Experience

• 

  USDA Animal and Plant Health Inspection Service...

  • Riverdale, MD

  • Supervisory Management and Program Analyst

    • Jan 2018 - Present
    • Riverdale, MD

    Serves as the Chief, Compliance, Support, and Analysis Branch (CSI) within the Investigative and Enforcement Services (IES) of APHIS. Supervises diverse personnel of geographically dispersed compliance specialists, intelligence and program analysts, and administrative professionals. Motivates wor...

• 

  US Air Force Reserve

  • 459th Air Refueling Wing, Joint Base Andrews

  • Supervisory Strategic Organizational Climate Advisor

    • Dec 2017 - Present
    • 459th Air Refueling Wing, Joint Base Andrews

    NCOIC, Equal Opportunity Office. Serves as the Wing's senior enlisted equal opportunity advisor promoting an environment where individuals are treated equally regardless of race, color, religion, national origin, or sex. Manages the Military Equal Opportunity (MEO) and Human Relations Educati...

• 

  National Archives and Records Administration

  • United States
  • Government Administration
  • 700 & Above Employee

  • Human Capital Program Manager

    • May 2016 - Jan 2018

    Served as the continuous process improvement advocate and human capital business partner for various functional areas within the Office of Human Capital, with special emphasis and focus in areas of evident decline or diminishing effectiveness. Developed and implemented policies and procedures to evaluate and/or improve effectiveness of complex strategic human capital programs (such as performance management, employee benefits, labor/employee relations, strategic recruitment, leadership development, and workforce planning). Developed and implemented strategic long and short-term program plans in proactive and reactive response to customer's needs to meet organizational and agency-wide strategic goals and objectives resulting in increased effectiveness and efficiency. Served strategic customer engagement POC to develop, rebuild, and maintain successful partnerships. Responsibilities also included: improving business practices; managing program execution; and, collaborating with stakeholders for continuous improvement to resolve challenges that impacted the effectiveness and efficiency of program operations.Evaluated programs and processes to determine efficacy in meeting agency strategic goals. Served as chief consultant to human capital leadership in the planning and decision-making process by preparing analysis and comparisons of alternative methods to achieve program objectives. Conducted qualitative, quantitative, and root cause analysis of complex organizational issues and provided recommendations for resolution. Lead briefings and prepared comprehensive reports to keep leadership abreast of project plans and progress to communicate findings and recommendations. Major Accomplishments: Co-developed and launch agency-wide automated employee accountability system; implemented standardized performance plans for mission-critical positions, served as human capital SME for launching of agency-wide case management system

  • Supervisory Human Resources Specialist (Performance Management/Awards and Recognition)

    • Dec 2013 - May 2016

    Served as the NARA's Chief of the Perf Mgmt, Awards & Recognition Branch within the Office of Human Capital. Responsible for the improvement of the agency's performance management culture. Supervised a team of professionals and oversaw the planning, development, enhancement, and maintenance of the performance management and awards programs for NARA. Developed performance standards and evaluated work performance of direct reports. Recognized and rewarded employees for their contributions. Responsible for conducting agency-wide studies, reviews, research, and analysis of workforce performance management and awards programs. Served as the senior SME providing enterprise-wide consistency, technical assistance, policy development, interpretation, and alternative recommendations/solutions to management officials on various programs. Advised senior leadership on the execution of employee performance awards, requirements, eligibility, and processes within the constructs of the goals and mission of the organization. Developed, implemented, and advised on standardized performance plans, policies, and procedures across the agency. Counseled managers on complex performance and conduct-based issues with potential to generate administrative or negotiated agreement grievances, EEO complaints, or other problems that detract from the morale and productivity of the organization.Major Accomplishments: Led NARA from two to a single performance appraisal cycle (October 1 - September 30); Developed and implemented an agency-wide "Performance Management Seminar Series" with multiple live and webinar-based courses for supervisory and non-supervisory staff; Lead a work group of senior functional SMEs to revise and implement the mandatory supervisory critical elements starting in FY17.

• 

  Farm and Foreign Agricultural Services (FFAS), USDA

  • United States
  • Government Administration
  • 700 & Above Employee

  • Chief, Benefits and Performance Management

    • Aug 2011 - Nov 2013

    Served as the Chief, Employee Benefits and Performance Management Branch providing direction for planning, execution, results, and projects executed by human resources professionals to achieve program objectives. Developed performance standards and evaluated work performance of direct reports. Recognized and rewarded employees for their contributions. Corrected employees’ contributions and provided mentorship to encourage successful improvement. Counseled and/or disciplined employees for conduct issues.Responsible for planning, developing and directing assigned functions pertaining to employeeperformance management, awards, and benefits services for the Farm and Foreign Agricultural Service (FFAS) mission area, including Washington D.C., State, county and field offices. Developed FFAS-wide policies, plans and governing procedures governing to ensure effective and cost-conscious performance management and employee benefit services. Collaborated with program officials, Department senior leadership, union officials and other federal agencies in coordinating such policies, plans and procedures with program requirements and applicable Federal and Department policies and regulations.

  • Senior Policy Analyst/Executive Services & Compensation Program Manager

    • Jan 2011 - Aug 2011

    Served as an expert HR Consultant/Policy Analyst working in the Policy and Accountability Branch, Strategic Human Capital Suite, Human Resources Division (HRD) of the Farm and Foreign Agricultural Services (FFAS). Worked with HRD leaders, senior executive organization leaders, and interdisciplinary work groups on matters related to human resources policy development, executive services, and program evaluation. Consulted in all phases of HR policy development providing senior level advisory services, consultation, coaching, and staff training on program and policy areas assigned. Supported FFAS on various projects and worked on Agency and Departmental initiatives. Served as a lead or principal team member in planning, organizing, and directing working groups in conducting major evaluations of HRD policies and program operations and other comparable studies.

• 

  Department of Army

  • Arlington, VA

  • Career Advisor at U.S. Army Deputy Chief of Staff, G-1

    • May 2009 - Jan 2011
    • Arlington, VA

    Provided management, guidance and direction of the GS-15 and equivalent Army civilian corps members and operations of various Army organizations. Made comparative analyses of career plans, education opportunities, and projected leadership vacancies for senior developmental candidates. Utilized pe...

• 

  National Institutes of Health

  • Rockville, MD

  • Human Resources Specialist (Generalist)

    • Oct 2007 - May 2009
    • Rockville, MD

    Served as Human Resources Specialist providing a variety of personnel management services including management advisory functions in the areas of position classification, leave, compensation, retention, recruitment and placement, performance management, position management and organizational desi...