February 2011Portland, Oregon

the science of hr: workforce competency assessment and analysis academy

The workforce is changing. The need for talent to meet organizational goals is becoming more challenging than ever in a global arena. Private and public sectors are faced with major concerns as the most knowledgeable people are retiring and exiting the workforce. The Bureau of Labor and Statistics reports that the younger generation holds an average of fourteen careers throughout a lifetime, opposed to the traditional average of three. Compounded with the reality that the education system is producing ill-equipped graduates who are unable to perform adequate reading, writing and arithmetic functions, businesses are now having to rethink the recruitment, development and retention strategies to not only meet the demands of today, but tomorrow as well.

The Science of HR: Workforce Competency Assessment and Analysis Academy is designed for human resource (HR) and organizational development (OD) professionals. This five day event (four days in class and one-day certification process) will offer some of the most innovative tools, strategies and best practices utilized in both private and public organizations. This academy focuses on equipping professionals to develop sound approaches to align talent and mission by ensuring that the right people are in the right place at the right time. Benefits of the conference include:

• Understand the need for workforce planning in a shrinking talent and labor market.

• Align the organization’s strategic goals with a well-designed workforce.

• Approach competencies from a new perspective.

• Build a Talent Pyramid™

• Build and maintain a competency dictionary.

• Create competency profiles, maps and career lattices.

• Identify mission critical and core competencies to develop competitive advantage.

• Identify Communities of Practice (COP)

• Identify Key Performance Indicators (KPIs) and Critical to Quality (CTQ) factors for each role/position.

• Develop customized measures and metrics that meet your specific needs.

• Take home tools that can be put to use immediately.

Don’t miss this opportunity to acquire these tools and techniques that are differentiating organizations as an employer of choice while allowing them to leverage their potential in an ever-changing global marketplace.

February 2011Portland, Oregon

Comprehensive reference guides and the latest “must have” workforce planning tools.

Outstanding Takeaways

overview

The Science of HR: Workforce Competency Assessment and Analysis Academy helps businesses build a solid foundation around competencies. The framework equips human resource professionals, organizational developers and managers with one of the most advanced competency models in an easy to understand step-by-step process that uses a hands on ap-proach. The major components of the academy’s framework are:

Talent Pyramids™. The Talent Pyramid™ is the core component of the com-petency model framework. This tool organizes competencies into four (4) categories: universal, foundational, tactical, and strategic. Each of these ar-eas help determine which competencies are unique to the industry, organiza-tion and position/role within the business. This powerful tool provides a visual way for employees to see what competencies comprise their position and show where they are at in their development process. In addition, Talent Pyramids™ can be used to create career lattices and succession plans.

Competency Profiles. Competency profiles compliment Talent Pyramids™ by providing additional information that showcases what competencies are mission critical, which are core and what level of proficiency is required for each competency. This tool can then guide in the selection and hiring proc-ess along with talent development within the existing workforce.

Critical to Quality (CTQ) and Key Performance Indicators (KPI’s). The process that generates Talent Pyramids™ focuses on analyzing business processes and identifying the Critical to Quality (CTQ) factors and Key Performance Indicators

(KPI’s).

Verification and Validation. Information is then compiled, verified and validated before being finalized.

Level of Impact Score. One of the unique features of this competency model is the ability to quantify the level of impact each position has on mission accom-plishment. This has many uses in workforce planning. For example, it will show which positions are most critical to success and are at most risk when doing succession planning. This helps avoid overlooking critical roles, such as key technical position for example. The scoring system also enables teams to make informed and unbiased decisions in developing talent pools and selecting the right talent for grooming and advancement.

This academy will also provide attendees with a set of innovative tools helps HR / OD professionals organize and analyze workforce information easily. Knowing how to identify and document competencies is critical to supporting business man-agement programs, to include strategic planning for the business, recruiting, selection and hiring, talent development and succession planning.

February 2011Portland, Oregon

Competencies serve as a foundation for strategic workforce planning. After all, how can we have the right people in the right place at the right time if we don’t even know what we have or need?

Strategic

framework

Advancement and Succession Planning Evaluation Tool

The Science of HR: Workforce Competency Assessment and Analysis Academy

Day One: February 1st8:00! ! Registration and Breakfast

8:30! ! Keynote Address - The New Reality: using Competency-Based Workforce Planning to Achieve Competitive Advantage

9:00! ! Strategic Alignment Between Competencies and Mission

• Workforce Planning: A Key Component to Mission Accomplishment - See how a well-crafted mission statement can enable your organization to develop competitive advantage in an ever-changing market place.

• What is a Competency? - Find out what makes a competency-based approach different, and why it is superior to other approaches.

12:00! ! Networking Luncheon

1:00! ! Strategic Alignment Between Competencies and Mission (Continued)

• Understanding Levels of Competence - Learn easy to understand, effective ways to classify levels of pro-ficiency. Learn how this ties into job performance, mission accomplishment, talent management, and workforce planning.

• Understanding the Competency Management System - Get the big picture view. See how competen-cies become the bedrock for all other workforce planning activities to include recruiting, talent develop-ment, succession planning, and more.

• Unearthing Competencies and Desired Personal Traits - Learn how to unearth those competencies and personal traits that are critical to your organization’s success.

4:30! ! Adjourn

Innovative solutions that are geared toward meeting the demands of today and tomorrow.

Powerful

The Science of HR: Workforce Competency Assessment and Analysis Academy

Day Two: February 2nd 8:00" " Building Competency Dictionaries and Talent Pyramids™, and Competency Profiles

• Creating a Competency Dictionary - Explore how to compile your unearthed competencies into an easy to use dictionary.

• Constructing a Talent Pyramid™- Construct a Talent Pyramid™, a visual tool that showcases the founda-tional, universal, tactical and strategic competencies for a position.

• Verification and Validation of Talent Pyramids™ - Verify and validate information gathered to construct Talent Pyramids™ to ensure that the competencies identified fully and accurately represent the position.

• Identifying Core and Mission Critical Competencies - Learn how to identify those competencies that set your organization apart and are critical to ensuring that the organization can continue to function.

• Creating a Talent Profile™ - Generate a talent profile that contains detailed information about the compe-tencies and level of proficiencies required for the position to function at a high level.

12:00! ! Networking Luncheon

1:00! ! Measuring the Value of our Workforce, and Associated Risk Factors

• Measuring the Value of Your Human Capital - Learn how to measure in a specific, quantifiable way the value specific competencies and roles have to your organization.

• Quantifying Your Risk Exposure - Identify what competencies are in danger of being lost out of your or-ganization, to include those that might rapidly disappear and/or will be difficult to recover.

4:30! ! Adjourn

Recruit, develop and retain talent that will ensure a sustainable organization and make you an “employer of choice.”

Impact

The Science of HR: Workforce Competency Assessment and Analysis Academy

Day Three: February 8th 8:00! ! Measuring Performance Results

• Identifying Critical to Quality (CTQ) Factors - See the impact competencies have on the quality of specific services or products your organization provides.

• Defining Key Performance Indicators (KPI’s) - Design custom measures that measure those attributes of one’s products and/or services that are critical to the quality, and that also serve as direct indicators of lev-els of competence.

10:00! ! A Broader View: Communities of Practice

• Organizing Roles into Communities of Practice (COP) - See the the combined effect that competencies coming from different roles have on a Community of Practice.

• Diamonds in the Rough: Discovering Your Most Valuable and Key Competencies - Distill out what com-petencies are the most meaningful and valuable to your organization.

12:00! ! Networking Luncheon

1:00! ! A Broader View: Communities of Practice (Continued)

• Quantifying the Value of Your Human Capital - Chart the value of your human capital over time. See the effects that retirements, attrition, growth, etc. are having on your organization. The tools in this section are provide clear, easy-to-understand information that is invaluable for executives, stakeholders and others responsible for making business decisions. This includes easy-to-understand measures that quantify the level of impact and risk of loss in roles that the organization depends on so that better informed decisions can be made.

• Human Capital Balance Sheet™ - Learn how to work with this powerful tool to capture and display the value of your human capital.

3:00! ! Managing Careers from a Competency Management Perspective

• Creating Talent Profiles™ for a Community of Practice - Generate Talent Profiles™ for a Community of Practice (COP) to aid in selection and hiring, talent development and succession planning.

• Creating Competency Maps - Establish the building blocks needed to show competency interdependency and to develop competitive strength.

4:30! ! Adjourn

ProgressiveWalk away with the most innovative and proactive solutions to workforce planning that you simply cannot find anywhere else.

The Science of HR: Workforce Competency Assessment and Analysis Academy

Day Four: February 9th8:00! ! Managing Careers from a Competency Management Perspective (Continued)

• Creating a Career Progression Matrix - Develop career lattices that reveal potentially unseen opportunities for broadening and growing employees’ careers, and that greatly aid the development of individual devel-opment plans.

9:00! ! Performing a Comprehensive Analysis

• Performing Comprehensive Analyses for Various Types of Organizational Roles - Explore how the com-petency framework, methodologies, processes and toolkits interact with one another. Understand how the information and tools provided in this academy provides practitioners with advanced understanding and insight into their organization. See how competencies serve as the foundation for all human resource management and organizational development programs.

12:00! ! Networking Luncheon

1:00! ! Performing a Comprehensive Analysis (Continued)

• Applying Best Practices - Learn what the best practices experts use to conduct and effective and com-prehensive analysis of competencies across an organization.

3:00! ! Academy Review and Q&A Session

• Strategic Alignment Between Competencies and Mission

• Building Competency Dictionaries and Talent Pyramids™

• Measuring Value, Risk and Performance

• Organizing Talent Pyramids™ Into Communities of Practice

• Managing Careers from a Competency Management Perspective

• Performing a Comprehensive Analysis

• Q&A Session

4:30! ! Next Steps: Certification Examination and Practicum

4:30! ! Adjourn

SuccessEquip your organization for success with the most sophisticated and comprehensive foundational workforce planning tools.

The Science of HR: Workforce Competency Assessment and Analysis Academy

Day Five CERTIFICATION PROCESS

8:00! ! Certification Examination & Practicum

• Certified Workforce Competency Developer Examination - Demonstrate your understanding of the acad-emy framework, methodologies, tools and best practices by applying them to a real world situation through a step-by-step process.

• Silver or Gold Certification - Select what level of certification you wish to pursue as a Competency Devel-oper. Silver certification involves completion of the academy and examination process. Gold certification involves completion of the academy, examination process and demonstrated application process of apply-ing the tools and information gained in the academy to address real world scenarios. Gold level certifica-tion will not only help cement concepts you have seen presented in this academy, but provide you with access to the experts who can help guide you as those real-world stick situations arise.

12:00! ! Networking Luncheon

1:00! ! Certification Examination & Practicum (Continued)

• Certified Workforce Competency Developer Practicum

4:00! ! Certification Award

• Award of Certified Workforce Competency Developer Certificate

4:30! ! Adjourn

CertificationAcquire the competencies and tools to set you and your organization apart from the competition.

The Science of HR: Workforce Competency Assessment and Analysis Academy

Tools & Takeaways

Conference attendees will be equipped with comprehensive advanced competency tools to help organizations develop com-

prehensive workforce planning strategies.

ACADEMY NOTEBOOK

The following contents are included in the course notebook attendees will each receive:

• Copies of the conference slides and presentation materials

• Results from group exercises

• Whitepapers

• Academy Tools (see contents below)

ACADEMY TOOLS

The following tools will be provided to attendees will each receive:

•Starter Competency Dictionary™

•Talent Pyramid Template™

•Talent Pyramid Evaluation Tool™

•Talent Profile Toolkit™ (includes competency profile and career progression lattice templates)

•Talent Validation and Verification Toolkit™

•Human Capital Asset Evaluation Tool™

Results DrivenThe tools gained at the conference are modeled after best practices progressive or-ganizations are using to attract and retain talent.

Roger Parish, PMP

Roger is the author of three books, has devel-oped multiple training courses, has published multiple articles and papers, and is a frequent speaker to professional organizations and confer-ences nationwide.

An expert in workforce planning, Roger has also developed best practices, processes, method-ologies and tools that enable organizations to ef-fectively and efficiently manage their portfolios, programs, and projects.

He has 30 years of experience in organization development, strategic planning, portfolio man-agement, and information systems, project and program management. He can be reached at rparish@scgsolutions.biz.

Kate Wildrick, SPHR

With 10 years experience as a specialist in hu-man capital development, Kate has held strategic positions in a variety of small and large company environments. As a Gen X’er, she began con-ducting generational research more than four years ago.

Now as an HR consultant, her work on genera-tional trends has been presented to audiences at sold-out seminars and workshops across the country. She has presented at the National SHRM Diversity Conference in October 2007 and will be presenting at the Northwest Human Re-sources Management Association (NHRMA) in September 2008.

Kate has published multiple articles on HR issues in IPMA-HR News. She can be reached at katewildrick@yahoo.com.

Sponsored byThe talent management specialists. For more information about the conference please visit www.workforeplanningsolutions.com.

Featured Speakers

Hosted By:

Spectrum Consulting Group, LLC16318 S.W. Wright StreetBeaverton, OR 97007503.780.4758www.scgsolutions.biz

In Association With:

Career Management Solutionswww.orcms.com

Xtreme Defense Americas, Inc.www.xdamericas.com

Venue:

The Science of HR: Workforce Competency Assessment and Analysis Academy will be held at:

Portland State Business Accelerator2822 SW Corbett AvenuePortland, Oregon 97201

Complimentary parking is available adjacent to the build-ing.

Tuition and Group Discounts:

The tuition for attending the five-day The Science of HR: Workforce Competency Assessment and Analysis Acad-emy is $1,500.

Discounts for three attendees or more from the same organization are available. For more information, please call 503.780.4758 or email rparish@scgsolutions.biz.

Meals and Refreshments:

Hot beverages will be provided each morning. Lunch will be catered at the conference facility and is included as part of the conference.

Maps:

The sponsors have prepared maps showing how to get to the hotel from either the Portland airport, as well as how to get to the conference facility. These maps are will be sent to registered attendees.

Continuing Education Credits:

Conference attendees are eligible for 33 PHR, SPHR and/or GPHR credits through HRCI. The use of the HRCI pre approval seal is not an endorsement by HRCI of the quality of this program. It means that this program has met HRCI’s criteria to be pre-approved for recertification credit.

Spectrum Consulting Group, LLC is registered with Hu-man Resources Certification Institute as a sponsor for continuing professional eduction for PHR, SPHR and GPHR certifications. For more information about certifi-cation or recertification for human resource profession-als, please visit www.hrci.org.

Logistics & Registration

Cancellation and Quality Assurance:Spectrum Consulting Group, LLC strives to provide you with the most productive and effective educational expe-rience possible.

If after completing the course you feel that there is some way we can improve, please write your comments on the evaluation form provided at the end of the conference. Should you feel dissatisfied with your learning experience and wish to request a credit or refund, please submit your request in writing no later than 10 business days after the end of the conference and mail it to Spectrum Consulting Group, LLC, 16318 SW Wright St., Beaverton, OR 97007.

A $150 service fee will be charged on cancellations re-ceived less than three (3) weeks from the date of the conference. A credit memo for that amount will be is-sues, which can be used for future Spectrum Consulting Group, LLC conferences and events.

Registration:

Online: www.workforceplanningsolutions.comor: Phone: 503.780.4758Fax: 503.642.5165 (call first then fax this form)

Attendee Information:

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Special Requests or Accommodations:

Please indicate if you have any special requests (such as dietary restrictions) or need any special accommoda-tions.

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Logistics & Registration