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Management Employee Relations

Location:
Washington, District of Columbia, United States
Salary:
negotiable
Posted:
November 19, 2018

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Resume:

Name: Joyce A. Belcher, U.S. Citizen

**** **** ******, **

Washington, D.C. 20020

202-***-**** (Home)

202-***-**** (cell)

ac7qo0@r.postjobfree.com

Senior HR Consultant and Classification Specialist

Qualification Summary

Over 30 years of Human Resources (HR) experience within the Federal government.

In-depth knowledge of Position Classification at grade levels up to GS-15.

Experience with finding innovative solutions that accommodate managers and supervisors staffing and classification needs without compromising fundamental HR principles.

CORE COMPETENCIES

-Complex staffing and classification issues -Conducting employee desk audits

-Prepare analytical evaluation reports -Coaching and guidance to other HR Specialists

-Interpreting OPM Classification Standards -Resolving sensitive HR issues

EDUCATION

BS - PARALEGAL STUDIES BS – Elementary Education

University of Maryland 1998 University of the District of Columbia 1979

PROFESSIONAL EXPERIENCE

Government Publishing Office 07/09/2018 09/28/2018

732 North Capitol Street, NW

Washington, DC 20401

Business Management Associates, Inc

228 S Washington, Street

Alexandria, VA 22314

707-***-****

In this position, my responsibilities included, but not limited to:

Applying extensive knowledge and experience to applicable OPM classification laws, regulations and standards for a variety of positions and classified positions up to the GS-15 level.

Utilize appropriate guides and internal procedures, e.g., OPM Classification Standards to complete classification analysis of proposed position descriptions (PDs) and document proposed determination in an evaluation statement that addresses required criteria in the OPM standard or guide. Conduct audits/review classification appeals on designated positions and document classification analysis and proposed determination. Assisted managers in describing duties and responsibilities in a PD to support grade level(s). Developed Statement of Differences for career ladder PDs.

Conducted desk audits of employee positions to include wage grade positions and wrote final detailed/succinct evaluation statements;

Perform reviews of classification program and made recommendations to enhance delivery of services and ensure regulatory compliance. Carried out position management and occupational reviews with emphasis on program efficiencies and effectiveness, and prepared proposals for management’s consideration;

Provided expertise to managers on a broad range of position classification management and problems/issues, and detailed position analysis in reports; and

Prepared advisory opinions on the classification of positions upon request from HR Director.

Smithsonian Institution 04/02/2018 06/03/2018

600 Maryland Avenue, SW Room 5060 Contract ended

Washington, DC 20024

BMA, Inc

228 S Washington, Street

Alexandria, VA 22314

707-***-****

This was a short term project where I was responsible reviewing 375 positions description to made appropriate final Fair Labor Standard Act (FLSA) determinations consistent with governing FLSA laws and regulations.

US Department of Transportation 12/05/17-04/2018 Short term Project

1200 New Jersey Avenue SE

Washington, DC 20590

Michael Aschenaki

211 N. Union Street

Suite 100

Alexandria, Virginia 22314

202-***-**** (M)

In this role, I served as a senior level HR/ Position Classification Specialist with responsibility for clearly communicating complex material in writing to people with limited or no familiarity of Classification or Position Management knowledge. I independently developed position descriptions utilizing appropriate formats, assign positions to the appropriate occupational group(s) and determined appropriate grade level based on a thorough application of classification standards, protocol and procedures outlined by the Office of Personnel Management (OPM). Prepared position evaluation reports and communicated actions that must take place as a result of position classification/management determinations.

Provided a variety of high-level human resource management operational and consultative services, including oversight and quality control of daily classification activities to ensure consistency in classification decisions, as well as compliance with OPM policies, guidelines and procedures.

Interpreted and analyzed varied Federal documents including laws, regulations, policies and standards to ensure that a well-regulated classification program was maintained.

Conducted thorough position reviews and desk audits, as assigned, to appropriately assessed the proper pay plan, title, series, and grade level of a variety of DOT positions and wrote final determination reports.

Provided a variety of high-level human resource management operational and consultative services, including oversight and quality control of daily classification activities to ensure consistency in classification decisions, as well as compliance with OPM policies, guidelines and procedures.

Interpreted and analyzed varied Federal documents including law, regulation, policy and standards to ensure that a well-regulated classification program is maintained. The incumbent will conduct position reviews and desk audits, as assigned.

US International Trade Comm., GS-201-14 Equivalent- $124,800. PA October 2016-September 2017

Office of Human Resources

500 E Street SW Room 220-E

Washington, DC 20436

KKA Federal Solutions (Contractor Firm)

424 N. Washington, Street

Alexandria, Virginia

Bob Hosenfeld 703-***-****)

As a Senior Classification Specialist:

Applied extensive knowledge and experience to applicable OPM classification laws, regulations and standards for a variety of positions and classified positions up to the GS-15 level.

Utilized appropriate guides and internal procedures, e.g., OPM Classification Standards to complete classification analysis of proposed position descriptions (PDs) and document proposed determination in an evaluation statement that addresses required criteria in the OPM standard or guide. Conduct audits/review classification appeals on designated positions and document classification analysis and proposed determination. Assist managers in describing duties and responsibilities in a PD to support grade level(s). Developed Statement of Differences for career ladder PDs.

Performed reviews of classification program and make recommendations to enhance delivery of services and ensure regulatory compliance. Carried out position management and occupational reviews with emphasis on program efficiencies and effectiveness, and prepared proposals for management’s consideration;

Utilized appropriate guides and internal procedures, e.g., Office of Personnel Management (OPM) Qualification, Standards/Classification Standards, Title 5 Code of Federal Regulations (CFR), and relevant Merit Staffing Patterns, Organization Charts, to determine correct job series and titles for new and existing General Schedule positions from grades 5/15;

Provided expertise to managers on a broad range of position management problems/issues, and detailed position analysis;

Conducted desk audits and prepare succinct written evaluation statements;

Prepared advisory opinions on the classification of positions;

Advised managers and employees with information about the organization's position classification policies and guidelines;

Assisted in implementing organizational decisions, and conducts position management analysis and strategies to determine future human capital needs with particular attention to alignment features and makes recommendations on organizational issues;

Wrote technically authoritative standard position descriptions for various occupations at the GS-5 through GS-15 level based on full and current knowledge of the Office of Personnel Management's (OPM) Position Classification Standards and updates; and

Consulted with or interview management officials, managers and supervisors, employees, and HR Specialists, etc., within USITC, as necessary in order to gather data needed to develop and/or review position descriptions; confirm duties and levels of responsibility, supervision exercised, knowledge required, scope and complexity, and other factors that must be addressed in the position description; consult with management officials to ensure that activities are in line with organization position management goals and objectives.

Senior HR Specialist, GS-201-14 Equivalent- $124,800. PA March 2015 to September 2017

International Broad of Governors

Voice of America

330 Independence Avenue SW

Washington, DC 20019

In this role, my duties and responsibilities include:

Providing advice and guidance to management officials on the position evaluation and classification process, including developing position descriptions and communicating grade distinctions.

Conducted position management reviews, including completion of desk audits, preparing reports of findings and providing recommendations to management.

Evaluates a wide range of General Schedule (GS) positions for appropriate title, series and grade; explaining and maintaining consistent position management principles and advising on position and organization structure and restructuring.

Classifies high graded and complex jobs in the GS classification system and prepares necessary documentation.

Provided HR Specialist, managers, supervisors, and employees with information and interpretations of the organization's HR classification policies, procedures and guidelines.

Evaluated draft position descriptions against the appropriate OPM classification standards to determine the correct series, grade, and title, and to ensure position management guidelines are applied appropriately.

Applied classification and position management principles that follow established procedures in the development and analysis of data facts

Established position descriptions and prepares comprehensive position evaluation statements that document classification decisions.

Writing and classifying a full range of positions descriptions (PDs) using the Office of Personnel Management Factor Evaluation System (FES) and Narrative Formats; prepare succinct evaluation statements to include as needed writing statements of difference for the lower grade levels; determine bargaining unit statues and make FLSA determinations for positions;

Performed all necessary review and analysis, including meeting with senior level management officials to conduct interviews to clarify information and perform research if needed, and engage in appropriate coordination with human resources personnel in order to provide clear and correctly written position descriptions.

Conducted comprehensive organizational assessments and studies and prepare reports of findings and make appropriate recommendations.

Performed qualification analysis of candidates’ applications in response to vacancy recruit actions for professional and administrative occupations (e.g. GS-343, 1001, 1102, etc.) at various grade levels.

Senior HR Classification Specialist January 2014 – December 2014

Office of the Assistant Secretary for Preparedness

and Response (ASPR)

Department of Health and Human Resources

GAP Solutions, Inc.

12054 North Shore Drive

Reston, Virginia 209190

As a senior level HR Position Classification Specialist I provided advanced level human resources consultant and advisory services to the Office of the Assistant Secretary for Preparedness and Response (ASPR) to agency senior level leadership, program and line managers, and other HR Specialists. In that capacity, my duties and responsibilities include but are not limited to:

Applied OPM Position Classification Standards to determine title, series and grade of positions;

Provide technical guidance and assistance to client managers and to the Classification and Compensation staff to maintain and ensure position classification accuracy and consistency in interpreting and applying position classification standards and in reviewing classification issues for major program implications;

Conducted General Schedule position classification research and desk audits, including providing advisory services to client management with supporting criteria and justification; and make appropriate distinctions in the proper crediting of factor levels and ultimate allocation of grade levels to positions in various occupational series;

Provided technical expertise to managers and supervisors on complex and difficult aspects of job classification and organizational design; Work with management to establishing sound organizational structure that are efficient, cost effective and supportive of desired grade levels;

Advised senior leadership on a wide range of difficult and sensitive staffing and classification issues to include: defining issues, determining applicable laws, regulations, precedents, and identify the most appropriate approach and propriety of actions to be taken to implement classification and staffing actions;

Reviewed and perform in-depth analyses of substantive classification issues or questions and present definitive treatment of the issue for leadership’s consideration;

Routinely met with program managers and supervisor to provide technical assistance regarding developing supportable position descriptions, addressing organizational structure issues, and prepare advisory opinions on complex classification issues;

Ensured position classification accuracy and consistent in interpreting and applying classification standards;

Collaborated with HR staff and supervisors to address and resolve unusual, complex, and /or urgent classification actions or request;

Drafted and subsequently, write and finalize position descriptions mostly in the scientific occupations (e.g., biologist, health scientists, and statisticians); and work with SME’s to develop interdisciplinary and other types of positions and conduct job analysis to identify appropriate KSAs ;

Classified and evaluate jobs using FES point factor and factor comparison methodologies to determine appropriate position grade levels, and in the Narrative format and prepared final reports of findings and recommendations;

Analyzed job information to determine the appropriate occupation group, classification and Fair Labor Standards Act (FLSA) designations;

Conduct comprehensive organizational assessments of and job analysis studies; and

Trained level Federal HR Specialist (Business Partners) on classification principles and concepts to help them be able to independently classify positions.

Senior HR Classification Specialist March 2013 – September 2013

National Finance Center (NFC), STGi International, Alexandria VA, Suite 500 22314

As a senior level HR Specialist, I provided advanced level human resources consultant and advisory services to the National Finance Center (NFC) agency senior level leadership, program and line managers on the full range of human resources activities, particularly in the areas of position classification and position management. Adhering to classification principals and concepts, performed duties and responsibilities which include, but not limited to the following:

Advised management on a wide range of difficult staffing and classification issues to include defining issues, determining applicable laws, regulations, precedents, and identified the most effective approach and propriety of actions to be taken and to implement classification actions.

Evaluated organizational structures covering positions in a variety of occupational series, and advised senior leadership on proper grade structures and cost effective measures in structuring organizations, and addressed and resolved highly complex classifications and position management issues.

Performed in-depth analyses of substantive classification issues or questions and presented definitive treatments of the problems for management’s consideration. Reviewed and provided timely feedback and advice to senior level managers and other HR specialists on proposed position descriptions to resolve specific classification issues; conducted employee desk audits for accretion of duties and responsibilities promotion. Classified and prepared succinct classification evaluation reports for position in various occupational series both in narrative and FES formats ranging in grades level from GS-05 through GS-15; developed evaluation statements, including the rationale for Factor Levels (FLs) and point values credited and prepared final reports of findings and recommendations.

Conducted on-site or telephonic audits for difficult cases, prepares comprehensive written evaluation statements, and process all relevant documentation.

Drafted and revised position descriptions in a variety of occupational series, both professional and technical.

Senior Classification Specialist September 2012 – March 2013

Environmental Protection Agency, Golden Key Group, 11400 Commerce Park Drive, Suite 250 Reston, VA, 20191

As a Senior Classification Specialist, reviewed appropriately 350 positions descriptions in various occupational series (201, 0028, 0343, 501) ranging in grade levels GS-11-15, to determine whether designated Bargaining Unit Status (BUS) and Fair Labor Standards Act (FLSA) were accurate. Thoroughly reviewed and evaluated each position description using established laws, regulations, labor agreements, and FLRA decisions governing BUS and FLSA. Corrected inappropriate designations to include the following legal criteria:

Any Management official or supervisor; confidential employee.

An employee engaged in personnel work in other than a purely clerical capacity.

Any employee engaged in intelligence, counterintelligence, investigative or security affecting National Security.

Any employee engaged in investigation or audit functions relating to the work of agency employees.

Where there were discrepancies in duties of the positions descriptions and designated BUS, met with managers and the employees to gather accurate job information, and validated that information. Addressed and resolved any discrepancies between the information gathered from employees and managers; prepared written reports summarizing findings and made recommendations justifying final BUS and FLSA designations to the Labor Employee Relations Officer.

10/31/2011-07/2012

Golden Key Group

Transportation Security Agency (TSA)

Merrifield, VA

I served in an advisory/consultant capacity providing technical services to agency program officials and line managers on the full range of human resources activities, particularly in the areas of position classification and management: Worked in partnership with TSA/OHR leadership in performing comprehensive Position Management reviews and related activities to support implementation of new and/or evolving TSA organization structures, including the development of staffing plans, and providing recommendations on position management.

Captured and updated position description information, and provided support to the agency during job requirement reviews;

Developed staffing plans and job descriptions for organizations which includes types and levels of positions needed to meet functional requirements;

Performed job analysis and classification reviews for positions in order to refine organizations and ensure the proper mix of positions, skills sets and pay band levels for carrying out the organizational mission;

Classified positions ranging in band level from G through K in all occupational series.

Set appropriate pay for individuals selected from both DEU and Merit Promotion Certificates, consistent with pay policies. Converted and adjusted from the General Schedule pay system to the Pay Banding System or vice versa. Ensured computed pay rate were consistent with governing pay policies and procedures. Discussed and answer candidate’s questions regarding pay based on agency policy, rules and regulations, so that they had a clear understanding of pay setting.

Reviewed position descriptions/Job Analysis Tools (JAT), and validated the competencies, qualifications, educations and experience required for each position to include Professional and Technical Qualifications;

Interpreted and applied established classification standards and guidance to new and revised positions to address and resolve technical classification issues.

Classified and prepared succinct classification evaluation reports for position in various occupational series both in narrative and FES formats; developed evaluation statements, including the rationale for levels credited;

Reviewed and provided feedback and advice to senior level managers and other HR specialists on proposed position descriptions;

Performed consistency reviews; Interpreted and applied Federal Classification Standards and agency policy on classification issues;

Reviewed and provided feedback and advice to senior level managers and other HR specialists on proposed position descriptions;

Performed consistency reviews;

Identified and solved unique and difficult HR problems;

Responded to technical classification and position management issues; and;

Performed qualification analysis for announced vacancies (various occupational series and grade levels).

05/18/09 - 09/13/10 HR Specialist/Consultant (Contractor)

Golden Key Group

Customs Border Protection

1331 Pennsylvania, Avenue, NW

Washington, D. C. 20010

I served as a HR Consultant/Advisor to Customs Border Protection managerial officials on the full spectrum of human resources issues pertaining to classification and staffing needs of their organizations. In this role, I was the focal point of contact and the primary advisor on all classification and organization design activities pertaining to the implementing a major reorganization within Customs and Border Protection. Provided HR policy guidance and interpretation of OPM regulations to managers and HR employees, on a wide range of human resource and classification issues and accurately responded to and resolved difficult HR issues/problems based upon my extensive knowledge of HR regulations, laws, and policy pertaining to classification, recruitment, and staffing, and have extensive experience performing researching, interpreting and applying laws, regulations and policies pertaining to HR issues as indicated below:

Code of Federal Regulations (Title 5 CFR)

OPM and Agency Human Resources Management Policies

Position Classification Standards and Interpretation Guides

Executive Orders;Employee Relations/Collective Bargaining Agreements

Agency HR internal policies and directives

Administered an effective position classification program and ensured that positions conformed to OPM, and Agency regulations, standards, policies, approved organizational plans and budgetary limitations.

Developed a position management and classification technical paper, which was used as an educational tool, to help senior level management officials understand the principles of position management, how to structure organizations and the positions which comprise them, to achieve optimal economy, productivity and organizational effectiveness.

Reviewed proposed reorganization designs of 6 major divisions, prepared detailed reports of evaluation/assessment of proposed organization design and grade structures; reviewed requests to establish new positions at the GS-13 level and above; provided expert advisory and consultative services to senior leadership program managers on significant position classification problems. Developed appropriate interventions for management on significant classification issues and concerns particularly those not covered in precedents.

Set appropriate pay for individuals selected from both DEU and Merit Promotion Certificates, consistent with pay policies. Converted and adjusted from the General Schedule pay system to the Pay Banding System or vice versa. Ensured computed pay rate were consistent with governing pay policies and procedures. Discussed and answer candidate’s questions regarding pay based on agency policy, rules and regulations, so that they had a clear understanding of pay setting.

09/07 to 01/30/09

HR Specialist/Consultant (Contractor)

Golden Key Group

Environmental Protection Agency

1200 Pennsylvania, Avenue, NW

Washington, D. C. 20010

Served as a HR Specialist/Consultant performing expert classification and staffing duties that included:

Provided expert classification advisory/consultative services involving the full spectrum: desk audits, position management, reorganizations, accretions, and new positions. Conducted thorough and complete analyses and was authorized classification authority to make final classification determinations on classifications up to grade GS-15. Interpreted OPM Classification Standards and guides to properly evaluate or establish positions, associated with realignments, reorganizations, and accretions, to ensure positions descriptions were developed accurately and that final determinations reflected consistency with the criteria prescribed in OPM Classification Standards.

Applied the full range of classification and position management principles, concepts, practices and techniques to advise management in developing supportable position descriptions and addressing organizational structure issues. Explained classification criteria and prepared advisory opinions on complex classification issues.

Prepared succinct, factual, thorough and persuasive narrative evaluation reports in support of desk audit findings, and proposed new positions both in narrative and Factor Evaluation System Format (FES) formats. Such positions included professional, technical, scientific and administrative, such as, chemist, engineers, biologists, attorneys, accountants, program analysts, and IT; reviewed proposed reclassification actions in order to render position management advice pertaining to supervisor-to-worker ratios, better utilization of scarce resources as it pertained to high-graded positions.

Maintained and ensured position classification accuracy and consistency in interpreting and applying classification standards; advised on accepted classification principles and analyses complex position and organization structure issues.

Performed key role in providing expert advisory services and/or interpretations on highly complex HR issues, including researching issues, including OPM’s Digest of Classification Appeal Decisions.

Collaborated with HR staff, managers and supervisors to resolve complex classification issues.

Address and resolve unusual complex and/or urgent classification actions or requests.

Provided advisory and technical services, ensuring that recommendations made complied with legal and regulatory requirements.

Served as consultant to federal HR staff in processing relative to preparing job announcements, skill requirements, crediting plans, conducting job analyses, determining qualifications, adjudicating veterans preference, and ensuring actions were in compliance with governing competitive principles and authorities.

11/06 to 9/07 (Approximately $96,000.00 yearly)

HR Specialist (Contractor)

FPMI Solutions, Inc.

Environmental Protection Agency

1200 Pennsylvania, Avenue, NW

Washington, D. C. 20010

Served as a HR Specialist performing expert classification and staffing duties that included:

Reviewed and evaluated job applications to determine applicants’ qualifications for merit promotions (MP) and delegated examining (DE) announced vacancies; perform qualification analysis to determine those applicants to be referred to selecting officials;

Developed Ranking and Rating Factors and created and identified KSAs ;

Conducted employee desks audits for accretion of duties and responsibilities; prepared succinct evaluation reports; evaluation report were prepared both in Narrative and Factor Evaluation Formats for newly proposed positions and revised one; compared major job duties and responsibilities to appropriate classification standards, and classified position in the professional, administrative, technical and scientific series at grade levels up to GS-15;

Lead a team with another HR staff specialist to develop a guide for supervisors and personnel liaison staff to assist them is writing position descriptions.

Performed Qualification Analyses of candidates’ applications in response to vacancy recruit actions for scientific, professional, and administrative in all occupations at various grade levels.

Gathered, assembled and analyzed facts drew conclusions and devised solutions to assigned problems; conducting job analyses determining qualifications, adjudicating veterans preference, setting pay, and ensuring actions were in compliance with governing competitive principles and authorities.

I maintained up-to-date knowledge of OPM and Agency policies and procedures governing recruitment and classification, including supplements for the advertising of vacancies under a variety of methods and or changes in classification standards. Furnished guidance and advice on employee relations including such areas as adverse actions, conduct issue/discipline, EEO and performance issues. Discussed the procedural requirements, possible solutions or courses of action needed to address and resolve problems situation or to improve employee performance. I provided authoritative advisory services to top program management officials, HR Director and HR specialists of the agency, on such issues as classification determination disputes. I was frequently called upon to attend senior level meetings with the HR Director, as technical back up to respond to sensitive classification and staffing issues.

1980-1994 (Personnel Management Specialist GS-201 11/12)

US Department of Labor

Employment and Training Administration (ETA)

200 Constitution Avenue, NW

Washington, DC 20210

As a senior



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