Patrick Patrong Email and Phone Number

This is a privately-owned organizational and employee development firm specializing in supervisory and leadership development. Offering a comprehensive range of services to support public sector agencies to achieve measurable desired results since 1996.Collaboratively work with a specific scope of services to achieve desired results as a contract facilitator while maintaining a consultant’s viewpoint. Currently engaged with the:• Los Angeles, Department of Transportation in Los Angeles, California. Deliverables include:o Designed and implemented an LADOT leadership learning program based on strategic professional development and leadership training opportunities for employeeso Authored an evaluative assessment report measuring the overall organizational impact, success, and value of the Learning Experience on the culture of LADOTo Developed the Rotation Initiative for implementation in Los Angeles to improve employee engagement and succession planning to retain institutional knowledge• Performance Management Group of Virginia Commonwealth University in Richmond, Virginia, as a leadership facilitator in the Commonwealth Management Institute,,

Senior-level professional with multiple successes in organizational and employee development, diversity, equity, and inclusion• Project Management: Lean Six Sigma – Black Belt certification to eliminate defects in processes as a robust framework to deliver better products and services while being efficient• Planning and Evaluating: A strategic partner with human resources as a valued business partner with the ability to engage internal and external stakeholders independently in consultation with experts to:o Development, planning, implementation, and evaluation of programs and initiativeso Prioritize recommendations with SMART outcomes from cross-function teamso Identify methods and resources required for solution-based interventions• Influence and Negotiating: Provides direction and leadership to division managers and supervisors on diversity, equity, and inclusion to ensure the organization all employees as valued resources• Diversity, Equity, and Inclusion: Led diversity and inclusion initiatives programs and processes to provide a global workforce in collaboration with senior leadership:• Policy Alignment with Mission • Community of Practice • Compliance Strategies• Valuing Workplace Diversity • Beyond Tolerance • Inclusion Initiatives• Developing Others: Equipping employees with experiential learning experiences to maximize • Employee Engagement: Experienced with proven success in transforming and sustaining organizational cultures where employees are valued and engaged • Quantitative and Qualitative Analysis: • Creativity and Innovation: Proven ability to maximize existing resources to identify new perspectives o Explores new approaches to the traditional methodso Encourages new concepts with innovations by applying researched best practices• Internal and external consulting: Achieved desired human capital results utilizing institutional knowledge based on evidence-based diagnostics tools to establish priorities

This agency administers Virginia’s emergency preparedness programs and services with local jurisdictions to assist them in serving their communities in preparation for natural and human-made disasters.Directed leadership and organizational development initiatives for 150 employees and 3,500 locally based partners and stakeholders in Virginia.• Served as a critical management leader, providing recommendations to improve the organization’s administration, policies, programs, onboarding, wellness, and employee engagement initiatives. Also assessed organizational development needs and implemented a 12-month Supervisory Learning Experience for leaders and supervisors.

A university educating physicians, nurses, dentists, lawyers, social workers, and pharmacists with over 6,700 students and 7,000 faculty and staff.Responsible for strategic planning, leadership training, organizational development, and performance management. Ensuring institutional development activities complemented the strategic plan and core values.Actively engaged minority and underrepresented faculty and staff with university partners to develop, implement, and evaluate programs establishing the University as an “Employer of Choice” and “Best in Class.” Successes included:• Instituted a learning communication plan that increased employee participation by 35%• Transformed the employee engagement program to increase the involvement by 39%• Improved annual employee performance evaluation completion by 20% with 94% accuracy• Reviewed university policy for diversity, equity, and inclusion in alignment with the mission

Responsible agency for human services in collaboration with 25,000 employees 120 and local partners, with an annual budget of $1.8 billion.Facilitated the talent management program, including succession planning, onboarding, and career enrichment programs. In addition, responsibilities included staff supervision, facilitation of the Leadership Academy, and the Local Directors’ Experience competency-based program.Oversight of civil rights programs and initiatives to ensure that social services programs and services are accessible to qualified citizens fairly and equitably without challenges.Successfully utilized industry best practices in professional development delivery methodologies based on adult learning theories and practice. Incorporated technology-based adult education methods, including instructional web design and web-based delivery. Successes include:• Established the succession plan that increased bench strength when an environment scan revealed that 50% of the leadership would be eligible for retirement in 10 years• Created the Leadership Academy for emerging leaders in response to the succession plan data resulting in 90% retention; 45% of participants in the first three years were promoted• Developed and presented the “Diversity: Beyond Tolerance” training module that promoted multicultural activities to engage underrepresented employees, customers, and partners• Directly led a team of professionals to address concerns of civil rights, discrimination, and equity to ensure the department achieved the desired results of the organization• Collaboration with other state training administrators to create the online and instructor-led Managing Virginia Program for supervisors employed by the Commonwealth of Virginia• Transformed the employee performance program from a punitive approach to development-focused, creating opportunities for improvement, and development

The largest independent city in the United States, with over 15,000 employees serving over 622,000 residents with programs and services.Designed and implemented a diversity program, “Beyond Tolerance,” aligned with the strategic organizational development plan to include communication, marketing, and program evaluation.Led a team of nine employees with duties that involved creating programs to integrate leadership, supervision, and general professional development for city employees. Designed organizational development plans in consultation with division leaders as business partners.Created an onboarding program, orienting new employees to the values and culture, including creatively communicating, marketing learning, and program development to generate excitement for continuous learning and improvement. Accomplishments included:• Created the Mayor’s Leadership Institute • Supervisory Training Program• Succession Planning and Implementation • Application of the Consultant Approach• University of Baltimore City Fellows • HR Annual Partnership Conference• Employee Diversity Inclusion policy • Multicultural Engagement Focus Group