FREDERICK D. ISLER

**** *********** ***** • Silver Spring, MD 20904 • H: 301-***-**** • C: 240-***-**** •

abnf3r@r.postjobfree.com

SUMMARY OF EXPERIENCE

• Developing and interpreting complex statistical analysis (5+ years)

Human resource management (5 years)

Conflict resolution, influence and negotiation skills (5+ years)

Equal Employment Opportunity and Affirmative Action (5+ years)

Managing government compliance reviews, audits, charge investigations responses (5+ years)

Extensive knowledge of Federal, State and Local Equal Employment Opportunity (EEO) and

Affirmative Action (AA) legislation and regulations

• Strong consulting skills and deep experience conducting training

PROFESSIONAL EXPERIENCE

U.S. Department of Transportation, Washington, DC 2004 - 2008

Associate Administrator for Civil Rights

Provided executive leadership and personally directed a $20 million Disadvantage Business

Enterprise and Workforce Development support service program. There were over eighty

program providers. Led operations and provided strategic direction with full responsibility for fifty-

one (51) divisions in Federal Highway Administration, including work force planning, civil rights,

equal employment and diversity program management. Provided general over sight and

consultant service, (on civil rights, equal employment and diversity) for all State Transportation

Agencies, Transportation contractors and associations, and private sector consultants receiving

federal funds. Oversaw staffing, strategic directives, training and technical assistance of national

civil rights team. Developed and implemented strategic business plan, established marketing and

training objectives. Provided overall leadership of twelve (12) multidisciplinary workgroups

comprised of national civil rights specialists from every region in the country. Represented the

FHWA before State Transportation executives, State Governors, external Transportation

organization and Congress to defend or explain any civil rights reports published by the Office of

Civil Rights. Developed all budget requests and program plans required by the Office of

Management and Budget. Handled and approved all procurement requests and assisted with

negotiating all consultants’ fees and developing statements of work. Conducted Equal

Opportunity investigations for 51 State Transportation Agencies, and drafted or approved all final

agency decisions. Developed Standard Operating Procedures and Policies related to

employment practices and for managing Affirmative Action Planning (and other regulatory

reporting based on federal requirements) for 51 State Transportation Agencies. Developed

employment practice strategies to eliminate workplace barriers and developed compliance audit

tools to evaluate the effectiveness of policy management and reduce State Transportation

Agencies risk related to non-compliance.

Provided consultant service to over eighty program providers. Leverage $20 million

program funds into $40 million. Identified specific client targets, led peer-reviewed

panels and played a lead role in implementing initiatives; and, manage, support

and/or coordinate the development of proposals, statements of qualifications, and

other marketing materials and submittals designed to better position the Agency to

acquire high quality proposals from new and existing recipients . Client participation

rate increased by 75%.

Developed a broad range of Web-based self-assessment tools for 10 major civil rights programs;

created a 50% reduction in the cost of conducting onsite training and program evaluations.

Partnered with multiple human resources and business functions in 51 State

Transportation Agencies to provide optimal service delivery.

Enhanced program effectiveness by integrating civil rights considerations

into the mainstream programs.

Maximized limited resources by providing tools needed to achieve civil rights program

objectives.

Issued guidance that required On-The-Job Training (OJT) and Disadvantaged Business

Supportive Services Programs accomplishment reports, and work plans to be performance-based

and results-oriented.

Established 18 Business Opportunity and Workforce Development Centers;.

Removed barriers to the participation of Disadvantaged Business Enterprise firms in

Department of Transportation’s federally- assisted contracts, and facilitated the

development of minority and women firm ability to compete successfully in the

marketplace. Increased firms revenue by 30% in a one year period..

Strengthened the capacity of Minority Institutions of Higher Education institutions to participate in

and benefit from federal programs by providing model proposal writing samples and onsite

technical assistance.

Awarded projects of $18 million for Black Colleges/Universities; resulted in an increase of 29% in

one year.

Developed a Web-based model State Transportation’s Affirmative Employment Plan;

utilized in the agencies’ efforts to become a model workplace and achieve

organizational excellence.

Established a partnership with the National America General Contract Association

(AGC) to promote uniformity and consistency among contractors and help prevent

DBE program violations. Established an interagency Partnership Agreement with

Interior Department and Federal Highway Administration to enhance the growth and

development of under-utilized American Indian/ Alaska Native Disadvantaged

Businesses involved in highway construction.

Facilitated the creation of partnerships between Minority Institutes of Higher

Educations and State Transportation Agencies and Federal Highway Administration

through national initiatives such as Business Opportunity and Workforce

Development Centers, OJT programs, and State Transportation Agencies outreach

programs.

Developed and produced a Civil Rights Program Toolkit for ten major civil rights program areas.

The Toolkit includes the following deliverables: 1) A Technical Assistance Handbook (contains:

Technical Assistance Self-Evaluation Checklist, Questions and Answers document, and

applicable legal and regulatory authorities); 2) A Desk Reference (contains: Technical

Assistance Guide, applicable authorities, policies and procedures, and “how to” samples); 3) A

brochure that is designed to be used as an outreach material for diverse communities; and 4) a

CD-Rom that contains all of the above, including a PowerPoint of Self-Evaluation.

Designed a national survey of Minority Institutes of Higher Education’s capabilities to

obtain grants/contracts.

Awarded the National Civil Rights and Business Development Award by the Greater Los Angeles

African American Chamber of Commerce for promoting the growth of black-owned enterprises.

Awarded the Greater Atlanta Economic Alliance Diversity Award for creating innovated Business

Opportunities and Work Force Development Programs in the southern region of the country.

U.S. Department of Agriculture, Washington, DC 1999 - 2004

Deputy Director, Office of Civil Rights

Directed all efforts and initiated policy development with regards to the department’s civil rights

and diversity programs. Managed a $14 million budget; and provided leadership for 135+ staff

members in 8 divisions. Collaborated and provided consultant service to political appointed

administrators and civil rights directors in 28 agencies. Conducted investigations, formulated legal

decisions, evaluated programs, reviewed quality assurance, and negotiated equal employment.

Developed standard operating procedures, resolved problems, created strategic plans,

implemented diversity initiatives, and initiated civil rights training programs. Aligned staff

resources with workflow requirements; implemented long-term improvement plan to optimize staff

training and development. Earned responsibility for risk management, budget administration, and

overall project plans/schedules.

Developed all budget requests and program plans required by the Office of

Management and Budget. I also handled and approved all procurement requests and

assisted with negotiating all consultants’ fees and developing statements of work.

Developed an action plan for elimination of the existing overdue inventory of program

complaints. The plan contained a tabular component that computed, for three

separate scenarios, the number of additional staff that would be needed to eliminate

the backlog of Program complaints.

Developed supplemental appropriations requests for the Office of Civil Rights.. The

supplemental requests were based on projected caseloads, staffing levels, and

time/productivity studies. Developing the requests involved projecting the number of

complaints Programs will receive in each of fiscal years 2003 and 2004, using data

from the Program complaints database, calculating the number of staff needed to

process those complaints using time-productivity studies, and comparing the result

with current staffing levels. The supplemental appropriations requests resulted

in a two million dollar increase in our budget.

Diminished processing time by 38% for program discrimination complaints by

increasing office efficiency.

Ensured greatest degree of customer service within agency by establishing and training

Customer Service Unit; resulted in boost in quality and efficiency of responses and served as

model for new Civil Rights Unit.

Reduced backlog of cases by 90% by streamlining pre-investigation process, developing

pioneering solutions, creating inventory complaints elimination plans, and implementing

comprehensive training programs.

Increased work force diversity profile by promoting EO and equal access within the agency.

Saved hundreds of thousands of dollars for the agency, maintained office efficiency, and

increased investigation completion by 25% over previous year by resolving 5 complicated, high-

profile cases.

Selected by the deputy assistant secretary to spearhead the Civil Rights Office 12-month

improvement initiative. Received a $10,000 bonus as a result of successfully executing the 10

program initiatives.

Guaranteed program Long Term Improvement Plan regulation compliance achievement of 90%

by developing plan of action, establishing goals/deadlines, monitoring implementation, and

documenting results.

Achieved the lowest year-end open case numbers in 2003 by developing strategic plans and

implementing procedural changes and program initiatives.

Successfully developed and implemented a $7 million EEO and Program Complaint Tracking

System which provided dependable information and data reporting and allowed for heightened

productivity monitoring.

Averted contentious litigation by settling 5 high-profile sensitive farm subsidy program

complaints; saved the department millions of dollars in potential liability.

Improved quality and reduced the return of Reports of Investigation by implementing a joint

review system.

Authored numerous policies, directives and manuals; accepted and implemented by executive

management.

U.S. Commission on Civil Rights, Washington, DC 1991 - 1999

Assistant Staff Director, Office for Federal Civil Rights Evaluations

Directed 18-member staff consisting of attorneys, social scientists, and civil rights analysts.

Performed civil rights issues analysis, statutory report completion, political and governmental

interaction, state and local official coordination, and civil rights consulting for commissioners, civil

rights groups, federal departments, state civil rights agencies, Congress, and the administration.

Oversaw staffing and budgeting; determined which proposal or civil rights enforcement plans to

submit to the commissioner for approval. Actively participated in research and directed all civil

rights program evaluations. Prepared background report for commissioner’s hearings; and

responsible for developing written products that articulate, interpret and explain highly complex,

potentially controversial, and important agency policies, programs and research findings.

Recognized for outstanding achievements for increasing efficiency and boosting civil

rights policy success and utilizing compassion and skill when handling complicated

situations.

Planned, organized, and directed program and administrative operations, allowing for completion

of fair housing report and successful modifications through new policy implementation.

Streamlined pre-investigation process via procedural implementation; resolved over 1,000 cases

in a one year period.

Instituted tracking system; ensured compliance with Office of Inspector General audit reports.

Honored with monetary Special Acts Award for leading Title VI civil rights enforcement study.

Conducted federal civil rights evaluations of 10 cabinet level federal departments and

25 sub-agencies.

Authored 13 statutory civil rights enforcement reports; submitted over 150 recommendations to

governmental officials, subsequently used as a blueprint when addressing civil rights enforcement

issues in the nation.

U.S. National Institutes of Health, Bethesda, Maryland 1987-1991

Manager of the Complaints Branch, Special Assistant to the Director, Chief of Operations,

Division of Equal Opportunity

Selected for various positions within these leading medical research centers, collectively serving

as an agency of the Department of Health and Human Services, to lead 24-person staff, process

complicated EEO cases and promote minority and female employment within the NIH. Managed

$2 million budget, analyzed and provided solutions for EEO cases, wrote agency disposition

letters for use in EEOC hearings, assisted in management of all EEO programs, provided

strategic consulting for NIH Directors and EEO Officers and negotiated complaints with attorneys.

Key Achievements:

Developed a No- Fault Early Complaint Resolution Program in the inform

stage of the EEO complaint process. Increased complaint resolution rate from

54% to 85%.

Given approval by Director of National Institutes of Health, to negotiate directly with

attorneys and top-level scientists and executives of National Institutes of Health.

Negotiated 300 individual EEO complaints, and succeeded in saving NIH more than

one million dollars in remedial relief and complaint processing expenses over a three-

year period.

Awarded National Institutes of Health Award of Merit for ensuring efficient complaint

management, developing intensive training programs, automating all DEO efforts and developing

complaint database; resulted in elimination of complaints backlog.

Saved agency $120,000 in unnecessary expenses and received Special Acts Award

for successfully drafting policy documents, which promoted policies that increased

employment of females and minorities within agency and improved DEO’s delivery of

service to NIH.

Honored with NIH Merit Award for leading strategic development of five-year

Affirmative Employment Plan and Accomplishment Report. Increased complaint

resolution rate from 54% to 85% by negotiating with attorneys and communicating

with top-level scientists and executives, enhancing complaint management through

liaison efforts. Saved approximately $500,000 in legal expenses by proactively

resolving complaint efforts and negotiating reduced expenditures for the agency.

Developed a five-year strategic plan integrating 12 quality management initiatives

with 12 cultural diversity Multi-Year Affirmative Employment Program Plan Updates

and EEO Program Initiatives, resulting in realistic goal setting and a significant

improvement in the intra-office climate and inter-branch work plan activities.

Developed the following initiatives: Managerial Performance Appraisal Standards

for Affirmative Action; Internal Audit and Reporting System for Affirmative

Employment Plans; Automatic Skills Bank; Executive Development Program;

Career Development Workshops; Extended Posting Program; Career Resource

Center; Metcon Engineering/Science Career Orientation Program; Career

Management Program; Affirmative Recruitment Cooperative Education

Program; Biomedical Recruitment and Staffing Program/Historically Black

Colleges and Universities and Other Minority Universities; and Cultural

Diversity Training Modules. These initiatives were approved by Director at NIH.

The five-year strategic plan integrated 12 of these quality management initiatives with

12 cultural diversity Multi-Year Affirmative Employment Program Plan Updates and

EEO Program Initiatives. These initiatives led to a significant increased of females

and minorities employment and promotion within the agency. One of the most

significant initiatives was the development of a critical EEO element to be used as a

factor in the performance plans of all NIH managers and personnel staffing

specialists. This initiative included the development of the "report card" performance

review system for EEO evaluations.

Promoted the development of joint research training programs with other institutes,

centers and divisions.

Automated operations through installing hardware (35 IBM Computers and HP

Printers), and purchasing and providing training to the staff on software packages

such as, WordPerfect, dBase, Lotus, and Harvard Graphics. This resulted in more

efficient and effective delivery of services to the customers. Designed a database that

produced a five-year trend analysis of EEO complaint activity.

HQ U.S. ARMY, THE PENTAGON, WASHINGTON D.C. AUGUST 1986 - OCTOBER

1987

Human Resource Program Manager at the National Guard Bureau

and Personnel Staffing Specialist in the Civilian Classification and

Recruitment Office

Emphasis was on special employment programs for a total work force of 44,000 Army and Air

Force technicians’ personnel. Identified systemic equal employment personnel problems and

advised management on effective solutions to these problems. I developed policies, products,

training programs, and train trainers. Prepared and presented reports in oral and written format

for the General staff, State Governors, and Congress. Developed and defended an annual budget

of approximately three million dollars. Prepared work plans to maintain continuity and to prioritize

resource expenditure. I frequently briefed special committees and conferences with members

drawn from American business, the academic community and the Department of Defense.

Key Achievements:

Conducted staffing, classification, and training. Worked with the Chiefs of

Recruitment and Placement, Position and Pay Management and Training and

Employee Development to identify barriers affecting the employment of minorities

and women.

Analyzed applicant flow data to determine whether the selecting official should expand the area of

consideration for positions with severe under representation or hard to fill positions.

Analyzed the flow of applicants through the selection process. Conducted job analysis studies to

ensure that the quality ranking factors were job-related and complied with FPM Chapter 335 and

the Uniform Selection Guidelines.

Served on Merit Promotion Panels for severely underrepresented career programs to ensure that

all applicants/candidates were properly evaluated and certified for placement.

Served as a member of a special recruitment team to locate and interview minority group

members and women for Schedule A and non-competitive positions.

Monitored and evaluated promotions resulting from the issuance of new classifications, temporary

promotions, details to higher graded positions and over hire authority placement for adverse

impact.

Provided advice to the Chief, Position and Classification, on reaching informal resolutions of

complaints involving post audits and restructuring positions.

Worked closely with the Chief, Training and Employee Development, to identify the training and

development programs needed to ensure upward progression and career advancement for

women and minority employees.

Conducted program analyses to identify barriers that precluded women and minorities from

participating in professional executive training, long-term training, career enhancement

assignments and executive development programs.

Conducted research studies to identify the training and development programs needed in the

states to ensure upward progression and career advancement for women and minority

employees.

Conducted program analyses to identify barriers that preclude women and minorities from

participating in professional executive training, long-term training, career enhancement

assignments, short tour assignments, officer candidates' preparation training and executive

development programs. Once these barriers were identified, responsible for making

recommendations through Plans of Action to the Joint Directorate to eliminate and correct them.

HQ, U.S. ARMY MATERIEL COMMAND, ALEXANDRIA, VA MARCH 1985 - AUGUST 1986

Assistant to the Director, Office of Equal Opportunity

Provided technical advice on Affirmative Employment Program and EEO complaint

resolution to U.S. Army Materiel Command nationwide network of 65 military

installations and 74 activities, with approximately 106,000 employee assigned

material/procurement and research function for the Department of Army. Served as

advisor to Special Employment Programs (Black Employment Concerns Program,

Federal Women's Program and Hispanic Employment Program. Provided technical,

advice to the Chief of Staff on the avoidance and resolution of complaints of

discrimination.

Managed the design and development of equal opportunity, affirmative action,

and diversity programs, including developing, implementing and/or modifying

programs that support the organization’s business goals and objectives.

Developed the agenda and annual budget for training (i.e., workshops, speakers,

seminars). Defined systemic personnel problems. Developed EEO training programs

and trained top (management officials. Conducted EEO investigations and wrote

report with findings and recommendations for settlement. Conducted

conflict/complaint resolution sessions on informal EEO complaints. Conducted

affirmative action training and orientation programs for management and

employees. Conducted briefing for General Staff. Conducted reviews to reveal

any inherent system barriers to equal opportunity, access or diversity; designs

and implements appropriate training programs; and coordinates minority and

female vendor programs, and good faith community outreach activities and

events. Conducted on-site Civilian Personnel Program Evaluations. Participated in

staff planning and female and minority recruitment. ).

Wrote a manual on how to perform workplace modifications and reasonable

accommodations.

U.S. ARMY AVIATION SYSTEM COMMAND, St. Louis, Missouri OCTOBER 1984 -

MARCH 1985

Chief Organizational Effectiveness Office

Provided for the integrated organizational development of Research and

Development functions and Military Readiness functions into Life Cycle Management

for two major subordinate commands within the U.S. Army Materiel Command

(Aviation Systems and Troop Support Commands).

Served as a consultant on key system issues focusing on assessment, planning, and

implementation and evaluation activities.

Responsible for providing two Major Generals and directorate level clients with direct consulting

services emphasizing Quality Circle, Review and Analysis, Analyzing Performance Problems,

Performance Management, Long Range Planning and Productivity Improvement.

U.S. DEPARTMENT OF LABOR, OFCCP APRIL 1982 - JUNE 1984

Raleigh, North Carolina and Richmond, Virginia

Chief of Contract Compliance Unit

Coordinated & monitored Equal Employment Opportunity (EEO) Affirmative Action (AA)

contract compliance activities:

Confirmed contractors are following all EEO/AA requirements on all District projects through

regular on-site visits, notify contractors in person of any issues which may be out of compliance

on the project site & offer suggestions to correct deficiencies); create related reports using a

computer & related software. Operated Federal vehicle (e.g., car, van, pick-up truck) to visit

project work sites to conduct the onsite reviews. Review daily diaries & logs & recommended

appropriate action if any labor violations occurred.

Ensured that correct & current wages & EEO/AA information was posted at project

sites. Reviewed the contractor’s work force statistics, employment procedures and activities,

training and recruitment programs.

Reviewed contractors' Affirmative Action Plans & assisted with Plan Development as

requested. Reviewed payroll records systems & files on contractors & reviews of contractors;

gathered data from on-site review sheets & prepared reports to meet agency, state & federal

regulations Furnished technical assistance & guidance to contractors & other groups as required

by answering questions & providing information about EEO & Affirmative Action-related matters

through telephone or in-person conversations.

Meet with departmental administrators & employees, unions, contractors, general public &

community groups to discuss EEO/AA-related problems.

Developed linkage and partnership agreements between companies and universities,

recruitment sources, community organizations, National Business Alliance Associations,

and Joint Training and Partnership Service programs.

Developed and designed human resource development systems for companies with federal

contracts. The systems included designing performance appraisals, job descriptions,

development counseling programs, career planning programs, job evaluation and analysis

procedures and inventory of skills programs.

Provided technical advice to employers, employees, recruitment sources, organizations, public

officials and other specialists on EEO laws, Fair Employment Standards Act, Vietnam Era

Veterans Act, Federal Personnel Procedures and Freedom of Information Act. Conducted audits

of Federal contractors' Affirmative Actions Plans and Equal Employment Practices.

Extensive experience in designing, computerized instructional Affirmative Actions Programs for

companies and organizations.

DUKE POWER COMPANY, Charlotte, North Carolina AUGUST 1981-

APRIL 1982

EEO/Training Coordinator

Managed Duke Power's total EEO program.

Trained personnel assistants and management personnel.

Wrote procedures for developing mini-AAP for forty reporting units and developed formal internal

complaint investigations and counseling procedures for the Employee Relations Department.

Conducted a salary and classification analysis study for all exempt personnel, and developed a

centralized computerized uniform personnel employment action code system for forty personnel

sections with different personnel practices and salary structures within the same reporting unit.

Conducted a three-month training session on government regulations and how to avoid costly

litigations fees.

Investigated all internal employee complaints. Assisted the Manager, Employee Relations in

resolving union grievances in the first step.

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)

NOVEMBER 1971- JULY 1981CHARLOTTE, NC

Investigator, Paralegal Writer and Conciliator

Developed figures for management (e.g., budget performance

measurement system and manpower usage).

Wrote legal reports and EEOC decisions.

Investigated and negotiated individual complaints of discrimination.

EDUCATION

Livingstone College, Salisbury, NC

Bachelor of Arts in Political Science

U.S. Office of Personnel Management, Washington, DC

Senior Executive Development Program

AFFILIATIONS

National Association for Female Executives, New York, NY

Greater Washington Woman Network, Washington, DC

Executive Potential Program Alumni Association, Washington, DC

National Active and Retired Federal Employees, Alexandria, VA

PUBLICATIONS

• The Health Care Challenge: Acknowledging Disparity, Confronting Discrimination,

and Ensuring Equality- Volume I, The Role of Governmental and Private Health

Care Programs and Initiatives; and Volume II, The Role of Federal Civil Rights

Enforcement Efforts, September 1999.

Helping Employers Comply with the ADA, An Assessment of How the United States Equal

Employment Opportunity Commission Is Enforcing Title I of the Americans with Disabilities Act,

September 1998; and Helping State and Local Government Comply with the ADA, An

Assessment of How the United States Department of Justice Is Enforcing Title II, Subpart A, of

the Americans with Disabilities Act, September 1998.

• Equal Educational Opportunity Project Series-Volume I, December 1996;

Equal Educational Opportunity and Nondiscrimination for Students with Disabilities: Federal

Enforcement of Section 504-Volume II, September 1997;

Equal Educational Opportunity and Nondiscrimination for Students with Limited English

Proficiency: Federal Enforcement of Title VI and Lau v. Nichols-Volume III;

Federal Title VI Enforcement to Ensure Nondiscrimination in Federally Assisted Programs, June

1996;

Equal Employment Rights for Federal Employment, August 1993;

• Enforcement of Equal Employment and Economic Opportunity Laws and Programs

Relating to Federally Assisted Transportation Projects, January 1993;

• Prospect and Impact of Losing State and Local Agencies from the Federal Fair

Housing System, September 1992;

Affirmative Action Program Planning Training Manual for Department of Army, Equal

Employment Opportunity Staff Officer Course, August 1985;

EEO Barrier Analysis and Personnel Management Accountability Manual for Department of

Army, Equal Employment Opportunity Staff Officer Course, August 1984;

Suggested Guidance for Supervisors, Equal Employment Opportunity Programs/Affirmative

Action Program, July 1983; EEO Counselors Handbook, Partnership in Action, July 1983;

EEO Reference Handbook, July 1983.

REFERENCES

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