Steven M Vandervort Email & Phone Number

Linthicum, Maryland, United States

* Exercises independent judgment to administratively and technically direct and mentor the work of the VISN 5 Consolidated Classification Unit (CCU) subordinate direct reports. * Sets and implements the CCU team goals* communicates performance and quality targets and ensures staff understand and are working to meet them. * Creates a work culture in which staff meets or exceeds customer service expectations.* Provides SOP’s, white papers, and other guidance related documents to support consistent decision making and uniform application of rules and regulations. * Trains new and existing staff, other VISN level HR staff, and VA Medical Center leadership at all organizational levels on current classification policy, procedures, and/or new initiatives.* Participates in meetings (in-person, online, or over the phone or Teams) to interpret and correlate policy, procedures, and guidelines related to controversial or contentious actions and recommended s solutions. * Collaborates with customers and reconciles conflicting viewpoints to deliver high quality products and timely service. * Also performs the full range a VISN 5 Consolidated Classification Unit (CCU) HR Specialist (Classification) as needed to assist the team.

Lithicum, Md

* Reviews regional PD’s and classifies position descriptions, explains findings through in-depth written evaluation statements, and signs PD cover sheet (OF-8) for PD’s, including one-of-a-kind, complex, rare, controversial, unusual, and standardized PD’s. * Develops methodologies to aid in understanding the organization’s needs and goals for reviewed positions.* Classification review analysis entails identifying, interpreting, analyzing, cross-referencing, and correctly applying classification standards, flysheets, functional guides, and OPM, VA, and VHA guidance to render technically correct classification determinations for Title position descriptions. * Makes fine distinctions in the proper crediting of factor levels and ultimate allocation of grade levels awarded.* Communicates grade level variations to management with supporting criteria and justification to foster understanding and acceptance of findings. * Performs position reviews individually or as part of an organizational review to affirm, validate, or correct classifications when directed by VA, VHA, OPM, VISN management as warranted.* independently resolves difficult issues and problems requiring consideration of the total HR Management Program.* In collaboration with customers, provides advice on Title 38 functional statements (FS) on the differences between clinical duties requiring the knowledges, skills, and abilities of clinical occupations and not being to place this work into non-clinical Title 5 position descriptions. * Considers the applicability across VHA for similar like positions with comparable complexities and determines the state of regulatory compliance, classification accuracy, and other classification program requirements.

Provide management with insight in establishing organizational structures that are efficient, cost effective, support desired grade levels, and facilitate career development.Review management requests for classification actions.Interpret and apply position classification standards to position descriptions and determine the correct pay category, occupational series, title, and grade level.Make FLSA determinations, bargaing unit status determinations, position sensitivity determinations on all position clasification actions. Provide recommendations to management on organizational design with emphasis on career development principles and practices as they relate to position classification and the management process and other HR programs.Communicate, educate, justify grade distinctions to management with supporting criteria and justification on evaluation results.Incorporate consideration of career ladders, career development and training, management practices, working conditions, recruitment and retention incentives, organizational design, and position classification and position management into problem solving efforts.Prepare evaluation reports and conduct desk audits as needed.Discuss audit findings, past OPM and agency appeals and/or other classification issues and guidance with management and employees.Participated as a team member on a nationally sensitive FLSA review for select occupations to analyze for consistency.Developed multiple Microsoft Excel forms which help to evaluate and auto calculate position description evaluation summaries according to OPM guidance to expedite administrative processing time.

Actively sourced and recruited complex medical candidates including physicians, pharmacists, and other critical and hard-to-fill clinical employees for the VHA. Planed, coordinated, implemented and directed all activities for the recruitment of positions in accordance with all applicable laws/regulations as well as organizational practices and processes. Participated in workforce succession planning and position management initiatives and activities and recommends solutions to managers that attract a wider range of potential employees. Developed a variety of recruitment strategies that are appropriately aggressive to meet human capital staffing needs identified in the workforce plan, positioning the agency for successful accomplishment. Analyzed recruitment policies and procedures to confirm consistency with OPM, Federal employment laws, and VHA policies. Implements plans to increase diversity recruiting, targeted recruitment, and veterans outreach. Analyzed new and proposed regulations from OPM and VA having an impact on assigned programs to determine the effect on Agency and employees. Provided management information and resources regarding relevant issues, such as retention, budgetary compliance, hiring strategies, human capital succession planning, and process management. Advised executives and management staff on performance-based interviewing techniques and assists in coordination of performance-based interview panels. Utilized knowledge of and skill in applying wide range of HR principles, practices, and regulations sufficient to perform detailed analyses and draw conclusions on complex issues, problems and situations. Provided knowledge and skill in applying written and oral communication techniques sufficient to develop and deliver advisory opinions, briefings, project papers, reports and correspondence to mangers to foster understanding and acceptance of findings and recommendations.

Energized hospital recruiting team which resulted in nursing vacancy rate dropping by 50% within the first 6 months. Lead trainer in hospital on Taleo applicant tracking software for management and Human Resources. Selected as a key subject matter expert for a national recruiting team to make modifications and recommendations to our applicant tracking system for 77 hospital chain of recruiters. Trained on behavioral interviewing techniques (AVA Analyst). Developed, coached and counseled managers through business partnership to meet recruiting needs in timely manner. Consistently sought out by both peers and leaders for knowledge of recruiting and mentorship. Helped develop new marketing strategy and campaign to enhance market penetration. Participated in numerous committees on succession planning and impact of aging work force to identify critical needs and potential training strategies for internal growth opportunities. Conducted special studies and analysis on succession planning and aging workforce to forecast anticipated recruitment shortages and provide recommendations to management on planning and coordinating strategic recruitment initiatives. Maintained production reports and analyzed production statistics to identify hard to fill critical vacancies. Conducted numerous job and career fairs both locally and regionally.

Trained over 125 Health Care recruiters throughout 14 Northeastern states from Virginia to Maine on market penetration, prospecting, processing of new hires, and maintenance of the new employee program. Prepared, planned, and scheduled training events, annual and quarterly team building events, and continuing education for the organization. Served as organizational Equal Employment Opportunity Representative by resolving conflict through training and conflict management. Monitored organizational Drug and Alcohol Program through training and drug testing program. Project manager for numerous marketing campaigns to identify ROI both positive and negative. Manager of web based learning management system (LMS) for organization. Conducted on sight inspections of subordinate organizations to analyze deficiencies and improve performance and identify sensitive and critical issues requiring the attention of the Commander. Prepared written quarterly and yearly training plans to ensure regional offices (RO) were in alignment with the central office (CO) directives. Prepared written production reports and analyzed production statistics on human capital and strategic recruitment issues. Primary Trainer for personnel on new applicant tracking system software . Key member of select group of national subject matter experts who helped identify and make recommendations to software developers on Army Medical Recruiting Applicant Tracking System for phase releases and enhancements.

Recruited medical professionals to include physicians, nurses, pharmacists, anesthetists, dentists, and micro-biologist throughout the Boston metro area and Rhode Island for over 60 medical officer career fields. Prospected in hospitals, residency programs, nursing homes, prisons, mental health facilities, private practices, universities, and public health facilities. Prepared information packets for prospective new employees on U.S. Army programs and benefits. Conducted over 30 college or professional career fairs resulting in hundreds of leads. Performed pre-qualification screening and application processing of potential new employees. Maintained and managed new employee program. Developed markets, center of influence (COI), and community relations. Presented formal presentations to large groups of prospective new employees.

Managed a 24 staff Health Care Recruiting Team, which covered the entire New England region. Increased production by 12% over the previous year and mentored 2 recruiters to be the top individual producers nationwide in their respective markets. Analyzed management data to evaluate subordinates performance. Conducted professional development programs and training to assist subordinates growth. Managed administrative operations, prepared plans and developed Standard Operating Procedures. Consolidated statistics on recruiting programs and activities to determine Return on Investment, both positive and negative.

Baltimore, Md

Army enlisted recruiter at various locations throughout the Baltimore metro area with the Baltimore Recruiting BN.

Ft. Meyer, Va

Infantry Squad leader

Ft. Bragg, N.C.

Infantry Paratrooper

Kaneohe, Hi

Infantry team leader with 1st BN, 3rd Marines.Graduate: 1983, S.U.L.C school (Small Unit Leaders Course)Intense 7 week course focusing on infantry small unit tactics and counter insurgency operations.