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.
• 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.
• 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.

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.
• 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.
• 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.

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.

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..
• 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.
• 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.
• 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.

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.