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  • May 2013 Luncheon: Frederick Panzer & Sara Kindsfater-Yerkes, Team Catapult

May 2013 Luncheon: Frederick Panzer & Sara Kindsfater-Yerkes, Team Catapult

  • 05/08/2013
  • 11:30 AM - 1:30 PM
  • GMU Arlington Campus, Founder's Hall, Room TBA


Registration is closed
Title: Implementation of the DHS OCIO Strategic Human Capital Plan: Challenges and Lessons Learned.
Presenter: Frederick Panzer, Ph.D. and Sara Kindsfater-Yerkes, M.A.
Register by 5pm ET the day before; Buffet lunch included on-site.

Featured Sponsor:

  • GMU Arlington Campus, Founder's Hall, Room TBA
  • 3351 N Fairfax Dr, Arlington, VA 22201 (map)
  • Metro Access and Parking Available
Abstract: Within Federal agencies, human capital planning efforts often target the entire workforce. For example, recruitment strategies are commonly designed to address all of an organization's open positions versus vacancies within specific functional areas (e.g., operations, acquisitions, information technology, etc.). However, in large departments, consisting of multiple component organizations, a one-size fits all approach to human capital planning can be difficult to implement effectively at an enterprise level.
Over the past two years, the Department of Homeland Security (DHS), Office of the Chief Information Officer (OCIO), has taken a different approach to its human capital planning efforts. Faced with a large number of IT vacancies across its Component organizations, a lack of consist branding to attract IT professionals, immature human capital practices, and stove-piped organizational structures, DHS OCIO implemented an enterprise-level, Strategic Human Capital Plan (SHCP), aimed at building and retaining a community of high performing IT professionals capable of meeting and exceeding current and future mission needs.
This case study will summarize how the DHS IT SHCP was successfully implemented. We will discuss the challenges of getting buy-in and sustained commitment from the various DHS Component organizations. We will describe the critical success factors and human capital metrics that were established to track and evaluation progress. Lastly, we will highlight some of the key outcomes that have been achieved, including the creation of One DHS IT talent brand, execution of a consolidated IT recruitment plan, implementation of an onboarding program designed specifically for IT employees, and the development of a DHS-wide IT career path framework.

Speaker Bios: 
Sara Kindsfater-Yerkes
Mrs. Kindsfater-Yerkes has over 16 years of experience in organizational development and change management consulting with a strong concentration in working with technology-driven change. She has designed programs for private and public sector clients that are focused on aligning people, processes, and technology with the bottom-line resulting in a more efficient and productive organization. As an organizational change agent, her skills in consulting, facilitation, training, and coaching lead to successful system-wide change that balances both strategic goals and objectives with the realities of human dynamics.
Sara is the Vice President and co-founder of TeamCatapult, a different kind of management consulting company, where she is focused on designing creative, problem-solving solutions with the bottom-line resulting in more productive and happy individuals and teams. Sara has a Masters in Organizational Development from George Mason University and is a Certified Workforce Planner, Human Capital Strategist and Change Management Professional.

Fred Panzer, Ph.D.
Fred Panzer is an Organizational Development Consultant with over 10 years of experience designing and implementing human capital solutions for a variety of Government and private sector clients. He has primarily managed projects in the following areas: competency modeling, organizational surveys, performance management, applicant assessments, and employee assessments. Dr. Panzer is currently leading the implementation of the Department of Homeland Security (DHS), Office of the Chief Information Officer (OCIO), Strategy Human Capital Plan (SCHP). This multi-year project has involved the development of numerous department-wide, Human Resource-related solutions, processes, and work products. Dr. Panzer earned his Ph.D. in Industrial/Organizational Psychology from the Florida International University.

PTC/MW thanks GMU's Industrial-Organizational Psychology Student Association (IOPSA) for their continued support in organizing and hosting our monthly luncheons and workshops.

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