command Mr. Edward Breslow Deputy Director for Manpower & Personnel US Southern Command 12:00 Luncheon And 6th Annual HCMD Awards Ceremony See page 10 for more details 2:00

8:00

Chairpersons Opening Remarks

Steve Goodrich Chief Executive Officer The Center for Organizational Excellence, Inc.

8:15 DOD KEYNOTE

Defense-Wide Mandates & The Administrations LongTerm 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 Secretarys Efficiencies Initiative Mr. Pat Tamburrino, Jr. Deputy Undersecretary of Defense, Civilian Personnel Policy US Department of Defense

Leading Human Capital Innovation In A Cost Constrained Environment

A Representative of Deloitte

2:45

9:00

Building A Culture Of Leadership: The IBM Story And Approach

Maria-Paz Barrientos is a Partner with IBM Global Business Services, and leads the corporations Organization and People (that includes Human Capital Management and Organization Change Management) consulting business for Public Sector and North America. Her Public Sector group totals over 240 full-time consultants. Ms. Barrientos has 20 years of consulting experience focused in the area of organizational transformation in the areas of finance and human resources. She has performed business transformation projects for a number of organizations including the US Department of Veterans Affairs, the US House of Representatives, the Asian Development Bank, the Inter-American Development Bank, the International Finance Corporation, the State of Florida, and FEMA. Ms. Maria-Paz Barrientos Partner, Organization & People Leader IBM Global Business Services

Three Tips For Implementing & Engaging Employees In A Successful Development Program
The Engineer Research and Development Center of the US Army Corps of Engineers is in the business of solving the Army's and Nation's most challenging Environmental, Civil Works and Military mobility, logistics and survivability problems. We hire the best and brightest scientists and engineers and then provide an intensive integration procedure to incorporate their expertise into projects as rapidly as possible. To engage, inspire and continually develop this multidiscipline workforce, ERDC has established multiple technical training programs for advanced S&E academic degrees, and promoted attaining professional certifications and licenses. To further develop leadership and supervisory skills, multiple leadership and supervisory development programs have been implemented. This presentation will discuss designing and implementing the training and development programs deployed at ERDC and Dr. Wright will provide three tips for engaging supervisors and employees and delivering a successful development program. Dr. Peggy Brasfeild Wright ERDC Assistant Director for Human Capital US Army Corps of Engineers, Engineer Research & Development Center (ERDC)

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 the manpower, personnel and reserve component affairs for the Department of Army. In this position, he serves as the Army's point person 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 critical matters as part of the Army leadership. Honorable Thomas R. Lamont Assistant Secretary of the Army Manpower and Reserve Affairs US Army - ASA (M&RA) 3:30

ARMY KEYNOTE

PANEL: Virtual Offices/Employees: Integrating Telework 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 Budda WorkLife Policy Program Manager US Department of Defense - Civilian Personnel Management Service Mr. Richard L. Slusher Headquarters Air Force (HAF) Telework Program Officer US Air Force - HAF/IMIC

10:30 Morning Networking Refreshment Break 11:00 PANEL: Checking-In With The COCOMs: Lessons

Learned 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. LoCastro Director of Manpower and Personnel US Strategic Command

Mr. Tony Farmer Supervisor, Benefits and Worklife Group National Geospatial-Intelligence Agency 4:15

Afternoon Networking Refreshment Break

MAIN CONFERENCE DAY TWO continued

4:45

Change And Engagement In 3D: Where We Were, Are And Going

Successful organizational engagement and change are achievable, but not necessarily easy. In this session we will clearly define what change and engagement are, their importance and benchmark a number of highly successful organizational cultures. We will draw a roadmap, using the Federal Deposit Insurance Corporation as a case study, for how an organization can move from the bottom to the top in terms of its culture. We will explore building an effective, holistic delivery and embedding system for improving engagement and change. We will also outline how you can successfully use the 3D model to achieve understanding, determination and success in overcoming resistance and effectively making change stick in your organization. Mr. Ira Kitmacher Manager of Culture Change Federal Deposit Insurance Corporation

accountability and leadership Designing better performance management systems to support employees development Closing competency gaps through better succession management Ms. Katherine L. Hanson Chief, Learning & Development National Park Service Mr. David Rude Director for Leadership, Learning & Development US Department of Defense - Civilian Personnel Management Service Ms. Terri Yandle Career Development Division Director US Navy - Fleet Readiness Center East Mr. Dave Fall Senior Vice President of Operations C2 Technologies, Inc.

5:30

PANEL: Engaging The Workforce Through Training And Development

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,

6:15

Main Conference Day Two Concludes

MAIN CONFERENCE DAY THREE

THURSDAY, MARCH 15, 2012

EXPECT THE BEST: Transforming Civil Service Through Leadership And Accountability

7:15 7:55

Registration & Continental Breakfast Welcome Address

Lisa Ringlen Program Director HCMD 2011

8:00 8:15

Chairpersons Opening Remarks 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 9:45

contractor personnel responsible for implementing personnel policies, developing personnel programs and conducting worldwide personnel operations for 1.25 million Air Force military, civilian and retirees. The center also manages the Air Expeditionary Force schedule and tracks the execution of delivering versatile air and space power to combatant commanders. AFPC implements comprehensive programs covering all aspects of the personnel life cycle for military and civilian personnel, to include accessions, education and training, assignments and deployments, promotions and evaluations, and retirements and separations. Additionally, the center provides support for readiness and contingency operations worldwide. Dr. Todd Fore Executive Director US Air Force - Air Force Personnel Center

Ms. Mary Beth Lepore Chief, OSD Strategic Human Capital Planning Office US Department of Defense - Civilian Personnel Management Service 9:00

Integrating Performance, Strategy And Budget: Developing A High-Performing Organization Through Leadership And Accountability

Ensuring The Right Number Of Skilled People In The Proper Grades And Specialties To Complete The AF Mission
Dr. Todd A. Fore, a member of the Senior Executive Service, is Executive Director, Air Force Personnel Center, Randolph Air Force Base, Texas. The center's primary focus is to ensure commanders around the world have the right number of skilled Air Force people in the proper grades and specialties to complete their missions. AFPC has a diverse workforce of nearly 2,600 Air Force military, civilian and

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. Sicilia Director, Strategic Management and Performance US Department of Defense - Office of the Deputy Chief Management Officer

8 Call 1-888-482-6012 or 1-646-200-7530 Web www.hcmdusa.com Email hcmd@wbresearch.com Fax 1-646-200-7535 Follow Us @HCMFederal

MAIN CONFERENCE DAY THREE continued

10:30 Morning Networking Refreshment Break 11:00 PANEL: Dod-Wide Best Practices From The Hr Directors Topic TBA Moderated by A Representative of OC Tanner Strategic Personnel Planning: Making The Most From A Constrained Budget Moderated by Chris Robertson Director, Military HR & Manpower Solutions STGi Additional Topics TBA 3:00 3:30

Current Initiatives And Challenges In Talent Management And Workforce Development Across The DOD

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. Armentrout A1 - Directorate of Manpower and Personnel US Air Force - Air Combat Command Colonel Steve Beatty A1 Director Manpower and Personnel US Air Force - Air Mobility Command

Afternoon Networking Refreshment Break Modernizing And Reorganizing The Workforce In A Time Of Limited Resources
The Defense Acquisition Strategic Workforce Plan was handdelivered to Congress Tuesday, 27 April 2010. The report captures how we are supporting the intent of the President and the Secretary of Defense to improve the acquisition workforce. The report highlights Dr. Ashton Carters theme that while workforce size is important, quality is paramount. In this session you will learn how the Department of Defense Acquisition, Technology and Logistics (AT&L) Human Capital Initiatives team is transforming the workforce, 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 Charles Director, Human Capital Initiatives Department of Defense, Acquisition, Technology and Logistics (AT&L) Mr. Garry Shafovaloff Deputy Director, Human Capital Initiatives Department of Defense, Acquisition, Technology and Logistics (AT&L)

11:45 Promoting Better Communication And Information

Sharing Across The Workforce Through The Intelligence Community Joint Duty Program

Offering the workforce professional opportunities to broaden and enrich their careers through experiencing the scope of the Intelligence Enterprise beyond their home agency Providing civilians in Grades 13 through 15 and in the Senior Executive Service the chance to lead, operate and practice their tradecraft in partnering agencies and organizations and apply that knowledge to the Intelligence Communitys mission Developing leaders who value and foster collaboration leaders who broaden the definition of team throughout their career

Mr. Andrew Vail Chief of Joint Duty Assignments Office of the Director of National Intelligence Ms. Marilyn Kopasz Hudson Senior Strategist, Human Capital Management Office Office of the Under Secretary of Defense for Intelligence 12:30 Luncheon 1:30 4:15

Leading In The 21st Century: From Exhausted To Effective

Hear about an innovative, research-based approach designed to increase employee engagement by building and exercising 21st century leadership competencies. Managers still play an important and vital role on employee performance and retention. Now, see how a long list of possible managerial activities and competencies was reduced to the vital few accelerators that have the most impact on improving both employee engagement and leadership effectiveness. This approach ensures that managers remember fundamental activities that create positive energy by recognizing and appreciating what is working (success), which produces greater engagement 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 Trinka Director, Training and Technical Development Federal Aviation Administration

PANEL: Doing More With Less: Achieving Organizational 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 Perkins Director, Human Resources US Army - Installation Management Command Mr. Ira Kitmacher Manager of Culture Change Federal Deposit Insurance Corporation 2:15

Small Group Brainstorming: Transforming Civil Service Through Leadership And Accountability
This hands-on exercise gives you a new way of thinking and ideas to bring back to your office. Collaborate and problem solve with your peers! Each small group will have a specific theme, no more than 20 people and last 45 minutes. During this time, your group will work together to determine the challenges, solutions and plan of action. You will have the opportunity to attend two separate roundtables. 5:00

HCMD 2012 Concludes

THE 6TH ANNUAL HCMD AWARDS LUNCHEON AND CEREMONY

Sponsored By:

Wednesday, March 14, 2012 from 12:30-2:00PM

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

The

awards categories are:

Most Innovative Recruitment Program: Recognizing the most innovative program in attracting top talent, implementing an effective recruitment strategy, and demonstrating improvements in the hiring process. Best Workforce Development Program: Recognizing the best program in advancing opportunities for high performing employees; providing training and competency development to continuously engage and motivate the workforce. Best Implementation of an Enterprise Technology System: Recognizing the best program implementation of a human resources technology system, aimed at streamlining a specific HR process in order to drive down costs and improve efficiency and productivity. Best Leadership Development Program: Recognizing the best program focused on training and preparing future leaders, who can develop cutting-edge human capital strategies, communicate effectively, manage performance and lead in a joint environment.

CATEGORY 1:

CATEGORY 2:

CATEGORY 3:

CATEGORY 4:

Download your nomination form at www.hcmdawards.com and submit to Lisa Ringlen at lisa.ringlen@wbresearch.com. All nominations must be submitted by: January 27, 2012

This years judges include:

Mr. Keith Charles Director, Human Capital Initiatives Department of Defense, Acquisition, Technology and Logistics (AT&L) CDR Pattie Kutch Manpower Requirements Determination (MRD) Project Officer, Future Force Project Division US Coast Guard Additional judges to be announced. For updates on the Awards and Judges, visit www.hcmdawards.com. To host a table at the awards luncheon and ceremony, please contact Alexandra Burke at 646-200-7443 or email Alexandra.Burke@wbresearch.com. Space is limited. Planning on submitting a nomination? Well help you through the process! Contact Lisa Ringlen at 646-200-7468 or email lisa.ringlen@wbresearch.com Visit www.hcmdawards.com for more information. Nominations must be submitted by January 27, 2012. The winners will be announced at the luncheon.

10 Call 1-888-482-6012 or 1-646-200-7530 Web www.hcmdusa.com Email hcmd@wbresearch.com Fax 1-646-200-7535 Follow Us @HCMFederal

OUR SPONSORS
IBM www.ibm.com IBM Global Business Services: Resources transformation services and solutions to large, complex organizations around the world. With more than 2,000 professionals in 42 countries, IBM's Human Capital Management (HCM) consulting practice helps organizations design, build, and implement solutions in the areas of Workforce Transformation; Learning; Knowledge and Collaboration; and, HR Strategy and Transformation. IBM's Public Sctor HCM practice is dedicated exclusively to helping federal, state, and local governments solve their most challenging HR problems. IBM has worked extensively with each of the services and multiple Department of Defense agencies to implement service delivery models grounded in innovative and effective organizational design, policies, process flows, and technology that are tailored to the specific needs of an organization. These solutions have helped our clients drive measurable improvements in workforce effectiveness, mission readiness, and operational efficiency through innovations in the 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.com Booz Allen Hamilton has been at the forefront of strategy and technology consulting for nearly a century. Today, the firm is a major provider of professional services primarily to US government agencies in the defense, security, and civil sectors, as well as to corporations, institutions, and not-for-profit organizations. Booz Allen offers clients deep functional knowledge spanning strategy and organization, technology, operations, and analyticswhich it combines with specialized expertise in clients mission and domain areas to help solve their toughest problems. The firms management consulting heritage is the basis for its unique collaborative culture and operating model, enabling Booz Allen to anticipate needs and opportunities, rapidly deploy talent and resources, and deliver enduring results. By combining a consultants problem-solving orientation with deep technical knowledge and strong execution, Booz Allen helps clients achieve success in their most critical missionsas evidenced by the firms many client relationships that span decades. Booz Allen helps shape thinking and prepare for future developments 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 consecutive years. Working Mother has ranked the firm among its 100 Best Companies for Working Mothers annually since 1999. More information 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.com For over 26 years, the Center for Organizational Effectiveness (COE) has been a trusted partner helping federal agencies measurably improve efficiency and effectiveness. COE works collaboratively to gain a deep understanding of each organizations mission and values 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 their best. Our approach is always holistic, never shortsighted or piecemeal; our process is designed to illuminate and amplify organizational resources, not consume or squander them. We are committed to measuringand optimizingthe 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 the ground up to meet the unique requirements of federal agencies. Headquartered in the Washington DC area, COE offers performance management, strategic human capital consulting, organizational assessment and business process re-engineering, as well as program evaluation and information technology consulting through the GSA MOBIS and IT schedules, the OPM TMA contract, and the Army PEO-EIS Enterprise Architecture Strategy and Engineering BPA, contract no. W52P1J-11-A0022. Visit us at www.center4oe.com, or for more information about our suite of performance management software, visit www.goalowner.com. Come and visit us at our booth in the exhibit hall Visit with our Chairperson on WEDNESDAY, MARCH 14, 2012 Clearance Jobs www.clearancejobs.com ClearanceJobs.com, the largest security-cleared job board, specializes in defense jobs for professionals with security clearances. Defense candidates can register for free and search thousands of defense industry jobs. For recruiters and hiring managers, ClearanceJobs.com makes finding and hiring security-cleared defense candidates fast and easy. Also, through The Cleared Network, recruiters can build networks of career minded, security-cleared professionals and communicate directly with them individually or in bulk. Learn more at www.ClearanceJobs.com. Come and visit us at our booth in the exhibit hall C2 Technologies www.c2ti.com C Technologies, Inc. (www.c2ti.com) is a nationally recognized leader in performance improvement, dedicated to improving the effectiveness of productivity-driven organizations. Founded in 1989, our 300-strong workforce provides strategic human capital management, training, mission-critical support services, and information technology solutions to meet the specific needs of our civilian, defense, and private-industry clients. C's solutions are as diverse as our clients, giving us an opportunity to incorporate best practices from each industry into our services. The C Human Capital practice specializes in the design, development, and implementation of products and solutions that are tailored to our clients unique organizational needs and challenges. Following a data-driven approach, our practitioners strive to help our clients become more responsive, efficient, and effective, and align their human capital resources to meet 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 and Transformation - Performance Management - Change Management - Employee Relations - Diversity Management - Leadership and Management Development - Outplacement and Career Development Come and visit us at our booth in the exhibit hall And be sure to hear our presentation on WEDNESDAY, MARCH 14, 2012 at 5:30 PM Defense Ready (Permuta Tech) www.defenseready.com Permuta Technologies provides enterprise business solutions tailored for Department of Defense (DoD) organizations on the Microsoft Dynamics CRM platform. Permutas DefenseReady software supports high-tempo DoD organizations on the ground from planning to deployment. We enable force mobilization preparation and management providing a critical tool at the local level to manage the personnel and resources DoD organizations need to achieve mission success. For more information, please visit www.DefenseReady.com. Come and visit us at our booth in the exhibit hall And be sure to hear our presentation on MONDAY, MARCH 12, 2012 at 1:30 PM Deloitte www.deloitte.com Deloitte is proud to team with the Department of Defense to solve its most difficult operational challenges in a cost affordable, innovative, and value driven way. Drawing from industry-leading experiences serving the government, Deloitte provides deep capabilities in human capital transformation, IT integration, organization and strategy, audit readiness, and predictive analytics. Serving more than 80 percent of the worlds largest companies, we have reach back to leading practices in the private sector to help the DoD tackle an increasingly complex and performance driven environment. Join us as we host the 6th Annual HCMD Awards Luncheon and Ceremony and be sure to hear our presentation directly following, both on WEDNESDAY, MARCH 14, 2012 Monster Government Solutions www.monstergovernmentsolutions.com Monster Government Solutions (MGS) leverages the unmatched recruiting resources of the Monster Worldwide network to connect government and education employers 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 hall And be sure to hear our presentation on TUESDAY, MARCH 13, 2012 at 9:00 AM OC Tanner www.octanner.com Grow your people. Grow your business. Grow your bottom line. Talent moves where its appreciated. But appreciation does more than keep people happy. It reveals hidden talents and inspires people to grow. O.C. Tanner is uniquely qualified to help you engage employees in the growth of your business, align what you appreciate with corporate goals and values, and determine your greatest potential for growth. We start by understanding the possibilitiesand then create a solution for you to appreciate people who do great work. Because celebrating success inspires people to invent, to create, to discover. And when people are inspired, companies grow. www.octanner.com Come and visit us at our booth in the exhibit hall And well 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 worlds most complete, open, and integrated business software and hardware systems company. With more than 370,000 customersincluding 100 of the Fortune 100-in more than 145 countries around the globe, Oracle is the only vendor able to offer a complete technology stack in which every layer is engineered to work together as a single system. Oracle's industry-leading products give customers unmatched benefits including unbreakable security, high availability, scalability, energy efficiency, powerful performance, and low total cost of ownership. For more information, visit oracle.com. Come and visit us at our booth in the exhibit hall And be sure to hear our presentation on MONDAY, MARCH 12, 2012 at 9:00 AM STG International www.stginternational.com STG International, Inc. (STGi) is a womanowned minority business, founded in 1997 to provide human capital management, medical, and professional services to Federal and private sector clients. Thanks to steady, exponential growth, STGi now employs more than 1,700 professionals in 38 states and territories, with headquarters in Alexandria, VA, and additional offices across the country. Dedicated to the Human Mission, STGi proudly supports the nations most fundamental imperatives; including Head Start training and technical assistance, medical care for Soldiers, and governmentwide recruitment, among others. Learn more by visiting www.STGInternational.com Come and visit us at our booth in the exhibit hall And well 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.com TALX, the provider of Equifax Workforce Solutions, has the unique position 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, Pay Reporting, and Compliance areas. Innovative solutions that reduce risk and enhance the financial well being of agencies and their employees include assessments, workforce analytics, garnishments, tax credit identification, onboarding, I-9 management, paperless pay, W-2 management, employment verification, and unemployment tax management services. Come and visit us at our booth in the exhibit hall

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ABOUT OUR MEDIA PARTNERS

Please take a look at The Aerospace & Defense Human Resources Network, a group on LinkedIn designed to facilitate networking amongst HR, Talent Acquisition and Organizational Management Executives within the Aerospace and Defense industries. ASDNews.com Be the first to know ASDNews brings the latest aerospace, defence and security news from government, industry and major news agencies around the world. 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 - making recent and related articles easy to find. Subscribe to our free daily newsletter or weekly group newsletters on www.asdnews.com/subscription Defense Update International magazine provides an online resource for military professionals and enthusiasts. With frequently updated news feed covering news and analysis on modern military & aerospace technology, Defense Update discusses the different aspects of modern defense technology, from combat systems, to defense business and financial news. Defense Update is tailored for professionals. Among the tools available to our readers are the extensive, up-to-date events calendar, comprehensive product coverage, a military theme bookstore, job center, 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 of federal managers, supervisors and executives in the federal government. FMA advocates excellence in public service through effective management and professionalism, as well as the active representation of its members interests and concerns. FMA advances its mission through consultation in the Executive Branch and advocacy in Congress, top-notch professional development programs, informative publications, local chapters, and networking opportunities. For more information, please visit www.FedManagers.org. Federal News Radio broadcasts on 1500 and 820AM in the D.C. area. Federal News Radio covers both the Federal Government 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 Mike Causey every day. Federal News Radio can also be heard and seen worldwide at FederalNewsRadio.com GoingToMeet.com is your preferred website for it is an efficient guide to the most relevant, recent global events. It links you to the event's website, thus letting you know how you may participate (e.g. speaker, presentor, exhibitor). And a contact us menu allowing you to communicate with event organizer or GTM. GovEvents.com is the premiere online resource for all government events, and was created as a service to the government community. Now, government users, vendors, and event producers can go to one place on the web to find and post government-related events. The site provides in-depth information on hundreds of events, from major industry tradeshows, to government conferences, to agency-sponsored roundtables, and webcasts. GovEvents is a free, member-based site. The Toolbox.com network of online communities enables anyone to access the collective knowledge of a worldwide audience of experienced professionals. Through Toolbox.com, executives and professionals can collaborate with their peers to resolve problems more efficiently, make better decisions by leveraging best practices and lessons learned, and increase their efficiency in the workplace.

SPONSORSHIP AND EXHIBITION OPPORTUNITIES:

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

THE SOLUTIONS ZONE

For your convenience, the networking activities at HCMD 2012, including breakfasts, refreshment breaks, and the cocktail reception will be centrally located in the Solutions Zone. There is a vast array of solution providers out there the key is finding the right one for you. It is critical for you to make smart investment decisions that will produce meaningful results and help improve your agencys performance. Weve taken some of the guesswork out of the process. As HCMD is not a trade show, only companies who are recognized leaders in Human Capital Management solutions will be allowed in the Solutions Zone.

Hiring reform Workforce planning Strategic organizational development Training and development Developing performance metrics Effective succession planning Leadership development

Competency assessment Operational improvement to HR business processes HR IT management Change management

Find out how you can participate as an HCMD sponsor, call Alexandra Burke at 646-200-7443 or email Alexandra.Burke@wbresearch.com.

What have past attendees said about HCMD?

Highly recommend the HCMD symposium to all strategic DoD Human Resources professionals. A must! Best speakers within DoD.

12 Call 1-888-482-6012 or 1-646-200-7530 Web www.hcmdusa.com Email hcmd@wbresearch.com Fax 1-646-200-7535 Follow Us @HCMFederal

REGISTRATION INFORMATION
Conference Pricing 2012
Military & Government Register early to make sure youre taking advantage of our best discounts. SAVE MORE when you book a Group. See pricing details below. Military & Government Pricing: 3 Day Conference + HR Technology Focus Day (March 12-15)
Price Until 11/30
Groups 5+ Groups 3-4 Individuals $1149 (Save $850) $1249 (Save $750) $1349 (Save $650)

Hotel Information

Price Until 12/21

$1199 (Save $800) $1299 (Save $700) $1399 (Save $600)

Price Until 01/31

$1249 (Save $750) $1349 (Save $650) $1449 (Save $550)

Price Until 02/29

$1699 (Save $300) $1799 (Save $200) $1899 (Save $100)

Standard Price
$1799 (Save $200) $1899 (Save $100) $1999 The Sheraton National Hotel is conveniently located minutes away from the nations capital, and offers stunning panoramic views, contemporary style, and first class service. With access to attractions such as Arlington National Cemetery, Kennedy Center, and Air and Space Museum, this location is ideal for both family vacations and business travel. Nearby Reagan National Airport makes transportation easy. HCMD has procured a special conference rate of $211.00 per night (plus tax). To book your reservations, call the Sheraton National at 1-888-6278210 and identify yourself as an HCMD attendee. Rooms are limited and are on a first come, first served basis, 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 if you have missed the cut off date. TRAVEL INFORMATION For more information on transportation options to the conference venue, please visit www.hcmdusa.com. The Sheraton National Hotel also offers complimentary shuttle service - with scheduled runs every 30 minutes to and from Ronald Reagan National Airport (DCA) and the Pentagon City Mall Metro.

Sheraton National Hotel 900 South Orme Street Arlington, VA 22204 703-521-1900 Phone 703-271-6626 Fax www.SheratonNational.com

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

Price Until 11/30
Groups 5+ Groups 3-4 Individuals $849 (Save $650) $949 (Save $550) $1049 (Save $450)

Price Until 12/21

$899 (Save $600) $999 (Save $500) $1099 (Save $400)

Price Until 01/31

$949 (Save $550) $1049 (Save $450) $1149 (Save $350)

Price Until 02/29

$1199 (Save $300) $1299 (Save $200) $1399 (Save $100)

Standard Price
$1299 (Save $200) $1399 (Save $100) $1499

Others
Package A: 3 Day Conference + HR Technology Focus Day March 12-15 Package B: 3 Day Conference Only March 13-15

Full Price

$2,580

$1,935

PLEASE NOTE:

What have past attendees said about HCMD?

To secure your team discount, register online at www.hcmdusa.com or contact James Graham at 1-866-691-7771 or james.graham@wbresearch.com. Team discounts must be booked and paid for at the same time. Team discounts do not apply to sponsoring or exhibiting companies or non government agencies. All discounts are taken off the full conference price. No two discounts or offers can be combined. Payment is due in full at the time of registration. Your registration will not be confirmed until payment is received and may be subject to cancellation CT Residents must add 6% Sales Tax to their registration fee For payment methods, cancellation, postponement and substitution policy, please visit www.hcmdusa.com.

I look forward to this event each year its important to refresh your thoughts and prepare for the challenge to come! Theres always a terrific line up of speakers! Excellent conference cant wait for next year!

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WHY BRING YOUR ENTIRE TEAM TO HCMD?

There is so much going on at HCMD 2012, sending your team is the smartest training investment you can make for your group. What are the benefits in sending teams?
Sign up your team to sit at different Problem Solving Scenarios/Small Group Brainstorming sessions on March 13th and 15th. Throughout the four-day conference, you will have the opportunity to participate in small group problem solving sessions which will allow you to interact with your peers, discuss challenges and brainstorm solutions and best practices for meeting those challenges. There will be several workshops at a time send more than one delegate to be sure your team can participate 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. Give your 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 when you 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 takeaways and nuggets of information. This year we are bringing together HR, Training and Policy directors from across Defense under one roof to discuss innovative strategies for improving learning and development and overall HR practices. This is the perfect opportunity for you to bring your Training, HR and Policy and Planning Officers to the show! With over 200 HR managers in attendance, you cant network with everyone. With a group attending from your organization, youre much more likely to meet up with the key people that you want to connect with.

Book your teams now to make sure youre taking advantage of our steepest discounts get up to $850 off the full conference price. See page 13 for more details.
The following Agencies Made A Smart Investment Last Year By Sending Their 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)

14 Call 1-888-482-6012 or 1-646-200-7530 Web www.hcmdusa.com Email hcmd@wbresearch.com Fax 1-646-200-7535 Follow Us @HCMFederal

WBR 535 Fifth Avenue, 8th Floor New York, NY 10017

Five Easy Ways To Register

ONLINE EMAIL FAX www.hcmdusa.com hcmd@wbresearch.com, this form to 1-646-200-7535 - You will be contacted for payment details. Your registration form and payment details to: Worldwide Business Research 535 5th Avenue, 8th Floor, New York, NY 10017 1-888-482-6012 or 1-646-200-7530

THE PREMIER SYMPOSIUM ON DEFENSE HUMAN CAPITAL MANAGEMENT

March 12-15, 2012 Sheraton National Hotel, Arlington, VA www.hcmdusa.com
Your priority booking code is:

MAIL

CALL

When registering please provide the code above.

Earn Continuing Education Credits

Email hcmd@wbresearch.com for details!

Attention Mailroom: If undeliverable to addressee, this time sensitive information should be forwarded to the Head of Human Resource
10665.006/GR

HCMD:

Ripped From The Headlines

Improvement in DODs management of its strategic human capital resources is an absolute must.
Hear Mr. Pat Tamburrino elaborate on this; see page 7 for more details

Human Capital Manage A High Risk Area for ment: th Department of Defense e
Hear A Panel of DoD Experts tackle this; see page 9 for more details

Un challen employed vet er ges in Hear A civilia ans face Panel o f DoD E n workf xperts d iscuss th orce is; see p age 6 fo
r more details

OPM proposes new pathways to employment

Hear Ms. Juanita Wheele r speak about this; see page 6 for more details

to gencies rders a o increase o Obama p plans t velo e diversity de c ss this; workfor rett addre
Bar Kenneth Hear CAPT r more details 6 fo see page

Military & Government

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