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Summit Day One: June 8, 2004

Track A: Show Me the Measures: Create quality performance measures to drive program results within your agency

Track B: Employee Performance Management: Set performance expectations and goals for individuals to channel their efforts towards achieving organizational objectives

7:30 Registration & Continental Breakfast

8:30 Welcome to Anaheim: Mayor Curt Pringle
Mayor of the City of Anaheim, will deliver remarks to open the 2004 Government Performance Summit West. A former Speaker of the California State Assembly, Mayor Pringle was elected to Anaheim's top job in November 2002.

Keynote Address: Performance Management in the Federal Government: Developing Strategies to Improve Agency Performance
The President’s Management Agenda is not five independent initiatives, but a coordinated approach for improving the way the federal government is managed. That coordination extends to departments and agencies, which must implement an integrated strategy to be successful. Sean O’Keefe, NASA Administrator, has made it clear at all management levels that successfully implementing the five management initiatives are of great importance. Listen to Sean O’Keefe as he explains how NASA created an internal scorecard with the OMB status and progress scores in each of the five areas of the PMA.
Honorable Sean O'Keefe, Administrator, NASA*

9:15 Leadership Panel: Moving Towards a Performance-Based Government: Progress, Lessons Learned, Challenges and Next Steps
With the move towards institutionalization of performance management at the state and federal level, government organizations has a strong commitment to improving performance. Through increased commitment to performance, agencies are identifying and implementing their own strategies to improve organizational results. This roundtable discussion will discuss the future of performance management in government by highlighting all five initiatives of the Presidents Management Agenda, their strengths and the future areas of improvement for agencies and mangers in communicating and implementing change.
Carl DeMaio, President, The Performance Institute
Dr. Adrian Moore, Executive Director, Reason Public Policy Institute
Michael B. Styles, President, Federal Managers Association

10:45 Break & Refreshments

11:00 Track A: Show Me the Measures!
Devising, Implementing and Measuring Customer Service Programs
- Identify the products and services delivered by your organization and assess the customer service role
- Overcome common customer service challenges and create a truly citizen-centric environment in your department
- Develop measures and strategies to identify, improve and manage the customer service function
Quentin Wilson, Commissioner, Missouri Higher Education Department

Track B: Employee Performance Management
Establishing Employee Performance Plans and Measures
- Identify the steps of the performance planning process and common managerial pitfalls
- Improve employee performance by implementing an effective system of accountability
- Channel employee strengths into office success through employee performance plans
Lou O’Boyle, Senior Fellow, The Performance Institute

12:00 Keynote Luncheon: Tales from the Front Line of Government Reform: A View from the Legislative Trenches
During 19 years in the state legislature, and most recently as a candidate for governor in California’s historic recall election, State Senator Tom McClintock has become one of the most recognizable political leaders in California. In 2000, McClintock was elected to the California State Senate, where he developed innovative budget solutions such as the Bureaucracy Reduction and Closure Commission and performance-based budgeting, and to advocate for restoring California’s public works. Listen to Tom McClintock as he discusses California’s economy and what the legislature is doing to eliminate government waste.
The Honorable Tom McClintock, State Senator, California*

1:00 Track A: Show Me the Measures!
Measuring Organizational Excellence within an Agency
- Develop effective strategies for determining performance measures that evaluate program progress
- Utilize performance measures to identify program success
- Monitor and communicate program effectiveness by using strategies that collect and report program data
Roger Glickson, Chief, Performance Management Division, Performance, Analysis & Evaluation Office, Defense Intelligence Agency

Track B: Employee Performance Management
Developing Employee Performance Measures
- Establish rules, regulations and processes for employee evaluation and feedback
- Provide frequent feedback on employee performance and what must be demonstrated as successful performance
- Clearly describe what your employee needs to do in order to be successful and meet agency needs
Bob Lavigna, CPS Human Resource Services, TSA HR Outsourcing Contract Program Manager, IPMA-HR President

2:00 Track A: Show Me the Measures!
The Logic Model Approach to Developing Performance Measures on a Program Level
- Establish clearly defined end-and intermediate-outcomes to plan, manage and measure for results
- Develop common performance measures which communicate your programs internal and external priorities
- Promote good management by using measures to monitor program performance
Rita Conrad, Senior Policy Analyst, Oregon Progress Board

Track B: Employee Performance Management
Counseling and Correcting Employee Performance
- Provide an opportunity for you and your staff members to have an open dialogue regarding expectations, priorities and goals
- Develop a plan to improve and encourage communication among employees and their supervisors
- Assist employees and supervisors in identifying future performance goals and objectives
Rachel Taylor, Co-Coordinator EEO Officer, Defense Contract Audit Agency

3:00 Break & Refreshments

3:15 Track A: Show Me the Measures!
Managing Performance Using Cost-Efficiency Measures
- Determine the cost-per-unit output measure to communicate agency return on investment
- Track workload measures to ensure that activities are being conducted in a cost-efficient manner
- Align program outputs to agency strategies to illustrate impact of cost-efficient products and services
Jim Chrisinger, Policy and Strategic Planning Director, State of Iowa Management Department

Track B: Employee Performance Management
Enhancing Employee Performance through Agency Mission
- Identify a clear brand related to agency mission that markets to internal and potential employees
- Consider an agency-wide “call-to service” campaign to develop a unified approach to employee performance
- Develop agency wide strategies to market your performance plans and to communicate effectively with employees
Anne Marie Acton, Director, Central Office of Human Resources, General Services Administration

4:00 Track A: Show Me the Measures!
Developing Outcome-Oriented Performance Measures
- Identify performance measures that act as indicators against agency goals
- Align programmatic outputs to outcome orientated goals and measures
- Create performance measures to serve as an aid to inform management decisions
Ted Knicker, Evaluation Staff Chief, Office of Policy and Evaluation, Department of State

Track B: Employee Performance Management
Leadership and Succession Planning
- Establish a process that recruits employees, develops their skills and prepares them for advancement while ensuring a return on investment
- Identify and track high-potential employees for leadership positions
- Design strategies to aggressively recruit, evaluate and retain quality senior managers
Sally McKeag, Chief Deputy Director, Employment Development Department, State of California

4:45 Adjourn Day One

*Invited