Paula Patrick Email & Phone Number

Washington, District Of Columbia, United States

Standardizes transactional activities, reduces duplication/costs and improves the customer experience for Human Resources, Acquisition, and Information Technology services. Provide strategic planning, program evaluation, procurement, budget and resource oversight, human resources programs and human capital planning, communications, and other administrative programs designed to assure the accomplishment of missions and operations. Responsible for the following portfolios: Risk Management, Knowledge Management, Change Management, Communications and the overall customer experience when dealing with Enterprise Services

Washington, District Of Columbia

Pentagon, Washington Dc

Serves as the Deputy Assistant Secretary of the Army (DASA) for Civilian Personnel. I serve as the principal advisor to the Assistant Secretary of the Army (Manpower and Reserve Affairs) on all matters pertaining to the policy and supervision of the Army’s Civilian Personnel Community which affects approximately 250,000 civilian employees. I provide agency-wide leadership and total personnel servicing for the Army's Senior Executives to include Presidential appointments, Senior Executive Service (SES), Senior Level (SL), Scientific and Professional (ST), Highly Qualified Expert (HQE), and other positions above the GS-15 level.

Stuttgart, Germany

Ensures US Africa Command has adequate resources to provide agile, innovative and responsive solutions which stabilize and secure Africa in support of U.S. Foreign policy. Conducts analysis and technological assessments and formulating and implementing all aspects of military and civilian personnel policy and manning. Leads financial programming actions and provides financial management guidance to prepare the command for current and future requirements.

Ms. Paula E. Patrick serves as the Director for J1, Manpower and Personnel. She is responsible for providing the full range of Human Resources support for the AFRICOM’s civilian, military, interagency, liaison, and foreign nationals, while promoting the quality of life of service members assigned to the African continent. Ms. Patrick develops and executes Human Capital plans, policies and programs in support of the AFRICOM Theater and Headquarters staff. She plans and manages manpower requirements, authorizations and organizational constructs, providing unrivaled technical expertise, personnel planning and support for joint operations, programs, personnel augmentation, mobilization and Reserve Affairs.

Washington D.C. Metro Area

Supervises approximately 1000 employees; directing the delivery of human resource programs. Responsible for all facets of civilian recruiting and human resources for approximately 200,000 Department of Navy employees. Implements policies and procedures related to employment staffing, classification, civilian benefits and entitlements, and program evaluation. Serves as a strategic partner with OCHR and key Secretariat leaders across the department. • Led the successful implementation of 4 agency wide RIFs with no separations• Successful redesign of HR service delivery for the overseas arena• Led the processing of 729K actions (45K recruit actions) in FY14• Filled 46K positions department wide

Supervised approximately 240 employees. Developed and directed the delivery of functional human resources management programs, services, and products to commands, activities, and human resources offices. Served as a consultant and provided continual advice to serviced commanding officers and HR Directors on all aspects of HR. Served as a strategic partner with Office of Civilian Human Resources senior leadership on all aspects of HR service delivery throughout the Department of the Navy.• Lead efforts to change HR service delivery from geography based to customer based• Transformed the culture of a production environment to a highly motivated, empowered, efficient organization

Washington D.C. Metro Area

Supervise 13 civilians and 4 contractor employees. Responsible for creating and executing an enterprise-wide talent management and organizational development strategy. Responsible for providing strategic Human Resource Direction to Senior Executives across the DON. • Developed and deployed mentoring, on boarding and executive coaching programs. • Provides direction for the successful execution of a workforce planning, talent assessment and development and performance management programs. • Developed and implemented core processes related to learning and development, succession planning, executive assessment and development.• Developed and executed the reduction of critical Civilian Senior Executive positions across the department while meeting mission needs and maintaining critical skills within DON.• Successfully deployed Executive Performance Assessment Tool(EPAT) and Defense Talent Management System (DTMS) and other automated systems designed to enhance performance outcomes across the DON.• Efforts resulted in being awarded the Distinguished Civilian Service Award

Washington D.C. Metro Area

Supervise 25 civilians and 15 contractors through 3 subordinate supervisors. Responsible for measuring and improving the efficiency of HR Systems operation. Assess Navy wide systems and assess how they fit within the enterprise wide structure. • Prototyped workload planning/forecasting program at DON’s regional Human Resource Service Center (HRSC). This helps DON forecast human capital needs, identify specialized skills required to achieve strategic goals, manage talent, restructure organizations and integrate performance management systems that support the strategic objectives. For the first time, HR can capture and quantify the cost of doing business! • Designed a service delivery model that enables DON to meet future and frequently changing needs which sets the stage for an estimated savings of 100M per year for the next five years. it created and sustained a culture where HR policies and programs deliver the highest standards of commitment, performance excellence, integrity, and accountability among HR professionals and applicants. • Competitively selected for and completed the Federal Executive Institute.• Received Special Achievement Award

Washington D.C. Metro Area

Supervised approximately 75 employees through 5 subordinate supervisors. Fully executed the civilian human resources (HR) programs for 5000+ employees throughout the National Capital Region. Provided authoritative advice, guidance and direction to top-level management and key operating officials throughout the region on HR strategies, programs, regulations and practices. • Served as the National Security Personnel System (NSPS) Program Manager charged to convert Headquarters AF, AF Secretariat levels (SAF), and offices throughout the National Capital Region (NCR) into DoDs pay for performance system. Secured a $2M contract used to strategically plan, educate, train and prepare employees and managers for this new HR system. Worked with officials to design pay pool structures and facilitate the efficient operation of pay pool execution. Secured the second highest AF civilian to serve as our MAJCOM champion keeping HR issues upfront and properly resourced. Developed and delivered an executive brief for over 100 General Officers and Senior Executive Service Members. Briefed Union Officials. • Received a Quality Step Increase, Special Act of Service Award, Meritorious Service Award and the Senior Civilian Program Manager of the Year for AF District of Washington.

Washington D.C. Metro Area

Senior Analyst responsible for planning, policy analysis, associated with all Air Force appropriated fund civilian personnel resources (end strength and workyears) valued at more than $10B. Developed annual Air Force Civilian Employment Plan; analyzed planned vs. execution rates and recommend strategies to ensure full execution. •The absolute expert in AF civilian resource management, displayed tremendous leadership and initiative by leading an Air Force-wide team of MAJCOM, FOA, and DRU civilian resource managers to first ever full execution of all civilian workyears and end strength in FY04 -- unparalleled accomplishment.•Worked closely with Air Staff appropriation managers and MAJCOM civilian resource managers developing and implementing strategies to properly size, manage and execute civilian workyears. •Competitively selected to attend Excellence in Government

Washington D.C. Metro Area

Program Manager for the Overseas Employment Program, Military/Civilian Spouse Program, Priority Placement Program, Acquisition Demonstration Project, and Re-employment Priority List Programs. Developed strategies for achieving results through assimilating the needs, missions, and goals of the various major Air Force Commands into composite HR programs that can serve a collective purpose while recognizing the individual identities of each command. •Developed proposed and briefed new policies and identified initiatives being used by other government agencies for implementation within serviced areas. Studied ramifications of the policies or initiatives if applied and made recommendations to adopt or not adopt them. •Analyzed and assessed the potential impact on current HR programs of new HR program initiatives, policies, and methods required by the Department of Defense and the Office of Personnel Management (OPM).

Ramstein Air Base, Germany

Supervised approximately 15 employees. Provided technical human resource advice and assistance to personnel and management on actions with limited management advisory and extreme difficulty in complex organizations. Applied a thorough and comprehensive knowledge of recruitment and placement principles and concepts and broad personnel management knowledge to identify, analyze and resolve problems. •Instrumental in delivering human resources support. Developed and integrated the staff, giving teams greater program responsibility, and improving processes. Efforts resulted in higher productivity, improved morale, reduced turnover and greatly increased customer satisfaction.•Awarded Outstanding Personnel Manager of the Year for Europe.•Competitively selected to participate in the LEGIS Congressional Fellow Program

Ramstein Air Base Germany

Supervised approximately 5 Americans and 10 European Nationals. Planned, organized, developed, implemented, and carried out the full range of position classification and position management responsibilities. • Wrote detailed project plan which outlined personnel’s responsibility in closing Rhein Main Air Base. • Orchestrated Competitive Privatization and Outsourcing studies. • 100% classification accuracy for both US and LN programs as noted during the IG functional inspection. • USAFE Civilian Personnel Flight of the Year award

Taught Human Resource Management and Organizational Behavior at the undergraduate level. Taught Organizational Leadership and Change Management, Transformational Leadership and Human Relations and Organizational Behavior at the graduate level. Designed, developed, and evaluated course content in accordance with recognized adult learning theory using traditional learning methodologies. Authored detailed and comprehensive syllabus for use in each class.

Yokota Air Base Japan

Served in an advisory capacity to management for positions assigned to Yokota and Misawa Air Bases. Aggressively monitored work-year utilization for both the U.S. and Japanese National (JN) work force to ensure civilian strength, position lapse rate, and CIVPAY funds were accurately accounted for and available to fund recurring and special programs.• Awarded Mission Support Squadron Top Performer• Served as the Federal Women’s Program Manager

Women On Boards, Inagural Class

Certificate, Strategic Deployment & Execution

Master'S Of Science, Managment

Bachelor'S Of Science, Marketing

Activities and Societies: Delta Sigma Theta, Sorority Inc

Bachelor Of Science - Bs, Marketing