Calvin H Wilson

*** ***** ***

Perryville, MD ***03

Evening Phone: 443-***-****

Day Phone: 443-***-****

Email: adviul@r.postjobfree.com

**/**** –Present Senior Human Resources Specialist (Classification) GS-0201-14Serves as a Senior Human Resources Specialist in the Executive Resources and Performance Management Division of the Office of Civil Service Talent Management, Bureau of Global Talent Management. Primary responsibilities include management Biennial, Department-wide classification of SES/SL Positions and Schedule B and the Department's Civil Service performance management systems. Provides advice and guidance to management officials, bureau human resource staff on department-wide policies and procedures relating to assigned programs. Supports all assigned program areas in the Executive Resources and Performance Management Division. Represents the Office on workgroups as needed to coordinate crosscutting initiatives that impact human resources. Evaluates assigned programs and provides updates to policy and program guidance.

7/2020 – 09/2020 Principle Human Resources Specialist (Classification)

Serves as the principal classifier for USN CNIC Commander and advisor to Nacy global installation commanders, managers and senior staff, and provides guidance and assistance to supervisors and employees on all areas of personnel management regulations, policies and laws. Keeps abreast of operating program developments to effectively assist management in discharging civilian personnel responsibilities. Participates in development of operational plans with top level managers and key operating officials. Advises on recruitment and placement strategies, local training/development needs, labor and management-employee relations, classification and position management, workers compensation and other human resources programs. Analyzes proposed changes in operations, assesses the impact on personnel program requirements, and advises or guides managers in the most effective personnel management.

Provide policy level review for all Navy instillations both conus and oconus facilties. Developed Worked on the development of new classification unit Developed Navy CNIC installation policy directive installations and abroad. authority for the review and analyses of HR-related classification and position management issues identified in current and proposed legislation, directives, and operational goals and objectives. Works with a team of classification specialist and policy to assist in the development of key policy and procedures governing the application of classification standards. Ensures authoritative policies are fully coordinated and that full weight is given, during review and analyses, to current regulations, classification standards, impacts on other human resources programs, and the multi-layered implications and impacts throughout the Center/Offices.

9/2018 – Present Lead Senior Human Resources Specialist (Classification) GS-0201-14

Provide technical guidance to four Federal Classifiers and 3 government Contract classifiers. Serves as the FDA authority for the review and analyses of HR-related classification and position management issues identified in current and proposed legislation, directives, and operational goals and objectives. Works with a team of classification specialist and policy to assist in the development of key policy and procedures governing the application of classification standards. Ensures authoritative policies are fully coordinated and that full weight is given, during review and analyses, to current regulations, classification standards, impacts on other human resources programs, and the multi-layered implications and impacts throughout the Center/Offices’. As an HR expert and consultant, provides comprehensive and continuing classification advisory services to supervisors, managers, other FDA key stakeholders, and human resources classification specialists located both domestically (e.g., Headquarters and Regional/Field Offices) and internationally (Foreign Post Locations). Works in collaboration with the OHR policy and program development office in managing, evaluating, and developing substantive position classification, position management policies, directives, guides, strategic plans, implementing instructions, etc., that positively impact and strengthen FDA program policies, procedures, guides, directives, missions, and functions. As a team leader ensure that for federal and contract staff, ensure the organizations strategic plan, mission, vision and values are communicated to the team and integrated into the team-1 strategies, goals, objectives, work plans and work products and services; Articulate and communicate to the team the assignment, project, problem to be solved, actionable events, milestones, and/or program issues under review, and deadlines and time frames for completion; Coach the team in the selection and application of appropriate problem-solving method and techniques, provide advice on work methods, practices and procedures, and assist the team and/or individual members in identifying the parameters of a viable solution; Lead the team in; identifying, distributing and balancing workload and tasks among employees in accordance with established work flow, skill level and/or occupational specialization; making adjustments to accomplish the workload in accordance with established priorities to ensure timely accomplishment of assigned team tasks; and ensuring that each employee has an integral role in developing the final team product; Train or arrange for the training of team members in methods and techniques of team building and working in teams to accomplish tasks or projects, and provide or arrange for specific administrative or technical training necessary for accomplishment of individual and team tasks; Monitor and report on the status and progress of work, checking on work in progress and reviewing completed work to see that the supervisor instructions on work priorities, methods, deadlines and quality have been met; Serve as coach, facilitator and/or negotiator in coordinating team initiatives and in consensus building activities among team members; Maintain program and administrative reference materials, project files and relevant back-ground documents and make available policies, procedures and written instructions from the supervisor; maintain current knowledge to answer questions from team members on procedures, policies, directives.

02/2018 – 9/2018 Acting Director Policy/Accountability GS-0201-15, Acting) Department Health and Human Services (HHS), Food and Drug Administration (FDA), White Flint MD

Supervisor provides occupational specific technical and administrative direction 25 percent or more of the time to three or more subordinate employees performing the work and functions of the organization. Obtains resources and identifies strategic objectives for the organization. Defines jobs, selects employees,

and assigns work; defines technical work requirements and milestones; evaluates the organization and employee accomplishments by accepting or rejecting work products; and presents and defends organization and employees work to senior management and other offices. Recommends employee promotions and recognition; approves leave; implements performance modifications and takes corrective actions as appropriate.

Provides equal opportunity in all Federal human capital and employment programs regardless of race, color, gender, national origin, religion, age, disability, genetic information, sexual orientation, affiliation or non-affiliation with a labor organization, political affiliation, status as a parent or gender identity. Provides employees resources and information that insures a safe and healthy work environment. Responsible for identifying, advocating, and implementing FDA-wide objectives and decisions related to human resource policy to meet the short and long-range goals of the Secretary, Health and Human Services (HHS). Responsible for the development and management of substantive programmatic policies, processes, procedures and HR program development for the Food and Drug Administration's (FDA) Office of Human Resources to include one or more of the following specializations recruitment/placement, classification, position management, compensation/benefits/HR processing, Title 42 and executive resources programs, i.e., Senior Executive Service, Senior Level/Scientific positions, Title 38, etc. for Federal civil service employees within the context of Merit System Principles and the legal framework of the Federal Civil Service. Anticipates FDA policy needs, analyzes the problem, and advocates changes to current policy, writes new policy to meet those needs, or develops legislative proposals for review by the Department. Reviews legislation proposed by Congress to assess the impact to FDA health care occupations and the need for additional policy or procedures for implementation. Recognized as an authority on human resources practices as they are applied to a public health care setting. Conducts individual studies or leads a team to study broad-based human resources policies, procedures, missions, functions, goals, objectives, processes, and/or procedures that could be potentially impacted by external statutory and/or internal regulatory, operational goals and objectives, or emerging technology that cuts across the full spectrum of human resources programs, initiatives, problems, and situations that are multi-leveled and cross complex organizational lines. Responsible for monitoring, evaluating, and reporting on the effectiveness, efficiency and compliance with law, rule and regulation, veterans’ preference, merit system principles and prohibited personnel practices as it relates to human resource management at FDA. Develops and implements a full scope accountability program that includes audits and program reviews of all major HR programs (e.g., staffing, delegated examining, merit promotion, pay and compensation, classification, performance and incentive programs, labor-employee relations, training, etc.). Coordinates with HHS, OPM, and other external organizations on the review of FDA HR programs. Responsible for the documentation and control of regularization of personnel actions. Reports to HHS and OPM on the state of human capital management at the FDA. Provides recommendations and training strengthening compliance and accountability programs.

04/2016 – 02/2017 Human Resources Specialist, GS-0201-13, 118,200 Department Health and Human Services (HHS), Food and Drug Administration (FDA), White Flint MD

Serve as senior classifier for Office of Commissioner (OC) NTCR. Provide high level classification to senior leadership. This position serves as an expert senior management consultant and advisor to agency

business/product line executives and senior support officials regarding concerns and issues relative to position classification Provides "face-to-face" assistance and applies innovative HR approaches in support of business/product line and support objectives. Originates solutions or develops appropriate interventions for management on significant classification issues and concerns particularly those not covered in precedents. Provides authoritative interpretation and instructions on laws, regulations, policies and procedures.

11/2015- 04/2016 Human Resources Specialist, GS-0201-13, 118,200 Department of the Treasury Bureau of Engraving and Painting (BEP), Washington DC

Serves as staff advisor and consultant on the position classification program including position management considerations to senior leadership, program managers, other management officials and supervisors at the BEP. Assignments include, but are not limited to: responding to difficult issues involving complex projects/problems that require expert advice and/or authoritative policy interpretations; planning and conducting special projects or studies to identify and resolve problems or issues; developing appropriate interventions for management on significant HR issues and Represents BEP at meetings, conferences and workshops on human resource matters.

3/2012- 11/2015 Senior Human Resources Specialist, GS-0201-14, 118,200 DHS, Custom Border Protection (CBP) Washington DC

Serve as a program manager/policy expert who is is+ responsible for the evaluation of HR services provided to customers at headquarters and regional or field offices. As a senior HR specialist, advises the head of an office on how best to improve the HR programs. As a senior HR specialist, advises the head of an office on how best to improve the HR programs/service administered. Identifies program weaknesses and the sources of such weaknesses. Finding and recommendations, pertaining to these need areas, often have impact beyond the office level and throughout the agency. Design and conduct comprehensive HR studies or projects characterized by boundaries that are extremely broad and difficult to determine in advance. Studies or projects may be conducted in order to meet departmental, OPM, GAO or Agency requirement. Provide Mastery of advance human resource principles, concepts and practices, including position management and organizational design, sufficient to identify and propose solutions to human resources management problems and issues that are base on by their breadth, importance and severity and for which previous studies and established techniques and frequently inadequate.

10/2011 – 1/1012 Senior Policy Advisor Human Capital Policy and Programs, GS-0201-14, 105,000 DHS, OCHCO Washington DC (Detail Assignment)

This position served as the senior classification and position management specialist for HCPP. Reviewed propose legislation, policy, and regulations. Developed and issues policies and guidance to OCHCO serviced entities and components relative to draft and new classification standards, laws, rules, and regulations, classification coverage and policy, significant classification and Fair Labor Standards Act (FLSA) decisions. Researched and analyzes specific issues and questions involving the personnel management functional specialties for which HCPP is responsible. Performed research and analysis independently or in support of other senior analysts or program managers. In either case, work required

hrough research of pertinent laws, regulations, and precedents to identify all relevant provisions. Analysis was expected to identify underlying principles and concepts and points out conflicts and gaps. Presented analysis and proposed resolutions or recommendations to Director of HCPP, the DHS Chief Human Capital Officer, and other senior DHS managers and key personnel. Prepared comments to proposed legislation, policies, and directives of higher authority, including requests from members of Congress, OMB, FRTIB, and OPM. Assured that the impacts of the proposals are thoroughly considered by management officials and that OCHCO and DHS view and needs are adequately represented. Monitored the progress of legislative and administrative changes and assures that OCHCO and DHS interests are represents. Assured that stakeholders are kept aware of impending changes and proposals. Member of working group responsible for implementing a agency wide Position Description (PD) Library. Instrumental in implementing agency wide PD library.

1/2010 –3/2012 Senior Human Resources Specialist (Classification/Staffing), GS-0201-13, 92,000 DHS, OCHCO Washington DC

The work of this position serves as a senior member of the OCHCO staff, and is responsible for full range of professional staff and operating activities coming under the jurisdiction of Executive Resources Office. Uses an exceptionally high degree of technical competence combined with persuasiveness to develop Position description that support the recruiting and HR strategies. Provides management with expert classification guidance in the area of GS, SL, ST, Expert, Consultant, and SES positions. Go to person on all AGENCY GS Executive Level Classification. Responsible for providing comprehensive human resources services involving the full spectrum of functions in support of the executive resources segment of human resources management program. Work on a day to day with Senior Level management on all level of classification concerns and issues. Selected to take part on Policy Team in formulating new DHS Classification policy. Sought out as SME on senior level classification issues. Maintains liaison with and staff personnel of each Coordinates accomplishment of actions regarding labor relations, recruitment, placement, appeals, position classification, automation requirements, and a variety of actions related to employee services. Contacts managers or staff of support organizations to assist in solving problems or to achieve expeditious action. Keeps abreast of the status of actions to advise commanders and managers on problems, solutions and possible operational improvements to increase effectiveness of the personnel management program. Leads the OCIC Office in issues related to the Senior Executive Service (SES) position classification, and staying current on matters affecting SES pay and performance.

1/2009 - 6/2010 Senior Classification/Staffing Specialist GS-0201-13 Department of State

Arlington, VA 22209, VA

Served as a Senior Position Classification Specialist in the Civilian Share Service Directorate. Provided technical advice to personnel in the directorates, and performs position management and classification work for assigned organizations. Assignments included highly complex and unstable organizations involving a wide variety of positions and personnel actions which are often sensitive and extremely difficult in nature. The Classifier independently resolved difficult issues and problems requiring consideration of the total human resource management program. Applies a comprehensive knowledge of position management and classification to assist installation/activity managers in accomplishing their position management responsibilities. Served as a technical expert on classification matters to advise

bureau personal on program requirements and practices. Supported organizations typically include extremely complex position and organizational structures with closely aligned responsibilities. There are a substantial number of complex positions involving research and development work, high level managerial work, and jobs affected by new or emerging technology. Provided technical advice to bureau personal to facilitate full and responsible management advisory services to assigned organizations such as planning and performing studies to identify long and short range personnel needs, advising on organization structures to meet management needs, and solving problems dealing with morale, turnover, job dilution or expansion. Assisted with planning and implementing reorganizations that frequently involve major mission changes or sweeping realignment of positions and personnel. Advised on organization structures, classification changes, position/ employee impact and related actions to assure regulatory compliance prior to implementing new structures. Anticipated problems that evolve from the complex and dynamic nature of organizations served and provided innovative solutions that accommodate manager’s needs without compromising fundamental personnel management principles. Applied comprehensive knowledge of classification and position management concepts, thorough understanding of assigned organizations, sound working knowledge of other personnel fields, and broad human resource management knowledge to identify and analyze problems, investigate and determine possible solutions.

HQ IMCOM 4/2008 - 1/2009 Human Resources Specialist (Classification/Staffing) YA-0201

02(GS-13 equiv) 69,450 HQ IMCOM Crystal City, VA

As a senior staff specialist, performed a variety of duties related to the policy associated with establishment of Human Resources for (HR) Headquarters Department of Army, Installation Management Agency (IMA). Utilized an in-depth knowledge of the principles, concepts, and techniques of Position Management and Classification and may be assigned cross functional tasks in one or more of the following civilian HR specialties--Recruitment and Placement, Employee Relations, Benefits and Entitlements, Information Systems and Employee Development. Accomplished major projects and studies concerning job evaluation and position management programs, usually having IMA-wide significance, precedence and impact. Gathers all necessary information and data from such locations as HQDA-IMA functional chiefs, MACOMs, garrisons, OPM and field offices. Visits garrisons to interview key management officials perform on-site desk audits, and engage in other related organizational fact-finding. Performed thorough, comprehensive classification and position management analysis. Determined the appropriate method to disseminate the final product, (e.g., model job description, agency occupational standards supplement, standardized job descriptions, project reports and/or case listings). Studies and projects varied in nature and size encompassing such things as an agency wide single occupational study, and agency-wide multi-occupational study, average grade study, high-grade study, agency-wide individual jobs, agency-wide multiple jobs, and 20-or-more position impact. Developed recommendations and presents completed projects for implementation

4/2007 - 4/2008 HUMAN RESOURCE SPECIALIST (Generalist) YA-0201-02(GS-12 equiv) 62,000 US ARMY CORP OF ENGINEER WASHINGTON, DC

Served as a Civil Personnel Center Team Leader, and senior Personnel Management Specialist for assigned organizations. Provided difficult management advisory services affecting highly complex, unstable organizations with a wide variety of difficult position and personnel actions which are often

sensitive and extremely difficult in nature. Independently resolves difficult issues/problems requiring consideration of the total human resource management program. Applied a comprehensive knowledge of human resource management to advise on the full range of life cycle functions and assist management in accomplishing their human resource management responsibilities. Provided technical services on assigned portions of position management, classification, staffing, and human resource development programs; and provides the full range of technical support regarding management-employee relations and labor relations. Within the breadth and complexity described above, performs the following assignments. Specialist for assigned organizations. Provides technical services on assigned portions of position management, classification, staffing, and human resource development programs; and provides the full range of technical support regarding management-employee relations and labor relations. Provides overall advice and assistance on management-employee relations, discipline, adverse actions, grievances, performance management and recognition, employee counseling, and related functions. Gathers background information and prepares formal correspondence on full range of disciplinary actions. Advises and assists employees, managers and supervisors on grievance procedures and appropriate options for proper resolution of conflicts or problems. Assures that official case files are properly maintained with complete documentation to support recommended or final action. Coordinates with legal officials as appropriate. Reviews and advises management on performance plans and provides technical information on performance management systems. Interprets command policies and provides advice on other personnel issues such as RIF, substance abuse, sexual harassment, hours of work, changes in working conditions, job related stress, smoking in the work place, leave administration, pay entitlements, affirmative action, etc. Provides labor relations support to assigned organizations

06/01/2006 -04/01/2007 HUMAN RESOURCE SPECIALIST (Generalist), YA-02-0201-02(GS

11 equiv ) 59,000 Walter Reed CPAC, Washington, DC

Provide a full range of classification and staffing support to a variety of organizations characterized by complex or unusual positions, unstable structures/functions, inadequate/hard-to-define candidate pools, and other complications. required to evaluate position management; provide assistance to supervisors and operating officials on ways to improve structure, work distribution, and the use of employee skills;

analyze/classify individual positions; study and advise managers/supervisors on staffing requirements, resources, and problems. Worked directly with managers to provide long/short range personnel advisory. Utilized an extensive range of HR case law, principles, practices, and regulations sufficient to perform detailed analyses and draw conclusions on complex legal issues, problems, and situations and interpret/analyze precedent and substantive decisions, and/or legal opinions that various courts and administrative bodies have rendered. Made use of negotiation procedures and conflict resolution techniques sufficient for problem solving, advising management, and interacting. This is based on

past/expected turnover, availability of candidates, career development patterns, and reorganization proposals; execute recruitment/placement, RIF, and related programs; take appropriate actions to appoint, promote, detail, reassign, demote, transfer, RIF, etc., in accordance with established policies, regulations and program goals and make full use of special employment programs. Written and oral communication techniques sufficient to: develop/deliver briefings and correspondence to managers and their appointed representative. Utilized board knowledge in applying HR principles, concepts and practices, and techniques of personnel recruitment, examination, selection and/or placement, and their relationship to

management objectives, Knowledge of human resources management sufficient to evaluate and make recommendations concerning overall plans and proposals for complex agency projects and to develop, interpret, and analyze data extracts and reports from automated HR databases and/or develop the most efficient and effective automated systems approaches for management; Comprehensive knowledge of the Civil Service Retirement System (CSRS), Federal Employee System (FERS), Thrift Savings Plan (TSP), and the effects of social security contributions on the retirement/survivor annuities. Knowledge of MER related processes, along with determining the table of penalties for various offenses. Provide NSPS training to civilian and military personnel prior to conversion into NSPS. Conduct on station training to hospital personnel on MyBiz and My Workplace.

Human Resources Specialist (Classification/Staffing),YA-0201-02(GS-11 equiv) 56,000 North East Regional Civilian Personnel Center Aberdeen Md

Provided technical advice to staff in Civilian Personnel Advisory Centers (CPAC), and performed position management and classification work for assigned organizations. Assignments include complex, unstable organizations having a wide variety of difficult position and personnel actions with limited management advisory services related to issues or problems in a specific program area. Provided Classification training to DA Interns. Provided advice to CPAC staff and serviced employees, supervisors and managers on principles and procedures of classification and position management during the survey/study process. Acts 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. Provided advice and assistance on automated programs such as COREDOC classification system and position data requirements of the Defense Civilian Personnel Data System (DCPDS).. Coordinated program requirements with management and with CPAC and CPOC personnel's as necessary. Supported staffing specialist in all area of recruitment and placement. Applies knowledge of recruitment and placement principles and concepts, and knowledge of personnel management to identify, analyze and resolve problems which require the interpretation and adaptation of guides. Applied knowledge of automated personnel systems such as RESUMIX, AutoRif, functional process improvements, and other automated personnel systems designed to support and supplement the recruitment process. Executes reduction-in-force or transfer of function actions. Assists with onsite delivery, counseling, and PPP registration as requested. Provides input to serviced commands Administers in-service placement, including mandatory OPM, DOD, DA and command programs. Uses RESUMIX and other automated personnel systems for the purpose of referring applicants for federal employment opportunities. Processes SF-52 actions, coordinating actions with CPAC personnel and resolving problems as they arise for employees. Develops and distributes vacancy announcements. Coordinates with CPAC personnel on development of rating and ranking criteria, e.g., definition of specialized experience, crediting plan, task list, RESUMIX grammar, etc. Performs applicant rating/ranking, and issues referrals. Coordinated actions with the Office of Personnel Management (OPM) as required. Schedules and conducts rating panels, coordinating management, employee and/or other subject matter expert participation in candidate evaluation. Administers special employment programs (e.g., FEORP, Upward Mobility, AAP for Handicapped, VRA, Overseas Placement Program, DOD Priority Referral System) to ensure the continuance of a balanced placement program.

EDUCATION WEBSTER UNIVERSITY

ST. LOUIS, MO US

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