Human Resources Management / recruitment

Sheletha D. Acklin *************@*******.***

**** ******** ***

580-***-**** Norman, OK 73071

Citizenship: US Schedule A

Work Experience

U.S. Department of Energy – Oak Ridge, TN (GS-0201-13) 11/2021 – Present

Human Resources Specialist (Recruitment & Placement) full time 40 hours a week

GS-0201-13

I provided a full range of external consulting services, external placement and recruitment/staffing services for the DOE which involved recruiting and hiring for intricate and highly visible or sensitive senior, mid and entry level positions requiring unusual or special skill sets which included Title 5 or Title 42 appointments as well as Commissioned Corps Officers; drafting USA Jobs announcements; reviewing applications for minimum qualifications and specialized experience according to the Office of Personnel Management (OPM) qualification standards; training selecting officials to ensure accurate and legal recruitment documentation and package preparation including assisting in the completion of position descriptions, job analyses, crediting plans and HHS Careers question selections; certifying eligible candidates and applying Veteran’s preference procedures; analyzing, interpreting and implementing regulations, policies, and guidance concerning compensation and pay setting as well as conducting salary analyses of agency and industry rates for comparable positions; making federal government job offers; providing training for selecting officials, managers and employees related to retaining employees including superior qualifications appointments, recruitment bonuses, relocation incentives, student loan repayment programs, retention incentives as well as crediting service for leave accrual and providing guidelines on complex and or sensitive issues such as those that differ from past practices, involve highly noticeable or political situations and or involve employment of family members.

In addition, while conducting recruitment meetings with DOE and Program Office selecting officials, administrative officers, and division staff to discuss past, present, and future recruitment actions, I trained interpreted and provided strategic HR guidance related to recruitment procedures, policies and hiring authorities (Delegated Examining, Merit Promotion, Categorical Rating, Direct Hire, Career Transition Assistance Program (CTAP)/Interagency Career Transition Assistance Program (ICTAP), Pathways Intern and Recent Graduate Program opportunities, Schedule A, Veteran’s Preference, Veteran’s Employment Opportunities Act (VEOA), Veteran’s Recruitment Appointments (VRA).

I administered, implemented, and tracked recruitment actions through the utilization of automated human resources systems (USA Staffing, USA Jobs, Corporate Human Resource Information Systems(CHRIS) Electronic Official Personnel Folder (eOPF)).

I provided internal placement support requiring special recruitment and placement activities as well as processing additional personnel actions including employee awards, reassignments, retentions, releases, realignments, and reorganizations.

I provided and trained DOE Hiring managers and employees with analysis, information and interpretations of DOE’s classification, compensation, wage administration and position management procedures, practices, policies and guidelines including the most efficient use of automated classification tools; developed, implemented and monitored effective recruitment strategies to yield a diverse and highly-qualified workforce; utilized

automated human resources systems/web-based applications to classify position descriptions and prepared necessary documentation for positions in the General Schedule (GS) and/or Federal Wage System (FWS) classification and job grading system according to OPM classification standards, flysheets, and grade evaluation guides as well as cross referenced one or more classification guides or standards in order to classify positions which contain duties from one or more job series or specializations.

In addition, I provided DOE Hiring managers with OPM guidance and developed recommendations for DOE level guidance to simplify issues, resolve contradictory guidance, and provided them with the correct measures/resources for handling employee performance or other issues.

I conducted meetings, disseminated information, and trained my branch chief, team leaders and co-workers so they could advise their hiring managers and employees about upcoming Pathways Intern/Recent Graduate announcements, employee conversions, and other Pathways personnel/processing actions.

U.S. Department of Energy – Oak Ridge, TN 09/2020 – 11/2021

Lead Human Resources Assistant (Processing Dept.) full time 40 hours a week

Analyze and interpret system requirements and changes impacting HR policies, processes and procedures, and recommend appropriate action to all levels of within the Human Resources community.

Monitor and maintain all inquiries related to the ORSSC processing policies and procedures. Advise a wide range of departments to ensure all assignments are completed with integrity and in a timely manner.

Assign and distribute personnel actions submitted through Workflow and the ORSSC processing inbox to processors.

Analyze higher echelon procedures affecting HR operations; develop and recommend procedures to accomplish HR-wide objectives, and provide guidance to improve HR tools, policies, procedures and technology.

Assist HRAs (processors) with completion of personnel action by providing procedural guidance and determining correct remarks for action.

Monitor incoming requests for corrections, accessions, and other inquires sent to the Oak Ridge Shared Service Center processing inbox. Provide guidance and resolution to all inquiries in timely manner.

Processes all types of personnel actions while ensuring correct nature of action coding, proper appointing,

and legal authority codes, referencing the OPM Guide to Processing Personnel Actions (GPPA) and Code

of Federal Regulations (5CFR)

Research and analyze data quality, identify and tracks trends, and develop recommended solutions to systemic problems.

Provide advice on the use of data, and develop informational and statistical ad hoc reports to support management's HR planning, requirements and decisions for serviced organizations.

Identifies errors in veteran preference authorities and general pay setting on competitive and noncompetitive

personnel actions

Identifies processing data entry errors and assists in tracking trends that are used by Human Resources

Information Systems Specialists to identify possible training needs within the processing team, the Oak

Ridge SSC or throughout the Department of Energy

Provides feedback and guidance to Staffing HR Specialists and Human Resources Business Partners

(HRBPS) as it relates to correct action types and proper procedures for submitted competitive and noncompetitive

personnel actions

Participates in periodic audits of personnel actions and assists with conducting research and providing

documentation for immediate resolution

Deliver briefings, project papers, status/staff reports, and correspondence in order to foster understanding and acceptance of findings and recommendations

Interprets complex legislative, regulatory, and policy guidance to prepare recommendations

Provide advice and guidance to HR directors, regional automation points of contact and staff members, managers, and employees regarding the operation, maintenance, and use of automated systems, problems and capabilities.

Advise staff to ensure timely implementation of new HR subsystems and/or enhancements to existing HR systems.

Establishes trust and credibility with leaders (staffing, classification and HRBPs) and acts as a valuable sounding board on processing related procedures.

Identifies and coordinates organizational training needs and collaborates in setting training priorities

HR Generalist III (equivalent to GS 13) 10/19 – 09/2020

Protection Strategies Incorporated full time 40 hours a week

Oak Ridge, TN

Provide technical advice and assistance to personnel in researching and resolution of difficult staffing problems for complex organizations characterized by frequently changing missions and functions, frequent reorganizations, unstable work force, recruitment difficulties and complex staffing determinations. I apply a thorough and comprehensive knowledge of recruitment and placement principles and concepts and other personnel fields to identify and analyze and resolve problems which require the interpretation and adaption of guides, which frequently, are only partially applicable and few precedents exist.

I evaluated programs which support employees and their families with special medical and/or educational needs to assist with selecting the Benefits packets to successfully benefit their individual needs. I collaborated with various stakeholders to develop strategic plans in recruitment, marketing, and proposal of new contracts to the federal government. Developed internal policies for programs supporting COVID relief during the beginning stages of the COVID pandemic. I advised senior officials on policy or procedural changes as the COVID mandates begin to change for attendance, time off to care for a family member and potential exposure to the virus.

I have a comprehensive knowledge of automated personnel systems, functional process improvements and other automated personnel systems designed to support the recruitment process. Provide input for short- and long-range analysis of staffing requirements and resources. Evaluate trends in mission, technology, manpower and fiscal resources influencing future needs. Administer recruitment and placement programs, and automated personnel systems for the purpose of referring applicants for federal employment opportunities.

Manage all pending contracts awarded to PSI. Created pre-award documentation and submitted bids to government liaisons. Ensured all contracts included regulatory information in regards to acquisition planning and contract pre-award functions to include: determining method of procurement and contract type, documenting the acquisition strategy, and obtaining appropriate approvals; administering contracts to include contract scope determinations, contract modifications, supplemental agreements, justifications, approval reviews/fair opportunity evaluations and claims disputes, and contract terminations; and/or interpreting and applying relevant laws, regulations, policies, standards, or procedures to specific contracting issues. Conducted cost/price analysis, including review of cost breakdowns to determine reasonableness and award contracts. Analyzed and conducted quality reviews of data on PSI’s awarded contracts and briefed Financial Chief Officer, Contract Officers and our compliance personnel to ensure funding is being allocated appropriately.

Supervised recruitment for potential candidates for upcoming awards. Traveled and conducted Job fairs in an effort to attract SME level candidates for all contracts. Researching, investigating, and conducts analysis related to the effectiveness and efficiency of major administrative and program operations; Performing cost or price analysis, including review of cost breakdowns to determine reasonableness and award contracts; Analyzing and/or completing quality review of Departmental funding requests.

HR Specialist Recruitment & Placement 12/18 – 3/19

Department of Air Force (GS-0201-9/11)

Kirtland Air Force Base, NM

Provides staffing advisory services based on the serviced organization’s local, regional, or national staffing priorities and takes proactive measures to anticipate management’s needs by pre-positioning work products in expectation of new projects and programs. Advises management on recruitment strategies, sources, and special programs, recruitment, relocation, and retention incentive programs. Provides guidance on merit system principles, prohibited personnel practices, and the development and use of valid selection criteria. Assists in developing short and long range staffing plans to meet forecasted mission requirements, human capital losses, and changes in critical competencies. Reviews past recruitment practices and local labor market conditions to advise on future staffing strategies. Advises management on a wide range of staffing issues such as workforce shaping/reduction-in-force, special placement programs, recruitment methods, and special pay incentives. Provide technical assistance to managers in developing justifications for requesting the use of special salary rates, recruitment bonuses, retention allowances, or other authorities. Processes and/or instructs serviced customers on preparation and submission of personnel actions. Ensures priority consideration programs are appropriately utilized. May coordinate and/or participate in special events such as college recruitment and job fairs to solicit applications for hard-to-fill positions caused by labor market shortages, unique qualification requirements or other highly technical job requirements. Uses complex automated personnel systems, i.e. USA Staffing, civilian personnel data processing systems and/or other automated tools in order to support the recruitment and placement process.

Exercises knowledge and skill in applying HR methods, principles and evaluative methods/ sufficient to advise on and/or resolve moderately complex problems which can be unprecedented in nature. Utilizes a wide range of HR practices, regulations, and precedents sufficient to: provide comprehensive HR management advisory and technical services on substantive organizational functions and work practices; use analytical methods to identify, evaluate, and recommend to management appropriate HR solutions; use standard operating practices or modified HR work procedures for delivering effective HR services to Air Force and non-Air Force customers; and provide written and oral communication techniques sufficient to develop and deliver briefings, project papers, status/staff reports, and correspondence to managers to foster understanding and acceptance of findings and recommendations.

Provides the full range of recruitment, placement, and affirmative advisory services. Determines the most effective technical approaches to the problem requiring the application of established analytical

Provide technical advice and assistance to personnel in researching and resolution of difficult staffing problems for complex organizations characterized by frequently changing missions and functions, frequent reorganizations, unstable work force, recruitment difficulties and complex staffing determinations. I apply a thorough and comprehensive knowledge of recruitment and placement principles and concepts and other personnel fields to identify and analyze and resolve problems which require the interpretation and adaptation of guides, which frequently, are only partially applicable and few precedents exist. I have a comprehensive knowledge of automated personnel systems, functional process improvements and other automated personnel systems designed to support the recruitment process. Provide input for short- and long-range analysis of staffing requirements and resources. Evaluate trends in Mission, technology, manpower and fiscal resources influencing future needs. Administer recruitment and placement programs, and automated personnel systems for the purpose of referring applicants for federal employment opportunities. Process hire actions; set pay; determine benefits and allowances; coordinate with personnel representatives to obtain management information and advise on recruitment or placement requirements, and resolve problems as they arise. Coordinate with personnel on developing rating and ranking criteria; definition of specialized experience; and crediting plan to identify KSA's for positions. Develop and post vacancy announcements; rate/rank applicants; prepare and issue selection certificates. Coordinate with Subject matter experts and oversees the rating panel process. I use electronic official personnel files (eOPF); Monster Hiring Manager; OPM web site to access the Vet Guide, pay scales and other information; CRM; (ESS) Employee self-service web site with all the programs that interface with ESS. Administer internal and external recruitment actions/programs, which include delegated examining, for assigned organizations and assist other HR Specialists with their organizations. Implement special recruitment programs to attract well qualified candidates for positions where applicants are in short supply, requiring simultaneous search for candidates from multiple sources from outside the workforce. Coordinate and participate in special events such as college recruitment/job fair to solicit applications for hard to fill positions, unique qualification requirements or highly technical job requirements. Research and coordinate special recruitment to attract highly qualified applicants for professional jobs including scientists, engineers, legal and other high level managerial positions.

techniques and methods and standard regulations and procedures; verifies and assesses relevant facts from several sources, examines documentation, ensures compliance with applicable regulations and procedures, analyzes and reconciles discrepancies or inconsistencies, and research precedent cases. Provides continuing technical services in these areas involving the identification and cultivation of recruitment avenues and strategies and assessing applicants’ qualifications. Identifies innovative approaches to attracting applicants.

Determined recruitment sources known to produce qualified candidates, coordinating on staffing issues with the Air Force Personnel Center (AFPC) staffers, determining eligibility for the PPP and RPL, and referral priorities under the priority placement and special hiring programs. The work directly impacts the efficiency and effectiveness of the recruitment and placement programs, and the ability of the Civilian Personnel Office to comply with priority placement and special hiring program rules and requirements.

Purpose of the contacts is to influence and persuade applicants and managers to accept, and as applicable, implement findings and recommendations. Incumbent may encounter resistance due to such issues as competing objectives, resource problems, or misconceptions. Must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation.

HR Specialist Recruitment & Placement 06/18 – 12/2018

Department of Defense (GS-0201-05/11)

Civilian Human Resources Agency (CHRA)

Defense Contracting Management Agency (DCMA)

301

Marshall Ave

Fort Riley, KS

Knowledge and skill in applying HR methods, principles and evaluative methods/ sufficient to advise on and/or resolve moderately complex problems which are typically precedent in nature. Utilizes a wide range of HR practices, regulations, and precedents sufficient to: provide comprehensive HR management advisory and technical services on substantive organizational functions and work practices; use analytical methods to identify, evaluate, and recommend to management appropriate HR solutions; use standard operating practices or modified HR work procedures for delivering effective HR services to Army and non-Army customers; and provide written and oral communication techniques sufficient to develop and deliver briefings, project papers, status/staff reports, and correspondence to managers to foster understanding and acceptance of Civilian Human Resources Agency (CHRA) findings and recommendations.

Provides staffing advisory services based on the serviced Command's local, regional, or national staffing priorities and takes proactive measures to anticipate the Director’s/Commanders' needs by pre-positioning work products (vacancy announcements, skills assessments, etc) in expectation of new projects and programs. Advises management on recruitment strategies, sources, and special programs, recruitment, relocation, and retention incentive programs. Provides guidance on merit system principles, prohibited personnel practices, and the development and use of valid selection criteria. Assists in developing short and long-range staffing plans to meet forecasted mission requirements, human capital losses, and changes in critical competencies. Reviews past recruitment practices and local labor market conditions to advise on future staffing strategies. Advises management on a wide range of staffing issues such as workforce shaping/reduction-in-force, special placement programs, recruitment methods, and special pay incentives. Processes and/or instructs CHRA-serviced customers on preparation and submission of personnel actions. Writes vacancy announcements and produces referral lists. Screens requests for personnel action and related documents for completeness and accuracy, obtaining additional information as necessary. Ensures priority consideration programs are appropriately utilized. Verifies employment eligibility, qualifications, salary determinations and sets pay. Answers employment inquiries. Incumbent is expected to manage and maintain full visibility over all RPAs from cradle to grave and provide advise/assistance in all stages of the recruitment process. HR solutions; use standard operating practices or modified HR work procedures for delivering effective HR services to Army and non-Army customers; and provide written and oral communication techniques sufficient to develop and deliver briefings, project papers, status/staff reports, and correspondence to managers to foster understanding and acceptance of CHRA findings and recommendations.

Thorough when performing work and conscientious about attending to detail. Knowledge of filing, typing, entering data, maintaining records, taking shorthand, and using and completing forms. Demonstrates skill in using job relevant information systems and/or software applications such as word processing, spreadsheets, automated research tools, database applications, and the Internet. Works with clients and customers (that is, any individuals who use or receive the services or products that your work unit produces, including the general public, individuals who work in the agency, other agencies, or organizations outside the Government) to assess their needs, provide information or assistance, resolve their problems, or satisfy their expectations; knows about available products and services; is committed to providing quality products and services. Demonstrates ability to clearly and effectively articulate, present, and promote varied ideas and issues (to include sensitive or controversial topics) before a wide range of audiences. Makes clear and convincing oral presentations. Listens effectively; clarifies information as needed. Identifies rules, principles, or relationships that explain facts, data, or other information; analyzes information and makes correct inferences or draws accurate conclusions. Knowledge of state and Federal administrative laws, including procedures, regulations, guidelines, and precedents related to case preparation and settlements. Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other differences. Deals calmly and effectively with high stress situations (for example, tight deadlines, hostile individuals, emergency situations, dangerous situations). Encourages and facilitates cooperation, pride, trust, and group identify; fosters commitment and team spirit; works with others to achieve goals. Knowledge of how to perform one’s job. Refers to specialized knowledge that is acquired through formal training or extensive on-the-job experience. Understands and appropriately applies principles, procedures, requirements, regulations, and policies related to specialized expertise. Remains current with technology, tools, trends, and evolving practices in area of expertise.

Manages programs and fosters an environment that administers all resources in a manner that instills public trust while accomplishing the mission. Monitors progress and evaluates outcomes to improve organizational efficiency and effectiveness. Holds self and others accountable for measurable high-quality, timely, and cost-effective results. Determines objectives, sets priorities, and ensures sound management processes and procedures are in place, ensuring that national interests are well served. Accepts responsibility for mistakes. Complies with established control systems and rules. Anticipates and takes steps to prevent counter-productive confrontations. Manages and resolves conflicts and disagreements in a constructive manner. Anticipates and meets the needs of both internal and external customers. Delivers high-quality products and services; is committed to continuous improvement. In representing the organization, establishes and maintains relationships with key individuals and/or groups; understands what motivates them. Persuades others; builds consensus through give and take; gains cooperation from others to obtain information, finds solutions, and accomplishes goals. Knowledge of hiring, classification, benefits, labor relations, negotiation, and Federal, state, and local employment regulations. Identifies and analyzes problems; weighs relevance and accuracy of information; seeks and generates and evaluates alternative perspectives and solutions; makes timely and effective recommendations based on potential implications of findings or conclusions. Critically evaluates problems to identify their causes and chooses courses of action that balance the interests of the mission and stakeholders. Apply human resources concepts, principles, rules, and practices related to identifying, attracting, and referring individuals for placement. Formulates objectives and priorities and implements plans consistent with the long-term interests of the organization in a global environment that takes into consideration the environment, resources, capabilities, constraints, and organization goals and values. Capitalizes on opportunities and manages risks and contingencies, recognizing the implications for the organization and stakeholders. Analyze workforce data to develop, integrate and align human resources strategies with the enterprise focus to support and influence decision-making on human capital needs and planning. Inspires and fosters team commitment, spirit, pride, and trust. Facilitates cooperation and motivates team members to accomplish group goals. Identifies, evaluates, and assimilates information from among multiple streams and differentiates information according to its utility; utilizes information to adjust self, situational or global awareness. Keep up-to-date on technological developments. Makes effective use of technology to achieve results. Ensures access to and security of technology systems.

Human Resource Assistant GS-7 09/2017 – 6/2018

Civilian Personnel Record Center

Fort Riley, KS

Processes a full range of recurring personnel actions that include a variety of appointments, separations, promotions, changes to lower grade, reassignments, transfers, or mass change actions, or any other actions. Reviews personnel action requests for accuracy of codes needed for proper processing, existence and adequacy of supporting documents, appropriateness of the regulatory authority and the proposed action cited in relation to the intended purpose. Codes and inputs personnel data into an automated system using the Guide to Processing Personnel Actions (GPPA). Reviews new-hire paperwork against the applicant build on information certified by the CPAC on the new-hire paperwork. Checks the accuracy of computer generated actions. Answers questions about the status of pending actions.

Upon receipt of an error message, researches error message to determine if the action was coded correctly in the Processing Center. If the error message is related to information provided by the CPAC, returns the action to the CPAC re-work/error processing inbox for resolution. After action has successfully processed, the processor is responsible for verifying that the action flowed to payroll (DCPS). Resolves any pay rejects and helpdesk tickets created as a result of the action processed. Works with payroll in resolving payroll invalid tickets should the need arise.

Creates new-hire Official Personnel File (OPF) and ensures that all required documentation is accounted for in the OPF. Determines impact of any action upon eligibility for benefits, probationary periods, etc. Obtains and consolidates records of prior service; determines creditable service and computes service computation dates. Uses word processing software to produce forms, reports, and general correspondence. Transmits and receives documents and messages electronically.

Works with clients and customers (that is, any individuals who use or receive the services or products that your work unit produces, including the general public, individuals who work in the agency, other agencies, or organizations outside the Government) to assess their needs, provide information or assistance, resolve their problems, or satisfy their expectations; knows about available products and services; is committed to providing quality products and services.

Anticipates and takes steps to prevent counter-productive confrontations. Manages and resolves conflicts and disagreements in a constructive

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