Day One
Tuesday 18th July 2023
8:00 am Conference Registration & Networking
8:30 am How to Make LEAP a Reality
8:40 am Chair’s Opening Remarks
Tackling Talent Retention in the Public Sector With Limited Budgets and Resources
8:50 am Panel Discussion: Creative, New Approaches to Transform How We Engage and Retain State and Local Government Workforce
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?
• Where many public sector employees cannot work virtually, how can governments effectively employ hybrid working to prevent a dichotomy forming between administrative and frontline 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 the climate and the culture that, regardless of what monetary reward you receive for doing the job, you're going to stay in place?
9:20 am Discover: How to Engage General Assembly & Legislators to Secure Support from Your Government on Crucial Initiatives to Reduce Workforce Turnover
Synopsis
• Revealing how one Government was able to engage general assembly & legislators to approve a myriad of initiatives to effectively retain employees and the steps taken to get
• Mapping out how to get leadership buy in for compensation focused initiatives such as 10% salary adjustment on qualification completion for critical hires in social services
• All steps put in place by the State of Georgia to gain Government support and funding for initiatives and compensation focused benefits to visibly reduce turnover every month in 2023 and the data behind this
9:40 am Develop: What More Can You Uncover on to Tackle Talent Retention in Your Government?
10:00 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
10:20 am Speed Networking Break
Rethinking Talent Acquisition to Attract Diverse, Qualified, Fit-For Sector Talent
11:00 am Discover: Inviting Underrepresented Communities into Government Employment While Adhering to Red Tape and Regulations
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
11:20 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
11:40 am Develop: What More Can We Learn From HR Leaders Rethinking Talent Acquisition?
Synopsis
Question & Answer Session Facilitated by the Focus Day Chair
12:00 pm Action: What Action Will You Now Take to Attract Diverse, Qualified, Fit-For Sector Talent?
Synopsis
Output Focused Action Session Facilitated by the Chair
12:20 pm Lunch
The Future of the Government Workplace & The Role of HR in Public Sector Innovation
1:20 pm Discover: How to Utilize Hybrid Working and the Future of The Government Workplace to Create Savings to Reinvest in Your Workforce
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
1:40 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
2:00 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
2:10 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
2:30 pm Networking Break
Prioritizing Workforce Development & Succession Planning
2:50 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
3:10 pm Discover: Benchmarking and Developing Skills of Existing Employees to Creating New Opportunities for Internal Talent Movement and Successfully Navigate Change and Succession Planning
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
3:30 pm Develop: What Else Can We Learn About Government Workforce Development in 2023?
Synopsis
Question & Answer Session Facilitated by the Focus Day Chair
3:50 pm Action: What Will You Now Do to Drive Workforce Development?
Synopsis
Output Focused Action Session Facilitated by the Chair
4:15 pm
Applying Non-Traditional Thinking to Become a More EDI Focused Employer
4:30 pm Panel Discussion: Applying Non-Traditional Thinking to Become More Inclusive Employers, and Meet the Brand-New Needs of an Increasingly Multi-Generational Public Sector Workforce
Synopsis
• What new approaches need to be taken to attract and retain gen-z candidates?
• What out of the box thinking can be employed to ensuring you are hiring and reaching your entire diverse community?
• What more can HR leaders do to create diverse and inclusive workspaces?
• How can progression in Governments can be more equitable where people often stay in one role for many years and so individual's progression is dependent on them leaving?