Duties: Over 25 years of professional leadership experience in human capital, program, and operations management in challenging and highly competitive environments.
Senior HR Program and Policy Advisor to the Director, Defense Civilian Personnel Advisory Service, HR Operational Programs and Advisory Services for a variety of complex HR programs and issues.
Senior HR advisor and program manager reporting directly to the Deputy Assistant Secretary of Defense for Civilian Personnel Policy on the design and implementation of the Department of Defense's new Performance Management program.
Formulates and implements policies that cover all phases of New Beginnings, which is the Department of Defense's new personnel authorities established under NDAA 2010 and NDAA 2012.
Coordinates and negotiates policy development with OSD, OPM and Federal Agency principal officials and labor representatives to advance new concepts and to meet specialized needs of all constituencies and stakeholders.
Identifies program trends and problems and initiates policy modifications and updates.
Develops and coordinates new directives, instructions, and manuals, and reviews and maintains currency of existing policy publications.
Serves as the Senior HR analyst/supervisor for the Defense Civilian Personnel Advisory Services' Functional Requirement team, which is responsible for identifying gaps between identification of business and functional problems/opportunities' and investment in information systems upgrades and new development.
Serves as supervisor of team responsible for capturing and translating business and functional needs into HR systems or process changes.
Initiates action, develops program proposals, conducts special studies, and develops supporting results, recommendations and/or guidance that enhance DoD mission effectiveness.
Effective leader, team builder and communicator with administrative skills demonstrated in developing policy, programs and incentives.
Comprehensive knowledge of organizational structure, change management, and implementing operational improvement through technological innovation.
Proven administrative and financial management skills coupled with equally strong ability to lead high performance teams and drive results that support the organization's vision, mission and goals.
U.S. Army Human Resources CommandFort Knox, KentuckyDivision Chief Supervisor
Jon Finke~ (502) 613-5300; Contact: Yes.
Salary: $96,690 per year (GS-14).
Hours per week: 40.
Duties: Full deputy to the Division Chief.
Plans, coordinates, directs, controls, supervises, and manages all day-to-day operations within the division.
Effects all internal coordination and control over the division's branches, for over 90 civilian and military authorized personnel.
As the senior human resources specialist within the division, incumbent has overall responsibility for execution of all current actions that effect and significantly influence the management of enlisted personnel in the United States Army and the management of Directorate operating systems.
In consultation with branch supervisors, plans, oversees, and administers the overall division work operations, sets priorities for actions to be worked, and establishes objectives for various projects ongoing within the division.
Makes decisions on work problems presented by branch supervisors.
Collaborates and coordinates with peers, other division chiefs, the director and the deputy director of EPMD to negotiate, decide on, and coordinate work related changes affecting other activities.
Advises higher level management officials of issues/concerns involving the relationships of the operations supervised to mission accomplishment; quality and quantity of performance standards; procedural, policy, and regulatory compliance; and technical competence.
Initiates all changes in the organizational structure and functional alignment of responsibilities among the branches, balancing workload to increase effectiveness and productivity of operations.
Gains approval from the division chief and higher authority as required to implement changes.
Serve as HRC CP 50 Intern Program manager, responsible for identifying intern requirements, monitoring selections, developing training plans and approving IDPs.
Develops, implements and executes CP 50 Functional Chief and Functional Chief Representative programs.
Program responsibilities include; establishing and revising long-range plans, goals, and objectives to accomplish the Division and Directorate missions.
Serves as the Army's functional proponent for enlisted assignment procedures and supporting Army regulations.
Oversees and directs the operation, maintenance, and enhancement of the Enlisted Distribution and Assignment System (EDAS).
Manages directorate support operations including military and civilian personnel management, financial management, and automation management.
Supports and oversees special programs including congressional and VIP correspondence, threat to life cases, and cancellations/remission of indebtedness.
Manages and operates the Compassionate Review and Assignment System, the Exceptional Family Member Enrollment and Assignment Program, requests for Continuation on Active Duty (COAD), Soldiers reassigned from Warrior Transition Units (WTUs), and the Assignment Deletion, Deferment and Stabilization programs.
Oversees and directs the organization's Management Control Program (MCP) for the Directorate.
Develops, implements and execute management responsibilities for functional proponent programs.
Initiates formal studies and projects designed to effect improvements in automated systems support and to update internal and external policies and procedures related to the enlisted personnel management functions.
Determines resources to be devoted to division programs and special projects by initiating or terminating various programs, by specifying degree of program emphasis, and by deciding the extent of program revisions, as required.
Determines short range plans and objectives and assists the Division Chief in the development of long range plans and objectives for the division.
Evaluates division program goals and objectives.
Recommends modifications to the Division Chief while adhering to the overall goals and objectives of the command and the directorate.
Makes work load shifts among and within branches.
Apprises the Division Chief of problems having an impact on assigned programs.
Represents the Division Chief at meetings, conferences, and discussions with other elements of HRC or the DA, ASA, or OSD staffs.
Generates reports and projections for use in short range and long range strategic enlisted personnel management planning.
U.S. Army Human Resources CommandArlington, United States, Virginia
Enlistment Bonus and Incentives Program Manager Fort Knox, Kentucky Supervisor: Doug Weiner~ (502) 613-5586; Contact: Yes Salary: $68,809 per year (GS-12) Hours per week: 40 Duties: Analyzes, evaluates, and coordinates recommendations on individual military Occupational Specialties (MOS) data (approx 300 MOSs) to recommend which MOS should be included in the Enlistment Bonus (EB) Program and the dollar level of incentive that should be authorized the MOS.
Analysis and coordination must consider current and projected manpower requirements and inventory for each MOS; accession loss rates; recruiting objectives, performance, and priorities; training program levels, training input, course and MOS attrition rates; Delayed Entry Program (DEP) commitments, MOS substitutability; quality mix of initial accessions to the total inventory in the MOS; training costs; authorization changes; and related information.
Develops, analyzes, executes, and evaluates the more complex aspects of the EB Program.
Program manager for all policies related to Army Education incentives, such as the Montgomery GI Bill program, Army College Fund, Loan Repayment Program, and Post 9-11 GI Bill.
Additionally, incumbent assists in developing, analyzing, executing, and evaluating the Selective Reenlistment Bonus (SRB) Program.
The duties include analysis and evaluation to determine program applicability, develop and interpret program entitlement, develop monitorship methods, evaluate program effectiveness, develop program forecasts, review and monitor expenditures, and develop program revision recommendations.
Within legislative constraints and broad office of the Secretary of Defense and Army G-1 guidelines, coordinates, reviews, and finalizes the Army EB Program policy which is published a regulatory guidance to the field in appropriate regulations, DA Circulars, and Army-wide messages.
Interprets general and precedent case policy-entitlement provision of the program based on inquires received.
Grants or denies exception to policy cases for EB in coordination with the Army G-1, or recommends alternative courses of action when applicable.
Coordinates and exchanges information within the United States Army Human Resources Command (HRC), Defense Finance and Accounting Services (DFAS), United States Army Recruiting Command (USAREC), Army Commands, Army G-1, Assistant Secretary of the Army, and the Office of the Secretary of Defense on program policy, entitlement revision recommendation to the Office of the Deputy Chief of Staff for personnel, Comptroller of the Army, or Office of the Secretary of Defense based on results of analyses.
Conducts independent analyses and studies in order to gain further knowledge and insight on first-term attrition behavior, cohort survival metrics, and personnel force trends by grade and years of service including major deviations from previous years programmed force and actual year-end inventories.
Responds to inquiries from the field, makes written recommendations to the Army Board for the Correction of Military Records (ABCMR), Congressional and White house inquires, and unfulfilled enlistment commitments pertaining to the EB program.
Serves as the functional co-manager within the Training Division for new programs in support of the personnel restructuring of the Army.
Develops procedures and analyzes, evaluates, coordinates, and makes recommendations based on MOS and grade for programs pertaining to reenlistment restriction (Excellence in Retention), critical MOS for 5-6 reenlistment terms, voluntary separation (Voluntary Separation Incentive/special Separation Benefit), and early separation (Voluntary Transition Program).
Based on analysis, justifies and recommends appropriate number of personnel by MOS and grade to separate.
Analyzes and forecasts the projected inventory using various ADP software and models as determined by the separation rates within each program.
Prepares, consolidates, and coordinates analysis and recommendations to Branch and Division Chiefs.
Analysis of these programs helps project unprogrammed losses resulting in promotions, SRB and reclassification decisions to maintain readiness.
Executes changes to the programs upon approval.
Army Staff, G-1 (02/1/2009 ~08/01/2011) ~ Chief, Post 9-11 GI Bill Policy and Army Retention Policy Supervisor: Gerald Conway~ (703) 695-7989; Contact: Yes Salary: $105, 326.00 per year (GS-14 equivalent) Hours per week: 60 Duties: Program manager and data analyst of human resource information for Headquarters Department of the Army.
Developed and implemented human resource policies for the Armys all volunteer force, ensuring the retention and reclassification of quality personnel commensurate to GS-14.
Responsible for the overall daily management of a complex administrative program which involved Post 9-11 GI Bill policy development, operational and resource management and coordination of the Total Army's retention of enlisted soldiers.
Provides policy guidance to all Army components and other Services, through written communications such as regulations re-writes, Rapid Regulation Changes, MILPER Messages and ALARACTS.
Advisor on all matters regarding medical policy management for Wounded Warriors assigned to the Warrior Transition Unit, to include development, integration, publication, and management of Department of the Army personnel policies applicable to both the Active and Reserve Components of the Army.
Works directly with Medical Command on the revision of personnel policies, programs, and legislation.
Expert knowledge on Army personnel policies and programs that impact the medical readiness of the Army.
Responsible for implementation and support of Army-wide Warrior Transition Unit consolidated and personnel policy guidance involving medical and dental readiness for Soldier mobilization readiness.
Responsible for DA policy development and plans for Active Duty Army and Reserve reenlistments.
As such, ensured the appropriate policies were in place to ensure the Army met its end strength requirements.
Served as the Army G-1's representative on DoD, OJCS, and various Federal Agency working groups in developing short to long-range reenlistment policies to support Well-Being objectives.
Developed, implemented, and ensured proper execution of reenlistment action plans designed to ensure mission accomplishment.
Responsible for the analysis of mission requirements and the adjustments in incentives, advertising and number of career counselors to ensure success of all Army Commands.
Advanced skills in managing a computer-based data system and manipulating this system to maintain and provide resource information necessary to prepare policy, programs, and budgets and to provide guidance to Army Commands (ACOM), Army Service Component Commands (ASCC), and Direct Reporting Units (DRU) for assigned functional areas.
Also responsible for the development and coordination of necessary Courses of Action and briefs to Senior Army, OSD, and other Service Officials on personnel retention issues to create a forum for senior level decision making.
Established and developed policies in coordination with the ASA (MR&A) to ensure the proper management, utilization and growth of the program.
Through deliberate and in depth research and analysis, populated the Well-Being Dashboard, which provided indicators of stress on the force.
Represented the Army on Joint-Service Working Groups, which establish eligibility and moral policy standards related to the retention process.
Proponent for AR 601-280, Army Retention Program and policy oversight for the Army's Reenlistment, Reclassification, and Assignment System (RETAIN).
Oversaw the collection and analysis of statistical retention data on a daily basis to provide responses, information, and trends on behalf of and to senior leaders of DoD, Congress and the White House in a timely manner.
Served as the Army Staff point of contact to Congressional Staffers, DoD, Department of Veterans Affairs, Office of Personnel Management, and other federal and civilian organizations for enlisted retention processing and eligibility.
Developed, prepared and reviewed legislation in support of reenlistment eligibility, programs, and system integration.
Validated funding for changes to retention systems in leveraging technology to enhance productivity and process improvement.
Reviewed exceptions to policy to arbitrate cases to the best resolution of the Army and the soldier based on contract and database record.
Led the development of policy and management of programming, budgeting, and execution of active component enlisted retention incentives and the development of reserve component incentive policy.
Served as the Army Staff liaison to congressional staffers, Office of Management and Budget, Office of the Secretary of Defense, and the Department of Veterans Affairs for enlisted retention incentives.
Also served as liaison to the Army Budget Office for any programming, budgeting, and execution year issues.
Managed Army enlisted retention incentive programs: Selective Reenlistment Bonuses, Critical Skills Retention Bonuses, MGIB-Transferability ensuring the proper funding in concert with the projection of potential applicants to ensure maximum yield to ensure mission success.
Developed and reviewed initiatives regarding additions and changes to incentives law, policy and operations including drafting and reviewing legislation to ensure the proper support on Capitol Hill.
Represented Army interests with respect to MGIB transferability to Veterans Administration and Army Family Action Plan Councils.
Collected and analyzed incentive data and provided information on trends to Army leadership, OSD, OMB and Congress.
Responded to White House, Veterans Administration, Congressional, and other agencies on issues involving incentive programs to answer inquiries and to foster support.
Arlington, United States, VirginiaU.S. Army Staff
Supervisor: Scott Kuhar ~ (502) 613-5461; Contact: Yes.
Salary: $100, 600.00 per year (GS13 equivalent).
Hours per week: 60.
Duties: Program manager of the Armys retention incentive program, to include the Selective Reenlistment Bonus and the Critical Skill Retention Bonus, to ensure adequate funding is available and efforts target the appropriate military specialty.
Served as a subject matter expert, primarily responsible for the analysis and development of the Army's Retention and Incentive Programs.
Independently conducted reviews and comprehensive assessments of individual elements of the Army's complex multi-million dollar bonus incentive pay.
Responsible for all enlisted retention programs and an annual selective reenlistment bonus budget of approximately $720M.
Commensurate to GS-14 counterpart; Chief of Enlisted Incentives.
Managed the Enlisted Army Incentives Management Decision Package and chairing of the Enlisted Incentive Review Board.
Supervised a staff that provided proficient and authoritative retention and incentive advice and knowledge to support decision-makers in achieving overall retention objectives and priorities.
Coordinated studies with high-level military and civilian leadership, diplomatically resolving differences, and followed-up with final written reports.
Formed and led study groups on enlisted retention policy and incentives issues of concern to Army leadership, Congress, or other interested agencies.
Researched public laws, executive orders, Congressional intent and policy implications across active and reserve components on each issue reviewed.
Formulated recommendations for improvement in retention policy and incentives for the approval of Army leadership, and recommended prioritization of initiatives to ensure a proper balance among the active and reserve components.
Developed policy documents and recommendations for DCS, G-1 for use in policy memoranda, directives, and implementing instructions.
Recommended, developed, and orchestrated changes to retention policy and incentives pertaining to both active and reserve components.
Prepared documentation in response to inquiries from the public, the White House, and other sources pertaining to enlisted retention policy and incentives, ensuring they reflect the Army, DoD, and/or Administration policy positions.
Troy UniversityTroy, Alabama, United StatesBachelor of Science: Human Resource and Technology ManagementHuman Resource and Technology Management
Troy, Alabama, United StatesAssociate of Arts: General StudiesGeneral Studies
Security Clearance Information:
Clearance Level: Secret
Date Awarded: June 2008
Security Clearance Information:
Clearance Level: Secret
Date Awarded: June 2008
Accounting, administrative skills, administrative, ADP, advertising, analyst, AR, Army, Agency, automation, balance, budgeting, budgets, Budget, change management, competitive, conferences, consultation, data analyst, database, decision making, documentation, drafting, Finance, financial management, Functional, Grants, human resource, Human Resources, HR, information systems, innovation, inventory, leadership, team builder, law, regulatory compliance, Director, managing, meetings, MCP, Office, MOS, Works, communicator, operating systems, operations management, organizational, Performance Management, Personnel, Personnel Management, policies, development of policy, developing policy, policy development, process improvement, programming, proposals, publications, publication, quality, Recruiting, reporting, Requirement, research, strategic, Supervisor, system integration, systems support, translating, upgrades, vision, written communications, written, year-end
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Companies Worked For:
Defense Civilian Personnel Advisory Service
U.S. Army Human Resources Command
Job Titles Held:
Division Chief Supervisor
U.S. Army Staff
Bachelor of Science : Human Resource and Technology Management Associate of Arts : General Studies
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