Frank Spataro **** Victoria Avenue, Cincinnati, Ohio 45208

513-***-**** Cell acrhue@r.postjobfree.com

513-***-**** Cell

acrhue@r.postjobfree.com

WORK EXPERIENCE

**/**** – 08/2015 Southwest Ohio Regional Transit Authority (SORTA)

Executive Director of Human Resources Director/Equal Employment Opportunity (EEO) Officer

I advised and supported the Chief Executive Officer (CEO)/ General Manager (GM), SORTA Board President and Board of Trustees on a variety of human resources-related matters. On a daily basis, I managed a six-member staff and performed work activities related to recruiting and selecting applicants for employment, compensation and benefits administration, organizational development, benefits administration, labor and employee relations, and records management. SORTA has approximately 850 employees of which 700 belong to the Amalgamated Transit Union, Local 627.

Significant accomplishments and current responsibilities with SORTA:

Developed and implemented a comprehensive succession plan covering thirty-six executive and management-level positions, identifying successor positions and developing individual development plans for identified successors.

Developed and implemented an internship program to develop future transportation leaders by providing college students with opportunities to gain experience working with SORTA, and to provide a pool of talent for succession opportunities. The intern program provides qualified college students with a structured learning experience over a twelve-month period working a variety of transit-related assignments and gaining exposure to the full performance domain of managing a full-service transportation agency.

Developed and implemented compensation pay policies and administration guidelines establishing an organizational compensation philosophy, strategy, objectives and general direction regarding compensation matters and practices for non-union employees.

Developed and implemented a formal employee reward and recognition program to build and maintain an engaged workforce that includes union and non-union employees through formal and informal recognition.

Developed and implemented Metro University consisting of over thirty courses related to employee and organizational development accessible to all SORTA employees via the organizational intranet.

Conducted an on-going review and modification of HR polices/procedures to comply with federal/state requirements as well as "best practices" for processing and tracking FMLA requests, managing the employee performance evaluation process, FLSA compliance, attendance management and related areas.

Conducted annual review of compensation & benefits programs for exempt & non-exempt employees; recommended & implemented market adjustments.

2/2002 – 5/2013 Village of Oak Park, Illinois

Human Resources Director

Advised and supported the Village Manager, Village President and Board of Trustees on a variety of human resources-related matters. On a daily basis, I managed and performed work activities related to recruiting and selecting applicants for employment, compensation, organizational development, benefits administration, labor relations, and records management. The Village has 370 full-time employees of which 270 belong to one of nine unions.

Oak Park is an affluent suburb adjacent to the City of Chicago. Residents historically receive and expect a range of services beyond what is normally provided in a municipality of 52,000 residents resulting in the workforce delivering a complex mix of municipal services in a complex human resources and labor relations environment.

Significant accomplishments and responsibilities with the Village :

Managed the downsizing of the Village workforce from approximately 440 full-time positions in 2007 to the current complement of 370. Of the 70 eliminated positions, 37 resulted from layoffs and 33 resulted from attrition and reorganization.

Managed outsourcing Teamster-represented street maintenance for an annual cost savings of approximately $100,000; and managed outsourcing AFSCME-represented school crossing guards for an annual cost savings of approximately $140,000.

Conducted an on-going review and modification of HR polices/procedures to comply with federal/state requirements as well as "best practices" for processing and tracking FMLA requests, managing the employee performance evaluation process, FLSA compliance, attendance management and related areas. Oak Park has nine collective bargaining units for which I was responsible for contract negotiations and administration. I was successful achieving consistency among nine unions regarding employee contributions for health insurance, accrual of paid sick leave, standard work week hours, and other terms and conditions of work including the adoption of merit pay in six of the nine agreements.

Developed, implemented and provided direction to Village department directors on attendance/absence management policies and procedures to reduce "lost" work days including periodic referrals to the Village’s occupational health specialist. I instituted a policy in 2005 that continues to date requiring managers to document regular contact with employees on sick leave noting progress and prospective appointments.

I represented the Village Manager in the grievance process for all labor agreements, and was successful by working with management staff to resolve grievances in-house that otherwise would be subject to costly arbitration. I developed and maintained a tracking report to ensure timely grievance responses.

Conducted organizational needs assessment and implement appropriate programs such as employee relations (diversity & harassment), customer service and computer training; developed RFPs; selected vendors; tracked and reported employee participation; and estimated Village return-on-investment. In 2010, I arranged for all 370 full-time employees to receive diversity training over a six-day, 12-session schedule, and in 2011, I arranged for all 370 full-time employees to receive sexual harassment training over a four-day, 8-session schedule to be repeated annually.

Successfully managed 3 implementations of human resources management systems (2 PeopleSoft and 1 ADP); 1 for Cincinnati & 2 for the Village. Both PS implementations totally replaced prior legacy systems, and the PS system in Oak Park was replaced by ADP. Pre & post-implementation duties included:

Writing HR and payroll requirements, and the “request for proposal” (RFP) document; Working with consultants to populate data base tables with data for HR and payroll-related applications; Re-engineering business processes to conform to PS & ADP’s best practices; and write test scripts for HR and payroll-related applications, updates and fixes; Preparing training material and train internal users on HR & payroll applications for “go live” &date processes; Preparing and using audit trail reports using query and reporting tools; and Implementing additional applications for training, labor relations, and absence management/FMLA.

I was responsible for managing the Village’s $8,500,000+ self-insured health fund that included employer and employee contributions from which health insurance claims and other expenses such as prescriptions, dental care, life insurance, and other benefits are paid. In 2009, I instituted the practice of reconciling monthly active employees with health insurance “enrollees” eliminating unnecessary administrative fees and stop gap coverage resulting in the elimination of 60 “enrollees.” Management efforts and claim experience resulted in a savings of $600,000 from 2010 to 2013.

Developed and administered procedures for managing and tracking absences resulting from off-the-job injuries or illness including maintaining and reporting on a variety of HR-related data such as analyzing Village wage and fringe benefit costs vs. outsourcing work to contractors; track and manage health insurance costs resulting from the payment of claims and expenses from the self-insured fund; costing-out Village and union wage and benefit proposals during negotiations; and statistical reports profiling various aspects of the Village workforce.

Conducted annual review of Village compensation & benefits programs for exempt & non-exempt employees; recommended & implemented market adjustments; recommended & implemented benefit program changes such as HSAs & monetary awards for achieving professional certifications; and apply FLSA "tests" for exempt status.

Collected and reported performance measurement data monthly related to Village Board strategic goals and objectives, and provided data for other programs such as workers compensation.

I was involved in two early retirement incentive (ERI) programs; the first for Cincinnati and the second for the Village. The Village ERI had a one-year window from 10/01/05 to 9/30/06 with annual savings targets. While not involved in the legislative approval of the Village ERI program, I realized in 2005 the need to track and report the performance of the ERI program. I developed and maintained a tracking report listing ERI participants and cost-savings with regard to direct wages and fringe benefits resulting from positions remaining vacant or filled at lower levels. The ERI had a program cost amortized over ten years that added nearly two percentage points to the Village’s pension contribution to the Illinois Municipal Retirement Fund, making it important to track and report on the financial goals of the program.

Oak Park had an internal performance measurement program related to Village Board strategic goals & objectives, and as a member of the ICMA Center for Performance Measurement was able to compare itself to like--sized jurisdictions on a variety of programs & performance measures. I collected, tracked and reported data related to performance measures and also provide data for other program areas such as workers compensation and absentee rates.

4/1980 - 2/2002 – City of Cincinnati, Human Resources Department, Cincinnati, Ohio

1995 – 2002: Assistant Human Resources Director

I managed the civil service examination, labor relations, classification and compensation, employee relations and organizational development programs, supervising four section heads and professional staff in each of these areas. I was in charge of implementing and maintaining the City's HRMS (PeopleSoft) for payroll and human resources processing, exercising direction and oversight over Finance Department, Information Technology and Human Resources staff. I managed a City-wide classification and compensation study and implementation in 1996, and assisted and advised the Human Resources Director on special projects as assigned.

1984 – 1995: Supervising Personnel Analyst

I managed the City’s classification and compensation programs including conducting class studies and salary surveys including a city-wide classification and compensation study involving over 4,500 employees in 800+ classifications. Working with the consultant, I led a team of city employees to review, validate and implement the study recommendations in a strong civil service and union environment.

1980 – 1984: Personnel Analyst

Conducted job analyses and developed selection procedures consistent with the 1978 Uniform Guidelines on Employee Selection Procedures. Administered and scored selection procedures.

2/1978 – 4/1980: State of Illinois, Personnel Department, Research and Test development Division

Personnel Analyst

Conducted job analyses, developed and scored employee selection procedures .

Frank Spataro 2840 Victoria Avenue, Cincinnati, Ohio 45208, 513-***-****, Cell acrhue@r.postjobfree.com

EDUCATION

Master Degree in Public Administration (12/2002), University of Cincinnati, Cincinnati, Ohio with an emphasis on public policy & quantitative analysis. Thesis topic was public-sector absence management

Bachelor's Degree in Political Science (1/1978), Illinois State University, Normal, Illinois

AFFILIATIONS AND MEMBERSHIPS

World at Work (American Compensation Association) Member, Certified Compensation Professional (CCP) (Certification valid to January, 2018)

Society for Human Resource Management, Member, Certified as Senior Human Resource Professional (SPHR) (Certification valid to May, 2018)

SOFTWARE AND HR ANALYTIC KNOWLEDGE AND SKILLS

Human resources programs & laws; all Microsoft Office applications; PeopleSoft (Oracle), ADP and Ceridian HRIS applications & reporting tools; SPSS statistical software; Crystal Reports; Human resources-related metrics/calculations for salary, fringe benefits, pension, vacancy, attrition, validity and other HR metrics.

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