Industrial and Organizational Psychologist who adds value to organizations by gathering data, assessing needs, and implementing development activities that support performance at the organizational, team, and individual levels.
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Provide technical knowledge of development, delivery, and evaluation of training programs and services. Continue to support all home component training activities during detail.
Key Accomplishments:
Identified strategic requirements to stand up centralized training office
Defined budget line items for centralized training budget
Created straw proposal delineating centralized and retained training functions for the decentralized organization
Completed field activity data collection to establish baseline development policy and activities of each component
Briefed results to stakeholders and coordinated with management and other training officers to build consensus for proposed program office recommendations
Now managing contract to (1) test and compare Learning Management Systems for selection; (2) recommend program office structure and position mix to meet established requirements; and (3) develop standard operating procedures for needs assessment, course design, and evaluation of training
Primary point of contact for all employee development policies and practices.
Developed processes for and manage ongoing the effective delivery of two internal leadership development programs, a job rotation program, online library, and coordination for all external development programs.
Review and approve all individual training requests.
Conduct needs assessments through interviews, focus groups, and surveys.
Design and deliver classes, orientation briefings, and monthly talent management events
Prepare presentations for senior leaders
Oversee organizational compliance for mandatory training courses
Training new Government analyst to support development programs and services and implement evaluation plans
Key Accomplishments:
Selected for the Federal Internal Coach Training Program (FICTP), with an anticipated graduation date of March 2016.
Requested by senior leadership for detail to provide strategic planning for stand up of centralized training and development office.
As part of a cross-component task force, reviewed and interpreted training and development policy changes to improve employee development policies, processes, and practices
Designed new Leadership Development Program curriculum for 2016 to create a cadre of employees prepared to move into the next tier of management.
Revised junior leadership development program to standardize training and provide practice in core leadership skills (e.g., communication, decision making, influence, etc.).
To evaluate program effectiveness, added learning and behavioral evaluations to leadership development programs (e.g., in-class tests, behavioral feedback from supervisors following classes, and student briefings to the training class, supervisors, and the organization at large).
To achieve 100% employee awareness of Talent Management programs and services, brief individuals, teams, and directorates on all available training and development programs and services; implemented monthly New Hire presentations on development opportunities; and initiated a training email blast to reach all Government staff.
In response to new employee development policy, co-designed an Individual Development Plan (IDP) template for all DHRA components, created supporting component IDP policy, and initiated change management activities to introduce the new policy and equip employees and supervisors with the knowledge and skill to complete requirements.
Managed the work of a team of contract staff to design and implement new, low-cost talent management programs and services (i.e., talent management website, job rotation program, online library with resources mapped to competencies and performance standards, etc.)
Conducted human capital needs assessment study to evaluate workforce skills for future selection and development activities.
Wrote requirements and served on Source Selection and Evaluation Board (SSEB) for a talent management contract.
Led project teams for the Status of Forces Survey of Active Duty Members, an annual survey of the military branches.
Coordinated with policy offices to identify data priorities, designed the survey, developed project plans, managed team activities to meet deadlines, and oversaw analysis of results.
Conducted ad hoc analyses for the White House, DoD policy offices, and Congressional Offices to enable real-time program evaluation and budget decisions.
Managed two additional external survey projects with compressed schedules to meet urgent data requests.
Led focus groups on sensitive HR topics for the military service academies.
Key Accomplishments: Reviewed other DoD agency surveys to ensure compliance with human subjects and scientific standards.
Provided expert advice and consultation for the development of evaluation methods to assess the outcomes of a cross-agency pilot program transitioning veterans with military medical experience into a new civilian-equivalent position in VA hospitals.
Presented at professional conferences and served as a rater for conference submissions.
Received three awards for high performance, ensuring data quality, and providing exceptional service to clients.
Served on Technical Review Team for Source Selection and Evaluation Board (SSEB) that reviewed, evaluated, and rated technical quality of contract proposals.
Supported organizational development by reviewing competency model profiles, drafting position descriptions, and conducting a divisional health assessment.
Participated in research of leadership and training to maximize individual and unit performance and readiness to meet Army missions
Completed literature reviews, collected and entered data, conducted quantitative and qualitative analyses, and wrote sections of technical reports
Key Accomplishments: Created unit literature database for four research teams to share knowledge across projects
Presented research at the Human Factors and Ergonomics Society Conference
While a full-time graduate student, provided undergraduate instruction and education in Training in Organizations, Research Methods, and Behavioral Statistics
Provided consultation to define organizational and customer needs
Used results of needs assessment to customize off-the-shelf training to support sales and service requirements of eleven financial markets
Conducted needs assessments, designed training programs, and evaluated participant learning and behavior change for product and sales training of corporate divisions and 30+ community banks
Established schedules and communications plans in coordination with customers, peer curriculum designers, and management to deliver development tools and programs
Led train-the-trainer sessions for regional trainers on product and sales instructional programs
Revised curriculum of commercial banker program, evaluated effectiveness of development programs and instructor performance, and managed vendor relations to meet audience and business needs
Key Accomplishments:
Developed and delivered cross-functional training for highly-regulated product; planned and implemented five-state rollout of same training program, including delivery of train-the-trainer courses for regional relationship managers
Revised change management training program and initiated delivery for all converting banks
Training program included participant development of individual, supervisory, and executive change plans that were utilized by banks after training to facilitate the conversion transition period
Provided teambuilding training for leadership team of a local health care organization in support of community outreach
Earned certification as Professional in Human Resources (PHR)
Catalogued and aligned a development resource library to a customized competency model
Results enabled employees to identify appropriate development materials following performance reviews or 360 feedback
Led behavioral assessments to identify strengths and development opportunities of managers and executives
Responsibilities included conducting interviews, participating in role-plays, rating behavioral observations, scoring in-basket exercises, integrating assessment results, and providing verbal feedback to participants
Wrote client reports summarizing assessment results, hiring and/or promotion recommendations, and development steps for assessment participants
Participated in creation of custom competency models and development resources
Conducted train-the-trainer courses for client organizations on delivery of 360-degree / multirater feedback results
Organized and facilitated off-site assessment centers
Maintained highest sales average in every branch where employed during management training and after promotion
Nominated twice for a statewide Commitment to Excellence Award
Established profitable sales relationships with competitors' referral sources
Supervised management trainees, providing feedback and coaching as needed to maximize individual and office performance
With co-management, led our branch to earn the Taylor Award for most improved customer service scores in the state
Resolved service issues, collected accounts receivable items, and prioritized administrative and sales activities in a fast-paced environment
Beal, S. A., Dyer, J. L., James, D. R., Wampler, R. L., and Johnson, V. (2008). Assessment of Drill Sergeant candidates' experience and training with warrior tasks and battle drills (Study Report). Arlington, VA: U. S. Army Research Institute for the Behavioral and Social Sciences.
Pleban, R. J., Tucker, J. S., Johnson, V., Gunther, K., and Graves, T. R. (2009). Training situation awareness and adaptive decision-making skills using a desktop computer simulation (Research Report). Arlington, VA: U. S. Army Research Institute for the Behavioral and Social Sciences.
Goodwin, G. A., Tucker, J. S., Wampler, R. L., Gesselman, A. N., and Johnson, V. (2010). The retention of digital skills following distributed and traditional training. Research Report in preparation for the U.S. Army Research Institute, Arlington, VA.
Johnson, V., Pleban, R. J., and Tucker, J. S. (2009). Investigating the effects of desktop computer simulation training on situation awareness and adaptive decision-making skills. Poster presented at the annual meeting of the Human Factors and Ergonomics Society, San Antonio, Texas.
Johnson, V., Svyantek, D., Farmer, A. J., Franco-Watkins, A., and Lewis, P. (2011). Individual differences and the situation in risky choice decision making. Poster presented at the Association for Psychological Science 23rd Annual Conference, Washington, DC, May 2011.
Johnson, V., Zusman, R., Wessels, K., and Lipari, R. (2011). June 2010 Status of Forces Survey of Active Duty Members: Housing. Panel presentation at the 23rd Annual Professional Housing Management Association Professional Development Seminar, New Orleans, LA, January 2011.
Pleban, R.J., Graves, T.R., Miller, M.L., Donigian, A.M., Branciforte, J.V., Johnson, V.F, and Matthews, M.D. (2010). Thematic analysis of military academy cadets' experiences of ethical decision making: Training ethical perception in the West Point Negotiation Course. Poster presented at the Association for Psychological Science 22nd Annual Conference, Boston, MA, May 2010.
Pleban, R. J., Tucker, J. S., Johnson, V., Gunther, K., and Graves, T. R. (2009). Training situation awareness and adaptive decision-making skills using a desktop computer simulation (Research Report). Arlington, VA: U. S. Army Research Institute for the Behavioral and Social Sciences.
Tucker, J. S., Gesselman, A. N., and Johnson, V. (2010). Assessing leader cognitive skills with situational judgment tests: Construct validity results (ARI Research Product No. 2010-04). Arlington, VA: U.S. Army Research Institute for the Behavioral and Social Sciences. (DTIC No. ADA 530102)
References available upon request.
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