Leverages talent data analytics and assessment best practices to empower organizational leadership to make smarter and faster people decisions. Core Responsibilities: • Create and maintain a Talent scorecard, using the data visualization software Tableau, to visualize all Talent KPIs including stakeholder and departmental performance ratings and competency levels, turnover rates, diversity metrics, etc. • Partner with Talent Development to determine stakeholder capabilities and gaps. Current Accomplishments: • Co-led an initiative to develop an in-house high fidelity developmental assessment center for ICMC's Accelerated Career Development Program which entailed measuring key competencies through seven simulations including role play simulations, inbox exercises, and leaderless group discussion simulations. Also ensured to help train SME raters on common rating errors and how to utilize behavioral anchored rating scales. • Implemented a structured behavioral interview process to assist with the hiring process for Consulting Leadership positions. Owned SME training and creating behavioral anchored rating scales to ensure managers were equipped to provide accurate ratings. Resulted in a process with high validity and Talent leadership buy-in for an increase in scope for the methodology in the future.

The Service Excellence Data Analyst supports ICMC’s Service Excellence [SE] Department with data collection, analysis and reporting overall ICMC Quality metrics via the client performance feedback, external-internal survey administration and departmental action planning/ Customer Experience. Key Responsibilities: • Created, Maintained and Managed the Service Excellence Touch Point Dashboard in Tableau (data visualization software) that is reviewed by organizational executive leadership team to help gauge client engagement• Created and presented executive level and company wide presentations on statistical analyses of client satisfaction feedback and other organizational key performance indicators• Gather actionable insights from clients’ qualitative and quantitative data using proven statistical analyses including: - Chi-Square Test of Independence significance testing to determine which qualitative strength themes are statistically significantly associated with high performance. - ANOVA to determine statistical differences in satisfaction scores by client's regional hospitals as well as by client organizational level - Regression analysis to determine survey questions that accounted for the most variance of the overall satisfaction metric • Conducted data extractions in ICMC’s Client Relationship Management (CRM) application to determine applicable clients to gather performance feedback on and prep SE AVP prior to client interviews • Assist the SE AVP with interviewing clients’ at all organizational levels, including the C-suite, to collect data on ICMC’s strengths and opportunities• Co-lead organizational wide integrative action planning teams to provide solutions for historical organizational opportunities based on data analysis efforts

PeopleAnswers’ pre-employment selection software helps companies maximize employee performance while minimizing employee turnover. Our patented talent assessment software uses a unique approach, comparing a candidate’s Behavioral DNA™ against custom Performance Profiles™ to determine the best candidates for your open positions. The results unequivocally demonstrate that hires made with PeopleAnswers stay longer and are higher producers than those hired through other means. Our highly scalable software can also be integrated with top ATS's to create a fully automated talent management system focused on performance and retention

Analyze current trends in assessment results and report findings to upper management Build role player scripts, candidate reading materials, scoring sheets, and act in role-play assessments for the Lieutenant and Sergeant management positions at the Corrections Department Create policy based and scenario driven multiple-choice exams; Administer exams to up to 90 participants at a time for both the Utilities and Corrections Department promotional processes Develop situational judgment tests as part of multiple promotional processes for the Corrections Department; Train Correction Department managers on inter-rater reliability Conduct job analysis and job shadows to ensure legally defendable assessments

Administer and score manager cognitive tests; Design lead role player manual for new employees Instruct managers through multiple assessment activities including a video based scenario analysis Supervise five role players, assist in role player preparation, and train new role players Role-play in two different simulations and lead structured interviews to assist in the assessment of 350 potential General Managers each year

Performed ratings of five to ten candidates per week as they completed seven different professional simulations Provided thorough feedback for candidates on up to 11 professional skills that needed development Pilot-tested online scoring process in support of the conception of an improved assessment center

Assisted pharmacies with technical problems; Trained in HIPPA confidentiality policies and procedures Applied Microsoft Office software to manage and document client records; Made outbound service calls to clients