November 17, 2015 · Thompson Conference Center · Austin, Texas

24th human ResouRce management InstItute

Sponsored by the Texas State Human Resources Association and the LBJ School of Public Affairs at The University of Texas at Austin

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7:30 a.m. CHECK-IN and CONTINENTAL BREAKFAST (provided courtesy of CPS HR Consulting)

Opening Keynote Auditorium (1.110)

8:30-8:45 a.m. Welcome, Overview and Logistics

8:45-10:00 a.m. Status Update: EngagedShawn Utterback, Chief Experience Officer, Play Storming Group

For all of our “smart phones,” FaceBook friends, Tweets, Instagram Posts, and status updates we have somehow become disconnected. “Gallup reports 70 percent of employees are not engaged in their work including 18 percent that are actively disengaged.” Utterback will share four principals from improvisational theater that can be applied in the workplace to increase employee engagement and retention.

At the conclusion of this session, participants will be able to...• Create a safe environment for discussion of ideas and issues;• Listen to the other person’s viewpoint and honor their perspective;• Develop a consensus and gain support for the final decision;• Leverage individual and team strengths; and• Influence others to action.

10:00-10:15 a.m. BREAK

Concurrent Workshops I

10:15-11:15 a.m.

Session 1A

Room 1.110Auditorium

Legislative Update - What Did They Do and How Does It Affect You?Moderator: Donna Osborne, Chief Operations and Fiscal Officer, The Texas State Library and Archives CommissionEmily Morganti, Analyst - ERS Budget, Legislative Budget BoardKathryn Tesar, Director, Benefits Communications, Employees Retirement System of Texas

This session will include highlights from the 2015 Legislative session, including relevant bills that impacted state employees and human resource staff. Discussion will cover employment-related legislation, as well as state employee benefit-related legislation, including the implications of these changes for human resource staff. The panel will also offer guidance to HR professionals communicating benefit changes to their employees.

At the conclusion of this session, participants will be able to...• Describe two legislative changes and how implementation will affect their agency; and• Implement new laws/rules.

Session 1B

Room 2.110

Using Social Media to Attract Top TalentWill Thomson, President, Bulls Eye Recruiting

The recruiting landscape has changed. No longer can you post and pray to recruit and retain key hires within an organization. In this session we will discuss using various social media tools such as LinkedIn, Twitter, and Facebook to recruit individuals. We will discuss how to utilize your brand to attract the new talent coming into the workplace. Lastly, we will discuss how to improve your LinkedIn profile to look more attractive to prospective candidates.

At the conclusion of this session, participants will be able to...• Implement a social media recruiting policy and procedure.

24th human ResouRce management InstItute

10:15-11:15 a.m.

Session 1C

Room 2.120

Coming Full Circle: 360 FeedbackDr. Noel Landuyt, Associate Director, Institute for Organizational Excellence, The University of Texas at Austin

In an effort to strengthen and enhance the professional development of managers and supervisors in leadership roles, the use of 360 degree feedback instruments is a proven intervention and development practice assisting each individual participant and the accompanying team. 360 degree or multi-rater surveys deliver compelling information to participants focusing on job and leadership related skills necessary to successfully engage and lead the workforce. Session topics will include the benefits of 360/multi-rater instruments, meaningful development planning, and the impact of 360 processes on employee engagement. At the end of the training participants will have a context in which leadership can create a “road map” for designing a 360 process as part of developing a more effective organization.

At the conclusion of this session, participants will be able to...• Evaluate feasibility of utilizing the 360 feedback instrument for their specific organization; and• Implement a 360 evaluation process.

Session ID

Room 2.122

Speaking to InfluenceDr. Monica Scamardo, President, Variate Consulting

HR professionals are most effective when they are engaged with all levels and departments in the organization. This puts them at the table with new employees as well as with the executive team. In either of these instances, and anything in between, it is crucial for HR professionals to be prepared to influence through their communication and demonstrate their knowledge effectively so that the best decisions are made using their expertise. This session will overview the keys of communicating and listening to influence others. It will also outline the one key factor that builds credibility-- that is the ability to build, maintain, and restore trust.

At the conclusion of this session, participants will be able to...• Apply best practices for communicating clearly and concisely;• Practice active listening to influence others; and• Discuss the research-based model for acknowledging a mistake so that your credibility

is not undermined.

11:15-11:25 a.m. TRANSITION BREAK

Concurrent Workshops II

11:25 a.m. - 12:25 p.m.

Session II A

Room 1.110Auditorium

Give and Take: Attract and Retain “Optimal” Employees through FeedbackSuzyn Skaggs, Solara Performance

Feedback is an essential tool to attract and retain great employees. This session will provide techniques to use feedback effectively, efficiently, and tactfully.

At the conclusion of this session, participants will be able to...• Enhance performance and engage a workforce through feedback (from Millennials to Baby Boomers);• Provide actionable and timely feedback with diplomacy and respect; • Leverage the key drivers for workforce buy-in - owning and embracing feedback; and• Create a feedback roadmap for themselves and their team for optimal performance.

Session II B

Room 2.110

How Old Are You Anyway? The Dos and Don’ts of Successful InterviewingGary O’Neal, Director of Talent Management, Austin HR

Have you ever met or hired a person who makes a good first impression and is not a top performer? Have you ever had an interviewer decline a candidate who you know is a top performer? First impressions, gut feel, skills box checking, assessments, and other commonly used interview techniques produce inconsistent results. Yes/No voting and “I like/don’t like them” evaluations are also good indicators of a flawed interview process. Most hiring errors can be eliminated by this simple structured interview and selection process.

At the conclusion of this session, participants will be able to...• Ensure productive interview for both the interviewer and interviewee;• Apply vetting skills to avoid “bad hires;” and• Develop and implement interview and selection process.

11:25 a.m. - 12:25 p.m.

Session II C

Room 2.120

FMLA/ADA LawElizabeth Hernandez, JD, Lloyd Gosselink

This session will discuss the differences in FMLA and ADA law as well as provide information to explain these benefits to employees.

At the conclusion of this session, participants will be able to...• Recognize when it’s FMLA and/or ADA (the difference); and• Apply FMLA/ADA appropriately and explain/inform employees of their benefits.

Session II D

Room 2.122

Speaking to Influence (REPEAT of session I D)Dr. Monica Scamardo, President, Variate Consulting

HR professionals are most effective when they are engaged with all levels and departments in the organization. This puts them at the table with new employees as well as with the executive team. In either of these instances, and anything in between, it is crucial for HR professionals to be prepared to influence through their communication and demonstrate their knowledge effectively so that the best decisions are made using their expertise. This session will overview the keys of communicating and listening to influence others. It will also outline the one key factor that builds credibility-- that is the ability to build, maintain, and restore trust.

At the conclusion of this session, participants will be able to...• Apply best practices for communicating clearly and concisely;• Practice active listening to influence others; and• Discuss the research-based model for acknowledging a mistake so that your credibility

is not undermined.

12:25-1:30 p.m. LUNCH in both 2.102 and 3.102

Concurrent Workshops III

1:30-2:30 p.m.

Session III A

Room 1.110Auditorium

Incorporating Succession Planning Into Everyday PracticesSusan D. Word, SPHR, forWord Connections

Organizations today are facing the challenges of an aging workforce. The baby-boomer generation is considering retirement. Recruiting and retaining younger workers is radically different than in the past. Continued success depends on retaining workers as long as possible. In this new time, we must adapt to new generation needs and engage workers early with solid missions and career roadmaps. We must also become adept at collecting institutional knowledge when the masterful senior workforce is ready to move on.

At the conclusion of this session, participants will be able to...• Differentiate between succession planning and replacement planning;• Identify key (and obsolete) processes and positions;• Explain the importance of creating a learning organization that includes documenting procedures/

practices and capturing internalized knowledge; and• Develop workplace practices that help attract and retain younger workers.

Session III B

Room 2.110

Using Social Media to Attract Top Talent (REPEAT of session I B)Will Thomson, President, Bulls Eye Recruiting

The recruiting landscape has changed. No longer can you post and pray to recruit and retain key hires within an organization. In this session we will discuss using various social media tools such as LinkedIn, Twitter, and Facebook to recruit individuals. We will discuss how to utilize your brand to attract the new talent coming into the workplace. Lastly, we will discuss how to improve your LinkedIn profile to look more attractive to prospective candidates.

At the conclusion of this session, participants will be able to...• Implement a social media recruiting policy and procedure.

Session III C

Room 2.120

Getting to Yes, and!Shawn Utterback, Chief Experience Officer, Play Storming Group

This interactive session will create a safe space in which we will merge mediation and improv perspectives and objectives, and then focus both disciplines on “getting to yes.” Participants will also learn techniques they can teach to parties involved in mediation.

At the conclusion of this session, participants will be able to...• De-escalate a situation using at least one tool presented in the session.

1:30-2:30 p.m.

Session III D

Room 2.122

Employee Engagement at Little or No CostMark Majek, MA, PHR, SHRM-CP, Director, Operations, Texas Board of Nursing

Many believe that State or Public compensation is set in stone and we cannot engage employees with other types of benefits. Salary and Defined Benefits are not always the “carrot sticks” that attract and retain employees. Although not a defining characteristic, each generation values different benefits, many that cost little or no funds.

At the conclusion of this session, participants will be able to...• Identify three generational engagement traits; • List five employee benefits not typically used in the public sector; and• Locate three sources to collect research data to support implementing new employee benefits.

2:30-2:40 p.m. TRANSITION BREAK

Concurrent Workshops IV

2:40-3:40 p.m.

Session IV A

Room 1.110Auditorium

Talent Management: Good in Theory, Tough to ImplementDr. Elida Lee, Director for HR Organization Effectiveness, The University of Texas at AustinDr. Meredith Taylor, Director of Administrative Operations for the Enrollment and Curriculum Services, Office of the Executive Vice President and Provost, The University of Texas at Austin

Organizations today are expected to be strategic, innovative, and efficient. At the same time, state and local governments are experiencing resource and human capital challenges, increasing complexity in work, and a focus on accountability. In order to overcome these obstacles, smart organizations are turning to talent management, an integrated approach to human resources that leverages organizational strategy to drive results. Come learn more about talent management and what makes it tough to implement.

At the conclusion of this session, participants will be able to...• Define the components of talent management and their relationship to organizational strategies

and outcomes;• Differentiate between talent management and traditional human resources; and• Explain talent management within the context of state/local government and higher education.

Session IV B

Room 2.110

5 Key Coaching Skills for Employee RetentionJanet Melancon, Certified Coach and HR Consultant

Coaching in the workplace can provide significant value to help an individual assess where they are and where they want to go, to understand and eliminate barriers to more effective performance, and to develop goals based upon values and wants. Coaching differs from supervising, mentoring, and consulting and can be effectively incorporated into interactions with employees. Learn about coaching, what makes it unique and how to apply it for employee retention.

At the conclusion of this session, participants will be able to...• Describe what coaching is;• Differentiate between coaching and other forms of two-way communication;• Identify five key coaching skills;• Describe benefits of coaching; and• Apply coaching inside the organization.

Session IV C

Room 2.120

Getting to Yes, and! (REPEAT of session III C)Shawn Utterback, Chief Experience Officer, Play Storming Group

This interactive session will create a safe space in which we will merge mediation and improv perspectives and objectives, and then focus both disciplines on “getting to yes.” Participants will also learn techniques they can teach to parties involved in mediation.

At the conclusion of this session, participants will be able to...• De-escalate a situation using at least one tool presented in the session.

2:40-3:40 p.m.

Session IV D

Room 2.122

Employee Engagement at Little or No Cost (REPEAT of session III D)Mark Majek, MA, PHR, SHRM-CP, Director, Operations, Texas Board of Nursing

Many believe that State or Public compensation is set in stone and we cannot engage employees with other types of benefits. Salary and Defined Benefits are not always the “carrot sticks” that attract and retain employees. Although not a defining characteristic, each generation values different benefits, many that cost little or no funds.

At the conclusion of this session, participants will be able to...• Identify three generational engagement traits; • List five employee benefits not typically used in the public sector; and• Locate three sources to collect research data to support implementing new employee benefits.

3:40-3:50 p.m. BREAK in lobby

Closing KeynoteAuditorium (1.110)

3:50-5:00 p.m. Leading with Emotional Intelligence - Responding Not ReactingJoyce Sparks, Director, Governor’s Center for Management Development

Effective leaders typically have high IQs, extensive education, years of experience, and deep knowledge in their field. As valuable as these skills and abilities are, none of these factors predict who will be successful as a leader and who won’t. What more is needed? The answer is emotional intelligence, or EQ as it’s commonly called. Research in the EQ field has found that it is the single biggest predictor of performance in the workplace and the strongest driver of leadership and personal excellence.

At the conclusion of this session, participants will be able to...• Describe emotional intelligence;• Apply specific strategies for enhancing and managing their EQ; and • Identify practical applications for leveraging EQ in a leadership role.

5:00 p.m. Closing Remarks and Adjourn the 24th Human Resource Management Institute

We are incorporating environmental considerations throughout the meeting to minimize the impact on the environment including minimizing the use of disposable items, reducing energy consumption, using paperless technology and making informed decisions regarding catering.

Program materials that were received before the program can be accessed at:

www.utexas.edu/lbj/profdev/candt/hrmi/materials

Please note that not all presenters opted to provide materials in advance. All participants will be notified after the program when updated materials have been posted.

WComplimentary Conference Wifi Code: WP5C-9XQH-NC

How to use this code:

1. Connect to the attwifi network 2. Open your web browser 3. Click on “Use A Coupon” and enter code

Planning CommitteeThank you to the planning committee members who dedicated time and great thought to developing this program with the LBJ School:

Mark Majek, MA, PHR, SHRM-CPTexas Board of Nursing

Latha Ramachandran, MA, PHR, SHRM-CPTexas State Library and Archives Commission

Suzanne SubiaTexas Historical Commission

Help WantedWant to have a voice in the planning of the 2017 Human Resource Management Institute? Want to present? We welcome all Texas SHRA members to get involved in the development of the 2017 program. Contact the LBJ School’s Office of Conferences & Training at 512-471-0820 or LBJProfDev@austin.utexas.edu.

Credit and Evaluation FormsContinuous improvement is key to the mission of the Office of Conferences & Training at the LBJ School of Public Affairs. In furtherance of our mission, we kindly ask that throughout the day you maintain the evaluation form and provide us with constructive feedback on how we can better this program.

At the conclusion of the program, please return the completed evaluation form along with the YELLOW copy of your completed credit hours form to the registration desk.

Credit Hours

This activity, XXXXXX, has been approved for 6.50 (HR (General)) recertification credit hours toward California, GPHR, HRBP, HRMP, PHR and SPHR recertification through the HR Certification Institute. Please be sure to note the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

Food and BeveragesComplimentary refreshments will be provided for attendees during morning and afternoon breaks. Lunch is being provided by the LBJ School of Public Affairs due in part to the generosity of the institute sponsors. Please note that lunch will be held in two rooms (2.102 and 3.102) in order to comfortably accommodate all participants.

Institute Sponsors

GOLD SPONSOR

SILVER SPONSOR

PRogRam InfoRmatIon sPeakeR BIos

Elizabeth Pierson HernandezLiz is an attorney in the Employment and Litigation sections of the Austin law firm of Lloyd Gosselink Rochelle & Townsend, P.C. She provides practical advice to employers on daily employment matters such as interviewing, hiring, firing, disciplining, and drafting and implementing of workplace policies. She also defends employers in workplace discrimination, harassment, and retaliation claims, and in wage-and-hour litigation. Prior to becoming an attorney, she was a journalist in Texas and Colorado. She is a graduate of Colorado State University and St. Mary’s University School of Law.

Dr. Noel LanduytDr. Noel Landuyt is an Associate Director and Lecturer at The University of Texas at Austin’s Institute for Organizational Excellence. At UT Austin, he coordinates various research projects in the area of organizational development, customer service, leadership, supervisory effectiveness, and employee attitudinal and engagement assessments. The primary project he coordinates is the Survey of Employee Engagement, an employee assessment instrument widely used throughout Texas governmental agencies, not-for-profit organizations, and in many different types of organizations across the country. He serves as a consultant in various organizational settings such as

corrections, law enforcement, civil service organizations, non-profit, higher educational institutions, and governmental organizations. Dr. Landuyt has written and conducted presentations on the use of 360-degree evaluations, leadership assessments, organizational development, data collection methodologies, and on other topics related to human resource utilization and organizational development.

Dr. Elida LeeDr. Elida Lee is the Director for HR Organization Effectiveness. She has worked in the organization effectiveness and training field for over 15 years. As part of her current role, Elida consults and manages projects related to improving organizations in the areas of strategic planning, organization design, talent management, and leadership development. Additionally, Elida teaches classes in leadership and coaches individuals on competency development. Dr. Lee studies the evolution of jobs and organizations and applies these studies to her consulting. She recently co-published a study for the Association of Research Libraries which explored talent management strategies utilized

in research libraries. She presented at the 2014 American Association of University Professors annual meeting on the evolution of university work. Also in 2014 Dr. Lee co-presented at the College and University Personnel Association annual meeting on the power of data in organizational consulting. Elida has a doctorate of education in the area of Higher Education Administration from The University of Texas at Austin, a master’s of education degree in the area of curriculum and instruction, and a bachelor’s degree in the area of Spanish and international business from St. Edward’s University.

Mark MajekMark Majek has served as the Director of Operations for the Texas Board of Nursing (BON) for the past 28 years. His duties include oversight of finance, information technology, licensing, customer support, and publications. He serves as the sole HR Practitioner for the BON and is certified as a Professional in Human Resources from the Society for Human Resource Management. He is currently the Chair of the Small State Agency Task Force and has served as past Chair of the Texas State Human Resource Association and as a past board member of the National Council of State Boards of Nursing.

Janet MelanconJanet Melancon has been a leader in the human resources field for more than 25 years. She has worked with all levels of employees in state government, municipal organizations, and higher education. Janet is owner of Janet Melancon Associates and specializes in Personal/Professional Coaching and HR Consulting. Janet has presented training sessions and facilitations on topics such as leadership, coaching, and performance management. Additionally, she supports college students through mock interviews, mentoring, and guest speaking.

Janet’s passion is to help others unlock their potential, leading to greater satisfaction and fulfillment through skill development, self-reflection, and experiential learning. She is a Certified Master Coach (CMC) through the Center for Coaching Certification, and a Certified Facilitator with Development Dimensions International (DDI). She is also certified as a Senior Professional in Human Resources (SPHR) and a Senior Certified Professional with the Society for Human Resource Management (SHRM-SCP). Janet is a graduate of Leadership South Tarrant County and Leadership Waco. She was recognized as the Outstanding MPA Alumna for 2005 by the Department of Public Administration at the University of North Texas. Janet has a bachelor’s degree in Sociology from the University of Texas at Dallas, a master’s degree in Public Administration from the University of North Texas, and a master’s degree in Counseling Psychology from Tarleton State University.

sPeakeR BIos

Emily MorgantiEmily Morganti is an analyst at the Legislative Budget Board, which is a permanent joint committee of the Texas Legislature that develops budget and policy recommendations for legislative appropriations and completes fiscal analyses for proposed legislation. Morganti is the budget analyst for the Employees Retirement System and is responsible for the state employee benefits assignment. Morganti received her bachelor’s degree in economics from the University of California, Berkeley.

Gary O’NealWith a personal mission to help as many great hires happen as possible, Gary O’Neal is a business leader, senior recruiting professional, and career strategist who has been touted as a dynamic and informative speaker. Having been involved with thousands of hires, as well as having trained hundreds of hiring managers and recruiters, Gary has a unique perspective on what it takes to make great hires.

Interviewing is a cornerstone of successful hiring and Gary has studied, observed, researched, and benchmarked hundreds of interviews, interview tools, techniques, and processes. As a talent acquisition consultant, Gary has had the good fortune to witness the results of interviewing techniques in hundreds of companies, both large and small. It turns out that there are a few universal truths about great interviews.

Using real stories of good and bad, as well as humorous examples, Gary shares a simple interview and candidate selection process that has proven to be effective in making great hires.

Donna OsborneIn June 2012, Donna Osborne returned to Austin to again serve as the Chief Fiscal Officer and Director for the Administrative Services Division at the Texas State Library and Archives Commission (TSLAC), a post she previously held from March 2000 to June 2006. On September 1, 2015, TSLAC reorganized promoting her to the Chief Operations and Fiscal Officer position where she serves as a deputy executive director for the agency. In addition to directing the Administrative division’s daily activities, which include Accounting and Grant Management, Purchasing, Human Resources, Records Management and Public Information, and Support Services, she now

oversees the agency’s Information Technology Resources division.

Donna is a Certified Professional Community and Economic Developer (PCED) and has provided economic development assistance to community and business leaders for more than 15 years. At the Texas Department of Economic Development, Donna directed the Economic Information Clearinghouse. The Clearinghouse was responsible for the agency’s Internet activities, the Business and Industry Data Center, and the electronic application forms for the department’s loan and grant programs. Donna was also responsible for marketing the department’s other websites that provided information for federal, state, local, private, and non-profit economic development programs and services.

Donna spent six years as the executive director for the Concho Valley Center for Entrepreneurial Development (CVCED), a non-profit business incubator in San Angelo, Texas. After joining the CVCED in July 2006, Donna secured a permanent facility for the incubator, recruited five new businesses, conducted three business plan competitions, and helped establish the Concho Valley Angel Network. In January 2011, Donna moved to the City of San Angelo to serve as the Economic Development Coordinator, while still directing the incubator activities.

Donna received her Bachelor’s degree from Southwest Texas State University. She has completed the Basic Economic Development Course, was in the inaugural class of the Texas Community Development Institute (CDI), and has served as the Year II Course Director for CDI since its inception in Texas.

Donna received the inaugural Excellence in Leadership Award from the Alliance of Texas Angel Networks in March 2012, and the inaugural Spirit of the Concho Award from the San Angelo Concho Cadre in December 2010. She is a state-certified facilitator and trainer in Total Quality Management tools and techniques, and she completed the Texas Chief Fiscal Officers Academy in 2004 and the Human Resources Management Certificate Program through the University of Texas in 2001. She has received numerous awards for her commitment to quality services in state government, including a nomination for outstanding customer service in the Outstanding Women in Texas Government Awards, and the “Governor’s Productivity Award” and “Service and Achievement Award” from the Texas Incentive and Productivity Commission.

Dr. Monica ScamardoDr. Monica Scamardo is the founder of Variate, an organization focused on leadership and team effectiveness. Monica has worked with hundreds of leaders in for-profit and non-profit organizations over the last 15 years to get better, faster results. Monica assists in identifying problems that exist which undermine the organizational trust, and therefore impact productivity, communication, employee engagement, and overall success. As a leadership coach Monica uses 360 assessments to work with emerging and experienced leaders to gain mastery in key competency areas. Monica speaks at the national, regional, and state levels and is known for her approachable style and ability to

make research practical to the work environment.

Suzyn SkaggsSuzyn brings 17 years’ experience in sales and leadership development in a variety business environments. She is uniquely equipped with the nuances and critical distinctions of how to improve team performance and become more efficient as an entire company. She has helped countless companies achieve unprecedented results across several industries including technology, healthcare, finance, retail, hospitality, travel, and wellness.

Suzyn has trained and coached thousands of people both locally and internationally, from small businesses to Fortune 500 companies. She has specialized hiring models, on-boarding training, feedback, and mentoring systems that have resulted in decreasing new hire ramp-up time by 50%, and reducing overall turnover by 40%. Her laser focus in leadership development has helped companies increase team performance levels to achieve unprecedented company goals.

Suzyn specializes in partnering with managers and leaders to “turn around a team.” With her specialized training systems in place, this partnering consistently averages a 25% quota achievement. Suzyn’s passion is helping companies hit revenues they didn’t think were possible through dynamic coaching systems that yield consistently high-performing and happy teams. Some of her clients include Dell, Dun and Bradstreet, Eliza Corporation, Homeaway, YMCA, and Yodle.

Joyce SparksJoyce is the Director of the Governor’s Center at The University of Texas at Austin and an ICF Credentialed Master Certified Coach. She has been an Executive Coach for over 15 years and has worked with officials from the United States and the rest of the globe.

At this year’s HRMI, Joyce will be exploring the topic of Emotional Intelligence - the ability to identify and manage your own emotions and the emotions of others. It is widely believed that EQ is a more important factor than IQ

when it comes to predicting personal and professional success. Unlike IQ, the skills needed to bolster EQ can be learned and practiced.

Dr. Meredith TaylorDr. Meredith Taylor is the Director of Administrative Operations for the Enrollment and Curriculum Services (ECS) portfolio in the Office of the Executive Vice President and Provost at The University of Texas at Austin. In her current role Meredith manages and oversees the human resources, organizational development and change, financial operations, and strategy development and planning for ECS, a portfolio of 600 staff and $140 million. Meredith has worked in higher education for over 16 years in academic administration and research libraries. Meredith has numerous publications, including a recent study for the Association of Research Libraries which explored

the utilization of talent management strategies in research libraries. She has also presented at over 25 national and international conferences. Meredith has a doctorate in educational administration from The University of Texas at Austin, a master’s of science in library science from the University of North Carolina – Chapel Hill, and a bachelor’s degree in advertising from the University of Florida.

Kathryn TesarKathryn Tesar joined Employees Retirement System (ERS) in 2012, bringing more than 20 years of experience in corporate communications. In her current role, she oversees the agency’s myriad communications to ERS members and stakeholders. The Benefits Communications team works closely with other ERS divisions and often external groups to ensure key audiences receive accurate, relevant, and timely information about the benefits provided through ERS.

Before joining ERS, Kathryn spent almost nine years at Edelman, one of the world’s largest communications consulting firms. Working in Edelman’s New York and Austin offices, she guided communications efforts for a number of health care organizations and brands, including: MD Anderson Cancer Center; LIVESTRONG; Texas Children’s Hospital; AstraZeneca’s Crestor; and TogetherRx, an unprecedented collaboration between major pharmaceutical companies to provide lower-cost medications to uninsured and underinsured Americans. The highlight of her work with Edelman was helping to launch Merck’s Gardasil, the first-ever cancer prevention vaccine, and raising awareness about the causes of cervical cancer on behalf of the brand.

Most of Kathryn’s career has focused on health communications, with positions at Hill & Knowlton and a New York-based specialty communications firm. Her experience in the health industry started at The Methodist Hospital System in Houston, where she held a variety of communications-related positions over almost six years.

Kathryn received a Bachelor of Journalism from The University of Texas at Austin and a Master of Arts in Public Administration from the University of Houston.

Will ThomsonWill Thomson is the founder and president of Bulls Eye Recruiting, a recruiting agency that focuses on recruiting top tier sales individuals throughout the globe. His blog Bulls Eye Recruiting has been recognized by YouTern, Career Ignitor, Career Rocketeer, Australian Careers Hub, and Complete IT Professionals as a top career website. He has recruited for 20 years and has worked for organizations such as Rosetta Stone, Dell, eBay, and Rainmaker Systems.

Shawn UtterbackShawn Utterback is the Chief Experience Officer of the Play Storming Group – a consulting network that utilizes experiential learning methods and draws heavily from Improvised Theatre. Play Storming is a 5-step interactive process that teaches skills such as team building, sales, customer service, leadership, and creativity.

Shawn has used this method since 2011 to help individuals and organizations better communicate, collaborate, and deal with change.

Susan D. Word, SPHRSusan D. Word founded forWord Connections to provide expert human resources solutions to help organizations achieve goals. She focuses on workforce planning and simplifying employment processes. Susan also helps organizations build stronger leaders by delivering customized training and development programs.

Susan’s background includes 17 years in Human Resources Management and 15 years in operations management. She has been a leader in private and in public sectors, which include a variety of industries such as semiconductor

manufacturing, electronics testing, municipal government, public utilities, and medical services. In addition to her consulting firm, Susan teaches the Human Resources Certification Prep course at Austin Community College and Temple College.

She started her career in the US Army as a commissioned officer and Blackhawk helicopter pilot. As a conscientious veteran she is an active volunteer with the Employer Support of Guard and Reserve (ESGR) and active in human resources professional associations. She has a Master of Arts in Human Resources Development Leadership from The University of Texas at Austin.

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Office of Conferences & TrainingLBJ School of Public Affairs at the University of Texas at Austin

512.471.0820 • www.utexas.edu/lbj/profdev/candt