2009 ANNUAL CONFERENCE SPEAKER BIO |
Bob Lavigna
Robert J. Lavigna
Vice President of Research
Bob Lavigna joined the Partnership for Public Service as VP of Research in August 2006. He directs research projects that find new ways for public sector agencies to attract and retain talent.
Before joining the Partnership, Bob was Manager of Consulting Services-East for CPS Human Resource Services. From 1991-2001, he was Director of the Wisconsin civil service system, and also directed a statewide labor-management cooperation program. Before being appointed to his Wisconsin position, Bob served with GAO for 17 years.
The organizations Bob has led have received innovation awards from IPMA-HR, the Ford Foundation, the Council of State Governments, the National Association of State Personnel Executives, the Urban League, and others. Bob's individual awards and honors include selection as a “Public Official of the Year” by Governing magazine and the IPMA-HR “Warner W. Stockberger Award.” He is also a Fellow of the National Academy of Public Administration.
Bob is a past President of IPMA-HR and the IPMA-HR Central Region. He writes frequently for journals and other publications and has authored three book chapters. He has a B.A. in Public Affairs from George Washington University and an M.S. in HR from Cornell University.
PROGRAM DESCRIPTION
Attracting, Developing and Retaining Talent: There’s No Silver Bullet
Even in tough budget times, the most effective organizations understand that people are their most important resource. In addition to budget issues, government agencies today face other enormous challenges in attracting, developing and retaining talent:
Unfortunately, there is no silver bullet to meet these challenges. Instead, government must apply a “silver buckshot” (i.e., multi-faceted) approach to attract, develop and retain talent. This session will focus on what the nonprofit Partnership for Public Service has learned, through research and practice, to help HR ensure that government has the talent it needs, including:
- Recruiting aggressively and successfully – both for entry and experienced talent;
- Relying on interns as a source of long-term (not just temporary) talent;
- Onboarding new employees to maximize retention and productivity;
- Increasing employee satisfaction/engagement to maximize retention and performance;
- Building the leadership pipeline; and
- Moving the needle of public opinion about government by delivering high-quality customer service.