Mary L Logan

*** **** ** *** ******

Vicksburg, MS 39183-2013

601-***-**** (h); 601-***-**** (c)

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Work Experiences

Civilian Human Resources

MVD Vicksburg CPAC

US Army Corps of Engineer

Vicksburg, MS 39183 US

02/ 2012-07/2020

Bowhead Technology

Classification Specialist/Project Analyst

Information Technology Laboratory

Engineer Research Development

Served as a Classification Specialist in the Classification Branch for the Vicksburg Civilian Personnel Office from 1985-2000. Served as a Staffing Specialist until retirement in January 2012.

Serve as a Senior Human Resources Specialist performing duties such as: Provide expert knowledge and skills in performing a full range of Human Resources (HR) duties and responsibilities. Provide advice to managers in a Laboratory Demonstration project and resolving a full range of operational problems which range from complex and unprecedented actions. Utilize a wide range of HR practices, laws, regulations, policies, and precedents sufficient to: provide expert HR management advisory and technical services on complex and wide-impacting customer functions and work practices; use detailed analytical methods to identify, evaluate, and recommend in-depth alternatives with impact analyses to management to find appropriate HR solutions; use non- standard operating practices or highly modified HR work procedures for delivering effective HR services to Army and non-Army customers; and provide written and oral communication techniques sufficient to develop and deliver briefings, project papers, status/staff reports, and correspondence to managers to foster understanding and acceptance .

STAFFING/RECRUITMENT AND PLACEMENT: Provide advice to managers and supervisors on staffing requirements, resources, and problems in assigned offices involving a high degree of complexity. Develop long and short range staffing plans to meet forecasted mission requirements, human capital losses, and changes in critical competencies availability of candidates, career development patterns, and reorganization proposals. Advise management on recruitment strategies, sources, special programs, and recruitment, relocation, and retention incentive programs. Provide guidance on merit system principles, prohibited personnel practices, the development and use of valid selection criteria, and other approaches that may help in staffing the organization and in improving employee productivity, morale, and retention. Coordinate analyses and recommendations with other HR Specialists as appropriate. Execute recruitment, placement, RIF, and related programs for assigned organizations. Take all appropriate steps and actions to appoint, promote, detail, reassign, demote, transfer, RIF, etc., in accordance with established policies, regulations and program goals. Makes full use of special employment programs for students, youth, veterans, the handicapped, underutilized employees, minorities, and disadvantaged candidates. Research the qualifications and skills needed and conducts job analyses with subject matter experts to distinguish truly well qualified applicant and those with the ability to learn the job in reasonable periods of time. Explain regulations, procedures, and determinations to inquiring employees, candidates, and supervisors. Prepare or completes necessary documents and case files on personnel actions. Provide advice to new, high level employees on civil service and agency personnel policies, rules, regulations, rights, benefits, services, and related matters. Manage and maintain full visibility over all RPAs from cradle to grave, and provide advice/assistance in all stages of the recruitment process.

CLASSIFICATION: Provide classification services using many classification standards with in-depth complex organization structures. Evaluate position management in assigned organizations and provides assistance to supervisors and operating officials on ways to improve structure, work distribution, and the use of employee skills. Perform special reviews and surveys in conjunction with manpower and management analysis surveys, to identify problems in alignment, supervisor/employee ratios, delineation of duties and responsibilities, career development opportunities in the organization structure, employee retention, delegations of authority, and economy of the grade structure. Make recommendations for reorganization, expansion, consolidation of functions, establishment of trainee level and intermediate positions, changes in skills distribution, etc. Analyze and classifies individual positions descriptions. Gather and study data on the job content, know ledges and skills involved. Determine the responsibilities and extent of authority of the position in relation to other positions, which may seem to overlap. Determine the correct classification by comparison to existing standards related to the work, and prepares necessary evaluation statements. Explain the standards, classification decisions, impact of designated duties on classification, and complaint and appeal procedures to employees, supervisors, and operating officials or managers. Coordinate with management and ensures that new classification standards are applied within established timelines. Develop and/or modifies training modules and conducts one-on- one and group training. Conduct research and provides advisory opinions. Act as point of contact on a variety of classification programs including Fair Labor Standards Act (FLSA), Environmental Differential Pay (EDP), Hazard Pay, Locality Wage Survey, draft classification standards, competitive level descriptions and various DA/MACOM initiatives. Provide advice and assistance on automated personnel programs such as FASCLASS, COREDOC and DCPDS. Input and retrieves data from DCPDS, assures accuracy of organization and position data, and initiates corrective action when necessary. Coordinates program requirements with management and others as necessary. Provide classification advice to the managers and employees throughout MVK and MVD.

EMPLOYEE RELATIONS: Provide services to a complex organization in research for engineers and scientists by providing advice to managers about appropriate disciplinary or other corrective techniques responsive to a range of conduct and performance problems. Explain rules and procedures to employees and management to help them understand rights and obligations while maintaining and encouraging objectivity in situations that may be charged with emotion and involve assumptions. Resolve disputed and interprets facts, events, and/or identifying aggravating or mitigating factors relevant to the case. Conduct extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance while focusing managers and supervisors on all the processes of performance mgt including planning, monitoring, developing, and rewarding performance as well as the rating process. Develop or assists in developing written policy and guidelines for use by local management in delineating their roles and responsibilities in such matters as developing individual employee appraisal plans, completing appraisal forms, reappraising employees as appropriate, and providing counseling and training as necessary. Advise managers about appropriate disciplinary or other corrective techniques that are responsive to a range of conduct and performance problems; explain rules and procedures to employees and help them understand their rights and obligations; maintains and encourages objectivity in situations that may be charged with emotion and involve assumptions; resolve disputed facts, including those which require credibility determinations; interpret facts and events, and/or identify aggravating or mitigating factors relevant to the case; and conduct extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance.

LABOR RELATIONS: Serve as a liaison between the Labor Relation Specialist and the manager in a large and complex organization. Conduct studies to develop management interests and respond to union interests at the bargaining table which typically have a significant impact on production, involve large numbers of employees, involve several interrelated issues, and/or are potentially of considerable cost to the customer organization if unresolved. Represent management in unfair labor practice and representation hearings before the Federal Labor Relations Authority and in impasse proceedings before the Federal, serve Impasses Panel. Advise negotiating committee members on the interpretation and applicability of arbitration decisions and precedent decisions to local situations. Communicate agency-wide labor relations policies and procedures to management and staff of the local organization or organizational segments serviced and relates existing precedents to the specific issue in justifying management views. Serve as spokes person for management negotiating committee involved in contract, midterm, or appropriate arrangement negotiations. As required, serve as principal point of contact on labor-management matters of overall concern to established bargaining units at the local level. Among these are grievances, unfair labor practice charges, information sharing, contract interpretation, labor relations training, and preparation and conduct of contract bargaining; and provides technically accurate interpretations of negotiated agreement provisions and reconcile conflicting technical viewpoints.

EMPLOYEE BENEFITS: Make retirement determinations involving hard to prove medical or employment situations, decide special entitlement matters and prepares sensitive correspondence on complex, delicate, or highly contested case matters and retirement determinations. Respond to complex benefits questions, provides information necessary to help employees obtain maximum gains from available benefits. HUMAN RESOURCE DEVELOPMENT (HRD): Undertake studies to determine immediate and long-range training needs of employees engaged in complex work at serviced facilities. Provide HRD management advisory services to top management of the organization, including designing, developing, and evaluating major portions of the organization HRD program. Evaluate the merits of employee morale problems, excessive employee turnover, and instances of low productivity relative to training opportunities within the assigned organizations. Provide career counseling to employees to assist them in identifying realistic career objectives and in obtaining required skills through training initiatives for promotions. Provide consulting services relative to issues identified by serviced managers such as addressing new technologies, obsolete workforce skills, and the challenges of organizations in transition. Develop, implement, and monitor utilization of resources. Coordinate with various activities resource management personnel funding requirements necessary to meet organizational training needs.

Education:

B.S. Degree in Business Education -May 1974

M.S. Degree in Guidance and Counseling - May 1977

Toast Master Certification - Level II

NSP: Performance Ratings Received (3 & 4 Levels)

Performance Ratings under Tapes (5) Exceptional

Superior Ratings (QSI)

Woman of the Year for Mississippi Valley Division of Corps of Engineer Delta Sigma Theta Sorority

Served as Board of Director for the American Red Cross Received: Board of Director’s Award for American Red Cross