Summary
Overview
Work History
Education
Skills
References
Additional Information
References
Timeline
Generic

Karen D West

Bradenton,USA

Summary

Dynamic Human Resources professional with significant experience in the federal government, specializing in policy writing and project management. Demonstrated success in benefits and compensation management, leading to increased employee satisfaction through targeted training programs. Skilled in stakeholder engagement and ensuring compliance with regulatory standards, contributing to organizational success. Committed to fostering a positive workplace culture that drives performance.

Overview

35
35
years of professional experience

Work History

Deputy Human Resources Officer

GS, 0201
09.2023 - Current

Credentials Consultant

03.2000 - 03.2024
  • Th Medical Command, Yongson, Korea, Ms
  • Ok Hee Suh
  • Requested by 18th MEDCOM CDR to ensure hospitals JCAHO readiness
  • Audited over 200 files to ensure JCAHO readiness for the 18th Medical Command at Yongson, Korea
  • Provided expert guidance during review of hospital policies and SOPs regarding Credentials
  • Assisted in obtaining peer review and compiling peer review data
  • Completed verifications as needed.

Supervisory Human Resources Specialist

01.2021 - 09.2023
  • ER/LR Worklife, Leave Benefits), GS-0201-13, Dept of Veterans Affairs, VISN 8, Natalie Price, 407-664-3447, e-mail: natalie.price@va.gov
  • Taught, coached and mentored the VISN 8 Worklife, Leave and Awards team that provides services, support and advisory regarding Worklife Benefits such as telework, child care subsidy, employee assistance program and awards and federal leave programs such as Family Medical Leave Act, Paid Parental Leave, Voluntary Leave Transfer Program, Advance Sick and Annual Leave, Leave without Pay, leave restoration and weather/safety leave
  • Analyzed, researched and developed standing operating procedures/processes for program areas to educate both employees and management
  • Developed SharePoint site to provide customer friendly method for employees to submit requests for the program areas managed, tracking and data sharing for virtual workforce
  • Implemented monthly in-service training for team to become subject matter experts on program areas
  • Provided program area facility level training on a monthly basis and more frequently as needed
  • Facilitate and drive strategic discussions with leaders on organizational design and structure
  • Develop and enact Human Resource policies and processes that support VISN objectives
  • Selected to participate in National HR Modernization Worklife Benefits Project Team to set foundation for Veterans Health Administration standardized processes; Served on VA Reduce Employee Burnout and Optimize Organizational Thriving (REBOOT) task forms to address burnout and promoting professional fulfillment among employees; Served on Rapid Performance Improvement Workshop (RPIW) with concentration on Recruitment, Relocation and Education Payment programs; charged with developing and implementing standardized practices enterprise-wide.

Human Resources Officer

GS
10.2020 - 01.2021

Assistant Human Resources Officer

GS
08.2019 - 09.2020

Human Resources Specialist

01.2019 - 08.2019

Pay & Compensation Specialist

US Army
06.2018 - 01.2019
  • MEDCOM, Womack Army, , Fort Bragg, NC, , Natalie Cox, 910-907-6196, e-mail: natalie.a.cox.civ@mail.mil
  • Served as liaison between management officials, Civilian Personnel Advisory Centers (CPACs), North Atlantic Regional Medical Command (NRMC) and MEDCOM Agency providing analytical and evaluative advice and guidance on a range of personnel management programs i.e
  • Compensation, recruitment and retention
  • Compensation Management – Served as the organizational expert on compensation
  • Worked with the departments to develop appropriate compensation strategies
  • Conducted studies to determine validity of special salary requests (i.e., recruitment bonuses, retention bonuses, relocation bonuses, special salary rates, Advance in hire matrixes, etc.) within our metropolitan area
  • Gathered and analyzed salary and occupation related data from other federal treatment facilities, private sector institutions, professional societies, etc., to determine what local market or representative salary rates are for like positions
  • Work directly with CPAC in establishing rapport and cooperation with, offering jobs to, screening and employing applicants for various medical positions within the hospital
  • Responsible for using qualitative and quantitative techniques for analyzing and measuring the effectiveness, efficiency, and productivity of recruit processes, staffing requirements, etc
  • Conducted studies, analyzes findings and makes recommendations when providing staffing data analyses and reports
  • Completed appropriate paperwork for incentives and advanced in hire memos
  • Conducted annual review of all retention incentives
  • Physicians and Dentists Pay Plan (PDPP) Activity Compensation Panel (ACP) administrator and coordinated panel review of all PDPP pay setting worksheets from receipt through final decision by the Authorized Management Official (AMO)
  • Assisted in all aspects of the PDPP program or any other compensation program
  • Reviewed, analyzed, and interpreted PDPP and other compensation standards established by Department of Defense (DOD), DODI, and a combination of authorities Titles 5, 10 and 38 of United States Code and local policies
  • Implemented activity compensation guidelines, DOD policy, and all other regulatory sources
  • Performed range of administrative duties related to administration of the Activity Compensation Panel and PDPP
  • Prepared briefings and materials to ensure that supervisors and employees are fully and currently informed
  • Provided technical guidance and counseling to supervisors regarding the considerations and procedures involved in setting potential employees’ salaries
  • As the administrator, developed and conducted supervisory training and develops local procedures to implement new policies
  • Advised and assisted managers with preparation or change of the PDPP pay setting worksheet (PSW) or other compensation worksheets
  • Provided advice and guidance relative to compensation strategy, market survey data, interpretation and compliance with established HR rules and regulations; while ensuring internal equity and consistency on compensation are maintained within WAMC
  • Conducted annual salary analysis and makes market pay adjustment recommendations as necessary
  • Planned, developed, organized and conducted routine to complex management surveys and/or research projects and provides advisory services on procedural and relationship issues that deal with readily observable program conditions
  • Formatted data, generates reports, troubleshoots complex system problems or data discrepancies, interprets trends and prepares narrative analyses to recommend courses of action and/or convey human resource information to higher management at Womack Army Medical Center
  • Extracted data from a wide variety of source materials, to include, but not limited to, reports, automated systems, regulatory guidelines, strength reports, personnel rosters, etc
  • Developed decision staffing papers and prepares directives and implementing instructions personnel management policies
  • Used a variety of automated systems and computer applications, to include Defense Civilian Personnel Data System (DCPDS), FASCLASS, AUTONOA, Civilian Personnel Online (CPOL), Business Objects XI (BOXI), Defense Medical Human Resource Internet (DMHRSi), MS Word, Excel, Access, PowerPoint, Outlook, SharePoint, to build queries/extract data, verify/track personnel information and audit/maintain/publish a variety of management reports.

Management Analyst

05.2017 - 06.2018
  • Installation Management Command – Readiness, Fort Bragg, NC, , Ms
  • Jamie Ayer, 910-570-6946, e-mail: jamie.l.ayer.civ@mail.mil
  • Served as authoritative technical expert and Management Analyst for the IMCOM Support Directorate (ISD) – Readiness
  • Advised ISD Director, staff and subordinate garrison on all aspects of Manpower, Support Agreements and the Manager’s Internal Control Program
  • Conducted analyses of all phases of projects programmed by the Department of Defense (DoD), Department of the Army (DA), and HQ IMCOM that affect the ISD’s scope of responsibility
  • Lead on providing advice, guidance and assistance through analytical and evaluative methods such as identifying, distributing and reallocating positions (civilian and military) throughout the organization
  • Responsible for accurately maintaining and submitting changes to the Table of Distribution and Allowances (TDAs) and Modified Table of Organization and Equipment (MTOE) documents in support of the IMCOM Program Objective Memorandum and annual Command Plan
  • Developed/prepared command implementation plans (CIP), concept plans to document the organizational force structure changes within the scope of the ISD’s span of control
  • Administered and coordinated manpower (civilian and military) related initiatives, such as reductions (as directed by higher authority)
  • Proficiently used Force Management System Web Site (FMS Web) the Army Planning, Programming, Budgeting Business Operating System (PPBOS), and Program Budget Guidance (PBG) and other force management tools to create manpower reports for ISD leadership
  • Reviewed, analyzed and disseminated guidance to ISD garrisons for compilation and submission of requirements
  • Provided advice and assistance to management officials and garrisons on such matters as organizational structure and alignment, and/or requirements for additional manpower
  • Prepares strength reports and staffing charts, compiles data in direct support of the ISD leadership decision matrix
  • Developed and maintained database (manning documents, IMCOM on-line, etc.) to reflect organizational posture, strength accountability, and accommodate various reporting requirements
  • Planned and participated in conferences and staff visits, reviews and discussion studies, contingency plans, or concept papers
  • Applied an extensive knowledge of Army manpower force development principles and competencies
  • Managed the ISD’s Manager’s Internal Control Program
  • Maintained knowledge about program updates and changes to provide instruction and guidance to ISD managers and garrisons on their responsibilities regarding internal control evaluation, improvements and reporting process
  • Performed analytical and evaluative work that requires research and analytical techniques to ensure that management is provided with clear and accurate information and evaluations of current developments on internal control matters
  • Prepared and/or reviewed all responses to internal control and audit actions to assure compliance with administrative requirements and any additional areas identified by the Agency
  • Responsible for developing and sustaining the internal controls documentation and performing quarterly and annual external reporting
  • Planned for, executed and evaluated the organization for material weaknesses by applying a thorough knowledge of a variety of principles, policies, and techniques and a general knowledge of the Agency mission
  • Analyzed and distributed internal control management program information, management control plans
  • Independently, prepared a comprehensive material weakness report including recommended improvements and identification of specific deficiencies and proposed corrective action
  • Reported material weaknesses to higher echelons and assists with identification of corrective actions for each material weakness
  • Prepared the organization’s annual statement for assurance to include review of all garrison submissions for compliance and adherence to OMB Circular A-123 and recommend assessment validity before approval by the IMCOM Support Director
  • Ensured organizational material weaknesses are closely monitored until corrected and retain all required documentation supporting annual statement of assurance
  • Identified the organizations requirements for training and develop a training plan
  • Advised in the preparation of periodic overviews of initiatives/projects
  • Attended planning conferences and meetings which affect current and future requirements
  • Advised in the preparation of agenda items; presentations and reports
  • Ensured that proper internal controls are exercised IAW General Fund Enterprise Business System (GFEBS) guidance IAW the upcoming Army Audit of Financial Statements
  • Oversaw and provided guidance to ISD garrisons with regard to Inter/Intra service Support Agreements using Department of Defense Instruction 4000.19, AR 5-9 and other established procedures
  • Reviewed and analyzed a myriad of directives involving financial, administrative and logistical procedures to determine the proper level of support in developing support agreements
  • Compiled and analyzed estimates to ensure all support agreement costs are accurate and IAW applicable regulations and reimbursement policies
  • Reviewed and validated civilian hiring requests for garrisons over their authorization level and/or GS14 and above positions.

Chief

11.2014 - 05.2017

Pay & Compensation Specialist

US Army
04.2014 - 11.2014
  • MEDCOM, Womack Army, , Fort Bragg, NC, , Martha Maloy, 910-907-7982, e-mail: martha.l.maloy.civ@mail.mil
  • Served as liaison between management officials, Civilian Personnel Advisory Centers (CPACs), North Atlanta Regional Medical Command (NRMC) and MEDCOM Agency providing analytical and evaluative advice and guidance on a range of personnel management programs i.e
  • Compensation, recruitment and retention
  • Compensation Management – Served as the organizational expert on compensation
  • Worked with the departments to develop appropriate compensation strategies
  • Conducted studies to determine validity of special salary requests (i.e., recruitment bonuses, retention bonuses, relocation bonuses, special salary rates, Advance in hire matrixes, etc.) within our metropolitan area
  • Gathered and analyzed salary and occupation related data from other federal treatment facilities, private sector institutions, professional societies, etc., to determine what local market or representative salary rates are for like positions
  • Work directly with CPAC in establishing rapport and cooperation with, offering jobs to, screening and employing applicants for various medical positions within the hospital
  • Responsible for using qualitative and quantitative techniques for analyzing and measuring the effectiveness, efficiency, and productivity of recruit processes, staffing requirements, etc
  • Conducted studies, analyzes findings and makes recommendations when providing staffing data analyses and reports
  • Completed appropriate paperwork for bonuses and advanced in hire memos
  • Conducted annual review of all retention incentives
  • Physicians and Dentists Pay Plan (PDPP) Activity Compensation Panel (ACP) administrator and coordinates panel review of all PDPP pay setting worksheets from receipt through final decision by the Authorized Management Official (AMO)
  • Assisted in all aspects of the PDPP program or any other compensation program
  • Reviewed, analyzed, and interpreted PDPP and other compensation standards established by Department of Defense (DOD), DODI, and a combination of authorities Titles 5, 10 and 38 of United States Code and local policies
  • Implemented activity compensation guidelines, DOD policy, and all other regulatory sources
  • Performed range of administrative duties related to administration of the Activity Compensation Panel and PDPP
  • Prepared briefings and materials to ensure that supervisors and employees are fully and currently informed
  • Provided technical guidance and counseling to supervisors regarding the considerations and procedures involved in setting potential employees’ salaries
  • As the administrator, developed and conducted supervisory training and develops local procedures to implement new policies
  • Advised and assisted managers with preparation or change of the PDPP pay setting worksheet (PSW) or other compensation worksheets
  • Provided advice and guidance relative to compensation strategy, market survey data, interpretation and compliance with established HR rules and regulations; while ensuring internal equity and consistency on compensation are maintained within WAMC
  • Conducted annual salary analysis and makes market pay adjustment recommendations as necessary
  • Planned, developed, organized and conducted routine to complex management surveys and/or research projects and provides advisory services on procedural and relationship issues that deal with readily observable program conditions
  • Formatted data, generates reports, troubleshoots complex system problems or data discrepancies, interprets trends and prepares narrative analyses to recommend courses of action and/or convey human resource information to higher management at Womack Army Medical Center
  • Extracted data from a wide variety of source materials, to include, but not limited to, reports, automated systems, regulatory guidelines, strength reports, personnel rosters, etc
  • Developed decision staffing papers and prepares directives and implementing instructions personnel management policies
  • Used a variety of automated systems and computer applications, to include Defense Civilian Personnel Data System (DCPDS), FASCLASS, AUTONOA, Civilian Personnel Online (CPOL), Business Objects XI (BOXI), Defense Medical Human Resource Internet (DMHRSi), MS Word, Excel, Access, PowerPoint, Outlook, SharePoint, to build queries/extract data, verify/track personnel information and audit/maintain/publish a variety of management reports.

Management Analyst

US Army, MEDCOM, Womack Army Medical Center
Fort Bragg, NC
07.2012 - 03.2014
  • Lisa Harrison, Retired

VISN, Ralph H. Johnson VAMC
Charleston, SC
- 01.2014
  • Rolanda Webb, 678-924-5700, e-mail: Rolanda.webb@va.gov
  • Temporary Promotion, NTE 120 days
  • Responsible for directing, controlling, coordinating, supervising, and evaluating Human Resources Management Service for the facility
  • Responsible for seizing opportunities and ensuring Human Resource (HR) mission, organization, programs, and requirements for the facility were met
  • Enforced regulations and standards across broad and diverse human resources programs under both Title 5 and Title 38, which included Labor/Employee Relations, Recruitment and Placement, Performance Management, Workers' Compensation, Benefits, Employee Recognition and Reasonable Accommodations
  • Oversaw and directed the preparations of agency responses to Congressional inquiries, Agency's Audit Report, IG/Procurement Inspections, VA, VHA and OPM surveys, etc., regarding agency policies and practices
  • In coordination with Equal Opportunity Office, initiated outreach efforts to the local Hispanic community to increase diversity at our facility by collaborating with the Charleston Hispanic Association by providing informational handouts and instruction on how to write a federal resume and navigating USAJOBS
  • Implemented process improvements for the HR Service such as On-Boarding process and Reasonable Accommodations
  • Facilitated and drove strategic discussions with leaders on organizational design and structure while VISN 7 underwent HR Modernization
  • Developed and enacted HR policies and processes that support VISN objectives
  • Analyzed trends related to hiring, employee morale and retention, and employee relations with management and executive team to identify opportunities to improve efficiency, aligning HR efforts with VISN goals related to efficiency and performance
  • Served on multiple committees at both facility and VISN levels.

VISN, Bay, VAMC
Bay Pines, FL
- 01.2013
  • Holland Goeser, 515-664-2849, e-mail: Holland.goeser@va.gov
  • Responsible for assisting Human Resources Officer with planning, directing, controlling, coordinating, supervising and evaluating Human Resources Management Service
  • Responsibility extends across a broad and diverse human resources program under both Title 5, Title 38 and Hybrid Title 38, which included Labor/Employee Relations, Recruitment and Placement, Performance Management, Workers' Compensation, Classification, Benefits and Records, Employee Recognition, Reasonable Accommodations, Training and Development, Retirement and Human Resources Program Evaluation
  • Relay team goals and objectives, solve work problems, and participate in the work team
  • Review, interpret and apply regulations, statutes, code, operating manuals, policies and directives for the facility
  • Assign and follow up on special programs and projects assigned to Human Resources Management Service
  • Analyze mission and current human resources related problems, and develop possible approaches, alternatives, and solutions using continuous process improvement practices
  • Lead team to standardize service processes
  • Serve on committees as designated by the VISN Human Resources Officer and Medical Center Director
  • Initiate program reviews and analyzes internal audit results to identify weaknesses in audit readiness and areas in need of improvement
  • Implement training program for HR Specialists and HR Assistants to ensure competency levels were adequate
  • Provide technical advice and on-site assistance to personnel and applicants in the resolution of the most difficult human resources related problems at all levels and complexities
  • Prepare and present reports and briefings on program status and/or recommended actions to appropriate individuals
  • Visit activities throughout the hospital to assist operating personnel and management officials as requested or as determined necessary by superiors
  • Assist and provide technical feedback with preparations of agency responses to Congressional inquiries, Agency's Audit Report, IG/Procurement Inspections, VA, VHA and OPM surveys, etc., regarding agency policies and practices
  • Responsible for ensuring processes are established and streamlined to ensure redundancies were eliminated and enhancement is achieved
  • Establish and maintain a cooperative working relationship with leadership, managers and employees
  • Provide recommendations that meet immediate as well as long term needs
  • Increased visibility and process as it pertains to Newcomers Orientation
  • Selected to standardize retention, relocation and recruitment debt process and Non Paid Work Experience for VISN 8.

VISN, Ralph H. Johnson VAMC
Charleston, SC
- 01.2013
  • Russ Hebert, 405-456-3594, e-mail: Russell.a.hebert@va.gov
  • Responsible for assisting Human Resources Officer with planning, directing, controlling, coordinating, supervising, and evaluating Human Resources Management Service
  • Responsibility extended across a broad and diverse human resources program under both Title 5, Title 38 and Hybrid Title 38, which included Labor/Employee Relations, Recruitment and Placement, Performance Management, Workers' Compensation, Classification, Benefits and Records, Employee Recognition, Reasonable Accommodations, Training and Development, Retirement and Human Resources Program Evaluation
  • Relayed team goals and objectives, solved work problems, and participated in the work team
  • Reviewed and interpreted regulations, statutes, code, operating manuals, policies and directives for the facility
  • Assigned and followed up on special programs and projects assigned to Human Resources Management Service
  • Analyzed mission and current human resources related problems, and developed possible approaches, alternatives, and solutions using continuous process improvement practices
  • Lead team to standardize service processes
  • Served on committees as designated by the VISN Human Resources Officer and Medical Center Director
  • Initiated program reviews and analyzes internal audit results to identify weaknesses in audit readiness and areas in need of improvement
  • Oversaw presentations of training courses for supervisory and managerial employees and assured that all sections-maintained workload priorities and allocated resources to assist each section in accomplishing their work by aiding as required
  • Implemented training program for HR Specialists and HR Assistants to ensure competency levels were adequate
  • Provided technical advice and on-site assistance to personnel and applicants in the resolution of the most difficult human resources related problems at all levels and complexities
  • Prepared and presented reports and briefings on program status and/or recommended actions to appropriate individuals
  • Visited activities throughout the hospital to assist operating personnel and management officials as requested or as determined necessary by superiors
  • Assisted and provided technical feedback with preparations of agency responses to Congressional inquiries, Agency's Audit Report, IG/Procurement Inspections, VA, VHA and OPM surveys, etc., regarding agency policies and practices
  • Responsible for ensuring processes were established and streamlined to ensure redundancies were eliminated and enhancement is achieved
  • Established and maintained a cooperative working relationship with leadership, managers and employees
  • Provided recommendations that met immediate as well as long term needs
  • Developed automated hurricane response/accountability plan that resulted in better tracking, accountability of personnel during hurricane/stay in place orders
  • Received highest AES score in the VISN HR for Best Workplace.

Management Analyst

US Army
Fort Bragg, NC
05.2011 - 06.2012
  • Shaune Griffin, 910-396-9862, e-mail: shaune.a.griffin@us.army.mil
  • Conducted manpower surveys to determine civilian and military manpower requirements, utilization and authorization for assigned missions and to effect increases and decreases in personnel spaces to provide productive operations, maximum skill utilization and economy
  • Reviewed and analyzed statistical data for accuracy, reasonableness and compliance with regulations to make quantitative and qualitative evaluations for preparation of narrative and statistical report of findings
  • Interpreted mission requirements, functions, work processes and data systems
  • Developed creditable workload factors and accurate statistical indicators
  • Established contact with operating personnel and responsible officials to clarify and disseminate information
  • Read, interpret and implement regulations
  • Interfaced with management and staff throughout the facility, assisting in understanding and implementing processes
  • Maintained TDA of manpower requirements and authorizations
  • Recommended changes when conditions such as increases/decreases in military personnel reductions in budget, consolidation of occupational titles, series and grades with military and civilian personnel specialists, elimination of functions, and makes changes to TDA at prescribed timeframes
  • Developed statistical data from TDA and Directorate Working TDA’s to prepare reports and briefings to Command/Region
  • Managed Internal Control program for directorate
  • Identify internal and external risks that may prevent organization from meeting objectives
  • Ensured annual report is submitted to Command Staff/Region
  • Managed Installation Status Report for directorate
  • Served as Alternate Government Purchase Card Billing Official
  • Processed IMCOM Request for Personnel Hiring Forms for all Garrison Activities ensuring that all Manpower data i.e
  • Para, Lin, Title, Grade, Series, etc were correct and verified against the FY Spend Plan and the Manpower Model.

Action officer

H. Johnson VAMC
Charleston, SC
- 01.2012
  • Liliana Olivera, 843-789-6365
  • Compensation Management – Served as consultant and advisor in interpreting and applying laws, policies and practices to provide guidance to officials, supervisors and employees on the full range of pay administration policies, principles and practices
  • Worked with the departments to develop appropriate compensation strategies
  • Conducted studies to determine validity of special salary requests (i.e., recruitment incentives, retention incentives, relocation incentives, special salary rates, and contracted salary analysis within our metropolitan area
  • Responsible for using qualitative and quantitative techniques for analyzing and measuring the effectiveness, efficiency, and productivity of recruit processes, staffing requirements, etc
  • Conducted studies, analyzes findings and makes recommendations when providing staffing data analyses and reports
  • Completed appropriate paperwork for incentives
  • Conducted annual review of all retention incentives
  • Classification - Served as the facility Human Resources liaison to the VISN 7 Consolidated Classification
  • Unit (CCU)
  • Provided technical review of classification documents prior to requests being entered into the
  • VISN CCU Classification LEAF portal
  • Advised service chiefs, administrative officers and supervisors of requirements for submitting various types of classification requests
  • Provided training as needed to facility leadership on classification process and requirements
  • Developed and delivered reports and correspondence to facility leadership to enhance understanding of classification actions from the medical center and the VISN
  • Reviewed all Functional Statement requests submitted to HR for new positions or position changes
  • Provided position numbers for Functional Statements and ensure functional statements contain required components as dictated by VA policy, HRMLS and qualification standards
  • Loan Programs - Served as the local Education Debt Reduction Program (EDRP) coordinator
  • Provided employee verification for Dept of Education, Public Student Loan Forgiveness Program
  • Met with eligible employees, walk them through the application process and verify accurate and complete information is received for EDRP application submission
  • Verified and submitted EDRP participant certifications via National EDRP Share point
  • Monitored employment status, track changes, and notify EDRP office of any related changes
  • Managed the Student Loan Repayment Program (SLRP) contacting participants, generating agreements, submitting and monitoring remedy tickets for payments, and tracking renewals of SLRP
  • Maintained EDRP and SLRP program records/files
  • Developed Standard Operating Procedures and Center Policy Memorandums
  • Ran HR reports using HRSmart to analyze data and conduct reviews
  • Analyzed and evaluated the effectiveness of HR programs and operations, identifying problems or deficiencies, providing workable solutions as necessary; and implemented improvement plans to meet established recruitment goals and objectives., for the MEDCEN Position Management Review Committee (PMRC)
  • Prepared actions for review, provided supporting statistical and cost analysis information to committee members, published outcomes of meeting to the MEDCEN staff and ensured all approved actions were processed for hire in a timely manner
  • Planned, conducted, and implemented/participated in analytical studies of structures, proposed reorganizations and/or realignment of the Womack Army Medical Center (WAMC) military and civilian functions, and staffing level changes, and determine span of control
  • Tracked authorized and assigned workforce while keeping management informed of workforce authorization and on-board issues
  • Assist and advise management on realignment of personnel
  • Completed studies complicated by the need to consider and evaluate the impact of changes in regulatory requirements, long-range program goals and mission requirements
  • Provided additional substantive management support services in the areas of program cost analysis, annual/multi-year/long range fiscal planning, and development of annual work-plan(s) for organizations whose operations are interrelated and unpredictable, and which impacted Human Resource programs
  • Advised on the most efficient organization based on the mission and workload
  • Reviewed, processed and maintained Human Resource information, using personnel system databases (DCPDS, CSU, ART, FASCLASS, etc).

Senior Analyst

US Army
, NC
- 01.2012
  • COL Samantha Hinchman, 808-433-5638, e-mail: samantha.s.hinchman.mil@mail.mil
  • Served as Chief, Civilian Human Resources Branch and staff advisor to the Director, Human Resources, Chief of Staff, Executive Committee of the Medical Center (MEDCEN) Staff, Commander and staff by assisting with, planning, coordinating, and evaluating the civilian personnel program, procedures, and processes to meet the needs of the MEDCEN
  • Utilized extensive knowledge and understanding of management, principles, methods and practices to analyze, advise management and perform substantive duties involving broad management resource issues related to civilian personnel and equal employment opportunity
  • Served as expert consultant in providing statutory, regulatory and policy guidance regarding pay determinations
  • Reviewed and analyzed proposed servicing changes by MEDCOM and Regional Health Command–Atlantic for special or reinvention of personnel programs, and makes recommendations regarding impact on servicing capacity, staffing levels, alignment of resources, and impact on provision of service
  • Evaluated and analyzed procedures and policies to improve effectiveness, and to ensure compliance with managerial and regulatory directives, served as point of contact for civilian personnel actions/queries
  • Provided liaison services to Regional Health Command - Atlantic and the Civilian Personnel Advisory Center (CPAC) in support of civilian employment
  • Developed and implemented policies, internal guidance and standard operating procedures pertaining to the MEDCEN human resources program
  • Advised on courses of action for utilization of personnel
  • Developed and maintained a solid relationship with managers, supervisors, and directors and advised on priorities, coordinated and consulted with key staff members of the CPAC, manpower, budget, etc., taking into consideration goals, programs, objectives, mission, and personnel processes to implement decisions and resolve conflicts
  • Provided advice on available options when developing recruitment plans and strategies in support of organizational needs, assessing turnover patterns and past recruitment strategies when developing long and short range staffing plans
  • Presented recommendations and alternatives on position redesign in order to obtain best-qualified candidates within available labor market
  • Advised management on the benefits of retention, relocation, and recruitment incentives
  • Oversaw payroll functions for 3,000 civilian employees
  • Implemented and oversaw management of Automated Time and Attendance Program (ATAAPS) and education efforts throughout the MEDCEN
  • Prepared reports for command and organization using DCPDS and Business Objectives Reporting and Admin (BOA) Tool to show gains/losses, review and analysis (R&A) of recruitments completed and personnel roster for manpower planning
  • Reviewed organizational requirements and/or conducted studies relating to such factors as turnover, mission and technology to identify staffing trends, anticipated vacancies and retention deficiencies to develop short and long range staffing requirements and plans
  • Identified recruitment measures to be applied through position management, special employment needs of managers and established outreach team and local college liaison
  • Responsible for scheduling and organizing job fairs
  • Prepared necessary materials (e.g
  • Brochures, displays, etc.) and sets up employment booths
  • Built the agencies employment brand in local communities by staffing/holding and partnering with numerous job fairs to become the “employer of choice” in the area
  • Implemented centralized hiring boards; developed hiring policy to ensure candidates are all considered equally
  • Ensured selectees were kept abreast of status in hiring process by contacting as they move through conditions of employment
  • Created organizational hiring panel process for MEDCEN
  • Assisted managers in developing interview ranking criteria to determine which candidates will be interviewed, and the interview questions to be used in the formal interview process
  • As required, participated as an observer in the interviews and was responsible for preparing and finalizing all documents in the selection package in addition to returning selection lists to CPAC
  • Developed and implemented new civilian onboarding program to retain new employees by providing all mandatory training, integration to facility
  • Created civilian hire request form adopted by Manpower Program Budget Advisory Committee for fill of all positions
  • Developed and monitored training programs based upon trends, needs and forecasted trends to increase productivity within all disciplines of Human Resources
  • Provided basic HR training to the entire facility
  • Provided guidance on a variety of HR initiatives, issues, concerns and procedures (i.e
  • VSIP/VERA, Awards, TAPES/DPMAP, Student Loan Repayment, draft classification, PDPP, Career Program Training initiatives, IDPs, benefits and RPAs)
  • Responsible for the reasonable accommodation program at MEDCEN
  • Providing Equal Employment Opportunity office support in find placement, alternative work centers for employees
  • Provided education on Reasonable Accommodation process at MEDCEN
  • Served as T3 trainer and implemented Defense Performance Management Plan (DPMAP) by conducting over 100 employee training sessions, educating managers and leadership transition from Total Army Performance Evaluation System (TAPES)
  • Retooled New Employee Orientation providing all required training/briefings and completion of required forms to employees prior to reporting to their workstation
  • Conducted studies relating to such factors as staff turnovers, mission and technology to identify workforce dynamics, trends and anticipated change that may impact the civilian workforce to develop short and long range requirements and plans
  • Identified resources needed and establishes milestones and goals
  • Advised civilian staff of training opportunities within the MEDCOM and coordinated with career program managers to provide the latest information for employee growth opportunities
  • Oversaw the work of the Civilian Human Resources staff of 15 with grades ranging from GS5 to GS11 and set overall priorities for the branch., Conducted manpower surveys to determine civilian and military manpower requirements, utilization and authorization for assigned missions and to effect increases and decreases in personnel spaces to provide productive operations, maximum skill utilization and economy
  • Reviewed and analyzed statistical data for accuracy, reasonableness and compliance with regulations to make quantitative and qualitative evaluations for preparation of narrative and statistical report of findings
  • Interpret mission requirements, functions, work processes and data systems
  • Developed creditable workload factors and accurate statistical indicators
  • Established contact with operating personnel and responsible officials to clarify and disseminate information
  • Read, interpreted and implemented regulations
  • Collaborated with management and staff throughout the facility, assisting in understanding and implementing processes
  • Maintained Tables of Distribution and Allowances (TDA) of manpower requirements and authorizations
  • Recommended changes when conditions such as increases/decreases in military personnel reductions in budget, consolidation of occupational titles, series and grades with military and civilian personnel specialists, elimination of functions, and makes changes to TDA at prescribed timeframes.

US Army, Womack Army Medical Center
Fort Bragg, NC
- 09.2011
  • Lisa Harrison, Retired 910-916-6540
  • Conducted manpower surveys to determine civilian and military manpower requirements, utilization and authorization for assigned missions and to effect increases and decreases in personnel spaces to provide productive operations, maximum skill utilization and economy
  • Reviewed and analyzed statistical data for accuracy, reasonableness and compliance with regulations to make quantitative and qualitative evaluations for preparation of narrative and statistical report of findings
  • Interpreted mission requirements, functions, work processes and data systems
  • Developed creditable workload factors and accurate statistical indicators
  • Established contact with operating personnel and responsible officials to clarify and disseminate information
  • Read, interpreted and implemented regulations
  • Interfaced with management and staff throughout the facility, assisting in understanding and implementing processes
  • Maintained TDA of manpower requirements and authorizations
  • Recommended changes when conditions such as increases/decreases in military personnel reductions in budget, consolidation of occupational titles, series and grades with military and civilian personnel specialists, elimination of functions, and makes changes to TDA at prescribed timeframes
  • Managed Internal Control program for directorate
  • Identify internal and external risks that may prevent organization from meeting objectives
  • Ensured annual report was submitted to Command Staff
  • Served as member of the Human Resources Functional Management Team (HR-FMT)
  • Conducted Competency Assessment File (CAF) reviews as needed
  • Planned, conducted, and implemented/participated in analytical studies of structures, proposed reorganizations and/or realignment of the Womack Army Medical Center (WAMC) military and civilian functions, and staffing level changes, and determine span of control
  • Tracked authorized and assigned workforce while keeping management informed of workforce authorization and on-board issues
  • Assist and advise management on realignment of personnel
  • Completed studies complicated by the need to consider and evaluate the impact of changes in regulatory requirements, long-range program goals and mission requirements
  • Provided additional substantive management support services in the areas of program cost analysis, annual/multi-year/long range fiscal planning, and development of annual work-plan(s) for organizations whose operations are interrelated and unpredictable, and which impacted Human Resource programs
  • Advised on the most efficient organization based on the mission and workload
  • Reviewed and maintained Human Resource information, using personnel system databases (DCPDS, CSU, ART, FASCLASS, etc), internal control review and personnel accountability.

Management Analyst

04.2006 - 05.2011

US Army, Womack Army Medical Center
Fort Bragg, NC
- 01.2009
  • LTC(R) Sharon Henderson, 910-488-2120 ext 7685
  • Served as Health Systems Specialist for the Managed Care & Analysis Division performing a wide variety of duties necessary to manage, monitor and evaluate health care programs involving civilian health care contractors and institutions, with particular emphasis devoted to the TRICARE health benefits program
  • Developed analysis design, ensured data, regulatory references, and other pertinent analysis information were included
  • Work measurement, efficiency, tangible and intangible benefits were assessed
  • Retrieved data from multiple sources including Composite Health Care System (CHCS), Military Health System Analysis and Reporting Tool (M2), Executive Information and Decision Support (EIDS) and Integrated Expense Assignment System Repository (EAS) software programs to collect, process, validate, audit and track cost and expense data
  • Interfaced with administrators and providers to ensure quality of data transmitted from electronic health records to other systems
  • Troubleshot data in automated systems to determine potential weaknesses in business practices and make recommendations for improvement
  • Managed Memorandum of Understanding (MOU) between Womack Army Medical Center (WAMC) and Fayetteville Veterans Administration
  • Responsible for initiative to decrease duplicate separation physicals reducing the cost to WAMC by $200K
  • Assisted Manpower office by completing Functional Manning Roster (FMR), Monthly Regional Executive Meeting Report, Manpower tool, process Defense Civilian Personnel Data System (DCPDS) and Army Regional Tools (ART) personnel requests and assisted in the completion of the FY08 Tables and Distribution Allowances
  • Utilized Webtaads to obtain Manpower information
  • Responded to patient complaints/issues that related to TRICARE, which entailed calling the patient, investigating complaint in-house as well as contacting TRICARE for resolution to the problem.

Health Systems Specialist

08.2003 - 04.2006

Credentials Coordinator

GS, US Army, Womack Army Medical Center
Fort Bragg, NC
02.2000 - 08.2003
  • Mr
  • Lewis Oatman, 910-907-9255
  • Provided technical and regulatory guidance to management and others as requested
  • Ensured credentials program followed military and civilian regulatory requirements
  • Researched complex cases and recommended solutions
  • Prepared credentials files and assisted supervisors with presentation of request for privileges
  • Ensured credentialing and privileging files were accurate, complete and current
  • Gathered, reviewed and analyzed qualitative and quantitative data to determine whether problems were recurrent or impacted multiple services
  • Researched root causes of issues and made recommendations for corrective action
  • Determined whether deviations were significant enough to warrant immediate referral and if further review by a physician was necessary
  • Prepared monthly reports and briefed medical center management
  • Reported discrepancies or undesirable trends in data, and guided development of monitoring activities to ensure problems did not recur
  • Utilized databases daily to track and report required provider data
  • Participated in Continuous Quality Improvement initiatives
  • Active member of the Medical Staff Functional Management Team, Employee Health Committee (EHC) and Peer Review Process Improvement Team.

Orderly Room Clerk

B Co, Battalion
Fort Bragg, NC
01.1992 - 03.1993

Communications System Circuit Controller

B Co, Signal Battalion
Fort Bragg, NC
08.1990 - 01.1992

Education

High School Diploma -

Davison Senior High School
Davison, MI
06.1990

Skills

  • Policy writing
  • Project management
  • Employee training
  • Stakeholder engagement
  • Performance evaluation
  • Benefits and compensation management

References

  • Kimberly Twinn, VISN 8 Deputy HRO, 734-904-9132, Kimberly.twinn@va.gov
  • Tonya Barkley, Orlando VAMC, Chief Employee Experience, 407-640-8087, tonya.barkley@va.gov

Additional Information

ePerformance, VISTA, HRSmart, eOPF, DFAS Remedy, Lean Six Sigma – White Belt, General Fund Enterprise Business System (GFEBS), IMCOM Online (IOL), Inspector General Train the Trainer for Command Inspection course, FMSWeb, Defense Civilian Personnel Data System (DCPDS), DoD Performance Management and Appraisal Program (DPMAP) Train the Trainer, Veteran Employment Training, Uniformed Services Employment and Reemployment Rights Act (USERRA), Telework Fundamentals, IMPAC Credit Card, Composite Health Care System (CHCS), CCQAS, Webmaster/SharePoint training, Contracting Officer Representative (COR) Training, Arbinger Training, Team Stepps, Teambuilding, 7 Habits of Highly Effective People Training, Effective Time Management, Basic Position Classification, Army Family Team Building (AFTB) Levels I and II, Action Officers Course, Planning, Programming, Budgeting & Execution (PPEBS), Total Army Organization, Facilitated Army Family Action Plan group at 2006 conference, Special Contribution Award 2023, Army Achievement Medal 1993/2017, Commanders Civilian Achievement Award, 1999/2005/2017, Certificate of Appreciation, U.S. Army Special Operations Command, 2003, Monetary Awards, 1994 – 2013, 2015-2023, Quality Step Increase, 2017, Time off Awards, 2005-2014, Dr. Mary E. Walker Volunteer Award, 2005, Iron Mike Volunteer Award, 2005, 2006, Commanders Coin 2007/2011/2013/2017, Bronze order of Mercury from the US Army Signal Corp 2006

References

References available upon request.

Timeline

Deputy Human Resources Officer

GS, 0201
09.2023 - Current

Supervisory Human Resources Specialist

01.2021 - 09.2023

Human Resources Officer

GS
10.2020 - 01.2021

Assistant Human Resources Officer

GS
08.2019 - 09.2020

Human Resources Specialist

01.2019 - 08.2019

Pay & Compensation Specialist

US Army
06.2018 - 01.2019

Management Analyst

05.2017 - 06.2018

Chief

11.2014 - 05.2017

Pay & Compensation Specialist

US Army
04.2014 - 11.2014

Management Analyst

US Army, MEDCOM, Womack Army Medical Center
07.2012 - 03.2014

Management Analyst

US Army
05.2011 - 06.2012

Management Analyst

04.2006 - 05.2011

Health Systems Specialist

08.2003 - 04.2006

Credentials Consultant

03.2000 - 03.2024

Credentials Coordinator

GS, US Army, Womack Army Medical Center
02.2000 - 08.2003

Orderly Room Clerk

B Co, Battalion
01.1992 - 03.1993

Communications System Circuit Controller

B Co, Signal Battalion
08.1990 - 01.1992

VISN, Ralph H. Johnson VAMC
- 01.2014

VISN, Bay, VAMC
- 01.2013

VISN, Ralph H. Johnson VAMC
- 01.2013

Action officer

H. Johnson VAMC
- 01.2012

Senior Analyst

US Army
- 01.2012

US Army, Womack Army Medical Center
- 09.2011

US Army, Womack Army Medical Center
- 01.2009

High School Diploma -

Davison Senior High School

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