On-Boarding & Retaining New & Experienced Government Staff

This event qualifies for .7 CEUs

This event qualifies for 7 CPEs

This event qualifies for 7 CLPs

Hiring federal employees was never an easy process, and so it is especially frustrating to both line managers and HR offices when a new hire might leave after just a year or two. In today’s budget environment, with hard or soft hiring freezes, and early out and buyouts becoming ever more common, it is especially important that once a job offer has been accepted that the hiring manager be able to retain the new hire for a reasonable period of time. With fewer people around to perform the agency’s mission, the mission can be jeopardized, or at least the work unit’s performance may be threatened, by even one ill-timed departure. There is also the growing risk that once a position becomes vacant, the organization may lose the FTE, as the agency’s Budget Office is ever more likely to “sweep up” vacant slots to better manage FTE and their associated personnel compensation and benefits budgets across the agency.

The workshop will explore best practices in onboarding and retaining federal employees, especially in a budget constrained environment.

What You Will Learn:

How to effectively manage the new hire’s transition into the workforce
What works and what is challenging about OPM’s Pathways programs
How to keep engagement and enthusiasm high during the critical first few months and beyond
How to teach supervisors to deal effectively with the attitudes and workplace values of Millennials and Gen Xs, as well as Boomers and Traditionalists
What a smart supervisor does to retain staff
What agency policies can be implemented to improve onboarding and retention of staff
How to keep your employees who are at their peak of productivity from retiring or simply quitting before you are ready to replace them
Strategies for retaining your best and your highest potential talent
How to manage budgets cuts without losing the staff you most want to keep

Why You Should Attend:

You can’t afford to spend time and energy replacing people you just hired
You need to keep your new hires engaged to make your organization productive
If you lose the person, you may lose the FTE and the salary budget associated with it
If you are going to accomplish your mission in this budget-constrained environment, you need to figure out how to retain your most productive talent

Who Should Attend:

Managers facing unacceptable attrition rates for newly hired employees
Managers whose best talent is close to retirement
Managers who have the chance to staff up due to reorganizations or new organizational responsibilities, and who don’t want to lose energy and opportunity due to staff churn
Chief Human Capital Officers
Chief Financial Officers
Performance Improvement Officers
Chief Information Officers

Speaker and Presenter Information

Keynote Speaker and guest speakers to be announced shortly.

Instructors:

Scott J. Cameron

Executive Advisor,

R3 Government Solutions, LLC

Scott J. Cameron has 35 years of experience working inside and round the federal government. He has worked in both houses of Congress, in the Executive Office of the President, as a career civil servant and as a political appointee, in the bowels of the bureaucracy and in the Office of the Secretary of a cabinet department. He has consulted with federal agencies on management issues working for both large and small businesses, and worked to influence government as a state government employee, corporate government relations executive, and as a manager in a non-profit organization.

Scott is a Fellow of the National Academy of Public Administration, has been designated a Strategic Advisor to Government Executives (SAGE) by the Partnership for Public Service, and also writes a column on government human capital management issues for HR News, the publication of the International Public Management Association for Human Resources.

Relevant Government Agencies

Air Force, Army, Navy & Marine Corps, Intelligence Agencies, DOD & Military, Office of the President (includes OMB), Dept of Agriculture, Dept of Commerce, Dept of Education, Dept of Energy, Dept of Health & Human Services, Dept of Homeland Security, Dept of Housing & Urban Development, Dept of the Interior, Dept of Justice, Dept of Labor, Dept of State, Dept of Transportation, Dept of Treasury, Dept of Veterans Affairs, EPA, GSA, USPS, SSA, NASA, Other Federal Agencies, Legislative Agencies (GAO, GPO, LOC, etc.), Judicial Branch Agencies, State Government, County Government, City Government, Municipal Government, CIA, FEMA, Office of Personnel Management, Coast Guard, National Institutes of Health, FAA, Census Bureau, USAID, National Guard Association