Lillian Thomas Email & Phone Number

Bethesda, Md

As the the Analytics and Workforce Planning chief (supervisory), manage a robust portfolio comprised of three service branches: Workforce Planning, Surveys, and Analytics Solutions. Promoted from Survey Lead to Chief based on successful implementation of multiple initiatives, including:Workforce Planning: Built, launched, and lead a new NIH Workforce Planning (WFP) service area, which includes a portfolio of highly visible WFP projects and consultation services for senior leadership to enhance Strategic Workforce Planning across the agency.Analytics Solutions: Led the development of an in-house, interactive (SQL-based) survey and workforce reporting data visualization tool. Over 600 agency stakeholders leverage this tool to facilitate strategic human capital decision-making. The tool has been featured at multiple HR conferences and won two innovation awards. Currently building a Tableau interface to maximize functionality and agility with survey and workforce dashboards.Surveys: Expanded portfolio of full lifecycle survey services to include over 30 different recurring and ongoing surveys; employee engagement surveys, program evaluations, training evaluations, needs assessments, stakeholder surveys, customized project surveys and an agency-wide Exit Survey.Employee development and portfolio management:• Mentor and develop staff, including both federal employees and contractors.• Lead business development efforts and identify new strategies for process improvement.• Oversee strategic goals, project management, and staffing for the team. • Conduct briefings with senior leadership and agency stakeholders regarding current and proposed initiatives.• Serve on multiple NIH and HHS working groups and committees as the survey and analytics representative.

Rockville, Md

Provided full life-cycle survey services for ongoing, recurring, and ad hoc surveys, to OHR and agency-wide customers.• Expanded the portfolio of the survey service offerings, to include recurring employee engagement surveys (Pulse/Climate surveys), Program Evaluations, Training Evaluations, Needs Assessments, Stakeholder Surveys, customized project surveys and agency-wide Exit Survey.• Conducted briefings with senior leadership and agency stakeholders regarding current and proposed initiatives in surveys and advanced workforce analytics.• Initiated a standard review and modification process for large ongoing surveys and action planning assistance for program managers and customers.• Managed survey program resources: budgets for Survey Team software, staffing allocations, team training needs, and additional resources required to accomplish program goals.• Launched a Pulse Survey to assess employee engagement and satisfaction in analysis with NIH Exit Survey data and FEVS results, and recommend retention action items for senior leadership. • Directed the administration of an NIH-wide Exit Survey including analysis of findings, development of interactive reports in a SQL-based data visualization tool, and action recommendations to key stakeholders and leadership. • Applied statistical methods, such as significance testing, cross-tabulation, and historical trending, to investigate variances and project future state outlooks using survey and HR data.• Developed a variety of HR data dashboards, in an in-house online (SQL-based) reporting tool to facilitate senior agency leadership strategic Human Capital decision making. • Conceptualized and ran predictive analyses on a variety of program-related HR data to estimate future workforce scenarios.• Provided formal HR Data and Analysis and Survey training to employees across the agency.

Bethesda, Md

Conducted workforce planning for the second largest institute within the NIH. Developed workforce metrics and demographic reports regarding a staff of over 4,000 employees, and provided findings and recommendations to senior leadership and managers across the Institute.• Developped a variety of reports on the organization’s workforce (e.g., workforce characteristics, retirement numbers, and attrition rates) to analyze divisional organization and functions and inform workforce planning activities. • Conceptualized and created a retirement projections report with statistical models to improve retirement projections and promote more strategic succession planning.• Revitalized the institute’s operational spreadsheet to provide more accurate projections and historical data (e.g., accessions and separations) for Congressional Justifications and internal operational plans. • Improved data quality through analysis of structured queries; ran reports using a variety of HR and administrative data systems, investigated discrepancies in data output, and determined system or query errors.• Independently developed analyses and novel workforce and organizational reports based on ad-hoc requests from customers. This included selecting the appropriate data system(s) to extract the data, devising innovative analyses and selecting appropriate variables for graphical representation, and developing tailored and professional presentations to provide the customer.

Herndon, Virginia

Surveys and Program Evaluation: Evaluated client programs by designing custom surveys. Utilizing best practices in research design, developed tailored surveys to assess the expectations and interests (pre-measures) as well as the outcomes and impact (post-measures) of program events and components. Workforce Planning: Served as a technical lead for a workforce planning analyses and process mapping projects. Developed a multi-source data analysis, which included: creating an HR database for workload analysis and staff mapping, running statistical analyses on current and historical workforce data, developing focus group and interview protocols and participating in data collection efforts nationwide. Developed client deliverables, which included workforce maps, current state and benchmarking analyses, and a report of future state risk areas, opportunities, and action items.Succession Management: Proposed a new intern program, including hiring critieria and program components, based on federal hiring authorities and best practices across benchmarked agencies.

Alexandria, Virginia

▪ Project Management: Managed multiple projects and sub-tasks and coordinated with managers and staff members to ensure that timelines were met and products were completed to exceed client standards and expectations. Developed project plans and established sub-task activities, milestones, schedules, and financials associated with contracted projects. Held strategic planning and working sessions with internal and external (client) members. Established roles and responsibilities with internal team members and external stakeholders, and organized means of communication (e.g., formal meetings, informal tag-ups, milestone reviews) to meet project objectives. ▪ Surveys and Program Evaluation: Served as task lead for several survey and evaluation initiatives. Created surveys and evaluation tools, including training and program evaluation measures and survey, interview, and focus group protocols. Conducted analysis of the Federal Human Capital Survey, agency employee engagement and program surveys, and demographic data to determine program effectiveness and areas for process improvements in order to achieve agency strategic goals and program objectives. Analyzed qualitative and quantitative data from focus groups, interviews, and survey responses and presented findings to human capital and organizational managers in PowerPoint briefing, written report, and data chart formats.▪ Workforce Analytics and Workforce Planning Served as a technical lead for multiple workforce planning analyses, workload analyses, and process mapping projects to assist clients in understanding their current utilization, projected needs, and possible solutions for staffing and process efficiencies. Conducted multi-source data analyses, developed scenario and predictive models to identify future requirements and gaps, and proposed action items to agency management.▪ Other Human Capital Projects included Succession Planning, Organizational Assessment and Competency Modeling/Position Management.

Rockville, Md

As a graduate fellow under the Student Career Experience Program (SCEP), served as an HR Specialist in HR Metrics:- Reported on monthly HR metrics for the various NIH Institutes. Analyzed trends, gaps and deficiencies and presented findings and recommendations to branch managers and senior leadership. - Succession Planning and Projections: Assisted in the development of projection models for future FTE needs and analyzed projected hiring, retention, retirement, and promotion trends across institutes, GS-levels, occupational codes, and job titles to determine staffing needs for succession planning efforts.- Time-to-Hire Reporting: Worked on monthly reports tracking time-to-hire metrics for the various NIH Institutes. Created graphs and formatted charts using data ran from multiple HR Talent Management Systems (TMS). Developed reports on time-to-hire trends, gaps or deficiencies, and suggestions for improvement. Performed analyses for ad-hoc requests and presented findings to branch managers and senior leadership. - Process Improvements and SOPs: Managed special projects related to creating and updating NIH HR initiatives, regulations, and standard operating procedures.

Crystal City, Virginia

Contracted under the Army Research Institute (ARI) in the Army Trends Analysis Research Unit division to aid with large-scale survey administration and analyses on Army initiatives.- Job responsibilities included: writing syntax in SPSS, developing descriptive analyses, interpreting and preparing data findings, performing literature reviews, developing questions for questionnaires, and assisting with focus group data collection.