Chief of Strategic Workforce Planning for the Office of the Chief Human Capital Officer. Manages workforce size and allocations to performing organizations based on mission requirements. Leads Agency wide programs in predictive modeling, workforce simulation and forecasting.

Chief, Plans and Analysis - Responsible for providing expert consultation to heads of major organizations, high-ranking Government officials, and key personnel within the Federal Government.Superior Civilian Service Award for Workforce Reduction Model - 2014DutiesConducts analysis of Department of the Army and Human Capital programs, policies, and processes.Designs, develops, and implements mathematical, statistical, and econometric models and techniques to analyze issues associated with human capital forecasting throughout the department of Army. Analyzes model results for consistency and errors. Develops new approaches to forecasting. Recommends changes and improvements to existing modeling systems to increase forecast accuracy. Develops analysis action plans by defining scope of problem, choosing appropriate metrics and analytic techniques, validating modeling assumptions, and supervising data gathering, preparation, and modeling.Develops Army civilian workforce trends data from various organizations and constructs time-series HR databases, applying complex algorithms to perform analysis and develop analytical reports as needed.Coordinates with various analytic and functional offices throughout Department of Army, Career Programs, and Major Commands to accurately assess and model HR programs. Prepares summary of analysis and presents results to senior leaders.Manages the operation and maintenance of the Competency Management System (CMS), The Workforce Analysis Support System (WASS) and the Civilian Forecasting System (CIVFORS). Coordinates software maintenance schedules including development, testing and production deployments. Coordinates data and meta-data updates. Monitors system performance and coordinates resolution of operational issues. Develops instructional material and conducts training seminars for HR managers and specialists.

Managed multiple software development contracts for large-scale, data warehouses and information systems supporting workforce planning, competency modeling and human capital management for federal agencies. Customers included the Department of the Army, the Department of Defense, the State Department, the Internal Revenue Service, the World Food Programme and the Office of Personnel Management. Managed all system development activities, ensuring alignment with AT&T Government Solutions best practices. Projects independently evaluated at SEI CMM level 3 in 2002. Performed all project planning and management activities including: Requirements developmentProject estimation and pricing analysis, Schedule development, Staffing and resource planning, Hardware and software planning and acquisition, Project tracking and oversight, Cost tracking and accounting analysis, and Contract management

Analyst- multiple positionsPrinciple Analyst for the Civilian Forecasting System (CIVFORS): Provided task leadership and analytical support for the system. Led a large-scale development effort to modernize the system, migrating processes from a mainframe to a Windows and then a web environment. Developed use cases and functional requirements for major system modifications. Managed the development schedule and all areas of the development life-cycle including testing and quality assurance reviews. Designed and developed robust algorithms in AMPL and C++ programming languages to enhance the modeling components and wrote system design and test documentation. Provided progress reports to customers and to senior managers. Provided operational support for the legacy system including configuration management and data analysis. Senior Analyst and Operations Researcher for The Officer Projection Specialty System (TOPSS) and The Officer Aggregate Level System (OPALS): Provided task leadership and analytical support for the systems at various periods during my tenure. Developed requirements for system enhancements. Worked with customers to establish performance and accuracy goals. Designed and developed large-scale, linear programming models used for force management and forecasting by rank and job skill. Analyzed forecast data and presented findings and recommendations to customers. Conducted technical training for system users.