The document summarizes an upcoming conference on transforming the federal workforce. The three-day conference will focus on strengthening organizational capacity, determining the appropriate balance of contracted versus government work, and promoting improved learning, communication and collaboration. It provides an agenda with keynote addresses and breakout sessions on topics like strategic recruitment and retention, pay-for-performance, and using social media and blended workforces. The goal is to help federal managers build capacity to serve citizens through sharing best practices and innovations.

1. THE 2009
Insights and Ideas to Transform the Federal Workforce
June 10-12, 2009 | Washington, DC
PROGRAM HIGHLIGHTS:
• Strengthen organizational capacity through strategic recruitment, development and retention
• Determine the correct balance of contracted versus government-performed work
• Promote improved learning, communication and collaboration throughout government
Event Host: Official Media Sponsor:

2. WHO
What is Innovations in SHOULD
Government? ATTEND:
• Chief Human
The start of the Obama Administration brings with it unprecedented
Capital Officers
citizen expectations. The promises of the campaign and the mandate
for change are a call to government managers for transformation. In
• Human Capital
this new economic landscape, it is innovations in government that will
Planning Staff
deliver results to the American people. InnoGov.org is the platform for
sharing these innovations.
• Human Resources
Managers
A product of the leading good government groups, InnoGov.org
is a collection of forums, research and recommendations to bring
• Personnel Staff
insight and transformation to the federal government. Our goal is
to centralize the importance of performance, accountability and
• Workforce Planning
transparency in government. Our task is to disseminate the leading
Managers
best practices to government managers. Our promise is to help you
build the capacity to serve and defend our citizens.
• Staffing Directors
• Training Officers
“Change and reform can’t
IT IS
just be election-year slogans. They
must become fundamental principles
TIME
of government.”
... to Lead
PRESIDENT BARACK OBAMA
... to Strengthen
Organizational Capacity
... to Assess the Use
EVENT HOST
of Contractors in
Called “the leading think tank in performance measurement
for government” on OMB’s ExpectMore.gov, The Performance
Government Work
Institute has been a leader in Performance Management
Training and Policy since the 2000 administration transition.
... for Collaboration
As part of the Performance Coalition, a group of good government associations, the Institute
worked in 2000 to deliver recommendations to the then-new administration on what would
between Agencies
become the President’s Management Agenda. The Performance Institute has published
several research reports regarding performance management initiatives and trains over 10,000
... for Accountability to
government managers per year on performance-based topics. Dedicated to improving citizen
services and taxpayer transparency, the Institute uses a best-practices foundation to deliver the
the People
most effective and tested methodologies for improving performance.
... for Innovative Solutions
OFFICIAL MEDIA SPONSOR
to Workforce Challenges
Federal News Radio is a primary source for news and information
about the business of the federal government for federal managers
and contractors. Both on-air and online, WFED explains the
IT IS TIME FOR
complicated world of the federal government and provides the most
CHANGE. ARE
relevant and topical news – in plain language – in a timely and accessible manner. Federal
News Radio can be heard on 1500 AM in the DC Metro, 820 AM in Frederick and worldwide at
YOU READY?
FederalNewsRadio.com.

3. AGENDA
AT-A-GLANCE
Federal Workforce Policy Forum
Day One: June 10, 2009
8:30 Registration and Continental Breakfast
KEYNOTE ADDRESS Insight on the New Workforce Agenda
9:00
10:00 Refreshment Break
10:15 Leadership Panel: Capitalize on the Excitement in Public Service
11:15 Spotlight on People: Assume the Role of Chief Recruiter in Your Office
12:15 Luncheon
TRACK A: Human Capital Systems Track B: Recruitment and Retention
1:15 Strategic Human Capital Management: Manage by Current The Call to Serve: Strengthen Organizational Capacity through
and Emerging Mission Requirements Strategic Recruitment and Retention
2:15 Refreshment Break
2:30 Results-Oriented Culture: Create a Line-of-Sight between Advance Your Recruitment Plan: Launch a Mission-Centric
Individual Performance and Organizational Outcomes Branding Campaign
3:30 Employee Engagement: Manage Your Talent for Maximum Manage the Generations: Understand and Overcome the
Performance Generation Gaps in the Workforce
4:30 Day One Adjourns
Day Two: June 11, 2009
8:30 Registration and Continental Breakfast
KEYNOTE SESSION Labor-Management Partnerships: Champion Change and Quality Services for the
9:00
American People
10:00 Refreshment Break
10:15 Leadership Panel: Pay-for-Performance: Maintain an Objective and Productive Dialogue
11:15 Spotlight on Web 2.0: Use Social Media to Promote Your Organization’s Mission
12:15 Networking Luncheon
TRACK C: Employee Development TRACK D: Partner for Results
1:15 Workforce Improvement: Match Employee Skills to Your Workforce Accountability: Increase the Oversight and
Agency Mission Transparency in the Contractor Workforce
2:15 Refreshment Break
2:30 Learning Development: Develop a Learning System that The Blended Workforce: Utilize Government Service and
Achieves Efficiency and Effectiveness Contract Employees
3:30 Leadership Competencies: Develop High-Potential Leaders for Beyond the Beltway: Partner with Your State and Local
Tomorrow’s Challenges Agencies to Foster Talent
4:30 Conference Adjourns
Day Three: June 12, 2009
8:30 Workshop Registration and Continental Breakfast
9:00 Workshop A: Succession Planning: Prepare for Tomorrow’s Workshop B: Market Your Agency: Create an Employment
Government Leaders Today Brand to Attract Top Talent
12:00 Luncheon/Workshop B Adjourns
1:00 Workshop A: Continued
4:00 Workshops A: Adjourns
www.InnoGOV.org

4. DAY
ONE
Wednesday, June 10, 2009
8:30
Conference Registration and Continental Breakfast
9:00
KEYNOTE ADDRESS: Insight on the New Workforce Agenda
The Government Accountability Office lists strategic human capital management as one of its “high-risk” areas in
2009. The federal government can create as many laws, mandates and executive orders as it likes, but without a
trained, motivated workforce, government will not succeed. Throughout his campaign, President Barack Obama
made promises that would completely shake up the federal workforce. He authored a document, “Blueprint for
Change” that contains proposals to reassign middle managers, reduce the number of outside contractors and create
new performance standards for workers. This keynote will explore the new workforce agenda and provide insight on
what federal workers should expect.
10:00
Refreshment Break
10:15
LEADERSHIP PANEL: Capitalize on the Excitement in Public Service
Over 350,000 people applied to work for the Obama Administration, according to CNN; 350,000 people vying for
three thousand jobs. This dwarfs the 90,000 that applied to work for the George W. Bush Administration and even
surpasses the 135,000 that applied under former President Bill Clinton. It is an exciting time to be in public service;
the enthusiasm and interest are palpable, especially from the new generation of workers. This leadership panel will
discuss how federal managers can capitalize on the immense enthusiasm in public service.
11:15
SPOTLIGHT ON PEOPLE: Assume the Role of Chief Recruiter in Your Office
By the end of President Barack Obama’s first term in office, 707,750 federal workers will be eligible to retire,
according to the United States Office of Personnel Management. Many of these people are in mission-critical jobs,
and there are simply not enough federal workers to move into these soon-to-be-vacant positions. The role of Chief
Recruiter is essential for your agency to be able to hire and retain highly-skilled workers. At this session, you will
learn how to assume the role of Chief Recruiter in your office and gain knowledge that will allow your agency to fuel
growth by hiring and training the new generation of federal workers.
12:15
Luncheon
“This conference provided a thoughtful
insight into the future of Government HR.”
SHANAZ MOBLEY, Strategic Recruitment Officer
Dept. of Health & Human Services
www.InnoGOV.org

5. DAY
ONE CONTINUED
Wednesday, June 10, 2009
1:15
CHOOSE FROM TRACK A OR B
Track A: Human Capital Systems Track B: Recruitment and Retention
Strategic Human Capital Management: Manage The Call to Serve: Strengthen Organizational
by Current and Emerging Mission Requirements Capacity through Strategic Recruitment
and Retention
• Identify mission critical positions and potential candidates
to ensure the sustainability of your agency’s workforce • Utilize the call to serve to bring in top talent to your agency
• Develop a plan to assist in recruiting, developing and • Learn how to recruit mid-career professionals who are
retaining the critical staff needed energized in public service
• Implement a strategic human capital approach to • Engage potential employees by developing sound
maximize performance and assure accountability in workforce polices that support your employees
your office
2:15
Refreshment Break
2:30
Track A: Human Capital Systems Track B: Recruitment and Retention
Results-Oriented Culture: Create a Line-of- Advance Your Recruitment Plan: Launch a
Sight between Individual Performance and Mission-Centric Branding Campaign
Organizational Outcomes • Discover how to create a brand that projects your
agency’s assets and unique value
• Strategically align your employees to your agency mission,
strategies and objectives to promote engagement • Understand the preferences and interests of the new
generation of workers
• Conduct an employee satisfaction survey to
measure the extent your employees feel they relate • Adjust your strategic and tactical recruiting plans to
to strategic goals meet employees’ preferences and needs
• Clearly align your employees’ work strategies to
bottom-line results
3:30
Track A: Human Capital Systems Track B: Recruitment and Retention
Employee Engagement: Manage Your Talent Manage the Generations: Understand and
for Maximum Performance Overcome the Generation Gaps in the Workforce
• Ensure that your staff is goal-aligned • Empower all employees to reach their full potential by
creating a positive work environment
• Emphasize career development to motivate and retain
your most talented employees • Establish a business strategy that effectively handles
each generation in the workforce
• Ensure that your managers communicate effectively in
order to achieve maximum employee engagement • Ensure that your agency does not function like a
bureaucracy and that it moves quickly and acts
decisively when handling employees
4:30
Day One Adjourns
www.InnoGOV.org

6. DAY
TWO
Thursday, June 11, 2009
8:30
Conference Registration and Continental Breakfast
9:00
KEYNOTE SESSION: Labor-Management Partnerships: Champion Change and Quality Services
for the American People
Delivering the highest level of service possible for the American people demands the cooperation and involvement
of federal employees and their union representatives. Only when all stakeholders in this relationship—managers,
employees and union leadership—work together as partners can comprehensive change be achieved. The role of
the National Council on Federal Labor relations must evolve as government evolves, and the role of labor unions
must be continually defined through legislative and executive means. This session will help you establish an ongoing
dialogue, clear mutual outcomes and a role for performance in your labor relationship.
10:00
Refreshment Break
10:15
LEADERSHIP PANEL: Pay-for-Performance: Maintain an Objective and Productive Dialogue
It seems like a good idea in theory – workers who perform well receive more pay or their benefits. In fact, the idea
of “Pay for Performance” has been around since the Carter Administration when it was known as “Merit Pay.”
While some think the system works well in government, there are others who see many flaws, even though it has
been used in the private sector for years. There is ongoing debate over the merits of pay-for-performance, and this
leadership panel will provide insight on how to maintain a productive dialogue over this issue.
11:15
SPOTLIGHT ON WEB 2.0: Use Social Media to Promote Your Organization’s Mission
You’ve heard the buzz words - wikis, blogs, RSS, Flickr, YouTube, Facebook - but what do they mean to you?
More importantly, why should you care? The interactive, collaborative and transparent nature of social media
is fundamentally changing the way government operates – moving from a top-down structure to one that is at
least horizontal if not bottom-up. At this session, learn how new social media is changing the communication
and technology landscape, and explore how you can leverage these techniques to change the way your agency
communicates its goals and mission.
12:15
Networking Luncheon
“Very useful information from
knowledgeable and experienced speakers.”
CARMEN ORTIZ, Human Resources Specialist, Department of Treasury
www.InnoGOV.org

7. DAY
TWO CONTINUED
Thursday, June 11, 2009
1:15
CHOOSE FROM TRACK C OR D
Track C: Employee Development Track D: Partner for Results
Workforce Improvement: Match Employee Workforce Accountability: Increase the
Skills to Your Agency Mission Oversight and Transparency in the Contractor
Workforce
• Analyze skills gaps and precisely define the skills
candidates will need to be the best fit for your • Conduct workforce audits that are focused on
open positions performance, cost savings and whether the work
should have been outsourced
• Use skills and competency libraries to build the KSAs
you are looking for • Develop a checks and balances system on the
relationship between contractors and government
• Assess your talent pool by matching your mission and
talent needs • Create a transparent contracting process that makes
your organization’s procurement data public
2:15
Refreshment Break
2:30
Track C: Employee Development Track D: Partner for Results
Learning Development: Develop a Learning The Blended Workforce: Utilize Government
System that Achieves Efficiency and Service and Contract Employees
Effectiveness • Understand the deliverables of contract and
government employees
• Improve employee learning programs in anticipation of
a knowledge and skills gap • Acknowledge limitations of contract employees in
relation to task completion
• Identify key steps and stakeholders in learning system
implementation • Effectively train and develop your contractor workforce
to ensure that contracts are properly overseen
• Assess the costs and benefits of the learning function
to improve performance
3:30
Track C: Employee Development Track D: Partner for Results
Leadership Competencies: Develop High- Beyond the Beltway: Partner with Your State
Potential Leaders for Tomorrow’s Challenges and Local Agencies to Foster Talent
• Evaluate employees to identify and assess key • Discuss strategies for teaming up with state and
leadership qualities local counterparts to enhance efficiency and
maximize outcomes
• Develop mentorship programs for potential leaders
• Learn how to analyze and report increased
• Maintain training programs to build leadership and
performance from cross-government collaboration
communication skills
• Utilize approaches that foster talent such as
collaboration, partnerships and training programs
4:30
Conference Adjourns
www.InnoGOV.org

8. POST-
CONFERENCE
WORKSHOPS
Friday, June 12, 2009
Workshops are designed to be an interactive way for participants to learn the latest management techniques in order
to implement them in their workplace. The workshops provide a platform to learn practical applications of current
best practices. Space in these comprehensive workshops is limited, so be sure to reserve your seat today.
8:30
Workshop Registration and Continental Breakfast
9:00
WORKSHOP A Succession Planning: Preparing Tomorrow’s Government Leaders Today
Top government agencies understand that good management is only a piece in the puzzle of a well-functioning
organization. Success today means turning talented employees into successful managers for tomorrow. As
government managers continue to retire, they take the knowledge and know-how needed to keep your agency
functioning. Attend this workshop and learn best practice methods to creating a solid succession plan that passes
knowledge and leadership capabilities to the next generation.
• Determine core leadership competencies needed for optimum agency performance
• Incorporate the “Executive Core Qualifications” as a reference for leadership candidates
• Implement leadership strategies that will enhance your credibility as a leader
WORKSHOP B Market Your Agency: Create an Employment Brand to Attract Top Talent
A strong employment brand positions you as an “employer of choice” by highlighting how you address the needs of
prospective hires better than your competition. Time and again, studies show that salary is not the most important
factor when people are deciding where to work. Instead, they are looking for the workplace that offers the best fit or
aligns with their beliefs and values. During this workshop you will learn how to create a brand that resonates with
talent and highlights your agency’s mission.
• Learn how to create a compelling employee value proposition that details what your agency offers
• Develop a forward-looking strategy that communicates to potential employees what it is like to work in your office
• Learn how to stand out from the competition
12:00
Luncheon/Workshop B Adjourns
1:00
Workshop A Continues
4:00
Workshop A Adjourns
“A wealth of information
from this conference!”
BARBARA WILLIS, Management Analyst, Environmental Protection Agency
www.InnoGOV.org

9. Bring Training to Your Agency
One of the more popular vehicles for accessing the Institute’s educational
offerings is the delivery of on-site trainings and management facilitations.
Bringing a training or facilitation in-house gives you the opportunity to
customize a program that addresses your exact challenges and provides a
To ensure professional success,
more personal learning experience, while virtually eliminating travel expenses.
you must continually expand your
Whether you require training for your department or for an organization-wide
skills and education. The bar
initiative, the advanced learning methods employed by The Performance
has been raised in government
Institute will create an intimate training atmosphere that maximizes knowledge
agencies and organizations, and
transfer to enhance the talent within your organization.
managers want to hire, promote
and work with the most skilled
CUSTOMIZATION
individuals possible.
We realize that not all obstacles can be overcome by applying an “off-the-
shelf solution.” While many training providers will offer you some variation of To address this need, the Institute
their standard training, The Performance Institute’s subject matter experts offers a Certificate in Government
will work with you and your team to examine your programs and determine Performance Management. Attend
your exact areas of need. The identification of real life examples will create a the three “core” courses and an
learning atmosphere that resonates with participants while at the same time additional three “elective” courses
providing immediate return on your training investment. Using interactive based on the topics that meet your
exercises that employ actual projects or scenarios from your organization, agency’s unique needs. The skills you
instructors can address specific challenges and align the curriculum of acquire will then be used to complete
each session to your objectives. While the majority of on-site trainings are a “capstone project” on a particular
focused on smaller groups, The Performance institute also has the ability issue that you and our department
to accommodate organizational-wide training initiatives. Utilizing multiple are facing, which will then be
instructors, The Institute has the capacity to deliver courses to groups of up to evaluated by an expert member of
300 participants per day. our staff.
AREAS OF EXPERTISE Benefits of Certification:
On-site delivery of single courses, certification programs and entire
ADVANCE YOUR CAREER
packages of specialized courses are available in the following areas:
Education and professional
• Strategic Planning certification are becoming necessary
• Performance Measurement for promotion and requirements for
coveted positions. In the Certified
• Project Management
Government Performance Manager
• Lean Six Sigma
program, you will acquire the skills
• Workforce Management and tools to make you the lead
• Performance-Based Budgeting performance management resource
for your organization.
• Performance-Based Contracting
• Performance Reporting MEET NEW CERTIFICATION
REQUIREMENTS To hold a position
• Program Evaluation
as a performance manager in
• Administrative Management
government you must demonstrate
• Leadership and Change
compliance with new skills sets
required by OMB and Congress.
For more information about in-house training options available to Receiving your certificate is one key
you, please contact Mark Bryan at 703-894-0481 x 225 or email him at way to demonstrate your skills.
Bryan@PerformanceWeb.org.
CUSTOMIZE A PROGRAM TO
FIT YOUR NEEDS Working with
Institute training managers, you can
select courses that will have direct
application and impact to your work.
For more information about
certification, please contact
Damian Wingate at 703-894-0481
or email him at
Wingate@PerformanceWeb.org

10. LOGISTICS &
REGISTRATION
Venue: Tuition:
The Federal Workforce Policy Forum will be held at The The tuition rate for the Federal Workforce Policy Forum is
Performance Institute in Arlington, VA, just one block east of the as follows:
Courthouse Metro stop on the Orange Line. A public parking
Offerings for On-site Early Bird Regular
garage is located just inside of the building.
Government Rate* Rate
Employees
The Performance Institute
1515 North Courthouse Rd., Suite 600 Policy Forum $899 $699 $799
Arlington, VA 22201
Workshop A: Full-Day $650 $550 $599
703-894-0481
Workshop
www.PerformanceWeb.org
Workshop B: Half-Day $450 $350 $399
Workshop
Hotel:
A limited number of rooms have been reserved at the Arlington Offerings for Private On-site Early Bird Regular
Rosslyn Courtyard by Marriott at the prevailing rate of $209 until Sector Employees Rate* Rate
May 10. This rate is based on the Government Per Diem and is
Policy Forum $1,299 $999 $1,099
subject to change. Please call the hotel directly and reference code
Workshop A: Full-Day $850 $750 $799
“Federal Workforce Policy Forum” when making reservations to get
Workshop
the discounted rate. The hotel is conveniently located three blocks
from the Rosslyn Metro station. Please ask the hotel about a Workshop B: Half-Day $650 $550 $599
complimentary shuttle that is also available for your convenience. Workshop
*For the Early Bird Rate, register before February 25, 2009
Arlington Rosslyn Courtyard by Marriott
1533 Clarendon Blvd.
Group Discounts:
Arlington, VA 22209
Phone: 703-528-2222 For more information on group discounts for the Federal Workforce
Phone: 1-800-321-2211 Policy Forum, please contact Melvin Hall at 703-894-0481 or email
www.courtyardarlingtonrosslyn.com him at Hall@PerformanceWeb.org
Cancellation Policy Quality Assurance
For live events: The Performance Institute will provide a full refund less $399 The Performance Institute strives to provide you with the most productive and
administration fee for cancellations four weeks before the event. If cancellation occurs effective educational experience possible. If after completing the course you feel there
within two weeks prior to conference start date, no refund will be issued. Registrants is some way we can improve, please write your comments on the evaluation form
who fail to attend and do not cancel prior to the event will be charged the entire provided upon your arrival. Should you feel dissatisfied with your learning experience
registration fee. and wish to request a credit or refund, please submit it in writing no later than 10
business days after the end of the training to:
For webinars: The Performance Institute will provide a full refund less $50
administrative fee for cancellations four weeks before the event. If cancellation The Performance Institute: Quality Assurance
occurs within two weeks prior to conference start date, no refund will be issued. 1515 N. Courthouse Road, Suite 600
Registrants who fail to attend and do not cancel prior to the meeting will be charged Arlington, VA 22201
the entire registration fee.
Note: As speakers are confirmed six months before the event, some speaker
All the cancellation requests need to be made online. Your confirmation email contains changes or topic changes may occur in the program. The Performance Institute is
links to modify or cancel registrations. Please note that the cancellation is not final until not responsible for speaker changes, but will work to ensure a comparable speaker is
you receive a written confirmation. located to participate in the program.
Payment must be secured prior to the conference. If payment is not received by If for any reason The Performance Institute decides to cancel this conference, The
the conference start date, a method of payment must be presented at the time of Performance Institute accepts no responsibility for covering airfare, hotel or other
registration in order to guarantee your participation at the event. costs incurred by registrants, including delegates, sponsors and guests.
Discounts
• All ‘Early Bird’ Discounts must require payment at time of registration and before the cut-off date in order to receive any discount.
• Any discounts offered whether by The Performance Institute (including team discounts) must also require payment at the time of registration.
• All discount offers cannot be combined with any other offer.
• Discounts cannot be applied retroactively
www.InnoGOV.org

11. LOGISTICS &
Registration Form for the
REGISTRATION
Federal Workforce Policy Forum
TO REGISTER
Call 703-894-0481
Fax this form to: 703-894-0482 or
Visit www.InnoGOV.org
Yes! Register me for the Federal Workforce Policy Forum
InnoGOV
Yes! Register me for the Federal Workforce Policy Forum
and Workshop (choose one) A B
Sponsorship
Please call me. I am interested in a special group discount for
my team
As a public policy think tank
NAME TITLE
and training provider, The
Performance Institute is an expert
ORGANIZATION DEPT.
in bringing together leaders to
share and discuss best practices
ADDRESS
and innovations. We connect
decision-makers with respected
CITY STATE ZIP
solution providers.
InnoGOV.org offers several
TELEPHONE FAX
sponsorship options:
• Policy Forums
EMAIL
• Deluxe Event Sponsor
Method of Payment:
Check • Event Sponsor
Credit Card
• Premium Exhibit Booth Sponsor
Purchase Order/Training Form
• Exhibit Booth Sponsor
• Tote Bag Sponsor
CARD NUMBER
• Lanyard Sponsor
• Insight Breakfasts
EXP DATE 3 DIGIT CARD VERIFICATION #
• Insight Webinars
NAME ON CARD
• The 2009 Government
Performance Summit
BILLING ZIP CODE
For more information on
Please make checks payable to: The Performance Institute
sponsorships or to get started,
Note: Payment must be secured prior to the forum. If payment is not received by the forum
contact Jessica Ward at
start date, a method of payment must be presented at the time of registration in order to
guarantee your participation at the event.
703-894-0481 x 215 or
Ward@PerformanceWeb.org
Priority Code: W230-WEB

12. INNOGOV’S
CALENDAR OF EVENTS
POLICY FORUMS INSIGHT BREAKFASTS
The 2009 Federal Performance Policy Forum Performance Management for
Insights and Ideas to Transform Federal Program Management Intelligence: Unique Challenges in
May 6-8, 2009 | Arlington, VA Defining Outcomes and Measures
June 30, 2009 | 8-10 AM | Arlington, VA
Program Highlights:
• Develop a performance-based framework to achieve program outcomes The Acquisition Workforce:
Defining the Job Requirements
• Apply an objective evaluation system to measure success
and Competencies of the Future
• Link program results to fiscal priorities for taxpayer transparency
Contractor Workforce
Designed for: Strategic Planning Directors, Program Managers, Program Analysts, July 23, 2009 | 8-10 AM | Arlington, VA
Directors, Commanders, Chiefs of Staff, Budget Officers, Performance Evaluators
Labor Relations: Balancing the Rights
of Union Members and the Public
The 2009 Federal Technology Policy Forum Interest
Insights and Ideas to Transform Federal IT August 27, 2009 | 8-10 AM |
July 15-17, 2009 | Arlington, VA Arlington, VA
Program Highlights:
• Emphasize the central role of technology to achieve citizen transparency
INSIGHT WEBINARS
and satisfaction
• Develop and maintain a collaborative, efficient and secure infrastructure Process Improvement: Utilizing Lean
• Utilize new technology to promote an ongoing dialogue between citizens Six Sigma and Project Management
and their government for Dramatic Improvements in Costs,
Efficiency and Quality
Designed for: Chief Technology Officers, Chief Information Officers, IT
May 20, 2009 | 12 PM
Managers, IT Directors
Planning and Budgeting for DoD:
The 2009 Federal Financial Policy Forum Applying a Strategic, Risk-based
Insights and Ideas to Transform Federal Financial Management Framework to Determine Priorities
August 12-14, 2009 | Arlington, VA June 23, 2009 | 12 PM
Program Highlights:
IT Security: Managing the Delicate
• Link agency budgets with annual performance plans Balance between Information
• Communicate fiscal priorities to executive, legislative and citizen Security and Citizen Transparency
stakeholders August 19, 2009 | 12 PM
• Manage tight budgets in this new economic landscape
Designed for: Financial Managers, Chief Financial Officers, Fiscal Analysts,
Accountants, Financial Management Analysts, Project Analysts, Budget Officers
THE 2009 GOVERNMENT PERFORMANCE SUMMIT
Innovations in Government to Deliver Results to the American People
September 23-25, 2009 | Washington, DC
The Eleventh Annual Summit Features insights for program, budget, workforce, finance, IT and acquisition managers. Coming
soon to GovernmentPerformance.org.