Veterans Affairs Management & Program Analyst

Angelia Revada

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

Lancaster, CA 93535

Mobile: 661-***-****

Email: ******@***.***

**/**** – Present

Retired

Work Experience:

US Department of Veterans Affairs

*** **** Orchard Rd

Ridgeland, MS 39157 United States

08/2019 – 03/2025

Management and Program Analyst GS-0343-12

ADMINISTRATIVE ANALYST: Participates and collaborates in the development of detailed manpower requirements (e.g., industry benchmarks, staffing standards, succession plans, time studies, modeling’s, simulations, etc.). Ensures study scenarios support and inform planned or programmed capability requirements by considering multiple variables, such as workload, workforce structure, level of service, productivity and performance measures, outcomes and metric requirements, workload parameters, etc. Leverages and collaborates on related studies and analysis performed by Administrations, Staff Offices, DoD, Federal Agencies, Industry, etc. to ensure compatibility between the related studies and established manpower models. In partnership with relevant stakeholders, evaluates ad validates the results of studies for healthcare systems, noting any special circumstances, changes or deviations from established models. Develops and implements Network workforce approaches to optimize manpower levels.

MANGEMENT AND PROGRAM ANALYST: Ensures validated manpower and position requirements are appropriately documented. Directs project plans and teams as requested to implement directives, address concerns, and solve VISN wide manpower and HR related problems. Responsible for reviewing draft regulations, standards, or other guidance for their impact on the network’s programs. This position plays an extensive part in evaluating budget, HR requirements, and manpower forecasts of FTEE to carry out the mission of the entire network.

Provides intensively researched, in depth advice and forward thinking strategies on all SME specialties,

the work conducted directly impacts the day to day operations of the Network and their facilities. The

work provides an important function that contributes to the VISN mission to provide comprehensive

healthcare to the Veterans through an engaged and proficient workforce and the appropriate utilization

of funds. Incumbent must have extensive knowledge of HR programs and HRIS in order to provide expert technical guidance and service throughout the network. Utilization of the HRIS system will be required for reports and the analysis portion of this position. Must have the ability to navigate the system and analyze the data regarding manpower and staffing requirements.

US Department of Veterans Affairs

11301 Wilshire Blvd

Los Angeles, CA 90073 United States

03/2019 – Present

Human Resources Specialist (Reasonable Accommodation) GS-0201-11

HUMAN RESOURCES: Serve as the subject matter expert to advise employees, applicants for employment, supervisors and members of management regarding laws, regulations and procedures for allowing employees with physical or mental impairments that substantially limit major life activities to fully participate in the application process, perform essential job functions, and enjoy the benefits and privileges of employment.

REASONABLE ACCOMMODATIONS: Research best practices in Reasonable Accommodation in federal government. Constantly reviews laws, regulations, and policies pertaining to the Rehabilitation Act of 1973 the Americans with Disabilities Act (ADA) of 1990, and the Americans with Disabilities Amendments Act (ADAA) of 2008 notating changes, modifications, and revisions. Ensures accommodations which are granted are provided timely. Engage in the interactive process with the employee and their representative. Provide Employee Relations/Labor Relations advice and guidance to Management Officials and employees who may be experiencing physical, mental or disciplinary issues in relation to their disability. Provides counseling, referral, and follow-up services for individual employee or applicant cases involving sensitive or serious problems.

EMPLOYEE/LABOR RELATIONS: Provide written responses or represents the Facility/Agency in any hearings (Grievance, EEO, or MSPB) or court proceedings related to requests for Reasonable Accommodation. Expert in communicating ideas clearly both orally and in writing to present findings and make recommendations i.e. position reports, fact-finding, analysis and research of issues. Outstanding skills in consensus building, negotiating and conflict resolution techniques to deal with those with very differing interests in resolving complex and emotionally charged cases.

Supervisor: Sarah Moreau 310-***-**** X 40573

DEPARTMENT OF NAVY

3755 Brinser St

San Diego, CA 92136 United States

12/2014-3/2019

MANPOWER MANAGEMENT SPECIALIST GS-0301-12

ANALYST: Implementation and oversight of civilian manpower/manning/staffing plans and programs for an assigned segment of the Southwest Regional Maintenance Center. Provides support and consultative services to supervisors and managers on manpower and position management, workforce analysis and planning, and strategic human capital management. Conducts manpower and staffing analysis, supports and implements DOD and Navy-wide manpower requirements determination programs including Activity Manning Document (AMD), Billet Identification Numbers (BIN) and Billet Sequence Codes (BSC). Supports the Position Management Program. Gathers and analyzes data, develops charts, reports, and tracking systems to monitor execution rates, attrition rates, etc. for the Executive staff, Position Management Board, and in response to requests from Department Heads and Special Assistants. Conducts manpower related studies, determining the type of data needed and the method(s) required to gather the data manually or from automated systems. Reviews and analyzes current and proposed command organizations in relation to overall missions and functional assignments; advises on alignment of functional responsibilities and other related considerations. Plans and conducts special projects to assigned, such as management plans, point papers, analytical research, training classes, command presentations and any fact-finding projects as required. Analyze, extract, summarize, and identify significant trends and issuers. Forecast and estimates program requirements and prepares programmatic reports, justifications, charts, graphs, statistical and narrative data, etc. for top-level presentations and briefings. Brief senior managers on complex statistical oriented correspondence, may include analysis and maintenance planning, execution, and historical data to include financial and technical processes and trends. Determine the need for and obtain data from a variety of sources; such as an assortment of databases, manuals, previous studies, workflow charts and supervisors and managers. Applies analytical and evaluative methods and techniques to achieve efficiency and effectiveness in program operations. Identifies issues, gathers and analyzes information and develops guidance to resolve complex problems that affect the effectiveness and efficiency of program operations. Recommends modifications to division and agency policies and procedures according to study findings. Prepares short- and long-range planning guidance in accordance with program policies and objectives. Organizes information and provides written reports regarding the results of studies or special projects. Advises management on policy, regulations, and program developments. Presents complex information, analysis, ideas and position in a clear, succinct, accurate, and convincing manner.

MANPOWER: Serves as an advisor and consultant to top management on manpower and human resources management principles, techniques, acceptable practices, as well as statutory, regulatory, and procedural requirements. Maintains uniform organizational design and position structures, determines appropriate FTE baselines based upon agency specific data, and ensures resource allocation supports and aligns with mission critical functions and HR requirements. Identifies potential redundancies gaps in functional requirements and ensures standardized across like functions. Makes recommendations to executive leadership to improve operational efficiencies and planning effectiveness. Participates and collaborates in the development of detailed manpower requirements (e.g. industry benchmarks, staffing standards, succession planning, time studies, modeling, simulations, etc.) Ensures scenarios support and inform planned/programmed capability requirements by considering multiple variables, such as workload, workforce structure, productivity/performance measures, etc., and ensures the validity of the results. Directs project plans and teams as requested to implement directives, address concerns, and solve command-wide manpower and HR related problems. Assist with the development of detailed project plans, goals, objectives, and timelines. Reviews draft regulations, standards, or other guidance for their impact on the commands’ programs. Develops command policy, directives, procedures, and instructions for current and long-range program requirements. Evaluates budget, HR requirements, and manpower forecasts of FTE to carry out the mission of the entire network. Assesses workload, turnover and vacancy rates, costs and other human resource and financial issues. Conducts special studies that require extensive analysis of program goals and objectives, workloads, costs, and other interrelated issues to identify changes to optimize the balance of funding, program requirements, and execution within the network. Develops and uses analytical tools and methods to evaluate program resources. Designs and produces analytical reports for evaluating programs and allocation of resources. Translates data into meaningful management information.

HUMAN RESOURCES: Acts as liaison between Human Resources Office, Office of Civilian Human Resource, supervisors, managers, functional program managers, and employees to facilitate staffing, recruitment and placement (including assistance with management coordination of pay setting and incentives). Ensures Command and higher echelon policies pertaining to human resource functional areas are adhered to including implementation of the Department of Navy guidance on civilian recruitments and hiring practices, calculating and reporting command statics and addressing causative factors (i.e. high number of hard-to-fill positions; attrition rates, etc.). Liaises to assist in ER/LR areas such as coordination of union review of new instructions and notices; voluntary leave donation program information application, and donated leave forms with the payroll technicians; performance management and awards programs. Plan, schedule, conduct studies, and prepare solutions to resolve problems and improve the command performance. Write reports making recommendations for managements use and decision-making. Monitors personnel data and information in the DCPDS data system for accuracy and takes required actions to correct, revise, and/or update the system to maintain accuracy. Applies EEO principles and requirements, and ensures all personnel are treated in a manner free of discrimination. Evaluate workload data to include financial information to determine optimal operating resources. Implement data measurement techniques to examine resources. Analyze qualitative and quantitative measurements. Briefs senior managers on complex statistical oriented correspondence, including analysis of maintenance planning, execution, and historical data to include financial and technical processes and trends. Provide command with recommendations for operational goals. Communicate metric targets and goals for command productivity and efficiency based on data analysis. Coordinate data calls from higher authority working with multiple departments.

Supervisor: Phil Marco 619-***-****

DEPARTMENT OF DEFENSE

5 N Seller Ave

Edwards, CA 93524 United States

04/2014 - 11/2014

MANPOWER ANALYST NH-0201-02

ANALYST: Provide quality, timely, efficient, and effective products and services to both internal and external customers while fostering a teaming/partnering environment. Assists senior technicians in planning, developing, and conducting organizational structure, workforce staffing/utilization, and/or space utilization studies or portions of studies of the serviced organization(s), to improve and simplify processes and maximize resources utilization. Participates in studies with senior technicians to identify, analyze, and recommend valid solutions to problems in organization structure and/or workforce utilization. Assists in gathering and analyzing data on knowledge, skills, abilities, speed, volume, and requirements of the work processes. Works with senior technicians in developing statistical and narrative data to justify work unit reorganization or position restructuring in an organization for the purpose of determining a more efficient organization. Reviews and applies Air Force Manpower Standards for applicability and completeness. Works with senior specialist(s) to identify the performance measures needed for an effective management program.

RESOURCE MANAGEMENT: Assists in conducting work measurement, methods and procedures, manpower requirements utilization, and/or engineered time standard studies. Applies accepted techniques to assist senior technicians in accomplishing time and motion, task analysis, flow charting of work processes, and similar studies to assess workload and productivity. Provides input for recommendations that resolve issues or problems of a procedural or factual nature. Provides input to manpower requirements packages, manpower estimate reports, and support agreements. Attends the base-level civilian resource utilization and the Civilian Employment Cost Management Committee meetings.

CUSTOMER RELATIONS: Assists in conducting competitive sourcing studies, management surveys and/or research projects. Conducts interviews with supervisors and employees to obtain information on work procedures. Collects and evaluates a variety of data and presents recommendations based on findings. Maintains study results in appropriate data systems. Assists in conducting periodic reviews to validate study results.

PROGRAM MANAGEMENT: Assists in performing internal management support services in the areas of program cost monitoring, annual fiscal planning (e.g., Defense Planning Guidance (DPG), Planning, Programming, Budgeting & Execution (PPBE) System cycle, etc.), and development of annual work plan(s) for organization(s) of limited scope. Assists senior analysts in preparing detailed plans, budgets, and/or schedules for programs of limited scope. Closely monitors program funding status through the use of readily available data. Gathers clear-cut factual manpower and financial data for analysis and inputs into the PPBE cycle. Reviews and analyzes data to support serviced organization’s manpower requirements for the Time Phased Force Deployment Data. Assists senior analysts in recommending sound adjustments to existing plans in response to changing environments (e.g., competitive sourcing initiatives, etc.). Receives and evaluates Authorization Change Request and Organizational Change Request for submission to higher headquarters. Provides input on executing the Manpower Programming & Execution System (MPES) and wartime data systems activities. Develops recommendations to resolve issues or problems.

Supervisor: James Endsley 661-***-****

DEPARTMENT OF DEFENSE

5 N Seller

Edwards, CA 93524 United States

10/2012 - 04/2014

HUMAN RESOURCES SPECIALIST NH-0201-02

RESOURCE MANAGEMENT: Serves as primary classification and compensation advisor to classification officials and offices delegated classification authority under Acquisition Demonstration (ACQ DEMO). Plans and performs studies and assists managers and supervisors in identifying instances of job solution, supervisory layering, and other signs of poor position management. Reviews and analyzes information from position descriptions, organizational charts, and Unit Manpower Documents to determine solutions for these problems. Advises supervisors of conflicts between duties assigned to positions and Air Force Specialty Code duty descriptions. Considers and advises management regarding the impact that proposed reorganizations or position restructures may have on other positions within the organization, upon manpower requirements, overall organizational structure, and/or financial resources.

STAFFING: Provides recruitment and placement management advisory services to assigned installation-level organizations. Executes the installation strategic recruitment plan. Coordinates with supervisors, managers, and other Human Resources specialists on possible staffing repercussions of reorganizations, placement actions, or regulatory changes. Recommends strategies for overcoming employment and promotion barriers. Identifies under-represented skills in the workforce and determines how they can be addressed in the recruitment process.

EMPLOYEE MANAGEMENT RELATIONS: Provides Employee and Labor Relations assistance to managers for assigned organizations. Provides consultation, guidance, and assistance to management and employees on employee and labor relations issues. Advises managers on a conduct issues in such subjects as leave and absences, house of work, honorary and incentive awards, supervisory records, code of ethics, Office of Workers’ Compensation Program (OWCP), Employee Assistance Program (EAP), drug and alcohol abuse, grievances/complaints/appeals, disciplinary and adverse actions, and physically restricted employees under the direction of a senior specialist, leader or supervisor. Advises management officials and supervisors on the Performance Management Program, giving specific directions as needed on procedural requirements for annual ratings, developing/modifying performance plans, preparing performance improvement plans, and initiating performance-based actions. Informs employees regarding their entitlements and obligations. Interprets laws, regulations, rules, and local policies for management and uses computer based programs or other means available to conduct more extensive research as needed for problems for which there is not specific or clear-cut guidance.

HUMAN RESOURCES: Conducts extensive fact-finding and participates in special initiatives, studies, and projects. Participates in studies and projects such as self-assessment reviews, reviews of draft classification standards, pre-Reduction-In-Force exercises, the student and summer employment recruitment programs, application of draft qualification standards, assist in the development and update of affirmative employment plans, preparation of annual reports and other special projects as may arise. When assigned as project leader, analyzes tasks, and then plans and oversees, reviews, and consolidates the work of others. Provides written reports and/or briefings outlining findings and recommendations, and coordinates results with activities both within and outside the HR Office.

Supervisor: Michelle Lovato 661-***-****

DEPARTMENT OF DEFENSE

5 N Seller

Edwards, CA 93524 United States

06/2009 - 10/2012

PROGRAM ANALYST NH-0343-02

REQUIREMENT ANALYSIS: Develops documentation to state program or mission requirements and defined responsibilities for the support to be provided. Used multiple office automation software with varied functions to produce a wide range of documents that often require complex formats such as revising existing spreadsheets, graphics or tables within text, editing and reformatting electronic programmatic documentation and databases. Based on parameters/direction provided by Division Chief, developed and implemented Workforce Effectiveness Division guidance articulating the policies, planning, programming, and resourcing necessary to meet mission needs. Such guidance helped ensure that directives were clear and reasonable; in line with the AFFTC mission and senior leadership’s expectations/philosophy; and that legal, regulatory and contractual requirements were considered. Supported center management in short- and long-term planning efforts through effective analysis and reporting of project performance and resource capacity. Determine the need for and obtain data from a variety of sources; such as an assortment of databases, manual, previous studies, workflow charts and supervisors and managers. Plan, develops, and conducts program analyses of substantial scale and impact concerning all aspects of current and projected operating programs for actual or potential effectiveness in achieving planned goals and objectives through department programs.

QUALITY ASSURANCE: Conducted business case analysis and formulated recommendations to meet mission requirements, strategic plans and achievement or organizational goals. Routinely developed specific objectives and devised new methods, techniques and criteria pertaining to identifying trends, analyzing data, modifying systems, presenting deviations and solving problems for which there was no precedent. Identified and analyzed changes in regulations, constraint, and objectives that affect accomplishments of assigned tasks and relayed this information to the Directorate of Personnel management community. Updated spend plans on emergent requirement and budget reductions. Tracked obligations and expenditures to ensure program met financial benchmark. Focused on improving project management processes, tools, and policies for the entire portfolio of projects. Identified and tracked specific metrics and communicated progress in achieving goals.

EMPLOYEE MANAGEMENT RELATIONS: Researched a variety of information searched legal records and historic files for specific cases or types of cases needed to assess the efficacy of local employee-management relations practices. Processed several disciplinary actions in a timely manner. Coordinated the actions with legal and the Civilian Personnel Officer, ensuring the actions taken by the supervisor were consistent with the AF policy and past practice. Advised managers on a bevy of issues ranging from interpreting Air Force publications and collective bargaining agreements. Attended planning meetings and interacted with supervisors on a continuous basis. Ensured managerial decisions were accurate, timely, and IAW applicable regulations. Expertly utilized all available computer software to complete Labor Relations packages. Assisted customers with questions regarding retirement, leave, employee rights, and other personnel actions. Advised managers on numerous issues ranging from interpreting Air Force publications, Code of Federal Regulations, and collective bargaining agreements.

TELEWORK MANAGING OFFICER (TMO): Implement, monitor, and evaluate the DoD’s telework implementation program for compliance with this Instruction Number 1035.01 issued April 4, 2012. Developed DP telework policy, guidelines, procedures, and processes. Developed telework marketing materials and coordinated telework information technology requirements with the DPL. Actively promoted telework with their respective Components, consistent with accomplishing their respective assigned missions, and made every effort to overcome artificial barriers to program implementation through education and training for leadership and supervisors on telework into continuity of operations (COOP) activities. Ensured authorized telework employees and their supervisors completed telework training prior to signing the telework agreement.

CIVILIAN WELLNESS PROGRAM MANAGER: Conduct market research to determine cost most beneficial to the government. Enlists outside contractors to perform various exams for no cost to the civilian workforce. Briefed senior management on benefits of the program. Prepared cost analysis each fiscal year prior to request for funding. Wellness program proved to successfully reduce the amount of leave used for the civilian workforce. Received several letters of appreciation, positive customer feedback from surveys, and general kudos for offering a work/life balance option.

Supervisor: Melanie McGuire 661-***-****)

Education:

WEBSTER UNIVERSITY Edwards, CA United States

Master's Degree 12/2010

Job Related Training:

-Successful EPR and OPR writing-04/08/03

-Residential Professional-12/13/01

-New Horizons Computer Courses-05/21/01

(100 hours completed)

-Program Management Course 15-18 Feb 2005

-DTS Training 17 Feb 2005

-IT Security Specialist Training 21 March 2005

-CV-22 Staff Planners Course July 2005

-Concerto Training in Project Planning 13 March 2006

-Project Management Execution for Theory of Constraints 26 May 2006

-Leadership 101 19 July 2006

-Leadership 201 16 Aug 2006

-NSPS Training 21 Sep 2006

-Administrative Asst Conference 13 Apr 2007

-Leadership 301 24 Oct 2007

-Acq 101 24 Oct 2007

-Management Analysis 20-22 Oct 2009

-Air Force Professional Writing May 2010

-Basic EMR Training 11 Jun 2010

-Records Management Training 7 Aug 2018

-Position Classification Training with OPM

-Reasonable Accommodations Training with Office of General Counsel (OCG)

References:

James McCorduck 661-***-**** *****.*********@**.**.***

Mark Parzyk 661-***-**** ****.******@**.**.***

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