Resource Specialist Program

Carla P. DUNWELL

Work Address: SAF/AAR **** Air Force Pentagon, Rm 4D844 Washington, DC 20330-1720

Cell: 240-***-****, Work Phone: 202-***-****

Work E-Mail: advcat@r.postjobfree.com or Home E-Mail advcat@r.postjobfree.com

Professional Summary:

A team builder and force multiplier with over 17 years of combined US Air Force Human Resources and Manpower technical skills and resource management capability at the Wing and Headquarters Air Force levels. A leader that understands the value of quality and quantity with the ability to increase organization productivity and efficiency levels. Utilizes Lean Six Sigma and Continuous Process Improvement skillsets to focus on maximizing available resources, standardizing efficiencies, repurposing waste resources, developing and training the expert work force required to innovate and accomplish organizational goals.

Career Highlights:

SAF/AARM Manpower Analyst – (Continuous Process Improvement Team), Pentagon, DC

SAF/AARC Human Resource Specialist - Overhire Program Lead, Pentagon, DC

SAF/AARC Human Resource Specialist - Onboarding, Pentagon, DC

SAF/AARC Human Resource Specialist - Classification, Pentagon, DC

Air Force District of Washington (AFDW) - Office Automation - Crystal City Arlington, VA

Experience:

Secretary of Air Force (SAF/AARM) – Pentagon, Arlington VA

Manpower Management Analyst

GS-0343-13 (7/2020-Present)

Supervisor- Kenrick Edmund

Phone: 202-***-****

Hours Per Week: 40

Collaborates with Administrations, Staff Offices, DoD, Federal Agencies, Industry, etc. to identify best practices to enhance HAF’s manpower analytic capabilities and ensure complementarity between related studies and manpower models. Represents SAF/AARM and SAF/AAR for the Department of the Air Force (DAF) Headquarters portfolio consisting of two Services, 41, 2-Letter Organizations and 20 Field Operating Agencies (FOA). Analyzes program and organization information to include legislation, regulations and procedural handbooks to ensure compliance with HQ USAF policy and guidance. Analyzes programs, projects, and capabilities in relation to Senior Leader vision, mission, and available resources to improve effectiveness, resource efficiency and resource savings for the HAF portfolio.

Plans and conducts special Manpower studies to identify solutions for manpower utilization problems; develops and executes civilian work-years, implements officer and enlisted grade factors, justifies Colonel and Chief Master Sergeant Grades, develops and reviews organization structures, develops and applies manpower standards/templates, automates internal manpower processes, and analyzes HAF portfolio resource utilization. Develops innovative solutions to identified process and work limitations. Develops statistical and narrative data to support changes and recommendations. Identifies for commanders and supervisors’ methods and tools to quantify organizational outcomes, mission capability, process capability, and resource utilization effectiveness. Prepares and presents briefings to managers on study findings and recommendations.

-Provides technical advice and assistance to internal stakeholders on highly complex, controversial, or precedent setting matters; recommends approval/disapproval of requests to increase/decrease manpower authorizations within an organization or to realign resources between serviced organizations or to realign resources between serviced organizations and other AF commands. Maintains a record (smart book) for each serviced organization reflecting their current resource position, current organizational structure, an audit of resource changes for at least the past two years, and projected changes for future years. Proactively supports assigned AAR customers (serviced organizations including FOAs and HQ 2-ltr organizations) by maintaining continuous liaison with the organization's leadership or designee and ensures all interested parties (including other AAR Divisions, supervisory chain, and serviced organization leadership/designee) are kept abreast of changes and current resource/manpower issues within the organization. Reviewed 4 Program Guidance Letters (PGL), 5 Headquarters Air Force Mission Directives (HAFMD), 12 Requirements Approval Documents (RAD) totaling over $50M in contractor funding; ensured compliance with Manpower related legal and regulatory requirements

Determines the actions necessary to leverage the Management Engineering (ME) plans, manpower tools, and Process Improvement (PI)/Continuous Process Improvement (CPI) programs to support and execute major mission and operational goals or objectives; facilitated or participated in 8 HAF process improvement events.

Secretary of Air Force (SAF/AARC) - Pentagon, Arlington VA

Human Resources Specialist

GS-0201-13 (11/2009-7/2020)

Supervisor- Sandra Pilkington

Phone: 703-***-****

Hours Per Week: 40

Serves as a Human Resources Specialist provides strategic and technical guidance as well as seasoned consultative management advisory services throughout an entire HAF MAJCOM (Secretariat, Air Staff, Field Operating Agencies and organizations for which the Air Force is Executive Agent) on the effective use of HRM to support goals and objectives and produce results that accomplish agency and command missions. Develops detailed project plans, goals, objectives, and timelines. Provides Staff level advice in a wide range of HRM areas such as merit promotion, recruitment and placement, affirmative employment, employee and labor-management relations, and employment performance and conduct issues as well as in other areas such as resources management, civilian deployment, and other special programs.

Provides authoritative guidance, advice, and policy interpretation to high level management officials, program managers, and other HR specialists in HR offices across the MAJCOM on developing solutions to especially complex problems of program improvement in one or more HR specialties as well as implementing and administering various HR programs across organizations. Assignments include trouble-shooting complex and sensitive problems and issues requiring a mastery of advanced human resources principles, concepts, practices, laws, regulations, and a wide range of analytical methods and techniques to resolve HRM problems not susceptible to treatment by standard methods.

Establishes and maintains a close working relationship with and coordinates with other personnel specialists in areas of affirmative employment, staffing, recruitment and placement, compensation and pay, benefits, classification, and employee development programs in order to coordinate personnel actions. Designs, conducts, and monitors internal manpower, civilian hire and pay control programs and prepares a variety of reports and recommendations to officials as high as the Secretary of the Air Force. Responsible for serving as program manager for one or more AARC functions: Civilian Performance (General Schedule and DCIPS), Civilian Recognition, Student Employment, Employee Development, Executive Services and Senior Leader matters, etc.

Served as a Human Resource Program Specialist/Analyst providing civilian personnel services for Secretariat organizations, their associated Field operating Agencies and numerous highly classified organizations for which Air Force is Executive Agent. Coordinates with other personnel specialists in the areas of employee relations, labor management, EEO, position classification, affirmative employment in order to coordinate personnel actions. Designs,

conducts and monitors internal manpower, civilian hire and pay control programs and prepares a variety of reports and recommendations to officials as high as the Secretary of the Air Force. Prepares a variety of request for personnel actions, such as recruit/fill, reassignments, position review, promotion, etc.

Recommended effective solutions for recruitment, hiring and pay problems to supervisors and managers. Advises supervisors and managers of affirmative employment plan objectives and plans. Maintains an effective relationship with supervisors, managers and employees. Knowledge of civilian personnel management policies, processes and techniques sufficient to advise management and employees regarding rules, procedures, obligations and entitlements.

Knowledge of Federal HR affirmative employment, recruitment and placement principles, concepts, policies, and analytical techniques. Skill in applying analytical and evaluative techniques to the identification, consideration and resolution of issues or problems concerning efficiency and effectiveness of program operations. Knowledge of analytical reasoning processes and ability to identify and project trends and propose alternative solutions to adverse trends. Ability to interpret manpower documents and accurately connect personnel records to manpower and funding data elements. Knowledge of Defense Civilian Personnel Data System (DCPDS) and Defense Civilian Payroll System (DCPS). Knowledge of safety and security regulations, practices and procedures

Using experience gained in the affirmative employment arena and limited position management knowledge, I provide assistance and guidance to senior management in connection with the establishment of new positions, promotions, details, reassignments, fills, etc. Duties require regular interaction with the Air Force Personnel Center Operating Location and Air Force District of Washington with complex personnel or manpower problems and recommends one or more alternative solutions.

Verifies authority requesting action; ensures the action requested is in accordance with established guideline/procedures; validates the authorization; checks for proper documentation.

Initiates all actions in a timely manner to resolve discrepancies, monitors status from beginning to end and keeps supervisor apprised. Manages the surplus requests for all Headquarters Air Force.

Air Force District of Washington (AFDW) - Crystal City Arlington, VA

YP-0299-01 (12/2005-10/2009)

Human Resources Management Student trainee (Classification)

Supervisor-Steven Church

Phone: 703-***-****

Hours Per Week: 40

Assist team leader solving problems with Personnel Documents or Actions. Work with Oracle 11i building positions ranging from GS-04’s to GS-15’s for the Audit Agency. Advise Audit Agency Management with personnel actions. Working knowledge of NSPS. Build PEC Files in Business Objects, refresh PEC Files. Build Table 30’s and build DCPS Table Update request forms for payroll. Review Core Document for accuracy for the Audit Agency. Review and process incoming and outgoing correspondence, materials, publications, regulations, and directives.

Received and direct telephone calls or visitors. Establish, update and maintain office records of various types that may be needed or will assist in the efficient operation of the office. Plan, organize work, and meet deadlines. Classify position descriptions in accordance to OPM classification standards and other guidance. Conduct employee or supervisory audits to determine accuracy of the documents; determine title, pay plan, series, grade level, skill codes and Fair Labor Standards Act coverage, and develops evaluations statements. Maintain effective rapport with managers and supervisors and respond clearly to their questions about classification decisions. Participate in self-assessment reviews, review of draft classification standards, wage studies and other special projects as may be assigned. Prepare reports and briefings outlining findings and recommendations. Build hierarchy for U.S. Air Force, District of Washington with over 4,000 positions.

Education:

Strayer University, Temple Hills, MD. January 2005- August 2008

Degree Earned- M.S in Human Resources Management

Strayer University, Washington, DC. October 2008- June 2011

Degree Earned- B.S in Business Management

Relevant Course Work

Effective Human Resource Strategies

Key Legal Issues in Human Resources

Introduction to Research

Directed Research

Development and Training

Conflict Resolution in the Workplace

Performance Management

Professional Training

Manpower Apprentice Course 06 June 2021

Continuous Process Improvement (CPI) 15-Oct-2020

Manpower Staff Officer Course (MSOC) 29-July-2010

AFDW Classification Course 23-May-2010

Basic Staffing and Placement 13-Mar-2009

Human Resources Management INTRO 16-Sep-2009

Position Classification Basic 02-Nov-2007

Awards/Honors

Department of Air Force- Certificate of Notable Achievement Distinguished Performance for Implementation of Resources Management Decision (RMD703) for the Headquarters Air force Portfolio October 2012.

Combined Federal Campaign of the National Capital Area (CFC) Appreciation Award

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