Dr. Brand Niemann is a leader in the use of Web 2.0 technology in the public sector. With a 27-year government career under his belt, he currently serves as Senior Enterprise Architect in the Office of the Chief Information Officer (CIO) of the Environmental Protection Agency. ExecutiveBiz is honored to have him speak in the government track at our upcoming Web 2.0 conference on November 1 at the Reston Hyatt.

Dr. Niemann has received a number of accolades for his work in technology and Web 2.0. He’s been recognized by the EPA; the Department of the Interior; LOTUS Best Application; ComputerWorld-Smithsonian Innovation Competition; and the Office of Management and Budget and the Quad Council—just to name a few.

Interoperability—so critical to cross-agency communication—has been a central focus of Dr. Niemann’s work. In fact, he’s using his Web 2.0 knowledge to write an online book titled Data Architecture, Modeling, and Networks: EPA and Cross-Agency Data Architecture, Sharing, and Reuse.

Dr. Niemann is also known as a leader for using Web 2.0 technologies to enhance communities of practice (CoP). For example, he uses Wiki technology to provide training in conjunction with communities of practice. He’s also the Co-Chair of both the Federal Semantic Interoperability CoP (SICoP) and the Federal Service-Oriented Architecture (SOA) CoP.

In line with his work supporting communities of practice, Dr. Niemann helps them put on Web 2.0–related events, like the 4th SOA for E-Government Conference. He stays busy with conferences, it seems; Federal Computer Week asked him to help organize The 22^nd Semi-Annual Spring Government CIO Summit, which he did, including giving a keynote speech.

Dr. Niemann sees Web 2.0 as an integral part of the government’s future, and he’s actively involved in making it happen. For example, he has served as Secretariat of the Best Practices Committee of the Federal CIO Council. Also, having worked with XML Web services, emerging technology, eBusiness, webcasting, and many more Web 2.0 technologies, he has seen the agility and productivity they bring to the workplace.

In addition to the upcoming Web 2.0 conference on November 1, those interested in the subject may find the Collaborative Expedition Workshops hosted by the GSA and the NSF to be helpful. And for free Wiki and other Web 2.0 tools, users can go to the Collaborative Work Environment. Thanks go to Dr. Niemann for pointing out these helpful resources.

An Executive Roundtable led by Robert Corlett, Founder of Staffing Advisors focused on recruiting, retention and reward best practices was held this morning at the Tyson’s Corner Westin. Some of the comments and insights are:
Corlett offered the following key points in conducting “Results Based Hiring,” On what workers want, he pointed to a study in the “The Enthusiastic Employee” that stated the Employees priorities are:

1) Equity: to be treated fairly;

2) Camaraderie: to have warm, interesting and cooperative relationships with others in the workplace;

3) Achievement: to take pride in accomplishments, doing things well and receiving recognition for individual, team and organization accomplishments.

Corlett went on to talk about the 4 Factors that predict Employee Turnover:

1) Will I play an important role in the organization on year from now?

2) Does my manager recognize my accomplishments and can I have candid discussions with them regarding my performance?

3) Will I be worth more to the outside world than I am today?

4) Am I confident in my organization’s leadership ability to handle the significant challenges to the business?

The group discussion focused a lot on the development of effective job descriptions. Corlett stated that the words and phrases like “multi-tasked, high-energy, fast-growth and dynamic “are vastly overused and do a poor job of connecting with prospective employees. Instead he recommends that your advertising relate to the value system of the employee to best fit the role. To do this, write an ad that helps visualize the situation and need to be fulfilled.

Cindy Caldwell of Viget Labs expressed how Viget Labs developed an advertisement for an office manager that included a true statement of the type of commitment required (occasional long hours) but also the type of visceral reward available, in this case it was applause for the effort at managing a large event. She said they received a large quantity of personalized responses and filled the position quickly.

Ralph Crozier of Grow Fast Grow Right asked if it were important that the ad be true to the culture of the organization and not an interesting but misleading story line. Corlett responded that indeed this is a vital distinction. The process/description must be true to the organization and the type of employee sought.
Becky Herring of Helios HR and George Korte of Total Resource Management asked how to retain the best people? Corlett told the group that an employee’s first six months are vital, it is when a new employee is most enthusiastic about the company and role. Retention comes from paying heed to the four factors influencing turnover and fulfilling the promises made to the employee.

On attracting good candidates, Corlett gave the following insights:

1) Define the 3 most attractive, compelling attributes about the opportunity (no empty claims allowed)

2) Organize the interviewing process that will impress a top performer

3) Define the competencies that are absolutely essential to the role, avoid vague definitions like ‘team player” that can be misinterpreted. Corlett advised being candid is best, prospective employees can detect spin and corporate speak and see it for what it is.