Matthew Bell Email & Phone Number

Contract: Defense Counterintelligence and Security Agency (DCSA)Data Visualization Functional Lead

Contract: Headquarters Marine Corps • Modeled 35+ USMC Civilian H2R business processes• Drafted an updated USMC Civilian H2R Business Process Narrative (BPN) with updated/innovative standards and designs• Served as a subject-matter expert for the human capital component of the USMC End-to-End (E2E) Business Enterprise Architecture (BEA) processes• Developed organizational code (block 42 of SF 50) proposal to update and streamline the USMC organization code methodology

Contract: DoD Joint Artificial Intelligence Center (JAIC) Human Capital Transformation (HCT) DivisionAI Workforce Development• Developed and launched DoD’s first AI workforce environmental scan; findings were subsequently analyzed and briefed to key AI workforce stakeholders.• Assisted in the facilitation and execution of several “Tiger Team” meetings with key stakeholders to capture feedback and insights to drive workforce development efforts for the DoD civilian and military AI workforce• Drafted the first strategic human capital plan for DoD’s civilian and military AI workforce.• Assisted with the establishment and maturation of the Workforce Development line of effort within the HCT Division.• Assisted with the development of several briefs intended for Senior JAIC leadership and the Deputy Secretary of Defense.• Established and managed SharePoint and milSuite/milBook sites to coordinate and progress workforce development efforts.AI Training Education Pilots• Co-led the successful execution of the Drive AI training education pilot.• Developed and organized materials and curriculum for the Drive AI pilot launch and execution.• Developed and launched Drive AI pilot participant feedback and competency assessment surveys.

Contract: DoD Office of the Chief Digital and Artificial Intelligence Officer (OCDAO) Data and Artificial Intelligence (AI) Workforce Development• Led the methodology and product development to conduct/execute the first enterprise-wide workforce baseline assessment for DoD’s Data and AI workforces (civilian and military).• Developed an extensive wireframe to drive the development of a workforce data analytics ADVANA dashboard for DoD’s Data and AI workforces (civilian and military).• Developed the first enterprise-wide working definition for the DoD’s Data and AI workforces.Human Resources/Manpower• Led the development of the Manpower Change Request (MCR) document that was submitted to Washington Headquarter Services (WHS) to officially establish the CDAO PSA by combining civilian and military billets from four separate DoD agencies (Joint Artificial Intelligence Center [JAIC]; Chief Data Officer [CDO]; Defense Digital Services [DDS]; ADVANA).• Established and managed the SharePoint site and Share Mailbox for the newly formed OCDAO Human Resources Division.

Contract: National Credit Union Administration (NCUA; October 2019 - Present)Workforce Data Analytics* Developed a workforce data analytics excel tool to auto-populate data tables and visualizations for NCUA demographics (including Diversity & Inclusion), gains (i.e., new hires), and losses (i.e., separations) data; the excel tool is customized to filter the data by date, NCUA Office/Region, and occupation* Developed a Workforce Profile for NCUA which includes NCUA demographics, retirement eligibility, gains, and losses information by leveraging the data tables and visualizations contained within the NCUA workforce data analytics excel tool and distributed/briefed to NCUA's Talent Management Council* Developed and distributed Workforce Profiles for several Offices and Regions within NCUA* Created workforce data visualizations within Power BI; visualizations included charts and tables pertaining to NCUA workforce demographics, retirement eligibility, gains, and lossesStrategic Workforce Planning* Developing a customized NCUA Strategic Workforce Planning Handbook and associated workforce planning tools

Mclean, Va

Contract: DoD DCPAS P&A Directorate (March 2015 – September 2017)AE Strategies Team Lead/Supervisor (June 2017 – September 2017)Strategic Workforce Planning* Supported P&A’s strategic workforce planning efforts for the DoD (700,000+ civilian workforce).* Significant contributor to the writing, editing, and development of DoD’s “FY 2016-2021 Civilian Strategic Workforce Plan” (submitted to Congress September, 2016) and the “FY 2017-2022 Cyber Strategic Workforce Plan.”* Facilitated strategic workforce planning development sessions (e.g., environmental scan, strategy development) with Senior leaders across all DoD Components.* Contributed to the development of P&A’s “Strategic Workforce Planning Guide” which outlines and provides direction for the development of scalable strategic workforce plans.* Created and managed P&A’s milBook site (similar to a SharePoint site).* Analyzed competency data (18 leadership competencies) for the Senior Executive Service (SES) from Army, Navy, and Air Force; created a competency assessment dashboard with data visualizations for each competency broken down by Service; competency dashboard subsequently used during the strategic workforce planning efforts for the SES.

Mclean, Va

Projects/work not specifically linked to a large contract:Competency Modeling* Team leader for developing AE Strategies approach and methodology for the development of basic and comprehensive competency models.* Developed competency model customized to each career level for multiple private companies in industries that include Information Technology and Advertising.Employee Selection* Developed structural interview questions for Human Capital Consultant selection.* Conducted structured interviews for employee selection purposes. Training* Contributed to the development of AES course materials centered on the development of SMART Performance Standards; this course offering is intended to be supplemental to DoD’s Defense Performance Management Appraisal Program (DPMAP; formerly known as New Beginnings) training.* Delivered several DPMAP and/or SMART Performance Standards trainings to DON civilian personnel across multiple Commands at Naval bases within the United States and across Japan. Proposal Writing* Contributed in a lead/supporting role to the writing of the technical approach sections for proposals; subject areas primarily include strategic workforce planning and competency modeling.Other* Developed the first phase of AE Strategies SharePoint site.

Mclean, Va

Contract: Department of Defense (DoD), Defense Civilian Personnel Advisory Service (DCPAS), Planning and Accountability (P&A) Division (March 2015 – September 2017)AE Strategies Team Lead/Supervisor (June 2017 – September 2017)Competency Modeling * Developed and validated competency models for several Mission Critical Occupations (MCOs) and other large occupational groups within the DoD civilian workforce.* Facilitated virtual panels with subject-matter experts (SMEs) across DoD to identify, define, and/or validate enterprise-level competencies and their associated tasks.* Developed and maintained technical instructions for the DCPAS competency modeling development and validation process.* Developed P&A’s methodology for developing and validating DoD Component-specific competency models. Other* Developed and implemented an Excel tool which enabled calculations for multiple indices from the Federal Employee Viewpoint Survey (FEVS) by DoD Component and Occupational Series. * Co-led the development of DoD’s Human Capital Operating Plan (HCOP) development process.* AE Strategies team lead/supervisor for the DCPAS contract.

Contract: Deputy Assistant Secretary of the Navy (Safety) (October 2017 – April 2018)Role: Junior Project ManagerCompetency Gap Analysis and Workforce Planning * Lead the Department of the Navy (DON) Safety & Occupational Health Specialist (0018) competency gap analysis and closure efforts with the end deliverables of a Competency Gap Analysis Report, Gap Closure Strategy Report, and a Strategy Implementation Plan.* Analyzed Defense Competency Assessment Tool (DCAT) 0018 competency data, briefing insights to Senior DON Leadership and providing recommendations for next steps.* Facilitated in-person and virtual panels to capture qualitative insights necessary for the development of effective, data-driven competency gap closure strategies.

Mclean, Va

Contract: Department of the Navy (DON), Office of Civilian Human Resources (OCHR), Workforce Relations and Compensation (WRAC) Division (April 2018 – August 2018)Role: Data Analyst* Leveraged DON workforce data and transforming it into consumable and/or actionable insights for senior leadership and OCHR customers.

Mclean, Va

Independent Consulting WorkProject: St. Paul’s Senior Leadership Team Developmental Assessment (April 2017 – May 2017)Leadership Development* Developed and analyzed results from a customized online leadership development assessment for Senior Leadership at St. Paul’s religious organization/school. * Created individual leadership assessment results for each participant and aggregate results for the Board of Directors. * Delivered individual reports to Senior Leadership in a facilitated group session where the group was led through each section of the report and provided opportunities to reflect and respond to question prompts linked to their individual results.

Contract: Department of Defense (DoD), Defense Civilian Personnel Advisory Service (DCPAS), Planning and Accountability (P&A) Directorate (August 2018 – October 2019)Role: Project Manager/HR Analyst/I-O Psychologist* Managed a contractor team of HR Analysts and I-O Psychologists* Revived DoD's Competency Management program which halted after the loss of all Federal workers in charge of the program* Redefined/updated DCPAS processes for the development of occupation- and function-based competency models across DoD* Reorganized and/or redefined folders and folder structures for the Competency Management program* Trained two new I-O Psychologists on how to develop competency models according to the approved DCPAS methodology and execute all aspects of the Competency Management program* Developed and/or validated multiple occupation/function based competency models* Developed briefings on the status and way forward for the revived Competency Management program and delivered the briefs to DoD's Deputy Assistant Secretary of Defense for Civilian Personnel Policy and other civilian senior leaders across the DoD Components

Alexandria, Va

*Co-developed advertising effectiveness research to study the effectiveness of digital advertisements for multiple political races that include 11 senate, 2 gubernatorial, 2 congressional, and 1 attorney general race in the 2014 mid-term elections.*Prepared and presented research findings on a weekly basis to senior leadership via multiple mediums (e.g., in person, memo, email)*Ran statistical analyses and performed data manipulation with R. Analyses included t-tests, proportions tests, and a meta-analysis.*Created graphs for data visualization using ggplot2 in the R programming language*Performed advanced excel functions (e.g., pivot tables, macros) *Introduced to Tableau for data visualization*Attended three-day course in New York on “Designing, Conducting, and Analyzing Field Experiments” from ICPSR Summer Program in Quantitative Methods of Social Research**Employment ended prematurely due to company dissolving Research Department and with it, my job.

Greenville, North Carolina Area

Master's degree in Industrial/Organizational Psychology. The degree included an internship and a Master's thesis.

Greenville, North Carolina Area

*Instructed 25+ undergraduate students in statistical analysis using SPSS statistical package*Advised 15 graduate students in statistical analysis using the SAS statistical package*Reviewed, graded and provided feedback for 100+ undergraduate statistical assignment submissions*Cleaned and manipulated data in Excel for faculty research*Managed statistics lab

Greenville, North Carolina Area

*Took the lead in designing leadership training curriculum (4MAT method) under the guidance and supervision of the Organizational Development team. The curriculum was later implemented into the managerial leadership training track December 2014.*Developed database in Excel to track managerial parameters, ultimately providing insights into program effectiveness*Planned and scheduled yearly class locations and assignments*Attended multiple classes that included materials covering the Myers Briggs Type Indicator, Situational Leadership, Emotional Intelligence, DiSC behavioral assessment, Change Style Indicator, and Leading at the Speed of Trust.

Ogden, Ut

*Provided corrective feedback for proper implementation and execution of student research in the Qualtrics Research Suite*Administrator for the Psychology Departments Qualtrics Research Suite*Cleaned and manipulated data in Excel and SPSS for Department of Psychology Chair*Developed online surveys in Qualtrics Research Suite for the Department of Psychology*Established technical instructions to track student participation for the Department of Psychology*Performed administrative functions for the Psychology Departments Human Subjects Pool

Master'S Degree, Industrial/Organizational Psychology

Activities and Societies: SHRM

Bachelor'S Of Science, Psychology (Business Admin Minor)

Activities and Societies: Psi Chi National Honor Society Golden Key Honour Society

Education record