Schedule of Events

SUNDAY, OCTOBER 26, 2008
4:00 PM - 7:00 PM	Registration Open
6:00 PM - 8:00 PM	Sunday Night Mixer Sponsored by: Saylor & Hill / Barney & Barney - a B&B Company Come and join us as we connect with old and new friends and colleagues in a relaxed atmosphere prior to the start of the conference.
MONDAY, OCTOBER 27, 2008
7:00 AM - 5:00 PM	Registration Open
7:30 AM - 8:30 AM	Breakfast
8:15 AM - 8:30 AM	Welcoming Remarks from Chair Committee
8:30 AM - 9:30 AM	PLENARY SESSION I: STATE OF THE BIOTECHNOLOGY INDUSTRY ADDRESS The state of the biotechnology address is a broad view of the industry from the perspectives of experts representing the industry's trade organization, a biotechnology company, and a financial institution. Sponsored by: Culpepper Surveys Room: Ballroom - Salon C, D, E Panel: Scott Whitaker, COO, Biotechnology Industry Organization Sam Saks, M.D., CEO, Jazz Pharmaceuticals, Inc. Kleanthis Xanthopoulos, Ph.D., President and CEO of Regulus Therapeutics Christopher D. Fuglesang, Ph. D. J.D. Vice President, Tayistock Life Sciences
9:30 AM - 9:45 AM	Questions and Answers
9:45 AM - 10:45 AM	Refreshment Break Sponsored by: Intelius, Inc. Room: Grand Ballroom Foyer
10:45 AM - 12:00 Noon	BREAKOUT SESSION I Track 1: Business Session Title: Growing the Biotech Workforce Sponsored By: Career Solutions International Room: Gallery 1 To the astonishment of many HR professionals in the biotech field, the H-1B visa cap for foreign professionals and scientists was oversubscribed on the first day of availability. What can employers do to bridge the gap until new H-1B visa numbers become available? What other visa categories can biotech companies count on to secure the best talent? This session will examine the H-1B crises in depth along with several other issues that are critical to employers including: 1) alternatives to the popular H-1B visa; 2) obtaining labor certifications through PERM; and 3) delays in the permanent residency process after labor certification is approved, including visa retrogression. Additionally, the session will review some of the more important recent changes in the immigration arena, as well as the status of upcoming legislation. Immigration law and policy is dynamic, yet staying abreast is crucial when it comes to hiring and retaining the best and the brightest employees in 2008 and beyond. Panel: Norman Plotkin, Esq., Partner, Jackson & Hertogs Carol Gorski, Senior Director of Human Resources, Affymetrix, Inc. Rebecca Sunshine, MHS, Human Resources Consultant, Consultant to Life Sciences
	Track 2: People Session Title: Using a Dual Career Path Compensation Structure to Retain and Recruit Talent Room: Gallery 2 It's a battle out there to identify and retain the best talent in biotechnology. While most companies aim to deliver market-competitive compensation, often that's not enough to satisfy the needs of our workforce. Three leading companies in the Industry will discuss how using a dual career path compensation structure has improved in their ability to retain critical staff as well as help in their recruitment efforts. Topics in the presentation include: 1) the usage of a dual career path compensation structure including which job families are best for inclusion in this structure; 2) how employees feel about a dual career path system; 3) approaches for placing jobs into the compensation structure for which market data is not available; 4) determination of the market rate for a job including annual bonus and total cash compensation; 5) use of equity programs as an important component of the dual career compensation system; 6) the positive effects of these systemic changes on company turnover and ability to recruit candidates; 7) earning senior management support and their reaction to the new program; and 8) challenges and issues identified during the development and introduction of these systems. Speakers: Roy Burchill, Director of Global Compensation, Benefits and HR Systems, Illumia Ken Wechsler, Principal, Remedy Compensation Consulting Pam Jefferson, Director, Human Resources, Pfizer Inc.
	Track 3: Strategic HR Session Title: Positioning HR as a Strategic Leader in Your Organization: How To Align Internal Processes and Culture with Corporate Strategy Room: Gallery 3A Pharmaceutical and biotech companies do not always view the HR function as a strategic contributor to the organization. HR management is often asked to work on a reactive basis and take direction from several functions internally, ranging from the CEO and upper management to legal and other internal department heads to leaders in the commercial organization such as marketing and sales. As a result, HR is focused more at a tactical level and concentrates primarily on risk management issues. This makes for a didactic and cyclical approach to HR's activities from year-to-year. Ideally, HR would play a more proactive and strategic role in helping to align the internal processes and culture of the organization with the corporate strategy that resonates from the top-down. To do this HR must first understand the company's overall strategy and how it translates into the strategic priorities and performance goals of each business unit such as finance, legal, clinical development, commercial development leaders and others. By leveraging this critical information as a guiding light, HR can then build its own strategies and tactics to help contribute to the company's overall success. This session you will learn how to examine the strategic role their HR department plays within their overall organization; understand how HR can contribute to the strategic objectives of their organization and to the goals of various business units; and build a framework to align HR's strategies and tactics with those of the larger organization. The speakers will review case studies via an interactive setting to help illustrate the most effective means of executing this approach in various types of pharmaceutical and biotech companies. Speaker: Garry O’Grady, Senior Vice President, Sales Practice, Campbell Alliance
	Track 4: Your HR Career Session Title: Leveraging Metrics and Analytics Sponsored by: Naturejobs Room: Gallery 3B Increasing the value of human capital is the major challenge for virtually every business, not-for-profit, and government agency in the 21st Century. We all face increasing competition, shrinking resources and disruptive innovation. If we fail to constantly add human capital value in the form of workforce capabilities, flexibility, and motivation, we face an environment dominated almost entirely by price-cutting and expense-slashing. This program will provide an overview of emerging applications of human capital analytics - a resource often missing from the standard HR "toolbox" and a critical tool to drive human capital value. On a tactical level, human capital analytics are the application of quantitative and monetary analysis to people-related programs and initiatives. On strategic level, human capital analytics provide the language and context for HR to managers think, engage and act as senior business managers. Speaker: Steve McElfresh, Principal and Founder of HR Futures
12:00 - 2:00 PM	PLENARY SESSION II WITH LUNCH KEYNOTE SPEAKER Sponsored by: ORC Worldwide Room: Grand Ballroom - Salon C,D,E Keynote Speaker: Marcus Buckingham Author, Independent Consultant and Speaker The Marcus Buckingham Company Go Put Your Strengths To Work: Six Powerful Steps To Achieving Outstanding Performance Marcus Buckingham jump-started the strengths revolution beginning with his best sellers First, Break All the Rules, and Now, Discover Your Strengths. His follow-up book, Go Put Your Strengths To Work answers the ultimate question, how can you actually apply your strengths for maximum success at work?
2:00 PM - 2:15 PM	Questions and Answers
2:15 PM - 2:30 PM	Refreshment Break
2:30 PM - 3:45 PM	BREAKOUT SESSION II Track 1: Business Session Title: Keeping Up With the Joneses: The Latest Compensation Trends in the Global Life Sciences Industries Sponsored by: Career Solutions International Room: Gallery 1 As the market continues to consolidate and the industry faces staffing pressures, many life sciences companies are seeking new ways to adjust their compensation strategies and plans to retain their top talent and mitigate turnover. In this session you will be provided with the latest trends in compensation from the 2008 Radford Global Life Sciences Survey and get a consulting perspective on how these emerging trends impact compensation design. In this session topics discussed will include current compensation trends covering hiring, turnover, base salary budgets, cash incentives, and equity; an in-depth focus of trends for hiring top talent (new-hire equity grants, sign-on bonus); examination of how compensation of desirable jobs is changing in response to supply and demand issues; discussion on equity compensation trends analyzing prevalence of vehicle types, grant sizes, eligibility and participation rates; and an in-depth look at how companies are ensuring they stay competitive with the market by taking a closer look at the dollar amount being spent on incentive plans. Speakers: John Radford, Senior Vice President, Radford Surveys & Consulting David Knopping, Vice President, Radford Surveys & Consulting
	Track 2: People Session Title: Getting the Cultural Fit Right: Developing Techniques to Select Senior Management that Will Flourish in Your Organization Room: Gallery 2 This session will provide a framework by which organizations can truly assess the fit of candidates with the unique culture of their company. The emphasis of the session will focus on the selection of key strategic members of a management team. Panelists will discuss the need for clearly defining and articulating the unique cultural aspects of their organization as well as sharing techniques they have incorporated into their selection process to evaluate candidates' fit. In the competitive hunt for top talent, the true success of leaders' contribution rests with how quickly they will be accepted and integrated into their new organization. Style and fit are most often the key determining factors of success or failure. By integrating this assessment into a company's selection process, the probability of leadership success can be greatly increased. Panel: Moderator - Steven P. Hochberg, President, Caliber Associates Deirdre Gillespie, M.D., President & CEO, La Jolla Pharmaceutical Company Julie DeMeules, Senior Vice President Human Resources, Santarus, Inc. Rebecca Sunshine, Human Resources Consultant Patricia Lowenstam, Principal, MLT Consulting Group Max Donley, Senior Vice President, Human Resources, MedImmune, Inc.
	Track 3: Strategic HR Session Title: Is your HR Plan Adjustable for Supporting a Successful Business Execution Room: Gallery 3A How do you know if your HR plan can be executed successfully in the business environment? Also, is your HR plan adjustable to support a success business execution? This session will discuss how to develop a HR business plan and what makes up a HR business plan. This session will provide you several models to use and will discuss when to use the right model. Most importantly, it will provide you direction on how to use the plan to bring HR to the table and become a business partner. Speaker: Libby Frisby, Principal , E G Frisby, LLC
	Track 4: Your HR Career Session Title: The HR Professionals’ Role in the New Executive Compensation Environment Sponsored by: Naturejobs Room: Gallery 3B Revolution has eclipsed revolution in executive compensation. Companies are re-examining programs amidst a public backlash to perceived abuses prompting greater scrutiny and higher expectations among legislators, regulators, investor, proxy advisory services, and the media. This session will address what HR professionals need to know about the key challenges companies face in the current executive pay environment. It will provide insights into what can be expected going forward and how heightened governance will affect HR's role in the compensation-planning process. Attendees will gain a deeper understanding of the issues, be better equipped to create effective and reasonable compensation programs and better informed to help their Boards ensure investor confidence. Among the trends and issues that will be addressed: the new "whys" of proxy disclosure; prospects for "say on pay" and other regulatory intervention; the impact of rising investor activism; perceived shortfalls in pay-for-performance programs; protecting peer group integrity; balancing short- and long-term performance; why market medians may be ineffective; managing dilution downward; and, the retreat from employment agreements. Speakers: Matthew T. Stinner, Managing Director, Pearl Meyer & Partners Melissa L. Means, Managing Director, Pearl Meyer & Partners
3:45 PM - 4:00 PM	Refreshment Break
4:00 PM - 5:15 PM	BREAKOUT SESSION III Track 1: Business Session Title: Creating a Sense of Ownership: The New Age of Equity Design Sponsored by: Career Solutions International Room: Gallery 1 Companies typically use equity compensation programs to create a sense of ownership and as a tool to attract and retain top-notch talent. Ownership provides more than just a "monthly paycheck" relationship with employees; it reinforces a mutual commitment to the long-term success of the company. However, implementation of equity-based compensation programs can be complex. In this session, we will discuss how companies can develop specific programs or modify existing programs so they are more effective in achieving a company's desired objectives and appropriately reward employees. We will also help you understand the current equity compensation environment and how it drives program design and market trends. Areas covered will include a review of the types of vehicles available and discussion of how companies should evaluate which vehicle will best suit their organization; look at new tax rules, new disclosure requirements, shareholder scrutiny, and general stock market performance; strengths/weaknesses in relation to defined objectives to determine the appropriate long-term incentive mix; an in-depth look at how to determine whether your program is really competitive in comparison to market competitive survey data; review of some new program design types that effectively link top executive grants to company performance; and, techniques for modeling the overall affordability of your company's program. Speaker: Linda Amuso, President, Radford Surveys & Consulting
	Track 2: People Session Title: Workforce Engagement and the Bottom Line Room: Gallery 2 It's well known that engaged workers produce more, make more money for the company, and create emotional engagement and loyal customers. They contribute to strong working environments where people are more productive, ethical, and accountable. They stay with the organization longer and are more committed to quality and growth than are the other two groups of not-engaged and actively disengaged workers. In spring of 2007, BIOCOM and the Biotech Employee Development Coalition (BEDC) set out to assess the level of workforce engagement in life science organizations in Southern California. Partnering with ZeroBoundary Inc., an online questionnaire was crafted to address how employees viewed their companies, including questions on: leadership effectiveness; mission, vision and values; rewards and recognition; professional development and work-life balance. This session will detail findings from the 2008 Workforce Engagement Survey and showcase specific ways with which to harness and leverage engagement in down economic times. Engagement across generations, ethnic and organizational culture are also addressed with an aim toward compelling the workforce to achieve the "wow factor" in productivity. Panel: Moderator - Victoria Tucker, Managing Director, ZeroBoundary, Inc. Julie DeMeules, Senior Vice President, Human Resources, Santarus, Inc. Mary Glanville, Vice President, Human Capital, Anadys Pharmaceuticals, Inc. Dan Thomas, Director, Employment Branding, Amylin Pharmaceuticals, Inc.
	Track 3: Strategic HR Session Title: Becoming a Magnet: Translating Strategy into Values and Behaviors at OPDC Room: Gallery 3A Get a behind-the-scenes look at an organization undergoing a fundamental culture change. Otsuka Pharmaceutical Development & Commercialization, Inc. (OPDC), an Otsuka Group company, has embarked on a conscious journey to position itself as a one-of-a-kind player in the pharmaceutical landscape and drive the globalization and growth of Otsuka's pharmaceutical business. In 2007, the CEO and leadership team of the newly formed OPDC recognized that to accomplish this mission, the organization would have to make fundamental changes in the way it thinks and works - and that these changes would have to be embraced by every employee. This led to a series of focused company-wide activities that have recast the company's core values and behavioral competencies, and reinvented its processes for performance management, career development, and talent management. This presentation will describe how each of these initiatives has assisted the company in aligning its culture and processes with its business strategy to "become a magnet" for the talent and business partners who will help OPDC fulfill its mission. Speakers: Mary Martinez, Director, Workforce Management Consulting, ORC Worldwide Debbie Daniel, Senior Director, Corporate Management, Otsuka Pharmaceutical Development & Commercialization, Inc.
	Track 4: Your HR Career Session Title: Dancing With the Suits - Be the Choreographer of Your Success Sponsored by: Naturejobs Room: Gallery 3B In our science driven industry, we should realize that managing a career is more of an art than a science. This workshop will explore the art of success using metaphors of "Dance." This workshop will help you answer the ten most important questions to prepare you for "Dancing with the Suits" or having a "Seat at the Table." You will also learn the six biggest mistakes made on the dance floor or the biggest mistakes that prevent Human Resource professionals from having a "seat at the table" and, how to prevent them. And the six biggest reasons some dancers become stars or the reasons some HR professionals have earned "a seat at the table." Speakers: Lynne Graska, CCP, CBP, Director, Benefits and Compensation HRIS, MannKind Corporation Diane Palumbo, Corporate Vice President, Human Resources, MannKind Corporation Christine Swinburne, Associate Director, HR Operations & Employee Communications, MannKind Corporation
6:00 PM - 8:00 PM	Reception & Dinner Sponsored by: BioSpace & Wells Fargo Insurance Services
TUESDAY, OCTOBER 28, 2008
7:30 AM - 2:30 PM	Registration Open
7:30 AM - 8:30 AM	Networking Breakfast Sponsored by: Beaker.com Room: Grand Ballroom - Salon C, D, E
8:30 AM - 9:45 AM	BREAKOUT SESSION IV Track 1: Business Session Title: From Pre-IPO to Publicly Traded - Tackling the Real Challenges in Equity Compensation Sponsored By: Career Solutions International Room: Gallery 1 As private employers approach going public, how they handle their equity compensation strategies and reward their employees change. This panel-discussion of employers will discuss recent trends in company-wide equity strategy design for biotech companies and how to handle the real key challenges on both sides of going public. Topics will include addressing employee dilution and communicating value; refresher grants for "unglued" employees; managing a proper pool size; preparing for an ESPP; taking a close look at equity (one size doesn't fit all); establishing grant guidelines; shareholder requests (planning for "No" and getting a "Yes" from ISS); going international. In support of the discussion, we will provide market data and current legal and design trends. In addition, employers will provide "real world" advice on how to best manage this scarce compensation resource. Panel: Moderator - Jeremy Anderson, Principal, Remedy Compensation Consulting Heather Connors, Director, Human Resources, Illumina Thomas Welk, Partner, Cooley, Godward, Kronish, LLP Mary Ann Rafferty, Change
	Track 2: People Session Title: Developing Smart Doers into Smart Leaders: Avoiding the "My Way" Trap Room: Gallery 2 The biotech industry relies on the expertise of highly skilled employees who can be independent, rebellious, intellectually agile, and insular. Typically, these smart employees move into leadership roles because of their technical expertise and not their business savvy or people skills. Many fail. We'll reveal six characteristics that make expert employees more challenging to lead; and, present lessons learned in helping new leaders coach and inspire their expert teams to succeed instead of micro-managing them out the door! This session will provide practical strategies you can apply back on the job to ensure your expert individual contributors transition successfully into expert leaders of your most valued employees. Speaker: Cathy Earley, Senior Consultant & Coaching Practice Leader, BlessingWhite
	Track 3: Strategic HR Session Title: Aligning Process and Culture With Strategy: Fundamentals and HR's Opportunity Room: Gallery 3A A fundamental dimension for a company's success is the alignment of the company's strategy with its core processes and culture. A process, in this understanding, is a recurrent set of practices for fulfilling a purpose. Good strategies make internal purposes clear. Good processes focus on achieving these purposes by defining clear roles and responsibilities, clear outcomes, and key coordination practices (e.g. project review meetings.) Culture, though more subtle and therefore sometimes denigrated as "the soft stuff," is equally fundamental to strategic fulfillment. Many leading edge companies today recognize that their culture is a major aspect of their competitive advantage, including Google, Southwest Airlines, and in biotech, Genentech. Processes and culture come together in the core practices of a company, including standard meetings, key reporting events, training approaches, and celebrations. These practices communicate the culture to all who participate in them. A company with a strategy to innovate (e.g. early product development) would need practices that celebrated risk-taking while moving towards fulfilling the purpose of developing new products. A company focused on executing (e.g. getting through clinical trials) would need practices that emphasize accountability for execution in their processes and culture. In this session, we will share about what we have learned in aligning processes and culture with strategy and discuss how HR can be a force for ensuring greater alignment. Speaker: Christopher Davis, Managing Director, The Stratam Group Mary Ann Ireland, Director, The Stratam Group
	Track 4: Your HR Career Session Title: Adapting to Different Communication Styles: Improve Your Effectiveness & Understand Your Colleagues and Internal Customers Better Sponsored by: Naturejobs Room: Gallery 3B Have you ever wondered why you get along better with some people than others? Do you and your employees need new tools to communicate more effectively? Communication is more than talking and listening. It also requires a deep understanding of another person's perspective, the underlying passion behind it, possible biases, behavioral idiosyncrasies, unspoken emotions, personal agendas, and unshared assumptions. This exciting Communication Style Program uses a best practices tool, the DiSC® model to identify your unique preferences and how to adapt to those other styles. As part of the workshop activities, participants will have the opportunity to complete a confidential "on-line self-assessment exercise" designed to increase understanding of yourself. Individual profiles provide feedback on how your own behavior is observed at work. You will learn how to read other people and how to adjust your communication to meet the needs of those around you. The outcome is a stronger understanding and allegiance among work teams and adapting to the style of your colleagues. This program is an exceptional "team building" tool for a variety of organizations and structures. This session will help conference participants understand the DiSC® model of human behavior; receive feedback on how your behavior in the workplace can be interpreted or misrepresented by co-workers; recognize when behaviors are likely to be misunderstood; appreciate the communication preferences of different people; identify the approaches that are effective and ineffective with each style; and develop specific communication strategies that build a culture of collaboration. Speaker: Marco F. Rosa, Vice President of Human Resources, MAP Pharmaceuticals, Inc.
9:45 AM - 10:45 AM	Refreshment Break Sponsored by: Naturejobs
10:45 AM - 12:00 Noon	BREAKOUT SESSION V Track 1: Business Session Title: Working Effectively with Your Board and Compensation Committee: Perspectives From All Sides Sponsored by: Career Solutions International Room: Gallery 1 To be effective in working with the Board and Compensation Committee, it helps to hear the experience and insight of key players. This panel, composed of experience Compensation Committee members, HR, and outside advisors, will delve into what goes on in the Boardroom and how to be an effective agent. In the current environment of corporate governance and disclosure, there is heightened sensitivity to the interactions between management, the Board, and outsiders. The panelist will discuss their perspectives on how Compensation Committees operate today and how HR and senior management can best work with and support the Committee. They’ll also share their experience from years in the Boardroom and provide helpful guidance on the do’s and don’ts in the new era of governance. This interactive panel will solicit questions and provide real world answers to audience questions. Panel: Moderator - Carl Schmitt, Senior Consultant, Towers Perrin Olivia Wakefield Lee, Senior Consultant, Towers Perrin Zoltan Csimma, Senior Vice President, Chief Human Resources Officer, Genzyme Corporation Max Donley, Senior Vice President, Human Resources, MedImmune, Inc.
	Track 2: People Session Title: Why Corporate Wellness Now? Exploding the Myths and Exposing the Specific Value to Life Science Employers Room: Gallery 2 If your employees' lifestyles aren't healthy and well-balanced, they can't give you their best. While employees intuitively know that it is important to lead a well-balanced life, exercise regularly, and eat a well-balanced diet, statistics show that most people don't take the right steps by themselves. Three exceptional "wellness" experts, each with unique backgrounds, combine to bring life science HR professionals a practical understanding of what can be achieved with a successful corporate wellness program. Each will present their unique perspective and case studies, including the successful design, metrics/results, delivery, applications and ROI measurement. The group will then combine as a panel to answer your questions: Those who attend this session learn the latest about how corporate wellness programs can directly impact a life science employer's ability to: attract and retain top talent; reduce health care expenditures and premium costs; dramatically reduce the incidence and duration of Workers' Compensation claims; increase employee productivity via reduced absenteeism and increased presenteeism; and increase workforce camaraderie, helping to weather business ups and downs. Panel: Moderator - Dennis Rainey, Vice President, Wells Fargo Insurance Services Lee Rice, President, Lifewellness Institute Paul Wallace, MD, Vice President, Kaiser Permanente Foundation, Kaiser Permanente
	Track 3: Strategic HR Session Title: Ten Trends Shaping the Future of HR and How You Can Prepare Room: Gallery 3A We live in fast-moving times: up and down operating budgets, health care costs, and talent demand and supply. But there is one constant: the need for Human Resources expertise to keep an organization focused on its future. What are the trends shaping what we do, and what we need to be thinking about to keep ahead of the wave of change? In this session, discussion will focus on ten HR trends and how to prepare now for their impact; and, a look at HR in the year 2015 and possible impact of HR’s role in organizational success. Speaker: Kathryn D. McKee, SPHR, President, Human Resources Consortia
	Track 4: Your HR Career Session Title: Your HR Career Sponsored by: Naturejobs Room: Gallery 3B What's new in HR life sciences and bio careers and what can you do to stay competitive? Are your peers passing you by? Taking a look at current HR trends - emerging roles, new responsibilities, and where the money is - you will gain valuable insights about whether your HR career is on track, where you are headed, and how to plot your future success. What you will learn from this session: 1) from HR generalist to CEO - real-life case studies; 2) self-diagnosis: how to know when your HR career is off track and how to fix it; 3) practical steps to revitalize your HR career at any stage of your career life cycle; 4) key points to further your career: large company training versus small company hands-on; 5) fresh perspectives on what CEOs desperately wish HR would do differently and why; and, 6) managing up: communication style tips for working with the Board, the CEO, and VPs. Speaker: Valerie Frederickson, CEO and Founder of Valerie Frederickson & Company
12:00 noon - 2:00 PM	PLENARY SESSION III WITH LUNCH Sponsord by: BlessingWhite Room: Grand Ballroom - Salon C, D, E Human Resources as a Strategic Business Partner: A CEO's Perspective Do you wonder what your CEO is really thinking when it comes to seeing human resources as a strategic business partner? What have others done that made them successful and where have others failed? What are the issues at each stage of the organization's growth and at each stage of your CEO's professional development that create opportunities for you to shine as an HR professional? If you have always dreamed of having an "Actor's Workshop" type of interview with the industry's top CEO's you can't miss this session. You will gain phenomenal perspective and insight from this dynamic panel comprised of CEO's representing small and large public companies, as well as privately held organizations. This session is guaranteed to provide you with specific examples of successes and failures and incredibly candid comments from life sciences most respected and admired CEO's. Panel: Moderator - Gaylene Xanthopoulos, President, The Leadership Edge Dr. George Scangos, President and CEO, Exelixis, Inc. Dr. Steve Mento, President, CEO, Co-founder, and Chairman of the Board of Conatus, Pharmaceuticals Inc. Bill Rastetter, CEO and Chairman, Apoptos, Chairman, Illumina, Partner, Venrock Steve Worland, Ph.D., President, Chief Executive Officer & Director, Anadys Pharmaceuticals
2:00 PM - 2:15 PM	Questions and Answers
2:15 PM - 3:00 PM	Chairs Closing Remarks & Sponsors' Raffle Room: Grand Ballroom Foyer
3:00 PM - 4:15 PM	BREAKOUT SESSION VI Track 1: Business Session Title: Attracting Talent Across the Generational Divide - Developing a Hiring Practice that Works! Sponsored by: Career Solutions International Room: Gallery 1 Changes in the workforce dynamics over the next ten years will have a dramatic impact on how you attract top talent to your organization. According to the Bureau of Labor Statistics projections, by 2014, over 1 million Baby Boomers will be exiting the workforce. As this happens, Millennial's will be the generation to dominate the American workforce, adding nearly 20 million workers. Learning how to attract Millennial's while keeping your Baby Boomers and Generation Xer's happy is critical to the human capital development of your teams. In this informative session you will learn key characteristics of the generations in the workplace and what they need from an employer for long term success; how to structure your advertising and company message to attract each generation; tips to eliminate biases Baby Boomers may have that keep you from hiring Millennial's; critical interviewing tips that maximize success across the generations; and, recruiting tips to attract talent in a tough labor pool. Speaker: Suzette DiMascio, CHE, CMCE, CPC, President and Chief Talent Officer, Career Solutions International
	Track 2: People Session Title: Trends and Challenges in Compensation for the Biotech and Pharmaceutical Industries: Employing Sales Compensation as a Strategic Tool Room: Gallery 2 Compensation for sales professionals is critical to building a successful company and can reinforce the need for excellence and quality. Contrary to initial perceptions, there is no significant correlation between pay and retention, nor is there a correlation between paying high salaries or bonuses and increases in a company's performance or profit. Effective compensation plans reinforce the behaviors that a company needs at that stage of the company's growth cycle and so drives success and profitability. Increasing emphasis on improving ROI and with Sales & Marketing budgets the second-largest investment behind R&D, compensation plans need to be very effective and need to be designed to allow for flexibility in the changing market place but fall within the budget constraints. In addition, incentive compensation plans need to be rewarding and reinforce the behaviors that a company needs and with no correlation between paying high salaries / bonuses and a company's performance, achieving the correct balance is key for every company. We will consider these issues in more detail and review the current trends within the Biotech & Pharma Industries and highlight key findings from the Alexander Group's 2007 Biotech & Pharma Compensation and Sales Effectiveness Survey. Speakers: Barbara Meyers, Director, The Alexander Group, Inc.
	Track 3: Strategic HR Session Title: Leadership Development: Building and Creating the Future Room:Gallery 3A What are the competencies that are needed in a scientific world in terms of leadership? What does it look like? We will demonstrate our experiences of what works and does not work in terms of development in those that have a scientific background. We show our model which looks at three things skills, passion and future organization needs as a method which enables both the manager and the individual to create a robust and meaningful plan focused on leadership skills. Speakers: Karen Anderson, Vice President, Talent Development and Human Resources for Worldwide Research, Pfizer, Inc. Archie Thurston, Senior Director, Research, St. Louis Site, Pfizer, Inc.
	Track 4: Your HR Session Title: Present Like a Pro Sponsored by: Naturejobs Room: Gallery 3B Does it seem like people are more interested in observing others, looking at their watches, doodling in their handouts, and organizing their PDAs than actually listening to your presentation? Have you ever been sabotaged by PowerPoint? Do the symptoms of stage fright leave you mentally and physically exhausted? Do you dread being asked a question - fearful you won't have the answer? The fear of public speaking is the most common phobia in the United States. Luckily, it is also a very treatable phobia. Yet, many people fear that they can't be helped. What does it takes for HR professionals to successfully communicate their messages? It doesn't matter whether you are giving information to one new hire, the CEO -- or to a larger audience of shareholders -- presentation skills are vital to your success in HR, EEO, and employment-relations roles, and equally as critical to successful employer/employee relationships. When attendees complete this workshop, they will be able to prepare audience-centered presentations; use PowerPoint and other visuals; calm the stage fright butterflies; deliver a polished presentation; and, handle the question-and-answer session. Speaker: Marjorie Brody, CSP, PCC, CPAE Speaker Hall of Fame, BRODY Professional Development