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  • Contains 3 Component(s), Includes Credits Includes a Live Web Event on 12/16/2021 at 1:00 PM (EST)

    Webinar: Resilience Training in Rancho Cucamonga During the COVID-19 Pandemic

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    Rancho Cucamonga (California) Deputy Director of Human Resources Jenifer Phillips will outline how the city leveraged internal talent and vulnerable leadership during the pandemic to support its employees, while cultivating resilience in both work and life. Phillips will be joined by two city employees, Clarence de Guzman and Brittany M. Garcia, who will share their personal stories.

    Please join us on December 16th at 1:00 PM EST.

    Jenifer Phillips

    Deputy Director of Human Resources

    City of Rancho Cucamonga


    Jenifer is thoughtful and accomplished leader and executive coach with over twenty years of diverse organizational development, human resources and leadership experience in private, non-profit and public sectors.  Understanding the challenges and joys that come with leadership responsibility, she helps employees hone and strengthen key leadership skills and self-awareness to uncover who they are and what they want - so they can lead with certainty and authenticity.

    Jenifer is a Certified Professional Coach (PCC) with the International Coach Federation. She is also a Certified Daring Way – Facilitator™, which is a coaching method based on the research and teachings of Dr. Brené Brown.

    Jenifer holds a bachelor’s degree in Business Management and Human Resources from California Polytechnic University, Pomona, a master’s degree in Organizational Development from Azusa Pacific University and received her Coach Training at UC Davis.

    Brittany Garcia

    Teen and Adult Services Librarian II

    Rancho Cucamonga Library Services

    Brittany (she/her) is the Adult and Teen Services Supervisor of the Rancho Cucamonga Public Library. She has been working in adult and teen services as well as technology services for the last eight years specializing in programming, leadership, and grant writing.  She earned her Master's in Library and Information Studies from San Jose State University.

    Clarence de Guzman

    Management Analyst I

    Community Development, City of Rancho Cucamonga

    Clarence is a public sector professional who utilizes transdisciplinary research, program development, organizational management, and meaningful community engagement to improve human health. With a diverse set of educational and professional experiences under his belt, he is committed to applying his technical skills in scientific research and fundamental knowledge of public health systems to make a positive impact on community development and population health.

     He hopes to continue working alongside communities in building stronger and sustainable health systems, closing the gap in health inequities, and fostering resiliency, especially among underserved and underrepresented populations. His passion for public health is rooted in experiences of growing up in a small rural town in the Philippines. They have magnified his understanding of one’s social responsibility to their community, and of the exigency to engage in affairs of improving the human condition.

     Clarence holds a bachelor’s degree in Geography from the University of California, Berkeley and a master’s degree in Global Health from Georgetown University.

  • Contains 3 Component(s), Includes Credits Includes a Live Web Event on 12/14/2021 at 1:00 PM (EST)

    Roundtable: How COVID-19 Vaccine Mandates Are Affecting Agencies

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    Please join us for an informative Roundtable Presentation on Mandatory Vaccination Mandates. The panelist will be discussing how the Mandatory Vaccination Mandates have affected recruitment, retention, mandate exemptions, and more. Please join us on December 14th at 1 PM EST.

    Moderator:  Herbert Quinton, JD, Director and Chief Human Capital Officer, Department of Human Resources, Baltimore, MD 

    Panelists:

    • Berke Attila, Director, Office of Human Resources Montgomery County, MD
    • Valerie Graham, Risk Management Analyst, Oakland Housing Authority, Oakland, CA
    • Christine Hoffmann, HR Director/CHRO, Tualatin Hills Park & Recreation District, Beaverton, OR

    Quinton M. Herbert (Moderator)

    Chief Human Capital Officer for the Department of Human Resources for the City of Baltimore

    Quinton M. Herbert serves as the Director and Chief Human Capital Officer for the Department of Human Resources (“DHR”) for the City of Baltimore. In this capacity, he is responsible for creating, developing, and driving comprehensive and strategic programs and initiatives that align with organizational goals and strategies. Mr. Herbert has an extensive background in labor and employment relations and leadership development. He previously served as the Deputy Labor Commissioner for the City of Baltimore, where he functioned as the lead negotiator for the City in collective bargaining with all non-public safety unions. He also advised management and HR professionals in a wide array of employment and labor-related issues. Mr. Herbert has taught Strategic Human Capital Management and Diversity, Equity and Inclusion for the Certified Public Manager program at the University of Baltimore College of Public Affairs.

    Mr. Herbert is an American Arbitration Association Higginbotham Fellow and is a recipient of the Maryland Daily Record Leadership in Law Award and the American Institute of Legal Counsel “10 Best” Employment and Labor Law Attorney for Maryland Award. He has been recognized as one of the National Black Lawyers Top 100 Lawyers in 2017. He serves on the Board of Directors for the Maryland Public Employer Relations Association (MdPELRA) and The Maryland Labor and Employment Relations Association (MdLERA) and is a member of several bar and professional associations.

    Berke Attila

    Director, Office of Human Resources

    Montgomery County, MD

    Berke Attila was appointed Director of the Office of Human Resources at Montgomery County Government in 2019. Prior to his appointment, he served as the Chief Financial Officer for the City of Baltimore in the Department of General Services. For both government organizations, Berke has led numerous innovative projects and process improvements to better serve the targeted audiences; resulting in recognition at the local, state, and national level. Attila considers himself a new breed of public servants who recognize that the right solution to underperforming organizational services is usually not more money, but more thought about how to better utilize existing resources. 

    Valerie Graham

    Risk Management Analyst

    Oakland Housing Authority, Oakland, CA

    Valerie Graham is the Risk Management Analyst for the Oakland Housing Authority in Oakland, CA.  Valerie's area of expertise is in Managing Risk with an emphasis on Claims, Insurance and Safety.  Her goal is to become the Risk Manager within two years.  She has successfully reduced Risks within her organization by providing continuous Safety Training and making sure employees understand and incorporate what they have learned into their day to day duties. 

    Christine Hoffmann (she/her)

    HR Director/CHRO

    Tualatin Hills Park & Recreation District, Beaverton, OR

    Christine spends her days as the Director of Human Resources, Safety & Risk Management at the Tualatin Hills Park & Recreation District, the largest park & recreation provider in the State of Oregon. When asked, Christine confirmed that yes, it is like a combination of Portlandia and Parks & Rec, and is an amazing place to work! The HR & Risk teams are change partners for district leadership, both organizationally and culturally. The amazing team that Christine leads are reimagining how work works and disrupting traditional systems, while continuing to provide human resources support to employees and job applicants.

    Including her time at THPRD, Christine has 20 years of public and private-sector experience with a focus on program development and change management. She achieved a Masters in Public Administration and a Bachelor’s in International Relations from San Francisco State University and maintains certification as an IPMA-CP and SPHR. A strong believer in the power of community, Christine has served on the board of the Northern California Chapter of IPMA-HR, is a past president of the Western Region IPMA-HR, and has served as an exam developer for the PHR and SPHR exams for the HRCI for the past 10 years. Christine begins a term on the Executive Council for IPMA-HR in January 2022.

    In her second shift, and top priority, Christine is the mother of two amazing children: Pixelle (they/them) and Freya (she/her), and a partner to her husband, Greg. Their family also includes a thirteen-year-old cat, Ivan, a revolving door of fish and reptiles, and they are expecting the arrival of a chinchilla around Christmas time (shhh!). 

  • Contains 3 Component(s), Includes Credits Recorded On: 11/18/2021

    Virtual Panel Discussion: HR20/20 Report - Focus on Culture and Talent

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    Join our panelists on Thursday, November 18th at 1:00 pm EST to discuss the HR20/20 Report:  Focus on Culture and Talent at our next IPMA-HR webinar. They’ll explore how these two key components of any public agency HR strategy can address future needs.

    Moderator:  Mila Cosgrove, IPMA-CE, IPMA-SCP, Principal Consultant, Workplace Solutions AK

    Panelists:

    Millicent Aubain, IPMA-SCP, SHRM, CP, LSSYB, Territorial Administrator, Recruitment and Classification, Government of US Virgin Islands

    Jamie Chism, IPMA-SCP, Director of Human Resources, City of Winfield and Current IPMA-HR Central Region President

    Brandy Day, IPMA-SCP, Chief Talent Officer, Williamsburg Landing

    Mila Cosgrove, IPMA-CE, IPMA-SCP (Moderator)

    Principal Consultant

    Workplace Solutions AK

    Mila Cosgrove has worked in the public sector for over 30 years.  She recently retired from the City and Borough of Juneau, Alaska where she served as the Deputy City Manager. Prior to that appointment, Ms. Cosgrove’s professional area of focus was Human Resources which included 15 years at the executive level for both State and Local governments.  She is currently the Principal Consultant at Workplace Solutions AK.

    Ms. Cosgrove has a long history of contributions to professional development organizations.  She was an executive board member of the Alaska Municipal Managers Association and she served as President of the International Public Managers Association – Human Resources in 2013.  Most recently, Ms. Cosgrove helped develop IPMA-HR’s Executive Leadership Training program and helped create and edit the HR 20/20 report.  Ms. Cosgrove holds a bachelor’s degree in Psychology from Naropa University and is a graduate of the Pacific Program for Catalytic Leadership.  

    Millicent Aubain, IPMA-SCP, SHRM-SCP, LSSYB

    Territorial Administrator Recruitment and Classification

    Government of US Virgin Islands

    Millicent B. Aubain, is a human resources results driven  senior certified human resources professional with 30 years of Human Resources  experience with the US Virgin Islands Division of Personnel. She has extensive management experience in public sector state/local government with strong business acumen in recruitment, talent acquisition management, job classification, compensation management, labor relations and negotiation, strategic workforce planning and organizational design and development.  

    Miss Aubain has worked in several leadership positions for both executive branch of government HR and United Steel Workers Labor Union. She currently functions as the Chief, Talent Acquisition Officer in which she provides management coaching, human capital management, consultation, and organizational management to  over 25 government agencies department head and HR Directors.  
    Miss Aubain possesses a Bachelor of Human Resources Management, Professional Certifications- IPMA-HR-SCP; SHRM-SCP, LSSYB, member of the Alpha Kappa Alpha Sorority, Inc and a certified Equal Employment Opportunity Investigator, and graduate of USW Labor Leadership Program.     

    Jamie Chism, IPMA-SCP

    Director, Human Resources

    City of Winfield

    Jamie Chism is currently the Director of Human Resources for the City of Winfield, KS.  Jamie has experience in payroll, compensation, benefits administration, leadership development, performance management, process improvement and organization development. A strong passion for demonstrating the strategic value of the workforce in the achievement of organizational goals.  Currently, he is also the IPMA-HR Central Region President.

    Specialties: Cascading organizational goals, management consulting, vendor negotiations, change management, leadership development, performance management 

    Brandy Day

    Chief Talent Officer

    Williamsburg Landing

    Brandy holds a Bachelor of Arts degree in Government & International Politics from George Mason University and a Master of Education in Policy, Planning & Leadership from the College of William & Mary. She is certified as a Senior Professional in Human Resources (SPHR) through the Human Resources Certification Institute (HRCI), Senior Certified Professional through the Society of Human Resources Management (SHRM), and Senior Certified Professional through the International Public Management Association for Human Resources (IPMA-HR). 

    Prior to joining Williamsburg Landing in 2014, Brandy served as the Director of Human Resources for Isle of Wight County and as the Human Resources Supervisor for Williamsburg-James City County Public Schools. Brandy is the Immediate Past Chair of the Employer Advisory Board of the Sherman and Gloria H. Cohen Career Center at the College of William & Mary, a past Chair of the Williamsburg-James City County Public Schools 21st Century Career Ready Citizen Advisory Committee, and a former Board Member of Literacy for Life. She is also a graduate of the Mid-Atlantic LeadingAge Leadership Academy and LEAD Greater Williamsburg.

  • Contains 3 Component(s), Includes Credits Recorded On: 11/03/2021

    Webinar: HR20/20 Report - An HR Technology Focus

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    While the IPMA-HR 2020 report released in late 2017 offered a great deal of thoughtful and predictive guidance, there is no way for the task force that created it to have foreseen the massive disruptions coming to the world at large and the world of government work in the actual year 2020.

    Join Troy Wintersteen and Lucinda Kenning, Founding Partner of Holliday|Kenning (special guest) for a deep dive into how the technology innovations advised by the report, and some that were not, helped some agencies maintain and even improve critical workforce and citizen services while leaving those who continued to rely on legacy systems struggling with their most basic operations. We’ll look at the past, present, and future of HR Technology and have an interactive discussion on how public sector HR should leverage best practices and automation to ensure modern, agile HR. 

    This webinar is open to members and non-members.  

    *The following contact information will be shared with the sponsor: name, title, organization phone and/or email, city, state, and zip.  

    Troy Wintersteen

    Director of HCM Cloud Strategies for State & Local Governments

    Oracle




    Troy is the Director of HCM Cloud Strategy for Oracle’s State and Local Governments. Troy has been serving the public sector with technology solutions since 1993. With a deep background in the sales, development, implementation, support, and service of public sector recruiting and HCM solutions, his tenure in the industry and with the Oracle Public Sector HCM Strategy team has provided a great many opportunities for learning from practitioners, implementers, and industry analysts alike. 

    This ongoing immersion in government and technology has facilitated a strong public HR modernization focus. When coupled with a deep understanding of public sector challenges and opportunities, this allows Troy to deliver a unique perspective on the broad benefits of technology for the Government and its ever-increasing importance for a successful Human Resources strategy.

     

    Lucinda Kenning

    Founding Partner

    HollidayǀKenning



    Ms. Lucinda Kenning is an experienced human resources leader and change agent who believes that leveraging an organization’s culture can lead to profound and lasting change – in the organization and its individuals. She is a respected speaker, mentor, and consultant who is passionate about sharing best practices that she learned from the vantage point of a human resources practitioner.

    Prior to cofounding HollidayǀKenning, Lucinda led the Human Capital Management division of the State of Oklahoma for seven years. Lucinda assumed this leadership role at a time of extensive change in the state’s executive branch agencies as legislation that merged and consolidated administrative functions took effect. Ms. Kenning’s experiences in facilitating and leading the structural reorganization and cultural shift inspire an energetic and optimistic approach in her business consultations.

    Ms. Kenning is a seasoned leader in human resources professional organizations and respected mentor. Lucinda is active in IPMA-HR, serving on national-level committees and holding multiple offices, most recently President, of the Southern Region. Ms. Kenning was also a member of the National Association of State Personnel Executives (NASPE), where she served on the Executive Council and received the 2017 President’s Award.

    Lucinda is an innovative leader whose mission is to be a catalyst for positive change in organizations!

  • Contains 3 Component(s), Includes Credits Recorded On: 10/28/2021

    Virtual Panel Discussion: Supporting Today’s Diversity, Equity, and Inclusion Programs - A Public Sector HR Approach

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    Diversity, Equity, and Inclusion programs are an essential part of the public sector HR professional’s area of expertise. Agencies strive to gain employee and upper management support to drive innovation.  Many HR professionals struggle to find the right approach, starting place, and/or how to enhance their DEI program.  A diverse workforce allows talent to thrive and truly understand the “why” behind DEI initiatives. 

    What can agencies do within today’s workplace environment to make everyone feel they are represented, understood, and valued? Join IPMA-HR and public sector HR professionals as they discuss how they are bringing their DEI initiatives to life.

    Sonja Stanchina (Moderator)

    Director of Diversity & Inclusion

    Contra Costa Water District



    With more than 20 years of California public sector human resources experience, Sonja currently serves as the first Director of Diversity & Inclusion at the Contra Costa Water District (CCWD) in Concord, CA, promoted in October 2020 from CCWD’s Human Resources & Risk Manager.  Sonja possesses an MBA in human resources management (HRM) from California Coast University graduating magna cum laude and received her bachelor’s degree in management from Saint Mary’s College of California with honors.  Sonja earned an Advanced Certificate in HRM from California State University East Bay is a CALPELRA Certified Labor Relations Master (CLRM), and has been an IPMA-Certified Professional (IPMA-CP) since 2009, receiving her Senior Certified Professional (IPMA-SCP) designation in 2016. Sonja earned the CPS HR Risk Management Practitioner (RMP) certification in April 2020 and the Certified Diversity Executive (CDE) credential through the Institute for Diversity Certification in December 2020.

     Sonja retired from the Northern California Chapter of the IPMA-HR Board of Directors after 10 years of service, served on the Board of Directors for the Western Region IPMA-HR for 5 years including as President (FY 2017-2018), and began a three-year term as a member of the IPMA-HR Executive Council on January 1, 2021.  Sonja considers her relationships with the individuals of IPMA-HR as the single best investment she has made into her career, and the most enjoyable.

     In her free time, Sonja enjoys wine tasting with her retired fire captain husband Dan, spending time with her adult son and daughter and their spouses, cuddling her new grandson and watching romance movie classics (mostly from the 1930s and 1940s) with white cheddar popcorn, and in her lap, Jet, her curious and confident black cat.

    Vanessa A. Gray

    Human Capital Manager, Parks and Recreation Department

    City of Dallas


    Vanessa A. Gray is a certified Human Resources professional possessing more than 20 years of experience in Human Resource Management in the non-profit and public sector arenas.  Vanessa is experienced and adept in the field of Human Resources specializing in Employee Relations, Diversity, Engagement, Recruiting, and Training delivery.  Vanessa has served as the longtime Citywide Employee Relations Manager, the Ethics and Diversity Officer, and most recently as the Diversity, Inclusion, Culture and Engagement Manager for the City of Dallas, Texas.  She believes that Human Resources is the heartbeat of the organization/department, touching employees at the beginning of their life cycle with the organization and throughout their tenure.  It is important that organizations continue to be transparent, impartial/fair, equitable, and consistent in daily activities with employees and management.

     To demonstrate her mastery in the field of HR and Diversity, Ms. Gray previously obtained the following professional certifications in HR and Diversity and Inclusion: IPMA – SCP, SHRM – SCP, and NDC-CDP. 

     

     

    Ileana Turner

    Diversity & Inclusion/Recruitment & Outreach Specialist at FDA/CDER/OM/Division of Management Services


    Ileana joined the Food and Drug Administration (FDA) in 2017 working for the Office of Strategic Initiatives and shortly after, joined the Division of Management Services. Ileana currently works as a Diversity, Inclusion, and Engagement Specialist and supports the Center of Drug Evaluation and Research in their Diversity program.

    Dr. Lindsey Wilson

    Equity Officer, Office of Equity & Inclusion

    City of Dallas


    Dr. Lindsey L. Wilson is the Equity Officer for the City of Dallas’ Office of Equity and Inclusion – Equity Division.  In this position, Dr. Wilson leads the citywide equity efforts across city departments, with the goal of embedding Dallas’ core value of Equity in all that the city does from budgeting, policies, programs, community engagement and overall service delivery. As the Equity Officer, Lindsey supports staff, leadership, and the community in normalizing, organizing, and operationalizing equity to help shape a city government and Dallas where everyone has the opportunity to thrive.

    Dr. Wilson works internally with city departments to provide professional development, technical assistance, and education surrounding equitable principles and practices. In addition, to facilitating critical conversations about targeted efforts to reduce racial disparities, the analysis of policies and procedures, and building and strengthening robust community collaborations.

     

    In her previous role as the Senior Program Coordinator for Snohomish County, Dr. Wilson served in various capacities advancing equity in Everett, Washington. She holds over 10 years of experience in local government and has a background in postsecondary education as she supported the University of Washington’s commitment to diversity, equity, and inclusion through the development and oversight of graduate student programming for racially diverse populations.

     

    Dr. Wilson holds a master’s in counseling and doctoral degree in Educational Psychology from the University of Washington, Seattle, where she examined the intersectionality of race, community engagement, gender, and socioeconomics. Throughout her career, she has focused on racial disparities and the impact of narratives. Her work challenges the status quo and has been published in peer-reviewed journals. Dr. Wilson’s motto is equity is everyone’s work and seeks to centralize it in all of her endeavors.

     

  • Contains 3 Component(s), Includes Credits

    Over the past year, using stimulus funds, numerous public agencies have made grants to individuals and businesses affected by the covid pandemic. Failure to properly report these grants on form 1099 could expose an agency to severe penalties under the tax laws. The video will assist you with determining the form 1099 reporting requirements applicable to your agency's grants. 


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    On-Demand Webinar Description:

    Over the past year, using stimulus funds, numerous public agencies have made grants to individuals and businesses affected by the COVID-19 pandemic. Failure to properly report these grants on form 1099 could expose an agency to severe penalties under the tax laws. The video will assist you with determining the form 1099 reporting requirements applicable to your agency's grants.  

    Company Overview:

    Every year in December, Government Tax Seminars, LLC presents a seminar/webinar to government agencies that cover payroll and tax developments.  We focus exclusively on educating public agencies on their federal and state payroll obligations. Our team of professionals includes lawyers and CPAs specializing in tax, benefits, and employment laws. We provide the resources your agency needs to comply with the ever-growing complexity of laws affecting your payroll obligations. Hundreds of public agencies attend our annual webinar and rely on our expertise to educate them on the ever-changing laws. 

    Our training is designed for local government agencies, such as cities, counties, special districts, joint power authorities, and government-related nonprofit corporations. We direct our training to Finance Directors, Assistant Finance Directors, Human Resource Directors, Payroll Supervisors, and accounting employees who specialize in such jobs as Form 1099 reporting, preparation of quarterly payroll tax returns, Forms W-2, Forms W-4, etc.


    GTS Educational Program Offer for IPMA-HR Members

    Additionally, GTS is holding an extensive two-day webinar on December 1st and 2nd covering Paid Sick and Family Leave, COBRA Subsidies, New Form 941-X, Cafeteria Plans, Health FSAs, Dependent Care FSAs, Special Issues Affecting Remote Workers, 2021 Information Reporting, and more!

    Those who register for the two-day event will receive the 2021 edition of GTS's 300+ page Government Tax and Employee Benefits Manual. The Manual, which will include updates through November 2021, discusses the tax rules associated with virtually all compensation and benefits items provided by public agencies to their employees.

    IPMA-HR members receive $50 off registration using the code “IPMAHR” at checkout: RSVP for the 2-day webinar today.

    Marcus Wu

    Partner

    Pillsbury Winthrop Shaw Pittman, LLP


    Marcus Wu is a Partner at Pillsbury Winthrop Shaw Pittman, LLP and has extensive experience designing and implementing retirement and deferred compensation plans, including defined-benefit pension plans, 401(k), 403(b), and 457 plans. Marcus also advises employers on designing and implementing equity compensation programs, including omnibus equity-incentive plans, ESPPs, performance share plans, and others. He advises employers on establishing and administering health plans, section 125 cafeteria plans, and severance plans. Marcus is well versed in the federal and state laws governing employee benefit plans, including ERISA and the Internal Revenue Code.

  • Contains 3 Component(s), Includes Credits Recorded On: 10/06/2021

    Return of Veterans to the Workplace Webinar Presentation

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    Carmen Gamble, IPMA-SCP

    Chief of Data, Insights and Analytics Division, Veterans Family and Community Engagement Directorate

    United States Department of Veterans Affairs

    Hiring military veterans will diversify your workforce and set your agency up for success by employing individuals with strong leadership and problem-solving skills who thrive in a team setting. On the other hand, veterans benefit from continuing to actively contribute to public service while serving as strong government employees. They also help build diverse and capable teams. Join IPMA-HR and Carmen Gamble, IPMA-SCP as she discusses veterans returning to the civilian workforce. Gamble will discuss its impact on public agencies, employee retention, and their communities.

    Carmen Gamble

    Chief of Data, Insights and Analytics Division, Veterans Family and Community Engagement Directorate

    United States Department of Veterans Affairs



    Carmen Gamble serves as the Chief of the Data, Insights and Analytics Division supporting the mission and goals of the Veterans, Family, and Community Engagement Directorate within the Department of Veterans Affairs. She transitioned from her previous assignment as a Management Analyst where she was assigned from May 2015 to May 2016 with the Office of the Secretary of Defense supporting the Office of the Deputy Chief Management Officer. As a Management Analyst, she provided advice on the continuous process improvement plan and managed studies that involved Business Modeling, Business Architecture, and Operation Standard approaches, and she orchestrated the award of grants for FY15 and FY16 to the Red Cross, United Service Organizations, and Fisher House.

    Carmen’s overseas work experience with the Department of Defense and Department of State was a culmination of consecutive deployments to Iraq and Afghanistan beginning in December 2008 through September 2014, supporting Operation Iraqi Freedom, Operation New Dawn, and Operation NATO Resolute Support. Carmen served as the Senior Advisor to the Ministry of Interior for the Administration Departments in both countries. She was responsible for the planning, development, and implementation of human resources information management systems to standardize the processes for long-term sustainability, strategic decision making, and improving the timeliness and accuracy of personnel management.

    Carmen retired from the U.S. Army after serving 24 years and having achieved the rank of Command Sergeant Major (CSM). CSM Retired Gamble held many leadership positions throughout her military career culminating with her serving as the senior enlisted advisor to commanders and staff for all issues. Her last military assignment was with the 828th Transportation Battalion where she had direct oversight of six down trace units located in six cities within three states of the Southeast region of the United States.

    Her awards and honors include the Joint Meritorious Civilian Service Award, Legion of Merit, and St. Louis City Resolution #226 (Awarded from the St. Louis City Alderpersons).

    FELLOWS PROGRAM:
    2020 African American Federal Executive Association Fellow

    EDUCATION:
    B.A. Human Resource Management, St. Leo University, St. Leo, FL
    M.A. Human Resource Development, Webster University, St. Louis, MO

    CERTIFICATION:
    International Public Management Association-Senior Certified Professional (IPMA-SCP)

    Carmen is married to Lieutenant Colonel (Retired) Eddie L. Gamble, Jr, and together they have four grown children; Katherine, Eddie III, Nicholas, and Jordan.

  • Contains 3 Component(s), Includes Credits

    Virtual Panel Discussion - Surviving Open Enrollment - A Public Sector HR Benefits Leader's Perspective

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    The Open Enrollment period presents an annual challenge for HR professionals. Now amidst a global pandemic, HR Professionals have had to pivot and implement new innovative ways of communicating their benefits packages. The right benefits package is so important in retaining your workforce. 

    Join IPMA-HR as we highlight Public Sector Benefit Leaders as they discuss their role and how they work through their annual open enrollment process, the impact of the COVID-19 pandemic on their benefits offerings, and share innovative ideas on how to communicate/educate their employees.

    Karen Bass (Moderator)

    Health Insurance Manager

    Montgomery County Government


    Karen Bass currently works as the Health Insurance Manager for Montgomery County Government in Montgomery County, Maryland.    She also serves as a member of the IPMA-HR Executive Council.

    Linda Forsberg

    North Carolina State Benefits Manager

    Office of State Human Resources NCFlex Program


    Linda Forsberg is the North Carolina State Benefits Manager for the Office of State Human Resources NCFlex program.  She administers the voluntary benefit plans and open enrollment for state agencies, universities, and select community colleges and charter schools, for 125,000 eligible employees.  Prior to working for the Office of State Human Resources, Linda worked for the North Carolina State Health Plan as a Program Manager.


    Linda has over 20 years of experience in the benefits arena including benefits administration, product development, compliance, and operations.  Linda earned an undergraduate degree from the Pennsylvania State University and an M.B.A in Health and Medical Services Administration from Widener University.

    Brian Haggerty

    Compensation and Benefits Officer

    Metro Wastewater Reclamation District, Denver, Colorado


    Brian Haggerty is the Benefits and Compensation Officer at Metro Wastewater Reclamation District in beautiful Denver, Colorado. He was worked in the public sector for over fifteen years and his specialties are data analytics, HR Change Management, and of course Compensation and Benefits. Brian also teaches at the University of Denver and the University of California Berkeley. Brian is a former president of the Colorado Chapter, the Western Region, and currently is a member of IPMA-HR’s Executive Council. 

    Jade Honga

    Human Resources Manager

    Mohave County, Arizona


    Jade Honga graduated from Arizona State University with a dual bachelor's in Sociology and Criminal Justice & Criminology in 2012. In 2017 she graduated from City University of Seattle with a Master of Business Administration and an Emphasis in Human Resources Management.

     Jade carries a Certification in Public Management from Arizona State University and IPMA-SCP from International Public Management Association for Human Resources. Jade has worked in various Human Resource roles starting in 2014 as an Employee Relations Specialist, Training and Development Senior Specialist, Human Resources Director, and is now a Human Resource Manager with Mohave County.

  • Contains 3 Component(s), Includes Credits Recorded On: 09/15/2021

    With the country’s polarization seeping into the workplace, HR faces enormous challenges. While diversity of thought ignites new ideas, creates solutions to problems while increasing the success of organizations, when differences of opinions are touted as absolutes, alienation occurs, relationships are strained, and cultures become unsafe. While it is not the role of HR or organizations to legislate what people think, they are responsible to ensure that policies are created that honor differences. To ensure accountability, employees need to know how to respectfully interact with others at the inevitable times when opinions differ, when values clash, and when relationships are at risk. Learn how to secure employee buy-in to uphold policies. Equip people with the skills needed to respectfully speak up when disrespectful behaviors breach policies so that positive workplace culture is established.

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    An organization’s culture is best described and measured by the way employees interact and communicate with each other. To create a culture of respect, organizations need to do more than create policies, they need to secure employee buy-in to demonstrate behaviors that uphold policies. Employees need to take personal accountability for their actions, in addition to, holding accountability conversations with coworkers when their actions breach policies and cross the line from respect to disrespect.

     

    When people are trained to hold accountability conversations, they respectfully and confidently speak up at times when differences of opinions are touted as absolutes, when values and personalities clash, and when challenging behaviors negatively impact others and strain working relationships.

     

    Learn how to secure employee buy-in policies and expected behaviors. Establish and maintain a positive workplace culture by training people to respectfully speak up when the actions of others breach policies and erode working relationships.

    In this training you will:

    • Effectively address behaviors that strain working relationships and erode the culture
    • Increase accountability and ownership
    • De-escalate conflict and create safety at times when opinions differ
    • Build more positive and productive working relationships

    Create a workplace culture in which teams love to work.

    Lorie Reichel-Howe

    Founder, Conversations in the Workplace


    Lorie Reichel-Howe is the founder of Conversations in the Workplace. She equips managers, teams, and business professionals to have “Safe Conversations” – transformative dialogue that uncovers hidden workplace issues. Whether addressing challenging team dynamics, cultural insensitivity, mismanaged expectations, or good old-fashioned bad behavior, “Safe Conversations” foster greater innovation, inclusion, and collaboration within organizations.


    With over 20 years of experience in communications and relationship management, training, and development, Lorie is passionate about supporting organizations in creating a culture where people love where they work and love the people they work with.


    Lorie is a professional mediator and conflict coach. She has supported organizations such as Pinterest, SHRM, PIHRA, Women in Technology International, County of Los Angeles Women’s Leadership Conference, Girl Scouts of Greater Los Angeles, Santa Clara Superior Court, Rimini Street Incorporation, San Jose State University, and Santa Clara County Office of Education.


    Learn more about Lorie’s impact at www.ConversationsInTheWorkplace.com

  • Contains 3 Component(s), Includes Credits Recorded On: 08/26/2021

    Virtual Panel Discussion - Developing a Mentorship Program - A Case Study with the City of McAllen, Texas

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    For employers, mentoring programs can bring the benefits of increased employee retention and satisfaction in their daily work driving meaningful learning and development for the mentees and mentors. Once potential leaders are identified, they need to be nurtured. This includes formal and informal mentoring and coaching. Mentorship programs provide the opportunity for employees to develop in their career, leadership, and diversity of skills to succeed in a dynamic workplace. Join IPMA-HR as we highlight the City of McAllen and the development of its mentorship program. Learn about the mentorship program experience, key steps to piloting, marketing, and implementing their program, and challenges and successes along the way.

    Demetrius Parker (Moderator)

    Talent Management Manager

    Jefferson County Colorado Human Resources




    Demetrius Parker is the current IPMA-HR Colorado President and is a huge advocate of IPMA HR. Demetrius AKA “D” is repeatedly sought after to speak, facilitate, and or moderate conversations and training in the areas of organizational development, Trust, self-awareness, intentional culture building, and leadership just to name a few. 


    With over 30 years of leadership experience, he operates as a transformative disruptor/change agent, that enjoys playing a variety of roles and is a wiz at navigating systems within systems. “D”, is also known for his invaluable ability to be able to connect across lines and influencing others. He has a love for fashion and helping others grow is his passion. His leadership philosophy is “Dream Big. Live Large, Stay Humble & Kind” and his guiding principles are Candor, Humility, Equity, & Effectiveness, otherwise known as CHEE.  


    Elvira Alonzo

    Public Works Director

    City of McAllen, Texas




    Elvira Alonzo has over 37 years of public service experience with the City of McAllen. She has served as Director of Public Works for the City of McAllen for five years and manages 277 employees within 14 departments in Public Works including an operating budget of over $40 million.


    Elvira graduated from South Texas College with a Bachelor of Applied Technology in Technology Management and is a Certified Public Manager by the State of Texas.


    She currently serves as a board member for the United Way of South Texas and the Texas Solid Waste Association of North America (TXSWANA) and has served in multiple community organizations over the years. 


    In 2015, she received the National Professional Manager of the Year from the American Public Works Association and most recently has served as a mentor in the City of McAllen’s Mentoring program the last two years.

    Christina Flores

    Human Resources Director

    City of McAllen, Texas




    Christina Flores, a native of the Rio Grande Valley, has 10 years of experience in the field of human resources with a broad range of expertise including safety & risk management; worker’s compensation; employee benefits, and civil service.


    She has served as Director of Human Resources for the City of McAllen for five years.  In her time as Director, she has led the launch of a City-wide mentoring program and has been one of the key organizers of an Annual International Women’s Day Symposium.  She is the newly elected chairperson for the Rio Grande Valley Human Resources Consortium, serves as a board member of both the IPMA-HR Texas Chapter and the Texas Public Employers Labor Relations Association. 


    Christina graduated from Southern Methodist University with a Bachelor in Business Administration and a Bachelor in Psychology.  She also holds a Master’s Degree in Business Administration from the University of Phoenix.  

    Ysabella Ortegon

    HR Generalist, Human Resources

    City of McAllen, Texas




    Ysabella Ortegon, born and raised in McAllen Texas, is experienced in organizational communication, recruiting, and team development, and is passionate about public service and servant leadership.


    Upon graduating from Oral Roberts University with a Bachelor’s degree in Communications, she served as a Human Resources Recruiter for the City of McAllen for two years and was promoted to the role of HR Generalist.


    In her time with the City of McAllen, Ysabella has facilitated City-wide tours for new and existing employees, created monthly content for Employee Newsletters, and was a member of the Alpha class of the City of McAllen’s Mentoring Program. 

    Roel "Roy" Rodriguez

    City Manager

    City of McAllen, Texas




    Roy Rodriguez has over 30 years of public service experience. Has served as City Manager for the City of McAllen since March of 2014 and was previously General Manager of the McAllen Public Utility and Assistant City Manager.


    Mr. Rodriguez previously worked as a City Engineer, Assistant City Manager, and City Manager for the City of Harlingen, Texas. He has also served as City Engineer in Weslaco, Jefferson County Engineer, and as Area Engineer in Oklahoma.


    Mr. Rodriguez holds a Bachelor of Science in Civil Engineering from Texas A & I University and a Master of Public Administration from the University of Texas-Pan American.