Day 1, Monday, March 28

THEME: WHY INVEST IN TALENT MANAGEMENT?

NOON-1:00 PM
Registration

1:00-1:30
Welcome and Introductions

1:30-2:30
Why Invest in a Talent Management Program?
Jerry May has been a vice president for development for 20+ years. Carrie Pelzel has been in the business for 20+ years. They both strongly believe in recruiting the best talent and investing in your people. Seven years ago May created a formal talent management position at Michigan and Pelzel invested in the people and the programs that support them. In this session, presenters will share why they choose to invest in talent management, articulate what they expected to gain from this investment and talk about whether the investment has in fact met their expectations.
Speakers: Jerry A. May, Vice President for Development, University of Michigan; and
Carrie Pelzel, Senior Vice President, Dartmouth College

2:45-3:45
Bringing Your Leadership's Talent Management Vision to Life
Chrissi Rawak came to Michigan to build a talent management program. Learn how she took Jerry May's vision and combined it with her own experience to build one of the leading talent management programs in country. Ann Root Keith implemented Carrie Pelzel's talent management vision. Learn how both leaders are able to execute the vision successfully.
Speakers: Chrissi Rawak, Assistant Vice President, Talent Management and Development Operations, University of Michigan; and Ann Root Keith, Chief Operating Officer, Dartmouth College

4:00-5:00
Gaining Buy In: How to Make the Case to Invest to Your Boss/President
At a time like this, one of the most frequently asked questions are how you make the case for support of a talent management program. Why shouldn't we take our resources and invest it in a true revenue-generating function? Our panel of experts will discuss how they make the case/justification to their presidents and the metrics they use to justify their investment.
Speakers: Ann Root Keith, Chief Operating Officer, Dartmouth College; Jerry A. May, Vice President for Development, University of Michigan; Carrie Pelzel, Senior Vice President, Dartmouth College; and Chrissi Rawak, Assistant Vice President, Talent Management and Development Operations, University of Michigan
Moderator: Jon Derek Croteau, Senior Consultant, Witt/Kieffer

5:00-6:00
Networking Reception 

6:00
Conference Adjourns for the Day
Dinner on your own

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Day 2, Tuesday, March 29 

THEME: HOW DO YOU INVEST IN TALENT MANAGEMENT?

8:30-9:30 AM
Continental Breakfast Breakouts
Discuss key talent management issues over breakfast. We will take your requests on the first day of the conference and dedicate tables to the most requested topics. You will have the opportunity to visit more than one table and hear from our talent management industry leaders.

9:30-10:45
Building Your Talent Pool: Your Pipeline to Success
Good retention and talent management begins with strong recruiting. Scott Nichols has worked closely with his talent management team to expand the development and alumni relations staff to prepare for an upcoming comprehensive campaign. The days of the "post and pray" are over. Learn how this division has taken a proactive approach to building a pipeline of talent and how they found success in filling key positions for the campaign. Find out how the division is assessing talent to ensure the new hires are great fits with the organization and can get the job done.
Speakers: Scott Nichols, Vice President for Development, Boston University; and Amy Bronson, Director of Recruitment and Training, Boston University

11:00 AM-12:15 PM
On-boarding and Orientation
At the completion of the recruitment process, many managers are excited and relieved to have hired a talented individual. What managers forget, however, is that one of the most important aspects of human capital management remains; successfully bringing the new employee into your organization and ensuring their success through their orientation process. First impressions with new organizations are just as important as first impressions with individuals. An on-boarding and orientation program is absolutely critical. Forty seven percent of staff turnover occurs within the first 90 days of employment. The on-boarding process is critical because first impressions make a lasting impression. The first few days at a new job set the tone for the employee feeling valued; it's more than just sitting someone down in their office. Discuss the three key phases of the on-boarding process and find out how it was implemented at Carnegie Mellon University.
Speaker: Jon Derek Croteau, Senior Consultant, Witt/Kieffer

12:15-1:45
Lunch: A Story from the Field
Darrow Zeidenstein was one of the first vice presidents for development to create a culture and a position focused on talent management. He and his team were instrumental in building momentum for the movement across the country. During this lunch plenary session, Zeidenstein will share his story of creating the program, seeing it come to life and what the returns of the investment have been. His talent management officer recently took on a vice presidential position outside of the institution. Listen as Zeidenstein describes how the departure of this person raised thoughtful issues on how to maintain a robust talent management competency within his division.
Speaker: Darrow Zeidenstein, Vice President for Resource Development, Rice University

1:45-3:00
Investing in the Development of Your Staff: Learning Programs and Talent Excellence
Robin Sober, director of organizational effectiveness at the University of Michigan's Development Office, leads the learning and professional development for their team of over 400 staff members. In this session, Sober will focus on the importance of investing in the professional development and training of your team to ensure you get the most out of your greatest asset—your people. One of the major reasons why people stay in their positions is the professional development those positions afford them. Additionally, we know that the relationships between staff and manager are one of the main reasons why people either stay or leave a job. Sober will speak about U-M's approach to creating effective learning programs, investing in staff and helping managers be stronger leaders.
Speaker: Robin Sober, Director of Organizational Effectiveness, Office of University Development, University of Michigan

3:15-4:30
Building Future Leaders: A Guide to Strategic Succession Planning
Amy Rueda and Chrissi Rawak team up in this session to talk about the importance of building future advancement leaders, not only for the sustenance and continuity of your own development program, but also for the profession. They will discuss the ways in which they have found success in building a pipeline of leaders. Succession planning is not only about a line of successors to leadership positions, but it is also the strategy of ensuring those in the middle and upper management roles have the resources and tools to gain the skills and experiences they need to be successful leaders in the future.
Speakers: Chrissi Rawak, Assistant Vice President, Talent Management and Development Operations, University of Michigan; and Amy Rueda, Director, Strategic Talent Management, University of California, Los Angeles

4:30-5:15
Beverage Breakouts with Leaders from the Field
Join a leader from the field of strategic talent management for a small group discussion and question and answer period to discuss the topics of the day.

5:15
Conference Adjourns for the Day
Dinner on your own

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Day 3, Wednesday, March 30

THEME: WHAT IS THE RETURN ON THE INVESTMENT?

8:30-9:30 AM
Continental Breakfast

9:30-10:30
How, Why, and What was the Impact?
Allen Peckham serves as the chief development officer for one of the largest health care systems in the country, with development operations raising hundreds of millions of dollars each year. Listen to Peckham's story as to why he built a talent management function at Partners, how they have implemented the program with multiple locations and disparate missions, and learn what the impact has been so far for the entire system.
Speakers: Allen Peckham, Chief Development Officer, Partners Healthcare, Inc. (Including Brigham and Women's Hospital, Massachusetts General Hospital, McLean Hospital, etc.) and Betsy Rigby, Director of Development, Partners Healthcare System

10:45-11:45
Return on the Investment: Leaders from the Field Reflect on the Return on Their Investment in the Talent Management Function
Now that you have learned why leaders have invested in strategic talent management programs and how they have invested in the many areas discussed throughout the conference, Jon Derek Croteau and Chrissi Rawak will lead a candid panel discussion with some of the leaders who implemented such programs about what the return on the investment has been. Is the strategic talent management officer and his or her team really as valuable as a principal gift officer? How have they made the determination? What has the return on the investment been?
Speakers: Scott Nichols, Vice President for Development, Boston University; and Allen Peckham, Chief Development Officer, Partners Healthcare, Inc.
Moderators: Jon Derek Croteau, Senior Consultant, Witt/Kieffer; and Chrissi Rawak, Assistant Vice President. Talent Management and Development Operations, University of Michigan

11:45 AM-NOON
Closing Comments and Questions with the Co-Chairs
Speakers: Chrissi Rawak, Assistant Vice President, Talent Management and Development Operations, University of Michigan; and Jon Derek Croteau, Senior Consultant, Witt/Kieffer

NOON

Conference Adjourns

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