United States Program Analyst

LATANY THORNTON

***** ******* ***** ******* ********, VA 20176 214-***-**** **************@*****.***

Professional Experience

United States Agency for International Development (USAID)

*** * ** SW

Washington, DC United States

Supervisory Management and Program Analyst (HR Liaison) October 2022 – Present

Provides technical guidance and oversight to senior level analysts and administrative management. Personnel engaged in administrative, budgetary, financial management and program management activities. Develops and or assists in the development of bureau wide or program specific authoritative budgetary guidance, policies, and procedures that determine bureau actions needed to implement new budgetary requirements placed on the Office by the Center, OMB, or Congress. The incumbent ensures compliance of those policies and procedures.

Experience implementing complex staffing solutions for multiple hiring mechanisms, including but not limited to civil and foreign service, personal services, institutional support contractors, interagency agreements, etc. Ensures that the organization's strategic plan, mission, vision and values are communicated to the team and integrated into the team's strategies, goals, objectives, work plans and work products and services; Articulates and communicates 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; Recommending solutions for complex operational policies and/or program requirement challenges to management that will assist decision makers during the executive and legislative decision-making process. Guide, train and direct subordinates. Experience working on various social media and virtual platforms.

Coaches the team in the selection and application of appropriate problem solving methods and techniques; provides advice on work methods, practices and procedures; and assists the team and/or individual members in identifying the parameters of a viable solution; Leads the team in: identifying, distributing and balancing workload and tasks among employees in accordance with established workflow, 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;

Trains or arranges for the training of team members in methods and techniques of team building and working in teams to accomplish tasks or projects and provides or arranges for specific administrative or technical training necessary for accomplishment of individual and team tasks: Experience developing written analyses or memoranda for senior officials regarding the economic, financial, legal, or policy issues and recommending courses of action; Determines the best approach or solution for solving budget shortages; and plans for long range staffing needs, including such matters as whether to contract out work. Works closely with high level program officials (or comparable agency and bureau level staff personnel) in the development of overall goals and objectives for assigned staff functions(s), program(s), or program segment(s).

Advised on the allocated funds to the Bureau. Performs as a GH expert on human resource and personnel management. Oversees the full spectrum of workforce planning for the Bureau, including through multiple hiring mechanisms, institutional support contracts, civil service, foreign service, and other. Serves as a bureau technical expert for direct hire staff, direct hire equivalents, and non-direct hires. Leading and directing data collection efforts of healthcare programs and develop models supporting new approaches to laws, guidance, regulations, or contract negotiation to support policies for healthcare programs. Provides oversight for implementation and administration of the performance evaluation program as it relates to direct-hire and non-direct hire staff. Plans, coordinates, and conducts special studies of human resource and personnel and performance management policies, issues, and practices. Such studies include trends in performance evaluation ratings.

Provide a full-range of recruitment, staffing and placement functions to include multiple types of Title 5 and Title 38 appointments, in-service placement, and reduction-in-force activities.

Oversee Recruitment & Staffing activities assuring regulatory compliance for all work performed by professional HR Staff.

Review and approve jobs in USA Staffing, acts as SME to review qualifications of applicants.

Provide advice and assistance to all levels of management on individual and broad recruitment and placement plans including advising on the structure and content of position descriptions and vacancy announcements to attract the best qualified candidates.

Serve as an advisor to executive leadership relating to implementing succession planning, developing creative recruitment strategies, special employment programs, and recruitment & retention initiatives.

Develops and or assists in the development of bureau wide or program specific authoritative budgetary guidance, policies, and procedures that determine actions needed to implement new budgetary requirements placed on the Center, OMB, or Congress. The incumbent ensures compliance of those policies and procedures. Represents the Senior Management in Office, Center, and Agency meetings and committees with full knowledge of Office policy and Center program priorities that impact the organization.

United States Agency for International Development (USAID)

1300 Pennsylvania Ave NW

Washington, DC United States

Lead Human Resources Specialist March 2020 – October 2022

Lead advisor in the development of strategies, policies, and procedures to address emerging policy or programmatic issues, and to formulate appropriate program responses; Evaluating the policies and work processes of an organization; planning policies and procedures; negotiation techniques; and oral and written communications; and a knowledge of computer applications sufficient to prepare written reports, spreadsheets, statistical tables, and flowcharts; expert knowledge of Human Resources recruitment, placement, performance management and compensation programs.

Contributing to the development and integration of program objectives; leading process improvement initiatives and activities related to administrative functions and services; initiating or participating in reviews and improvement of work methods, organizational features and structuring of positions to achieve efficiency; and providing technical advice and guidance to Division organizational boundaries.

Performs cursory review of processing actions to ensure proper placement or movement of employees. Identifies errors and provides corrective actions to issues impacting personnel actions.

Strong knowledge of advanced management principles, concepts, laws, practices, to include expert knowledge of novel, emergent and theoretical areas of leadership and human development concepts and issues in order to develop/improve programs that are innovative and/or that have previously been resistant to solution.

Provides authoritative advice and guidance to managers, supervisors, and leadership regarding requests for using special recruitment mechanisms such as requests for appointments above the minimum, recruitment, relocation, and retention bonuses, etc.

Routinely coordinates with recruitment program representatives. Actively participates, and on occasion, leads components of assigned national recruitment efforts tied to coordinating inputs from serviced agency component organizations to department wide recruitment initiatives. This may include appearing in virtual and/or in person recruitment events, advising applicants and other event participants of serviced organization job opportunity announcements, and hiring activities, as well as participating in division-wide recruitment program development, implementation, and evaluation for purposes of input to reports, events, and other relevant activities tied to national program representative requirements in the division. Work of this nature is expansive and may include coordination with other components of HR and partnering stakeholder groups (i.e. Special Emphasis Programs) as requested.

Assesses agency demographic deficiencies and works with client agencies in developing strategic targeted recruitment and outreach activities in an effort to increase diversity throughout the agencies.

Researches and assesses event demographics to ensure diverse pools of candidates are apparent in the recruitment and outreach efforts.

Prepares presentations and briefing material appropriate for various audiences in promoting the Department’s job opportunities, how to apply to federal positions, and resume writing techniques.

May oversee multiple program areas relating to diverse communities as well as Veteran and Student Programs. May serve as the Department's expert on volunteer programs and the Presidential Management Fellows (PMF) Program.

Food and Drug Administration

10093 New Hampshire Blvd

Silver Spring, MD 20993 United States

Lead Human Resources Specialist 11/2016 – March 2020

Serves as a personal adviser to senior management on problems and activities involving risk and control program interrelationship, coordination, and integration. Expedites the research and resolution of high priority issues. Provides authoritative technical guidance to Management Officers/Program Specialist on administrative and budgetary policy and program management issues which impact OND’s administrative operations.

Provides authoritative policy and regulatory interpretations to management officials and other HR Specialists on staffing laws, regulations, policies, and procedures. Provides guidance and program direction on difficult, highly complex, and sensitive technical issues that concern hiring phases, merit promotion, priority placement, and related legal, regulatory, and contractual requirements or entitlements. Develops new policies or processes when existing guidelines or precedents are scarce or inadequate.

Leads high-profile special initiatives or projects. Advises on novel programs services and unprecedented staffing program and advisory matters.

Supervises, assigns and reviews work of subordinates. Initiates personnel actions, makes selections for position vacancies, develops performance plans and prepares performance appraisals.

Coducting recruitment and placement activities for a variety of professional, administrative and technical positions; interpreting and applying qualification standards/requirements to determine applicant qualifications; providing technical guidance and consultation regarding rules and regulations laws, policies and procedures pertaining to recruitment and staffing and personnel actions; explaining recruitment and placement policies, processes, and rules to managers in developing recruitment packages including job analysis, crediting plans, and performance-based interview questions; utilizing USA Staffing (or other automated staffing programs) to prepare vacancy announcements, issue referrals to managers, and onboard selectees.

Experience performing or coordinating executive support operations of a senior executive or agency official in a large and diverse organization;

Provides training program development and oversight, evaluates program effectiveness in meeting requirements, and recommends changes to programs as needed. Incumbent plans and/or conducts assessments and evaluations of overall training programs; evaluates problems, deficiencies, and inadequacies identified in administering training and development programs within the Command.

Responsible for developing, implementing, and monitoring the agency policy and procedures for management and accountability of training ammunition; publishes and updates formal documents to inform supported units of the policies and procedures to be followed in obtaining and managing training ammunition; and develops and validates future organizational training requirements based on historical usage. Serving on groups and committees and maintaining liaison with and presenting briefings to senior agency leaders.

Developing, implementing, and tracking performance standards, to evaluate program effectiveness and providing reports and recommendations. Experience that demonstrated the ability to manage multiple assignments that required a wide range of knowledge of management and program oversight; public and/or business administration or public policy; qualitative and quantitative methods; Using manpower modeling tools to create forecasting models for an Agency or Department.

Develop or assists in the development of OND-wide or program specific authoritative budgetary guidance.

Represents the Senior Management Officer in the Office, Center and Agency meeting and committees with full knowledge of Office policy and Center program priorities that impact OND. Lead advisor in the development of strategies, policies, and procedures to address emerging policy or programmatic issues, and to formulate appropriate program responses; Evaluating the policies and work processes of an organization; planning policies and procedures; negotiation techniques; and oral and written communications; and a knowledge of computer applications sufficient to prepare written reports, spreadsheets, statistical tables, and flowcharts; expert knowledge of Human Resources recruitment, placement, performance management and compensation programs.

Developing strategic and policy recommendations to senior leaders. Assists managers in ensuring that employees have the opportunity to develop, maintain, and update skills, learn about other areas of interest, and receive training. Incumbent formulates action plans, establishes goals, integrates the overall efforts of the organizations training initiatives; provides guidance and assistance to managers, supervisors, and employees concerning regulations, guidelines, and new training. Conducted analysis of issues broad in nature, and/or of strategic importance.

Managing high-profile correspondence with top-level officials and federal agencies, state and local government entities, community organizations, and senior level managers. Leading or coordinating the formulation and forecast of various funds and budget. Serving on groups and committees and maintaining liaison with and presenting briefings to senior agency leaders. Developing authoritative recommendations on the adjustment to Senior Executive pay policy.

Experience working with diverse teams of interdisciplinary administrators and clinicians; experience applying qualitative and quantitative techniques of analyzing and measuring the effectiveness, efficiency and productivity of program management practices; and experience creating and presenting reports to management outlining project findings and recommendations of analytical studies in a clear, logical, and concise manner.

Establish a system to review, control, and report on project status; Monitors project status and adjusts work plans for project accomplishment. Conduct in-depth analyses of project data, requirements, and impact; identify problem areas and determine how to resolve them.

Applies knowledge of administrative and federal acquisitions regulations laws and guidelines necessary to execute program goals, objectives and strategic priorities.

Skilled to independently plan, organize and direct project teams and to negotiate effectively with management to accept and implement recommendations and changes where proposals frequently require extensive changes in established procedures, involve substantial resources, or may be in conflict with the desire of the activity studied.

Provides administrative services to the senior managers; assesses administrative systems and procedures; Performs analyses of programs requirements. Identifies overlaps within the organizations programs or the need for consolidated of functions to ensure maximum utilization of staff.

Ability to establish and maintain effective working relationships with all levels of management. leading or coordinating the formulation and forecast of various funds and budget; performing and advising on all aspects of human resources including recruitment, retention, staffing, and position management; coordinating and leading staff throughout the administrative management of organizational analysis, fiscal resources, procurement, contracting, and general administration for an office.

Advising management on policy, budget, programming, organizational effectiveness and personnel issues; and identifying, evaluating, and resolving operational functions and work processes issues.

Drafts vacancy announcements by abstracting information from the position descriptions, qualification standards, etc. Reviews and ensures that vacancies are consistent with the duties of vacant positions and that any additional required information is present and accurate.

Knowledge of other HR processes and related HR systems that relate to recruitment and placement.

Expert knowledge of the of employee relations concepts, case law, principles, practices, legal and regulatory requirements sufficient to perform analyses and draw conclusions on complex legal issues, problems, and situations, and advise managers regarding appropriate corrective techniques in response to a range of conduct and performance issues.

Skilled in gathering facts and using effective, analytical, and evaluative methods to accurately assess information and make sound decisions.

Food and Drug Administration

11601 Landsdown Street

North Bethesda, MD 20857 United States

Human Resources Specialists 05/2016 – 11/2016

Worked with Center leadership and staff to create, assist, report, and advise on all executive level positions, and special hiring authorities and pay plans such as SBRS, Title 38, Title 42, Expert/Consultant appointments. Lead all efforts to support hiring incentives, as well.

Perform program analysis; provide program managers and employees with quality customer service; program accountability; problem resolution; and fosters a positive team effort.

Lead broad and complex program level projects that often result in new or significantly changed policy, practices, or procedures to promote effective and efficient management that fully supports program strategic plan and mission accomplishment.

Processes official personnel actions for an organizational segment with primarily wage and GS positions in career-conditional, career, temporary, and limited appointments and a few excepted appointments; provides support for recruitment activities.

Drafts vacancy announcements by abstracting information from the position descriptions, qualification standards, etc. Reviews and ensures that vacancies are consistent with the duties of vacant positions and that any additional required information is present and accurate.

Reviews studies of organizational efficiency and recommends changes or improvements. Evaluates applications for job-related criteria and assigns point values for experience, training and performance in relation to required job skills, knowledges, and abilities according to local merit promotion plans or external recruitments plans.

Providing recruitment and placement advisory services; Experience interpreting and applying recruitment, placement, and classification regulations and policies in order to identify and develop methods for assessing job requirements, serve as a consultant to management, and provide comprehensive guidance and advice on recruitment, placement, and classification issues. Interpreting and applying position classification standards to determine the title, grade and occupational series for positions; performing job analysis; advising on procedural and regulatory requirements governing the staffing process.

Knowledge of principles, concepts, laws, theories, and practices involved in retirement and benefits program administration to apply new laws and resolve broad policy issues. Ability to develop new program policies and comprehensive guidelines as a result of change in programs or new legislation.

Interpreting existing policy and programs; analyzing reports and trends; providing technical assistance and advice; presenting briefings to coordinate with officials; managing deployment of new information systems; and conducting training for employees. Developed, prepared, and analyzed program justification documents and program execution document for financial requirements, developing human resources policies, procedures, and guidelines. Conducting qualification reviews of applicants and issuing certificates of best-qualified applicants to management officials.

Experience researching regulations and other pertinent directives to make recommendations to improve federal employee benefits, leave, retirement and awards programs; Experience with complex regulations and other pertinent laws that affect employees.

Analyzing proposals for reorganizations, position realignments, or restructuring.

Providing expert technical assistant and support to all levels of management officials in the area of classification/position management.

Provide consultation and oversight in assessing turnover, and forecasting needs and general succession planning, executive resources utilization and projections for future or pressing needs.

Provide expert and authoritative advice and guidance to program customers on a variety of complex Human Capital issues.

Department of Homeland Security

1400 L Street

Washington, DC 20422 United States

Human Resources Specialists 08/2015 – 05/2016

Processes official personnel actions for an organizational segment with primarily wage and GS positions in career-conditional, career, temporary, and limited appointments and a few excepted appointments; provides support for recruitment activities.

Drafts vacancy announcements by abstracting information from the position descriptions, qualification standards, etc. Reviews and ensures that vacancies are consistent with the duties of vacant positions and that any additional required information is present and accurate.

Providing authoritative staff advice, resolutions and guidance on executive resources matters, issues and policies to the Assistant Commissioner, Directors, Deputy Directors, Program Managers and White House Liaisons.

Reviews studies of organizational efficiency and recommends changes or improvements. Evaluates applications for job-related criteria and assigns point values for experience, training and performance in relation to required job skills, knowledge’s, and abilities according to local merit promotion plans or external recruitments plans.

Providing recruitment and placement advisory services; Experience interpreting and applying recruitment, placement, and classification regulations and policies in order to identify and develop methods for assessing job requirements, serve as a consultant to management, and provide comprehensive guidance and advice on recruitment, placement, and classification issues. Interpreting and applying position classification standards to determine the title, grade and occupational series for positions; performing job analysis; advising on procedural and regulatory requirements governing the staffing process.

Knowledge of principles, concepts, laws, theories, and practices involved in retirement and benefits program administration to apply new laws and resolve broad policy issues. Ability to develop new program policies and comprehensive guidelines as a result of change in programs or new legislation.

Interpreting existing policy and programs; analyzing reports and trends; providing technical assistance and advice; presenting briefings to coordinate with officials; managing deployment of new information systems; and conducting training for employees. Developed, prepared, and analyzed program justification documents and program execution document for financial requirements; developing human resources policies, procedures, and guidelines. Conducting qualification reviews of applicants and issuing certificates of best-qualified applicants to management officials;

Experience researching regulations and other pertinent directives to make recommendations to improve federal employee benefits, leave, retirement and awards programs; Experience with complex regulations and other pertinent laws that affect employees.

Analyzing proposals for reorganizations, position realignments, or restructuring;

Department of Veteran Affairs

50 Irving Street NW

Washington, DC 20422 United States

Human Resources Specialists 05/2014 – 08/2015

Processes official personnel actions for an organizational segment with primarily wage and GS positions in career-conditional, career, temporary, and limited appointments and a few excepted appointments; provides support for recruitment activities.

Drafts vacancy announcements by abstracting information from the position descriptions, qualification standards, etc. Reviews and ensures that vacancies are consistent with the duties of vacant positions and that any additional required information is present and accurate.

Reviews studies of organizational efficiency and recommends changes or improvements. Evaluates applications for job-related criteria and assigns point values for experience, training and performance in relation to required job skills, knowledge’s, and abilities according to local merit promotion plans or external recruitments plans.

Providing recruitment and placement advisory services; Experience interpreting and applying recruitment, placement, and classification regulations and policies in order to identify and develop methods for assessing job requirements, serve as a consultant to management, and provide comprehensive guidance and advice on recruitment, placement, and classification issues. Interpreting and applying position classification standards to determine the title, grade and occupational series for positions; performing job analysis; advising on procedural and regulatory requirements governing the staffing process.

Knowledge of principles, concepts, laws, theories, and practices involved in retirement and benefits program administration to apply new laws and resolve broad policy issues. Ability to develop new program policies and comprehensive guidelines as a result of change in programs or new legislation.

Interpreting existing policy and programs; analyzing reports and trends; providing technical assistance and advice; presenting briefings to coordinate with officials; managing deployment of new information systems; and conducting training for employees. Developed, prepared, and analyzed program justification documents and program execution document for financial requirements, developing human resources policies, procedures, and guidelines. Conducting qualification reviews of applicants and issuing certificates of best-qualified applicants to management officials.

Experience researching regulations and other pertinent directives to make recommendations to improve federal employee benefits, leave, retirement and awards programs; Experience with complex regulations and other pertinent laws that affect employees.

Department of Labor

2100 Constitution Ave

Washington, DC

Human Resources Specialist 04/2013-05/2014

Experience in applying a wide range of Human Resources concepts, principles, laws, regulations, practices, and analytical methods and techniques to include recruitment/placement; special recruiting authorities and strategies; and position classification concepts, principles and practices.

Advises management officials on recruitment and placement policies, procedures and guidelines, conducting job analyses, developing assessment tools, conducting qualifications review of applicants, and issuing certificates of eligibles’.

Advises management officials on special appointing authorities, including direct-hire authority; Advises management officials on available compensation flexibilities (e.g. superior qualifications, recruitment, retention, relocation incentives and enhanced annual leave); Advises management officials on veteran's preference, including information on objections and Passovers; Advanced experience reviewing and interpreting draft regulations and standards for impact on your agency's recruitment and placement policies and processes.

Advanced experience developing recruitment strategies for management officials; experience advising management officials on Merit Promotion procedures; Experience interpreting and applying human resources laws, regulations and guidelines as they relate to recruitment and placement; Experience presenting findings and delivering briefings in order to provide information.

Processes official personnel actions for an organizational segment with primarily wage and GS positions in career-conditional, career, temporary, and limited appointments and a few excepted appointments; provides support for recruitment activities.

Drafts vacancy announcements by abstracting information from the position descriptions, qualification standards, etc. Reviews and ensures that vacancies are consistent with the duties of vacant positions and that any additional required information is present and accurate.

Reviews studies of organizational efficiency and recommends changes or improvements. Evaluates applications for job-related criteria and assigns point values for experience, training and performance in relation to required job

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