Cindy Ann Backhaus
Fawn Grove,PA
Overview
10
10
years of professional experience
Work History
Workforce Development Officer
Edgewood Chemical Biological Center
09.2007 - 01.2011
- I planned, directed, and coordinated human resource and employee development activities for ECBC
- The primary focus of my position was to work with individuals, teams and senior leadership to optimize the ability of the workforce to fulfill the center’s mission
- I kept current on the frequent and rapid fluctuations, changes and developments in human resources and employee development and how these changes may affect activities with respect to engineering, executive and supervisory, trades and crafts, and scientific and technical positions
- I was responsible for organizational/team development, leadership development, and creating and executing effective human resource policies, strategies and procedures that form the macro contour of my position
- At the micro focus of my position, I promote individual development for personal growth and achievement
- I facilitate employee empowerment through a variety of coaching, mentoring, leadership and management programs
- I develop and execute methods to improve employee development policies, processes and practices and recommend changes to high level management
- I provide comprehensive and direct advice and guidance to the organization’s Senior Executive Service (SES) regarding individuals on their workforce
- As a certified facilitator I have facilitated organizational restructuring and realignments for senior leaders and team building activities
- I assist individuals in preparing for a career as an Army Acquisition Corp member with Individual Development Plans (IDP) and Continuous Learning Points (CLP) and level certification
- For acquisition, I advise and work with management on position descriptions, classification and coding of various positions that are identified acquisitions or possible misclassifications and incorrectly coded
- I prepare and deliver presentations and reports to members of management regarding human resource and employee development policies and practices and recommend changes
- I have established partnerships with other government activities to foster on-the-job and cross-job developmental activities
- I am responsible for leading and coordinating strategic and succession planning, goal setting, and metric development initiatives
- I ensure each specialty area is conversant with the necessary tools: regulations, training requirements, on-the-job skill development, ACTEDS and Army Acquisition Workforce training needs to fully develop the workforce
- I contract with vendors as a Contracting Officer to provide employee-training services not accomplished in-house or by other government agencies
- I prepare managers and employees to manage organizational change effectively, improve performance, and identify development needs by planning, conducting and/or facilitating workshops, focus succession, strategic meetings, and individual sessions as required
- Certified in conducting, interpreting, and assessing various relationship awareness theories and organizational assessments (i.e
- 360s, Strength Deployment Inventory)
- Provide program analysis and make recommendations concerning new and/or revised activities and operations
- I conduct detailed analysis on the economic impact, feasibility, practicality, and effectiveness of existing and/or proposed training, regulations, programs, and policies strategic value for the organization mission level, vision, values and goals
- Identify key policy issues and priorities, designs analysis, evaluate alternatives, develop alternate agency strategies, and make definitive recommendations to management
- I brief appropriate parties (SES or senior leaders both inside and outside the organization) orally and/or in writing on progress of strategies
- As a team leader, I assign work to subordinates that need to be accomplished based on priorities, difficulty of assignment, and employee knowledge and capabilities
- I approve leave, work with them on problems presented, develop performance standards and have input into their evaluation, performance awards, promotions, reassignments, and identify developmental and training needs for my staff
- My work requires a high level of technical skill in several specialized fields, and broad Human Capital knowledge
- The work I perform is complex, involving many intricate and dynamic facets of Management Analysis, Program Analysis and Civilian Personnel Management
- Problems and situations often require consideration from the total strategic Human Capital viewpoint, and a thorough search for sound approaches after thorough exploration of factors and management's objectives
Training Officer
US Army Center for Health Promotion Preventive Medicine
10.2003 - 09.2007
- At the US Army Center for Health Promotion and Preventive Medicine (CHPPM), I supervised a team of military and civilian employees in the executing of variety of Human Resource issues such as Staffing, Classification, Management Employees Relations, Employee Development, the development and deployment of military individuals and emergency essential civilians, for a multi-disciplined, tiered complex organization consisting of over 1000+ civilian and military employees worldwide
- Programmed, planned, and executed a $1.9 million budget for center wide training and a $3 million budget for credentialing/certification during the Annual Force Health Protection Conference
- I utilized an intense understanding of broad management objectives and implications of a wide range of HR and employee development theory, principles, and practices; and particular knowledge of the latest developments and applications in the field of employee development, training, and budgeting
- I advised and assisted management in a wide range of HR to include staffing issues, recruitment and retention, modernization, position classification, DCPDS, etc
- I have a vast knowledge of Office of Personnel Management, Code of Federal Regulations, and Department of the Army policies and regulations that govern personnel
- I was responsible for interpreting and applying Department of Defense (DOD), Army, Medical Command (MEDCOM) policies regarding academic degree training, leader development, professional credentialing, budget execution, Army Civilian Training, Education and Development System (ACTEDS), career program development and management, etc
- I planned, developed and implemented comprehensive training plans for several career program interns (i.e
- CP-11, 12, 16, 18) and tracked their development until they reached full performance level
- I provided management advisory service that was frequently complex, new or dynamic in nature including high level professional and managerial positions
- I worked with the DA Human Resource Commands (HRC) for training, development, deployment and mobilization of our military personnel
- This required me to be knowledgeable of various Military Occupational Series (MOS), and have full ATRRS capabilities in order to support the training needs of the military members
- My work required me to have the ability to direct and lead complex studies requiring application of advanced analytical and statistical methods and techniques
- I analyzed the economic impact, feasibility, practicality, and effectiveness of existing and/or proposed human resources and training, regulations, programs, and policies strategic value for the organization missions level, visions, values and goals
- Identified key policy issues and priorities, designed analyses, evaluated alternatives, developed alternate agency strategies, and made definitive recommendations to management
- Developed monitoring and evaluation procedures to obtain data upon which decisions for changing strategies could be made
- I briefed appropriate parties orally and/or in writing on progress of ongoing strategies
- I identified, evaluated, and secured appropriate resources for the CHPPM training budget, from formulation through execution
- Conducted all delegation training authority for the managers and commanders at CHPPM
- I have developed and maintained guidebooks related to employee recruitment, retention, selection for promotions, personnel policies, and career development to assist the workforce and management
- I designed and administered a training needs assessment; web based learning courses, and conducted classes to support the training and development of the workforce
- All of the courses I have developed follow a systematic approach to training (SAT) by conducting analysis, designing the course to met the need, developing the lesson plans, implementing the course either in classroom setting or via web/distance learning, and then evaluating the product
- With the evaluations I also look at what improvements need to be made in the course and if it meets the needs of the student and managers
- With the training needs assessment, I analyze the data in conjunction with our mission, required occupations, types of positions, staffing plans, management employee relations trends
- I have consulted and also advised higher headquarters (MEDCOM) on propose changes in policies that are implemented throughout the medical command in a wide range of HR subjects
Employee Development Specialist (EDS)
Northeast Civilian Personnel Operations Center
10.2000 - 12.2003
- As an EDS I had an understanding and knowledge of employee development theories and practices, extensive knowledge of Office of Personnel Management, Code of Federal Regulations, and Department of the Army policies and regulations that govern personnel and training and used that knowledge in guiding and supporting installation commanders, managers and CPACs in development of their workforce
- I worked closely with my servicing installations Customer Focus Branch in providing technical advice, recruitment and training for various positions
- I worked with installation managers/commanders in developing and administering Individual Development Plans for their interns and professional positions and provided management advisory services for installations that were complex with high level positions
- I designed and administered two automated training needs assessment surveys
- One assessment was for the overall HRD program for the northeast region and the other one was for the curriculum which I specialized in, the trade program and environmental training
- I then analyzed the data in conjunction with each installations mission, required occupations, types of positions, etc
- Based on my analysis, I identified training solutions that fit training needs
- Once the training has been identified I then act as the Contracting Officer Representative to select a vendor
- I have created and managed a database for the Northeast Region
- This was used to record all training that was done and/or hosted by the NECPOC
- I used this database for tracking training; location, vendors, cost and open enrollment cost comparison
- I rolled-up statistical reports that I analyzed the data and then present it to the HR Division Chief, NECPOC Director, and to the servicing CPAPs
- This information was used to set a standard which we measured our programs success with
- I was the web master for the NECPOC and also the individual that marketed the HRD services to the region
Education
BA - Business with an emphasis on Human Resource Management
College of Notre Dame
01.2003
Skills
- Staff Management
- Budget Forecasting and Development
- Budget Development
- Business development and planning workforce
Additional Information
NSPS for Supervisors, 2007, Organizational Leadership for Executives, 2006, Sustaining Base Leadership and Management Program, 2005 (Graduated as the seminars president), Contracting Officer Representative (COR), 2004, MANPRINT Action Officer Course, 2004, Consideration of Others Train-the-Trainer, 2003, Pay Setting for FWS Positions, 2003, Instructor Lead TeleTraining Certification, 2003, Pay Setting for GWS Positions, 2002, EEO - It's Place in the Federal Government, 2002, FASCLASS 2002, Career Planning and Development, 2002, Web Graphics Strategies, 2002, Intermediate HTML, 2002, Qualifications Standards for GS and WG Positions, 2002, Basic Human Resource, 2002, Position Classification, 2002, Personnel Management Course, 2001, Intern Leadership Development Course (ILDC), 2001, Developing Web/Distance Learning Using Interactive Software, 2001, Conducting Effective Meetings, 2001, Effective Army Writing, 2001, Supervisor Development Course, 2001
Timeline
Workforce Development Officer
Edgewood Chemical Biological Center
09.2007 - 01.2011
Training Officer
US Army Center for Health Promotion Preventive Medicine
10.2003 - 09.2007
Employee Development Specialist (EDS)
Northeast Civilian Personnel Operations Center
10.2000 - 12.2003
BA - Business with an emphasis on Human Resource Management
College of Notre Dame
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