Speakers
Speaker
President Obama appointed Beth F. Cobert as Acting Director of the Office of Personnel Management on July 10, 2015. She comes to OPM from the Office of Management and Budget (OMB), where she served as the Deputy Director for Management and the U.S. Chief Performance Officer since October 2013.
At OMB, she led the efforts to drive the President’s Management Agenda to make government more effective and efficient so it can deliver better, faster, and smarter services to citizens and businesses.
She oversaw the government’s performance, procurement, and financial management offices, as well as the Office of the Chief Information Officer. Under Cobert’s leadership, the Administration made progress on efforts to improve the management of Federal information technology (IT) spending, to modernize and improve citizen-facing services through teams like the U.S. Digital Service, and to reduce the Federal Real Property footprint.
She also led OMB’s work on the People and Culture Pillar of the President’s Management Agenda—including initiatives to improve employee engagement within agencies, enhance the Senior Executive Service (SES), and recruit and retain a talented and diverse Federal workforce.
Before joining the Federal government, Cobert worked for nearly 30 years at McKinsey & Company as a Director and Senior Partner. During her tenure, she worked on key strategic, operational, and organizational issues across a range of sectors, including financial services, health care, legal services, real estate, telecommunications, and philanthropy. She led major projects to improve performance through process streamlining, enhanced customer service, improved use of technology, more effective marketing programs, and strengthened organizational effectiveness. Over the course of her career, she led McKinsey’s initiatives on recruitment, training, development, performance evaluation, and retirement services and championed efforts to support the advancement of women into leadership positions.
Cobert also previously served as a board member and chair of the United Way of the Bay Area and as a member of the Stanford Graduate School of Business Advisory Council. Cobert received a bachelor’s degree in economics from Princeton University and a master’s degree in business administration from Stanford University. She and her husband, Adam Cioth, have two children.
At OMB, she led the efforts to drive the President’s Management Agenda to make government more effective and efficient so it can deliver better, faster, and smarter services to citizens and businesses.
She oversaw the government’s performance, procurement, and financial management offices, as well as the Office of the Chief Information Officer. Under Cobert’s leadership, the Administration made progress on efforts to improve the management of Federal information technology (IT) spending, to modernize and improve citizen-facing services through teams like the U.S. Digital Service, and to reduce the Federal Real Property footprint.
She also led OMB’s work on the People and Culture Pillar of the President’s Management Agenda—including initiatives to improve employee engagement within agencies, enhance the Senior Executive Service (SES), and recruit and retain a talented and diverse Federal workforce.
Before joining the Federal government, Cobert worked for nearly 30 years at McKinsey & Company as a Director and Senior Partner. During her tenure, she worked on key strategic, operational, and organizational issues across a range of sectors, including financial services, health care, legal services, real estate, telecommunications, and philanthropy. She led major projects to improve performance through process streamlining, enhanced customer service, improved use of technology, more effective marketing programs, and strengthened organizational effectiveness. Over the course of her career, she led McKinsey’s initiatives on recruitment, training, development, performance evaluation, and retirement services and championed efforts to support the advancement of women into leadership positions.
Cobert also previously served as a board member and chair of the United Way of the Bay Area and as a member of the Stanford Graduate School of Business Advisory Council. Cobert received a bachelor’s degree in economics from Princeton University and a master’s degree in business administration from Stanford University. She and her husband, Adam Cioth, have two children.
Scott Lutterloh
Acting Assistant Secretary of the Navy, Manpower and Reserve Affairs
Navy Manpower and Reserve Affairs
Acting Assistant Secretary of the Navy, Manpower and Reserve Affairs
Navy Manpower and Reserve Affairs
Scott W. Lutterloh was appointed as the Acting Assistant Secretary of the Navy (Manpower and Reserve Affairs) on 1 November 2015. In this capacity, he is responsible for matters pertaining to manpower and personnel policy within the Department of the Navy (DoN), including issues affecting Active and Reserve Component Sailors and Marines, and DoN civilians. Additionally, he was appointed as the Principal Deputy Assistant Secretary of the Navy (Manpower and Reserve Affairs).
Mr. Lutterloh has over 20 years in government Civilian Service and previously served in the United States Navy as both an enlisted Sailor and Officer. He graduated from the U.S. Naval Academy in 1978 with a mechanical engineering degree, and then went on to serve the Main Propulsion Assistant on the USS MACDONOUGH (DDG 39) and as the lead Surface Warfare Manpower, Personnel, and Training Analyst on the staff of the Chief of Naval Personnel.
After leaving active duty, Mr. Lutterloh was Director of the Logistics and Training Operating Center for LOGICON Syscon where he directed the complete range of defense related logistics services, training support, and training simulation contracts for the corporation. From 1996 until 2003, Mr. Lutterloh served as Executive Director of the AEGIS Training and Readiness Center. During his tenure, ATRC established itself as the premiere training organization in the surface Navy. From October 2003 through February 2006, Mr. Lutterloh served as the Executive Director of the Center for Surface Combat Systems Training headquartered in Dahlgren, Va. He directed operations, maintenance, and tactical training for the United States and international surface combat systems.
Mr. Lutterloh was selected as a DON Senior Executive in October 2006 upon selection as Director, Total Force Requirements Division, and Assistant Director for Requirements Integration on the Chief of Naval Operations staff. He was responsible for development, planning and programming of all U.S. Navy manpower requirements, and integrating military, civilian, and contractor constituencies across the Navy.
During 2006, Mr. Lutterloh served as Director, Training Systems Division in the Program Executive Office, Integrated Warfare Systems in Washington, D.C. As Program Manager, he was responsible for embedded training systems development, engineering, acquisition, installation, and maintenance onboard all surface ships in the U.S. Navy. His other Senior Executive Service appointments include service as Director, Information, Analysis and Development Division at OPNAV N1 where he was responsible for policy, planning, and programming of Navy's training and education initiatives, which included Navy's Joint Professional Military Education, and Navy training requirements in acquisition programs and Human Systems Integration. Most recently, Mr. Lutterloh was assigned as Assistant Deputy Chief of Naval Operations for Manpower, Personnel, Training and Education (OPNAV N1B).
Mr. Lutterloh has over 20 years in government Civilian Service and previously served in the United States Navy as both an enlisted Sailor and Officer. He graduated from the U.S. Naval Academy in 1978 with a mechanical engineering degree, and then went on to serve the Main Propulsion Assistant on the USS MACDONOUGH (DDG 39) and as the lead Surface Warfare Manpower, Personnel, and Training Analyst on the staff of the Chief of Naval Personnel.
After leaving active duty, Mr. Lutterloh was Director of the Logistics and Training Operating Center for LOGICON Syscon where he directed the complete range of defense related logistics services, training support, and training simulation contracts for the corporation. From 1996 until 2003, Mr. Lutterloh served as Executive Director of the AEGIS Training and Readiness Center. During his tenure, ATRC established itself as the premiere training organization in the surface Navy. From October 2003 through February 2006, Mr. Lutterloh served as the Executive Director of the Center for Surface Combat Systems Training headquartered in Dahlgren, Va. He directed operations, maintenance, and tactical training for the United States and international surface combat systems.
Mr. Lutterloh was selected as a DON Senior Executive in October 2006 upon selection as Director, Total Force Requirements Division, and Assistant Director for Requirements Integration on the Chief of Naval Operations staff. He was responsible for development, planning and programming of all U.S. Navy manpower requirements, and integrating military, civilian, and contractor constituencies across the Navy.
During 2006, Mr. Lutterloh served as Director, Training Systems Division in the Program Executive Office, Integrated Warfare Systems in Washington, D.C. As Program Manager, he was responsible for embedded training systems development, engineering, acquisition, installation, and maintenance onboard all surface ships in the U.S. Navy. His other Senior Executive Service appointments include service as Director, Information, Analysis and Development Division at OPNAV N1 where he was responsible for policy, planning, and programming of Navy's training and education initiatives, which included Navy's Joint Professional Military Education, and Navy training requirements in acquisition programs and Human Systems Integration. Most recently, Mr. Lutterloh was assigned as Assistant Deputy Chief of Naval Operations for Manpower, Personnel, Training and Education (OPNAV N1B).
Karl Schneider
Assistant Secretary of the Army Manpower and Reserve Affiairs (Acting)
Army Manpower & Reserve Affairs
Assistant Secretary of the Army Manpower and Reserve Affiairs (Acting)
Army Manpower & Reserve Affairs
Mr. Karl F. Schneider was appointed as the Principal Deputy Assistant Secretary of the Army (Manpower & Reserve Affairs) on July 5, 2009. In this position, Mr. Schneider provides oversight of all planning, analysis and assessment support to the Assistant Secretary of the Army (Manpower & Reserve Affairs), and serves as a principal advisor on Total Force manpower and personnel policy. He served as the Acting Assistant Secretary of the Army (Manpower and Reserve Affairs) from September 20, 2013 until April 18, 2014. Prior to this appointment, he served as the Assistant Deputy Chief of Staff, G-1 from October 2006, where he assisted the Army G-1 in managing Army officers, soldiers, civilians and personnel plans and programs.
Mr. Schneider’s first position in the Senior Executive Service began in October 1997 when he was appointed as the Deputy Assistant Secretary (Army Review Boards), and Director of the Army Review Boards Agency. He was responsible for the oversight and operations of 10 Army personnel boards, including the Army Board for the Correction of Military Records, the Army Discharge Review Board, and the Army Clemency and Parole Board.
Mr. Schneider’s first position in the Senior Executive Service began in October 1997 when he was appointed as the Deputy Assistant Secretary (Army Review Boards), and Director of the Army Review Boards Agency. He was responsible for the oversight and operations of 10 Army personnel boards, including the Army Board for the Correction of Military Records, the Army Discharge Review Board, and the Army Clemency and Parole Board.
William (Billy) P. Milton, Jr., serves as the Chief Human Capital Officer, Office of Human Resources Management, Departmental Management, U.S. Department of Agriculture, and has been a member of the senior executive service since 2003. In his present position, Billy provides vision and leadership to USDA-wide programs in employee and labor relations, recruitment, diversity, veterans and disability employment, work/life, hiring reform, human resources policy, workforce and succession planning, human resources accountability, human resources enterprise systems, executive resources, and Equal Opportunity accountability. Under Billy’s leadership, a new enterprise-wide USDA Virtual University has been established. Billy is also responsible for leading the Secretary of Agriculture’s Cultural Transformation (CT) Initiative, which is designed to transform USDA to an inclusive, high-performing organization that mirrors the public it serves. The CT Initiative drives change through the clear communication of values and measurable goals followed by robust accountability that cascades from the Secretary to his Sub Cabinet, and ultimately all the way down to first-line supervisors and employees. In addition, he is responsible for providing oversight for ground-breaking initiatives under the Secretary’s Strengthening Services Initiative.
Prior to serving in his current position, Billy served as Assistant Administrator for USDA’s Food Safety and Inspection Service (FSIS) in the Office of Catfish Inspection Programs (OCIP) and, prior to that, as the Assistant Administrator for FSIS’ Office of Management (OM).
The 2008 Farm Bill established mandatory inspection of catfish. Billy was asked by the FSIS Administrator to serve on a detail as the responsible senior management official for establishing the organization and infrastructure for this critical new program within an 18 month period, as established by law. As Assistant Administrator for OCIP, he provided executive leadership in establishing, implementing, and overseeing a nationwide program of regulatory oversight and conduct of inspection activities and enforcement of catfish inspection.
As Assistant Administrator for FSIS’ Office of Management, Billy was responsible for developing, directing, and coordinating administrative management activities for the Agency regarding human resources management; strategic planning; mediation and work/life services; labor-management relations; employee relations, litigation; safety and health: equal employment opportunity; civil rights; human capital planning; information technology, procurement; budget formulation, presentation, and execution; and financial management.
Billy has also worked with national labor organizations representing Federal sector employees. During his fifteen years in labor organizations, he served as a National Representative, Deputy Director of Membership and Organization, and Director for Representation and Education. Prior to his work with labor, Billy worked for the U.S. Customs Service.
Billy received his Bachelor Degree from Northeastern University, where he also attended graduate school.
Prior to serving in his current position, Billy served as Assistant Administrator for USDA’s Food Safety and Inspection Service (FSIS) in the Office of Catfish Inspection Programs (OCIP) and, prior to that, as the Assistant Administrator for FSIS’ Office of Management (OM).
The 2008 Farm Bill established mandatory inspection of catfish. Billy was asked by the FSIS Administrator to serve on a detail as the responsible senior management official for establishing the organization and infrastructure for this critical new program within an 18 month period, as established by law. As Assistant Administrator for OCIP, he provided executive leadership in establishing, implementing, and overseeing a nationwide program of regulatory oversight and conduct of inspection activities and enforcement of catfish inspection.
As Assistant Administrator for FSIS’ Office of Management, Billy was responsible for developing, directing, and coordinating administrative management activities for the Agency regarding human resources management; strategic planning; mediation and work/life services; labor-management relations; employee relations, litigation; safety and health: equal employment opportunity; civil rights; human capital planning; information technology, procurement; budget formulation, presentation, and execution; and financial management.
Billy has also worked with national labor organizations representing Federal sector employees. During his fifteen years in labor organizations, he served as a National Representative, Deputy Director of Membership and Organization, and Director for Representation and Education. Prior to his work with labor, Billy worked for the U.S. Customs Service.
Billy received his Bachelor Degree from Northeastern University, where he also attended graduate school.
Dan Riordan serves as the IRS Human Capital Officer. In this position, Dan provides executive leadership and direction in all matters relating to the Service’s employees by overseeing the design, development and delivery of a comprehensive, Servicewide human resource management and development program that contributes to the Service’s strategic vision and mission.
Prior to accepting this new position, Dan served as the Deputy IRS Human Capital Officer, where his wealth of experience and diverse professional background was key in providing executive leadership and direction in support of IRS in the recruitment, development, and retention of an engaged and productive workforce.
Dan’s successful Federal career began as an attorney at the United States Equal Employment Opportunity Commission’s Office of Legal Counsel, where he defended the agency in Federal district court litigation cases. He later served as General Counsel for the United States Department of Justice Tax Division, where he developed all aspects of an in-house counsel function and advised top leadership on employee, labor and administrative issues, and defended the agency in thirdparty proceedings. As Director of Operations and Strategy for the American Red Cross, he launched the Corporate Ombudsman Office, and in his position as Associate Director for Workforce Solutions at the United States Mint, he oversaw all human resources functions, human capital planning, employee and leadership development, and diversity, inclusion, and equal employment opportunity programs. Prior to joining the United States Mint, Dan served as Deputy Director of Workforce Relations and Associate Director for Labor Relations Strategy with the IRS.
Dan earned a law degree at the George Washington University Law School, a Bachelor of Business Administration degree from James Madison University, is a certified mediator, and is a member of the Department of Treasury’s Human Capital Executive Steering Committee.
Prior to accepting this new position, Dan served as the Deputy IRS Human Capital Officer, where his wealth of experience and diverse professional background was key in providing executive leadership and direction in support of IRS in the recruitment, development, and retention of an engaged and productive workforce.
Dan’s successful Federal career began as an attorney at the United States Equal Employment Opportunity Commission’s Office of Legal Counsel, where he defended the agency in Federal district court litigation cases. He later served as General Counsel for the United States Department of Justice Tax Division, where he developed all aspects of an in-house counsel function and advised top leadership on employee, labor and administrative issues, and defended the agency in thirdparty proceedings. As Director of Operations and Strategy for the American Red Cross, he launched the Corporate Ombudsman Office, and in his position as Associate Director for Workforce Solutions at the United States Mint, he oversaw all human resources functions, human capital planning, employee and leadership development, and diversity, inclusion, and equal employment opportunity programs. Prior to joining the United States Mint, Dan served as Deputy Director of Workforce Relations and Associate Director for Labor Relations Strategy with the IRS.
Dan earned a law degree at the George Washington University Law School, a Bachelor of Business Administration degree from James Madison University, is a certified mediator, and is a member of the Department of Treasury’s Human Capital Executive Steering Committee.
Reginald F. Wells was named Deputy Commissioner of the Social Security Administration’s (SSA) Office of Human Resources effective July 15, 2002 after serving short tenures as Deputy Associate Commissioner for Disability Program Policy and Senior Advisor in the Office of Disability and Income Security Programs. Dr. Wells also serves as the Chief Human Capital Officer and Chief Diversity Office for SSA, as well as the Chair of the Baltimore Federal Executive Board. In his capacity as Deputy Commissioner for Human Resources, Dr. Wells oversees a staff complement of 368 employees with an operating budget of $130 million.
Dr. Wells served as Deputy Commissioner of the Administration on Developmental Disabilities from October 1994 to April 2002. He shared with the Commissioner full responsibility for planning and directing 25 federal staff and programmatic activities, including the University Centers, Developmental Disabilities Councils, Protection and Advocacy Systems and Projects of National Significance with a program budget of over $122 million.
From October 1997 to May 1998, Dr. Wells served as the Acting Commissioner of the Administration on Developmental Disabilities in the United States Department of Health and Human Services' Administration for Children and Families (ACF).
Prior to his appointment in the Administration on Developmental Disabilities, Dr. Wells had 10 years of extensive public sector experience with the District of Columbia’s (D.C.) Department of Human Services. During his tenure, he served as both Deputy Commissioner and Acting Commissioner for the D.C. Commission on Social Services. The Commission on Social Services had a staff complement of 2,600 employees and an operating budget of $450 million to offer a broad array of social services, including services for people with developmental disabilities; child welfare services; juvenile justice services; emergency shelter; vocational rehabilitation; Aid to Families with Dependent Children and JOBS.
Previously, Dr. Wells managed Essex County’s New Jersey long term care/geriatrics facility; was instrumental in operating the 1,100 bed psychiatric hospital; monitored and evaluated citizen services; and worked as a research associate for the National Center on Black Aged.
Throughout his career, Dr. Wells has received many awards and recognitions. These include the 2013 Causey Award, the 2011 Chief Human Capital Officer of the Year, 2010 Warner W. Stockberger Achievement Award, 2006 Presidential Rank Award for Meritorious Executives; the U.S. Department of Health and Human Services Secretary’s Award for Distinguished Executives; the Distinguished Public Service Award from the Government of the District of Columbia; and Special Recognition Awards from the U.S. Administration on Developmental Disabilities and the D.C. Rehabilitation Services Administration.
His current and past professional and volunteer affiliations include: Goodwill Industries of the Chesapeake, Inc.; Covenant House Washington; District of Columbia ARC; National Academy of Public Administration Fellow.
Dr. Wells is licensed as a nursing home administrator in New Jersey and the District of Columbia.
In 1980, Dr. Wells received a Ph.D. in Social and Organizational Psychology from Temple University in Philadelphia. He also earned his M.A. in psychology from Temple University and B.A. in psychology and sociology from American International College.
Dr. Wells served as Deputy Commissioner of the Administration on Developmental Disabilities from October 1994 to April 2002. He shared with the Commissioner full responsibility for planning and directing 25 federal staff and programmatic activities, including the University Centers, Developmental Disabilities Councils, Protection and Advocacy Systems and Projects of National Significance with a program budget of over $122 million.
From October 1997 to May 1998, Dr. Wells served as the Acting Commissioner of the Administration on Developmental Disabilities in the United States Department of Health and Human Services' Administration for Children and Families (ACF).
Prior to his appointment in the Administration on Developmental Disabilities, Dr. Wells had 10 years of extensive public sector experience with the District of Columbia’s (D.C.) Department of Human Services. During his tenure, he served as both Deputy Commissioner and Acting Commissioner for the D.C. Commission on Social Services. The Commission on Social Services had a staff complement of 2,600 employees and an operating budget of $450 million to offer a broad array of social services, including services for people with developmental disabilities; child welfare services; juvenile justice services; emergency shelter; vocational rehabilitation; Aid to Families with Dependent Children and JOBS.
Previously, Dr. Wells managed Essex County’s New Jersey long term care/geriatrics facility; was instrumental in operating the 1,100 bed psychiatric hospital; monitored and evaluated citizen services; and worked as a research associate for the National Center on Black Aged.
Throughout his career, Dr. Wells has received many awards and recognitions. These include the 2013 Causey Award, the 2011 Chief Human Capital Officer of the Year, 2010 Warner W. Stockberger Achievement Award, 2006 Presidential Rank Award for Meritorious Executives; the U.S. Department of Health and Human Services Secretary’s Award for Distinguished Executives; the Distinguished Public Service Award from the Government of the District of Columbia; and Special Recognition Awards from the U.S. Administration on Developmental Disabilities and the D.C. Rehabilitation Services Administration.
His current and past professional and volunteer affiliations include: Goodwill Industries of the Chesapeake, Inc.; Covenant House Washington; District of Columbia ARC; National Academy of Public Administration Fellow.
Dr. Wells is licensed as a nursing home administrator in New Jersey and the District of Columbia.
In 1980, Dr. Wells received a Ph.D. in Social and Organizational Psychology from Temple University in Philadelphia. He also earned his M.A. in psychology from Temple University and B.A. in psychology and sociology from American International College.
Reese Madsen was appointed the DoD Intelligence Chief Learning Officer within the Under Secretary of Defense for Intelligence in January 2006. He is responsible for providing policy, oversight, and guidance to the training, education, and nationally accredited certification of civilian, military, and industry defense intelligence and security personnel within the Department of Defense. He is also the Chairman of the DoD Intelligence Training and Education Board (DITEB) and provides advice and counsel to the National Intelligence University’s Board of Visitors.
Mr. Madsen retired with 24 years of active duty experience from the United States Coast Guard. His last position was as the services’ Intelligence Workforce Manager, responsible for managing all Human Capital initiatives for the rapidly growing program. He held leadership and intelligence positions at all levels of the service and spent five years at sea on high endurance cutters patrolling from the Caribbean Sea to the Bering Sea and from the North Atlantic to the South Pacific.
At a national level he highlighted the Coast Guard as “a unique instrument of national security” and was responsible for the Coast Guard becoming the 14th member of the Intelligence Community and gaining all of the service’s new intelligence authorities. Additionally, he facilitated the growth in the services’ intelligence capabilities and established intelligence as an officer career field and developed the Coast Guard’s Intelligence Specialist enlisted rating.
Mr. Madsen graduated from the United States Coast Guard Academy in 1985 with a Bachelor of Science in Management and received his Masters of Science in Management from the University of Maryland (University College). In 2013 Mr. Madsen was selected as one of the 125 Academy Alumni of Distinction for alumni who have helped shape the U.S. Coast Guard and society at large, given back to their communities and to the Academy, and helped raise the profile of the U.S. Coast Guard and/or the Academy on a national and global level. He has received civilian awards from the Director of National Intelligence and Director of the Defense Intelligence Agency, and was featured as a leading Federal Chief Learning Officer (CLO) in the May 2012 CLO Magazine. While in the military, he earned seven joint awards, five Department of Defense awards and 14 Coast Guard awards including the Legion of Merit. He was a 2007 Distinguished Graduate for the Coast Guard Academy’s Annual Leadership Panel; the Coast Guard’s 2001 Admiral Billard Intelligence Officer of the year, and the 1989 Defense Intelligence Agency’s Coast Guard Intelligence Junior Officer of the year.
Mr. Madsen is a volunteer trainer for a prospective Wounded Warrior Service Dog - Murphy.
Mr. Madsen retired with 24 years of active duty experience from the United States Coast Guard. His last position was as the services’ Intelligence Workforce Manager, responsible for managing all Human Capital initiatives for the rapidly growing program. He held leadership and intelligence positions at all levels of the service and spent five years at sea on high endurance cutters patrolling from the Caribbean Sea to the Bering Sea and from the North Atlantic to the South Pacific.
At a national level he highlighted the Coast Guard as “a unique instrument of national security” and was responsible for the Coast Guard becoming the 14th member of the Intelligence Community and gaining all of the service’s new intelligence authorities. Additionally, he facilitated the growth in the services’ intelligence capabilities and established intelligence as an officer career field and developed the Coast Guard’s Intelligence Specialist enlisted rating.
Mr. Madsen graduated from the United States Coast Guard Academy in 1985 with a Bachelor of Science in Management and received his Masters of Science in Management from the University of Maryland (University College). In 2013 Mr. Madsen was selected as one of the 125 Academy Alumni of Distinction for alumni who have helped shape the U.S. Coast Guard and society at large, given back to their communities and to the Academy, and helped raise the profile of the U.S. Coast Guard and/or the Academy on a national and global level. He has received civilian awards from the Director of National Intelligence and Director of the Defense Intelligence Agency, and was featured as a leading Federal Chief Learning Officer (CLO) in the May 2012 CLO Magazine. While in the military, he earned seven joint awards, five Department of Defense awards and 14 Coast Guard awards including the Legion of Merit. He was a 2007 Distinguished Graduate for the Coast Guard Academy’s Annual Leadership Panel; the Coast Guard’s 2001 Admiral Billard Intelligence Officer of the year, and the 1989 Defense Intelligence Agency’s Coast Guard Intelligence Junior Officer of the year.
Mr. Madsen is a volunteer trainer for a prospective Wounded Warrior Service Dog - Murphy.
Effective July 29, 2013, Dr. George L. Tanner was appointed Dean of VA Learning University (VALU). In this role, he leads VA’s corporate university to help build a talented and diverse VA workforce and enterprise-wide leaders through high-quality, cost-effective continuous learning and development. VALU’s programs and education tools enhance leadership, occupational proficiencies, and personal growth across VA to equip VA employees with the skills they need to better serve Veterans and their families.
Dr. Tanner became a member of the career Senior Executive Service upon his selection in July 2006 as the first Chief Learning Officer for the Department of Homeland Security (DHS). As the DHS Chief Learning Officer, he was responsible for providing high quality training, education, and professional development programs under the banner of the DHS Homeland Security University System to the DHS workforce.
While at DHS and prior to his selection for the Senior Executive Service, Dr. Tanner served as the Chief Learning Officer for the Directorate for Preparedness, Director of Training and Education for the Directorate of Information Analysis and Infrastructure Protection, and Director of Training, Education, and Recruitment Programs in the Office of Information Analysis.
Dr. Tanner retired from the U.S. Army in 2004 with over twenty-one years of service spanning the enlisted, non-commissioned officer and commissioned officer ranks. He spent the majority of his last decade of military service at the Joint Military Intelligence College serving in a variety of positions, including Professor of Strategic Intelligence, Associate Dean for College Programs, Senior Army Advisor, and Academic Department Chairman. He also served as an adjunct professor on the faculty of American Military University from 2000 to 2005.
Dr. Tanner is married to Tanya M. Tanner who works at DARPA as an Assistant Deputy Program Manager. George and Tanya reside in Alexandria, VA, along with their two boys Richard (age 18) and Andrew (age 16).
Dr. Tanner became a member of the career Senior Executive Service upon his selection in July 2006 as the first Chief Learning Officer for the Department of Homeland Security (DHS). As the DHS Chief Learning Officer, he was responsible for providing high quality training, education, and professional development programs under the banner of the DHS Homeland Security University System to the DHS workforce.
While at DHS and prior to his selection for the Senior Executive Service, Dr. Tanner served as the Chief Learning Officer for the Directorate for Preparedness, Director of Training and Education for the Directorate of Information Analysis and Infrastructure Protection, and Director of Training, Education, and Recruitment Programs in the Office of Information Analysis.
Dr. Tanner retired from the U.S. Army in 2004 with over twenty-one years of service spanning the enlisted, non-commissioned officer and commissioned officer ranks. He spent the majority of his last decade of military service at the Joint Military Intelligence College serving in a variety of positions, including Professor of Strategic Intelligence, Associate Dean for College Programs, Senior Army Advisor, and Academic Department Chairman. He also served as an adjunct professor on the faculty of American Military University from 2000 to 2005.
Dr. Tanner is married to Tanya M. Tanner who works at DARPA as an Assistant Deputy Program Manager. George and Tanya reside in Alexandria, VA, along with their two boys Richard (age 18) and Andrew (age 16).
Anthony Kurta
Deputy Assistant Secretary of Defense for Military Personnel Policy
Department of Defense
Deputy Assistant Secretary of Defense for Military Personnel Policy
Department of Defense
Mr. Tony Kurta assumed the duties of Deputy Assistant Secretary of Defense for Military Personnel Policy on September 8, 2014.
A member of the Senior Executive Service, he is responsible for recruiting, retention, compensation, travel, and the related human resource management for the 1.4 million Active Duty military members of the U .S. Armed Services
A native of Columbia Falls, Montana, he graduated with merit from the U.S. Naval Academy in 1981, earned an M.A. in National Security Studies from Georgetown University, is a distinguished graduate of the Air Command and Staff College, and was a National Security Fellow at the John F. Kennedy School of Government at Harvard University.
Mr. Kurta’s career includes over 32 years on active duty as a Navy Surface Warfare Officer, during which he commanded USS Sentry (MCM 3), USS Guardian (MCM 5), USS Warrior (MCM 10), USS Carney (DDG 64), Destroyer Squadron Two Four and Combined Joint Task Force, Horn of Africa (CJTF-HOA). As CJTF-HOA, his command included Active and Reserve officers and enlisted, Navy, Army, Marines, Air Force, Special Operations, National Guard, inter-agency and coalition personnel. Shore assignments included: Chief, Special Actions Division on the Joint Staff; Director, Surface Officer Distribution Division (Pers-41) at the Navy Personnel Command; Director for Policy, Resources and Strategy for U.S. Naval Forces Europe and Africa; and Director, Military Personnel Policy (N13) on the OPNAV Staff. Mr. Kurta retired from the Navy in 2013 as a Rear Admiral.
He has also served as a Senior Leader in the Department of the Navy from December 2013 through September 2014 as the Director of Navy Flag Officer Management and Development where he was responsible for flag officer community management and executive development.
His awards include the Distinguished Service Medal, Defense Superior Service Medals, Legions of Merit, Meritorious Service Medals, and various other awards and unit commendations.
A member of the Senior Executive Service, he is responsible for recruiting, retention, compensation, travel, and the related human resource management for the 1.4 million Active Duty military members of the U .S. Armed Services
A native of Columbia Falls, Montana, he graduated with merit from the U.S. Naval Academy in 1981, earned an M.A. in National Security Studies from Georgetown University, is a distinguished graduate of the Air Command and Staff College, and was a National Security Fellow at the John F. Kennedy School of Government at Harvard University.
Mr. Kurta’s career includes over 32 years on active duty as a Navy Surface Warfare Officer, during which he commanded USS Sentry (MCM 3), USS Guardian (MCM 5), USS Warrior (MCM 10), USS Carney (DDG 64), Destroyer Squadron Two Four and Combined Joint Task Force, Horn of Africa (CJTF-HOA). As CJTF-HOA, his command included Active and Reserve officers and enlisted, Navy, Army, Marines, Air Force, Special Operations, National Guard, inter-agency and coalition personnel. Shore assignments included: Chief, Special Actions Division on the Joint Staff; Director, Surface Officer Distribution Division (Pers-41) at the Navy Personnel Command; Director for Policy, Resources and Strategy for U.S. Naval Forces Europe and Africa; and Director, Military Personnel Policy (N13) on the OPNAV Staff. Mr. Kurta retired from the Navy in 2013 as a Rear Admiral.
He has also served as a Senior Leader in the Department of the Navy from December 2013 through September 2014 as the Director of Navy Flag Officer Management and Development where he was responsible for flag officer community management and executive development.
His awards include the Distinguished Service Medal, Defense Superior Service Medals, Legions of Merit, Meritorious Service Medals, and various other awards and unit commendations.
Dr. Timothy Buckley serves as Acting Chief Learning Officer and Director of Talent and Organizational Development at the Department of Health and Human Services. Tim leads a talented group of professionals who create and deliver a wide range of training and development programs. His division also leads workforce and succession planning efforts and supports organizational development interventions.
Prior to his recent appointment in HHS, Tim served over ten years at the Securities and Exchange Commission where he held a variety of leadership positions including Chief Learning Officer and Director of Organizational Development. Tim also spent five years with the Office of Personnel Management where he consulted to many Federal agencies, worked on Government-wide human capital efforts and led the team that created OPM’s first strategic human capital plan.
Before joining the Federal workforce, Tim was a professor of industrial/organizational psychology at Louisiana State University where he conducted research in several HR domains and taught courses in psychology and advanced statistics. He received his Ph.D. in industrial/organizational psychology from the University of Illinois at Urbana-Champaign, his M.S. in organizational behavior from Cornell University and his B.A. in psychology from the University of Central Florida.
Prior to his recent appointment in HHS, Tim served over ten years at the Securities and Exchange Commission where he held a variety of leadership positions including Chief Learning Officer and Director of Organizational Development. Tim also spent five years with the Office of Personnel Management where he consulted to many Federal agencies, worked on Government-wide human capital efforts and led the team that created OPM’s first strategic human capital plan.
Before joining the Federal workforce, Tim was a professor of industrial/organizational psychology at Louisiana State University where he conducted research in several HR domains and taught courses in psychology and advanced statistics. He received his Ph.D. in industrial/organizational psychology from the University of Illinois at Urbana-Champaign, his M.S. in organizational behavior from Cornell University and his B.A. in psychology from the University of Central Florida.
Dr. Karlease Kelly serves as the Provost of the USDA Virtual University in the U.S. Department of Agriculture Office of Human Resources Management, Departmental Management. Dr. Kelly provides vision and leadership and coordinates with all USDA Training Officers and human resources professionals on employee development and training policies and programs. This includes managing USDA’s Senior Executive Service Candidate Development Program, and overseeing USDA’s implementation of Federal training policies such as mentoring, individual development planning, details, new supervisor training, the Presidential Management Fellows program, intern training and development, and other programs to increase employee satisfaction and effectiveness. She is a member of the federal Chief Learning Officers Council, and Deputy Chief Human Capital Officer for USDA.
Prior to this, Dr. Kelly served in USDA’s Food Safety and Inspection Service (FSIS) as the Assistant Administrator for the FSIS Office of Outreach, Employee Education and Training. In this position, she was responsible for developing the knowledge and skills of Agency and State employees, as well as conducting education and outreach activities to meet the needs of small and very small meat, poultry and egg processors to help them enhance their food safety and food defense systems. Dr. Kelly has over sixteen years of government service in USDA. Her experience includes working as an instructor, a Program Analyst, Chief of the Program Analysis Branch at the FSIS Technical Service Center, and the FSIS Chief Training Officer.
Under her leadership, FSIS became an Authorized Provider of continuing education units, and received the Exemplar Award from the International Association of Continuing Education and Training (IACET). She was instrumental in establishing the Agency’s policies related to training as a condition of employment, requiring entry level inspection personnel to pass a validated examination in order to continue working in their position. She has also established a robust distance learning program that includes e-learning courses, webinars, videos, and self-study materials. This included managing a video production team that created educational materials for the Agency.
During this time, she has worked collaboratively with employee unions and associations as well as universities to partner with them in providing educational services to Agency employees. Additionally, she created and administered an assessment center for leadership development. She spoke at a number of industry meetings about improving workforce training for government and industry employees, including an international meeting in Beijing, China. Dr. Kelly also established the Small Plant Help Desk to respond to questions small meat and poultry manufacturers about providing updated training to employees on food safety policies.
The Government Accountability Office (GAO) highlighted the FSIS outreach program serving small and very small plants as unique in providing helpful resources and assistance to small businesses (GAO report 07-714). FSIS training programs contributed to the Agency winning the 2007 President's Quality Award for the Strategic Management of Human Capital.
Prior to this, Dr. Kelly served in USDA’s Food Safety and Inspection Service (FSIS) as the Assistant Administrator for the FSIS Office of Outreach, Employee Education and Training. In this position, she was responsible for developing the knowledge and skills of Agency and State employees, as well as conducting education and outreach activities to meet the needs of small and very small meat, poultry and egg processors to help them enhance their food safety and food defense systems. Dr. Kelly has over sixteen years of government service in USDA. Her experience includes working as an instructor, a Program Analyst, Chief of the Program Analysis Branch at the FSIS Technical Service Center, and the FSIS Chief Training Officer.
Under her leadership, FSIS became an Authorized Provider of continuing education units, and received the Exemplar Award from the International Association of Continuing Education and Training (IACET). She was instrumental in establishing the Agency’s policies related to training as a condition of employment, requiring entry level inspection personnel to pass a validated examination in order to continue working in their position. She has also established a robust distance learning program that includes e-learning courses, webinars, videos, and self-study materials. This included managing a video production team that created educational materials for the Agency.
During this time, she has worked collaboratively with employee unions and associations as well as universities to partner with them in providing educational services to Agency employees. Additionally, she created and administered an assessment center for leadership development. She spoke at a number of industry meetings about improving workforce training for government and industry employees, including an international meeting in Beijing, China. Dr. Kelly also established the Small Plant Help Desk to respond to questions small meat and poultry manufacturers about providing updated training to employees on food safety policies.
The Government Accountability Office (GAO) highlighted the FSIS outreach program serving small and very small plants as unique in providing helpful resources and assistance to small businesses (GAO report 07-714). FSIS training programs contributed to the Agency winning the 2007 President's Quality Award for the Strategic Management of Human Capital.
Towanda Brooks serves as the Deputy Chief Human Capital Officer for HUD. In this role, she takes lead on Human Capital Services (Recruiting and Staffing, Executive Resources, Personnel Security Division, Employee Assistance Program, and Pay, Benefits, & Retirement Division), Policy, HUD LEARN, Support Services, and Performance Management. She provides leadership in agency human capital planning, HR Operations, accountability and policy. In this capacity, she supports and advises the CHCO in the management of HUD’s workforce and on applicable laws and regulations.
Prior to joining HUD, Towanda served as the Director, Human Resources Operations Center, Office of the Secretary, Department of Commerce. Her career spans 22 years in the federal government primarily in human capital and human resources. Towanda gained her leadership and human capital experience by serving in numerous senior leadership positions at the Department of Energy, National Nuclear Security Administration, the Department of Homeland Security, U.S. Secret Service, the Library of Congress, and the Department of Agriculture.
She earned a Bachelor of Arts degree in English Writing from George Mason University, and a Master’s of Arts degree in Literature from The American University. She received a Program Certificate from Georgetown University in Government Executive Leadership.
Prior to joining HUD, Towanda served as the Director, Human Resources Operations Center, Office of the Secretary, Department of Commerce. Her career spans 22 years in the federal government primarily in human capital and human resources. Towanda gained her leadership and human capital experience by serving in numerous senior leadership positions at the Department of Energy, National Nuclear Security Administration, the Department of Homeland Security, U.S. Secret Service, the Library of Congress, and the Department of Agriculture.
She earned a Bachelor of Arts degree in English Writing from George Mason University, and a Master’s of Arts degree in Literature from The American University. She received a Program Certificate from Georgetown University in Government Executive Leadership.
Reginald Mebane
Director, Office of Equal Employment Opportunity
Centers for Disease Control and Prevention
Director, Office of Equal Employment Opportunity
Centers for Disease Control and Prevention
Reginald R. Mebane, MS, is currently the director of the Office of Equal Employment Opportunity (OEEO). As director, Mr. Mebane is responsible for advising and counseling CDC’s Director on a variety of equal opportunity, diversity management, civil rights and human resources issues impacting the agency’s diverse workforce. He is also responsible for the design and direction of programs, policies and procedures based on rules, regulations, laws and Executive Orders governing equal opportunity, diversity management, civil rights, and human resources. He manages the development and implementation of CDC/ATSDR’s equal employment policies and procedures to effectively identify, correct and prevent systematic equal employment problems and resolve issues alleging class or institutional discrimination.
Mr. Mebane joined CDC in February 2005 as Chief Management Officer/COO of CDC's Coordinating Center for Infectious Diseases (CCID). In this role, he had direct authority for the management of the estimated $4.0 billion CCID budget which included business operations, human capital, information technology, grants, facilities, and administrative services for the National Center for HIV/AIDS, Viral Hepatitis, STD, and TB Prevention; National Center for Immunization and Respiratory Diseases; National Center for Preparedness, Detection, and Control of Infectious Diseases; National Center for Zoonotic, Vector-Borne and Enteric Diseases. Under his leadership, CCID grew in size and scope to $7B, comprising over half the agency's programs, assets, people and EEO activities.
Prior to working at CDC, Mr. Mebane spent over 23 years at FedEx. After starting his career with the company in 1981, Mr. Mebane was promoted from dock worker, to manager, to the Director of International Operations. In 2001, Mr. Mebane moved to Buffalo, New York, to become the Chief Operating Officer for a $2.0 billion company that FedEx acquired.
In addition to his management duties, Mr. Mebane was the corporate lead for Diversity training from 1995 to 1997 and became part of the Fed Ex Leadership Institute where he taught leadership and management practices to FedEx employees from all parts of the company, both nationally and internationally.
Outside of his work at FedEx, Mr. Mebane has served on the faculty of both the University of Memphis and the University of Buffalo. He has also worked as a psychiatric case manager and psychotherapist in Memphis during the de-institutionalization of the mentally ill and served as a case manager for six years. As a result of this experience, he later became Chairman of the Memphis Health, Education & Housing Finance Board (1994-2001). The restructuring of this board under his chairmanship is his legacy to Memphis in making housing affordable for people of moderate income.
Mr. Mebane also remains active in community service as a proud member of Leadership Atlanta. He also serves on the board of directors of the Mercy Health System headquartered in St. Louis, MO. Mercy is a $4B health system with hospitals and clinics in over 7 different states. He serves as chairman of the Human Resources Committee in addition to his board duties. Also, he teaches Executive Leadership as an adjunct faculty member at Georgia Institute of Technology.
Mr. Mebane joined CDC in February 2005 as Chief Management Officer/COO of CDC's Coordinating Center for Infectious Diseases (CCID). In this role, he had direct authority for the management of the estimated $4.0 billion CCID budget which included business operations, human capital, information technology, grants, facilities, and administrative services for the National Center for HIV/AIDS, Viral Hepatitis, STD, and TB Prevention; National Center for Immunization and Respiratory Diseases; National Center for Preparedness, Detection, and Control of Infectious Diseases; National Center for Zoonotic, Vector-Borne and Enteric Diseases. Under his leadership, CCID grew in size and scope to $7B, comprising over half the agency's programs, assets, people and EEO activities.
Prior to working at CDC, Mr. Mebane spent over 23 years at FedEx. After starting his career with the company in 1981, Mr. Mebane was promoted from dock worker, to manager, to the Director of International Operations. In 2001, Mr. Mebane moved to Buffalo, New York, to become the Chief Operating Officer for a $2.0 billion company that FedEx acquired.
In addition to his management duties, Mr. Mebane was the corporate lead for Diversity training from 1995 to 1997 and became part of the Fed Ex Leadership Institute where he taught leadership and management practices to FedEx employees from all parts of the company, both nationally and internationally.
Outside of his work at FedEx, Mr. Mebane has served on the faculty of both the University of Memphis and the University of Buffalo. He has also worked as a psychiatric case manager and psychotherapist in Memphis during the de-institutionalization of the mentally ill and served as a case manager for six years. As a result of this experience, he later became Chairman of the Memphis Health, Education & Housing Finance Board (1994-2001). The restructuring of this board under his chairmanship is his legacy to Memphis in making housing affordable for people of moderate income.
Mr. Mebane also remains active in community service as a proud member of Leadership Atlanta. He also serves on the board of directors of the Mercy Health System headquartered in St. Louis, MO. Mercy is a $4B health system with hospitals and clinics in over 7 different states. He serves as chairman of the Human Resources Committee in addition to his board duties. Also, he teaches Executive Leadership as an adjunct faculty member at Georgia Institute of Technology.
Ralph Charlip
Deputy Assistant Secretary, Operations and Management Veterans Employment
Department of Labor
Deputy Assistant Secretary, Operations and Management Veterans Employment
Department of Labor
Ralph Charlip, a member of the Senior Executive Service, is the Department of Labor Veteran’s Employment and Training Service (VETS) Deputy Assistant Secretary (DAS) for Operations and Management. In this role he oversees a budget of $226M and almost 200 employees who provide budget, finance, contracting, field operations, grants management, information technology support and human resource support to VETS.
Prior to becoming the VETS DAS, Mr Charlip was the Program Executive for Human Resource Strategic Initiatives in the Office of Human Resources, Department of the Interior where he was responsible for developing new human resource programs and deploying them across the Department and for the daily operations of the Human Resource Directorate. Prior to this assignment, he served as the Associate Director for Human Capital at the US Geological Survey (USGS) providing leadership and oversight to all human capital activities supporting 9000 employees around the world.
Before to coming to USGS, Mr Charlip worked in the Office of Human Resource Management at the Department of Agriculture supporting USDA Secretary Thomas Vilsack's Cultural Transformation Initiative. In his regular assignment as the Deputy Administrator for Management, Food and Nutrition Service (FNS), he provided support to 1300 FNS employees throughout the United States in the areas of human resources, acquisition management, records management, facility management, logistics and property management services.
Until October 2008, Mr Charlip served as the Chief of Compliance, Chief of Emergency Services and Chief of Integrated Ethics for the Department of Veteran’s Affairs (VA) Veterans Integrated Service Network (VISN) 19 in Denver, CO. In these roles he was responsible for ensuring the six VISN medical centers had active programs, were working closely with their communities and that there was an integrated effort across the VISN for those programs.
Mr Charlip served as the Director of the VA Health Administration Center leading 700 employees with an annual FY08 budget of $850 million until he moved to VISN 19. The Health Administration Center supported more than 300,000 beneficiaries around the world though four federal health benefit programs. He served as VHA’s Mail Manager – liaison to the U.S. Postal Service for all of VHA and was one of three VA representatives to the TRICARE Next Generation of Contracts Senior Steering Committee in 2002 and one of two in 2006. From late 2003 through the summer of 2007, Mr Charlip also was responsible for the Fee Support Office – establishing policy and providing oversight across VHA for this multi-billion dollar program.
Mr. Charlip joined the VA in May 2000 after completing 22 years as an Air Force Medical Service Corps officer. Specializing in health benefits policy, Mr. Charlip’s assignments also included command positions and assignments at Headquarters U.S. Air Force. In his final assignment, he served as the Associate Administrator for the 59th Medical Wing, which, at the time, operated the Air Force’s largest hospital, Wilford Hall USAF Medical Center in San Antonio, TX. His military decorations include the Defense Meritorious Service Medal and the Air Force Meritorious Service Medal with 2 Oak Leaf clusters.
Mr. Charlip is a Fellow in the American College of Health Care Executives (ACHE). He served various ACHE Regent’s Advisory Council for more than 10 years, was a 1999 member of the College's Credentials Committee and the 2003-2004 and 2004-2005 ACHE Awards Committee. He also served on ACHE’s Health Administration Press’ Editorial Board (2005-2008). While a member and Fellow of the American Academy of Medical Administrators (AAMA) until the end of 2009, he served as AAMA’s State Chairperson for Colorado from 2006 through mid 2007. He held previous positions on AAMA’s National Education Advisory Committee for the College of Managed Care Administrators and was on its Membership Committee. He is a member of the Association of Surgeons of the United States and served on their national advisory board as the Medical Service Corps Section Chief in 2006 and continues to serve on the Awards Committee, a role he has held since 2006. He was the national President of the U.S. Air Force Medical Service Corps Association where he also served as the Secretary and Vice President. He has held adjunct faculty appointments at the University of Maryland, St Leo's College, the Air National Guard Quality Center and Metropolitan State College and was a member of the Metropolitan State College Advisory Committee for its Health Care Management Program. He is listed in various editions of Who's Who. His publications include articles on federal job searches, metrics, quality management, health entitlements and he participated in the writing of an undergraduate text on health care management. His professional and community awards include the Ray Brown Award for excellence in health care administration from the Association of Military Surgeons of the United States, the Air Force Patient Administration Officer of the Year, ACHE Regent's Senior Healthcare Administrator Award, the Air Force Association's Distinguished Service Medal and Meritorious Service Medal and the Civil Air Patrol’s Meritorious and Exceptional Service Awards.
Mr. Charlip was born in Detroit, Michigan. He is a graduate of the University of Arizona with a Bachelor of Arts (Political Science-International Relations) and a Masters of Public Administration (Public Management-Marketing). He is also a graduate of the Air War College, George Washington University’s Interagency Institute for Federal Healthcare Executives, VHA’s Health Care Leadership Institute and VA’s Leadership VA. He and his wife, Cynthia live in Arlington, VA.
Prior to becoming the VETS DAS, Mr Charlip was the Program Executive for Human Resource Strategic Initiatives in the Office of Human Resources, Department of the Interior where he was responsible for developing new human resource programs and deploying them across the Department and for the daily operations of the Human Resource Directorate. Prior to this assignment, he served as the Associate Director for Human Capital at the US Geological Survey (USGS) providing leadership and oversight to all human capital activities supporting 9000 employees around the world.
Before to coming to USGS, Mr Charlip worked in the Office of Human Resource Management at the Department of Agriculture supporting USDA Secretary Thomas Vilsack's Cultural Transformation Initiative. In his regular assignment as the Deputy Administrator for Management, Food and Nutrition Service (FNS), he provided support to 1300 FNS employees throughout the United States in the areas of human resources, acquisition management, records management, facility management, logistics and property management services.
Until October 2008, Mr Charlip served as the Chief of Compliance, Chief of Emergency Services and Chief of Integrated Ethics for the Department of Veteran’s Affairs (VA) Veterans Integrated Service Network (VISN) 19 in Denver, CO. In these roles he was responsible for ensuring the six VISN medical centers had active programs, were working closely with their communities and that there was an integrated effort across the VISN for those programs.
Mr Charlip served as the Director of the VA Health Administration Center leading 700 employees with an annual FY08 budget of $850 million until he moved to VISN 19. The Health Administration Center supported more than 300,000 beneficiaries around the world though four federal health benefit programs. He served as VHA’s Mail Manager – liaison to the U.S. Postal Service for all of VHA and was one of three VA representatives to the TRICARE Next Generation of Contracts Senior Steering Committee in 2002 and one of two in 2006. From late 2003 through the summer of 2007, Mr Charlip also was responsible for the Fee Support Office – establishing policy and providing oversight across VHA for this multi-billion dollar program.
Mr. Charlip joined the VA in May 2000 after completing 22 years as an Air Force Medical Service Corps officer. Specializing in health benefits policy, Mr. Charlip’s assignments also included command positions and assignments at Headquarters U.S. Air Force. In his final assignment, he served as the Associate Administrator for the 59th Medical Wing, which, at the time, operated the Air Force’s largest hospital, Wilford Hall USAF Medical Center in San Antonio, TX. His military decorations include the Defense Meritorious Service Medal and the Air Force Meritorious Service Medal with 2 Oak Leaf clusters.
Mr. Charlip is a Fellow in the American College of Health Care Executives (ACHE). He served various ACHE Regent’s Advisory Council for more than 10 years, was a 1999 member of the College's Credentials Committee and the 2003-2004 and 2004-2005 ACHE Awards Committee. He also served on ACHE’s Health Administration Press’ Editorial Board (2005-2008). While a member and Fellow of the American Academy of Medical Administrators (AAMA) until the end of 2009, he served as AAMA’s State Chairperson for Colorado from 2006 through mid 2007. He held previous positions on AAMA’s National Education Advisory Committee for the College of Managed Care Administrators and was on its Membership Committee. He is a member of the Association of Surgeons of the United States and served on their national advisory board as the Medical Service Corps Section Chief in 2006 and continues to serve on the Awards Committee, a role he has held since 2006. He was the national President of the U.S. Air Force Medical Service Corps Association where he also served as the Secretary and Vice President. He has held adjunct faculty appointments at the University of Maryland, St Leo's College, the Air National Guard Quality Center and Metropolitan State College and was a member of the Metropolitan State College Advisory Committee for its Health Care Management Program. He is listed in various editions of Who's Who. His publications include articles on federal job searches, metrics, quality management, health entitlements and he participated in the writing of an undergraduate text on health care management. His professional and community awards include the Ray Brown Award for excellence in health care administration from the Association of Military Surgeons of the United States, the Air Force Patient Administration Officer of the Year, ACHE Regent's Senior Healthcare Administrator Award, the Air Force Association's Distinguished Service Medal and Meritorious Service Medal and the Civil Air Patrol’s Meritorious and Exceptional Service Awards.
Mr. Charlip was born in Detroit, Michigan. He is a graduate of the University of Arizona with a Bachelor of Arts (Political Science-International Relations) and a Masters of Public Administration (Public Management-Marketing). He is also a graduate of the Air War College, George Washington University’s Interagency Institute for Federal Healthcare Executives, VHA’s Health Care Leadership Institute and VA’s Leadership VA. He and his wife, Cynthia live in Arlington, VA.
Mr. Max R. Wyche is the Executive Director, Strategic Programs and Advisory Services, Defense Civilian Personnel Advisory Services (DCPAS). DCPAS is aligned under the Deputy Assistant Secretary of Defense, Civilian Personnel Policy and is a component of Defense Human Resources Activity. Mr. Wyche, a member of the Senior Executive Service, is responsible for policies and program development affecting over 800,000 Department of Defense Civilian employees. Mr. Wyche is responsible for the management of programs in civilian senior executive management, leadership, learning and development, strategic analysis and reporting, strategic human capital planning, human capital program assessment and accountability and enterprise recruiting and outreach.
Prior to his current assignment, Mr. Wyche was Deputy Director for the Civilian Force Management Directorate, Department of the Air Force (HAF/A1C). Mr. Wyche was responsible for developing policy for appropriated (APF) and non]appropriated fund (NAF) civilian airmen assigned to active and reserve component and total force organizations. His directorate was responsible for civilian personnel policies, work]year management, strategic workforce planning, employee engagement, and implementation and sustainment of all civilian personnel systems including alternative personnel systems and demonstration projects. Mr. Wyche oversaw the implementation of policies related to recruitment, employment and placement, work/life balance, classification, compensation, leave management, official travel, performance management, benefits, and deployment of civilians.
Mr. Wyche received his undergraduate from Alabama A&M University in 1999 and his Masters from Georgia College and State University in 2002. He began his civil servant career in 2000 as an Equal Employment & Staffing Specialist at Warner Robins Air Logistics Center. He held a variety of assignments at Robins in the areas of Staffing, Employment, Delegated Examining, Workforce Resources, Manpower and Strategic Planning, ultimately culminating in his assignment as the Director of Manpower and Personnel. Mr. Wyche then accepted a position with Headquarters Air Force at the Pentagon overseeing Total Force Personnel Services Delivery Transformation and Chairman for the Air Force Total Force Service Center Board of Directors. There Mr. Wyche was responsible for developing, coordinating and implementing long]range strategic plans for Air Force personnel services delivery impacting active duty, guard, reserves civilians and retirees. He also managed the Air Force Human Resources Information Technology portfolio and certification processes.
Mr. Wyche and his wife Kia have two children, Sydney and Austen.
Prior to his current assignment, Mr. Wyche was Deputy Director for the Civilian Force Management Directorate, Department of the Air Force (HAF/A1C). Mr. Wyche was responsible for developing policy for appropriated (APF) and non]appropriated fund (NAF) civilian airmen assigned to active and reserve component and total force organizations. His directorate was responsible for civilian personnel policies, work]year management, strategic workforce planning, employee engagement, and implementation and sustainment of all civilian personnel systems including alternative personnel systems and demonstration projects. Mr. Wyche oversaw the implementation of policies related to recruitment, employment and placement, work/life balance, classification, compensation, leave management, official travel, performance management, benefits, and deployment of civilians.
Mr. Wyche received his undergraduate from Alabama A&M University in 1999 and his Masters from Georgia College and State University in 2002. He began his civil servant career in 2000 as an Equal Employment & Staffing Specialist at Warner Robins Air Logistics Center. He held a variety of assignments at Robins in the areas of Staffing, Employment, Delegated Examining, Workforce Resources, Manpower and Strategic Planning, ultimately culminating in his assignment as the Director of Manpower and Personnel. Mr. Wyche then accepted a position with Headquarters Air Force at the Pentagon overseeing Total Force Personnel Services Delivery Transformation and Chairman for the Air Force Total Force Service Center Board of Directors. There Mr. Wyche was responsible for developing, coordinating and implementing long]range strategic plans for Air Force personnel services delivery impacting active duty, guard, reserves civilians and retirees. He also managed the Air Force Human Resources Information Technology portfolio and certification processes.
Mr. Wyche and his wife Kia have two children, Sydney and Austen.
Sandy Ringer-Mendoza
Director, HR Operations Dept., Office of Civilian Human Resources
Department of the Navy
Director, HR Operations Dept., Office of Civilian Human Resources
Department of the Navy
Ms. Ringer Mendoza currently serves as the director of HR Operations for the Department of the Navy (DON), Office of Civilian Human Resources (OCHR). She was chosen to lead the Department of Navy, Office of Civilian Human Resources (OCHR), five operations centers located in California, Mississippi, Pennsylvania, Virginia, and Washington. She leads a staff in excess of 1,000 employees to actively fill the Navy and Marine Corps’ vacancies. She advises the Deputy Assistant Secretary of the Navy for Civilian Human Resources and the Director OCHR about HR Operations.
Prior to her assignment as the director of HR Operations, she briefly served as the director of HR Systems and Analytics, where she was the DON's technical authority and leader for all civilian HR systems, data analytics, common business processes and continual process improvement programs, to include the full compendium of development, delivery and operations. Appointed to the Senior Executive Service (SES) in February 2015, Ms. Ringer Mendoza has over 30 years of federal service to include more than 25 years of experience in the HR community.
Prior to her assignment to the SES, she was the associate director for the Human Resources Systems and Analytics Department, OCHR. As the associate director, she led the DON's response to and implementation of the OPM-required Pathways Program for students and recent graduates. She also coordinated the DON-wide execution of the 2013 hiring freeze. She has served as the OCHR headquarters external recruitment and overseas employment program manager and was the subject matter expert for policy in the transition out of the National Security Personnel System.
Prior to that, she was the Director, Recruitment and Classification, Code 50, for the OCHR Europe Service Center and was instrumental in executing the successful closure of the Center and transition of the work to the United States. She has extensive experience within the Department of Defense including assignments with Department of the Army and Department of the Air Force. She has been assigned overseas in the Republic of Panama; London, England; La Maddalena and Naples, Italy; and Incirlik, Turkey. In the United States she has served with the Naval Sea Systems Command, the United States Marine Corp, and the Air Force Materiel Command.
Ms. Ringer Mendoza is a 2014 graduate of the Federal Executive Institute. She holds a Bachelor's Degree in Business Administration from Florida State University and a Master's Degree in Human Resources from Troy University. She is the recipient of the Department of the Navy Meritorious Civilian Service Award and the Department of the Navy Superior Civilian Service Award.
Prior to her assignment as the director of HR Operations, she briefly served as the director of HR Systems and Analytics, where she was the DON's technical authority and leader for all civilian HR systems, data analytics, common business processes and continual process improvement programs, to include the full compendium of development, delivery and operations. Appointed to the Senior Executive Service (SES) in February 2015, Ms. Ringer Mendoza has over 30 years of federal service to include more than 25 years of experience in the HR community.
Prior to her assignment to the SES, she was the associate director for the Human Resources Systems and Analytics Department, OCHR. As the associate director, she led the DON's response to and implementation of the OPM-required Pathways Program for students and recent graduates. She also coordinated the DON-wide execution of the 2013 hiring freeze. She has served as the OCHR headquarters external recruitment and overseas employment program manager and was the subject matter expert for policy in the transition out of the National Security Personnel System.
Prior to that, she was the Director, Recruitment and Classification, Code 50, for the OCHR Europe Service Center and was instrumental in executing the successful closure of the Center and transition of the work to the United States. She has extensive experience within the Department of Defense including assignments with Department of the Army and Department of the Air Force. She has been assigned overseas in the Republic of Panama; London, England; La Maddalena and Naples, Italy; and Incirlik, Turkey. In the United States she has served with the Naval Sea Systems Command, the United States Marine Corp, and the Air Force Materiel Command.
Ms. Ringer Mendoza is a 2014 graduate of the Federal Executive Institute. She holds a Bachelor's Degree in Business Administration from Florida State University and a Master's Degree in Human Resources from Troy University. She is the recipient of the Department of the Navy Meritorious Civilian Service Award and the Department of the Navy Superior Civilian Service Award.
Appointed to the Senior Executive Service in May 2009, Ms. Engelhardt serves as the Director of Human Resources, Headquarters, U.S. Army Corps of Engineers. She is responsible for the staff direction and administration of a comprehensive human resources management and family readiness program in divisions, districts, and other field operating activities throughout the Corps. These programs are designed to meet the human resource and family readiness requirements of approximately 35,000 civilian employees and 500 military personnel. Prior to this, she served as the Executive Director for Human Resource Management Programs and Policies at the Federal Aviation Administration for a civilian workforce of approximately 45,000.
Aaron Lee
Director, Leadership & Professional Development, Veterans Benefits Administ
Department of Veterans Affairs
Director, Leadership & Professional Development, Veterans Benefits Administ
Department of Veterans Affairs
Mr. Lee currently serves as the Director of the Leadership & Professional Development Division (LPDD) at the Department of Veteran Affairs. In this role he oversees a staff in the headquarter office in Washington, DC, and he is responsible for managing and overseeing the VA Professional Development Training Academy and Staff in Baltimore, MD.
Mary Jones
Division Head, Force Community Management (N13)
Navy Information Dominance Force (NAVIDFOR)
Division Head, Force Community Management (N13)
Navy Information Dominance Force (NAVIDFOR)
Ms. Jones is a native of Murray, KY. She is a 1984 graduate of Murray State University, receiving a BS degree in Geology.
While pursuing a MS degree in Geoscience, with an emphasis in remote sensing, Ms. Jones began her career in 1985 by working as a graduate cooperative education student at the Naval Oceanographic Office (NAVOCEANO). During the next two years, Ms. Jones alternated semesters at Murray State and NAVOCEANO, processing satellite imagery for use in oceanographic operational products.
In 1988, Ms. Jones joined the Tactical Support branch at NAVOCEANO, compiling over 2000 flight hours conducting airborne oceanographic surveys aboard Navy P3 aircraft. When not surveying, Ms. Jones taught tactical oceanographic workshops throughout the fleet.
In 1990, Ms. Jones moved to the Requirements and Assessment Department serving as the program manager for the Ocean Measurement Program and the Integrated Buoy Program. In 1992, Ms. Jones transitioned into the new position of Mine Warfare Liaison Officer, where she spent several months on the COMINEWARCOM staff, serving as the staff oceanographer. Following the liaison position, in 1995 Ms. Jones was selected as the Executive Assistant to the Commanding Officer at NAVOCEANO. In 1997, NAVOCEANO reorganized and formed the N7 Training department where she served as Deputy Director and was responsible for training the scientific workforce.
In 2000, the training department served as the basis to the establishment of the Professional Development Command providing METOC unique training. The remnants of the N7 Department were then merged with the N1 Administration Department where she served as the N1/N7 Deputy Director. In 2002, the N1/N7 Department merged with the Logistics Department (N4) thus combining all support functions into one department. Ms. Jones was selected as Department Head and responsible for all Public Relations, Human Resources, Facilities, Technical Publications/Graphics, Library, Security, Safety, Logistics, Contracts, Warehouse, and Transportation functions.
In 2004, Commander, Naval Meteorology and Oceanography Command started its complete reorganization where she was appointed the Assistant Chief of Staff of Total Force for the Command numbering 2500 positions. In 2012 she was given the Training and Education responsibilities too.
In October of 2014, the Information Dominance Type Command was formed where she was moved to the N1 Department as the N13 Community Workforce Division head.
The Mississippi Coast Association of Federal Administration selected Ms. Jones in 2004 as the Outstanding Civilian Employee of the Year. In 2001, Ms. Jones was selected to participate in the Gulf Coast Leadership program where she became a member of the Gulf Coast Chamber of Commerce. Her awards include two Meritorious Civilian Service Awards (1997, 2005), the latter for personnel reporting efforts during Hurricane Katrina.
She is married to CECS Al Jones (ret) and has 2 children, Jennifer (26, married and graduating with her DPT in August from Wheeling Jesuit), and Mackeith (22, pursuing a degree in Youth Ministry)
While pursuing a MS degree in Geoscience, with an emphasis in remote sensing, Ms. Jones began her career in 1985 by working as a graduate cooperative education student at the Naval Oceanographic Office (NAVOCEANO). During the next two years, Ms. Jones alternated semesters at Murray State and NAVOCEANO, processing satellite imagery for use in oceanographic operational products.
In 1988, Ms. Jones joined the Tactical Support branch at NAVOCEANO, compiling over 2000 flight hours conducting airborne oceanographic surveys aboard Navy P3 aircraft. When not surveying, Ms. Jones taught tactical oceanographic workshops throughout the fleet.
In 1990, Ms. Jones moved to the Requirements and Assessment Department serving as the program manager for the Ocean Measurement Program and the Integrated Buoy Program. In 1992, Ms. Jones transitioned into the new position of Mine Warfare Liaison Officer, where she spent several months on the COMINEWARCOM staff, serving as the staff oceanographer. Following the liaison position, in 1995 Ms. Jones was selected as the Executive Assistant to the Commanding Officer at NAVOCEANO. In 1997, NAVOCEANO reorganized and formed the N7 Training department where she served as Deputy Director and was responsible for training the scientific workforce.
In 2000, the training department served as the basis to the establishment of the Professional Development Command providing METOC unique training. The remnants of the N7 Department were then merged with the N1 Administration Department where she served as the N1/N7 Deputy Director. In 2002, the N1/N7 Department merged with the Logistics Department (N4) thus combining all support functions into one department. Ms. Jones was selected as Department Head and responsible for all Public Relations, Human Resources, Facilities, Technical Publications/Graphics, Library, Security, Safety, Logistics, Contracts, Warehouse, and Transportation functions.
In 2004, Commander, Naval Meteorology and Oceanography Command started its complete reorganization where she was appointed the Assistant Chief of Staff of Total Force for the Command numbering 2500 positions. In 2012 she was given the Training and Education responsibilities too.
In October of 2014, the Information Dominance Type Command was formed where she was moved to the N1 Department as the N13 Community Workforce Division head.
The Mississippi Coast Association of Federal Administration selected Ms. Jones in 2004 as the Outstanding Civilian Employee of the Year. In 2001, Ms. Jones was selected to participate in the Gulf Coast Leadership program where she became a member of the Gulf Coast Chamber of Commerce. Her awards include two Meritorious Civilian Service Awards (1997, 2005), the latter for personnel reporting efforts during Hurricane Katrina.
She is married to CECS Al Jones (ret) and has 2 children, Jennifer (26, married and graduating with her DPT in August from Wheeling Jesuit), and Mackeith (22, pursuing a degree in Youth Ministry)
Ms. Lepore joined the U.S. Forest Service in September 2012 as the senior executive director for national Human Resources (HR) services for a workforce of 40,000 employees, including over 12,000 annual seasonal hires. She has led major changes in HR systems and tools, guided data-driven hiring process improvements, reorganized HRM to operate within budget, and championed integrated planning and shared ownership of workforce management programs between agency leaders and HR support staff.
From 2010-2012, Ms. Lepore served as the Chief, Strategic Human Capital Planning Division, Office of the Deputy Assistant Secretary of Defense for Civilian Personnel Policy. She led workforce planning initiatives covering nearly 800,000 civilian employees in the Department of Defense (DoD). She was responsible for developing workforce planning and competency management policies, programs, and tools to support national security requirements and effectively manage, shape and improve the DoD workforce.
Prior to this assignment, Ms. Lepore served 17 years with the Department of the Navy (DON), most recently as Associate Director, Human Resources Operations and Customer Engagement Department, Office of Civilian Human Resources, in Washington D.C. In this capacity, she provided oversight for the DON’s regional Human Resources Service Centers providing centralized HR services for 200,000 employees and led the transfer of work and closure of two overseas regional offices.
From 2004-2006, Ms. Lepore led the Navy’s human resources assessment program and initiated a web-based Strategic HR Dashboard tool for workforce data assessment. In September 2005, Ms. Lepore was appointed as the civilian workforce advocate on Task Force Navy Family, leading recovery efforts for over 4000 employees and their families who were impacted by the devastation of Hurricane Katrina. Using lessons learned from the Task Force, Ms. Lepore was the functional leader for development of the Personnel Assessment and Accountability System, now used across the federal government to track and support personnel during emergency operations.
From 1999-2003, Ms. Lepore served overseas at the Human Resources Service Center Europe located in London, England, where she directed two departments providing HR systems, staffing, classification, processing, and benefits services for U.S. Forces units in Europe and the Middle East. She also served as a labor and employee relations specialist, successfully representing the Navy in third-party litigation, and has 12 years of human resources experience with the U.S. Air Force.
Ms. Lepore holds a Bachelor degree in Social Science from Florida State University and a Master of Science in Human Resources Management from Troy State University. She has received several honorary awards including two Meritorious Civilian Service Awards from Department of the Navy and the Secretary of Defense Medal for Exceptional Civilian Service.
From 2010-2012, Ms. Lepore served as the Chief, Strategic Human Capital Planning Division, Office of the Deputy Assistant Secretary of Defense for Civilian Personnel Policy. She led workforce planning initiatives covering nearly 800,000 civilian employees in the Department of Defense (DoD). She was responsible for developing workforce planning and competency management policies, programs, and tools to support national security requirements and effectively manage, shape and improve the DoD workforce.
Prior to this assignment, Ms. Lepore served 17 years with the Department of the Navy (DON), most recently as Associate Director, Human Resources Operations and Customer Engagement Department, Office of Civilian Human Resources, in Washington D.C. In this capacity, she provided oversight for the DON’s regional Human Resources Service Centers providing centralized HR services for 200,000 employees and led the transfer of work and closure of two overseas regional offices.
From 2004-2006, Ms. Lepore led the Navy’s human resources assessment program and initiated a web-based Strategic HR Dashboard tool for workforce data assessment. In September 2005, Ms. Lepore was appointed as the civilian workforce advocate on Task Force Navy Family, leading recovery efforts for over 4000 employees and their families who were impacted by the devastation of Hurricane Katrina. Using lessons learned from the Task Force, Ms. Lepore was the functional leader for development of the Personnel Assessment and Accountability System, now used across the federal government to track and support personnel during emergency operations.
From 1999-2003, Ms. Lepore served overseas at the Human Resources Service Center Europe located in London, England, where she directed two departments providing HR systems, staffing, classification, processing, and benefits services for U.S. Forces units in Europe and the Middle East. She also served as a labor and employee relations specialist, successfully representing the Navy in third-party litigation, and has 12 years of human resources experience with the U.S. Air Force.
Ms. Lepore holds a Bachelor degree in Social Science from Florida State University and a Master of Science in Human Resources Management from Troy State University. She has received several honorary awards including two Meritorious Civilian Service Awards from Department of the Navy and the Secretary of Defense Medal for Exceptional Civilian Service.
Julie Brill
Manager, Work-Life & Leadership and Executive Development
Office of Personnel Management
Manager, Work-Life & Leadership and Executive Development
Office of Personnel Management
Dr. Rebecca Ayers serves as the Manager for Performance Management Solutions in the U.S. Office of Personnel Management (OPM). Her office in OPM provides reimbursable solutions to Federal agencies to address individual and organizational performance matters necessary to properly create and sustain a healthy and effective results-oriented culture. Rebecca is also the Program Manager for USA Performance, OPM’s automated performance management system. In 2014, she was named a Federal Computer Weekly Rising Star for her leadership with USA Performance and in 2015, one of the Triangle Business Journal’s 40 under 40 leaders. She has managed consulting work, performance management, and telework projects for cabinet level and other independent agencies. Prior to this position she served as the Strategic Planning and Performance Manager for HR Solutions, the reimbursable division of OPM, and was responsible for organizational strategic and business planning and execution and performance management and evaluation. Rebecca holds a bachelor’s degree in Foreign Affairs from the University of Virginia and a Masters of Transatlantic Studies from the University of Bath, England. She completed her Ph.D. in Public Administration at North Carolina State University where her research included public management, performance management, and strategic planning.
Mr. Stockton is an Equal Employment Opportunity Manager, with duties as the Reasonable Accommodation Manager, in the Office of Equal Employment Opportunity (OEEO), Office of Director, Centers for Disease Control and Prevention (CDC). In this role Mr. Stockton is responsible for managing the Reasonable Accommodation Programs providing service for approximately 9,000 staff members world-wide. He conducts training, provides technical assistance and guidance to CDC employees, managers, and supervisors on the provisions of reasonable accommodations, the Rehabilitation Act of 1973 and the Americans with Disabilities Act, Amendment Acts Amendments Act of 2008.
Mr. Stockton joined the OEEO as an Equal Employment Specialist in 2004 with over 20 years of experience in Equal Opportunity and Equal Employment Opportunity, affirmative employment and diversity in both the US Army and Federal Government. Mr. Stockton is a seasoned professional in all aspects of equal employment opportunity, to include Special Emphasis Programs, EEOC Management Directive 715, Diversity Management, and employment discrimination. Prior to serving as Reasonable Accommodation Coordinator for the CDC, he was the Team Lead for Reasonable Accommodation at the Office of Equal Employment Opportunity and Diversity Management (OEEODM) for the Food and Drug Administration.
Mr. Stockton has been instrumental in the development of the Reasonable Accommodation Tracking System (ATS), a Web-based application that enables CDC employees with disabilities to efficiently request a reasonable accommodation that is needed to perform their essential job functions. ATS provides an electronic portal for managers and supervisors throughout the CDC to process requests for reasonable accommodation in a timely manner while reducing redundancies and waste. The ATS is considered a “Best Practice” throughout the Federal government from agencies such as the Equal Employment Commission, Census Bureau, HHS and its Operating Divisions.
Mr. Stockton also served as Team Lead who, with the assistance OPDIV EEO Practitioners in the area of reasonable accommodation, developed reasonable accommodation procedures for the HHS EEO and Diversity Management Policy and Procedures Manual that is utilized throughout the HHS.
He received his Bachelors of Science degree in Liberal Arts from Regents College of New York.
Mr. Stockton joined the OEEO as an Equal Employment Specialist in 2004 with over 20 years of experience in Equal Opportunity and Equal Employment Opportunity, affirmative employment and diversity in both the US Army and Federal Government. Mr. Stockton is a seasoned professional in all aspects of equal employment opportunity, to include Special Emphasis Programs, EEOC Management Directive 715, Diversity Management, and employment discrimination. Prior to serving as Reasonable Accommodation Coordinator for the CDC, he was the Team Lead for Reasonable Accommodation at the Office of Equal Employment Opportunity and Diversity Management (OEEODM) for the Food and Drug Administration.
Mr. Stockton has been instrumental in the development of the Reasonable Accommodation Tracking System (ATS), a Web-based application that enables CDC employees with disabilities to efficiently request a reasonable accommodation that is needed to perform their essential job functions. ATS provides an electronic portal for managers and supervisors throughout the CDC to process requests for reasonable accommodation in a timely manner while reducing redundancies and waste. The ATS is considered a “Best Practice” throughout the Federal government from agencies such as the Equal Employment Commission, Census Bureau, HHS and its Operating Divisions.
Mr. Stockton also served as Team Lead who, with the assistance OPDIV EEO Practitioners in the area of reasonable accommodation, developed reasonable accommodation procedures for the HHS EEO and Diversity Management Policy and Procedures Manual that is utilized throughout the HHS.
He received his Bachelors of Science degree in Liberal Arts from Regents College of New York.
Brenda Despanza has been the Chief of the Performance & Work-life Dynamics Office, in the Office of Human Capital Management, at Goddard Space Flight Center (GSFC), since December 2011. She provides leadership and oversight to a staff that provides advisory, consultative, and technical services in performance management, employee relations, rewards and recognition, labor relations, leave administration, flexible work schedules, and quality of work-life programs to a workforce of approximately 3,400 employees. Prior to holding her current position, in 2010 Ms. Despanza served as the Chief of the Talent Acquisition Office at the GSFC, providing leadership to recruitment, staffing, position classification, processing human resources actions, early-out/buy-out retirement, and reorganizations.
Before coming to the GSFC in 2010, Ms. Despanza served as the Director of Human Capital in the Office of the Inspector General (OIG) at the Department of Health and Human Services (HHS), where she served as the focal point with all Departmental Human Resources organizations for the OIG. As such, she served as the principal liaison to HHS and other Federal agencies for Human Capital issues; she provided oversight to the development and management of the performance management appraisal program, Executive Resources, and workforce development. In this capacity, she also provided program direction to human resources areas such as personnel actions, promotions, reassignments, staffing, recruitment, classification, workforce development and compensation for a workforce of 2,000 employees.
During her tenure as the Director of Human Resources at the National Labor Relations Board in 2006, she led and administered human resources functions such as position classification, pay administration, recruitment and placement, performance management, labor relations, retirement, payroll, and benefits. Ms. Despanza developed the Agency’s Human Capital Plan and the Supervisory Guide for New Supervisors, while implementing policies and procedures formulated in response to directives from the Office of Personnel Management (OPM). She provided leadership to government-wide initiatives such as Senior Executive Pay for Performance, Volunteer Community Service, the Healthier-Feds Campaign, the Federal Human Capital Survey, and the Annual Employee Survey. Also while serving as Director, she developed the concept for the Small Agency Human Resources Council (SAHRC) Training Academy. The concept involved small agencies pooling their resources to provide training for human resources staffs. She promoted this academy with her personal interview to Federal Talk News Radio 1050 AM, after an article showcasing the academy was published in the Government Executive. Throughout her career, she has led major change initiatives that had agency level impact. She has developed senior executive performance appraisal processes; created and successfully deployed executive development and workforce development programs, and various human resources automated tools.
She has received numerous awards and recognition in her field, and is a proven results oriented leader. With her proven leadership and human resources expertise, she is an agent of change who effectively meets the goals and objectives of an organization through the creation of innovative programs and solutions.
She is a former graduate of the United States Department of Agriculture’s (USDA) Executive Development Program, and is currently studying Human Relations at Trinity Washington University in Washington, DC.
Before coming to the GSFC in 2010, Ms. Despanza served as the Director of Human Capital in the Office of the Inspector General (OIG) at the Department of Health and Human Services (HHS), where she served as the focal point with all Departmental Human Resources organizations for the OIG. As such, she served as the principal liaison to HHS and other Federal agencies for Human Capital issues; she provided oversight to the development and management of the performance management appraisal program, Executive Resources, and workforce development. In this capacity, she also provided program direction to human resources areas such as personnel actions, promotions, reassignments, staffing, recruitment, classification, workforce development and compensation for a workforce of 2,000 employees.
During her tenure as the Director of Human Resources at the National Labor Relations Board in 2006, she led and administered human resources functions such as position classification, pay administration, recruitment and placement, performance management, labor relations, retirement, payroll, and benefits. Ms. Despanza developed the Agency’s Human Capital Plan and the Supervisory Guide for New Supervisors, while implementing policies and procedures formulated in response to directives from the Office of Personnel Management (OPM). She provided leadership to government-wide initiatives such as Senior Executive Pay for Performance, Volunteer Community Service, the Healthier-Feds Campaign, the Federal Human Capital Survey, and the Annual Employee Survey. Also while serving as Director, she developed the concept for the Small Agency Human Resources Council (SAHRC) Training Academy. The concept involved small agencies pooling their resources to provide training for human resources staffs. She promoted this academy with her personal interview to Federal Talk News Radio 1050 AM, after an article showcasing the academy was published in the Government Executive. Throughout her career, she has led major change initiatives that had agency level impact. She has developed senior executive performance appraisal processes; created and successfully deployed executive development and workforce development programs, and various human resources automated tools.
She has received numerous awards and recognition in her field, and is a proven results oriented leader. With her proven leadership and human resources expertise, she is an agent of change who effectively meets the goals and objectives of an organization through the creation of innovative programs and solutions.
She is a former graduate of the United States Department of Agriculture’s (USDA) Executive Development Program, and is currently studying Human Relations at Trinity Washington University in Washington, DC.
Nichole began her career at the Goddard Space Flight Center (GSFC) 25 years ago as an intern in the Cooperative Education Program in the Procurement Pricing Branch. After graduating from the University of Maryland Baltimore County in 1992, Nichole accepted a position as a Contract Specialist in the Institutional Procurement Office. As a Contract Specialist, Nichole administered and awarded multi-million dollar institutional and project support services contracts. In 1997, Nichole made a major career transition into the Office of Human Capital Management. Nichole is currently the Chief for the Talent Cultivation Office. As the Chief, Nichole leads and manages a team of expert Learning and Development Consultants in providing integrated strategies to develop and retain a vital and effective workforce that best aligns with NASA’s Vision.
Nichole has worked on developing and launching a number of innovative, transformative learning and development initiatives within the Agency that have frequently been benchmarked by other Federal Agencies. She played an instrumental role in establishing the Goddard Mentoring, New Employee Orientation, Onboarding, Career Development, and Leadership Development Programs, as well as made significant contributions to the developing the Agency’s first Business Coaching Strategy. Her most valued contributions have been leading and transforming a learning and development function that had existed for over five decades, into best in class program that is routinely sought out by clients, key stakeholders, and NASA, Federal, and Industry partners and playing an instrumental role in the NASA GSFC’s Office of Human Capital Management Organization shifting from being a transactional to a strategic business partner that has a “seat at the table.”
Nichole is devoted to helping others discover their passion for living and finding happiness within the environment that surrounds them. She actively participates in the mentoring and coaching process. Nichole uses her gifts and talents to inspire and help others recognize and reach their full performance potential through personal mission development, goal setting, identifying gaps and employee development strategies.
Nichole’s credentials include a Master’s Degree in Human Resource Development and a B.A. in Economics. Nichole is also qualified to facilitate the Myers Briggs Type Indicator (MBTI) Assessment, Seven Habits of Highly Effective People, and Achieve Global Training Programs.
Nichole enjoys spending time with her family and friends, reading, visiting art exhibits, going to the movies, jazz music, photography, traveling, physical exercise, and working on community development projects with her sorority.
Nichole has worked on developing and launching a number of innovative, transformative learning and development initiatives within the Agency that have frequently been benchmarked by other Federal Agencies. She played an instrumental role in establishing the Goddard Mentoring, New Employee Orientation, Onboarding, Career Development, and Leadership Development Programs, as well as made significant contributions to the developing the Agency’s first Business Coaching Strategy. Her most valued contributions have been leading and transforming a learning and development function that had existed for over five decades, into best in class program that is routinely sought out by clients, key stakeholders, and NASA, Federal, and Industry partners and playing an instrumental role in the NASA GSFC’s Office of Human Capital Management Organization shifting from being a transactional to a strategic business partner that has a “seat at the table.”
Nichole is devoted to helping others discover their passion for living and finding happiness within the environment that surrounds them. She actively participates in the mentoring and coaching process. Nichole uses her gifts and talents to inspire and help others recognize and reach their full performance potential through personal mission development, goal setting, identifying gaps and employee development strategies.
Nichole’s credentials include a Master’s Degree in Human Resource Development and a B.A. in Economics. Nichole is also qualified to facilitate the Myers Briggs Type Indicator (MBTI) Assessment, Seven Habits of Highly Effective People, and Achieve Global Training Programs.
Nichole enjoys spending time with her family and friends, reading, visiting art exhibits, going to the movies, jazz music, photography, traveling, physical exercise, and working on community development projects with her sorority.
Ms. Jessica S.P. Lynch, SPHR, earned a Bachelor of Science in Decision and Information Technology and a Master of Science in Human Resources Management from the University of Maryland. Additionally, she earned a post graduate certificate from Cornell University in Human Resources. Ms. Lynch is a graduate of Leadership Southern Maryland, and holds a Green Belt Lean Six Sigma Certification.
Ms. Lynch is the Business Intelligence and Data Analytics Division Head for the Naval Air Systems Command (NAVAIR) in the Total Force Strategy and Management Department (TFSMD). Concurrently, Ms. Lynch is an adjunct professor for the University of Maryland, University College. Ms. Lynch is a member of the Society of Human Resources Management (SHRM), the Society for Women Engineers (SWE), and Women in Defense (WID).
Previous titles Ms. Lynch has held include Director of Recruiting, Human Resources Information Systems Manager, and Human Resources Systems Engineer.
Ms. Lynch is the Business Intelligence and Data Analytics Division Head for the Naval Air Systems Command (NAVAIR) in the Total Force Strategy and Management Department (TFSMD). Concurrently, Ms. Lynch is an adjunct professor for the University of Maryland, University College. Ms. Lynch is a member of the Society of Human Resources Management (SHRM), the Society for Women Engineers (SWE), and Women in Defense (WID).
Previous titles Ms. Lynch has held include Director of Recruiting, Human Resources Information Systems Manager, and Human Resources Systems Engineer.
Jill Nissan is the Workforce Planning Program Manager in the Office of Human Resources at the U.S. Geological Survey. She has a Masters of Science in Organizational Development (OD) and Strategic Human Resources from Johns Hopkins University and has applied her OD skills to various human capital projects within the federal sector. She can be reached at jnissan@usgs.gov.
Norma Scott received her Bachelors in Science from Georgetown University and completed graduate work in Adult Education at University of Oklahoma. She has been a federal employee since 1991, and has served in the following Federal Agencies: U.S. Army, Defense Intelligence Agency, Pretrial Services Agency, DoD Office of the Inspector General and the Library of Congress. She lived abroad from 1985 to 1998, first in Berlin and then in Mainz, Germany. In 2002, she became an HR Specialist (Development), designing and implementing an integrated career development program for the Pretrial Services Agency and then going on to build and lead the Learning Planning and Organizational Development Division at the DoD Office of the Inspector General. She has been at the Library of Congress since July 2014, where she is a Program Manager for leadership development.
Michelle Earley has served as the USAJOBS Program Manager within the Office of Personnel Management since 2012 where she provides direction and oversight into the design, development, and operations of the public-facing USAJOBS website. In her current position, Michelle oversees the product vision and leadership to transform the applicant experience, along with delivering data tools to improve the ability for the agencies to attract and recruit talent. Most recently, Ms. Earley partnered with the Lab@OPM to use a Human-Centered Design approach to re-imagine the user experience on the website.
Prior to serving in her current position, Ms. Earley served as Director for Program Management with the Office of Financial Stability and Deputy Program Manager for a major investment within the Department of Homeland Security. She has over 10 years of federal experience in investment management, program management and software product management.
She earned a Bachelor of Science degree in Business Management and a Master’s degree in Management Business Administration from the University of New Orleans. She holds the Project Management Professional (PMP) certification and the federal Senior Program Manager (FAC-P/PM) certification. Ms. Earley and her husband Matt have two children, Piper and Dalton.
KerriLaine Prunella
Senior Advisor to the Deputy Assistant Secretary for Human Resources
Department of Health and Human Services
Senior Advisor to the Deputy Assistant Secretary for Human Resources
Department of Health and Human Services
KerriLaine “Kerri” Prunella is the senior advisor to the deputy assistant secretary for human resources of the U.S. Department of Health and Human Services. She counsels top leadership on human resources policy and strategy. The department oversees important public programs protecting all Americans’ health and well-being through programs across 11 divisions, with more than 92,000 employees.
Kerri is an expert in highly complex and sensitive human resources issues. Previously, she was the human resources branch chief to the Office of the Director at the National Institutes of Health (NIH). NIH is the nation’s medical research agency, with 1,200 principal investigators and more than 4,000 postdoctoral fellows in basic, translational, and clinical research. She led specialists and assistants in delivering a full range of human resources management functions for NIH institutes and centers.
Prior to her current position, Kerri worked in the public and private sectors, including the U.S. Department of Treasury and UBS. In her positions, Kerri developed, directed, and evaluated human resources policies and programs in connection with key programs.
She earned a bachelor’s degree in international politics from The Pennsylvania State University, a master’s degree in business administration from Trinity University and a graduate certificate in organization development from Marymount University. She also completed graduate level coursework in public policy. Kerri mentors Penn State students in the College of the Liberal Arts and the College of Health and Human Development. She previously served as president of both the Penn State Alumni Association’s Metro Washington, D.C. Chapter and the Penn State Professional Women’s Network in Washington, D.C., and is a member of the Alumni Council.
Kerri is an expert in highly complex and sensitive human resources issues. Previously, she was the human resources branch chief to the Office of the Director at the National Institutes of Health (NIH). NIH is the nation’s medical research agency, with 1,200 principal investigators and more than 4,000 postdoctoral fellows in basic, translational, and clinical research. She led specialists and assistants in delivering a full range of human resources management functions for NIH institutes and centers.
Prior to her current position, Kerri worked in the public and private sectors, including the U.S. Department of Treasury and UBS. In her positions, Kerri developed, directed, and evaluated human resources policies and programs in connection with key programs.
She earned a bachelor’s degree in international politics from The Pennsylvania State University, a master’s degree in business administration from Trinity University and a graduate certificate in organization development from Marymount University. She also completed graduate level coursework in public policy. Kerri mentors Penn State students in the College of the Liberal Arts and the College of Health and Human Development. She previously served as president of both the Penn State Alumni Association’s Metro Washington, D.C. Chapter and the Penn State Professional Women’s Network in Washington, D.C., and is a member of the Alumni Council.
Tom Davis
Director, External Outreach and Strategic Recruitment
U.S. Agency for International Development
Director, External Outreach and Strategic Recruitment
U.S. Agency for International Development
Tom Davis is the Director of External Outreach and Strategic Recruitment at the U.S. Agency for International Development (USAID). In that capacity, he manages the Agency’s Strategic Outreach and Recruitment Programs for both the Civil Service and Foreign Service. He implements a wide range of activities, as well as advertising and social media campaigns to market USAID as an employer of choice.
During his tenure at USAID, Tom has developed and implemented a robust assortment of diversity initiatives and developmental programs, including Donald Payne International Development Fellowship, Pathways Intern and Recent Graduate Program, Veterans Employment Initiative, Disability Employment Program and Hispanic Employment Program.
Prior to his appointment at USAID, Tom served as the Chief, Special Employment Programs for the Office of the Secretary of Defense with the Department of Defense (DoD).
Tom served on active duty in the United Sates Air Force and retired after 20 years of service. He has a Bachelor of Science degree in Health Care Management from Southern Illinois University and a Master of Science degree in Public Administration from the Central Michigan University.
During his tenure at USAID, Tom has developed and implemented a robust assortment of diversity initiatives and developmental programs, including Donald Payne International Development Fellowship, Pathways Intern and Recent Graduate Program, Veterans Employment Initiative, Disability Employment Program and Hispanic Employment Program.
Prior to his appointment at USAID, Tom served as the Chief, Special Employment Programs for the Office of the Secretary of Defense with the Department of Defense (DoD).
Tom served on active duty in the United Sates Air Force and retired after 20 years of service. He has a Bachelor of Science degree in Health Care Management from Southern Illinois University and a Master of Science degree in Public Administration from the Central Michigan University.
Tia Butler
Executive Director, Corporate Senior Executive Management Office (CSEMO)
Department of Veterans Affairs
Executive Director, Corporate Senior Executive Management Office (CSEMO)
Department of Veterans Affairs
Ms. Butler was appointed in November 2014 to the Senior Executive Service and serves as Executive Director, Corporate Senior Executive Management Office (CSEMO). CSEMO serves America’s veterans by delivering an enterprise-wide approach to executive personnel management for the VA’s nearly 600 senior executives and equivalents. Ms. Butler acts on behalf of the Department to manage the VA’s executive resources providing an array of services to include recruitment, position management, development, performance management, policy and benefits. In December 2014, Ms. Butler was also appointed by the VA to the White House Advisory Group on SES Reform. Ms. Butler was part of the Hiring Reform subcommittee that identified reform initiatives to streamline the hiring process to under 100 days, minimize the burden on applicants and institute a 1-year onboarding process with multiple checkpoints.
Prior to coming to the VA, Ms. Butler served as the Director, Executive Management Program Office within the Department of the Navy. There, Ms. Butler focused her efforts on executive succession planning, expanding leadership and executive development opportunities, and initiating the Bridging the Gap Leadership Development Program as the DON’s first centralized pipeline development program.
Prior to coming to the VA, Ms. Butler served as the Director, Executive Management Program Office within the Department of the Navy. There, Ms. Butler focused her efforts on executive succession planning, expanding leadership and executive development opportunities, and initiating the Bridging the Gap Leadership Development Program as the DON’s first centralized pipeline development program.
Maria Morukian is the Practice Director for Leadership and Management at Management Concepts. She is responsible for the strategic development and implementation of integrated leadership and management solutions for the federal and commercial sectors, including training programs, consulting and facilitation, and coaching and mentoring for leaders at every career stage. Maria specializes in diversity and inclusion, intercultural competence, generational diversity, organizational transformation and strategic planning.
Prior to joining Management Concepts, Maria was a leadership development specialist for the U.S. Department of State, where she designed, developed and delivered leadership and management training programs for foreign affairs professionals, provided executive coaching, and facilitated organizational development and strategic planning solutions across the Department. Maria also served as the Executive Director for the National MultiCultural Institute, where she led efforts to develop and deliver customized organizational change initiatives focused on diversity, inclusion and intercultural competence for organizations in the public, commercial and nonprofit sectors.
Maria earned a dual Bachelor’s Degree from the University of Michigan in Organizational Studies and Spanish, and a Master’s Degree from American University in International Communication. She is a certified coach and has served as adjunct faculty at American University and George Washington University, teaching graduate level courses on designing intercultural training. Maria regularly speaks at events and conferences on various leadership topics, and has presented for Georgetown University’s Center for Organizational Transformation, American University’s Intercultural Management Institute, and the NextGen Summit for Government Leaders. She also co-authored Designing & Implementing Diversity Initiatives: A Guide for Organizational Culture Change.
Prior to joining Management Concepts, Maria was a leadership development specialist for the U.S. Department of State, where she designed, developed and delivered leadership and management training programs for foreign affairs professionals, provided executive coaching, and facilitated organizational development and strategic planning solutions across the Department. Maria also served as the Executive Director for the National MultiCultural Institute, where she led efforts to develop and deliver customized organizational change initiatives focused on diversity, inclusion and intercultural competence for organizations in the public, commercial and nonprofit sectors.
Maria earned a dual Bachelor’s Degree from the University of Michigan in Organizational Studies and Spanish, and a Master’s Degree from American University in International Communication. She is a certified coach and has served as adjunct faculty at American University and George Washington University, teaching graduate level courses on designing intercultural training. Maria regularly speaks at events and conferences on various leadership topics, and has presented for Georgetown University’s Center for Organizational Transformation, American University’s Intercultural Management Institute, and the NextGen Summit for Government Leaders. She also co-authored Designing & Implementing Diversity Initiatives: A Guide for Organizational Culture Change.
Jill Strange is the Director of Human Capital Management Behavioral Science with Infor HCM. She leads a group of industrial psychologists and data scientists tasked with helping organizations optimize their talent and achieve their business goals through key personnel selection and development. Prior to joining Infor, Jill designed and implemented the talent assessment strategy within Wolters Kluwer North America. She also served as project manager at APT Metrics, and previously led a group of scientists at SkillsNET. Jill specializes in the design, development, and implementation of talent assessments, talent management systems, and other tools designed to maximize a company’s workforce. Throughout her career she has provided both external and internal consulting services in the areas of job analysis, employee selection and validation, and litigation support, having led several large scale efforts in these areas for industry, government, and military clients such as Walmart, Kroger, the United States Navy, European Commission, and the Department of Defense.
David Hagen, Chief Marketing Officer (CMO), is responsible for AINS’ global inbound and outbound marketing functions, with primary emphasis on building value in the company’s brand and developing integrated marketing programs that drive growth across all products and services. In that role, Mr. Hagen oversees all brand management, demand generation, and product marketing, as well as product positioning, client acquisition and retention, public relations, telemarketing and integrated marketing communications designed to reach customers worldwide.
Mr. Hagen brings 20 years of marketing and business development leadership and a track record for driving solid revenue growth and company valuation for high-growth technology companies. Prior to joining AINS, Mr. Hagen was the senior vice president and chief marketing officer for Scivantage, where he helped transform the company’s identity into a Global FinTech 100 solution provider. Mr. Hagen also held marketing leadership roles at Rydex Investments and Thomson Financial.
Mr. Hagen earned a master’s degree in business administration (MBA) and a bachelor’s degree in business administration (BBA) from Marymount University. Mr. Hagen also held the FINRA Series 7 (General Securities Representative) license.
Mr. Hagen brings 20 years of marketing and business development leadership and a track record for driving solid revenue growth and company valuation for high-growth technology companies. Prior to joining AINS, Mr. Hagen was the senior vice president and chief marketing officer for Scivantage, where he helped transform the company’s identity into a Global FinTech 100 solution provider. Mr. Hagen also held marketing leadership roles at Rydex Investments and Thomson Financial.
Mr. Hagen earned a master’s degree in business administration (MBA) and a bachelor’s degree in business administration (BBA) from Marymount University. Mr. Hagen also held the FINRA Series 7 (General Securities Representative) license.
Mr. Nostaja is a Senior Vice President and the firm's National Human Capital Practice Leader located in Sibson’s New York office. He has more than 20 years of experience with specialized expertise in organizational effectiveness and in creating high-performing organizations. Mr. Nostaja leads the firm’s Organizational Effectiveness Practice and provides a wide range of services to clients including strategic planning and initiatives involving organizational, operational and cultural transformation.
Prior to Sibson, Mr. Nostaja was the Founder, President and CEO of Excelcor, a leading professional services firm specializing in strategic planning, organizational improvement and creating high-performing work cultures. He led all aspects of the firm including its business development, client relations and project management functions. The Segal Group acquired Excelcor in 2014.
While running Excelcor, Mr. Nostaja also spent several years as the Chief Operations Officer for the University at Buffalo, The State University of New York.
Before founding Excelcor, he was the leader of the West Coast Organizational Change Management Practice for Andersen Consulting (now Accenture). Mr. Nostaja has also served as Senior Vice President of Human Resources for Universal Studios and has worked for SONY Pictures, CBS, Inc., and the Alliance of Motion Picture and Television Producers. Mr. Nostaja served as a Trustee of the Producers-Writers Guild of America Pension Plan, the Writers Guild Industry Health Fund and the Directors Guild of America – Producers Pension and Health Fund.
Prior to Sibson, Mr. Nostaja was the Founder, President and CEO of Excelcor, a leading professional services firm specializing in strategic planning, organizational improvement and creating high-performing work cultures. He led all aspects of the firm including its business development, client relations and project management functions. The Segal Group acquired Excelcor in 2014.
While running Excelcor, Mr. Nostaja also spent several years as the Chief Operations Officer for the University at Buffalo, The State University of New York.
Before founding Excelcor, he was the leader of the West Coast Organizational Change Management Practice for Andersen Consulting (now Accenture). Mr. Nostaja has also served as Senior Vice President of Human Resources for Universal Studios and has worked for SONY Pictures, CBS, Inc., and the Alliance of Motion Picture and Television Producers. Mr. Nostaja served as a Trustee of the Producers-Writers Guild of America Pension Plan, the Writers Guild Industry Health Fund and the Directors Guild of America – Producers Pension and Health Fund.
Ms. Riggins is a Specialist Leader in the Human Resource Transformation Service Line for Deloitte Consulting. She has over fifteen years’ experience performing HR Transformation, Shared Service Delivery and Recruiting and Staffing work. She currently leads an HR migration, providing project management expertise on the HR LOB customer side to migrate a HR LOB provider’s core HR system. Ms. Riggins has led a complex global recruitment and talent transformation for a Fortune 100 company and served as recruitment leader for a Fortune 100 company where she was responsible for recruitment strategy and operations.
Ms. Riggins serves as a subject matter expert for Deloitte in recruitment and hiring, talent management and HR technology. She has worked with several government agencies to design processes and policies to meet hiring reform guidelines. Ms. Riggins performs demographic and trend analysis as well as human resource transformation development and implementation activities. She has performed benchmarking studies, private-sector strategy work, and statistical analysis of compensation structures.
Ms. Riggins holds a B.A. in Economics from the University of Chapel Hill, North Carolina and a M.B.A from Georgetown University. She has written several points of view (POVs) on hiring reform and strategic recruiting, including “Recruiting for the Federal Government, Answering the Cyber Security Call” and designed training on Federal Recruitment Hiring and Strategy.
Ms. Riggins serves as a subject matter expert for Deloitte in recruitment and hiring, talent management and HR technology. She has worked with several government agencies to design processes and policies to meet hiring reform guidelines. Ms. Riggins performs demographic and trend analysis as well as human resource transformation development and implementation activities. She has performed benchmarking studies, private-sector strategy work, and statistical analysis of compensation structures.
Ms. Riggins holds a B.A. in Economics from the University of Chapel Hill, North Carolina and a M.B.A from Georgetown University. She has written several points of view (POVs) on hiring reform and strategic recruiting, including “Recruiting for the Federal Government, Answering the Cyber Security Call” and designed training on Federal Recruitment Hiring and Strategy.
Steve has served 11 years of Federal Government competitive service with 7 years in HR and HR IT leadership roles ensuring effective talent management processes at a bureau level, at the Department level and at a Shared Service Center where he delivered solutions for multiple agencies. He is a proven, business-savvy leader with a track record of providing high quality, innovative services and solutions. He is also adept at achieving desired outcomes from multiple initiatives simultaneously, working collaboratively and decisively to overcome obstacles and deliver results, and creating a continuously learning, improving and adaptable organization. He has a resilient proficiency and is effective at heading up change efforts, building organizations, uniting divergent groups, and leading a diverse and geographically dispersed workforce. Utilizing his initial professional experiences as a high school teacher, he is a seasoned leader who leverages resources, information, knowledge, skills and technology to develop people, foster relationships and build partnerships.
Jamie has been working in the Public Sector industry for over 20 years. She has focused specifically on providing Human Resource and Talent Management technology solutions for the Federal Government for the past 15 years. She has several years of experience tailoring technology to meet HCM specific government requirements for the Federal Government, Civilian Agencies and the Department of Defense. She has proven results with multiple HR technologies and platforms. (Hosted, On Premise, SaaS) Currently she is a Solution Consultant for Cornerstone and delivers Talent Management Presentations focusing on how unified talent management can streamline government processes and create the ultimate user experience. She also has experience in providing supporting technology for Financials, CRM and Business Analytics.
Michael Cirrito is passionate about transforming the way government identifies engages and recruits a 21st century workforce. As the General Manager for LinkedIn’s Federal Practice, he is responsible for increasing the use of LinkedIn among the federal workforce and for driving the adoption of LinkedIn talent solutions among federal agencies. In addition to those duties, Michael works with LinkedIn’s nonprofit foundation and Government Relations team on initiatives to support Veterans & Youth employment.
Michael has been a boot-strapped entrepreneur and corporate executive manager. Prior to joining LinkedIn, he was the Vice President of Marketplace Advertising at Washington Post Media where he led sales, product and marketing for the company’s marketplace business categories. Before joining the Washington Post, Michael was a co-founder and Director at JamBase.com.
Michael holds a BA in History from Clemson University and an MBA from Georgetown University. He lives with his family in Chevy Chase Maryland.
Michael has been a boot-strapped entrepreneur and corporate executive manager. Prior to joining LinkedIn, he was the Vice President of Marketplace Advertising at Washington Post Media where he led sales, product and marketing for the company’s marketplace business categories. Before joining the Washington Post, Michael was a co-founder and Director at JamBase.com.
Michael holds a BA in History from Clemson University and an MBA from Georgetown University. He lives with his family in Chevy Chase Maryland.
Paul Tatum leads the Public Sector Solutions Engineering team with responsibility for overall technical direction, architecture and technology evangelism around Salesforce cloud based solutions.
Paul brings over 30-years of experience working with Public Sector customers and provides technical and business executive insights in the areas of Shared Services, Cloud Computing, CRM, Case Management, Security, Integrated Platforms, Big Data, Databases, BI, and IT trends in government. Paul has held Solutions Engineering leadership roles since 1999, always focusing on technical excellence and customer success.
Prior to joining Salesforce, Paul spent 20 years at Oracle and Sun Microsystems, focused on the DoD, Civilian, State & Local, and Canadian Public Sector markets. During his tenure he helped customer’s successfully architect and deploy solutions across some of the most complex business and IT challenges faced by Public Sector customers today.
Previously, Paul worked with Fortune 500 companies across North America to scale out their architectures and data centers for initial Web 1.0/ 2.0 / Internet deployments. He also spent a number of years as a software developer focused on DoD C3I systems, flight simulators, and low-level Unix kernel enhancements.
He holds a BS and an MS in Computer Science from George Mason University. Paul and his wife live in Northern Virginia.
Paul brings over 30-years of experience working with Public Sector customers and provides technical and business executive insights in the areas of Shared Services, Cloud Computing, CRM, Case Management, Security, Integrated Platforms, Big Data, Databases, BI, and IT trends in government. Paul has held Solutions Engineering leadership roles since 1999, always focusing on technical excellence and customer success.
Prior to joining Salesforce, Paul spent 20 years at Oracle and Sun Microsystems, focused on the DoD, Civilian, State & Local, and Canadian Public Sector markets. During his tenure he helped customer’s successfully architect and deploy solutions across some of the most complex business and IT challenges faced by Public Sector customers today.
Previously, Paul worked with Fortune 500 companies across North America to scale out their architectures and data centers for initial Web 1.0/ 2.0 / Internet deployments. He also spent a number of years as a software developer focused on DoD C3I systems, flight simulators, and low-level Unix kernel enhancements.
He holds a BS and an MS in Computer Science from George Mason University. Paul and his wife live in Northern Virginia.
Kate Reilly is a Senior Manager with Deloitte's Federal Human Capital practice who leads its HR Operational Excellence capability. She has over 11 years of experience leading, managing, and advising HR Offices on how to transition from a reactive to proactive state. Currently, Kate leads the development and marketing for Deloitte’s c*link solution in the federal space. During her 11 years in consulting, Kate has had hands-on experience conducting organizational assessments focused on finding efficiency and productivity; process design and improvement using Lean Six Sigma tactics; service delivery; organizing and managing federal HRIT system migrations, specifically with respect to data conversion, business process reengineering, and customer engagement; training; customer relationship management; reporting optimization and performance measurement; and program management. Additionally, Kate has been the program manager over a large HR Operations program for a 65,000 employee agency, and has led recruitment and hiring, payroll, personnel, benefits, on-boarding, special handling and call center teams in a federal HR setting. She has led or advised engagements for various clients in the public sector, including the National Finance Center, CBP, TSA, ICE, HHS, GSA, DSS, JIEDDO and the World Bank Group. She has developed methodologies and best practices focused on streamlining HR service delivery and creating transparency into an HR Operation.