Management Manager
Resume:
Ms. Karyn R. Collins
Accokeek, Maryland 20607
301-***-**** (Cell)
202-***-**** (Work)
******.****@*****.***
U.S. Department of Energy, Office of Environmental Management, Office of Human Capital, EM-71, 1000 Independence Avenue, SW., Room 1J-018, Washington, D.C. 20585
Mr. Jaffer Mohiuddin, Acting Supervisor 202-***-****, August 2007 to Present
Performance Management
Performance Management (PM) is more than the end of year appraisal. It’s about translating goals into results. The Office of Environmental Management (EM) will comply with complex regulations that govern their performance management programs. Effective Performance Management will help your organization raise individual performance, foster ongoing employee and supervisor development, and increase overall organizational effectiveness. Performance Management focuses not only on individual employees, but also on teams, programs, processes and the organization as a whole. A well- developed Performance Management program addresses individual and organizational performance matters necessary to properly create and sustain a healthy and effective results-oriented culture for EM’s GS and SES. Communicate and clarify organizational goals to employees, identify individual and where applicable, team accountability for accomplishing organizational goals, and identify and address developmental needs for individuals. Assess and improve the EM organization individual and organizational performance. As a result of EM Performance Management, I received several awards for outstanding contribution as a member of the e- Performance Team. E-Performance is an electronic performance management application that facilitates the completion of the performance plan process (plan creation, progress reviews, final rating recommendation, and rating of record). Demonstrated commitment and dedication to best serve the interests of EM in April 2013. EM Leadership Excellence Program
Developed and designed the EM Leadership Excellence Program in August of 2009, in the Human Capital Division of Headquarters Environmental Management, Department of Energy (DOE). This was the most critical Human Capital programs and it was used as a model for subsequently across all of Department of Energy. I compared the results of the analysis to the leadership competencies identified by OPM and Corporate Leadership Council (CLC) for effective leadership. Identified the top 10 leadership competencies where EM leaders needed to focus their development and training. As a result of the Leadership Excellence Program, I received 95% of the leaders in EM attended LEP training and many of the leadership scores have increased in the OPM Federal Human Capital Survey. I applied my management and networking skills by contacting other agencies and academia institutions to benchmark existing leadership training programs and available courses. I received several award and letter of recommendation from EM management officials in October 08, 2009. DOE Civil Rights & Compliance Team Reviews (Title IX and Title VI) Compliance Review Team Reviews Title IX and Title VI will conduct a comprehensive assessments of the recipients programs via a review a documents and materials submitted by the recipients at the Reviewers request and through interviews with key staff, administrators, faculties, students, and others. Reviewers will be responsible for : Coordinating with the Program manager and reach a consensus on the selectees for review, schedule reviews and establish timelines for data request, contact EEOC, State, and local human relations for fair employment, identify community resources, identify any deficiencies or other concerns regarding the recipient’s compliance status, conduct exit conferences and advise of findings/deficiencies, and prepare written reports including data analyses, and factual basis for the compliance determination. As a result of the detailed to Civil Rights & Compliance Team Reviews, I received an Award of Excellence for my dedication and commitment to service during February –May 2015.
Recent Graduate Development Program (Training and Orientation) The Recent Graduate Development Program is designed to attract college graduates at the GS-5 through GS-9, and up to the GS- 11 for Science and Technology Engineering and Math (STEM) related positions. This program is a one-year developmental 2
program to hire individuals who have recently received undergraduate degrees from qualifying educational institutions or programs. EM’s RGDP will provide a continuing pool or personnel to be developed into competent technical personnel. This will enhance skills and knowledge to meet EM’s current, and future, technical staffing needs. There will be hands-on work experience, targeted training, and rotational assignments.
Acting Diversity Manager (Temporary Promotion GS-14/03 October 2011-2013
I served under the leadership of the Director Associate Deputy of EM Human Capital Management, EM-70. The primary goal was to provide a focus of awareness, exposure, and training development activities for diversity and inclusion. Designed, developed, implemented, and oversee recruitment, retention, and training activities to increase diversity in the Office of Environmental Management. I served as a technical expert on workforce diversity issues and policies affecting EM’s supervisors/employees. I served in partnership with EM senior-level manager and the Office of Human Capital to optimize and support efforts to acquire and sustain a vital and effective workforce, to capitalize on the strengths of a diverse workforce to better perform EM’s mission through teamwork and respect, appreciate, and value individual differences at catalysts for creativity and productivity. I developed a sound leadership training to improve EM’s employees for inclusion, involvement, engagement, and to strengthen diversity and inclusion awareness/activities.
As a result of Acting Diversity Manager, I received several outstanding awards and letter of appreciation of two years of service. U.S. Department of Energy, Office of Human Capital, HC-20 Office of Training and Development
1000 Independence Ave, SW, 4F-077
Washington, D.C. 20585
Ms. Wanda M. Jones, (Retired) (301)
Career and Training Development
Conducted needs assessment of training for organizations. I identified development activities that promote and support the mission of program organizations within the U.S. Department of Energy. I kept abreast of trends and incorporated new approaches to relevant activities into the training program activities. I recommended training solutions when appropriate when training is not the solutions. I partnering with other organizations to maximize training budget. I evaluated metrics and trend analysis of the performance of training and development activities. I investigated and researched alternatives approaches to development. The work consists of conducting training sessions, administering on-the-job training programs, evaluating training programs and maintaining necessary records of employee participation in all training and development programs. Such training responsibilities may involve specific fields such as sales techniques or safety programs. Career planning and counseling are becoming increasingly important activities in this field, as are responsibilities for human resource planning and organizational development. Conducts recruitment effort for all exempt and nonexempt personnel, students and temporary employees; conducts and monitors career-path program, employee relations counseling, outplacement counseling and exit interviewing; writes and places advertisements. Establishes and maintains department records and reports. Participates and conduct in administrative staff meetings and attends other meetings, such as seminars, conferences, and training sessions. Evaluate reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed. Education: American University, 100 Massachusetts Avenue,NW, Washington, D.C. GPA : 3.0 Marketing Management (80 credits)
Prince George’s Community College, 109 Largo Road, Largo, MD GPA: 3.5 Marketing Management Honors Cum Laude
Honors & Awards:
Excellence Award from Office of Economic Impact and Diversity (May 2015) Team of the Month for Performance Management (April 2013) Quality Step Increase (November 2011)
Individual Cash Award (November 2010)
Group Award (September 2010)
Special Act Award (July 2009)
Special Act Award (August 2008)
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