Air Force Human Resources

Kevin Simmons Sr.

**** ***** ****** **.

Summerlin, Las Vegas 89135

Cell Phone: 937-***-**** Email: *************@*****.***

Personal Information:

Country of Citizenship: United States of America

Retired Air Force (20 Years)

Retired Air Force Civil Servant (19 Years) NH-03 Tier 2 (GS-13)

Summary of Qualifications:

•Served as the Installation Diversity, Equity, and Inclusion (DEI) Officer. The position reported directly to the Installation commander and was a commander’s Diversity Cabinet member. The Chief (DEI) Officer provided a strategic vision and effectively integrated equity, diversity, inclusion, and belonging across the installation's military and civilian contractor culture. Over 25 years in Human Resources and Equal Employment Opportunity accountability, including compliance, advocacy, and education. Implements policy and guides executive officers in implementing strategic initiatives, including creating a culture for equity, diversity, and inclusion. Responsible for creating, operationalizing, and maintaining human resource strategies, skilled in developing affirmative employment and equal opportunity issues.

•Ability to communicate information regarding Equal Employment Opportunity (EEO) and Diversity, Equity, and Inclusion; ability to lay a foundation for sustainable Diversity, Equity, and Inclusion and integrate it into policy and the organizational culture.

•Solid working knowledge and application of federal equal opportunity laws, regulations, and policy

•Ability to balance short-term priorities against long-term organizational mission/goals.

•Strong supervisory and leadership skills, including composure and command presence.

•Flexible and adaptable, able to work under pressure and handle multiple highly sensitive issues.

•Master consultant/facilitator, excellent oral, written, and communication, strong interpersonal skills, including the ability to regularly interface with senior management, peers, and business partners.

•Strong program management skills, including leading projects through to successful completion.

Work Experience:

Affirmative Employment Program Manager, Installation Diversity, 10/16/2018 – 9/31/2021

Equity and Inclusion Manager, NH-03, Tier 2 (GS-13) Hours per week: 40

Wright-Patterson Air Force Base (WPAFB), OH

The affirmative Employment Program Manager (AEP) analyzes, develops, and evaluates detailed AEP plans, goals, and objectives for strategic planning and long-range implementation of base-wide programs. Ensures the installation complies with legal and regulatory requirements and meets installation needs. Establishes policies and procedures for the implementation of the equal

Employment Opportunity Commission’s (EEOC) management directive 715 reports and develops the installation’s AEP plan goals and initiatives. Serves as a technical expert and advisor on various human resource programs and functions, including recruitment initiatives, barrier identification, and workforce distributions. Develops and implements base-wide goals and objectives that Integrate Affirmative Employment and Special Emphasis Programs (SEP) to meet Air Force, MAJCOM, and installation objectives. In coordination with SEPMs, develop annual SEP objectives and a plan to accomplish those objectives, including required training for the SEPM, specific activities and target dates, resources required, and criteria for evaluating program achievements. Attends high schools/colleges/universities, conducts local labor market analysis, advocating using all recruitment sources (e.g., Schedule A for disabled candidates, etc.).

Key accomplishments:

•Assessed Wright Patterson Air Force Base (WPAFB) recruitment procedures, outlined a targeted recruitment strategy, and created partnerships with local universities. The partnership expanded local boundaries, synchronized efforts created a pipeline of highly qualified applicants, filling WP shortfalls of critical occupations. The strategy directly impacted the hiring of over 45 students/job applicants, filling in-demand skill gaps.

•Managed Department of Labor’s Workforce Recruitment Program (WRP), attention to detail saved WPAFB $970,000 and over 48,000 man-hours. Locally identified barriers increased accessions for Individuals with Disabilities (Iwd), which improved from 9.94% to 10.36% in FY19 and .63% to .95% targeted disabilities.

•Innovator of specifically designed training initiatives (Career Day, Executive Panel Mock Interviews, and Writing Executive Core Qualifications) that had a direct impact on cross-functional hiring and retention, reducing allocated shortfalls by 25%

•Air Force Disciplinary Analysis Action Team (DAAT) Barrier Analysis Working Group

(AFBAWG) chairperson, the team stood up to address Air Force disciplinary injustices in the civilian and military systems. Advises management officials of triggers/barriers and recommends corrective actions required and follow-up.

Management and Program Analyst, NH-03, Tier 1 (GS-12)

10/1/2015 -9/16/2018

Wright-Patterson Air Force Base, WPAFB, OH

Hours per week: 40

88 ABW/FSCA

Served as the special emphasis program manager (SEPM) responsible for Providing advice and guidance to leadership at all levels in Affirmative employment, leading the full-time and part-time SEPMs and committees. Chaired and advised standing ad hoc committees that met monthly and developed strategies to ensure equal employment opportunities for all steps. Seps promote awareness of employment, educational, career advancement, and self-development opportunities for internal AF employees.

Key Accomplishments:

•Instrumental in the release of the WPAFB pilot program "Autism to Work," an initiative working in concert with the WRP program focused on the hiring and acculturation of autistic individuals into the workforce. Efforts resulted in the direct hire of five WRP interns, the highest conversion rate in the history of the Air Force for a single base.

•Delivered high-level briefings to over 600 EO Commanders, Directors, Chiefs, and specialists throughout DOD at the 2019 EO Worldwide Conference, Andrews Air Force Base, Maryland.

Information adopted within DOD worldwide helped meet Human Capital goals and opened new pathways to attract, recruit, develop, and retain a diverse workforce.

•Implemented “Writing Executive Core Qualifications," a WP initiative designed for AF civilian SES members, provided training/mentoring sessions, and identified critical insider information to minorities that helped prepare them for Senior Executive Service (SES) and other leadership opportunities.

•Authored targeted recruitment strategy that created a partnership with Ohio Governor John Kasich's Workforce Development team. The partnership expanded local boundaries and synchronized efforts, creating a pipeline of qualified applicants to fill the shortfall of critical occupations. The partnership exceeded expectations, connecting with 100 local/national agencies and nearly 800 applicants. AF was the first in line to recruit the best and brightest personnel.

Equal Opportunity Specialist (GS-260-12)

10/01/2010 – 11/09/2015

Wright-Patterson Air Force Base, WPAFB, OH

AFLCMC/EO

Hours per week: 40

Strategic EO partners with senior leaders in mitigation initiatives, including General Officers and Senior Executive Service (SES) personnel. Oversees the establishment and revision of long-range plans, goals, and objectives. Selects or recommends candidates for vacancies, details, and career-broadening to fulfill mission requirements.

Key Accomplishments:

•Developed, designed, and implemented/facilitated (First in Air Force) special Diversity Awareness Training initiative; designed and trained over 10,000 Air Force personnel on the benefits and value of Diversity, Equity, and Inclusion of Unconscious Bias.

•Instructed over 350 Human Relations education classes, teaching practical communication skills to improve the negotiation abilities of executives and government officials. Gave recommendations for analyzing workplace situations in complex organizations and was responsible for writing various high-level correspondence and reports.

Corporate Training Officer

10/25/2009 – 09/28/2010

Wright Patterson AFB, OH

Hours per week: 40

Served as the Air Force Research Laboratory (AFRL) corporate expert for AFRL-wide training programs and initiatives, organizational development, and corporate transformations. Complete oversite of AFRL- Wide Learning and Development. Created, designed, and implemented AFRL enterprise training and development programs and initiatives. Served as senior advisor to AFRL managers and supervisors on training and development problems or issues. Created a strategy that translated to AFRL enterprise applicability.

Key Accomplishments:

•Lead needs assessments to ascertain skill gaps. Researched, analyzed, evaluated, and designed training to increase the efficiency and effectiveness of the organization.

•Developed and implemented policies and procedures by applicable laws and regulations. Developed metrics to evaluate the value of each training program effectively.

•Revised and launched the New Employee Orientation program to fit the needs of scientists and engineers, developed a curriculum, and facilitated classes for all incoming scientists and engineers, improving the effectiveness and efficiency of the onboarding process.

•Key player in implementing and integrating the commander’s enterprise-wide training and development plan, ensuring that an attitude of training and development was engrained into the culture of AFRL.

Key Accomplishments:

•Base Subject Matter Expert (SME) for the commander interpreting Diversity and Inclusion Executive Orders/policy/guidance/directives from Office of Personnel Management (OPM), DOD, Secretary of the Air Force (SECAF), and higher headquarters for the Commander and other senior leaders.

•Provided counsel, vision, and strategic leadership to Wright Patterson Air Force Base in diversity, inclusion, positive organizational culture, and organizational change. Advisor to the Base Commander for Diversity and Inclusion, strategic planning, transformation, and resource management regarding attracting, recruiting, developing, and retaining a diverse workforce.

Education:

Master’s Public Administration May 2006

University of Dayton, OH

Ed.D. Studies, Christian Education, Ministry Leadership Enrolled 2019

Liberty University, Va.

Certifications/Skills:

eCornell, Diversity, Equity, and Inclusion Certificate (2021)

APDP Level I, II Cost Estimating (November 2016)

Defense Equal Opportunity and Management Institute (DEOMI) Disability Program Management Certification (December 2019)

DISC Personality Certification (2006)

Military Equal Opportunity Officer (1996-2002)

Responsible for executing an integrated military equal opportunity (MEO) and civilian equal employment opportunity (EEO) program under one equal opportunity (EO) program office. Responsibilities Served as an EO subject matter expert, advisor, and practitioner to the installation EO program on matters related to military equal opportunity (MEO) and civilian equal employment opportunity (EEO). Promoted an environment where personnel can participate in and contribute to effective mission accomplishment. Conducted training, human relations education, and outreach on EO and command climate-related matters. They helped ensure that the Total Force was knowledgeable about and had access to available EO resources. Builds and maintains collaborative working relationships, advises, and liaises with key stakeholders and represents the EO office at official functions (e.g., meetings, conferences, community events, etc.)

Awards/Honors:

Dayton, Ohio, 2020 Top Ten African American Male Award Recipient

Received the Air Force A1 Award for Civilian Achievement in recognition of my distinguished performance as a Management and Program Analyst Special Emphasis Program Manager (SEPM) for FY18.

Received the Air Force A1 Award for Civilian Achievement in recognition of my distinguished performance as a Management and Program Analyst Special Emphasis Program Manager (SEPM) for FY15.

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