Workforce Planning Human Capital

RICHARD SHAFFER

**** **** ****** ***** **********, VA 22307 *******.*.*******@****.*** 703-***-****

Accomplished leader with extensive experience in workforce planning, human capital analytics, and strategic decision-making for large-scale federal agencies, including NASA and the Department of the Army. Proven expert in optimization and strategic planning, developing advanced mathematical models and leveraging knowledge of predictive analytics and complex IT systems to align workforce objectives with organizational strategy. Skilled in the design and deployment of workforce planning applications and the development of data-driven strategies to enhance organizational effectiveness. Proven leader of large-scale IT projects and strategic planning efforts requiring cross-agency collaboration. Recognized for delivering impactful solutions that drive mission success, streamline operations, and improve workforce outcomes. Holds an advanced degree in Applied Mathematics, alongside a deep technical proficiency in a variety of programming languages, systems, and tools.

Workforce Planning & Strategy

Human Capital Analytics

Process Improvement

IT System Implementation

Succession Planning

Survey Design & Analysis

Budgeting & Financial Planning

Training & Development

Cross-Functional Collaboration

Program & Project Management

Workforce Forecasting & Analysis

Leadership & Team Development

PROFESSIONAL EXPERIENCE

Chief of Workforce Planning Branch for the Office of the Chief Human Capital Officer (GS-15) March 2016 – Present

NASA Headquarters – Washington, DC

Managed NASA's workforce planning program, aligning workforce objectives with agency projects over a five-year budget horizon to support strategic mission priorities.

Established a workforce planning capability in Power BI, designing interactive dashboards that enabled customers to analyze current workforce metrics and historical trends for data-driven decision-making.

Directed the development of advanced mathematical models and process frameworks to enable scenario planning and provide comprehensive analytical insights for senior leadership on workforce trends and challenges.

Led the successful IT implementation of NASA's workforce planning process through the design, development, and deployment of the WFPRO application, including the creation of user interfaces and data collection methodologies.

Spearheaded the creation of NASA’s first agent-based simulation model for civil service workforce planning, integrating predictive analytics to link workforce, mission, and budget requirements, driving enhanced workforce management strategies.

Co-led the development of NASA’s Human Capital Data Strategy, defining data standards, metrics, and reporting methodologies that strengthened the agency’s data-driven decision-making processes.

Led the establishment of annual workforce planning goals for NASA’s Field Centers and Mission Support Enterprises (MSEs), setting measurable targets for the civil service workforce and implementing ongoing performance monitoring mechanisms.

Designed and standardized a process for the development of annual workforce plans across NASA’s Field Centers and MSEs, enhancing consistency and efficiency in workforce planning efforts across the agency.

Organized and facilitated monthly teleconferences and an annual workshop for the workforce planning community, fostering collaboration, sharing best practices, and addressing emerging trends and future mission requirements.

Contributed as a resource management analyst to the Space Technology Mission Directorate, assisting with budget development, variance analysis, and Congressional submissions, and receiving NASA’s Space Flight Awareness Award for outstanding performance.

Led the development of NASA’s inaugural Human Capital Operating Plan, collaborating with senior leaders and stakeholders across the agency to improve cross-center collaboration, streamline labor charging, and align human capital strategies with mission objectives.

Chief of Plans and Analysis Branch, AG1-CP Plans (GS-15) June 2014 – March 2016

Analysis and Evaluation Division

Chief of Workforce Analysis and Forecasting Branch, AG1-CP Plans (GS-15) August 2009 – June 2014

Strategic Human Capital Development Division

Department of the Army – Fort Belvoir, VA

Directed the development and implementation of Human Capital Analytics and Strategic Workforce Planning studies, providing critical insights to senior Army leadership that guided key decisions in workforce management and budget planning.

Spearheaded the creation and administration of high-impact surveys, including the Federal Employee Viewpoint and Army Enculturation and Career Aspiration surveys, identifying pivotal trends and behaviors within the civilian workforce to shape strategic direction.

Established and standardized metrics for evaluating the "Readiness" of the Army Civilian workforce, enabling precise assessments of workforce capability and ensuring alignment with Army objectives.

Oversaw the application of advanced statistical and mathematical models to predict personnel trends, including gains and losses, optimizing workforce shaping efforts across Army Career Programs and Commands.

Formulated and executed a proactive hiring strategy that significantly increased vacancy fill rates, utilizing predictive models to forecast Army Intern Requirements and ensure alignment with future workforce needs.

Developed and delivered training programs for senior HR professionals on Strategic Workforce Planning, HR Analytics, and Forecasting methods, equipping them with the tools to make informed, data-driven personnel decisions.

Led the design and implementation of strategic hiring plans for Mission Critical Occupations across the Department of Defense (DoD), ensuring the attainment of staffing goals and maintaining operational readiness.

Oversaw the development of predictive workforce forecasts for the DCIPS enterprise and HQ, analyzing growth trends and retirement-eligible populations to drive data-driven workforce management and succession planning.

Designed and implemented workforce shaping tools to manage and track the FY13 Army civilian reduction, ensuring compliance with reduction targets while maintaining workforce stability.

Contributed to the AG1-CP Green Ceiling study, providing critical insights that informed workforce strategy and shaping efforts, enhancing the efficiency and structure of the Army civilian workforce.

Developed Competency Gap Reports and supported competency-based management initiatives for CP34, the Corps of Engineers, and the Army Audit Agency, aligning workforce capabilities with organizational priorities.

Awarded the 2009 Career Program 36 Modeling and Simulation Award for outstanding analysis and design of functional enhancements to the Civilian Forecasting System optimization model.

Honored with the 2013 Superior Civilian Service Award for the design, development, and implementation of a comprehensive reporting system to track Army Civilian Workforce program execution from October 2012 to September 2013.

Operations Researcher (GS-14) May 2006 – August 2009

Strategic Human Capital Development/Transformation Division

Department of the Army – Alexandria, VA

Facilitated the successful deployment of CMS for over 70,000 Army civilian employees, overseeing a team of contractors, optimizing resource management, and designing and delivering comprehensive training to HR professionals to ensure seamless integration and effective use of forecasting tools.

Engineered and implemented advanced forecasting models to assist decision-makers with critical BRAC-related challenges, providing strategic insights for Forces Command and TRADOC in Aberdeen, significantly enhancing workforce planning accuracy for high-level decision-making.

Provided expert consultation in HR analytics and strategic workforce planning, devising innovative solutions for complex issues, including facilitating a workshop for senior HR professionals at the Army World Wide to standardize recruitment planning processes.

Administered and optimized key HR IT systems, including WASS, CMS, and CIVFORS, driving functional improvements, troubleshooting system deficiencies, and ensuring continuous operational excellence for essential HR initiatives.

Developed and evaluated multiple "what-if" scenarios for HR managers in Korea, refining turnover forecasting models and empowering data-driven decision-making for workforce management strategies.

Spearheaded a comprehensive analysis of the BRAC impact at Redstone Arsenal, delivering actionable insights and recommendations that influenced employee retention strategies and informed HR policy development.

Project Manager & Senior Engineer June 2000 – May 2006

AT&T Government Solutions – Vienna, VA

Directed and managed high-value IT system contracts, generating over $2 million in annual revenue, overseeing large-scale data warehouses and information systems supporting workforce planning, competency modeling, and human capital management for prestigious clients such as the Department of the Army, Department of Defense, and the Internal Revenue Service.

Led the modernization of the Civilian Forecasting System (CIVFORS), overseeing the migration from mainframe to Windows and web-based environments, which resulted in the successful adoption of the system across the Department of Defense and 14 additional federal agencies.

Managed all aspects of project life cycle planning, including requirements gathering, project estimation, pricing analysis, schedule development, and resource planning, ensuring the effective and on-time delivery of large-scale IT solutions.

Supervised a multidisciplinary team of 10-12 IT professionals, ensuring the seamless execution of multiple concurrent development and maintenance projects while adhering to AT&T Government Solutions' best practices to maintain operational excellence and service quality.

Developed and implemented advanced algorithms using AMPL and C++ programming languages, significantly enhancing the functionality of critical system components such as the target generator and optimization model to improve modeling and analysis accuracy.

Provided senior-level oversight in system design, testing, and documentation, delivering comprehensive progress reports to stakeholders and ensuring robust operational support for legacy systems through diligent configuration management and data analysis.

EDUCATION

Master’s Degree in Applied Mathematics May 1990

University of Virginia – Charlottesville, VA

Bachelor’s Degree in Mathematics September 1988

University of Maryland University College – College Park, MD

Bachelor’s Degree in Anthropology May 1985

University of Maryland College Park – College Park, MD

TECHNICAL SKILLS

Computer: Intel Sun HP IBM Mainframe

Software: Power BI Excel Netlogo SAP Business Objects Cognos

Languages: Visual Basic Java R AMPL HTML PLSQL C++ SAS

Operating Systems: Windows HPUX SUN Solaris IBM VM & MVS

Database Management Systems: Oracle MS Access SQL Server

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