Day One

Tuesday 18th July 2023

7:45 am Conference Registration & Networking

8:30 am How to Make LEAP a Reality

8:35 am Chair’s Opening Remarks

  • Quinton Herbert Director & Chief Human Capital Officer, City of Baltimore

Tackling Talent Retention in the Public Sector With Limited Budgets and Resources

8:40 am Discussing the Creative, New Approaches to Transform How We Engage and Retain State and Local Government Workforce

  • Kelly Drummond Director Human Resources, City of Knoxville
  • E. Lindsey Maxwell Director of the Office of Labor Relations and Collective Bargaining, District of Columbia Office of Labor Relations and Collective Bargaining

Synopsis

  • When you have really unique challenges for your retention pool specific to your government department what creative approaches are having tangible results on your retention rates? What are some of the different approaches taken for uniform compared to other government employees?
  • Where many public sector employees cannot work virtually, how can governments effectively employ hybrid working to prevent a dichotomy forming between administrative and customer facing employees and provide a better job offering to better compete with private sector employers?
  • In an industry where employees have high passion for job how can we foster that passion, and create a culture that, regardless of what monetary reward you receive for doing the job, ensures employees stay in place? 
  • In employment areas where it is hard to invest in employees in terms of their training and development, what can we do identify employee’s passion and enable this to retain them?

9:20 am Action: What Are You Now Going to Do to Tackle Talent Retention in Your Government?

Synopsis

Output Focused Action Session Facilitated by the Chair

9:40 am Speed Networking Break

Rethinking Talent Acquisition to Attract Diverse, Qualified, Fit-For Sector Talent

10:20 am Discover: Inviting Underrepresented Communities into Government Employment While Adhering to Red Tape and Regulations

  • Dana Brown Chief Human Resources Officer, City of Los Angeles

Synopsis

• How to break down barriers into employment and finding non-traditional routes into employment

• Changing examination and eligibility processes to reflect city and embody city’s equity ideals

• The City of Los Angeles’s leading workforce development program (a program negotiation by labour) targeted at unrepresented communities

10:40 am Discover: The Inspired HR Thinking Required to Fill Public Safety, Mechanic and Engineering Vacancies While Operating with Limited Resources

Synopsis

• Being innovative with recruiting methods to fill hard to fill and more effectively compete with other Government in your region and the private sector

• Providing bespoke education opportunities for which candidates can gain extra compensation to demonstrably reduce vacancies in government roles such as mechanics

• How York County have been tactical and thoughtful about specific compensation packages and initiative to establish a below average vacancy rate for public safety roles

11:00 am Develop: What More Can We Learn From HR Leaders Rethinking Talent Acquisition?

  • Dana Brown Chief Human Resources Officer, City of Los Angeles
  • Rose McKinney Director of Human Resources, York County

Synopsis

Question & Answer Session Facilitated by the Focus Day Chair

11:20 am Action: What Action Will You Now Take to Attract Diverse, Qualified, Fit-For Sector Talent?

Synopsis

Output Focused Action Session Facilitated by the Chair

11:40 am Lunch

The Future of the Government Workplace & The Role of HR in Public Sector Innovation

12:40 pm Discover: How to Utilize Hybrid Working and the Future of The Government Workplace to Create Savings to Reinvest in Your Workforce

  • Quinton Herbert Director & Chief Human Capital Officer, City of Baltimore

Synopsis

• One Government’s Pilot programme to measurably reducing their city’s footprint

• How to surplus real-estate holdings and repurpose the savings for reinvestment in your workforce

1:00 pm Discover: A New Road to Hiring: Minimizing Bias and Creating a Fair and Equitable Hiring Process with Talent, Experience, Alignment (TEA)

Synopsis

• Going up against the government infrastructure (personnel rules and municipal codes) and thinking creatively about how you set up your talent acquisition apparatus

• Collaborating with government TA leaders to design disruptive new approaches to attract diverse talent within the Government's principal guiding light of workforce equity to create equal opportunities and reduce barriers into public sector roles

• How the City of Seattle is designed and implemented a non-traditional model of how to hire and engage new talent looking at both experience and capability alignment

1:20 pm Develop: How Else Are Public Sector HR Outliers Reimagining the Future of the Government Workplace?

Synopsis

Question & Answer Session Facilitated by the Focus Day Chair

1:40 pm Action: What Will You Now Do to Reimagine the Role of HR in Public Sector Innovation?

Synopsis

Output Focused Action Session Facilitated by the Chair

2:00 pm Networking Break

Prioritizing Workforce Development & Succession Planning

2:20 pm Discover: Prioritizing Middle Manager Progression to Reduce Workload for Head of Human Resources Role and Significantly Improving Retention

Synopsis

• Shifting the focus to developing middle managers in frontline public sector roles to significantly reduce the workload on Human Services Departments

• How to design and scale leadership development programmes for city, county and state Government with limited funds and resources 

• How Jefferson County is utilizing a ‘courageous conversation’ leadership programme to accelerate the progression of their middle managers and significantly improve workforce retention

2:40 pm Discover: Driving Employee Growth and Development for Organizational Success

Synopsis

• Learn how government agencies can better align their workforce skills inventory to their evolving missions

• Hear how the importance of creating more agile methods for work allows agencies to put their existing capabilities to better use, unleashing untapped skills and driving levels of organizational productivity like we have never seen before

• Discover how government agencies must embrace new, innovative, and agile ways to visualize and enhance skills intelligence and maximize the opportunity to create value for both employees and our government

3:00 pm Discover: Benchmarking and Developing Skills of Existing Employees to Creating New Opportunities for Internal Talent Movement and Successfully Navigate Change and Succession Planning

  • Victoria Steeger Chief Learning Officer, Maryland Department of Human Services

Synopsis

• Developing a certification programme to benchmark, validate and developing existing employee skills at all levels to promote internal talent movement

• An example of successful succession planning in The State of Maryland to negate employee turnover and reduce time to hire on critical senior positions and ensure organizational effectiveness in 2023-24

3:20 pm Develop: What Else Can We Learn About Government Workforce Development in 2023?

Synopsis

Question & Answer Session Facilitated by the Focus Day Chair

3:40 pm Action: What Will You Now Do to Drive Workforce Development?

Synopsis

Output Focused Action Session Facilitated by the Chair

4:00 pm Networking Break

4:05 pm
Applying Non-Traditional Thinking to Become a More EDI Focused Employer

4:20 pm How to Meet the Brand-New Needs of an Increasingly Diverse and Multi-Generational Public Sector Workforce

  • Sandy Ho, Ph.D. Chief Equity, Diversity, and Inclusion (EDI) Officer, State of Colorado
  • Janet Manuel Director, Chief Human Resources Officer , Civil Service, EEO, Diversity & Inclusion Officer, City of Pittsburgh

Synopsis

  • From an inclusive standpoint, what new approaches need to be taken to attract multi-generational and inter-sectional candidates? Included in this, what more can HR leaders do to create diverse and inclusive workspaces?
  • How can we ensure the benefits we provide our employees are truly reflective of their needs from an inclusive standpoint?
  • What new thinking can be employed to ensuring you are hiring and reaching your entire diverse community?
  • How can we make progression in Governments be more equitable?

4:50 pm Chair’s Closing Remarks & End of Day One