Tuesday Learning Sessions

8:15 a.m. - 9:45 a.m. Learning Sessions

Creating a City of Health, The Duke Story
Steven F. Cyboran, ASA, MAAA, FCA, Sibson Consulting, A Division of Segal and  Clint Davidson, Faculty, North Carolina State University, Retired VPHR  Duke University & Health System

Operating in an environment where controlling health care costs by reducing benefit levels and increasing contributions is no longer acceptable, and the demands on the workforce require a balance between work and life. This session will discuss a framework for establishing a successful Healthy Hospital initiative, provide an overview of an approach to implement an initiative from its conception, approval by administration, implementation, refinement, and outcomes to date.

Learning Objectives

  • Gain an understanding of the framework for establishing a successful Healthy Enterprise initiative
  • Determine how to reduce organizational barriers that keep employees from fully engaging in their wellness initiatives  
  • Reduce health care costs and absences while increase productivity, retention, capacity and innovation

Let's Face It!  Social Networking Is In Your Work Place
Kathy Dudley Helms, Attorney, Ogletree, Deakins, Nash, Smoak, & Stewart, P.C.

Let’s face it, social networking  is now a presence in the work place.  Whether it is a positive or a negative may be up to the manner in which the employer treats it and the policies or guidelines that are established. Helms will look at issues concerning work place policies, the negative and positive impact of social networks, and issues such as employee expectations of privacy.  The presentation will incorporate attorney's actual experiences with employment issues and opportunities arising from social networking and employees use in the work place.

Learning Objectives

  • Be aware of the employment issues raised by social networks
  • Recognize the need to be pro-active in establishing policies and procedures
  • Institute a policy that is best for your own work place

Investment Menu Construction for the New Normal Economy: A Prudent Process Should Facilitate, Not Sacrifice, Participant Outcomes
Brett Hammond, Senior Managing Director and Chief Investment Strategist, TIAA-CREF and  Timothy G. Walsh, Managing Director,  TIAA-CREF

This session will review what the “New Normal Economy” is and what it means to menu construction for Defined Contribution (DC) Pension Plans. It will review the seven steps that you should take to meet your fiduciary responsibilities and minimize institutional risk.

Learning Objectives

  • Review your organization’s fiduciary responsibilities under DC plans
  • Identify seven steps to minimize personal and institutional risk for plan participants
  • Acquire best practices to monitor investment options under your organization's DC plan 

Building Careers...Building Community
Helen Slaven, Ph.D., Strategic Consultant, Learn for a Living Consulting and Lynn Fischer, Founder and CEO  Catalyst Learning Company

Hear how organizations are using career development at all levels, especially entry and mid-level positions to build engagement. The session will establish the business case for sustaining a commitment to learning and employee development, even in tough economic times and demonstrate that doing so does more than boost morale, it makes good business sense and contributes positively to the community.   Several organizational case studies will be discussed that show how leveraging community and outside partner resources can create a comprehensive, low-cost, high return approach. In addition, participants will have an opportunity to share their best practices, tips and challenges.

Learning Objectives

  • Develop career programs and advising system that aligns employee career exploration with organizational goals
  • Create a suite of programs geared toward entry-mid level employee development leveraging community and outside partners
  • Apply new technology to internal advising processes

Defining the Next Generation of Health Care Competencies
Chris Bergeron, Director, HCM Consulting, Salary.com; Dr. Stephen Schoonover, VP of HCM Consulting, Salary.com; and Beth Stiner, Senior Director of Organizational Development, Banner Health

Explore examples within health care and beyond, to examine how competencies structures are being used as the foundation for change in many organizations, and providing a needed platform for describing “how the work should be done” as the health care industry evolve. Hear this discussion on the future of health care competencies: what’s the emphasis, how are these models being developed, and what do you need to consider when you revisit your models.

Learning Objectives

  • Describe the changing environment - through an overview and discussion of the trends for developing standards
  • Develop a strategy for your own organizations - based on approaches for developing  structures in health care and in other industries
  • Identify implementation barriers through lessons learned from other organizations

The Multigenerational Workforce: Opportunities and Challenges
Phyllis C. Cohn, Project Manager, AARP Workforce Issues Team, Education and Outreach

For the first time in modern history, workplace demographics now span four generations, meaning that 20-year-old new hires can find themselves working side-by-side with colleagues who are older than they are by 50 years or more! The rising age of retirement, the struggling economy and labor shortages in many industries have all contributed to shifting workplace demographics.  These shifts impact corporate culture since priorities, attitudes, work and communication styles that differ with each generation. Generational differences in the workplace can lead to frustration, conflict and poor morale.  But businesses that are able to build an “age-responsive” workplace – one that supports real communication and understanding across all ages and builds on the unique values and strengths of each generation will see a positive impact on their bottom line.

Learning Objectives

  • Define the unique qualities of each generation including: how the seminal events of the time affected them, compelling messages from their formative years and the technology of the times 
  • Explore how the session participants’ own generation affects how they interact with the world
  • Learn the varying approaches to both lead and manage a multigenerational workforce, including their preferred methods of communication, motivators, and rewards

Labor and The Year 2 of the Obama Administration
Melinda Reid Hatton, SRVP & General Counsel, American Hospital Association; F. Curt Kirschner, Jr., Partner, Jones Day; and Dan Rodriguez, VP Labor Relations, Tenet Health

A panel of labor relations professionals will discuss implications of the administration’s labor activities along with those of the federal and state governments and on health care and HR.

Learning Objectives

  • Discover the importance of taking a proactive role to on important Labor issues by partnering with state and federal groups to ensure your voice is heard
  • Prepare for the impending Health Care Reform implications as an employer 
  • Learn to lobby as issues come about that may impact your employee base, union organizing and hiring practices

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Not sure which sessions to attend? Use the Learning Track Selection Guide to determine the level and competency that you want to enhance.

Saturday    Sunday     Monday    


Diversified Investment Advisors




 The Hartford

 Integrated Healthcare Strategies





Press Ganey Associates, Inc.


AHA Solutions



O.C. Tanner

Great West

Sibson Consulting

National Healthcare Career Network

Chessboard Consulting

Corporate Financial


 Towers Watson

 IRI Consultants