January 30-31, 2013 Houston Hilton Post Oak

Houston, TX

People in Health CareFrom Volume to Value with Talent In Mind

3rd

Ann

ual

The Supreme Court’s ruling on The Affordable Care Act has the healthcare industry undergoing some massive transformations. A significant amount of this change is already under way as providers and practitioners strive for “healthcare’s new normal.” With a new focus on value-based care as opposed to volume-based care, talent executives are charged with a monumental task as they work to position themselves as facilitators of this change.

This year’s People in Heath Care conference will address all the changes your organization is facing in light of reform and their implications on your talent. Discover how you can equip your organization with the right talent and effective leaders in the face of reform. Focused sessions will address HR’s strategic role during these changes, effective leadership at all levels, recruiting for “the new normal,” and tapping into development as a means of engagement.

People in Health CareFrom Volume to Value with Talent In Mind

3rd

Ann

ual

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NetworkingNetwork with Speaker Faculty and Event Participants including:C-Suite Executives, CHRO, VP HR, SVP HR, COO, CFO, Director, Deputy Directors, Managers and Team Leaders with responsibilities in:

» Human Resources » Talent Management » Performance Management » Talent Acquisition & Recruitment » Engagement & Retention » Leadership Development » Corporate Culture » Human Capital Strategy » Organizational Development » Learning & Development

TMA strictly enforces an attendance policy to guarantee the best possible experience for our speakers and attendees. TMA maintains a 70/30 split between practitioners from end user companies and vendors that provide talent management and recruitment solutions. www.the-tma.org

Talent Management

The TMA Difference

• Kim Dorer, MPA, SPHR, Spectrum Health University, Spectrum Health System• Michael Tatelbame, Regional Director, Human Resources, Kindred Healthcare• Mickey Donnelly, Director of Talent Development, M.D. Anderson Cancer Center• Douglas Dorman, SPHR, FACHE, VP, Human Resources, Greenville Hospital System• Lisa Dyson, Director, Talent Acquisition, Trinity Mother Frances Hospitals and Clinics• Pat Patton, RN, MSN, FCN, Vice President, Clinical Leadership Development, Catholic Health Initiatives• Scott Agostini, Human Resources Director, Magee Rehabilitation Hospital• Daniel Gandarilla, MBA, M.Ed, Director, Strategic Organizational Development, Center for Learning &

Career Development, Texas Health Resources• Theresa Mazzaro, RN, CHCR, Workforce Planning Consultant, Nursing, PeaceHealth Center of Expertise:

Work Force Planning & Talent Acquisition• Bill Glaves, HR Business Partner, Children’s Hospitals and Clinics of Minnesota• Mary B. Kilmer RN MM MBA, NA Senior Director, Oracle Healthcare IBU• Sushma Aggarwal, Director of Organizational Effectiveness, Center for Learning & Career Development,

Texas Health Resources• Jill Schwieters, President, Pinstripe Healthcare• James Ostmann Sr., Chief Nursing Officer, Prophecy Health• Marcia Telthorster, VP Human Resources, Princeton HealthCare System• Robert Fortney, MS, RN, CNRN, NE-BC, Director Musculoskeletal & Neurosciences, Neuro Testing and

Sleep Center, Northwestern Memorial Hospital• Pat Travis, Director, Organizational Development & Training, UT Southwestern Medical Center• Katherine Reeves, SPHR, VP, Human Resources, Fauquier Health System• Lisa Mack, Director, Baptists Memorial Health Care• Bill Wiseley, Recruiting Manager, Bayada Home Health Care• Jon Monigan, iCIMS Senior Soultions Consultant, Heathcare • Julie Fletcher, SVP, Human Resources, AMN Healthcare• Paul Helm, Jr., Vice President, Talent Acquisition & Staffing, Golden Living• Gloria Foust, Sourcing Executive, Purchased Services, Novation• Eileen Brown, Director of Human Resources, Vanguard Health Systems• Melissa Polly, MBA, Marketing Director, AMN Healthcare

Speaking Faculty Includes:

Advisory Board:• Joseph Cabral, SVP and Chief Human Resources Officer, North Shore-LIJ Health System• Jim Dunn PhD, DHA, Executive Learning Officer, Office of Learning and Performance Development, Cleveland

Clinic • Brian Silva, SVP, Human Resources and Administration, Fresenius Medical Care NA (People in Health Care

2013 speaker)• Marlo Derksen, Director, Leadership & Organization Effectiveness, Centura Health System• Ed Oxford, SVP, Chief Talent Management Officer, Banner Health• William M. Behrendt, PhD, VP, Human Resources, UT Southwestern Medical Center (People in Health

Care 2013 speaker)• Manoj Pawar, MD, VP Clinical Operations & Physician Leadership Development, Catholic Health

Initiatives (People in Health Care 2013 speaker)

8:00 am – Registration

8:30 am – Opening Remarks

8:45 am – A Roadmap to HR and Organizational Success: The Baldridge JourneyBill Glaves, HR Business Partner, Children’s Hospitals and Clinics of Minnesota

With all of the change happening in healthcare today, it is more important than ever that HR be a strategic partner helping their organization succeed and sustain that success over time. If you could have access to a thoroughly researched and validated set of principles that, if practiced, would lead to HR success, and the success of your organization, would you want to hear more?

In this session, we will talk about using the Baldrige Health Care Criteria for Performance Excellence as a roadmap to HR success and the success of your health care organization. You will learn how to use the criteria to build and improve HR processes, gain or validate HR’s seat at the table, and leave with ideas and tools to get started back home.

Session Takeaways: » Learn how the Baldrige Health Care Criteria items related to your workforce climate and engagement link to

senior leadership, strategic planning and overall organizational success » Identify specific strategies and actions that can be used to incorporate the Baldrige workforce focus criteria

into your HR processes and you’re your organization’s strategic plan » Share best practices with hospital leadership and HR leadership and staff.

9:45 am – Contingent Workforces- Can They Work In Healthcare? : Strategic Ways to Utilize Contingent Workforces in a Changing EnvironmentSponsored by AMN HealthcareSpeaker: Melissa Polly, MBA, Marketing Director, AMN Healthcare Moderator: Julie Fletcher, SVP, Human Resources, AMN HealthcarePanelists: Theresa Mazzaro, RN, CHCR, Workforce Planning Consultant, Nursing Work Force Planning & Talent Acquisition, PeaceHealthPaul Helm, Jr., Vice President, Talent Acquisition & Staffing, Golden LivingGloria Foust, Sourcing Executive, Purchased Services, NovationEileen Brown, Director of Human Resources, Vanguard Health Systems

With the economy not exactly bouncing back from the recession, organizations need to be strategic with their workforce staffing and examine all avenues available to them. Contingent workforces are just one of the options that can help organizations through this rough patch. But where do you start? Which roles do you outsource and for how long? With the sensitivity involved in the healthcare and its patients, executives must carefully evaluate critical roles so they can make an informed decision. Join this session as industry leaders and experts share the most strategic ways to utilize contingent workforces.

Session Take-Aways: » Learn best practices related to the use of agency staff and the best way to engage vendors in a model that

provides the most value the organization » How to get the most value from the use of contingent labor from cost alignment and savings to operational

efficiency » How changes in the healthcare environment, from economic drivers to a new regulatory environment, drive

effective utilization of contingent labor

Main Conference Day 1 – January 30, 2013

10:45 am Morning Networking Break

11:15 am – Human Resources and Lean: Talent strategies to support a high performance cultureTed Kinney, Senior Consultant, Select InternationalLisa Zankman, Senior Vice President of Human Resources, Beth Israel Deaconess Medical CenterSponsored by Select International Organizations often miss the lifeblood of process improvement initiatives – the human resources strategies that help build a LEAN, high performance culture. Building a high performance culture takes more than just process changes. It requires focused efforts to build a workforce suited to succeed. Moving an organization towards a LEAN culture is a perfect example. Beth Israel Deaconess Medical Center, the teaching hospital for Harvard Medical School, has taken a unique approach to laying the cultural groundwork for their LEAN transformation including a focus on selection strategies that target specific behavioral competencies.

Session Takeaways: » Learn how to identify and define the behavioral

competencies that will support your culture. » Learn how to select and promote staff and

employees who fit the organization’s vision. » Learn how to drive organization-wide buy-in for

culture change, and a new approach to selection, at all levels.

11:15 am - What’s In a Physician Leader?Manoj Pawar, MD, VP Clinical Operations & Physician Leadership Development, Catholic Health Initiatives

The role that physicians are required to take on now are very different from that which they took on fifteen or twenty years ago. Even the role of CMO has changed from a passive liaison between physicians and the business to an accountable executive, responsible for setting and achieving goals. This new expectation to perform is not an easy task, and physicians will need assistance to help them become the much needed leaders of the industry. In this session we will discuss and define physician leadership and the development tools needed to get physicians leading!

Session Takeaways: » Learn how mentoring and coaching can be used to

develop leaders at the physician level » Learn the frameworks needed to create and

implement a leadership program at the physician level

Main Conference Day 1 – January 30, 2013

12:00 pm Luncheon

1:00 pm – The New Learning Healthcare System: How Learning Supports Talent Management and More Accountable Care DeliverySponsored by Oracle Panel Moderator: Mary B. Kilmer RN MM MBA, NA Senior Director, Oracle Healthcare IBUMickey Donnelly, Director of Talent Development, M.D. Anderson Cancer CenterSushma Aggarwal, Director of Organizational Effectiveness, Center for Learning & Career Development, Texas Health Resources

In this panel, executives will share the challenges and rewards they face using Learning beyond the “Annuals” and in support to the new healthcare delivery models. This includes Pay For Performance for Quality and HCAHPS measures and payments. This also includes a discussion of the political and organizational issues in insuring the learning management system meets differing departmental needs and challenges. Additionally, this panel will discuss how organizations can use learning to optimize talent management and organizational development. The panel will also discuss how learning can support patient, physician, and community education to support an accountable care focus.

1:00 pm – Aligning Development With StrategyMichael Tatelbame, Regional Director, Human Resources, Kindred Healthcare

Preparing managers for the next level in their career is often overlooked by organizations and tends to happen by chance rather than systematically. Learn how Kindred Healthcare has successfully identified and prepared high performing/high potential nurse managers for the next step in the career growth through its Executive Nurse Leadership Program.

In Kindred’s “Grow Our Own” program, individuals are selected to learn new skills through classroom training, department rotations and developmental assignments with support and guidance from Human Resources and senior leadership to reach their potential. Discover how Kindred’s program has resulted in high retention of key managers and has allowed the organization to take a systematic approach to promote from within. Session Takeaways:

» Process used to identify Kindred’s leadership competencies

» Tools used to assess nurse leadership talent » Program design of this 12-month leadership

development/succession planning program » Research across industries on promoting mangers

from within vs external hiring

Main Conference Day 1 – January 30, 2013

Sponsorship OpportunitiesEvery solution provider has different goals. With TMA, sponsors can have a package that best fits their budget and aligns with their goals. To discuss custom packages, please contact Morsell Allison at 888-339-9599 x588 or email Morsell.Allison@the-tma.org. There is also the alternative to choose from a pre-packaged sponsorship menu.

2:00 pm – Behavioral Interviews + Patient Loyalty/HCAHPS Surveys = Excellent HiresTheresa Mazzaro, RN, CHCR, Workforce Planning Consultant, Nursing, PeaceHealth Center of Expertise: Work Force Planning & Talent Acquisition

Take your organization’s recruitment process to the next level with this informative presentation on how Recruitment can affect the bottom line of Healthcare Reimbursement (through HCAHPS Survey), give the patient an excellent experience, and increase employee engagement…all by how you hire!

Session Takeaways: » Gain the ability to distinguish how recruitment can

partner with leadership to hire top quality staff to positively affect HCAHPS scores.

» Discover how your organization can increase patient loyalty through hiring practices.

» Learn how to employ patient satisfaction surveys and target HCAHPS surveys in a behavioral-based interview format.

» Discover how to engage current staff in the selection process, creating accountability and success for the team.

2:00 pm – Working Smart in the “New Normal”: Eliminating Guesswork with an Educational Needs AssessmentPat Patton, RN, MSN, FCN, Vice President, Clinical Leadership Development, Catholic Health Initiatives

Studies confirm organizations with a higher percentage of BSN-prepared nurses have better patient outcomes. Not surprisingly, the 2010 Future of Nursing report issued by the Institute of Medicine (IOM) urged a significant increase in the number of nurses with baccalaureate degrees. This “new normal” will demand healthcare leaders use innovative and efficient strategies to sustain a highly trained and educated workforce.

In this session, participants will learn the results of a comprehensive educational needs assessment (N = 4,500) conducted by a large healthcare system and an educational service partner. After receiving background information about study’s purpose, methodology, and key findings, healthcare leaders will break into interactive small groups to develop 60 to 90-day action plans to encourage healthcare employees to further their education.

Session Takeaways: » Identify cost effective strategies to quickly identify

employees who want to return to school » Discover the top 3 barriers holding healthcare

employees back from earning their college degrees

» Develop a 60 to 90-day action plan to jumpstart your educational initiatives

3:00 pm – Afternoon Networking Break

Main Conference Day 1 – January 30, 2013

3:30 pm – Panel Discussion: HR Technology in Healthcare – How to select, implement, and leverage an Applicant Tracking System for the healthcare industrySponsored by iCIMSModerator: Jon Monigan, iCIMS Senior Soultions Consultant, Heathcare Panelists: Lisa Mack, Director, Baptists Memorial Health Care Bill Wiseley, Recruiting Manager, Bayada Home Health Care

Focused on the selection, implementation, and day-to-day deployment of an Applicant Tracking System, panelists will share their experiences in leveraging a technology solution that meets and exceeds the needs of the ever-changing health care HR industry. Additional themes include: Reporting on Health Care Metrics and Trends and the Future of HR Technology in Health Care. The interactive discussion features panelists, Bill Wiseley, Associate Director, Bayada Home Health Care and Lisa Mack, Director, Baptists Memorial Health Care - and will be moderated by iCIMS’ Senior Solutions Consultant – Health Care, Jon Monigan.

3:30 - Workforce Planning Strategies that Drive Business Results Kevin Rutherford, Chief Talent Officer, TalentLeap

Examines contrasting workforce planning frameworks that can be applied and implemented within organizations to best deliver on business strategy. Find what works best for your industry, business niche, people, culture, and the timing of your workforce planning journey.

After this session, the attendee will be able to: » Understand how various Workforce Planning

Models can impact execution of business strategy » Discuss the key human capital risk variables and

metrics necessary to create a workforce capable of delivering on the organization’s business strategies.

» Use a diagnostic tool to determine what model is best for their company based on current/future business strategies

4:15 pm – The Impact of Holistic Assessments on Talent Acquisitions: A Healthcare Success StorySponsored by Prophecy HealthJames Ostmann Sr., Chief Nursing Officer, Prophecy HealthKatherine Reeves, SPHR, VP, Human Resources, Fauquier Health System

With reimbursement tied so closely to patient experience, finding the best RNs to represent your organization is more important than ever. Prophecy assessments deliver the most holistic healthcare employment predictor in the industry. In addition to distinguishing behavior characteristics connected to high performance, Prophecy ensures clinical competency as well as soft-skills directly correlated to successful nursing practice.

4:15 pm – Leadership Development: Creating leaders in the age of “fingertip knowledge”Mickey Donnelly, Director of Talent Development, M. D. Anderson Cancer Center

The New Social Learning paradigm is shifting how people learn and interact. Technology has finally caught up with the educator’s imagination, and we are seeing the increasing use of social media and community building to embed learning in actual work. In this session we will explore several examples of a social learning environment, how we created and launched it, and what results we are seeing. Mickey will show and discuss three different communities he has helped build at The University of Texas MD Anderson Cancer Center; one focused on those who want to build an internal career, one focused on the cultural competence/diversity arena, and one focused on helping new hires transition our institution.

Session Takeaways: » Learn how technology, how people use it and

the next generation are changing the way people learn and share what they know.

» Learn how to address the growing expectations of the talent you train and educate

5:00 pm – Conference Day 1 Sessions Conclude & Cocktail & Networking Reception

Main Conference Day 1 – January 30, 2013

8:30 am – Measuring Talent in “The New Normal”Sponsored by Talent PlusRobert Fortney, MS, RN, CNRN, NE-BC, Director Musculoskeletal & Neurosciences, Neuro Testing and Sleep Center, Northwestern Memorial Hospital

Many organizations are undergoing a significant overhaul as they move to patient-centered accountable care. In addition, organizations are grappling with how to select the talent they need. With legislation calling for healthcare organizations to move in the direction of accountable care, what is the strategic role of the nurse executive and HR in this change? What is the new measurement of success for talent in “the new normal? How does individual accountability fit with accountable care in this new paradigm? This session explores one organization’s journey of resistance and change in implementing innovative methods for measuring talent.

9:30 am – Pipeline Programs: From Vo Tech to Med SchoolDouglas Dorman, SPHR, FACHE, VP, Human Resources, Greenville Hospital System

In 2010, the American Hospital Association published a landmark report, Workforce 2015: Strategy Trumps Shortage. See what Greenville Hospital System has done to assure a long term pipeline of technicians and professionals through innovative partnerships with high schools, vocational-technical colleges, universities, and more. By focusing on long term workforce development, GHS is increasing its workforce diversity, assuring better job fit between tomorrow’s workforce and tomorrow’s job opportunities, and growing the talent pool for a wide variety of professions. As the demand for healthcare increases as a result of aging baby boomers at the same time enormous numbers of healthcare professionals are retiring, healthcare delivery must evolve and we need to have the workforce prepared to adapt.

Session Takeaways: » Examine best practices in networking with existing educational institutions » Avoid common pitfalls by examining lessons learned » See what research tells us about the workforce impact as the delivery of healthcare evolves technically,

economically, and socially.

10:30 am – Morning Networking Break

11:00 am – Beyond Clinical Excellence: Required Skills After Healthcare ReformSponsored by Pinstripe HealthcareJill Schwieters, President, Pinstripe HealthcareMarcia Telthorster, VP Human Resources, Princeton HealthCare System

Value-based healthcare is transforming the professional profiles of the individuals delivering and orchestrating the care. Forward-looking organizations are examining how they attract talent that has both clinical excellence and has the necessary skills to thrive in a value-based industry. Reform demands a workforce that is: passionate & engaged, patient-centered, technology-savvy and, overall, highly adaptive to change.

12:00 pm – Luncheon

Main Conference Day 2 – January 31, 2013

1:00 pm – Making Order Out of ChaosKim Dorer, MPA, SPHR, Spectrum Health University, Spectrum Health System

In a growing health system that contains a hospital group, insurance company and medical group, it’s easy to see why multiple approaches to leadership development might exist. Learn how a new direction caused the complete teardown of “what was” and the genesis of “what will be” through the creation of Spectrum Health University – in only 8 months!

Session Takeaways: » Learn how challenges common to all health care environments were addressed – where we were and what we

did about it » Discover why internal community building is equally as important as learning agility and business acumen » Recognize why support beyond endorsement from senior leaders will guarantee (or hinder) your success

1:45 pm– Coaching for Leadership DevelopmentWilliam M. Behrendt, PhD, VP, Human Resources, UT Southwestern Medical CenterPat Travis, Director, Organizational Development & Training, UT Southwestern Medical Center

In this session Dr. Behrendt will share how UT Southwestern has integrated coaching into the leadership development process for faculty and staff in an academic medical center. Dr. Behrendt will also discuss the steps needed for organizational “buy-in,” while addressing the specific leadership development programs UT Southwestern offers to their talent, as well as their outcomes.

Session Takeaways: » Learn why training alone is not sufficient to develop leaders; coaching and ongoing feedback are essential » Learn more about the inaccurate perceptions of coaching and the critical “buy-in” process » Learn ways to integrate coaching into the leadership development process and strengthen the outcomes for

the individual and the organization.

2:30 pm – Afternoon Networking Break

Main Conference Day 2 – January 31, 2013

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Event Organizer

3:00 pm – Hire for Culture, Train for SkillsLisa Dyson, Director, Talent Acquisition, Trinity Mother Frances Hospitals and Clinics

In the ever changing healthcare industry it now more important than ever to acquire top talent that is aligned with your organization’s philosophy and culture. In this session, Lisa Dyson will share best practices Trinity Mother Frances Hospitals and Clinics has infused into their branding, recruitment and selection process for acquiring top talent that is aligned with their organization’s culture. Join this session and make sure that you are bringing the right people into your organization while keeping misfit talent at bay.

Session Takeaways: » Learn the steps to define, interpret, measure,

align and analyze your corporate culture » Learn how to increase quality of hires

3:00 pm – HR Service Center Implementation Brian Silva, SVP, Human Resources and Administration, Fresenius Medical Care NA

During this session, the opportunities and hurdles associated in delivering outstanding Human Resources Services through a Service Center model will be discussed. Using best practices, we’ll review the business case for championing a HR Service Center, potential benefits and related expenses, assessing the organizations readiness for change, department design issues, implementation issues, and technology considerations. Finally, a case study of Fresenius’ Human Resources Service Center’s two year journey to support its 55,000 employees in over 2000 locations will be discussed.

Main Conference Day 2 – January 31, 2013

Main Conference Day 2 – January 31, 2013

3:45 pm – Better Metrics, Better DecisionsScott Agostini, Human Resources Director, Magee Rehabilitation HospitalMetrics are an important part of your recruitment process, especially in an industry focused on patient care and services. Metrics get attention in Healthcare and drive many decisions. What metrics can you use to help bring in the best people to care for your clients? What other things can metrics do for recruiters and HR Professionals? Let’s go beyond trying to show our value so we can ‘get a seat at the table! Metrics need to enable us to help our organizations make the best hiring decisions and achieve its objectives. Metrics can also make evident the other issues that can impact talent acquisition efforts and therefore help you manage your actions. All these things and more will be addressed in this session focused on using metrics to maximize your recruitment efforts.

Session Takeaways: » Learn how to go beyond the normal recruiting

metrics. » See how metrics can illuminate other issues

impacting hiring. » Discuss how your metrics can be qualitative as

well as quantitative.

3:45 pm – Strategic Alignment & Organizational Impact: A Measurement Model Daniel Gandarilla, MBA, M.Ed, Director, Strategic Organizational Development, Center for Learning & Career Development, Texas Health Resources

No one doubts the power of education, but proving its effectiveness to top leadership is critical to earning the role of “business partner” in any organization. Learn how the Center for Learning and Career Development (C4L) at Texas Health Resources has developed an internal audit to reflect on its practices, goals, and strategic activities. This alignment has led to an increase in quantifiable data to justify and support program extensions, as well as enable the department to understand their true impact on the organization. The growth of information has also led to the ability to compare courses and experiences for leadership, while improving the feedback loop for its courses.

Session Takeaways: » Learn how the framework of measurement and

evaluation will increase buy in from your staff. » Learn how to choose the appropriate data which

will demonstrate impact on your bottom line. » Learn how the value of data will provide

opportunities for feedback across multiple areas.

4:30 pm – Conference & Day 2 Sessions Conclude

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Main Conference Only $750 $995

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Make Checks Payable in US Dollars to:Talent Management Alliancere: People in Health Care485 7th Avenue, Suite 1680New York, NY 10018

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Payment Policy: Payment is due in full at the time of registration and includes lunches and refreshments. Your registration will not be confirmed until payment is received and may be subject to cancellation. Please go online to: http://bit.ly/pADvji to view our cancellation policy.

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Venue InformationHilton Houston Post Oak2001 Post Oak Blvd., Houston, Texas, 77056-4401

The Hilton Houston Post Oak hotel boasts an ideal location just one block from The Galleria Mall in the center of the uptown business district of Houston. Enjoy easy access to numerous corporate headquarters and George Bush Intercontinental (IAH) and Houston Hobby (HOU) Airports, only 30 minutes away. Discover Houston with the hotel’s complimentary shuttle service within three miles of the hotel or relax by the rooftop pool with spacious sundeck and covered patio.

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