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  • Webinar: Pioneering Success Stories: Supporting First-Gen Professionals in Navigating the Public Sector
    Contains 3 Component(s), Includes Credits Includes a Live Web Event on 08/28/2025 at 1:00 PM (EDT)

    Webinar: Pioneering Success Stories: Supporting First-Gen Professionals in Navigating the Public Sector

    We invite you to join us on Thursday, August 28th, from 1 P.M. to 2 P.M. ET for a discussion on the unique challenges and remarkable achievements of first-generation professionals who are the first in their families to enter professional or government roles.

    Our panelists will also explore the obstacles these trailblazers face, such as navigating unfamiliar organizational cultures and overcoming barriers.

    Our panelist will share:

    • tools, mentorship models, and leadership initiatives to empower first-gen professionals
    • how to identify, recruit, and support first-gen talent through equitable hiring, customized onboarding, and retention strategies
    • inspiring stories of first-gen professionals and how their journeys shaped their leadership and engagement
    • strategies for creating environments where first-gen professionals feel recognized and empowered to contribute

    This webinar will be the fourth in our exciting new webinar series called Dialogue and Perspectives Webinar Series 2025—a powerful initiative designed to amplify voices in public sector HR. This series will feature expert discussions, real-world insights, and actionable strategies to foster openness and leadership in our field. 

    Moderator: Chantel B. Thompson, SHRM-CP, PSHRA-SCP, Human Resources Director, City of Concord, NC

    Panelist:

    • Heather D. Akpan, PHR, SHRM-CP, PSHRA-CP, FCLRP, Assistant County Manager, Chief Transformation Officer, Alachua County BoCC, Gainesville, FL
    • Desiare Marius, PSHRA-CP, Training Coordinator, City of Houston, TX
    • Leslie Tolliver, JD, SHRM-CP, HR Manager, City of Clayton, MO

    PSHRA® Webinars are a member benefit. Available to non-members for a nominal fee.

    Making public sector work better®.

    Chantel B. Thompson, SHRM-CP, PSHRA-CP

    Human Resources Director

    City of Concord, NC

    Chantel Thompson, is a seasoned Human Resources executive with more than a decade of experience transforming public sector workplaces through innovative strategy and inclusive leadership. As the Director of Human Resources for a local government organization, she has led award-winning initiatives in workforce development, employee engagement, and HR technology integration. Her unique background couples public relations expertise, human resources leadership, emotional intelligence training, and a longstanding commitment to community engagement. She is also nationally recognized for her expertise in community relations, having received a prestigious award for developing and implementing Cabarrus Neighborhood Partners—a program that bridges the gap between local government and residents to address community needs and enhance quality of life in Cabarrus County. Chantel is the Owner and Chief HR Consultant of Curated Consulting Group, LLC—a leading provider of customized Human Resources solutions, offering executive and career coaching, compliance consulting, and a full range of HR services tailored to business needs.

    Widely respected for her leadership and impact, Chantel was named “Best in HR” by the Charlotte Business Journal, nominated for WFAE’s EQUALibrium Award for her commitment to ensuring equity in her organization’s hiring practices, and honored with the Distinguished Leadership Award from Cabarrus Regional SHRM. She currently serves as Executive Board President of the Boys and Girls Club of Cabarrus County, and President of Cabarrus Regional SHRM. She also holds leadership roles with the Public Sector HR Association and Alpha Kappa Alpha Sorority, Incorporated Lambda Upsilon Omega Chapter. A proud graduate of North Carolina A&T State University and an active member of The Links Incorporated, Chantel brings a legacy of advocacy, innovation, and collaboration to every role she steps into.

    Heather D. Akpan, PHR, SHRM-CP, PSHRA-CP, FCLRP

    Assistant County Manager, Chief Transformation Officer

    Alachua County BoCC

    Heather serves as Assistant County Manager for Justice and Workforce Strategies with Alachua County a role she assumed in 2024 following her promotion from Human Resources Director. In her current capacity, she provides executive oversight for the Human Resources, Equal Opportunity, Community Outreach, and Court Services departments, helping to align strategic operations with the County’s mission of responsive service and responsible  stewardship to citizens.

    With a career spanning nearly three decades, Heather began her professional journey in the private sector in 1995 as a process design consultant for a prominent consulting firm. She soon transitioned into Human Resources, where she gained comprehensive experience across the full HR spectrum including benefits administration, talent management, employee relations, and organizational development.

    Her first public sector role was when she joined Alachua County in 2018 where her leadership and depth of HR expertise positioned her for advancement. She holds multiple professional certifications, including PSHRA-CP, SHRM-CP, PHR, and FCLRP, underscoring her commitment to continuous learning and excellence in public service.

    Desiare Marius, PSHRA-CP

    Training Coordinator

    Training Coordinator

    Desiare Marius is a dynamic learning and development professional with over 15 years of facilitation experience and more than a decade of expertise in training, instructional design, and performance consulting. Currently serving as a Training Coordinator and Learning Designer, Desiare holds a B.S. in Communication with an emphasis in Organizational Leadership, and certifications as a Certified Life Coach (Transformation Academy) and Emotional Intelligence Practitioner (The Priority Academy Ltd). She also holds the PSHRA-CP designation, demonstrating her commitment to advancing excellence in public sector human resources.

    Her engaging and results-driven facilitation style has shaped impactful training programs across a variety of sectors including banking, call centers, and transportation. Whether in-person or virtual, Desiare leads with a learner-centered approach, focusing on adult learning principles, real-world application, and inclusive participation. She has delivered sessions in customer service, onboarding, leadership development, and compliance—consistently fostering learner confidence and performance improvement.

    In addition to facilitation, Desiare brings deep expertise in instructional design, having developed comprehensive learning solutions from needs assessment to evaluation. Her work includes eLearning modules, blended learning programs, job aids, and curriculum built on models like ADDIE and Bloom’s Taxonomy. She is passionate about designing accessible, actionable, and results-oriented training experiences that align with organizational goals and diverse learner needs.

    Leslie Tolliver, JD, SHRM-CP

    HR Manager

    City of Clayton, MO

    HR Whisperer: HR Director by day and I moonlight as an HR consultant by night, unravelling the mysteries of the corporate world one employee issue at a time. If you have workplace drama, I'll sift through it like a detective solving a juicy mystery novel. 

    Attorney: I proudly wear the title of attorney, battling it out in courtrooms and boardrooms. But I've seen the light! I've transitioned to a new, exciting phase in my life. Now, I help others navigate the legal landscape, steering them clear of the pitfalls and landmines I once braved. Consider me your legal guide through the treacherous terrain, having survived the trenches and emerged wiser and, dare I say, with a slightly more humorous outlook on life. Mom of Four: But wait, there's more! In my superhero cape (or, more accurately, my "Mom jeans"), I wrangle not one, not two, but four mini-humans who insist on calling me "Mom." They've taught me more about negotiation and diplomacy than any law school ever could.  Globetrotting Foodie: When I'm not arguing cases or parenting, I'm jet-setting around the globe in search of the world's most delectable delicacies. My passport might as well be a food journal with stamps, and my heart belongs to every street food vendor, Michelin-starred restaurant, and hole-in-the-wall eatery. Proudly Neurodivergent: Beneath it all, I'm a neurodivergent warrior. My brain works in wonderfully unique ways, and I embrace it with open arms. Think of me as the Picasso of thinking, with a canvas of brilliant ideas that might zigzag, swirl, or loop-de-loop - but always with a dash of brilliance. So basically, in my multifaceted world, I'm a legal luminary turned legal guide, an HR sorcerer, a mom to a formidable quartet, a global epicurean explorer, a neurodivergent pioneer, and a recovering attorney with tales to tell and wisdom to share!

  • Webinar: How to Identify High-Potential Employees
    Contains 3 Component(s), Includes Credits Includes a Live Web Event on 08/21/2025 at 1:00 PM (EDT)

    Webinar: How to Identify High-Potential Employees

    Please join us on Thursday, August 21st at 1 P.M.  –  2 P.M. ET. for an engaging and insightful discussion on identifying your best and brightest employees. Your top talent is vital to the ongoing success and growth of your agency.

    Our thought leaders will also delve into the importance of employee engagement in the talent retention process. They will also explore how offering "stretch" roles—positions that challenge employees beyond their current capabilities—can foster significant growth and development, benefiting both your staff and your agency.

    Key Topics:

    • Internal talent audits
    • Engagement, “stretch” roles and their importance
    • How to identify the right candidates
    • High performance vs. High potential employee
    • Best practices for solving challenges

    Moderator: Steve Kilo, Human Resources Director, City of Strongsville, OH

    Panelist:

    • Trudena Horsey, PSHRA-CP, Human Resources Director, Kent County Levy Court, DE
    • Jen Sinatra, MPA, PSHRA-SCP, Human Resources Director, City of Stow, OH
    • Patricia Anderson Wieck, Director of Human Resources, City of Beaverton, OR

    PSHRA® Webinars are a member benefit. Available to non-members for a nominal fee.

    Making public sector work better®.

    Steve Kilo

    Director of Human Resources

    City of Strongsville, Ohio

    Lifelong public servant with over 34 years of experience in municipal government.  A passion for continuous learning and making positive, creative, and impactful improvements that benefit the public as a whole.  Understand the importance of collaborative and team - oriented approach needed for success in the public arena with emphasis on building lasting partnerships that create a win – win environment for all.


    City of Strongsville, Ohio:  December of 1997 – Current

    Director of Human Resources since January, 2011: Strategic partner of a progressive Northeast Ohio Suburb of Cleveland.  City of approximately 47,000 residents; Aaa rated community that is one of only 16 communities in the State of Ohio.  Strongsville operates as a Mayor/Council form of Government.  The Human Resource Director position oversees all benefit plans including broker oversight; all wellness initiatives; contract negotiations of seven labor union contracts; manages all compliance related matters (including: ADA, FMLA, EEOC); compensation and position classification; recruitment; retention; DEIA efforts; leadership development and succession planning.


    Prior to 2011: City of Strongsville Recreation Department – Director 2004-2010; Asst. Director 2000-2004; Recreation Supervisor 1997-1999.

    City of Brook Park, Ohio: July 1991 – December 1997

    Deputy Director of Recreation


    Education:

    Bachelor of Science (BS) in Education from Bowling Green State University, Concentration - Sport Management – 1988

    Juris Doctorate (JD) from Cleveland Marshall College of Law – 2001

    Admitted to Practice Law in the State of Ohio 2002 

    Trudena Horsey, PSHRA-CP

    Human Resources Director

    Kent County Levy Court, DE

    Trudena Horsey is a strategic leader with over 15 years of experience in human resources, public administration, and financial management beginning her career in local government in 2008. She is a collaborative and forward-thinking professional skilled at navigating complex challenges, fostering positive work environments, and delivering innovative solutions. In her current position as the Human Resources Director at Kent County Levy Court , she provides strategic HR counsel to elected officials, the County Administrator, department heads, and supervisors. She also directs labor negotiations , administers the County's comprehensive property and liability insurance programs , and manages employee and retiree benefit programs. She holds an MPA from Delaware State University , an MBA from Wilmington University , and a BS in Accounting from Wilmington College. Her professional certifications include Public Sector Human Resources Association - Certified Professional (PSHRA-CP) and Certified Labor Relations Professional (CLRP). Additionally, she serves as a board trustee and Vice-Chair for the DeLea Founders Insurance Trust (DFIT).

    Jen Sinatra, MPA, PSHRA-SCP

    Human Resources Director

    City of Stow, OH

    Jen Sinatra, MPA, SCP, is a seasoned HumanResources Director with over 15 years of experience leading HR departments inthe public and nonprofit sectors. Jen’sexpertise is rooted in the full employee experience, from hiring and onboardingto performance, engagement, and everything in between. She has a stronginterest in building or revitalizing HR departments, strengthening benefitofferings, and helping teams work through issues with fairness and clarity.With a background in union environments and a deep respect for public service,Jen is drawn to roles where she can bring structure to complex settings,improve how organizations support their people, and make HR more approachable,transparent, and effective.

    Patricia Anderson Wieck

    Director of Human Resources

    City of Beaverton, OR

    Patricia is a Jamaican, wife, mother, friend, and Human Resources professional. She holds several certifications and degrees, but she is most proud of the life training and ongoing development she receives from being a learning member of a blended community of experiences. Patricia believes that her family, her colleagues, and her HR team all teach her about relationships, second chances, relevance, love, and care for those you know (and don't know), and about keeping an open mind in the pursuit of professional relevance. She believes that life is about understanding and respecting fences and boundaries. A favorite quote comes from Robert Frost’s Poem, “Good Fences Make Good Neighbors”, and the teachings from a good Book, which tells us to look not only after our own interests but also the interests of others. Patricia is passionate about people development and makes this her life’s work, both professionally and personally. She serves as the HR Director at the City of Beaverton and is a certified coach of the Six Types of Working Geniuses. She serves on several boards and committees, including most recently, the Oregon Public Employer’s Labor Relations Association (ORPELRA), the  Community Resource Group for Partners in Diversity, Portland, and Linfield University’s Women in Leadership Certificate Program. Patricia likes to embrace alternative approaches to the development of people of all ages and stages of life, especially during these times of severe change.

  • 2025 Public Sector for HR Essentials Certificate Program - Starting on 9/23/2025
    Contains 17 Component(s), Includes Credits

    This class will start on September 23, 2025 and end on December 2, 2025

    Welcome!

    We are excited to announce the launching of the New Public Sector HR Essentials course.

    Thank you for your course registration.  We are so excited you have looked to PSHRA® to help you grow in your career.

    Whether you want to sharpen your skills, transitioning to public sector, want a refresher, this is the place you belong.

    With this change, the PSHRA-CP certification component will operate separately with a brand-new proctored exam and certification process.  The course, exam, and certification will no longer be packaged together.  There will be separate fee to take the CP Exam and become certified.

    The new course includes:

    • Condensed 10-week format
    • Flexible schedule and learn at your own pace, anytime, anywhere and 24/7
    • Public Sector Focused – Tailored for you
    • Delivered online and asynchronously
    • 4 Live Zoom Course Check-ins and 1 hour in length
    • Get Personalized feedback and support
    • Course Dashboard contains everything you need – no third-party textbook to buy.

    All your course materials are included on your course dashboard (no textbook to buy).

    Don’t hesitate to contact us:

    • PSHRA – Debbie Tankersely-Snook, Associate Director, Member Programs, Membership - meetings@pshra.org

    Making public sector work better®.


    PSHRA’s Public Sector HR Essentials Certificate Course Syllabus

    Please let us know if you run into any problems or have questions as soon as possible.  We want to make sure you are to have the best possible learning experience.  

    Course Material (All you need is on your dashboard)

    • PSHRE Workbook (PDF and Word Versions)
    • Public Sector HR Essentials Lessons Summary
    • HR20/20 Report

    Meetings and Discussions:

    • Course Cohort Meetings take place in Zoom Events – You will receive your Individual Zoom Link once the course starts.
    • Course Discussion Board take place in Your Course’s Engage Community – You will be automatically enrolled into this community.  Your course’s community Link is - Coming Soon.

    Course Design:

    The course spans ten weeks and follows a specific timeline with a sequence of lessons and cohort sessions. You will receive details about the dates, times, and locations of cohort sessions. 

    Time Commitment:

     Plan for 1 hours for each online lesson to read, complete activities, and prepare for cohort sessions. Individuals have varying learning paces, so it might take more or less time for each person. We recommend completing lessons a day or two before the cohort sessions to allow time for reflection on what you've learned and the development of your plans. All course materials are included on your course dashboard (no textbook is required).

    Course Cohort Session Schedule (subject to change):

    • Start Date: 9/23/2025
    • Completion Date: 12/2/2025
    • Cohort Session 1:  10/6/2025 - 3:30 - 5:00 pm ET
    • Cohort Session 2:  10/20/2025 - 3:30 - 5:00 pm ET
    • Cohort Session 3:  11/3/2025 - 3:30 - 5:00 pm ET
    • Cohort Session 4:  11/17/2025 - 3:30 - 5:00 pm ET 

    Course Content:

    Week 1 - Introduction

    Week 2 - Lesson 1:  Public Sector Basics

    Week 3 - Lesson 2:  Recruitment

    Cohort Session 1:  Public Sector HR Basics & Recruitment

    Week 4 - Lesson 3:  Selection

    Week 5 - Lesson 4:  Classification and Compensation

    Cohort Session 2:  Selection, Classification & Compensation

    Week 6 - Lesson 5:  Benefits

    Week 7 - Lesson 6:  Labor and Employee Relations

    Cohort Session 3:  Benefits and Labor Management Relations

    Week 8 - Lesson 7:  Equal Employment Opportunity and Diversity

    Week 9 - Lesson 8:  Organizational Development

    Cohort Session 3:  Equal Employment Opportunity & Diversity, Organization and Final

    Week 10 - Lesson 9:  Course Summary


    Certificate of Attendance:

    You will earn a Certificate of Completion upon completion of the course.

     

    Cancellation Policy:

    Professional Development Cancelation Policy

    Making public sector work better®.

    Jacqueline P. Little, SPHR, SHRM-SCP, IPMA-SCP

    Chief HR Officer

    Island Institute

    Ms. Little is a proud Maine native who is passionate about HR and the positive impact HR can have on an organization.  She earned a Master's degree in Human Resource Leadership, has over two decades of public sector HR experience and holds the SHRM-SCP, SPHR, PSHRA-SCP and GPHR certifications. Jackie shares her experience, perspective and insight at various local, national and international conferences.  In her spare time, she can be found baking cheesecakes, exploring the Maine coast or traveling with her family.

    Making public sector work better™.

  • 2025 Public Sector for HR Essentials Certificate Program - Starting on 9/9/2025
    Contains 17 Component(s), Includes Credits

    This class will start on September 9, 2025 and end on November 11, 2025

    Welcome!

    We are excited to announce the launching of the New Public Sector HR Essentials course.

    Thank you for your course registration.  We are so excited you have looked to PSHRA® to help you grow in your career.

    Whether you want to sharpen your skills, transitioning to public sector, want a refresher, this is the place you belong.

    With this change, the PSHRA-CP certification component will operate separately with a brand-new proctored exam and certification process.  The course, exam, and certification will no longer be packaged together.  There will be separate fee to take the CP Exam and become certified.

    The new course includes:

    • Condensed 10-week format
    • Flexible schedule and learn at your own pace, anytime, anywhere and 24/7
    • Public Sector Focused – Tailored for you
    • Delivered online and asynchronously
    • 4 Live Zoom Course Check-ins and 1 hour in length
    • Get Personalized feedback and support
    • Course Dashboard contains everything you need – no third-party textbook to buy.

    All your course materials are included on your course dashboard (no textbook to buy).

    Don’t hesitate to contact us:

    • PSHRA – Debbie Tankersely-Snook, Associate Director, Member Programs, Membership - meetings@pshra.org

    Making public sector work better®.


    PSHRA’s Public Sector HR Essentials Certificate Course Syllabus

    Please let us know if you run into any problems or have questions as soon as possible.  We want to make sure you are to have the best possible learning experience.  

    Course Material (All you need is on your dashboard)

    • PSHRE Workbook (PDF and Word Versions)
    • Public Sector HR Essentials Lessons Summary
    • HR20/20 Report

    Meetings and Discussions:

    • Course Cohort Meetings take place in Zoom Events – You will receive your Individual Zoom Link once the course starts.
    • Course Discussion Board take place in Your Course’s Engage Community – You will be automatically enrolled into this community.  Your course’s community Link is - Coming Soon.

    Course Design:

    The course spans ten weeks and follows a specific timeline with a sequence of lessons and cohort sessions. You will receive details about the dates, times, and locations of cohort sessions. 

    Time Commitment:

     Plan for 1 hours for each online lesson to read, complete activities, and prepare for cohort sessions. Individuals have varying learning paces, so it might take more or less time for each person. We recommend completing lessons a day or two before the cohort sessions to allow time for reflection on what you've learned and the development of your plans. All course materials are included on your course dashboard (no textbook is required).

    Course Cohort Session Schedule (subject to change):

    • Start Date: 9/9/2025
    • Completion Date: 11/18/2025
    • Cohort Session 1:  9/23/2025 - 2:00 - 3:30 pm ET
    • Cohort Session 2:  10/8/2025 - 11:00 - 12:30 am ET
    • Cohort Session 3:  10/29/2025 - 11:00 - 12:30 am ET
    • Cohort Session 4:  11/12/2025 - 11:00 - 12:30 am ET

    Course Content:

    Week 1 - Introduction

    Week 2 - Lesson 1:  Public Sector Basics

    Week 3 - Lesson 2:  Recruitment

    Cohort Session 1:  Public Sector HR Basics & Recruitment

    Week 4 - Lesson 3:  Selection

    Week 5 - Lesson 4:  Classification and Compensation

    Cohort Session 2:  Selection, Classification & Compensation

    Week 6 - Lesson 5:  Benefits

    Week 7 - Lesson 6:  Labor and Employee Relations

    Cohort Session 3:  Benefits and Labor Management Relations

    Week 8 - Lesson 7:  Equal Employment Opportunity and Diversity

    Week 9 - Lesson 8:  Organizational Development

    Cohort Session 3:  Equal Employment Opportunity & Diversity, Organization and Final

    Week 10 - Lesson 9:  Course Summary


    Certificate of Attendance:

    You will earn a Certificate of Completion upon completion of the course.

     

    Cancellation Policy:

    Professional Development Cancelation Policy

    Making public sector work better®.

    Dr. Bernadette Costello

    Managing Partner

    BCC Consulting

    Bernadette Costello is the Managing Partner for BCC Consulting. The foundation of her coaching and consulting practice is “You are Exactly Where You Are Supposed To Be.” Affirming where you are is the first step in any transformation. Transformation is like looking into a labyrinth: a path for discovery, understanding & clarity. One way in & one way out-there are no dead ends. That symbolism expresses Bernadette’s approach to coaching, consulting, learning and the sacred space created with clients to support their journey.  Bernadette has over 25 years of talent development, coaching, consulting, and leadership experience in human resources and talent development in the public, non-profit, and higher education sectors. She is also an adjunct faculty member in the George Mason University’s School of Business and Schar School of Policy and Government. Sheis certified in several assessment tools which include Myers Briggs, DiSC, EQi,and Appreciation in the WorkplaceMBA. Bernadette received a Bachelor of Social Work from SIUE, a Masters inPublic Administration from the University of North Carolina at Chapel Hilland a doctorate in Higher Education fromGeorge Mason University. She is an PCC certified coach, an Energy LeadershipIndex Master Practitioner and holds a SHRM-SCP certification.

  • Webinar: Leveraging AI/Technology in the Public Sector
    Contains 3 Component(s), Includes Credits Recorded On: 07/31/2025

    Webinar: Leveraging AI/Technology in the Public Sector

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    Join our panel of HR practitioners on Thursday, July 31st at 1:00 P.M. ET for an insightful discussion on AI and technology in the Public Sector. The panelist will explore AI basics: how it all works, and key terminology. They will also explore the possibilities and challenges of AI (all while stressing the need for caution). Finally, they will cover AI’s future and its impact.  Don’t miss this chance to boost your AI knowledge and prepare for what’s next.

     Topic Areas:

    • Origin of AI and Terminology
    • AI and Technology Integrations
    • Drawbacks, Pitfalls, and Challenges
    • Future of AI in the Public Sector

     Moderator:  Passion Hayes, Deputy City Manager, Town of Addison, Dallas, TX

     Panelist:

    • Roslyn Gervin, PSHRA-SCP, Human Resources Manager, City of Newport News, VA
    • Mikala Glanton, MA-I/O, SHRM-CP, HRIS Division Supervisor, Human Resources, Cumberland County, NC
    • Anni Evans, SPHR, Director of Human Resources, Town of Bluffton, SC

    PSHRA® Webinars are a member benefit. Available to non-members for a nominal fee.

     Making public sector work better®.

    Passion Hayes

    Deputy City Manager

    Addison, Texas

    Anni Evans, SPHRA

    Director of Human Resources

    Town of Bluffton

    As the Director of Human Resources for the Town of Bluffton, Anni Evans offers 15 years of extensive experience within local government HR. Anni is deeply passionate about the strategic impact of HR technology, cultivating robust leadership development initiatives, and elevating the overall HR brand. Throughout her tenure, she has driven significant advancements, including the successful upgrade of applicant tracking and onboarding software, the creation of a formal internship program, and the implementation of impactful programs such as paid parental leave and a home-buying assistance program. Outside of her professional life, Anni cherishes time with her amazing husband, two fabulous grown step-sons, and her two adopted dogs. She's also a fervent advocate for continuous learning, believing that self-discovery is key to effectively supporting and developing others.

    Roslyn L. Gervin, PSHRA-SCP

    Human Resources Manager

    City of Newport News

    Roslyn Gervin currently works as the Interim Human Resources Director with the City of Newport News Human Resources Department. An advocate for continual personal and professional development Roslyn has facilitated countless trainings and workshops on a variety of topics to include, leadership, teambuilding, effective communication, developing your personal brand and more!  Roslyn has been with the City of Newport News for close to 18 years, serving in roles such as Training Specialist, Safety Administrator and Human Resources Manager.  Roslyn earned her Bachelors in Criminal Justice from Radford University and went on to earn her Master’s in Public Administration at Troy University.  She also holds a local government management certificate from Va Tech, as well as certifications in Myers Briggs facilitation, Executive coaching and EQi.  She is married with two teenage children and one really cute dog!

    Mikala Glanton, MAIO, SHRM-CP

    HRIS Division Supervisor

    Cumberland County

    Mikala Glanton is a strategic human resources leader with nearly a decade of experience spanning both private and public sectors. He currently serves as the HRIS Division Supervisor for Cumberland County Government, a key stakeholder in the integration of enterprise systems, automation tools, and digital workflows—transforming service delivery and elevating the employee experience at every touchpoint with HR. Known for bridging people strategy and technology, Mikala brings a systems-thinking approach to addressing complex organizational challenges. He also holds a SHRM Specialty Credential in Artificial Intelligence + Human Ingenuity (AI+HI), positioning him at the forefront of responsible innovation in the public sector. Mikala is passionate about building agile, data-informed, and human-centered workplaces that evolve with the needs of the modern workforce.

  • 2025 HR Analytics for the Public Sector - Starting 8/22/2025
    Contains 3 Component(s), Includes Credits

    This class will start on August 22, 2025 and end on September 12, 2025

    Welcome!

    Thank you for your Power Learning Series registration.  We are so excited you have looked to PSHRA® to help you grow in your career.

    The Power Learning Series offers you a new way to grow your skills without the time commitment of a full course. 

    Learners will be equipped with fundamental skills in strategic HR analytics and data storytelling.  The course has been organized into three meetings: 

    • The first meeting introduces key concepts such as metrics, analytics, and ROI and guides learners in identifying the “right question” to explore through data. 
    • The second meeting focuses on formulating a hypothesis, understanding correlation vs. causation, and structuring an HR analytics project using real-world examples. 
    • The final meeting emphasizes communicating analytical findings effectively through storytelling, visualizations, and ROI presentations to influence decision-makers and drive strategic change. 

    Learners will gain the skills to use data to solve real HR problems and advocate for impactful interventions. The course will be delivered over three-weeks with one-hour weekly online sessions.

    Recertification Points:  PSHRA-5 and HRCI-Coming Soon!

    Don’t hesitate to contact us - PSHRA – Debbie Tankersely-Snook, Associate Director, Member Programs, Membership - meetings@pshra.org


    Making public sector work better®.


    Course Syllabus

    Course Overview

    This fast-paced, three-part course introduces foundational concepts in HR analytics and strategic data storytelling. Participants will learn how to identify actionable questions, test hypotheses using HR data, and communicate insights with impact—using visualizations and ROI-focused
    storytelling techniques.

    Format: 3 Micro-Sessions (60 minutes each)

    Audience: Public sector HR professionals, analysts, supervisors, and decision-makers

    Learning Objectives

    Identify: Analytics concepts, data types, and common HR metrics 
    Develop: Hypotheses based on real HR challenges
    Analyze: Data using a structured, outcome-oriented approach
    Visualize & Communicate: Data-driven stories with clear business value
    Apply: Analytics and storytelling to HR decision-making

    Session 1: HR (People) Analytics – Getting Started
    Duration: 60 minutes
    Learning Topics:
    - What is HR analytics?
    - Qualitative vs. quantitative data
    - Key HR metrics (turnover, quality of hire, time-to-fill, etc.)
    - Four levels of analytics: descriptive → prescriptive Activity:
    “Right Question” Exercise – Identify a pressing HR issue and craft a question that analytics can help solve.
    Outcomes:
    - Define the purpose and value of people analytics
    - Learn how to spot opportunities for data-informed HR decisions

    Session 2: Formulating a Hypothesis and Building a Mini Project
    Duration: 60 minutes
    Learning Topics:
    - What is a hypothesis? What makes it testable?
    - Determining metrics, interventions, and data needs
    - Understanding correlation vs. causation, reliability, and statistical significance
    Activity:
    Project Planning Exercise – Define a hypothesis, outline an intervention, and identify relevant data and metrics.
    Outcomes:
    - Draft a mini HR analytics project plan
    - Understand how to evaluate data quality and test assumptions

    Session 3: Storytelling, Visualization & Application
    Duration: 60 minutes
    Learning Topics:
    - The structure of a compelling data narrative (Setting →Issue → Data → Solution → Success)
    - Choosing the right visual (bar charts, scatter plots, heatmaps, etc.)
    - Basics of dashboard design
    - Communicating ROI and business impact
    Activity:
    Mini Project Presentations – Present your analytics project using the storytelling structure.
    Outcomes:
    - Gain confidence in communicating data insights
    - Leave with a completed, actionable mini-project plan

    Course Materials:  Slide deck with sample dashboards.

    Please let us know if you run into any problems or have questions as soon as possible.  We want to make sure you are to have the best possible learning experience.  

    All your course materials will be found on your course dashboard.

    Meetings:

    • Course Meetings take place in Zoom Events – You will receive your Individual Zoom Link before the course starts.

    Course Design:

    The course will be delivered over three-weeks with three one-hour sessions per week.  You will receive details about the dates, times, and your course URL.

    Time Commitment:

    Plan for 1 hours for each online lesson to read, complete activities, and prepare for course meetings. Individuals have varying learning paces, so it might take more or less time for each person. We recommend completing lessons a day or two before the course meetings to allow time for reflection on what you've learned and the development of your plans. All course materials are included on your course dashboard (no textbook is required).

    Course Meeting Schedule (subject to change):

    • Start Date: 8/22/2025
    • Completion Date:  9/12/2025
    • Course Meeting 1:  8/22/2025 - 2:00 -3:00 pm ET
    • Course Meeting 2:  8/29/2025 - 2:00 - 3:00 pm ET
    • Course Meeting 3:  9/12/2025 - 2:00 - 3:00 pm ET

    Certificate of Attendance:

    You will earn a Certificate of Completion upon completion of the course.

    Cancellation Policy:

    Professional Development Cancelation Policy

    Recertification Points:  

    PSHRA-5 and HRCI-5

    Making public sector work better®.

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    Braxton T. Casey, MPA, IPMA-SCP, SHRL

    Braxton Casey is the principal consultant of Thrive Management Solutions, LLC, a small business where his staff provides HR training and development, career coaching, and consulting services. He also offers various organizational development services with his 20+ years of Federal HR, Leadership, and Business Operations experience.

    Braxton is a proud Fayetteville State University graduate with a Bachelor's degree in Political Science, a Master's in Public Administration, Doctoral studies at George Washington University, and several HR certifications. He is a certified member of the Professional Association of Résumé Writers & Career Coaches, the Association for Training and Development, the Society for Human Resource Management, Harvard Business Analytics, 

    Braxton is a graduate of the Harvard Business Analytics Program (HBAP) and the SHRM People Analytics Program.

    Braxton's mission is to be a resource for professional transformation and motivation through training, coaching, and consulting.

  • 2025 Compensation Essentials - Starting 9/5/2025
    Contains 3 Component(s), Includes Credits

    This class will start on September 5, 2025 and end on September 19, 2025

    Welcome!

    Thank you for your Power Learning Series registration.  We are so excited you have looked to PSHRA® to help you grow in your career.

    The Power Learning Series offers you a new way to grow your skills without the time commitment of a full course. 

    In this course learners will explore the foundational components of public sector compensation:  compensation elements and strategy, labor market assessment, and internal equity. Appropriate and fair compensation directly impacts employee attraction, retention, motivation, and productivity. A well-structured compensation system that aligns with the organization’s goals helps maintain fiscal responsibility and promotes fair and equitable pay.

    The course will be delivered over 3 weeks with one-hour weekly online meetings.

    Recertification Points:  PSHRA-5 and HRCI-Coming Soon!

    Don’t hesitate to contact us - PSHRA – Debbie Tankersely-Snook, Associate Director, Member Programs, Membership - meetings@pshra.org.


    Making public sector work better®.


    Course Syllabus

    Course Description

    Learners will explore the foundational components of public sector compensation:  compensation elements and strategy, labor market assessment, and internal equity. Appropriate and fair compensation directly impacts employee attraction, retention, motivation, and productivity. A well-structured compensation system that aligns with the organization’s goals helps maintain fiscal responsibility and promotes fair and equitable pay.

    Learning Objectives

    By the end of the course, students will be able to:

    • explain key differences between public and private sector compensation systems
    • understand basic public sector pay and classification structures
    • apply foundational compensation principles

    Student Expectations:

    • Live attendance and full engagement at all 3 Zoom sessions.
    • Respond to each of the instructor’s discussion posts within 3 days.
    • Complete weekly readings and assignments.
    • Contact instructor if questions arise, jlittle1104@gmail.com.

    Instructor Expectations:

    • Provide weekly assignments and regular discussion posts for student engagement and learning.
    • Prepare for and present course content for live Zoom sessions.
    • Respond to any student email inquiries within 3 days.

    Week One: Foundations of Public Sector Compensation

    • Total compensation
    • Public sector compensation strategy
    • Private and public sector differences

    Week Two: Labor Market Assessment

    • Labor markets
    • Salary data sources
    • Benchmarking jobs
    • Compensation structure
    • External equity

    Week Three: Internal Equity and Fair Compensation

    • Internal equity
    • Pay increases
    • Compensation influences

    Please let us know if you run into any problems or have questions as soon as possible.  We want to make sure you are to have the best possible learning experience.  

    All your course materials will be found on your course dashboard.

    Meetings:

    • Course Meetings take place in Zoom Events – You will receive your Individual Zoom Link before the course starts.

    Course Design:

    The course will be delivered over three weeks with three one-hour sessions per week.  

    Time Commitment:

    Plan for 1 hour for each online lesson to read, complete activities, and prepare for course meetings. Individuals have varying learning paces, so it might take more or less time for each person. We recommend completing lessons a day or two before the course meeting to allow time for reflection on what you've learned and the development of your plans. All course materials are included on your course dashboard (no textbook is required).

    Course Meeting Session Schedule (subject to change):

    • Start Date: 9/5/2025
    • Completion Date: 9/19/2025
    • Meeting 1:  9/5/2025 - 12:00 - 1:00 pm ET
    • Meeting 2:  9/12/2025 - 12:00 - 1:00 pm ET
    • Meeting 3:  9/19/2025 - 12:00 - 1:00 pm ET

    Certificate of Attendance:  You will earn a Certificate of Completion upon completion of the course.

    Cancellation Policy:  Professional Development Cancelation Policy

    Recertification Points:  PSHRA-5 and HRCI-5

    Making public sector work better®.

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    Jacqueline P. Little, SPHR, SHRM-SCP, IPMA-SCP

    Chief HR Officer

    Island Institute

    Ms. Little is a proud Maine native who is passionate about HR and the positive impact HR can have on an organization.  She earned a Master's degree in Human Resource Leadership, has over two decades of public sector HR experience and holds the SHRM-SCP, SPHR, PSHRA-SCP and GPHR certifications. Jackie shares her experience, perspective and insight at various local, national and international conferences.  In her spare time, she can be found baking cheesecakes, exploring the Maine coast or traveling with her family.


  • 2025 Fair & Effective Workplace Investigations - Starting 9/8/2025
    Contains 3 Component(s), Includes Credits

    This class will start on September 8, 2025 and end on September 22, 2025

    Welcome!

    Thank you for your Power Learning Series registration.  We are so excited you have looked to PSHRA® to help you grow in your career.

    The Power Learning Series offers you a new way to grow your skills without the time commitment of a full course. 

    In this course, learners will explore the full investigation process from intake to reporting, with a focus on balancing legal, ethical, and organizational considerations. Participants will gain tools to plan, conduct, and document investigations with fairness, consistency, and clarity. The content will be delivered through a realistic and engaging case study.

    Learners will gain the skills to conduct fair and effective workplace investigations. The course will be delivered over three-weeks with one-hour weekly online meetings.

    Recertification Points:  PSHRA-5 and HRCI-Coming Soon!

    Don’t hesitate to contact us - PSHRA – Debbie Tankersely-Snook, Associate Director, Member Programs, Membership - meetings@pshra.org.


    Making public sector work better®.


    Course Syllabus


    Learners will explore the full investigation process from intake to reporting, with a focus on balancing legal, ethical, and organizational considerations. Participants will gain tools to plan, conduct, and document investigations with fairness, consistency, and clarity. The content will be delivered through a realistic and engaging case study.

    Overview

    This comprehensive learning program is designed for Human Resource (HR) professionals in the United States public sector. It prepares learners for the complexities and challenges of conducting fair and effective workplace investigations.

    Learning Objectives

    1. Ensure Legal Compliance: Understand the legal frameworks and compliance requirements necessary for conducting workplace investigations.
    2. Support the Complainant and Prevent Retaliation: Master communication techniques that prioritize confidentiality and complainant protections.
    3. Enhance Investigative Skills: Learn advanced investigative techniques to conduct thorough and effective investigations.
    4. Apply Skills Practically: Engage in scenario-based activities that simulate real-life challenges, enhancing practical application skills. 

    Program Components

    Workshop 1

    • Introduction to Workplace Investigations: Overview of legal and ethical considerations specific to public sector contexts.
    • Supporting the Complainant, Preventing Retaliation: Processes and techniques.

    Workshop 2

    • Planning an Investigation: Steps for a thorough, timely and impartial investigation.
    • Conducting Interviews: Developing effective interview questions and documentation.

    Workshop 3

    • Gathering and Analyzing Evidence: Managing your own bias, selecting and collecting evidence from various sources.
    • Reporting and Concluding an Investigation: Deciding on the outcomes and recommendations, and communicating the results. 

    The course will be delivered over three-weeks with 3 one-hour weekly online meetings.

    Please let us know if you run into any problems or have questions as soon as possible.  We want to make sure you are to have the best possible learning experience.  

    All your course materials will be found on your course dashboard.

    Meetings:

    • Course Meetings take place in Zoom Events – You will receive your Individual Zoom Link before the course starts.

    Course Design:

    The course will be delivered over three-weeks with three one-hour sessions per week.  You will receive details about the dates, times, and the URL for your course meetings

    Time Commitment:

    Plan for 1 hour for each online lesson to read, complete activities, and prepare for course meetings. Individuals have varying learning paces, so it might take more or less time for each person. We recommend completing lessons a day or two before the course meeting to allow time for reflection on what you've learned and the development of your plans. All course materials are included on your course dashboard (no textbook is required).

    Course Meeting Session Schedule (subject to change):

    • Start Date: 9/8/2025
    • Completion Date: 9/22/2025
    • Meeting 1:  9/8/2025 - 12:00 - 1:00 pm ET
    • Meeting 2:  9/15/2025 - 12:00 - 1:00 pm ET
    • Meeting 3:  9/22/2025 - 12:00 - 1:00 pm ET

    Certificate of Attendance:  You will earn a Certificate of Completion upon completion of the course.

    Cancellation Policy:  Professional Development Cancelation Policy

    Recertification Points:  PSHRA-5 and HRCI-5

    Making public sector work better®.

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    Beatriz Coningham, Ed.D.

    Dr. Coningham is a global consultant in organizational leadership, learning, change, and human resource management. She is also part of the adjunct faculty of the George Washington University, in Washington DC, where she lives. Her experience includes public sector, non-profit and for profit organizations in the United States and abroad. As part of her career in leadership roles in human resources she has personally conducted multiple workplace investigations and trained human resources teams on the investigation process. 

  • Webinar: Public Sector Retention - Providing Career Development Opportunities
    Contains 3 Component(s), Includes Credits Recorded On: 07/17/2025

    Webinar: Public Sector Retention - Providing Career Development Opportunities

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    Join us on Thursday, July 17th at 1:00 P.M. ET as our panel of HR practitioners share how they foster employee retention through career development.  Discover ways to boost engagement and motivate your team without overspending.  Our panelists will also reveal their top skill-building strategies and best practices. They will share how they tackle burnout while keeping everyone engaged and future retention challenges.  Don’t miss this opportunity to learn about what works for your peers!

    Topic Areas:

    • Innovative Professional Development
    • Career and Leadership Development
    • Maintaining Engagement to Combating Burnout
    • Future Retention Challenges

    Moderator:  Robert Neiuber, PSHRA-SCP, Human Resources Director/Chief People Officer, City of Rancho Cucamonga, CA

    Panelist:

    • TaLisha Champagne, MBA, PHR, Director of Human Resources, City of Fairburn, GA
    • Cynthia Garza, PSHRA-CP, Deputy Director of Human Resources, City of McAllen, TX
    • Keelie Howell, PSHRA-CP, Senior Human Resources Analyst, Maricopa Community Colleges, AZ

    PSHRA® Webinars are a member benefit. Available to non-members for a nominal fee.

    Making public sector work better®.

    Robert Neiuber

    Director of Human Resources

    City of Rancho Cucamonga, CA

    I have enjoyed over Thirty-five years of local government experience in the fields of Human Resources, Risk Management, Community Development, Economic Development, and Redevelopment. I have had the honor of serving some great communities, currently the world-class community of Rancho Cucamonga and their employees, Team RC.

    As a Human Resources Director, I feel it is my role to develop and maintain a high-quality workforce and encourage and supports employee engagement through a culture of continuous learning, equity, inclusion, belonging, innovation, collaboration and excellence. I enjoy being able to work with and support the dedicated, hardworking, knowledgeable, and fun employees who make up Team RC.

    I am a believer in life-long learning and have a passion for HR. I am a Certified Executive and Senior Certified Professional by the Public Service Human Resources Association – PSHRA (Formerly the International Public Management Association for Human Resources – IPMA-HR); a Senior Certified Professional by the Society for Human Resources Management; a Certified Labor Relations Master by the California Public Employment Labor Relations Association; a Certified Labor Relations Professional by the National Public Employment Labor Relations Association; and a certified League Cycling Instructor by the League of American Bicyclists, just in case you need some bike safety training.

    TaLisha Champagne, MBA, PHR

    Director of Human Resources

    City of Fairburn, GA

    Ms. Champagnes has over 18 years of experience in the field of Human Resources. She is a certified professional with comprehensive knowledge and experience in administering human resource programs; incorporating creative leadership skills to achieve organizational objectives; facilitating and customizing learning and development programs and initiatives; evaluating human resources policies, programs, and practices; conducting investigations; collaborating with teams; and promoting employee morale.

     During her career, she has held several positions in the field of human resources within municipal, state, and federal government, and in non-profit organizations.  Currently, Ms. Champagne serves as a Human Resources Director in Fairburn, Georgia.  She holds national and local professional memberships with Public Sector HR Association (PSHRA), National Association of African Americans in Human Resources (NAAAHR), Society for Human Resource Management (SHRM) and SHRM-Atlanta, and Georgia Local Government Personnel Association (GLGPA). She has served on various HR panels and has led seminars, group retreats, and breakout sessions.

     Ms. Champagne is certified as a Professional in Human Resources (PHR). She earned a Master of Business Administration degree with a concentration in Human Resources Management from Strayer University.  Passionate about human resources, Ms. Champagne puts her experience and unique perspective into practice through building relationships, creating thriving workplaces, cultivating organizations where employees are valued, inspired, engaged, and empowered to reach their full potential, connecting with leaders, and implementing innovative strategies reshaping HR from a transactional to strategic partner.

    Cynthia Garza, PSHRA-CP

    Deputy Director of Human Resources

    City of McAllen, TX

    Keelie Howell, PSHRA

    Senior Human Resources Analyst

    Maricopa Community College

    Keelie Howell is a Senior Human Resources Analyst at Maricopa Community Colleges, one of the largest public community college districts in the United States. She holds a bachelor’s degree in Sustainability from Arizona State University and is currently pursuing a master’s degree in Human Resources & Employment Law from ASU’s Sandra Day O’Connor College of Law. Keelie is passionate about the full-cycle relationship between employees and organizations, with a strong belief that empowered, informed employees are the foundation of a healthy workplace.

  • Webinar: Safety in the Workplace
    Contains 3 Component(s), Includes Credits Recorded On: 06/26/2025

    Webinar: Safety in the Workplace

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    Join us on Thursday, June 26th 1 P.M. – 2 P.M. ET to learn how to maintain a safe work environment. Our panel will discuss identifying hazards, providing actionable solutions, and covering the best practices for safety compliance. Engage with the panelists and discover the latest tools and technologies for workplace safety. Don't miss this opportunity to enhance your knowledge and skills.

    Key Topics:
    • Maintaining a safe work environment
    • Identifying hazards
    • Providing actionable solutions
    • Best practices for safety compliance

    Moderator: Kristi Wong, Director of Human Resources and Risk Management, St. Lucie County Board of County Commissioners, FL

    Panelist:
    • Thomas Flagg, Director of Police Human Resources, HR Analyst IV, Baltimore County Government, MD
    • Nancy Hernandez, Safety Officer, City of Rancho Cucamonga, CA
    • Greg Preece, Human Resources Director, Los Angeles Co Superior Court, CA

    PSHRA® Webinars are a member benefit. Available to non-members for a nominal fee.

    Making public sector work better®.

    Kristi Wong

    Director of Human Resources and Risk Management

    St. Lucie County Board of County Commissioners, FL

    Kristi Wong is current theDirector of Human Resources and Risk Management Director for the St. LucieCounty (FL) Board of County Commissioners.  Ms. Wong has over 30 years ofexperience as a public servant primarily in local government agencies in Florida. She has been responsible for Human Resources functions for the past 25 years ofher career of which 15 years have been in leadership roles.  Ms. Wong iswell versed in all Human Resources functions including talent acquisition,benefits/wellness administration, employee/labor relations,compensation/classification, and payroll, as well as worker’s compensation andsafety.  She believes Human Resources is responsible for partnering withemployees at all levels, as well as the leadership teams for the operationaldepartments and the executive team for the organization to provide guidance andsupport to ensure a well-balanced organizational culture.

    Thomas Flagg

    Director of Police Human Resources, HR Analyst IV

    Baltimore County Government, MD

    Thomas Flagg, CPM®, PSHRA-SCP is currently the Director of Police Human Resources for the Baltimore County Police Department. In this role,he is responsible to plan, direct, and supervise the human resources functions and programs for Police Department including, but not limited to, Employee Relations, Employment Life Cycle, Regulatory and Policy Compliance, Compensation and Time and Attendance, and Safety. 

    His work includes formulation of policies and procedures for implementation  and administration of programs and functions, participation in studies of human resources functions and long-range program planning, interpretation of laws, codes, and regulations applicable to human resources administration, and coordination of human resource activities with Police Employment, Police Training and other Police
    bureaus, government agencies, employees, and other private and public organizations.

    Flagg has a strategic focus specifically on human resource efforts within Baltimore County Police Department and his goal is to expand the agency’s human resource management infrastructure to promote innovation, reduce time gaps by eliminating waste and errors, and to promote an engaged and high performing employee environment within the agency. Baltimore County Police Department is one of the top 25 largest Police agencies in the Country, serving just under a million residents and employing a total of 2,716 employees (1,984 sworn positions and 732 civilian positions).

    Flagg previously served as the Chief of Administration for the Department of Public Works and Transportation within Baltimore County, Maryland. Flagg was responsible for all personnel and human resources, budget management, procurement, performance management, strategic planning, utility billing and management of utility revenue fund. Flagg consulted leaders within the agency’s five (5) Bureaus including Engineering & Construction, Solid Waste, Transportation, Highways, and Utilities on all personnel matters for the agency’s roughly 1,000 employees in total. He also had the responsibility of negotiating the reconciliation process with Baltimore City for the water and sewer annual reconciliation settlements. Flagg was responsible for increasing timely responses to residents and business on water and sewer billing issues by 20%, and was responsible for increasing water and sewer revenues by over 10% year over year.

    Flagg also served as the Assistant to the Director of Procurement for the Procurement Department at the City of Miami, Florida. Flagg was in charge of all personnel and human resources for the agency including, but not limited to, leading innovation training and projects, coordinating the agency’s recruitment and selection processes, payroll, labor relations, and completion of the agency’s annual accreditation process. He developed and managed the agency’s strategic plan and performance data. He trained over 300 City employees in lean management and innovation while also facilitating multiple innovation projects that resulted in savings to the city and both the
    agency’s internal and external customers. Flagg also developed and spearheaded the City’s small business program to help local small businesses connect with local public procurement opportunities and increase public contracting opportunities, known as the City’s Pathways to Public Procurement. The program helped to introduce local public procurement agencies in South Florida with potential suppliers in order to increase competition for public contracts and subcontracting opportunities. Flagg developed and implemented the agency’s first electronic contract management database and electronic procurement bidding system. In this role he also was an administrator for the City’s financial system and used this role to streamline many processes within the system.

    Flagg has a bachelor’s degree from the University of Maryland, College Park in Government and Politics. He has earned multiple professional certifications throughout his career, but he is most proud of becoming a Certified Public Manager ® and earning his PSHRA-SCP. Flagg lives in Frederick, MD with his two sons, wife, and the family’s golden retriever.

    Nancy Hernandez

    Safety Officer

    City of Rancho Cucamonga, CA

    Nancy Hernandez is a Safety Officer at the City of Rancho Cucamonga, bringing 5 years of experience in the safety industry. She specializes in ensuring compliance with OSHA regulations and developing safety protocols that prevent accidents and injuries. Nancy spent the majority of her career in the private sector, working in staffing and closely collaborating with companies such as William-Sonoma, STG Logistics, and 85 degrees. Her passion for creating effective training programs has helped organizations foster a strong culture of safety, significantly reducing workplace incidents. Dedicated to promoting safety ad well- being, Nancy strives to ensure that all employees return home safely every day. 

    Greg Preece

    Human Resources Officer

    Los Angeles Co Superior Court, CA

    Greg Preece is aHuman Resources Director at the Los Angeles County Superior Court, the largesttrial court in the nation. Prior to joining the court, Greg was Assistant HumanResources Director at the City of Oakland. Prior to working in HR, Greg was a swornFirefighter/Paramedic in the Cincinnati, Ohio area where he rose through theranks to Assistant Fire Chief overseeing fire department personnel in additionto emergency operations and fire prevention. In his spare time, Greg is anAdjunct Professor in the Master of Public Administration Program at NorthernKentucky University and operates an HR Consulting Agency specializing intraining for local governments.