HR Administrator for Vocational Rehabilitation (VR):VR is a division of Florida’s Department of Education whose mission is to assist people with disabilities, ages 14 and older, in securing competitive, integrated employment. Each year we support over 5,000 Floridians in finding gainful employment leading to better outcomes for families, communities and the Florida economy.Our mission is to help individuals with disabilities find, maintain or advance in employment, and enhance their independence. We want to become the first place individuals with disabilities turn to when seeking employment and a top resource for employers in need of qualified employees.Coordinates the development, implementation, and continuous improvement of the Division of Vocational Rehabilitation (DVR) policies and systems that support organizational design and employment processes. Determines that policy development, interpretation, and application are in compliance with applicable rules, laws and statutes. Consults with and provides technical assistant to DVR's management and administrative staff regarding employment and organizational issues, policies, and regulations. Conducts special projects and research in the resolution of problems and the identification of improvements to operational systems.

Policy implementation/development - Draft new or revised rules, statutory language, procedures or guidelines on HR issues. Prepare executive summaries, white papers and reports. Provide consultative and technical assistance to state agency directors on HR related matters. Conduct technical research and analysis on HR subjects identifying concerns and develop approriate recommendation based on research and analysis. Develop recommendations to improve HR processes and develop strategies to conserve state resources and enhance productivity. Complete legislative bill analysis, trend analysis and benchmarking.

Perform independent duties directing the Central Office Recruitment unit of the Bureau of Personnel. This is a highly responsible position that assists in developing, implementing and monitoring the department's recruitment and selection procedures to ensure compliance with state and federal laws, state personnel rules and Department rules, policies and procedures. Administer and monitor the overall recruitment program for Central Office. Provide guidance and direction to staff in the implementation of the selection program for Central Office. Ensure that all vacancies are advertised in accordance with Department policy and that special recruitment activities are implemented to recruit hard-to-fill critical positions. Develop training for recruitment staff statewide and provides training to supervisors on recruitment and selection procedures. Assist in developing and implementing policies and procedures relating to recruitment and selection. Interpret Recruitment and Selection rules, policies and procedure for field staff and central office employees.

Develop, implement, administer, and monitor Employee Programs which include statewide employee and applicant drug testing and physical exams, employee alcohol testing, Employee Assistance, Post Trauma Staff Support, Domestic Violence, Home-Based Work, Political Activities, Adoption Benefits, Five Wishes Living Will and other programs designed to enhance the quality of work life for staff of the Department of Corrections. Responsible for the development of related department procedures and for oversight of the Human Resources Database. The Random Drug Testing Program includes monitoring, statistical reporting, and case management of failed drug results. Assists in the daily operations of the Policy and Procedures Bureau of Personnel. Ensures the accuracy, clarity, consistency and maintenance of all Bureau of Personnel policies, procedures, personnel information memorandums and department policy and procedure directives, as well as ensuring compliance with other applicable laws and regulations. Responsible for identifying areas of need and initiating development of new policies and procedures and revisions to existing ones, including revision and maintenance of accurate information. Responsible for statewide coordination and act as the liaison for the department to resolve problems with field staff and contracted service providers for all programs within the Employees Program Section. I was also the Central Office Employee Assistance Program (EAP) Coordinator.

Manage/supervise the Region IV Human Resources Annex office. The Annex provided Human Resource services in the areas of recruitment for eight major correctional institutions and Worker's Compensation activities for all of Region IV. Assisted Wardens in maintaining appropriate levels of staff, reviewing/approving selection criteria, monitored vacancy reports to ensure proper recruitment activities were in place to recruit qualified applicants. Worker's compensation involved complete casework from First Notice of Injury through maximum medical improvement (MMI). Performed job searches for staff who were no longer able to perform the essential functions of their assigned positions. Assisted Employee Relations with employees who have reached MMI. Processed all payments and benefits as appropriate according to Worker's Compensation laws/rules/statutes.

Manage/supervised the HR office for a large institution. Areas of responsibility were employee relations, payroll/leave and attendance, classification and pay, worker's compensation, recruitment, centralized recruitment/benefits, and grievance activities for Gulf Coast Center an institution of over 700 employees. Manage/supervise benefit administration, retirement plans and DROP. Counsel staff and management on decisions that affected these areas. Advised Executive staff on proper classification and compensation regarding appointments into key positions. Assisted managers in creating appropriate selection techniques and proper documentation of Veterans' preference. Member of executive management team. Facility was scheduled for closure due to a law suit settlement. Assisted in preliminary strategy to effect a seamless transition of the residents of the facility and staff.

Manage/supervised the HR office for a large institution. Areas of responsibility were employee relations, payroll/leave and attendance, classification and pay, worker's compensation, recruitment, centralized recruitment/benefits, and grievance activities for Gulf Coast Center an institution of over 700 employees. Manage/supervise benefit administration, retirement plans and DROP. Counsel staff and management on decisions that affected these areas. Advised Executive staff on proper classification and compensation regarding appointments into key positions. Assisted managers in creating appropriate selection techniques and proper documentation of Veterans' preference. Member of executive management team. Facility was scheduled for closure due to a law suit settlement. Assisted in preliminary strategy to effect a seamless transition of the residents of the facility and staff. Areas of responsibility were recruitment, benefits, employee relations, training, orientation, payroll/leave and attendance, worker's compensation, and member of management team.

Responsible for the recruitment of positions for District 8. Eligibility determination, selection module creation and audit of recruitment documentation submitted by supervisors. Developed and conducted supervisor training and orientation.

Eligibility determination of applicants and recruitment for positions within District 8. Assisted managers with developing interview questions and rating rubrics. Developed and conducted new employee orientation.

Held several positions with the agency. Here is a summary as the positions were clerical in nature.06/95-09/95 Word Processing Systems Operator - reason for leaving: promotion 03/94-06/95 Personnel Tech I - reason for leaving: budget cuts-position deleted accepted position above.10/91-03/94 Personnel Aide (PG12) - reason for change: Promotion02/89-10/91 Senior Clerk (PG11) - reason for change: Promotion09/87-02/89 Personnel Aide (PG10) - reason for change: Promotion 06/86-09/87 Secretary Specialist - reason for change: reassignment05/86-06/86 Secretary - reason for change: Promotion