Human Resources United States
Resume:
Darrel P. Burke
Harvey, LA 70058
***********@******.***
******.*****@**.***
Executive Summary
Commitment Leadership Integrity
A dedicated veteran, and results-oriented individual with a distinguished 28-year career in Manpower Planning, Force Management, and Personnel Deployment for the United States Navy. A Strong strategic planner, that is analytical with demonstrated organizational skills in leading large teams to achieve mission objectives. Dedicated to maintaining a reputation built on quality, service, and uncompromising ethics.
Professional and Personal Value
•Human Resources Director for F/18 fighter aircraft squadron comprising 284 personnel
•Program Training Manager and Instructor – Executed effective lesson plans and classroom instructions
•Flexible, ready to adapt and learn new jobs and processes
•Team Builder, able to lead and motivate subordinate and superior personnel to complete projects in a timely manner
•Problem Solver – Solution Finder
•Able to plan and execute projects in a timely manner
•Proficient in Internet resources, Microsoft Windows 7, Word, Outlook, Excel, Power Point and Adobe Acrobat
•Analysis risk management, conducts and promote Safety Training programs
Professional Employment and Selected Examples of Qualifications in Action
Department of Veterans Affairs, Veterans Integrated Service Network (VISN-16)
Physician Team Special Services Unit
Human Resources Specialist (Recruitment & Placement) 05/23-02/25; Full-Time
7:00am-3:30pm; 12/2
Responsible for creating a comprehensive training plan and delivering Human Resources training and development services to fully meet the needs of internal and external customers (i.e., HR personnel and VHA managers, supervisors, and frontline staff members).
Forecasting future trends to increase the efficiency and effectiveness within all disciplines of Human Resources.
Identifying training gaps and deploying program delivery strategies, methodologies, techniques, and activities to ensure training materials and curricula are accurate, consistent, and standardized VHA-wide.
Conducting training by developing training guides, instructional methods, course materials, and training aids for use in presenting Human Resources-related training programs in compliance with existing agency policy.
Determining training priorities and objectives by analyzing and evaluating current data, such as turnover rates, competency gap assessments, time to hire metrics, entrance/exit surveys, workforce planning, and customer service feedback surveys.
Ensuring the training and development among all Human Resources disciplines are seamlessly linked and integrated and connect employees with the organization's mission and goals.
Identifying opportunities to streamline processes between Human Resources disciplines to ensure redundancies are eliminated and enhancements are achieved.
Serving as the subject matter expert, providing advisory and consultative services to employees and management in all areas of training and development such as Individual Development Plans, Career Roadmaps, etc.
Utilize a wide range of human resource and classification practices and policies to provide expert advisory and technical services.
Provides 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.
Executes recruitment, placement, Reduction in Force (RIF), and related programs for assigned organizations.
Ensures all appropriate steps and actions to appoint, promote, detail, reassign, demote, transfer, RIF, etc., in accordance with established policies, regulations and program goals.
Researches the qualifications and skills needed and conducts job analyses with subject matter experts to distinguish truly professionally qualified applicants, and those with the ability to learn the job in reasonable periods of time
Reinforce regulations, procedures, and determinations to inquiring employees, candidates, and supervisors.
Prepare and complete necessary documents and case files on personnel actions.
Orients new, high-level employees on civil service and agency personnel policies, rules, regulations, rights, benefits, services, and related matters.
Develops long and short-range staffing plans to meet forecasted mission requirements.
Collaborates with the local Staffing Strategic Business Partner (SSBP), who has executed delegated responsibilities for the local labor market through workload management for Strategic Business Unit (SBU) functional areas: employee relations consultation; strategic talent acquisition and management (staffing); policy interpretation, application, and implementation; and performance and compensation management consultation.
Act as a liaison as part of the SBU, through assistance as a strategic advisor between local leadership and the local SSBP as well as VISN HR Operations, effectuating local strategic goals and metrics through expert management consultation in talent management and workforce and succession planning.
Collaborates with the SSBP, facility executives and VISN leadership to execute and align human capital goals and priorities. Acts as change agent to business through process redesign and approaches that support change and transformation. Analyzes trends and metrics to develop solutions. Provides daily consultation to the local SSBP and facility leadership on various actions including employee relations issues, policy interpretation and application, talent management and development, and organizational design consultation. Actively participates in annual budget planning/labor forecasting process with business partners. Conducts ongoing supply and demand analysis for business partners on current and future state staffing and skill needs and designs talent acquisition strategies to meet those needs.
Performing other duties as assigned.
Department of Veterans Affairs-Southeast Louisiana Veterans Healthcare System 2015-2023 Program Analyst; Emergency Medicine Service 11/2017-5/2023; Full Time; 7:30-4; 11/5
Provides analysis of performance measurement data which includes patient satisfaction data usually derived from Consumers Assess of Health Providers (CAHPS) surveys as well as PATS, SHEP, EPRP, SAIL, EMMT, and EDIS
Responsible for preparing recruitment search assessments to clarify and develop ideal candidate profiles, and tailored recruitment, marketing, and sourcing strategies.
Create, manipulate, query, and analyze small and large databases derived from surveys, medical records, and the Department of Veterans Affairs (VA) corporate data warehouse; Administer multi-level analyses of performance measures to support performance management and quality improvement across the VA.
Develops talent pipelines from various sources outside of the existing workforce, that can meet the health system’s unique talent needs on an ongoing basis.
Serves as local health care labor market SME conducting analyses/studies to determine efficacy of recruitment strategies, and staffing models: e.g., hiring staff versus utilization community-or contract care.
Works to improve health care delivery programs and operations in the VA at both the local and national levels independently and through collaboration.
Recommends strategies for overcoming employment barriers.
Provides authoritative management advisory in developing short and long-term facility recruitment strategies to optimize recruitment and retentions outcomes and achieve health care system objectives.
Strong working knowledge of programs, mission, policies, and objectives as well as recognition of the contrasting functions and motivations of various employees, and groups in the health care system; and the ability to communicate effectively with each group in or to gather and convey information, present recommendations, and coordinate services.
Recruits for facility hard-to-fill Physician and Advanced Practice Provider occupations. Using advanced sourcing including social networks, Boolean searches, direct mail, database mining, forecasting, and networking.
Reviews existing recruitment activities and provides continuing technical advice and assistance in resolution of recruitment problems of more than average difficulty for a wide variety of hard-to-fill medical, scientific, and other professional occupations.
Secures necessary documentation of approvals for recruitment incentives (3Rs, EDRP, PCS) to maximize recruitment and retention outcomes.
Prepare Emergency Department data for Medical Center Director’s Morning Report daily; trained staff to serve as back up.
Screen and determine candidate qualifications for positions based on licensure, credentialing, and education/certification requirements for health care practitioners.
Collaborate with Performance Excellence Coordinator as needed. Interpret and apply laws, regulations, policies, and practices to provide advice, guide and strengthen partnership with stakeholders on various HR functions.
Authors and places candidate generating recruitment advertisements and coordinates appropriate client approvals before publishing.
VA trained mediator.
Utilizes VHA ATS to track candidates for short-and long-term use. Maintains candidate and referral information, internal and external reports, and correspondence within the information ATS.
Coordinate with supervisors, managers, and other HR specialists on possible regulatory changes.
Assist non-citizen applicants with inquiries about applying for employment (such as visa requirements, forms that must be submitted, eligibility requirements, etc.).
Assist facility to successfully recruit/hire non-citizen providers when authorized and appropriate.
Participated in the Provider Performance Metrics project within the Emergency Department.
Meets regularly with Chief of Staff (COS), clinical service line managers, Public Affairs Officer (PAO)
SBU Consults with COS, clinical leaders, HR, and facility executive team to define the scope, requirements, and deliverables necessary for the health care system’s recruitment and retention strategy., and SSU to coordinate recruitment advertising, and the sharing of recruitment information within the appropriate academic and/or professional community.
Receives and reviews local and regional recruitment requests and contacts the Selecting Official to develop and finalize the recruitment action.
Participated in the facility wide Patient Flow Project to determine how and when the patient disposition is determined and designated.
Presented Emergency Department data in Medical Center Director’s Morning Report as needed
Administrative Officer, Environmental Management Service,
Southeast Louisiana Veterans Healthcare System 8/2016-11/2017; Full Time; 7:30-4; 9/2
Performed and monitored established administrative management requirements within the Environmental Management Service with several subdivisions; Applied administrative policies and maintained various systems.
Meets regularly with Chief of Staff (COS), clinical service line managers, Public Affairs Officer (PAO)
SBU Consults with COS, clinical leaders, HR, and facility executive team to define the scope, requirements, and deliverables necessary for the health care system’s recruitment and retention strategy., and SSU to coordinate recruitment advertising, and the sharing of recruitment information within the appropriate academic and/or professional community.
Coordinated the administrative aspects of office moves, office construction, and other facility improvements including furniture, equipment, telephones, and short-term storage.
Coordinate with supervisors, managers, and other HR specialists on possible regulatory changes.
Assist non-citizen applicants with inquiries about applying for employment (such as visa requirements, forms that must be submitted, eligibility requirements, etc.).
Assist facility to successfully recruit/hire non-citizen providers when authorized and appropriate.
Collaborated with other service lines to plan, arrange, and coordinate routine budget, fiscal, and administrative planning work
Drafted correspondence, recommendation, reports, and memoranda related to management and administrative programs and issues
Assisted in providing guidance on routine aspects of tasks to support the administration of established quality and productivity programs for the organization.
Interpret and apply laws, regulations, policies, and practices to provide advice, guide and strengthen partnership with stakeholders on various HR functions.
Authors and places candidate generating recruitment advertisements and coordinates appropriate client approvals before publishing.
Served as department timekeeper
Oversaw process for the department of bringing on new staff (job posting, position description, interviews, etc.)
Generated required reports for key executive staff and managers within the organization
Administrative Assistant – Associate Director; Project Legacy,
Southeast Louisiana Veterans Healthcare System 11/2015 – 8/2016; Full Time; 7:30-4; 7/1
Performed a variety of clerical, administrative, and technical duties/responsibilities for the Associate Director in support of management with the intent of accomplishing the administrative requirements of the Office of the Associate Director and/or Project Legacy; contributing to the efficient and effective accomplishment of the objectives of the overall organization
Developed internal administrative standard operating procedures by researching prior publications, regulations, and recommending new policies and/or changes; Received and reviewed regulations, directives, and memoranda on administrative functions. Interpreted such material and determined the extent to which the organization is affected and advised senior management
Prepared correspondence covering subject of an administrative nature, both internal and external. Maintained control of action correspondence; performing follow-up action to ensure timely reply/action; Received and maintained logs of outgoing correspondence, reviewing it for accuracy, correct format, punctuation, spelling, etc.
Conducted investigations in support of Reports of Survey; Provided assistance in developing statistical data and special reports, compiling/preparing drafts, and finalizing technical papers and/or similar instructional materials in support of program specialties
Served as timekeeper for department
Volunteers of America, Residential Reentry Center
Deputy Director (12/2010-11/2015) (Part-Time 2010-2013/ $16/ hour /Full Time 2013-2015; 7:30-4; $22/hour) Volunteers of America, of Southeast Louisiana
Operations Director of 30 staff personnel to include Social Service Coordinator, Case Managers, Security Officers, and Custodial personnel operating under the purview of the Federal Bureau of Prisons
Directed the security, safety, sanitation, employability, budgets, referrals, social services, and re-entry operations of federal inmates assigned to community corrections; to include both veteran and non-veteran personnel; Maintained statistical data on contracts, social services, substance abuse treatment, training, and professional development of staff personnel, and assigned federal inmates
Advised executive leadership, and local government officials to include Secretary of Corrections at state and federal levels via Advisory board memberships, and meetings
Participated in the Homeless Veterans Integration Program
28 years of Active-Duty Military and Reserve Service, United States Navy
1985–2014
•Naval Telecommunications Station, London UK
•USS Stark (FFG-31)
•USS Enterprise (CVN-65)
•USS Kitty Hawk (CV-63)
•Naval Air Station Joint Reserve Base New Orleans
•Helicopter Mine Countermeasures Squadron 15 (HM-15)
•Strike Fighter Squadron 204 (VFA – 204)
Responsibilities included the following:
•Serve as Supervisory, Human Resource Classification Specialist for Classification Specialists, Classification Specialists Trainees, Human Resource Assistant, and Personnel Technicians. Support the Navy Recruiting District (NRD) New Orleans Military Entrance Processing Station (MEPS) with the classification of 5,500 future sailors, 600 nuclear fields, 420 special operation, 2,100 critical ratings, 1,750 submarine, and 600 reserve applicants. Supervise a staff of professional employees consisting of grades E1-E7 (Equivalent to GS5-GS-13).
•Responsible for preparing recruitment search assessments to clarify and develop ideal candidate profiles, and tailored recruitment, marketing, and sourcing strategies. Responsible for providing in-depth position classification and position management support to the NRD-MEPS human resources offices which service military positions in healthcare, scientific, research, development, administrative, technical, and other fields including those affected by new or emerging military technology and weapon systems.
•Coordinated the administrative aspects of office moves, office construction, and other facility improvements including furniture, equipment, telephones, and short-term storage.
•Coordinate with supervisors, managers, and other HR specialists on possible regulatory changes.
•Assist non-citizen applicants with inquiries about applying for employment (such as visa requirements, forms that must be submitted, eligibility requirements, etc.).
•Assist facility to successfully recruit/hire non-citizen providers when authorized and appropriate.
•Collaborated with other service lines to plan, arrange, and coordinate routine budget, fiscal, and administrative planning work
•Drafted correspondence, recommendation, reports, and memoranda related to management and administrative programs and issues
•Assisted in providing guidance on routine aspects of tasks to support the administration of established quality and productivity programs for the organization.
•Interpret and apply laws, regulations, policies, and practices to provide advice, guide and strengthen partnership with stakeholders on a variety of HR functions
•Responsible for preparing recruitment search assessments to clarify and develop ideal candidate profiles, and tailored recruitment, marketing, and sourcing strategies.
• Develops talent pipelines from various sources outside of the existing workforce, that can meet the health system’s unique talent needs on an ongoing basis.
•Serves as local labor market SME conducting analyses/studies to determine efficacy of recruitment strategies, and staffing models: e.g., hiring staff versus utilization community-or contract care.
•Planning short/long term work schedules to ensure an even rotation and distribution of work, quick management of priorities, deadlines established by critical missions.
•Oversee the daily operative of the classification unit.
•Provide a full range of classification services for Newly Enlisted Recruits, Enlisted Personnel, and Officers including analyzing position descriptions and conducting desk audits.
•Review and classify position descriptions, prepare reports of findings, conducting desk audits, and prepare evaluations as required for internal activity or in response to external policy changes.
•Serve as a resource and technical advisor to NRD Houston senior officers and Navy Career Counselors.
•Propose solutions to resolve controversial, complex and very difficult classification problems; and providing authoritative technical assistance and solutions to classification problems referred by specialist.
•Provide a variety of high-level human resource management operational and consultative services, including oversight and quality control of daily classification activities to ensure consistency in classification decisions.
Career Counselor/ Human Resource Specialist/Administrative Officer 01/2004-07/2014
United States Navy, Navy Career Counselor First Class (NC1)
Personnel Support Detachment (PSD)
Duty Stations: New Orleans, LA
•Interpret and explain military human resources/personnel policies, procedures, laws, standards, or regulations.
•Inform Officers and Enlisted member and new Recruits of duties and responsibilities, compensation, benefits, working conditions, or promotion guidelines.
•Drafted correspondence, recommendation, reports, and memoranda related to management and administrative programs and issues
•Assisted in providing guidance on routine aspects of tasks to support the administration of established quality and productivity programs for the organization.
•Interpret and apply laws, regulations, policies, and practices to provide advice, guide and strengthen partnership with stakeholders on a variety of HR functions
•Responsible for preparing recruitment search assessments to clarify and develop ideal candidate profiles, and tailored recruitment, marketing, and sourcing strategies.
•Develops talent pipelines from various sources outside of the existing workforce, that can meet the health system’s unique talent needs on an ongoing basis.
•Serves as local labor market SME conducting analyses/studies to determine efficacy of recruitment strategies, and staffing models: e.g., hiring staff versus utilization community-or contract care.
•Responsible for providing in-depth position classification and position management support to the NRD-MEPS human resources offices which service military positions in healthcare, scientific, research, development, administrative, technical, and other fields including those affected by new or emerging military technology and weapon systems.
•Coordinated the administrative aspects of office moves, office construction, and other facility improvements including furniture, equipment, telephones, and short-term storage.
•Coordinate with supervisors, managers, and other HR specialists on possible regulatory changes.
•Assist non-citizen applicants with inquiries about applying for employment (such as visa requirements, forms that must be submitted, eligibility requirements, etc.).
•Assist facility to successfully recruit/hire non-citizen providers when authorized and appropriate.
•Collaborated with other service lines to plan, arrange, and coordinate routine budget, fiscal, and administrative planning work
•Drafted correspondence, recommendation, reports, and memoranda related to management and administrative programs and issues
•Assisted in providing guidance on routine aspects of tasks to support the administration of established quality and productivity programs for the organization.
•Interpret and apply laws, regulations, policies, and practices to provide advice, guide and strengthen partnership with stakeholders on a variety of HR functions
•Address personnel relations issues, such as harassment allegations, work complaints, or other concerns.
•Maintain current knowledge of Military Equal Employment Opportunity (EEO) and affirmative action guidelines and laws.
•Schedule or conduct new personnel orientations.
•Maintain and update human resources documents, such as organizational charts, handbooks or directories, or provide input for annual performance evaluation.
•Provide new candidates with qualified job or refer to managers for job recommendations when appropriate.
•Obtain sworn testimony through personal face-to-face interviews, fact finding conferences, and telephone and or video conference interviews.
•Maintain personnel files in compliance with applicable legal requirements.
•Ability to use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
•Experience independently developing position descriptions utilizing appropriate formats.
•Strong written and oral communication skills.
•Trained in compensation and benefits procedures, accounting practices, management principles, instructional strategies and methods, personnel supervision.
•Information Systems Manager
•Streamline, modernize and transitioned information technology system reports for Senior management evaluation
•Maintained training logs, purging, adding and monitoring expirations of training
•Analyzed safety procedures, created solutions and observed their process to ensure ALL implemented apparatus accurate and effectively
•Operations Director
•Processed requirements and constraints to develop an effective flight logistics schedule
•Managed classified training and navigation materials – executed and recorded detailed usage log
•Coordinated airspace reservation through several agencies including Sierra Hotel Aviation Readiness Program (SHARP) Administrator
•Lead subordinates in creating reports, maintaining computer based systems, obtaining flight equipment, and solving solutions to problems
•Human Resources Information Systems Manager (HRIS)
•Recorded, maintained, tracked, and calculated information for strategic operations for shipboard and aviation operations on a daily basis
•Read and interpreted correspondence pertaining to technical directives and implementing those directives through seven operational departments
•Planned, scheduled, and conducted HR Annual Assessment Reviews, as well as electronically transmitting reports, and managing historical data records for Executive Administration Department
•Ordered and tracked components releasing them to specific maintenance department when due
•Budget Director
•Successfully managed $1.2M budgeted government funds and contracts for supplies and services
•Implemented contracts, vendor research, acted as a liaison between contractor and the contracting office
•Provided detailed expense reports, recorded accurate spreadsheets, and projected cost reports to comptrollers and senior management
•Administration Director
•Managed formal training curriculum quotas, arranged travel, and a $167,000 Training /Travel budget
•Processed over 900 Hurricane and Training Travel claims
•Coordinated Training and managed a Training Department that documented and held training for over 300 personnel
•Certified Instructor facilitated Training on various topics ranging from Maintenance, Safety, Naval Regulations, etc.
•Generated monthly reports, spreadsheets, and Reconciliation reports to comptrollers and senior management
Education and Certifications
Herzing University, AAS Computer Information Management Technology -2016
Certified Workforce Development Professional-2011
Global Career Development Facilitator – 2009
Tulane University, Human Resources Management Certificate
Specialized Trainings/Certification:
•Contracting Officer Representative Level II (COR II)
•Mid-Level Project Management/Programs Certification (PM/P)
•Yellow Belt/Green Belt (Awaiting A3 Certification)
•Global Career Develop Certification (GCDF)
•Certified Workforce Development Professional (CWDP)
•Certified Navy Drug and Alcohol Program Advisor
•Certified Navy Instructor
•Career Information Program Director
•VHA Mediation Training
•La. Department of Corrections Certified Mentor
Software:
•Microsoft Office
•Computerized Patient Record System (CPRS)
•VistA
•Veterans Affairs Time and Attendance System (VATAS)
•Emergency Department Integrated System (EDIS)
•Emergency Medicine Management Tool (EMMT)
References
Ms. Deresha Bean
2400 Canal Street
New Orleans, LA 70119
504-***-**** x-67063/73210
Ms. Kimberly Jones
2400 Canal Street
New Orleans, LA. 70119
504-***-**** x-62482
Ms. Rhonda Richardson
2400 Canal Street
New Orleans, LA 70119
Ms. Keturah Hunter
2400 Canal Street
New Orleans, LA 70119
Mr. Horace Wesley
400 Russell Avenue
New Orleans, LA 70143
Ms. Kathy Gilbert
4152 Canal Street
New Orleans, LA 70119
Ms. Jennifer Frisch
5705 Marcie Street
Metairie, LA 70003
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