Leticia C. Arceneaux

Serves as the Supervisor of the Classification and Position Management organization and a member of the BPA HR management team with responsibility for planning, supervising, and leading all programs, systems, and work processes that are necessary to perform the critical mission and support activities required of the Human Resource Service Center. Responsibilities include developing, implementing and evaluating all programs and policies to ensure the timely delivery of products and programs in support of Bonneville Power Administrations strategic business objectives. Position Management responsibilities include determining and allocating the necessary resources, including staff, and is responsible for their effective and efficient utilization in support of goals, objectives and functional responsibilities.

Serves as the Senior Classification Representative and Classification authority for the Bonneville Power Administration (BPA), a Shared Service Center (SSC) under the Department of Energy. Established and implemented the BPA SSC Classification Program resulting in BPA regaining Classification authority over all federal positions. Serves as the BPA lead for technical guidance on implementing and administering position classification programs in BPA organizations and facilities. Provides technical guidance and assistance to BPA managers and the Staffing and Classification staff to maintain and ensure position classification accuracy and consistency in interpreting and applying position classification standards and classification guidance in support of major program implications.

Responsible for the classification, evaluation, compensation and maintenance of all BPA's Federal Positions and yearly audit of those positions to ensure compliance and application of OPM Standards and Appeals. Led BPA to the highest passing rating for the Department of Energy on our yearly Human Capital Management audit in regards to our Classification Program. Provides professional classification advice and provides determinations on appropriate pay systems, occupational groupings, titling and grades for all 3100 BPA federal positions. Leads the team with and requires a 100% review of all BPA positions to ensure proper classification which resulted in over 700 position descriptions to be completed in one year time frame.

Provides Staffing, Classification, BPA managers and supervisors information on Position Management and Organizational Designs. Provides authoritative advisory service to BPA staff on position management issues. Identifies solutions to overcome a broad range of position management complexities brought about by the numerous types of different and dynamic business needs and occupations represented across BPA (e.g., scientific and engineering, other professional, IT, technical, and assistance occupations and a variety of hourly occupations). Reviews trends, data and OPM appeal decisions involving controversial or precedent setting cases and advises BPA managers and staff on the accepted principles and rules of judgment in analyzing complex individual position and organization structure issues (e.g., resolving borderline pay category issues affecting large numbers of positions, applying broadly written guides to rapidly evolving professional or equivalent occupations, and resolving highly contentious mixed series/mixed grade, interdisciplinary fields, impact of the person on the position, and equivalent issues with widespread internal and potentially external impact). Conducts extensive self-initiated or problem driven studies to determine what guidance is necessary and feasible to effectively implement the BPA position classification, evaluation and position management program effectively.

Developed and implemented quarterly trainings (How to write PD’s, Planning for reorganization, Planning for better position management, etc.) for managers and employees to better understand the Classification Process & the roles we all play in this process. The trainings were adapted and implemented as a standard practice for the Department of Energy.

Works closely with appropriate program officials and staff to explain classification decisions in regards to controversial situations and determines the impact of those decisions. Works with managers on appeal options and provides a comprehensive overview of the process. Participates in the identification, design, development, and implementation of more efficient ways to deliver classification and compensation products and services to Staffing and Classification, BPA managers and staff through a variety of resources. Educates managers and employees about classification and position management programs and options and reviews and analyzes all new and proposed legislation, administrative rulings, decisions, and regulations for impact to BPA.

Serves as a Human Resources Specialist and subject matter expert in regards to all position management and classification advisory services for the Lackland Air Force Base Civilian Personnel Office. Responsible for carrying out a full range of position management and preliminary classification advisory services and provides assistance and advice to each of the civilian personnel functional areas, Air Force Personnel Center Classification and Lackland installation managers. Assists in identifying instances of job dilution, supervisory layering and inadequate position management and provides advice on obtaining the most efficient and functional organizational structure. Considers and advises management and civilian personnel functional areas in regards to impacts for proposed reorganizations, position restructuring and transformation initiatives and how they will affect other positions in the organization, manpower requirements, overall organizational structure and/or resources. Develops alternative job restructuring and organizational design recommendations to assist managers in long-range and initiative planning. Reviews and provides classification advisory for already established and newly established position descriptions. Provides management with advice to determine job objectives, position structure and ultimate desire for the establishment or reorganization of positions within their organizations. Reviews all documentation which includes justification, organizational charts, Unit Manning Documents and position descriptions to provide a justified need for the change or establishment of all new positions. Coordinates and advises on realignment processes, manpower study implementations, restructuring and transformation initiatives.