June 15, 2022 Day 1
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The Biden-Harris Administration has named Strengthening and Empowering the Federal Workforce and Delivering Excellent, Equitable, and Secure Federal Services and Customer Experience as two of its three key priority areas in the President’s Management Agenda (PMA). Performance management plays in important role in making sure goals around employee engagement and customer experience are met, in turn transforming government to better work for the American people.
Key principles of President's Management Agenda and how agencies are going to meet these priorities over the next 3 years. Insight into operational goals and strategies. This conversation will include 1) Strengthening and Empowering the Federal Workforce 2) Delivering Excellent, Equitable, and Secure Federal Services and Customer Experience 3) Managing the Business of Government
This session will focus on a critical but often neglected part of organizational performance and transformation: a focus on cultivating the organizational systems and culture that equip, empower and engage employees on a path of continuous improvement. This session will feature a panel of seasoned practitioners who have led transformational efforts within the Federal government and have more than a few battle scars to show for it along with a wealth of experience and insights. Expect to hear about topics such as elements of the employee experience that lead to dissatisfaction and those that lead to satisfaction, strategies for cultivating psychological safety, architecting collaboration and silo-busting, balancing accountability and empowerment and the future of work. Come prepared for an engaging discussion where you can walk away with a whole host of tools to add to your performance improvement toolbox.
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Join an interactive group as they discuss how evidence-based analysis helps determine the viability of future programs. This panel will discuss the steps which they follow to validate if there is real need for programs. This will include an understand of their tools and analysis process.
How do you get employees to buy in on your performance management initiative beyond compliance with laws, regulations and policies? One way is by executing a successful customer service strategy. Government customer service initiatives can play a great role in cultural transformation that improves performance management and employee morale.
Join us for this panel discussion on understanding the role of customer service in performance management. For example, utilizing the Customer Perspective on a Balanced Scorecard to drive transformation and performance improvement. Lessons from the field include using customer
Do you think the Strategic Planning process is old, stale, out of date? Then maybe you should attend a conceptional presentation regarding upgrading the Strategic Planning process. This presentation will time 4 key concepts of the planning process and propose innovative thought toward improving 4 key areas: 1) Process flow 2) Tools 3) Timeline 4) Implementation
June 15, 2022 Day 2
Performance-based budgeting is based on the premise that each agency’s budget recommendations/requirements must be directly linked to an agency’s mission, goals, and objectives. OMB policy requires an integrated budget and performance submission describing outcomes and outputs in sufficient detail to adequately allow OMB to review an agency’s budget submission. To be consistent with this policy, agency budget submissions must include integration of performance measures that allow objective determination of an activity’s success in achieving its goals and the resources needed to achieve those goals. To execute this policy, it is imperative that agency budget requests be linked to performance to provide the means for determining what results are expected from the use of financial and personnel resources.
Join the City of San Luis Obispo for an informational discussion on how to successfully engage your community to advance diversity, equity, and inclusion (DEI) within your community. During this session, efforts such as the establishment of a DEI Taskforce, expanded DEI funding, community learning sessions, and DEI focused city planning will be shared to provide a robust picture of how to effectively advance DEI efforts within a predominately white affluent community. This session will provide you with tangible strategies to support your community’s efforts to be more diverse, equitable, and inclusive
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June 15, 2022 Day 3
Join a discussion on growing your knowledge of diversity, equity and inclusion (DEI) and hidden biases in regard to internal and external relationships. Increase your understanding on the impacts of hidden bias, how to identify our own biases, and strategies to remove biased behavior in your organization. Start to shift your DEI commitment into an actionable and accountable plan.
No matter how nice you are to a customer, if it takes an elephant’s life span to get what they need, the CX is a flop. There is a tried-and-true way to make sure the time it takes to deliver a service/product and the quality are excellent and consistent. That way is “process management”. This presentation will explain the simple actions needed to manage a process and produce reliable service that can restore trust in government.
Join us for a discussion around how enterprise risk management can inform evidence-based innovation and performance management by building metrics into risk mitigation and planning and using the data as a decision-making tool to keep focused on performance goals. You’ll learn tips and tricks to make the most of limited resources and maximize your collaboration efforts while keeping focused on the end goal.
Lake County Workforce Development is a leader in the public workforce system creating innovative, value add solutions with employers across industry, public sector and government to address the skill shortages and hiring needs of today. Workforce Development maximizes partnerships and grants to lead out a county-wide multifaceted program, to successfully engage with both the individual job seeker, constituent, and the employer seeking help and connects the two through a subsidized ‘internship’ model that has proven to be effective and productive - individuals learn the technical and interpersonal skills needed in the workplace and employer attracts a more broad and diverse pool of candidates
June 16, 2022 Day 4
Data is critically important for performance management and to help make informed decisions to better deliver government services. But too often performance data are not well utilized or “weaponized.” What could performance management look like if we shifted the paradigm?
How can you create a planning document for your organization that stands the test of time and doesn’t just sit on a shelf? Developing a strategic plan and establishing an ambitious performance framework can be difficult at the best of times. While CFO Act Agencies have the A-11 Part 6 as a guide to develop their new Agency Strategic Plans, current circumstances demand more agility and creativity in our planning and organizational performance management activities. This panel discussion with three Federal performance leaders will spotlight lessons learned and best practices for savvy strategic planning, opportunistic goal setting, and effective implementation during this time of change.
Cultivating the Adaptive Workforce
Organizations are challenged as never before to respond to change in their business and operational environments. As a result, their workforce is under pressure to quickly adapt and effectively to constantly evolving work requirements. This panel will discuss how to cultivate an adaptive workforce that is actively engaged, continuously learning, and focused on performance.
In 2021 the leadership of the Bureau of the Fiscal Service set out a goal to implement the Program Management Improvement and Accountability Act. Although not a new mandate, it was an important one given the number and dollar value of large programs and projects at the agency. By using data to drive the program’s implementation; aligning the agency’s strategic goals and objectives with the planning and roll-out of the project; and the collaboration of Information Technology, Performance, and Enterprise Risk Management done through an evaluation mindset, Fiscal Service is well on its way to a successful result. Join us to hear from each of the collaborators and gain a better understanding of the challenges and successes of the implementation.
June 16, 2022 Day 5
Discuss successes and methods for creating efficiencies to build capacity towards transparency in the Federal Government.
Cities churn out vast amounts of data 24x7. What happens when we start to convert this raw data into information, knowledge, and wisdom? Learn what happens when the City of Albuquerque combines technology, data, and the community to get people to classes quicker, get online, and spend family time in the park.
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June 16, 2022 Day 6
The best decisions are made when operational units are empowered and equipped to make data-driven decisions. Attendees will learn about successful and unsuccessful efforts to empower and equip those departments. They will also learn how to develop a strategy that balances operational and enterprise-wide data analysis and decision making. This will be an interactive session where attendees will work on a strategy to democratize data-driven decision-making
No matter where you work in the customer service continuum, no matter what technology, your employee, customers’ expectations remain basically the same. “Tell me the truth” “Show me you care” “Don’t make it hard” “Don’t make me waste my time”
This session will explore how to use ERM as a framework for making data-driven decisions. ERM helps organizations identify the most actionable data that can inform strategic decisions - for leaders as well managers and front-line staff. ERM can help foster a data-driven culture, ensure data is centralized and accessible, and identify the most critical key risk indicators (KRIs) for an organization.
Performance management is often implemented top down, with limited involvement from service users, staff or other relevant stakeholders. This talk will begin by discussing a number of critical success factors for successful implementation of performance management in government and how these are taken into account by the Public Sector Scorecard, an outcome-focussed performance management framework which adapts and extends the balanced scorecard to fit the culture and values of the public and third sectors.
This talk will describe how the PSS works across organisational boundaries and involves service users, staff and other key stakeholders. Three case studies will be described: improving ethnic minority employment, reducing obesity, and integrating health and adult social care.
