Yonna Diggs

• Maintained detailed records of employee progress throughout training programs, allowing managers to easily track improvements over time.
• Provided ongoing support for alumni of technical training programs, answering questions or offering additional resources when needed.
• Conducted thorough needs assessments to identify areas for improvement in training materials and methods.
• Enhanced employee technical skills by developing comprehensive training modules and hands-on workshops.
• Created courseware using online learning management system tool and various graphics and multimedia software programs.
• Oversaw technical documentation, instruction and evaluation to meet IT education initiatives.
• Evaluated training effectiveness through regular feedback surveys, making necessary adjustments to course content as needed.
• Standardized company-wide technical documentation by developing clear guidelines and templates for use in all departments.
• Led syllabus preparation based on detailed breakdowns of technical concepts.
• Blended traditional learning approaches with existing and new technologies and used variety of learning tools to create and deliver learning programs that produced results.
• Supported IT department in resolving complex issues, applying extensive knowledge of various technologies and systems.
• Cultivated customized curriculum and course content to address organizational technology training mandates.
• Updated training coursework and requirements according to group and technology changes.
• Worked with video production team and developed new training content in various distribution channels.
• Stayed up-to-date with industry trends, attending conferences and webinars to ensure relevant information was incorporated into training materials.
• Collaborated with technical manager to identify key areas necessitating training based on software and equipment design.
• Collaborated with subject matter experts to develop tailored courses for specific roles within the organization.
• Improved productivity across departments by delivering engaging workshops on time management and effective communication techniques.
• Compiled IT training and assessment resources based on understanding of technical processes and skills-development needs.
• Analyzed and evaluated training effectiveness and program outcomes.
• Facilitated virtual, in-person and blended learning sessions.
• Utilized variety of instructional design methodologies to create effective learning experiences.
• Conducted needs assessments to identify gaps in performance and develop targeted learning solutions.
• Developed training manuals for CI Agents/CI Analyst positions according to strict company guidelines and government protocols.
• Designed and delivered web-based, self-directed learning materials.
• Created and oversaw IT training programs for operations.

Served as Program Analyst and Facilitator to the Trilateral Partnership Agreement AUKUS Initiative for the Plans and Strategy (N3/N5) principal advisor to the Chief of Naval Operations (CNO). Our major focus was on joint operations and the development of joint strategies, plans, programs, and policies. I facilitated and participated in a trilateral security group of stakeholders from Australia, United Kingdom and the United States in monthly and weekly meetings to discuss and define the requirements for future submarine capabilities in the Indo-Pacific area. The project goals were to assess the current fleet and outline the strategy required to strengthen military submarine manpower capabilities, boost industrial capacity and promote stability and security that would increase underwater warfare fighting capabilities. This position required the development of issue papers, high level presentations, leading focus groups and conducting teleconferences in a Sensitive Compartmented Information Facility (SCIF). The group’s goal and end product deliverable were an inclusive report, which went through the chain of command and up to POTUS desk for final signature and approval.

• Codify requirements for establishment of future Programs of Record, and collectively provide the government with justification for programming and budgeting in the POM process
• Complete Programming Tasks during the POM Cycle (pre and post), (RO) Support
• Analyze, evaluate and prepare program briefs, reports and correspondence
• Provide program support for reviews, conferences, briefings and other meetings
• Provide support in pre-acquisition and acquisition strategy planning and implementation
• Participate in working groups, conferences, integrated product teams (IPTs) and meetings, as directed by the government.
• Program and Quantitative Analysts Support
• Prepare and maintain program documentation
• Assist in requirements development and supporting operational analysis, to include modeling & simulation
• Assist in developing, executing, and presenting special studies and analysis
• Specific areas of analysis to include but not be limited to: unmanned systems, cross-domain communications, distributed sensors, power distribution, autonomy, future submarine requirements and concept migration to program of record
• Provide program support by reviewing Joint Capabilities Integration and Development System (JCIDS) documents for Tactical Submarine and UUV
• Make recommendations for issue resolution
• Perform and provide reviews, analyses, studies, documentation, and recommendations for system design including technical expertise in system engineering, software engineering, logistics, test and evaluation and training

• Optimized departmental performance with thorough needs assessments, aligning training programs to business objectives.
• Achieved greater efficiency in the delivery of training programs by leveraging technology and digital tools for content creation, learning management, and reporting.
• Enhanced employee retention by implementing comprehensive training and development programs.
• Evaluated success of training programs and recommended improvements to upper management to enhance effectiveness.
• Streamlined onboarding processes, ensuring new hires were equipped with necessary skills for success in their roles.
• Led cross-functional teams to develop organizational competency models, providing clear career pathways and development opportunities for all employees.
• Increased employee engagement, delivering customized training solutions tailored to individual learning styles.
• Expanded internal talent pipeline by guiding high-potential employees through structured leadership development programs.
• Evaluated program effectiveness using key performance indicators, driving continuous improvement efforts in curriculum design and delivery methods.
• Championed diversity and inclusion efforts, embedding inclusive practices into all aspects of the learning experience at every level within the organization.
• Collaborated with cross-functional teams to integrate relevant industry trends into training materials and course content.
• Spearheaded e-learning initiatives as part of blended learning solutions, increasing accessibility of training resources for remote workers or those with scheduling constraints.
• Improved overall workplace productivity by designing competency-based curricula for essential job functions.
• Facilitated change management processes during organizational transitions, providing support through targeted training interventions for affected employees.
• Alternated training methods to diversify instruction, strengthen learning opportunities, and enhance program success.
• Developed and implemented comprehensive training program to increase employee productivity and morale.
• Coordinated technical training and personal development classes for staff members.
• Monitored and evaluated training performance to determine quality and cohesiveness.
• Communicated all learning and performance objectives, schedules, and training assessments to upper management.
• Collaborated with other departments to align training programs with organizational goals and objectives.
• Managed development of e-learning training materials and activities to enhance learning experiences.
• Organized and edited training manuals, multimedia visual aids, and other educational materials.
• Conducted research and analysis of learning needs of employees to develop targeted training programs.
• Prepared and distributed manuals, handouts and online tutorials to provide employees with training materials and resources.
• Directed training programs and development paths for managers and supervisors.
• Trained staff during demonstrations, meetings, conferences, and workshops.
• Analyzed effectiveness of training programs at all levels and recommended updates.
• Researched and obtained relevant course materials to achieve training objectives.
• Drove departmental performance and achievement of service levels through focused team operational reviews, structured coaching, and managing to enterprise targets.

• Manages the 0rganization’s Career Development Program for the Navy's Graduate Education Program.

• Develop and implement different business programs to align the work force and key agency initiatives through organizational effectiveness guidance with leaders, identifies, develops and implements different business policies and procedures.

• Designs, develops, coordinates, implements, delivers, and evaluates training programs that support organization objectives and are aligned with the organizations strategic plan.

• Provides coaching, facilitation, team development, whole systems analysis, process reengineering, and organization development services in consultation with leaders from all levels of the organization to implement organization improvement initiatives and assure alignment with the organizations strategic plans.

• Develops and implements manager and staff development programs that support the organizations succession plan.

• Carries out organization assessments, makes recommendations for change, helps design new structures and jobs, and works to redesign management processes to meet quality standards. Helps establish organization-wide processes that create organization health and employee satisfaction.

• Provides project management for organization-wide projects/initiatives as required, facilitating team efforts and helping to define project goals, timelines, resource requirements and planning to cope with conflict or stressor points in the plans.

• Assesses risks associated with various change initiatives/projects and suggests and implements actions to manage any negative impacts.

• Upon request, coaches leadership teams at all levels of the organization to expand their leadership and change management competencies.

• In the Assessment Branch (N150), Education and Training Division
• Determines capability of Learning Centers throughout the Navy resulting in providing resource balance and individual skill training requirements
• Conducts strategic gap analyses and identifies supporting objectives for the strategic plan and recommend changes to existing plan and policies
• Performs enterprise strategic performance governance functions and organizational analyses to support executive decision making
• Identifies short/long term impact of strategic concepts and solutions sets by conducting cost benefit analysis (ROI), feasibility analysis, business case analysis
• Served as Contracting Officer's Representative(COR) to the N15 Department, for all contracting of services for various requirements
• This included working with the Contracting Officer, Budget Officers
• Internal and External Customers and the Primary Contractor
• All contracts statement of work we reviewed to ensure that the government received the services as per the provisions within each contract
• Additionally, I served as the point of contract for all IG investigations and provided oral and written feedback to any questions on discrepancies
• Serving as Policy Analyst in the Manpower, Personnel, Training and Education (MOTE) Department, I serve in strategic partnership with other departments in providing analytical support in assessing current and future manpower requirements, based on the strategic goals set by top Navy Fleet Commanders
• Working in partnership with major stakeholder in moving away from past practices of downsizing and moving toward more practical efforts in overall force shaping, by implementing tools designed to better align manpower and personnel through precision based applications
• As, for the OPNAV N1 Employee Resource Group (ERG) I worked with leadership to assess the training needs off N1 civilian personnel in collaboration with the N1B1
• Assessed data modeling and statistics to integrate high-level business processes with data rules.
• N1 Speed Mentoring, allowing civilian and military personnel to collaborate with senior civilian and military personnel to discuss career development and options.

• Street NW; Larry Blevins, of the Career Resource Management Center, with major duties that required working with executive leadership on talent development and management, workforce planning, performance coaching, succession planning, career development, organizational design and development and change management
• Duties include: Advised and collaborated with key level GPO managers in defining agency-wide program goals; directing studies and formulated objectives and master plans for goal accomplishment
• Directed studies and formulated curricula incorporating progressive skills with latest developments in the field
• Developed the first agency Leadership Development Program to aide in the succession planning for the future workforce
• Career Planning - Developed the agency's Individual Development Program (IDP) to assist managers in facilitating employee development through a two-way commitment in addressing their training and developmental needs
• Performed Front End Analysis to identify and assess categories of employees that required training
• Devised an action plan that included conducting interviews with supervisors, managers, employees and subject matter experts, focus groups, on-line surveys and customer feedback
• I briefed the agency head on final results
• Evaluation - Utilizing the Balance Scorecard, identified mission and support oriented processes and translated them into quantifiable data making it easier to measure the efficiency and effectiveness of the various training programs and initiatives
• Succession Planning - Developed a process that helped in identifying and developing candidates for senior-level positions to ensure the continuity of managerial expertise and leadership skills in GPO enterprise wide
• Performance Coaching - Develops Individual Development Plans and review performance plans to establish bridge between training initiatives and performance goals by interviewing supervisors, managers, employees, SME's and observation
• Learning Management System (LMS) - Adept at utilizing a LMS to review required learning paths, track progress against the learning path, review records of success, and register for additional courses through various media that included web- based training, or webinars Career Development Program - Program Manager of Career Services, which offers career assessments, workshops, resume writing, interviewing skills, job search strategies, networking opportunities, individual career coaching, interest inventories, goal setting, action plans, and consultative services for managers and executives of the agency
• Return on Investment (ROI) - Utilizes the ROI Methodology to collect data to create a macro-level scorecard for the learning and development function
• Utilizing Kirkpatrick's four levels of evaluation, customer feedback and performance data, established metrics that measured effectiveness of training efforts
• Organization Development - Analyzed GPO organizational structure, processes, responsibilities, operating procedures, and work processes; making recommendations for improvement
• Training Program Development - Developed content and implementation plan for GPO's training programs
• Delivered a variety of training courses to support individual and organizational success
• Knowledge of and experience with e-Learning; web based learning, Learning Management Systems (LMS) and other training technologies
• Formulated agency-wide Continuing Education Program for over 2500 employees to re-train employees for future agency recruitment goals
• Utilized GSA schedules, Blanket Purchase Agreements and Task Orders to procure goods and services required to support the various programs
• Developed, conducted and managed GPO's annual training needs analysis to review current training, identification of training gaps, development or statement of training requirements, and avenues to review training or program options
• Formulated Agency-wide competency models based on targeted future workforce needs of the agency
• Offered consultative services to all GPO's business units Enterprise-wide to identify training solutions that will meet their current and future workforce requirements.

• CONCEPTUALIZED AND DEVELOPED the First Annual Military Spouse Career Expo at Henderson Hall
• July 2005, establishing a forum via a conference that provided information, inspiration and educational information, targeted at meeting the unique needs and issues of the military spouse
• Currently, this model was adopted and utilized by the Joint
• Services and used to conduct the Second Annual Military Spouse Expo at Ft
• Belvoir, June 2006
• The initiative was a phenomenal success! Served and delegated complete authority as Program Manager in the coordinating and managing of all contingency and mobilization readiness planning and family support program efforts for Naval Reserve
• Families nationwide
• Empowered with authority to determine program goals, courses of action and coordination of program with sister services to improve quality of life programs for Naval Reserve families
• Implemented and applied quality principles such as teamwork, quantitative decision making and continuous process improvement to meet the needs of the Naval Reserve Forces mission
• Maintained direct contact and participated as liaison with Office, Secretary of Defense (OSD) Office of
• Family Policy and Support, OSD Reserve Affairs, Employer Support of the Guard and Reserve (ESGR)
• Chief of Naval Installation (CNI)
• Veteran's Administration, American Red Cross, Tricare and all agencies and organizations that interact with the Naval
• Reserve on family quality of life related matters
• In addition, represented VADM Herodotus with the above agencies and developed and delivered presentations and training to military and civilian audiences on the full scope of family and quality of life issues and programs, throughout the Naval Reserve Force
• Presented papers, proposals and press statements in support of the program
• Planned, coordinated and executed national conferences, workshops and training events, which were evaluated for their effectiveness and impact on the program
• Established on-going program evaluation plans, through site visits, process reviews, studies and surveys located at Naval
• Reserve Centers and Readiness Commands nationwide
• Developed Lifecycle cost analysis of current and projected training and education programs for Reserve
• Ombudsman nationwide
• As the mission of the Naval Reserve Forces changed, I had to restructure and reform the goals and objectives of the Reserve Family Program
• In addition, as funding changed, conducted long range planning in view of future requirements and mission plan
• Wrote and edited materials tailored to specific media and audiences in order to promote a thorough understanding of policy and issues of the that affected Reservist and their families and determined the need for publicizing programs and preparing written materials to foster support of Navy Reserve Family
• Programs
• Composed talking points for high level officials to use during briefings or broadcast
• Utilized all news media communication tools to inform the public about issues relevant to deployment of the Naval Reserve
• Forces
• Planned and prepared news stories and feature articles for various national military magazines and newsletters
• Experience in writing a variety of articles, news releases and speeches conveying information and clarifying the organization's operations, programs and activities to specialized audiences and the general public
• Established and maintained effective working relationships with local and national government, congressional and media representatives and with community groups
• Skill in making oral presentations to various internal and external groups informing them of programs, objectives and activities, utilizing video teleconferencing, satellite broadcast, radio and television and computer based media.

• Of the Training Command
• This position requires the following:
• The position is located in the G-1 Branch, Training Command (TCOM) , Training and Education Command, Combat Development Command (MCCDC) which is directly responsible to the Assistant Chief of Staff
• G-1, Training
• Command for all matters pertaining to personnel management of over 8500 military and civilian personnel which support the Training Command
• The mission of the G-1 is to provide manpower guidance and oversight to the subordinate commands within TCOM and the branches, divisions and centers which comprise civilian personnel
• The Military Affairs
• Section supports validation of military structure and manpower requirements
• Assists in providing subordinate commands with oversight, prioritization, justification and validation of their manpower requirements, reflected in the Table of Organization pertaining to the requirements for training programs
• Analyzes current and projected mission requirements, environmental influences, attrition and retirement trends, and workload forecasts to identify current and future manpower requirements
• Provide the G-1 with technical advice and procedural guidance to the Commanding General, TCOM on all military and civilian staffing and structure issues
• Position requires comprehensive knowledge of the range of laws, regulations, principles and methods applicable to the various programs sufficient to provide authoritative advice and develop new approaches to unprecedented issues
• Expert on all matters pertaining to planning, programming and validation of structure and staffing requirements (civilian and military) associated with the Marine Corps training mission
• Civilian Employment - Served as expert advisor to Training Command on all Human Resource matters
• Duties includes the following:
• Performance Awards Review Board (PAR): Served a Director of the PAR Process of the civilian employee, which included writing the policy and business rules that established guidance for the orderly process of distributing awards to the entire civilian population, based on performance
• Set up Selection Panels for recruitment of senior level positions
• Ensured panel members understand
• HR and EEO regulations, so as to avoid future complaints
• I served on the selection panel to provide advice to the Board, as required
• Leader of Succession Planning Team to identify critical positions in the Command and developed programs for career pathways to ensure continuity processes to ensure there would be no loss in talent, should the position become vacant due to promotions, retirements or separations
• Managed all human resource issues on all personnel matters that dealt with pay, benefits, retirements, or labor relation issues
• Effectively worked with supervisors in the implementation of Individual development plans, and sought opportunities to create career ladder positions, that provided an opportunity for employee to excel to higher level GS positions
• Worked in partnership with Employee Relations
• Military Manpower Resource Management
• Conducts long-range planning to validate and evaluate prospective realignment of or modifications to military manpower strengths, authorizations, and associated documents (e.g
• T/Os)
• Develops and coordinates initiatives, requests, and modifications assessed within the context of the overall Marine
• Corps manpower programs, consistent with the governing regulations and requirements, including those pertaining to enhancement of efficiency and effectiveness
• Plans, programs, manages and evaluates a military training manpower program encompassing approximately 52 organizations throughout the Marine Corps, as well as joint and multi-service activities for which the Marine Corps provides manpower support
• Identifies and validates manpower requirements consistent with their assigned missions, functions and available fiscal resources; develops the manpower portion of the Organizations Program Objectives Memoranda (POM) and Five Year Defense Plan (FYDP), including preparing and presenting persuasive briefings justifying Marine Corps recommendations and requirements; and developing policy statements and other substantive and procedural directives relative to the training manpower program
• Serves as an expert advisor to the subordinate commands; other Center Directors: institutions; and other key officials within and outside the Marine Corps on all matters pertaining to military manpower requirements and initiatives
• Personnel Management
• Directs the work of a section of administrative personnel responsible for performing mission program activities, Plans work to be accomplished by subordinates and assigns work based on priorities, considering the difficulty and requirements of the assignments, and the capabilities of subordinate employees
• Revises schedules to meet changes in workload considering factors such as workloads, availability of manpower, and processing time requirements
• Gives advice, counsel and/or instructions to employees on work and administrative matters
• Coordinates with representatives of other organizations concerning matters of work accomplishments, priorities, and procedures, and changes and problems that affect outside organizations
• Develop performance standards and evaluates work performance of subordinates
• Makes changes in organization of work to improve workflow, services rendered, and increase productivity
• Recommends and justifies to the AC/S, G-1 changes that may increase costs or affect services
• Hears and resolves complaints from employees, referring more serious complaints to higher level supervisor
• Effects minor disciplinary measures
• Identifies and arranges for training needs of subordinate employees
• Interviews candidates for positions in the sections recommends appointment, promotion, or reassignment to such positions.