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Speakers

Monday | June 6, 2022 

Keynote: Building a Momentum Mindset: How to ROCK Change, Boost Resilience & Bounce Forward in an Ever-Changing World

Conference material handouts and presentations

Change, uncertainty and disruption are guaranteed – especially now. But growth and progress are not. How you deal with this ever-changing uncertain world is completely up to you. You have a choice. Your people have a choice. You can stay stuck or develop a Momentum MindsetĀ® so that you can become more adaptable, resilient and ready for what’s next. 

Kim shares her own stories of resilience in life and business with healthy doses of vulnerability, humor, and motivation and will share how to use resilience to not only navigate and cope during change and uncertainty but build a Momentum Mindset where you develop the resilience needed to push past limited thinking and use challenges, change and uncertainty as the fuel needed to propel you forward – stronger and better than before.     

Leave this program equipped with the tools you need as an HR professional to transform your mindset to think differently, become more adaptable, conquer change and challenges and create the everyday resilience required in this ever-changing, multi-generational complex world to build momentum and bounce forward no matter what.

Program Outcomes
Leave this program learning how to:

  • Enhance your ability to adapt to change, deal with the unexpected, develop greater flexibility, and become a champion of change, instead of a resister to change

  • Develop key techniques and simple mindset shifts to reduce stress and overwhelm and boost your resilience during ongoing change and uncertainty
  • Maintain a positive attitude, create more focus, and become more present, productive, engaged and connected
  • Become a more effective leader who inspires and helps others deal with change in a more productive way
  • Develop strategies for deeper connection and understanding the role that connection, community, collaboration and celebration plays in boosting resilience during uncertainty


Keynote Speaker: Kim Becking

kim@kimbecking.com| (800) 871-9394

About Kim:

Kim Becking, J.D. inspires leaders, teams and organizations to build a Momentum MindsetĀ® to boost resilience, reduce stress and overwhelm, conquer change and accelerate success no matter what life or work throws at them.  She is an engaging, high energy-energy and impactful speaker, best-selling author and leadership coach who has also been featured in People, SELF, The New York Times, USA Today, Good Morning America and Lifetime Television for her thought leadership on adapting to change and building everyday resilience.  Her strategic insights and practical solutions to adapting to change and boosting resilience have been utilized by hundreds of happy clients – including Fortune 100 companies, national and statewide associations, governmental entities and non-profit organizations. After hearing Kim, audiences leave ready to take her relatable lessons and strategies and put them into immediate action.

 

10:30-11:30 Breakout Sessions

The Four Tendencies

Meredith will teach us why some people are better motivated by inner expectations, while others respond more to outer expectations. Understanding the tendencies will not only help you understand how to live your own life in alignment, but will also serve as a guide for building strong teams and influencing action in others.


Take the  the Gretchen Rubin quiz prior to the session!


Meredith Hauck

meredith@meredithhauck.com | ww.meredithhauck.com 


About Meredith:

As a certified facilitator of Gretchen Rubin’s Four Tendencies Framework, Meredith Hauck, Consultant, Life Coach is an executive and management coach who focuses on the follow through.  


Proactive Strategies to Protect Your Human Resources Budget

Conference material handouts and presentations

Organizational leaders need to perceive HR as an investment to maintain, enhance, and even protect the function and its programs. This also helps build business partnerships, improve client relationships, and increase funding. However, if leaders see HR as a cost, they will control, reduce, or even eliminate its programs. This results in weakened partnerships, diminished influence, decreased support, and reduced funding.

What is the best way to convince executives that HR is an investment? The answer is simple. Using a standard calculation, measure the impact and return on investment (ROI) of a major HR program. This session focuses on these seven actions you can take to protect your HR budget.

  • Measure the impact and perhaps ROI of a major HR program now.
  • Ensure that virtual HR programs are effective.
  • Update your measurement and evaluation strategy.
  • Design future HR programs to deliver results.
  • Capture more executive-friendly reaction measures.
  • Be prepared to forecast the impact and ROI of a major HR initiative.
  • Share the joy of delivering and measuring business results.

Participants will come away with knowledge and tools to ensure they can protect their budget so HR can thrive, even in a downturn.


Jack Phillips

Recruiter, State of Oklahoma

jack@roiinstitute.net | (205) 678-8101

About Jack:

Dr. Jack J. Phillips, a world-renowned expert on accountability, measurement, and evaluation, is chairman of ROI Institute, Inc. Former HR executive and bank president, Phillips provides consulting services for Fortune 500 companies and major global organizations. The author or editor of more than 100 books, he conducts workshops and presents at conferences throughout the world.

Phillips has received several awards for his books and work. The American Society for Training and Development gave him its highest award, Distinguished Contribution to Workplace Learning and Development for his work on ROI. The International Society for Performance Improvement presented Jack with its highest award, the Thomas F. Gilbert Award, for his contribution to human performance technology. In 2019, Jack, along with his wife Patti P. Phillips, received the Distinguished Contributor Award by the Center for Talent Reporting for their contribution to the measurement and management of human capital. His work has been featured in the Wall Street Journal, BusinessWeek, and Fortune magazine. He has been interviewed by several television programs, including CNN. Phillips served as President of the International Society for Performance Improvement.


Personal Attributes And Job Competencies Needed By Supervisors To Improve Disability Diversity Hiring

Conference material handouts and presentations

The use of a simple tool to help identify future personal attributes and Job competencies needed by supervisors to improve disability and diversity hiring. Explore the value and challenges of individuals and disabilities in the workplace.

The “Harrison Guided Discussion Consensus Tool” (HGDCT) is designed to help groups, teams and others reach a consensus to identify future personal attributes and job competencies needed to help update the requirements of supervisors to help seamlessly integrate the disability and diversity hiring into our workplace as perceived by subject matter experts. The subject matter experts will consist of the “86th Annual IPMA-HR Central Region Training Conference” participates.

A brief PowerPoint to introduce the HGDCT followed by a workshop. The process will divide into groups and demonstrate use the ranking Excel tool (HGDCT) to develop subject competencies.

Learning objectives:

  • Explore the value and challenges of individuals and disabilities in the workplace

  • Identify cross diversity pipeline resources for recruiting and retaining individuals with disabilities

  • Explore the use of the “Harrison Guided Discussion Consensus Tool” (HGDCT)


Joseph Harrison, Jr.

Lead Faculty Area Lead, Public Sector, University of Phoenix

harshade@earthlink.net | (210)-393-4212

About Joseph:

Dr. Harrison retired Chief, Civilian Human Resources Directorate, Recruitment and Retention Division for the US Army Medical Command. Served as Chairman of the Alamo Federal Executive Board's Workforce Opportunities Council. Joseph is a retired US Air Force Medical Service Corps Officer. Joseph held positions as Assistant Director, Human Resources, San Antonio State Hospital, and Director, Human Resources, at Compass/Mission Vista Hospital, and T.R.U.E. Research Foundation in San Antonio, TX. Joseph worked with the USAF Force Development Transformation Laboratory and Reengineering Division, Personnel Process Reengineering Branch, Air Force Personnel Operations Agency.

Joseph currently is Lead Faculty Area Chair, University of Phoenix. Joseph is a member of Phi Kappa Phi Honor Society, Delta Kappa Pi Honor Society, Society for Human Resource Management; served on Diversity Engagement Group. Joseph is a member of the San Antonio Human Resource Management Association. Joseph is Professional in Human Resources Certified and SHRM Certified Professional.

Joseph is a member of the Veterans of Foreign Wars; Disabled American Veterans; Greater San Antonio Advisory Board; San Antonio Council on Alcohol and Drug Awareness Board Member and former member, Bexar County Buffalo Soldiers Association. Joseph led the establishment of the Us TOO San Antonio West, a Prostate Cancer support group.


1:00-2:00 Breakout Sessions

Evaluations and Upward Feedback at the State of Missouri

Conference material handouts and presentations

As many organizations have recognized, there is only so far an organization can go without being hyper-focused on their employees and the organization’s culture. Providing a great employee experience can ultimately be linked to an organization’s quality of service. With a great employee experience, organizations have a 40% lower turnover rate than the average organization and a 17% higher productivity rate per employee (Gallup). Around one in two hidden workers say that the job application experience stopped them from applying for employment in public service (Accenture). There is a huge opportunity to grow in government to attract the best mission-driven people we can find and retain those employees. The State of Missouri is demonstrating what Employee Experience Management is through Engage 2.0, so we would love to share our learnings.

Learning objectives:

  • Understand why modernizing employee listening and employee experience management is so important

  • See how the State of Missouri does employee listening to then improve the employee experience for their government employees

Casey Osterkamp

State of Missouri, Director of Personnel


About Casey:

Casey Osterkamp is the Director of the Division of Personnel for the State of Missouri. In this role, she is focused on improving how the State recruits, develops, and rewards talent to better serve the citizens of Missouri. Prior to joining the State, she served as the Director of the Assessment Resource Center for the University of Missouri’s College of Education. Casey started her professional career as a Surface Warfare Officer in the U.S. Navy and has also worked in management roles for the Chicago Public Schools and IBM. Casey earned her Bachelor of Science in Political Science and Communication from Northwestern University, her Master of Public Policy from Harvard University’s John F. Kennedy School of Government, and her Master of Education Policy and Leadership from the University of Missouri. Casey, her husband Beau, and three-year-old son Jesse live in Jefferson City, Mo.





Sebastian Duran

RVP Employee Experience, Public Sector, Qualtrics

sebastiand@qualtrics.com | (801) 699-3239

About Sebastian:

Sebastian Duran has an extensive history in the Experience Management space, with considerable training around programmatic approaches to employee listening, as well as experience management.  A native of Chile, and as one that has lived in 7 countries across three continents, Sebastian has unequivocally learned this one principle as globally applicable: everybody just wants to be heard.







Building Trust and Connection through Confidence and Empathy

Conference material handouts and presentations

As a leader, you need to connect with those in your charge. Saying "I hear you" is not enough. Team members want to feel seen, heard, and valued. This session will focus on practical steps to establish, develop, and repair trust and connection on an individual level to strengthen connections and achieve more as a team.


Learning objectives:

  • Understand leadership in the public sector depends upon trust.

  • Recognize how vulnerability and empathy strengthen and repair connections.

  • Learn how to build trust and meaningful connections to produce results.

David Kitchen

HR Director, Lehi City

davidkitchenhr@gmail.com | (801) 376-3321


About David:

David Kitchen is passionate about empowering employees and managers of the public sector. He has 15 years of experience working at the local and state levels, starting as an hourly Parks Laborer, working as a Payroll Technician, and currently HR Director for Lehi City, Utah. When he is not working, he loves to spend his free time with his wife and three boys working on projects around the home, having family movie nights, doing puzzles, and learning from others through books and podcasts.


Should I Stay or Should I Go? The Power of Using Exit and Stay Interviews

Conference material handouts and presentations

Exit interviews are part of most every organization's process when an employee departs. However, the value of also using Stay interviews is becoming more and more important, especially during these uncertain times. This presentation will deliver information about both Exit and Stay interviews. It will also provide details of how to conduct a Stay interview to retain those rock star employees while helping coach and career path them. A Stay interview demonstrates that we recognize our extraordinary employees. Conducting Stay interviews is a powerful tool for us to use and distinguish ourselves as we let those high performing employees know we want to hear from them and let them know we care about them. You will gain useful resources and learn what a stay interview is and develop some steps to implement using them in your workplace.


Learning objectives:

  • Stay Interviews

  • What, How, When, Why to use them


Katherine Robinson

Human Resources Director (retired)

krsrq@yahoo.com | 941-356-0947

About Katherine:

Katherine Robinson recently retired from the Town of Bluffton where she served as Human Resources Director for almost 10 years. Robinson holds the senior level Human Resources Certifications from the Society for Human Resource Management and the Human Resources Certification Institute. She has a has a bachelor’s degree in Business Management from Eckerd College (St. Petersburg, Florida) and earned the certification in Human Resources Management from the University of South Florida.

Robinson has 30 years of Human Resources experience. She formerly held the top HR post for the City of Cape Coral and the Town of Longboat Key, both in Florida. She assisted the Federal Deposit Insurance Corporation during the banking crisis in 2008 and 2009 to help staff a satellite office in Jacksonville, Florida to nearly 400 employees. She brings many years of leadership experience with the private sector in banking and teaching at the University of Cincinnati.

Robinson is also an author and oyster artist. She has just written and published her second book which is a children’s book and in her spare time enjoys using her artistic skills to paint and sell oyster shell ornaments.


2:30-3:30 Breakout Sessions

The Rules Have Changed: Leveraging New Recruitment Marketing Strategies

Recruitment marketing strategies have drastically changed with an unrelenting pandemic and a fractured employment landscape. Government employers will need to continue to leverage their brand while still expanding their workforce in an increasingly uncertain landscape. In order to attract top talent, it’s imperative to once again evaluate all your recruitment marketing efforts.

As new generations of digital natives enter the workforce and Millennials transition into leadership positions, social media will continue to be an employer’s most trusted source for new talent.

Going about this task is not a simple feat. You must not only have the insights of an advertising maven, but juggle the day-to-day responses required in the world of social media.

As the leading Job Board and Career Center in state and local government, Careers In Government now reaches more than 15-million users per month on its vast social media channels and utilizes the latest strategies and tools in the marketplace.

In our presentation, Careers In Government will highlight strategies, success stories and tactics that government employers can take advantage of to find the most qualified candidates in the marketplace.

Learning objectives:

  • Develop a better understanding of the impact of social media recruitment marketing

  • Review the latest insights into post-COVID recruitment marketing strategies

Michael Hurwitz

President/Co-Founder, Careers in Government, Inc.

michael@careersingovernment.com | (323) 791-9117

About Michael:

As Careers In Government’s Co-founder/President, Michael Hurwitz is responsible for day-to-day operations, as well as leading the company’s social media and marketing efforts. Since 1996, Careers In Government, Inc. (CIG) has been an industry leader and innovator in Local Government Job Listings and Career Resources. It counts among its clients, thousands of government and education organizations, as well as executive headhunters, who wish to utilize a niche job board to recruit and hire the best suited and qualified employees. Careers In Government, Inc. was distinguished multiple times by Forbes as the best site on the web dedicated to the public sector. Prior to Careers In Government, Michael Hurwitz was Vice President of Marketing and Advertising for USA Today.


Mental Health Claims are Rising - Now What?

Conference material handouts and presentations

Psychological claims are a hot topic in both the the public and private sector, but there is an extraordinary rise in claims from police officers and firefighters in both litigated and non-litigated claims. During this presentation, Katie Clifford and Ryan Denk will discuss the differences of psychological claims vs. physical claims and how these claims are affecting public sector clients. They will discuss recent case law and offer best practices for handling these cases which are becoming more prevalent for many clients. With the unique combination of an employment law attorney and a workers’ compensation attorney, attendees will broaden their understanding of what type of processes should be in place from the employer to mitigate these claims before they occur along with how to handle a matter if a claim is filed. Between the pandemic, protests, and their day to day duties, police and firefighters are exposed to many situations that can have an impact on their mental health.

Learning objectives:

  • Identify when psychological claims are compensable.
  • Have a deeper understanding of how recent case law on mental health claims affects any claim that the attendee may be involved in.
  • Be able to implement new or existing processes to mitigate these types of claims.

Ryan Denk

Attorney at Law, MVP Law

rdenk@mvplaw.com | (913) 371-383

About Ryan:

Ryan Denk, a senior shareholder with MVP Law, focuses his legal practice on labor, planning and zoning, employment, and real estate law. For the past 24 years, Ryan has successfully defended public employers in grievance-arbitration proceedings involving discipline, demotion, discharge, conduct, contract interpretation, work schedules and hours, job bidding, overtime, arbitrability, assignment of work, bargaining unit work, holiday and holiday pay, job classification, management rights, past practices, promotions, rate of pay, seniority, shift hours, transfer, work week changes and work performance. He is also recognized for his work in defending public and private employers against claims of discrimination along with adeptly handling real estate transactions. Ryan has been recognized in Best Lawyers in America since 2013.




Katie Clifford

Attorney at Law, MVP Law

kclifford@mvplaw.com | (913) 573-3321


About Katie:

Katie Clifford is a shareholder at MVP Law. She has been practicing law for 15 years, all of which have been with MVP. Katie litigates workers’ compensation claims and labor and employment matters. She works with many employers, implementing programs and educating employees to limit workers’ compensation and litigation claims. Katie counsels employers on the workers’ compensation process, including compliance with statutory requirements, effective claims handling, investigations, and scene documentation. She assists employers in navigating the effects of preexisting injuries, disciplinary issues, and termination, during pending workers’ compensation claims. Katie has been recognized in Best Lawyers in America.

Leadership in the Future Workplace

Conference material handouts and presentations

“Leadership in the Future Workplace”: People first, people always. Nested in today’s pillars of employee engagement, this presentation challenges today’s leaders to influence others by providing purpose, direction, and motivation in order to increase productivity and retain the talented individuals in your workforce.


Everything in this presentation is nested in the pillars of employee engagement. Through personal experiences and with recent empirical data, this presentation trains and informs leaders how to maximize their human capital through:

  • Relationships with your first line leader
  • The importance of employee recognition
  • Performance Management
  • Employee Development
  • Social belonging (more relevant than ever in the hybrid workforce)
  • Clear and concise 2-way communication

Aaron Meyers

Transcend Employee Engagement, LLC

aaron@transcendengagement.com | (218) 340-5050

About Aaron:

People First, People Always! Aaron's priorities, both in the Armed Forces and as Transcend Engagement's General Manager, are nested in the idea that an organization wins at all levels when employees are engaged through servant leadership. Aaron has professionally presented for the last 2 decades throughout the Midwest and was recently inducted to the Minnesota Army National Guard "Hall of Fame" for significant lifetime contributions to recruiting, retention, and foreign nation-building.


3:30-4:30 Breakout Sessions

From Boomer to Z: How to Work Effectively Across Generations

For the first time in modern U.S. history there are significant members of 4 different generations in the workplace: Baby Boomers, Generation X, Millennials, and Generation Z. Differences in work styles, expectations and preferences have a big impact on how well we work together…or not.

Josh Dye

President and Founder

josh@convenellc.org | (612) 481-8059


About Josh:

Josh Dye is the President and Founder of the Convene Training + Resilience Community. Convene provides high quality training at an affordable price to public sector professionals. In 2010 Josh earned a master’s degree in Public & Nonprofit Administration from Metropolitan State University. Since 2010, Josh has provided online training, professional development workshops, in-person training, and presentations at conferences across the country primarily to those who work in the public sector, nonprofit organizations, and agencies serving people in the community. 



The Psychology of Leadership - It's all about the Bike

Conference material handouts and presentations

Research and experience on what predicts leadership success reveals a useful model for any HR professional to use. DRIC's Leadership Bicycle model informs search, selection, onboarding, performance management, development and promotion of an organizations leaders. This model likely reflects judgements already begin made by HR professionals already - and in a simple and actionable way. It is also a model that ensures equitable and culturally fair evaluation and action.


As a result of this hands-on work session, participants will:

  • Knowledge: Understand 3 key factors of leadership success.
  • Knowledge: Recognize how the model promotes equity and fairness with a wholistic look at job-relevant mental ability, emotional intelligence and job-relevant lead/manage skills.
  • Skill: Be able to better apply models and methods for the talent lifecycle that they are already using in their organizations, now in a simplified and clear way through the lens of this Bike model.

John Fennig

Senior Advisor, DRI Consulting

johnfennig@dric.com | (651) 308-8412

About John:

Dr. John Fennig has worked with public sector organizations for nearly 40 years as an organizational consulting psychologist. His mission of "serving those who serve others" is well fulfilled in work with HR professionals in public service. Activities of his and his team include: design and delivery of pre-hire assessments, post hire onboarding, job success coaching, work team facilitation, and organization development.




Dr. Makesha Spence

Managing Partner, DRI Consulting

MakeshaSpence@dric.com


About Makesha:

Dr. Makesha Spence will co-present with Dr. Fennig. They are the new owner of DRI Consulting, a firm Dr. Fennig founded 30 years ago, and that they have contributed significantly to for over 5 years each.

Gender Identity and Transitioning in the Workplace

Conference material handouts and presentations

Gender Identity and Transitioning in the Workplace. This presentation will give an overview of the current workplace landscape regarding gender identity, including best practices for supporting all genders in the workplace. Additionally, this presentation will explore how to support individuals who are transitioning, including best practices in developing a transition plan for transgender employees transitioning in the workplace.


Learning objectives:

  • Understand the current language around gender identity and transitioning
  • Explore the current cultural landscape and how that shapes best practices for HR professionals
  • Keys to developing a transition plan for the workplace

Kelly Postlewait

Manager of Employee Relations | Kansas City, MO

kelly.postlewait@kcmo.org|(6816) 513-1920

About Kelly:

Kelly Postlewait joined the City of Kansas City, Missouri as attorney where she litigated employment and civil rights cases. Prior to joining the City of Kansas City, Missouri she served as Deputy Chief of Staff for New York State Assembly member Jonathan Bing and practiced law in the private sector. Her current role is the Manager of Labor and Employee Relations where Kelly serves the 4000employees of the City of Kansas City, Missouri and works with the City’s three labor unions. Kelly is a certified mediator and conflict resolution trainer and strives to navigate labor relations issues with a focus on solutions that are win-win. She spearheaded many initiatives to promote diversity and equity in the workplace and is a believer in power growth through trainings and education. Kelly developed and facilitated several trainings, including gender identity training. She also conceptualized and established a process for employees to transition in the workplace that respects the employee’s journey and empowers the employee to be their authentic self at work. She is passionate about harnessing the power of relationships to improve the workplace and is a forward thinker who is eager to tackling today’s challenges with creativity and partnership building.


Tuesday | June 7, 2022 

Keynote: Being Extraordinary and Finding Significance

Why settle for being successful when you can choose to be SIGNIFICANT? It’s not about how much money you make. It’s about how many lives you touch and the manner you choose to impact them. Because, how we impact others is a CHOICE.

Significance is about making every part of the world you touch better for having interacted with you. It’s about creating a lasting impact and a positive legacy. You don’t have to change the world – only the world around you.

In this humorous and engaging keynote, master storyteller Lauren Schieffer will highlight keys to being extraordinary and creating that lasting impact for yourself. Finding Significance is an eye-opening presentation that will lift you to a richer, more transcendent vantage from which you can discover a deeper, more rewarding definition of influence.

This presentation will refocus your attention on what’s important and help you to develop an “ownership mindset” with regard to how you engage with and impact your world.

Lauren Schieffer
The Colonel's Daughter, LSE, LLC
lauren@laurenschieffer.com | (913) 530-6673

About Lauren:

As the daughter of a career Air Force officer, Lauren Schieffer, CSP gained an ability to adapt to changing circumstances with grace and humor. She helps build significant leaders by sharing lessons learned from “The Colonel” and 20 years in business with corporations, associations, and non-profits across the globe.

Relatable for everyone from custodial staff to C-Level executives, Lauren is a master storyteller, delivering insightful, and relevant content that empowers people to absorb and act upon what they’ve heard – with a dry sense of humor that keeps them chuckling while they’re learning.

Her enthusiasm is infectious and her passion unmistakable.


10:10-11:10 Breakout Sessions

Coaching for Career Development: Engaging Employees in THEIR Career

Conference material handouts and presentations

If we’ve learned anything over the past sixteen months, it is employees expecting organizations to provide more support and flexibility. The data suggest that employees are planning to leave organizations they feel are not supporting them with their career. During this session will examine how managers can use the Intentional Change Theory as well as career coaching discussions to engage and support employees in their own career development. We will also explore the multiple options for employees to add competencies and knowledge to their skill set.

Learning objectives:

  • Use the Intentional Change Theory to assist employees in assessing their aspirations and current reality

  • Apply coaching skills to employee development conversations

  • Identify career development opportunities for employees

  • Identify career development opportunities for employees

Tom Daniels
Assistant Director, Bowling Green State University
tdanie@bgsu.edu | (419) 372-8823

About Tom:

Tom Daniels is the Assistant Director for Graduate & Executive Program in Business at Bowling Green State University (BGSU) with a focus on admissions and advising for the students earning their master’s and doctorate degrees organization development & change. Prior to BGSU, Daniels was the Director of the Executive Interviewing Center at MRops and Vice President of Learning & Development at TNS North America. He is actively involved in his community and serves as the Workforce Readiness Chair for the Northwest Ohio Human Resources Association (Toledo SHRM), Chair of the Alumni Connections Committee with the Owens Community College Foundation Board, and a member of Avenues for Autism board of directors. When he’s not working or in a board meeting, you can find him running or biking around town. Tom lives in Northwest Ohio with his wife and two teenage sons.


How to Care For Employees with Previous Trauma

I've spent my life navigating regions of the world and these are some of the things I've learned;

  • It's not mainstream yet to care for your employees as they are.
  • If you sow empathy, you’ll reap gratefulness.
  • Be a good steward with what you have and be a good ambassador with what you want.

Learning objectives:

  • Types of Traumas include: Bullying, Community Violence, Complex Trauma, Disasters, Early Childhood Trauma (ACE Test), Intimate Partner Violence, Medical Trauma, Physical Abuse, Refugee Trauma, Sexual Abuse, Sex Trafficking, Terrorism/Violence, Traumatic Loss/Grief, My addition (professional traumas due to lack of timely and inclusive support), etc.
  • Ways to combat trauma (Individually or from an HR perspective): Validate, Embrace, Art/Music/Create, Value, Intensive therapy, Emergency planning, Social support, Strong EAP program that is constantly being reviewed, Identifying local social causes and participating/highlighting it, Building a trusting relationship with a Provider who honors trauma, Build a career/passion/support to combat your trauma (this is not for the faint of heart and requires consistent maintenance (Science of Hope)), DNA testing (this is an incredibly creative way to combat trauma)
  • Additional things to identify when addressing trauma: Diversity, Inclusion, Equity, Belonging (DEIB)

Jess Olsen
Recruiter, State of Oklahoma
jessica.olsen@okdhs.org | (405) 982-1377

About Jess:

Hello, my name is Jessica Olsen and I work for the Oklahoma Department of Human Services in HR and get to hire every level of employee for OKDHS.

I was born in Germany as a military brat and traveled around different regions of the US. I finally landed in Texas and after high school, I left to become a missionary in China. During my time there, I learned various types of lessons that still serve me well today.

Months before the pandemic, I was diagnosed with epilepsy and during the pandemic, I was diagnosed with PTSD due to previously unsupported traumas.

I speak from a place of trauma, disability and empathy with an HR voice.


Reading the Tells - Learning How to Read Body Language for the HR Profession

Conference material handouts and presentations

Reading the Tells is a powerful training seminar that gives you practical techniques, tools, and strategies for understanding and using non-verbal communication for the highest impact and effectiveness. Become a highly respected, highly influential, and highly successful communicator! Whether you are a new or veteran HR professional, the degree of career success you enjoy is virtually dictated by your skills in communicating with others on the job.

Learning objectives:

  • Develop skills in reading non-verbal “tells” both in the workplace and with friends and family members.
  • Recognize the limbic system and its role in non-verbal communication.
  • Dispel the myth of "fight or flight".
  • Detect deception in any situation.
  • Increase positive communication that hits the mark every time.

Jerry Balistreri
Trainer
balis@acsalaska.net | (907) 830-5258

About Jerry:

  • Professional educator, administrator, trainer, speaker, and author
  • B.S, M.S., M.Ed., DTE
  • Twenty-five years experience in public education
  • Twenty years experience in training
  • University department chair
  • HS Principal
  • State Supervisor with two state education departments
  • ASTD certified trainer
  • Over thirty years experience with non-verbal communication

1:10-2:10 Breakout Sessions

Surviving the Great Resignation

Conference material handouts and presentations

COVID-19 represents the most significant labor market disruptor in modern times. Younger and lower-paid workers, especially in the service sector, were hardest hit. While many of these jobs have returned, the labor market dynamics have changed. Employers struggle to fill open positions in all industries and at all levels. Workers are re-evaluating their lives and careers and making changes accordingly. A Harris Poll for Fast Company found that 52% of U.S. workers considered a job change in 2021, and 44% had concrete plans to make a move. An August 2021 pulse poll conducted by PwC revealed that 65% of employees were looking for a job, and 88% of executives reported seeing higher than average turnover. This phenomenon has come to be known as The Great Resignation.

The emphasis on "resignation," however, distracts from the need to dig below the surface to understand what's driving resignations at the organizational level. To retain a healthy workforce and re-build loyalty, employers must embrace change and make employees feel good about where they work. The right people strategy and technology can differentiate an employer and foster a "Great Reset." Join workforce and HR technology experts from Gallagher to learn how your organization can implement a Great Reset.

Learning objectives:
  • To retain a healthy workforce and re-build loyalty, employers must embrace change and make employees feel good about where they work. 
  • The right people strategy and technology can differentiate an employer and foster a 'Great Reset.’
  • Many organizations view technology as a "what." These days leaders need to leverage it as the "how" to accomplish organizational goals.

Kevie Mikus 
Regional Area Vice President, Gallagher
Kevie_Micus@ajg.com | (615) 585-7505 

About Kevie:

Kevie Mikus supports Gallagher's Human Resources & Compensation Consulting practice, serving HR and compensation need of Gallagher clients for the Heartland region. She is a trusted advisor to clients in the areas of aligning HR strategy and supporting initiatives, programs, and practices to organizational goals and culture. Kevie and her team of HR and Compensation Consultants provide expertise and guidance to clients in the area of Organizational and Employee Wellbeing.

Areas of expertise include HR Assessment & Optimization, Compensation, Compliance, Talent Management, and Organizational and Leadership Development. Kevie's role includes supporting each client's goals and objectives and collaborating with the service team to ensure project deliverable alignment and the highest level of customer satisfaction.


Chris Baldwin
Business Development Leader, Gallagher HR Technology Consulting
Chris_Baldwin@ajg.com | (214) 405-9160 

About Chris:

Chris is a public speaker with a passion for People Technology, and how it can simplify and streamline some administrative tasks. But with so many options in the HR & benefit technology market – and more entering every day – the process of selecting the best technology service provider for your organization is more complicated than ever. Gallagher’s HR & Benefits Technology Consulting team dives into the details and can help you identify, design, and secure a technology solution that supports your organization’s goals.


Putting the FUN in Self-Funding

A self-funded insurance plan is one where an employer will take on most or all the benefit claims’ costs. These plans can be more flexible in terms of state requirements and cost management, while still providing employees with a large network of providers. Are you considering whether a self-funding plan is right for your organization? Join Terri Evans of Employer Advisory Services as she explores some of the new options for governmental self-funding, including onsite health centers, new RX programs, direct contracts, and TN HealthWorks.


Learning objectives:

  • Review the updates for governmental self-funding options
  • Identify the advantages of each new self-funding option
  • Evaluate which programs would offer the best benefit to you and your employees


Karen Naccarato
Vice President of Business Development, Sherrill Morgan
Karen@sherrillmorgan.com | (423) 367-9276

About Karen:

Karen Naccarato is the Vice President of Business Development for SHERRILL MORGAN. Before joining SHERRILLMORGAN, she was the Employee Benefits Supervisor for Bartlett City Schools in Bartlett, TN. She has over 27years’ experience in Employee Benefits field. In addition to her duties for SHERRILL MORGAN, she is the Plan Administrator of a 40M Health Trust for the Municipal School Districts of Shelby County in Memphis, TN. Karen has experience in self-funded governmental insurance programs, online enrollment platforms, budget preparation, and the planning, implementation, marketing, and communication of benefits. She has an MBA from Keller Institute of Management and has served in leadership roles on a number of committees and boards in the area of benefits.

During her tenure with Shelby County Schools as the Director of the Employee Benefits Department, she oversaw the implementation of several health plans and the conversion to “online” enrollment. During the merger of the Memphis City and Shelby County Schools, which became one of the largest school districts in the US, she was one of the “key” employees to plan and communicate the new benefits package to 13000 employees and 12000 retirees. A year later, during the demerger of the Municipal School Districts, her experience was essential in the development of the benefits package forthe6 municipal school districts. In addition, she assisted in the creation of a “Trust” for five of the six school districts and three municipal cities for the purpose or providing benefits. At this time, she was hired by Bartlett City Schools to be the Benefit Supervisor of a “Shared Service” department which oversaw the benefits of the six school districts.


Wins for the Authentic Leader

Public sector employers see the need to have leaders who are self-aware, process with balance, exhibit high standards of integrity, and make decisions based on principles rather than short-term expedience. The best leaders are authentic leaders—people that allow their moral values to guide daily actions and enables them to earn the trust of direct reports, other leaders, and shareholders. In this session, you will learn WINS to help you lead with authenticity and on purpose —and become the type of authentic leader everyone admires.

Learning objectives:

  • Recognize and address your blind spots as a leader
  • To examine, reexamine, and test your self-awareness
  • To balance the scales in relationships
  • Outsmart the fox hiding in your emotions

Alisa Henley
Lead Consultant, Destiny Consulting, LLC
ajhenley@destinyconsulting.net | (816) 678-8067


About Alisa:

Dr. Alisa J. Henley, Ph.D. is an author, international speaker, and entrepreneur. She is the founder of Destiny Consulting, LLC and The Sunshine Organization. Dr. Alisa J. have over 25 years of experience in human resources and organizational development. She has empowered leaders of organizations to regain their focus and fulfill their mission through training, leadership development and strategic planning. She is called upon to deliver dynamic keynote addresses on leadership, business growth, diversity & inclusion, and etc. Dr. Alisa J. holds a Ph.D. in Industrial Psychology with an emphasis in Organizational Development. Clients include Quintiles, City of Overland Park KS, City of Lenexa, KS, University of MO Kansas City & St. Louis, Park University, Kessinger Hunter, H & R Block, City of Springfield MO, City of Cameron MO, and many others. She is committed to helping organizations, business owners & their employees reach their fullest potential; and she believes in continuous development and focused results. She has authored five books to help others ignite their vision with the first leadership book(7 Wins for the Authentic Leader) scheduled for release Spring of 2022. Dr. Alisa J. is called to rebuild lives and organizations!


2:20-3:20 Breakout Sessions

Leverage Compensation Strategies to Attract and Retain Top Public Talent

Conference material handouts and presentations

Public sector organizations nationally are experiencing significant changes in the labor market. Challenges include navigating a heightened war for talent amidst higher inflation. Increasingly, public entities seek guidance about how to compete in this new environment.

Recent surveys show that salaries nationally will trend upward by about 3% in 2022 over the previous year. However, these data were collected in the summer of 2021, before the recent inflation increases and “The Great Resignation.” Further, minimum and living wage rate increases have reached $15/hr and more. Indeed, the Bureau of Labor Statistics reports that real wages increased by 4.7% between September 2020 and September 2021.

These increases, along with increased public scrutiny on pay equity, have spurred large governments to enact significant salary budget increases, and local governments are following suit to maintain competitiveness.

Such significant changes for public sector employers will require careful consideration from leaders. In our experience at Gallagher, public employers should address potential internal issues resulting from labor market shifts.

Join our presentation for a better understanding of how the labor market is shifting. Learn what that means for actions your public organization should take to maintain internal equity, while competing successfully for top talent.

Learning objectives:

  • Understand how the labor market has shifted in the past year and discuss the implications for compensation
  • Identify the impacts on compensation related to internal pay management, and explain how leaders help to mitigate them
  • Describe how leaders can assess their organization’s current compensation position

Yolanda Howze
Senior Consultant, Gallagher
yolanda_Howze@ajg.com | (314) 685-6716 

About Yolanda:

Yolanda Howze is a Senior Consultant with Gallagher's Human Resources & Compensation Consulting practice. Ms. Howze brings more than 18 years' public sector Human Resources experience - primarily in municipal government. Prior to joining Gallagher she served as Assistant to the City Manager/Director of Human Resources for University City, MO. Her professional experience includes eight combined years as Director of Human Resources for University City, MO (2005-2010 and 2018-2020) and more than six years as Director of Human Resources with the City of Bellaire, TX (2012-2018). She was selected by her peers as the 2015 Texas Municipal Human Resources Association (TMHRA) Human Resources Professional of the Year.

Ms. Howze earned a Bachelor of Arts in Psychology and a Bachelor of Arts in Organizational Leadership from Maryville University St. Louis, as well as a Master of Arts in Public Administration and Policy Analysis from Southern Illinois University, Edwardsville. Ms. Howze is also a Senior Certified Human Resources Professional-SPHR, SHRM-SCP, IPMA-SCP-through the Human Resources Certification Institute (HRCI), Society for Human Resources Management (SHRM), and International Public Management Association for Human Resources (IPMA-HR), respectively.

Erik Henry-Smetana

Principal Consultant, Gallagher

Erik_HenrySmetana@ajg.com | (314) 494-4849 


About Erik:

Erik Henry Smetana serves as a principal consultant with Gallagher's Human Resources and Compensation Consulting practice. In this role, Erik provides high-quality consulting services by leading projects specific to client needs and managing relationships between Gallagher experts and clients.

Erik's 20-plus year work history has led him to serve in a variety of diverse roles across human resource management, particularly in compensation and benefits, talent management and organizational development, people analytics, and employee relations and policy development. Erik has extensive experience in both private and public sectors, working with an eclectic mix of dynamic organizations including Fortune 500 companies across multiple industries, international not-for-profit organizations, membership associations, media outlets (including NPR and NBC affiliates), institutions of higher education and research, and others. Before joining Gallagher, he served as the enterprise-wide deputy chief human resources officer with the University of Missouri System and for Vanderbilt University as the executive director of People and Engagement, leading, designing and implementing compensation and people-focused programs and initiatives.

Erik has a bachelor's degree in psychology, a Master of Business Administration and master's degree in Writing. He has previously earned professional certifications with the Human Resources Certification Institute (SPHR), Society for Human Resource Management (SHRM-SCP) and the Human Capital Institute (Strategic Workforce Planner and Human Capital Strategist).


Succession Planning in the Public Sector

Conference material handouts and presentations

With the retirements of so many local government employees now and in the next 5 years, Succession Planning has become vital to the ongoing success of municipal operations. The session will discuss the reasons why it is important to develop succession plans and give practical tips and tools on how to do so in the short term. The following items will be covered: Importance of Succession Planning; Succession Planning Team; Workforce Census and Readiness; Alternative Staffing Models; Mission Critical Positions; Talent Nominations; Employee Development Plans; and Institutional Knowledge Assessment Strategies. Participants will receive an overview of these practical Succession Planning Components, and the tools to develop their own Succession Plans.

Session participants will learn about the importance of Succession Planning, who should be on the Succession Planning team, and the elements of a good Succession Plan. The speaker will discuss how Succession Plans can be developed and provide tips and tools that can be used by session participants.

Joellen Cademartori
Chief Executive Officer | GovHR USA, LLC
jcademartori@govhrusa.com | (847) 380-3238

About Joellen:

Joellen J. Cademartori is the chief executive officer and co-owner of GovHR USA, and has nearly 30 years of cumulative experience working in the public sector as a municipal leader, and in human resources and management consulting. Joellen’s exceptional communication style has enabled her to develop and maintain strong relationships with her peers, elected and appointed officials, and related local government partners.


Throughout her career, Joellen has been privileged to serve on numerous local, state, and national committees. A personal and professional highlight for her was being on the International City/County Management Association (ICMA) Executive Board as a representative from the Northeast Region. Joellen regularly speaks in front of groups and writes about a variety of local government topics, which include organizational analysis, generational diversity, succession planning, performance management, resume development, and interviewing skills and techniques. She is dedicated to developing the next generation of managers and remains passionate about excellence in local government.  She holds a BS in Economics from Worcester State University and an MPA for Northeastern University in Boston.


DE&I - That Too

Conference material handouts and presentations

If you are working in government, you know about life in the HR Fishbowl. In today’s world, as someone in charge of hiring, discipline, benefits, employee engagement and termination you have a lot on your plate. You are expected to have the answers and solutions. While all of this is going on you also are tasked with supporting a diverse and inclusive workplace.

This presentation is designed to show attendees the elements of a full-blown DE&I program. We will talk about those key elements of DE&I and what your organization may already be doing.

The attendees should develop a better understanding of where their organization lies on the DE&I spectrum. They should be able to compare what they are doing to what they are not doing and see where the gaps lie.

Putting together a successful DE&I program is like any other workplace initiative. You do it one piece at a time.

Learning objectives:

  • Defining clear diversity equity and inclusion
  • How to measure DE&I program components
  • Grasping how DE&I drives employment culture

Dave Ryan
Rogers HR Consulting
davethehrczar@gmail.com | (217) 971-1144

About Dave:

Dave Ryan, is the newest independent consultant to join Roger’s HR Consulting. Dave retired from Mel-O-Cream at the end of 2021 after 45 years of service. Dave was Director of Human Resources for Mel-O-Cream Donuts International in Springfield, IL. Mel-O-Cream is a medium-sized unionized manufacturer of bakery goods supplying the grocery industry. Dave received his SPHR in 2007, and his SHRM-SCP in 2014. In his long-term employment with Mel-O-Cream Dave has undertaken many roll outs, project implementations as well as dozens of compliance initiatives.

Away from work, Dave referees ice hockey at various levels. He has served in many volunteer roles with his local CIC-SHRM chapter and many roles on the Illinois State Council, including being State Director in 2017-2018. Dave speaks at local colleges and at SHRM events on both HR and Social Media matters regularly

Dave is also an avid cyclist and rides with his two sons and a wife of 41 years. Dave maintains a presence in Social-Media, and has participated on the SHRM Blogger squad from 2014 to 2019 at the SHRM National Conferences. You can find him in cyberspace on Twitter as DaveTheHRCzar or on LinkedIn.

He is excited to transition to role of consultant, where he can apply his years of practical experience and help small to medium size entities create better organizations by providing HR solutions to complex problems.


Why Employee Evaluations SUCK: The Keys to Making Them Great!

In this session we will talk about the common downfalls of employee performance reviews and what employees are really looking for from their managers. We will talk about the key features – employee feedback, manager feedback, future aspirations, career planning, and goals – and how to streamline the process. We all know we need to do better in this area. This session will give you the tools you need to improve your evaluations!

Learning Objectives:

  • Why employees and managers hate performance reviews
  • The key features to quality reviews
  • How to use performance reviews to improve employee retention

Albert Foster
President, Express Evaluations
albert@expressevaulations.com | (385) 301-2122

About Albert:

Albert Foster is the co-founder and CEO of Express Evaluations. He has been in the HR realm for 15 years as both a consultant and HR director. He cares more about performance and engagement than probably anyone you’ll ever meet! He believes that all employees need to know these few things 1) They are wanted, 2) Their career path, 3) How to do their job, and 4) Who they can turn to for help. He would love to eradicate the concept that performance evaluations are a “gotcha!” to expose the employee’s deficiencies, or to create a paper trail towards termination. Employee reviews should be a process where the employee is able to talk about their career with their manager, receive feedback, gain assistance, and be recognized.


Albert earned a masters in human resource management from Utah State University and considers himself to be an avid mountain biker, marginal golfer, and a devoted husband and father.


Don't Leave! Keeping Employees in a Tight Labor Market

The “Great Resignation” is all over the news. However, there is a lot you can do to keep your employees because, as the old HR saying goes, “employees don’t leave organizations, they leave managers.” Session attendees will learn how to provide meaningful professional growth and a department culture where employees want to stay – or in the worst-case scenario – where they want to come back after leaving.

Learning objectives:

  • department culture factors that matter to employees
  • providing growth opportunities for all caliber of employees

Caitlin Humrickhouse, MPA
Director, Baker Tilly Human Capital Advisory
caitlin.humrickhouse@bakertilly.com | (312) 729-8098

About Caitlin:

Caitlin is a Strategic Workforce Planner with a deep understanding of succession planning and strategic human capital management. Caitlin guides Baker Tilly's Public Sector Advisory team to help public entities across the country build a strategic approach to meet their workforce needs. Baker Tilly provides management consulting services with a focus on resource optimization, assisting governmental entities in their efforts to ensure the resources available (people, processes and technology) are utilized in the most efficient manner.



Jada Kent, MPA

Senior Manager, Baker Tilly Classification and Compensation

Jada.kent@bakertilly.com | (972) 748-0514


About Jada:

Jada leads Baker Tilly's classification and compensation consultants, providing comprehensive market benchmarking and job description development services to public sector organizations across the country. Baker Tilly uses a point-factor evaluation framework, enabling practitioners to introduce new positions while maintaining internal equity. Prior to this role, she provided other management consulting services within Baker Tilly, such as organization management and executive recruitment. Before joining Baker Tilly, Jada served in the United States Army and the Texas Air National Guard, respectively, as a public affairs specialist.


Wednesday | June 8, 2022 

Employment Law Update

Matt Gist
Attorney, Ensz & Jester
mgist@enszjester.com | (816) 743-7951

About Matt:

Matt Gist is a trial attorney and shareholder at Ensz & Jester, P.C., who defends public entities in administrative actions and lawsuits involving alleged employment discrimination, harassment, retaliation, wrongful termination, whistleblowing, civil rights violations, and police liability. Every day, Mr. Gist supports public entity HR departments and managers with coaching regarding general employment law questions and counsels them through employment situations that could potentially result in litigation. When litigation results, Matt further defends pubic employers through trial and appeal. Annually, Mr. Gist presents at various conferences and provides group training regarding legal developments and best practices to avoid litigation and minimize losses.


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