Professional Experience

Management and Program Analyst (Data Records Management) (Federal Position)

GS-09, U.S. Department of Agriculture (Secret Clearance)

Washington D.C. AUG 2023 thru Present Contact: Michael Dykes, 202-***-**** 40 hour per week

Analyze program and management activities in the Data Records Management Division of the Office of the Assistant Secretary of Civil Rights. Make formal recommendations to correct operational problems, enhance county office efficiency and improve program delivery. Work on assignments that include conducting targeted reviews of programs and process improvement throughout the division. Follow up on reviews to ensure that corrective actions are properly and promptly taken. Provide resources for customers seeking guidance regarding civil rights. Maintain program and administrative reference materials, program files. Brief senior leadership on the organization’s civilian Data Records programs. Provide advice and consultation related to the training and development to internal and external representatives. Maintains requirements, policies, guidance, and best practices throughout the division via shared technology such as SharePoint and MilSuite. Provide advisory services in workforce development and recruitment strategies. Analyze and implement policy and procedures related to organization human resources.

Human Research Specialist (Workforce Development) (Federal Position)

DJ -201-3, U.S. Army, Army Futures Command DEVCOM, Data Analysis Center (Secret Clearance)

APG, MD MAY 2021 thru Present Contact: Lisa Pilone, 410-***-**** 40 hour per week

Served as program manager for Workforce Development programs. To include, but are not limited to: Intern Programs, Individual Development Plans, and Lab development programs. Serve as the organization administrator for the learning management system that schedules and tracks employee training. Developed learning portfolio for the organization. Planned, develop, analyze, and coordinate workforce and employee training and development programs. Assisted managers and supervisors in establishing, maintaining, and monitoring effective performance management programs. Facilitate the establishment of new career development programs. Participated in special projects aimed to improve the efficiency and effectiveness of human resource programs. Maintained program and administrative reference materials, program files. Briefed senior leadership on the organization’s civilian HR programs. Providee advice and consultation related to the training and development to internal and external representatives. Provided advisory services in workforce development and recruitment strategies. Analyze and implement policy and procedures related to organization human resources. Oversaw the development/training efforts within the division including government, non-government, long-term, and developmental training. Developed and maintains training programs (including presentations) and all supporting training materials. Arranged for training execution to include venue, training materials and distribution, times, dates, etc. Developed policy, instructions, and procedures governing the overall management of the training programs assigned. Created the foundation of organization Individual Development Plans (IDPs) at the management and non-management staff levels.

Human Research Specialist (Training & Development) (Federal Position)

NH -03, U.S. Army, ATEC, G1- Acquisition Readiness and Development Branch (Secret Clearance)

APG, MD JAN 2020 thru May 2021 Contact: Lori Rhoades, 443-***-**** 40 hour per week

Serves as Human Resources Workforce Development Program Manager, responsible for planning, analysis, training, developing, administering and evaluating command policies and programs relevant to the outreach, recruitment, human capital initiatives, training, development and professional growth of civilian acquisition and non-acquisition workforce employees. Managed Human Capital programs including recruitment, outreach, workforce development or talent management. Participated in special projects aimed to improve the efficiency and effectiveness of human resource programs. Collaborated with personnel and human resources offices in the administration and management of human resources programs and initiatives. Developed and facilitating recruitment and outreach events. Provided coaching, facilitation, team development, whole systems analysis, process re-engineering, etc. to executive leaders and senior managers to implement organization improvement initiatives. Provided leadership and serves as the coordinator, consultant and troubleshooter relative to programs, techniques, and methods for evaluating the short/long-range effectiveness of Agency strategies. Participates in and oversees the design, development and delivery of agency-wide organization development programs. Analyzed tasks and creating objectives based of training data collected. Developed and implanted organization-wide training programs. Utilized computer-based learning and/or job task tracking system. Delivered, evaluated, and refined existing learning programs. Selects and develops diagnostic instrumentation and other assessment methodologies to determine managerial and leadership strengths and weaknesses of supervisors, managers, and executives. Delivered professional organizational development (OD) services or locates appropriate resources for delivery of services. Planned, designed, developed, delivered, and evaluated the wide-ranging and broad-based non-technical education, training and career development programs or initiatives for APHIS personnel.

Served as the primary Training Coordinator, responsible for planning, administering, developing, and evaluating a complex training and readiness program for all military and civilian employees. Monitored and evaluated the quality of professional development program and materials. Negotiated with senior management to accept and implement recommendations for program improvements. Led development project and program groups. Developed, analyzed, and implemented career development programs, certifications, and other employee professional development strategies. Researched and recommended best practices and other relevant developments in talent management in other organizations. Provides expert advice, consultation, guidance and assistance to subordinate organizations, Commander, Chief of Staff and Directorate heads regarding controversial, difficult and complex HRD problems and issues. Developed statistical data pertinent to the annual training program. Provides guidance and assistance to managers, supervisors, and employees regarding training and career program matters. Worked with managers and human resources to identify and assess development needs. Served as focal point for critical issues relating to discipline, complaints, grievances, workforce surveys, benefits, and employee assistance programs. Recommend initiatives that support professional development across the organization. Researched, investigates and develops workforce development and acquisition workforce management practices and policies; results contribute to the overall effectiveness of program offices throughout the organization. Conduct job evaluation surveys. Identify skills or knowledge gaps and evaluate individual and organizational development needs. Independently, exercises responsibility for all facts of the training program administration to include identification of training courses and dissemination of course information to individuals. Design, deliver, and oversee training programs for individuals or groups of employees. Establishes action plans and funding plans to accommodate the command's recruitment, outreach, training and employee development mission, goals and objectives; aligns HRD decisions with the command's strategic plan, mission, goals and objectives. Develops, analyzes and interprets data to identify trends and develop corrective action when necessary; determines and tracks budget requirements for HRD programs; and evaluates and recommends execution plans and proposals for complex projects. Coordinates with the Resource Management Office to validate local programming and budgeting of funds and training requirements. Designs, develops, evaluates and presents training material to supervisors and staff on DoD, Army and Command HRD programs and requirements. Manages the planning of projects and initiatives related to HRD necessary to ensure employees across the Command are properly trained and ready to execute assigned missions. Create marketing and communication materials that increase awareness and use of a Professional Development Program and resources across the organization. Serves as a human capital strategic initiative subject matter expert. Establishes human capital strategy policies and practices to manage the experiences of the workforce to improve workforce readiness. Serves as an expert advisor to management in the formulation, development and execution of polices and plans for insuring effective human capital strategy. Conducts organizational outreach and studies to identify, establish and maintain mission critical occupations, skills, and competency needs and workforce planning concerns/gaps. Researches, analyzes and interprets employee development data and information needed to develop organizational strategic plans. Plans for and performs program development and evaluation for the integrated HR programs for the command. Analyses and develops reports, evaluations and studies to ensure program objectives are in concert with the Command Strategic Plan objectives. Working in the Acquisition Demo (AQU-DEMO) workforce, have experience managing the CCASS system and IDPs. Implementing DAWDF for training and development purposes.

Human Capital Specialist (Training, Career Development & Wellness) (Federal Position)

GS -11, U.S. Army, CCDC, G1- Human Capital and Planning Division (Secret Clearance)

APG, MD JAN 2010 thru JAN 2020 Contact: Cheryl Litteral, 410-***-**** 40 hour per week

Started in this position as a GS-07 and was non-competitively promoted to GS-11, with increasing responsibilities. Recommend policies, priorities, goals and objectives for education programs. Lead Trainer for professional and personal development courses. Travel throughout the country to provide these trainings to CCDC Centers. Prepare training policies, develop training schedules and calendars. Provide expert guidance to program managers, instructional staff and senior level leadership on curriculum development policies and standards. Responsible for the administering of all training programs for the command. Make recommendations to modify course requirement to meet organizational goals. Review and modify course materials, lesson plans and visual aids. Use instructional systems to develop training objectives, lessons, units, courses and programs. Perform analyses to determine training requirements. Develop and implement policies and procedures for Command activity programs. Develop plans, operation orders and operation plans. Managed Army civilian incentive awards program for an organization. Reviewed documentation to ensure compliance with Army formatting requirements and provided guidance to management on Army civilian incentive awards. Periodically review programs for updating. Review, implement and obtain the necessary concurrences/approvals for task and requirements assigned for Workforce Development Projects. Analyze workforce data using software such as Microsoft Office. Analyze internal programs and policies in order to identify any deficiencies and make recommendations for improvement. Design and develop test plans and assessment/measurements devices to determine student achievement of instructional objectives. Schedule meetings, develop agendas and follow up with Workforce Development Managers on program related actions. Interpret human resource regulations and provide input to strategic human capital planning programs. Using position management and workforce planning to create a more positive and effective working climate and culture. Maintain a liaison capacity with outside support activities to ensure compilation of information and preparation for certification of personnel in the Command Personnel. Use professional master level knowledge of principles, techniques and practices of instructional system development, adult learning theory, training research methodology, statistics and technology to develop, review, and revise instructional materials. Provide advice and guidance to management relative to the directorate training needs, requirements or mission objectives. Participate in the implementation and planning of new initiative and projects. Interprets and advises centers on internal human resource policies and procedures. Provide training guidance, recommendations and assistance to Director, Chiefs, supervisors and employees to assure proper compliance with workforce development regulations and policies. Develop Training Policies that are used throughout the command to help implementation of Strategic Workforce Development and Training Readiness. Maintain knowledge of progress on plans, programs and recruiting activities. Identify objectives based on an understanding of the program, overall priorities and related efforts. Interface with external communities such as universities, community organizations and others as required to support CCDC requirements. Collect date from various sources to render informed recommendations/alternatives. Conduct studies, interpret survey data and recommend minor and major changes to curriculum for continuous process improvement of training programs. Assist in preparation, review and coordination of information, decision documents, special reports and other programmatic documents.

Participate in career fairs, job fairs, and other events designed to attract qualified candidates to OA. Represent OA in outreach and recruitment activities and in other special events. Orchestrate the logistical aspect of the COHORT courses for Senior Leaders, providing administration assistants for the Office of Personnel Management as needed. Devise procedures to implement programming and budgetary processes, policies and regulations for the COHORT. Develop proposals concerning alternative methods, sources, and timing of financing for the COHORT program. Prepare reports covering the status of funds, expenses, and obligations for the program. Perform analysis of budget requests, employing techniques such as cost-benefit analysis by exploring alternative methods of funding. Provide recommendations and advice/guidance as appropriate. Understand the CCDC G-1 mission and customer support to assist staff. Research problems, gather facts, and prepares information and action documents. Design and assist in the preparation and implementation of new and innovative packages. Conduct research and prepare substantive correspondence, speeches and other external communications for the Director and other in office. Apply working knowledge of office automation applications such as word processing, spreadsheets, and databases. Possess basic understanding of human resources principles and practices sufficient to initiate personnel actions. Use knowledge of technique and methods used to independently accomplish reviews and evaluations of a number of administrative and management programs related to administrative support services. Provide assistance, counsel and guidance to staff members on a wide variety of sensitive, critical, high profile, time-sensitive and often controversial issues; as well as maintain absolute confidentiality in completing sensitive tasks. Apply an extensive knowledge of organizational relationships; and plan, organize and control critical actions ensuring appropriate priority, staffing, timeliness, coordination, accuracy, and approval. Possess knowledge of basic procurement and cost analyst techniques, methods and policies applied to track the progress of ongoing initiatives. Skilled in calculating the time and material cost for Command programs, while using knowledge to insure cost incurred and expenditures remain with the budget. Skilled in analytical processes to gather facts and skill in comparing regulatory requirements and contract documents. Possess knowledge of information management to design and implement technical databases to assist in tracking. Conduct extensive research and analyze historical data in order to project hardware development cost and established program milestones. Assist in the development of resource documents and studies using historical data and monitoring the organization's resource allocations.

Serve as the Workforce Development Manager point of contact for the Command, which reviews applications for accuracy and completeness. Provide the Inform sub command agencies on the workforce development opportunities made available throughout the organization. Review, implement and obtain the necessary concurrences, approvals and endorsements for application submitted for workforce development programs. Schedule meetings, develop agendas and follow up with Workforce Development Program managers on program related actions. Assist in recruitment and marketing for said programs. Monitor, initiate and ensure completion of all policies, procedures, and applications regarding workforce development. Provides guidance and assistance to managers, supervisors, and employees concerning regulations, guidelines, new training, re-training, and career development. Provides support, advice and guidance regarding to the launching and implementing of DPMAP. Provide support in creating Awards for the MILPO division when needed. Provided expert guidance and support as the TED administrator for the G-1.

Facilitate training programs throughout the agency. Develop, deliver and maintain training related materials, informational and instructional products, seminars and informational sessions on topics related to employee development. Establish contacts with HQs management officials, Centers, and division directors and other levels of management to coordinate training events. Respond to inquiries and provide assistance to employees and make referrals as appropriate. Design training and program evaluations to continually evaluate the effectiveness of training programs and recommend change as warranted Research external best practices and stays abreast of emerging issues. Perform review and analyses of administration initiatives and new technologies that may impact education and development programs. Conduct cost-benefit analyses in locating appropriate sources of career development resources and negotiates with industry and educational institutions to provide training. Work with other staff in the development and measurement of occupational competencies, career maps, research, and other associated projects within the HQs workforce including assessment activities related to career and workforce development. Assist in the development of assessment tools to identify competency gaps, training needs, and improvement to HQs education programs and documents results in formal reports and presentations. Detailed assignment under the SHARP Coordinator, assisted in the evaluation of programs to identify and resolve systematic issues.

Manage the Wellness Program for the command; providing information, activities and resources in various forms to promote wellness and morale throughout the command. Organize morale building activities successfully and maintained a scheduled of wellness activities made readily available to the workforce. Serve as a member of the Talent Management team to recruit and retain a highly skilled and highly performing workforce to support the mission. Oversee the Wellness Program as a trainer; coordinating and managing Fitness/Health promotions activities. Implement program and provide administrative responsibility and authority in support of the Fitness/Health Program objectives. Exercise command wide program management responsibility. Promote activities to the workforce to improve work life balance. Received SHARP/EEO training from the current POC to serve as the secondary POC when needed. Under that training I gained experience in developing, administering, evaluating, and/or advising employees, managers and leadership on all aspects of Equal Employment Opportunity (EEO) Programs, including Disability, Reasonable Accommodation, and Special Emphasis Programs. Possess experience in developing, delivering, and/or facilitating EEO training in diversity and inclusion for individual with disabilities. This training was provided and utilized in the absence of the POC.

LICENSED FITNESS INSTRUCTOR (part-time) May 2012 thru Present

Self-Employed

Directing and teaching community recreation programs that include fitness, health and wellness classes, Art and Crafts events, and other programs that benefit the civilian community. Planning and administration activities in implementing Fitness/Health promotion programs. Provider mentorship to instructors that have recently obtained licensing. Promote health and wellness classes to a variety of recreation programs through community organizations. Planning, teaching and evaluating recreation sports and fitness programs for all age groups, including aquatics, in communities, industrial activities, schools and colleges. Inspect each location to ensure proper safety measures are adhered to. This includes indoor, outdoor, and water-related activities. Advise other instructors on occupational and participants’ safety. Serve as a mentor in the fitness community network to help develop local instructors. Supervise and provide choreographic instruction to participants. Educate participants on healthy living, which includes but is not limited to, diet, exercise, and health management. Plan and organize fundraiser events to raise money for non-profit organizations. Communicate with participants regarding classes and events. Schedule and maintain a working calendar for classes and events. Conduct demonstration classes for local organizations.

COMMUNITY ORGANIZER/VOLUNTEER (part-time) August 2009 thru June 2012 Self-Employed – Not Alone Inc.

Founded and managed a non-profit organization promoting awareness of sexual assault, violence and abstinence. Developed, implemented and maintain assistance in programs such as equal opportunity, sexual assault prevention and response and abstinence. Directing program activities that emphasize prevention of sexual assault and harassment and promoting abstinence. Counseling victims of sexual assault and assisting in their rehabilitation. Creating platforms and opportunities of creative expression to serve as an outlet for victims of sexual assault. Promoted self-value and worth through a series of workshops and information session that were open to the public.

OFFICE AUTOMATION CLERK (This is a federal job) GS-7, U.S. Army, RDECOM, G5

APG, MD June 2009 thru December 2009 Contact: Robert DiMichele, 410-***-**** 40 hours per week

Performed clerical and administrative duties for the G-5 and PPI unit of the Army. Received incoming call and personal inquiries. Placed calls as directed to obtain specified information or materials. Received, screened, distributed and filed incoming correspondence, directives and publications. Maintained a control and suspense register of material requiring action. Composed correspondence of routine and non-technical nature based upon oral instructions, brief notes or information that is readily available in the files and records of the office. Worked under the command of the General and assist his office whenever needed. Completed travel orders for others as wells as myself. Managed timecards for the department. Applied working knowledge of office automation applications such as word processing, spreadsheets, and databases. Possessed basic understanding of human resources principles and practices sufficient to initiate personnel actions. Used knowledge of technique and methods used to independently accomplish reviews and evaluations of a number of administrative and management programs related to administrative support services. Prepared travel requests and vouchers using the Defense Travel System (DTS). Initiates stateside travel arrangements for the Director of Plans, Program and Integration and his staff. Schedules, organizes, and manages the Director's calendar and appointments. Applied knowledge of information technology (word processing, spreadsheet, desktop publishing, databases, calendaring, travel planning, electronic mail, and time and attendance programs) to provide support to staff and projects. Assisted in the Historical Office to ensure projects are in compliance with Federal law by carrying out facility structure and inventory survey.

HISTORIAN/RESEARCHER, Douglas Myers Maritime Museum

Baltimore, MD August 2008 thru May 2009 Contact: Dr. Dianne Swann-Wright, 410-***-**** 20 hours per week

Conducted historical research using various sources of information. Analyzed relevant materials from archival repositories. Assisted with historic preservation projects, procedures and programs. Collected research materials for oral and written interpretation. Compared and contrasted archival materials for authenticity. Culled, organized, extracted, summarized and compiled technical and historical materials for oral and written presentation. Used knowledge of current museum practices, principles, concepts and methodology to ensure appropriate handling of museum collections. Used knowledge of American history, military history and other areas relevant to the collections. Used skilled communication abilities to address groups of people in a classroom setting as well as a training setting. Conducted architectural historical studies/investigations associated with the establishment, conservation, restoration and reconstruction of historical sites. Skilled in techniques for handling fragile historical artifacts to ensure safety and preservation. Assisted the Museum Director in analyzing, evaluating, organizing, and directing education and training policies, procedures, activities, and operations.

SUBSTITUTE TEACHER, Harford County Public Schools Public School System

Harford County, MD August 2003 thru May 2009 Contact: Brenda Hinton, 410-***-**** 36 hours per week

Instructed students according to the lesson plans of the teacher in his/her absence. Provided instruction in various subjects ranging in grades from Pre-K to 12th. Prepared impromptu lesson plans when necessary. Offered extended services, such as one-on-one tutoring for students in need. Provided teachers with a detailed description of the day in their absence.

INSTRUCTIONAL ASSISTANT, Harford County Public Schools Public School System

Harford County, MD August 2001 thru May 2002 Contact: Brenda Hinton, 410-***-**** 36 hours per week

Provided one-on-one physical and educational support to student with special needs with their daily routines during the school day. Assisted teachers in various classrooms. Performed clerical duties to assist the teacher. Prepared lesson plans for small groups of students. Offered supervision for students who were engaged in a rigorous technology program. Managed time spent on activities concerning the students. Developed and implemented rewards programs offered to the students. Assisted with developing and implementing historic management programs that adhere to cultural resource regulations. Partnered with other teachers to help students achieve maximum academic success. Planned and implemented instructional programs for the students with special needs.

Education

Associates of Arts, History GPA 3.80 Graduated June 2006

Community College of Baltimore County Baltimore, MD

Bachelors of Arts, History GPA 3.26 Graduated May 2009

Morgan State University Baltimore, MD

Masters of Arts, Education GPA 3.75 Graduated August 2010

Liberty University Lynchburg, VA

Certifications

DiSC – Instructor (APG, MD)

Influencer – Instructor (San Diego, CA)

Crucial Accountability – Instructor (San Francisco, CA)

Crucial Conversations – Instructor Certification (Orlando, FL)

What Motivates Me – Instructor Certification (APG, MD)

Cardiopulmonary Resuscitation Certified (CPR) (APG Fire Department)

Job-Related Training

The Power of Habit (Washington, D.C.)

Crucial Accountability (San Francisco, CA)

What Motivates Me (APG, MD)

Writing Effective Policies and Procedures (APG, MD)

From Tactical to Strategic Thinking (APG, MD)

Controlling Chaos and Thriving Under Pressure (APG, MD)

Crucial Conversations (Orlando, FL)

Emerging Leaders I (APG, MD)

Emerging Leaders II (APG, MD)

Emotional Intelligence (APG, MD)

7 Habits of Highly Effective Leaders (APG, MD)

Crucial Confrontations (APG, MD)

CES Basic Course (distant learning)

CES Intermediate Course (distant learning)

Introduction to Occupational Safety & Health (online)

Supervisory Health & Safety (online)

AMC Employee Safety (online)

Accomplishments

Phi Alpha Theta Historical Honor Society

Alpha Sigma Lambda Honor Society

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