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Brought to you by Public Sector HR Association

PSHRA Annual Conference 2024

September 4-6, 2024 | Grand Hyatt Washington, 1000 H St NW, Washington, DC 20001

Conference Program

September 4-6, 2024

Exhibit Hall Hours

Wednesday: 2:30 PM to 4:00 PM
Thursday: 10:30 AM to 5:00 PM
Friday: 10:00 AM to 3:30 PM

Registration Hours

Wednesday: 10:30 AM to 7:00 PM
Thursday: 7:15 AM to 5:00 PM
Friday: 7:15 AM to 3:30 PM

The 2024 PSHRA Annual Conference offers dynamic keynote speakers and educational breakout sessions, as well as opportunities to network with peers and meet exciting exhibitors.

Schedule-At-A-Glance

8:30 AM to 5:00 PM:  Chapter Leadership Conference (invitation only)

8:30 AM to 12:30 PM: Preconference Workshops (separate ticketed workshop, learn more)

1:30 PM to 1:55 PM: Concurrent Sessions

2:00 PM to 2:25 PM: Concurrent Sessions

3:30 PM to 4:30 PM: Annual Business Meeting (PSHRA Members Only)

4:30 PM to 6:00 PM: Opening Keynote - Jennifer Moss

6:30 PM to 8:00 PM: Welcome Reception

Keynote Speakers

Day One Keynote (Wednesday, Sept. 4)

Jennifer Moss

Author, Journalist and Workplace Culture Strategist

Jennifer Moss

Jennifer Moss is an award-winning multi-book author, journalist, international speaker and workplace culture strategist with clients ranging from startups to Fortune 100 companies. A nationally syndicated radio columnist and freelance journalist, Moss also writes for Harvard Business Review, Fast Company and Fortune, and has appeared in more than 100 media outlets, including CNN, TIME, The New York Times, The Wall Street Journal and The Washington Post.

Day Two Keynote (Thursday, Sept. 5)

Galen Druke

FiveThirtyEightPolitics Podcast Host and Producer

Galen Druke

Galen Druke has covered elections at FiveThirtyEight (which is owned by The Walt Disney Company) since 2015. He also hosts the publication’s “United States of America” video series. He has also served as a contributing producer for WNYC Radio. Among the most respected voices in the political media, Druke is frequently seen sharing his sought-after analysis with the world’s leading media outlets, including ABC, BBC, NPR, C-SPAN, CBC, and Sky News.

Day Three Fireside Chat, with PSHRA CEO Cara Woodson Welch (Friday, Sept. 6)

Mika Cross

Mika Cross- Speaker Promo

Cara Woodson Welch

CWW-square

Concurrent Sessions

PSHRA24's packed schedule of concurrent sessions offers opportunities to connect with and learn from HR professionals and thought leaders from across the public sector - sharing insights, learning about emerging trends and gaining new perspectives on how to meet the challenges facing you and your peers in public sector HR today. Learn more about this year's concurrent sessions right here! (sessions listed in alphabetical order, by main presenter's last name)

Working Better Together: Insights from Employee Perspectives and Challenges Concerning the Transition of Menopause (EMPACT Menopause) Study

Irene Aninye, Chief Science Officer, Society for Women's Health Research

Jennifer Fairweather, Chief Human Resources Officer, Jefferson County

Sharon Seibel, MD, Associate Editor, HotYearsMag.com

The Employee Perspectives and Challenges Concerning the Transition of Menopause (EMPACT Menopause) Study was launched by the Society for Women's Health Research to gain insights on workplace gaps for individuals who have entered or completed the menopause transition, as well as their coworkers and employers. This session will discuss these findings and solutions for managers and HR professionals to dismantle unhealthy practices and implement inclusive policies for a sustainable intergenerational workforce.

Irene Aninye
Irene Aninye
Jennifer Fairweather
Jennifer Fairweather
Sharon Seibel
Sharon Seibel
Advancing Skills-Based Hiring in the Public Sector - Understanding What Moves the Public Sector to Action

Henry Bartholomay - Senior Manager, Policy Partnerships, Opportunity@Work

Join Opportunity@Work to learn about the STARs Public Sector Hub and how it is helping public sector leaders advance skills-based hiring in their organizations. Hear from public sector leaders across the country about what they have learned and what is most valuable when implementing skills-based hiring in their organizations.

Henry Bartholomay
Henry Bartholomay
Hiring City and County Senior Management - Impacts of Organizational/Elected Official Culture

Wally Bobkiewicz - City Administrator
City of Issaquah, Wash.

It is increasingly hard for cities and counties to hire senior managers. There are a variety of factors that go into this problem. This session will focus on the challenges created by the behavior of local elected governing boards during public meetings on the recruitment process. The session will include commentary from local government executive recruiters on the current state of recruitments and engage session participants in a dialogue on issues seen in local jurisdictions. The session will then break up participants into small groups to discuss solutions that can be enacted in local jurisdictions as well as working with regional and national associations of local elected officials.

Wally Bobkiewicz
Wally Bobkiewicz
Ron Holifield
Ron Holifield
Heidi Voorhees
Heidi Voorhees
Local Government 2030 Report

Wally Bobkiewicz - City Administrator
City of Issaquah, Wash.

Jillian McGuffey - Research Analyst, National Academy of Public Administration

Presenters will share the final report of the Local Government 2030 project.  This project brought together 50 local government practitioners under the age of 40 from all local government disciplines in two convenings n 2022 and 2024 to consider the National Academy of Public Administration's Grand Challenges.  Delegates to the convening identified three initiatives to address regarding communications within organizations, employee recruitment and retention and the hiring of justice impacted individuals into local government.

Wally Bobkiewicz
Wally Bobkiewicz
Solving the Engagement and Retention Dilemma, or Bespoke Career-Centered Conversations to the Rescue!

Gary Butterworth - Learning Facilitator, County of Ventura

Participants will learn how successful leaders use informal discussions to gauge how their employees feel about: the work they do, the value of their contributions, and their own value to the Agency. Participants will conduct a “Bespoke” stay interview in a simulated role-play environment. Emphasis is on strengthening employee engagement, trust, and retention.

Gary Butterworth
Gary Butterworth
Navigating New Normals: Embracing Remote and Hybrid Work Models in the Public Sector

Katie Christensen - Remote Work Program Coordinator, Remote Online Initiative - Utah State University

As the global workforce evolves, the public sector faces unique challenges and opportunities in adapting to remote and hybrid work models. This presentation will explore strategic approaches to implementing these models within governmental and public institutions, ensuring operational efficiency, employee engagement, and public service continuity. We will discuss key considerations such as policy development, technological infrastructure, and workforce management that are essential for a smooth transition. Case studies from various public sector entities will provide insights into successful integration strategies and common hurdles encountered. Attendees will leave with a comprehensive understanding of the benefits and complexities of remote and hybrid work environments, equipped with practical tools and frameworks to lead their organizations towards a flexible future.

Katie Christensen
Katie Christensen
The 3 E's of Creating the Culture You Deserve: Managing Crucial Conversations in the Workplace

Latoya Dorsey - Human Resources Manager,
Charlotte-Mecklenburg Police Department

This training delves into the importance of creating a positive working culture by embracing the fear of having a crucial conversation in the workplace, using a scenario-based/interactive approach to navigating complex and emotional conversations effectively.

Latoya Dorsey
Latoya Dorsey
Coaching for Greatness (Succession Planning)

Kelly Drummond - Director of Human Resources, CHRO, City of Knoxville (Tenn.)

Succession planning is critical to retain talent and ensure leadership continuity. Coaching is an essential part of effective management and leadership, helping employees achieve their full potential. In this interactive session, we will discuss the challenges in retaining and developing talent and highlight the benefits of effective succession planning, such as knowledge transfer, leadership continuity, and employee engagement. We will discuss the effective methods for providing meaningful feedback to employees. Activities will focus on building skills for understanding constructive criticism, developing a strengths-based approach, and how to offer ongoing coaching and staff support. We will explore the best practices for mentorship, such as establishing clear expectations, setting goals, and fostering a supportive relationships.

Kelly Drummond
Kelly Drummond
Uncovering and Mitigating Unconscious Bias

Lorne Epstein - Social Scientist, Electric Cow LLC

This workshop offers an introduction to how human beings operate with unconscious bias. Participants learn how bias impacts workplace relationships and decision-making and are provided tools to mitigate bias with the self, teams, and the enterprise. After this session, participants can return to their workplace and make changes.

Lorne Epstein
Lorne Epstein
2025 CMS Final Rule and Group Retiree Health Plans: The Inside Scoop

Stephanie Gaffney - Regional Vice President, RetireeFirst

Our goal is to inform group plan sponsors, benefit consultants, and other retiree benefit stakeholders about the latest changes to the 2025 Medicare landscape. We will discuss actionable steps that should be considered to prepare for the future and minimize any potential impacts to their benefit plans and Medicare eligible retirees.

Stephanie Gaffney
Stephanie Gaffney
Mobilization: A Tool for Greater Impact and Retention in Public Service

Sophanite Gedion - Chief Program Officer, Govern for America

Join for an engaging session discussing what Govern For America has discovered about the dynamics of mobilization in the public service sector. Through interactive discussions and practical insights, participants will gain a comprehensive understanding of mobilization as a strategic process and practice within the public sector ecosystem. We'll explore key components, strategies, and techniques involved in mobilization, from advocacy to institutional change. Moreover, we'll delve into actionable strategies for integrating mobilization principles into HR practices, fostering employee empowerment and achieving organizational goals.

Sophanite Gedion
Sophanite Gedion
Unlocking Your Superpower of Emotional Intelligence

Roslyn Gervin - Manager of People, Culture and Experience, City of Newport News

What if you could be prepared for any customer that crossed your path?  How empowering could it be, to feel equipped to manage any type of situation?  That is the power of understanding and using Emotional Intelligence.  You have likely heard about emotional intelligence before, but do you really understand the powerful tool it is to help diffuse situations, develop more win-wins or simply have more interaction where both parties walk away feeling good about their experience.

Roslyn Gervin
Roslyn Gervin
Beyond the Buzzwords: A Practical Road Map to Operationalizing DEI in Public Sector Programs

Jeanette Green - Chief Human Resources Officer, Loudoun County Government

The session provides participants with a practical road map for operationalizing DEI principles into public sector programs. Participants will review real world examples of how to embed DEI principles in 6 aspects of program management: Goals, Staffing and Budget, Policies and Procedures, Technology, Data, and Customer Service. Participants will be provided with a customizable tool to assess the DEI readiness of individual programs and will learn how to create an action plan to address gaps in DEI readiness. This session is ideal for participants who are at the beginning of their DEI journey and are struggling with how to apply and operationalize concepts of DEI into their day-to-day work.

Jeanette Green
Jeanette Green
Effective Compensation Philosophies and Strategies

Robert Greene - CEO, Pontifex

The dynamic environment has demanded a reassessment of how organizations manage their workforces.  To succeed an employer brand and a value proposition must be created that appeals to the talent the organization requires. The process of formulating an effective compensation philosophy and selecting a strategy that fits the context will be described. Models that can guide the design of rewards programs will be presented, along with the principles of sound administration. Attendees will be asked to identify their most challenging issues and how they are coping with them. Techniques for supporting recommendations to executive management with relevant evidence will be presented, Initiatives aimed at convincing employees they are compensated competitively, equitably and appropriately will be examined.

Robert Greene
Robert Greene
The Human-Centered Workplace: Establishing Belonging Through Authenticity, Collaboration and Respect

Devin Hughes - Chief Inspiration Officer,
Devin C, Hughes Inc.

Workplaces are increasingly disconnected. It is vital that individuals feel authentic, valued for their contributions, and have a strong sense of connection and community. Leaders must build these environments when their plates are already full.

This session will offer research-backed strategies for building an inclusive mindset, implementing best practices, and creating a work environment where people feel like they belong. He will also explore the role of our identities at work and how we can develop empathy and understanding for others’ experiences.

Devin C. Hughes
Devin C. Hughes
Social Security Benefits and Potential Offsets for Public Employees

Hank Kim, Attorney - Executive Director & Counsel, National Conference on Public Employee Retirement Systems (NCPERS)

While many Americans think that Social Security coverage applies to all workers, there are large pockets of state and local employees who are not covered by Social Security in their public sector employment. In this session, you will learn how the Social Security Administration calculates benefits, and under certain circumstances why and how WEP and GPO offsets are applied. Attendees will learn for themselves whether these offsets are fair or not.

Hank Kim
Hank Kim
How to Navigate the Twists and Turns in the Human Resources Journey of Transformation Using Artificial Intelligence

Neena Kovuru - Strategic HCM Thought Leader, Independent Consultant

In the quickly evolving age of AI, leaders need to prepare for change and adapt a growth mindset to take the lead and step up to the challenges of incorporating innovative technology for the benefit of their organizations.  According to Aptitude Research, 75% of companies are racing to embed AI in their HR operating models.  There is no escaping this technology. So, how can we prepare to positively integrate AI in different areas of Human Resources while weighing top of the mind ethical concerns and considerations?  In this session, we will explore the potential transformative application of AI in re-vitalizing and optimizing human resource functions. We will learn how we can create a workplace through balanced collaboration between human expertise and AI.

Neena Kovuru
Neena Kovuru
Civil Service Merit and Employment at Will Personnel Systems: The Role of New Public Management and Transformational Leadership in Public Sector Recruitment, Hiring, Promotion, Retention and Succession Planning

Angela Lauria-Gunnink - New York State Project Manager, UMass Global

Over the past 30+ years, there has been much written about New Public Management (NPM) and the shift some public agencies have made to rid themselves from the old, rule-bound Weberian form of government. This presentation will focus on the 2024 PSHRA survey results which focused on NPM and Human Resources Management (HRM). The purpose of this non-experimental, descriptive, and comparative research aimed to compare state and local government HR professionals who are members of the Public Sector Human Resource Association (PSHRA) who work within a state or local government merit civil service system and PSHRA HR professionals working within a state or local government employment at will (EAW) system. Furthermore, this national study examined the extent to which each personnel employment system allows state and local government PSHRA HR professionals to recruit, hire, promote, and retain staff; how their respective personnel system impacts succession planning; and the need for transformational leadership to keep up with the private sector.

Angela Lauria-Gunnink
Angela Lauria-Gunnink
Megatrends- A Roadmap for the Future

Robert (Bob) Lavigna - Senior Fellow - Public Sector, UKG (Ultimate Kronos Group)

The pandemic has changed the world of work forever. If employer don’t meet employees’ new expectations, they will leave.

The UKG Workforce Institute “Megatrends” provide a roadmap for government to navigate these uncharted waters. Each year, UKG assembles thought leaders who reflect on workforce developments, assess their implications, including in HR, and predict how these forces will shape the future.

Robert (Bob) Lavigna
Robert (Bob) Lavigna
Core Workout with Core Competencies

Allison LeMay - Senior Manager, Baker Tilly

Michelle New - Manager, Baker Tilly

Come join us to work on your core – and by that we mean core competencies!  Just as muscles support the body, core competencies underpin vital aspects of HR, from recruitment to learning and development and performance management. But they take so much work to develop, right? Wrong! In this interactive session, you will step into the shoes of department directors in a simulated core competency workshop. Through role-play and collaboration, we'll collectively define key core competencies across departments and classification levels. While there’s no plank challenge here, expect to get some steps in as we encourage movement and lively interaction. By the end, you’ll not only have firsthand experience of a core competency workshop but also the tools to lead one in your own organization.

Allison LeMay
Allison LeMay
Michelle New
Michelle New
Local Government Career Expo (LOGO)

Trinija Martin - Deputy HR Director, Wake County Government

Elaine Barnes - Talent Acquisition & Compensation, Wake County Government

Tim Kerigan - HR Director, Nash County

Sharnelle Jones - HR Director, City of Raleigh

The Local Government Career Expo (LOGO) is a groundbreaking solution designed to help HR professionals prepare their organizations for a sustainable future amid one of the worst labor market crises since World War II. LOGO repositions local government under a global brand as an employer of choice by showcasing the vast array of careers and career paths in local government an highlighting the true benefits of working in this sector. LOGO garnered overwhelming public interest in local government careers, setting a new standard for public sector recruitment initiatives. Attendees will be able to interact with participating LOGO employers, learn about the strategy and how to replicate the solution in their region.

Trinija Martin
Trinija Martin
Elaine Barnes
Elaine Barnes
Tim Kerigan
Tim Kerigan
Sharnell Jones
Sharnell Jones
What Were You Thinking? Unconscious Bias and Microaggression Out Loud!

Kisha McDonald - Director of Human Resources Operations & Compliance, California State University, San Bernardino

This presentation is an opportunity for us to deepen our understanding of microaggressions and unconscious bias and to commit ourselves to creating a workplace culture that values diversity, equity, and inclusion. It encourages active participation and open dialogue throughout the session. The presentation defines microaggressions and unconscious bias, highlighting their significance in interpersonal interactions and organizational dynamics. Understanding these concepts is essential for creating an inclusive and equitable workplace environment.

Kisha McDonald
Kisha McDonald
HR's Role in Rebuilding Local Government in the 21st Century

Chris Morrill - CEO, Government Finance Officers Association

Shayne Kavanagh - Senior Manager of Research, GFOA

Imagine if the human resources and finance departments were fully aligned in driving the organization forward. Based on GFOA’s Rethinking Budgeting research initiative, this session will identify areas where HR and finance professionals can partner to create a culture that supports innovation and collaboration and reflects community values. Presenters will apply research on behavioral science, decision architecture, and psychological safety from GFOA’s initiative to generate ideas for building a local government that will succeed in the 21st century.

Chris Morrill
Chris Morrill
Shayne Kavanagh
Shayne Kavanagh
How Employers Can Use Able Accounts to Support Persons with Disabilities

Eric Ochmanek - Director, ABLE today, National Association of State Treasurers

Sara Hart Weir - Senior Advisor, ABLE Today; Executive Director, Kansas Developmental Disabilities Council

This panel will include national ABLE and disability experts who will share a combination of information about the ABLE program and examples of collaboration between HR professionals and employers. Also hear from employers and companies who are offering ABLE as a workplace benefit, DEI strategy and inclusion tool.

Eric Ochmanek
Eric Ochmanek
Sara Hart Weir
Sara Hart Weir
Building the Municipal Workforce of the Future

Tia Plunkett-McQueen - Senior Executive Director, Human Resources
National League of Cities

Megan Avalos - Deputy HR Director, City of Phoenix

Jennifer Fairweather - Chief Human Resources Officer, Jefferson County, Colo.

Karen Paulson - Director, Human Resources
City of Frederick, Maryland

Supporting a thriving municipal workforce is critical for the economic vitality of cities, their businesses, and their residents, with gaps creating real-world impacts. For example, shortages of bus and rail operators have forced transit operators to reduce service; shortages of water operators have led to water safety crises; and unfilled finance positions have contributed to credit downgrades for cities. Drawing inspiration from the framework developed by Kredie and Franzel (2023), our session focuses on four practical strategies for municipalities to serve as a model employer for their community:

  1. Optimizing the hiring process and reducing barriers to recruitment.
  2. Highlighting the comprehensiveness of the city’s benefits package.
  3. Re-envisioning approaches to workforce development.
  4. Using data to enhance workforce decision-making and succession planning.
Tia Plunkett-McQueen
Tia Plunkett-McQueen
Megan Avalos
Megan Avalos
Jennifer Fairweather
Jennifer Fairweather
Karen Paulson
Karen Paulson
Singlehandedly, Having the Courage to be Seen and Lead with Authenticity

Ruth Rathblott - Speaker, Author

In a world where 60% of individuals feel compelled to hide a part of themselves at work, the call for authentic leadership and inclusive cultures has never been louder. Singlehandedly, Having the Courage to Be Seen and Lead with Authenticity is designed to inspire change and foster environments where everyone can truly belong. Drawing from Ruth Rathblott's personal journey of hiding a disability and her bestselling book "Singlehandedly," this talk delves into the profound effects of hiding on individual well-being, team dynamics, and organizational innovation.

Ruth Rathblott
Ruth Rathblott
Employee enCAGEment: Six Tactics to Unleash the Full Potential of Your Employees

Davis Robinson - Owner, Horizon Consulting Services, LLC

Research conducted by the Gallup Organization predicted that companies would spend over 1.5 billion to address employee engagement issues within their organizations. With the money being spent on employee engagement, leaders placing a priority on engagement, and the sharp focus on moving the engagement needle, why aren’t organizations reaping the rewards of its efforts? Is the way organizations are going about enhancing engagement really enCAGEing their employees rather than engaging them? This session will offer six ways to stay professionally engaged by unleashing their full potential.

Davis Robinson
Davis Robinson
Navigating the Ever-Evolving Landscape of Inclusive Leadership

Regina W. Romeo - Owner, Regina Romeo Consulting

Jacques Whitfield, JD - Owner, Sterling Consulting

In today's rapidly evolving workplace landscape, the demand for inclusive leadership has never been greater. As organizations strive to foster diverse and equitable environments, leaders must embrace inclusive practices to drive innovation, productivity, and employee engagement.  In recent years, there has been a notable backlash against DEI initiatives, highlighting the complexity and challenges faced in fostering inclusive environments. This session aims to provide leaders with the practical strategies and tools and insights necessary to navigate the future of work and address these challenges effectively.  Participants will gain a deeper understanding of the importance of inclusive leadership in driving organizational success and acquire practical strategies for cultivating inclusive practices in their own leadership approach.

Regina Romeo
Regina Romeo
Jacques Whitfield
Jacques Whitfield
Workforce Survey: Trends in Recruitment and Retention

John Saeli - Vice President, Research & Innovation, Mission Square Research Institute

Since 2009, PSHRA, the National Association of State Personnel Executives (NASPE), and MissionSquare Research Institute have partnered on a survey of HR managers around recruitment, retention, hard to fill positions, benefits changes, DEI, flexible workplace policies, and other key topics.  Hear how data from 2024 stack up to prior years, where there’s been post-pandemic improvement, and what strategies are most effective.

John Saeli
John Saeli
Performance Management for the New Workforce

Cynthia Stafford - Principal/CEO, Stafford HR Consulting

Employees entering the workforce need to know how the work that they do makes a difference in the world and contributes to the overall goals of agency.  They also want to learn and grow.  In this session, attendees will learn how to create an Employee Development Plan with the employee, how to create goals for the employees from the agency's strategic plan and/or operational goals, how to link the EDP and goals on the performance evaluation and how to link all of these items to rating factors on the existing performance evaluation form.  We will also cover a few basics like ensuring that the job description is recent and accurate and communicated to the employee so that they know what is expected of them as this is key to creating goals and evaluating progress and performance.

Cynthia Stafford
Cynthia Stafford
Managing the Aging Workforce

Stuart Sutley - Bolton Innovation Leader, Bolton

Preparing for an aging workforce is essential for employers to ensure the continued success and productivity of their organizations. As the workforce demographics shift and more employees work past traditional retirement age, there are numerous strategies that employers can implement to support their employees. In this session, Stuart Sutley discusses how embracing age diversity and taking proactive measures to support an aging workforce, can help employers benefit from the wealth of experience and knowledge older employees bring to the table, while maintaining a productive and inclusive work environment for all staff members.

Stuart Sutley
Stuart Sutley
Passing the Baton: Crafting Strategic Leadership Development Programs for Seamless Succession in the Public Sector

Shelby Tipton - Human Resources Director, Mississippi Department of Archives and History

This session will offer candid insights into the Mississippi Department of of Archives and History's biggest accomplishments and challenges. Participants will receive practical guidance for developing or enhancing their leadership and succession planning programs. Additionally, the session will provide details about the development of our program and lead an activity to help attendees identify essential skills for future leaders, assisting in program development and strategic planning.

Shelby Tipton
Shelby Tipton
Puzzles: Managing Neurodiverse Employees in the Workplace

Leslie Tolliver - HR Manager, City of Clayton

The session begins by demystifying neurodiversity, exploring the broad spectrum of conditions such as autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), dyslexia, and others. Through interactive discussions and case studies, participants gain insights into the strengths and challenges associated with neurodiverse individuals, dispelling common myths and misconceptions along the way.

Attendees learn practical techniques for creating inclusive work environments that accommodate neurodiversity. Strategies include promoting awareness through education and training, adapting communication styles to meet diverse needs, and implementing reasonable accommodations tailored to individual preferences and abilities.

Leslie Tolliver
Leslie Tolliver
Failed Leadership: Solving the Fear of Success Using This Tool

Teri Traaen - Director of Human Resources, Town of Prescott Valley, Az.

Every human resources professional may encounter failure at various points within their career.  It is how and why we either embrace failure or avoid it that determines our overall contribution and legacy to public service.  Each attendee will take a look at their success/failure ratio thus far within their career, and begin through this session, to chart the actual steps that are necessary to gain a much higher likelihood of future success in every effort that they embrace.  Attendees will have a safe workshop environment to own their mistakes, celebrate even the smallest victories and learn from each other, options for engaging in decision making even under the most difficult of circumstances.

Teri Traaen
Teri Traaen
Tap Into Talent Retention

Steve Vermette - National Public Sector Practice Leader, Colonial Life

The focus of building a stable, sustainable workforce is often placed on recruiting new employees more than keeping existing ones. Through practices and preferences harvested from a survey of PSHRA members, learn simple steps you can take to maximize your talent retention investment with a stronger benefits program - including how they’re procured, communicated, enrolled, and administered.

Steve Vermette
Steve Vermette
Navigating Tomorrow: Mapping State Technology Workforce Trends

Meredith Ward - Deputy Executive Director, National Association of State Chief Information Officers (NASCIO)

Attracting and retaining state government IT workforce has been a challenge for many years now, and making several appearances on the NASCIO State CIO Top 10. Will the advent of generative artificial intelligence, or GenAI, change that, if at all? Will changes to the way we work brought on by the Pandemic have lasting effects or will state technology work “go back to normal?” This session will address those questions and give recommendations on how states can attract and retain the best and most qualified state technology workforce of the future.

Meredith Ward
Meredith Ward
AI and Generative AI Views Among the PSHRA Membership

Adam Williams - Chair and Associate Professor, Nova Southeastern University

Travis Bland  - Interim Dean, College of Health, Science and Technology, University of Illinois Springfield

This session investigates the relationships between the use and views of artificial intelligence (AI) and generative AI tools and the impact on work functions and organizations, including collaboration, daily tasks, efficiencies in recruitment and selections processes, for example. Additionally, we seek to identify the outlook for PSHRA, its membership and professionals in public sector HR. To achieve this, a survey instrument was sent to the broad PSHRA membership with a number of follow-up interviews and focus groups for thematic triangulation. Statistical analyses to identify potential relationships while considering key demographic variables that may affect these associations were conducted along with thematic analysis on interview and focus group responses. This session presents the findings, significance, and overall practical implications associated with key takeaways.

Adam Williams
Adam Williams
Travis Bland
Travis Bland
Attracting Gen Z to the Public Sector: Best Practices from NJ Transit

Valerie Workman - Chief Talent Engagement Officer, Handshake

The session will begin with a short, dynamic presentation (10 minutes) on Gen Z job and career priorities, including factors attracting Gen Z to the public sector and relevant application trends. We’ll then transition to an informal fireside chat (20-30 minutes) with Dr. Savita Lachman and Handshake Chief Talent Engagement Officer Valerie Capers-Workman, which will dive deeper into NJ Transit’s strategy, tactics, and how they’ve overcome challenges to build their successful Gen Z recruiting and development programs. The final 15 minutes will be open for audience Q&A related to any of the topics covered in the presentation and discussion.

Culture and Belonging Series

Public sector organizations face increasing demands to enhance efficiency, transparency, and innovation while cultivating an inclusive and healthy workplace. "Thrive Together: Building Inclusive and Resilient Public Sector Workplaces" is structured as a three-part program at PSHRA24, designed to build on each session, providing you with a comprehensive understanding of creating inclusive, resilient, and mentally healthy workplaces. Each session includes a presentation and interactive components to ensure practical application of the strategies discussed. 

Session One: Cultivating Inclusive and Resilient Cultures in the Workplace

Jarred D. Davis, MS, Sr. CAAP, Board Secretary & Director, City of Dallas

This session will explore the foundations of an inclusive and resilient workplace culture, the importance of inclusive policies, mental health awareness, and effective implementation strategies. Attendees will learn how to create a culture that values diversity, promotes wellbeing and fosters a sense of belonging amongst employees.