Sample Federal Style Resume

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1 Pat A. Candidate 123 Main Street Anytown, US Evening Phone: (123) ~ Day Phone: (555) SSN: U.S. Citizenship: Yes Highest Federal Grade Level: GS-11 Veterans Preference: 30% compensable; VEOA; VRA OBJECTIVE: Chief Learning Officer, EM , Announcement # 2006-EMD-0036 PROFESSIONAL SUMMARY: 25 years of experience providing best-in-class organizational development and training strategies throughout US, Europe, Africa and Asia. Led, facilitated and designed high impact human capital initiatives for the Internal Revenue Service (IRS), IAMS (P&G subsidiary), Dell, Solectron and CNA Insurance. These initiatives have been recognized as best practices by numerous industry benchmarking organizations. Proven ability to provide internationally recognized measurable results for organizations requiring to improve/change their structures, increase leadership capabilities, create efficient training solutions and develop human resource programs that support business goals. Superb management skills combined with a solid track record for developing, and mentoring all levels of staff, especially senior management. Proven ability to maintain composure and effectiveness under pressure and ever-changing conditions. Competencies: Organizational Development. Executive Leadership and Development/Coaching. E- Learning (Electronic Learning Applications). Technology-Enabled Learning. Balanced Scorecard. Global Management. Talent Management. Performance/Quality Management. Organizational Effectiveness. Lean Operations. Change Initiatives. Strategic Planning. Analytical Skills. Consultation. Collaboration. Facilitation. Negotiation. Out-of-the-box Thinker. Assessments. Problem Solver. Oral Communication. Written Communication. Interpersonal Skills. Delegation. Judgment. Innovative. WORK EXPERIENCE: Executive Consultant 01/2005-Present ABC, Inc. Salary: $150, Shannondale Drive, Sugarland, TX Hours: 40+ per week As contract employee, lead efforts to create and facilitate people development strategies that include: improving performance, leadership development and coaching, and managing change for global private and public organizations, such as PepsiCo and etelecare, which require strategic processes to support business initiatives. Utilize industry-standard Instructional Systems Design (ISD) process to identify critical issues relating to all aspects of performance improvement. Create and implement processes and structures for tracking organizational development (OD) interventions and their impact on the organization, and marketing plans for communicating the capabilities of OD to staff.

2 Partner with senior executives and functional leads to diagnose and resolve systematic issues affecting business performance. Provide executive facilitation, development, and coaching services for senior executive. Utilize a variety of tools, techniques and concepts to assess organizational, team and individual effectiveness, and to develop and implement appropriate interventions, such as: PDCA (Plan, Do, Check, Act); SMART Objectives (Specific, Measurable, Attainable, Results-Focused; Timed); ADDIE (Analyze, Design, Develop, Implement, Evaluate); and Six Sigma (Define, Measure, Analyze, Improve, Control). Design, develop, and implement succession-planning processes and tools in order to create a "culture of development." Provide expert guidance to senior executives on succession and talent management, and assure the integration of initiatives to create and manage a corporate-wide talent pool. Served on an 11-month assignment for a newly created position as Global Head, Organizational Development for etelecare, managing the overall implementation of the state-of-the-art "Global Leadership Pipeline Program and Process," which decreased the turnover rate by 20%. Reorganized the OD Department for the Global Solutions Call Center from the offshore Philippine s location to a global scale, including a presence in Arizona and California. Defined, created and clarified "What is Organizational Development (OD) at etelecare?" in the context of the Mission of Leadership Development, Career Development and Corporate Culture, including: implementing innovative, high-quality workplace solutions, resources and services to individuals, teams and organizations; and working with internal clients to improve their organization's effectiveness. Developed PepsiCo s Global Customer Management Center of Excellence, which included performance support processes. Contract lasted 2-months. Chief Learning Executive (AD ) 04/ /2005 Department of Treasury/Internal Revenue Service (IRS) Salary: $185,000 + locality 1111 Constitution Ave, NW, Washington, DC Hours: 40+ per week Served on a 4-year Senior Executive Service (SES) excepted service appointment in charge of training and development for IRS's largest division, the Small Business/Self-Employed Division (SB/SE) with 45,000 employees. Through effective leadership and direction, updated curriculum and migrated solutions to utilize the latest electronic methods of learning to include Web, CD-ROM, simulation, and PC-based formats, which built an organization that identified, developed and delivered critical training within budget constraints. Developed, revised, monitored and executed the $28 million training budget. Improved budget stewardship by coordinating the budget's planning, funding, and delivery through the Training Budget Oversight Board and monthly spending plan reviews, which resulted in improved spending projections and the ability to react timely to emerging issues. Developed, prioritized and aligned strategies, objectives and goals, taking into account key influences on organizational performance. Identified employee training needs, effective e- learning methods, and technology needed for implementation. Involvement of IT staff and database managers was critical in order to help understand what was possible from a technological standpoint. Motivated a staff of 187 employees to achieve high performance through open and honest communications by involving them in decision making, and ensuring they had the tools and

3 training to perform their jobs. Created an environment for continuous learning with the intent to increase individual and organizational effectiveness. Developed and recognized employees, effectively using ongoing feedback, coaching, and timely performance evaluations to promote cooperation, teamwork, knowledge/skills sharing and goal accomplishment. Partnered with the New Director for Technology Enabled Learning (e-learning) to develop and launch a multi-year program to establish a technology-enabled Learning Management System for all 120,000 IRS employees, as well as courses supporting the operation of the Customer Call Center, which involved 28,000 employees. Initial deliveries saved more than $5 million in travel costs and resulted in L&E receiving the 2003 Deming Award. Established critical relationships and quickly learned the Service's structure and culture, which enabled the rapid identification of customer needs and assessment of the L&E staff to meet those needs. As a result, L&E resources were realigned and the structures streamlined, which enabled the implementation of a measurement system for performance programs, including Level 4 Return on Investment (ROI). Directed the development of the SB/SE Training Plan Policies and Guidelines, which were adopted by the Training Budget Oversight Board, ensuring training priorities were established and funds were effectively allocated to address those priorities. Executive Consultant 06/ /2002 Solectron Salary: $15,000 per month 847 Gibraltar Drive, Milpitas, CA Hours: 40+ per week Served as an external executive resource for a 1-year contract specializing in e-solutions for a global leader in the electronics manufacturing services industry with revenues of $19 billion in fiscal year 01 and employing 55,000+ worldwide. Provided coaching, mentoring and leadership to key executives and managers in the design, development and dissemination of world-class processes and leading edge business solutions. Established and defined performance metrics for common business and manufacturing processes. Provided key processes and organizational restructuring for executive education. Monitored performance and financial measures and identified issues that had the greatest impact to meet business objectives. As appropriate, reviewed root cause analysis for non-conformance to standard business metrics. Created Solectron s first executive orientation program, which fosters a positive attitude toward company goals, establishes effective communication and working relationships, and provides a clear understanding of performance expectations. Program also included a corporate on-line e- portal information database, which could be accessed by executives for divisional and historical information on corporate processes and information sharing. Key Architect of the first compliance training process for domestic and Asian offices. These were executive programs for proper behavior and codes of conduct, such as: ethics, trade law, work place harassment, computer usage, hiring practices, employee rights, etc. Executives were required to take courses annually through an e-learning curriculum.

4 Director (Global Learning Operations) 01/ /2001 Dell Computer Corporation/Dell Learning Salary: $200-$300,000 (includes bonus) One Dell way, Round Rock, TX Hours: 40+ per week Senior Level Executive in charge of performance support programs for the worlds leading direct computer company, with net revenue of $30+ billion, employing 36,500+ worldwide. Listed on Fortune s top ten list of America s most admired companies. Implemented e-learning infrastructure aimed at instructing and educating students while on the job through self-paced online courses, which were supplemented by instructor-led workshops and seminars. Established global learning infrastructure for US, Asia, South America and Europe, and core and specific job competencies to determine succession roadmaps and training interventions, such as: 1) align learning with key business initiatives; 2) make learning directly available to everyone who needs it; 3) create clarity around competencies required for continued success; and 4) provide consistency, where needed, through global curricula. Established processes for training development and administration, such as creating a tracking process for identifying talent and critical skills; and creating and organizing executive and management education and development programs. Developed and implemented continuous quality improvement processes, including after-action reviews for each developmental stage in order to determine and monitor the effectiveness of the learning infrastructure. Spearheaded innovative approaches for performance support processes relating to Six Sigma, such as: pay-as-you-use funding, direct education model, and non-classroom solutions. These approaches resulted in reduced turnover rate from 40% to 15%, and American Society for Training and Development (ASTD) subsequently cited Dell Corporation as one of the leading corporate learning organizations in the world specializing in e-learning. EDUCATION: George Washington University, Washington, DC, Doctoral Program Major: Human Resource Development Northern Illinois University, DeKalb, IL; 06/1974 Degree: Masters of Science in Education (MS.Ed.) Double Major: Curriculum and Supervision Carthage College, Kenosha, WI, 05/1968 Degree: Bachelors of Art (BA) Double Major: History and Biology TRAINING & CERTIFICATION: Executive Ethical Compliance Program, Dell Corp; 5 2-hour courses per year 1995 Six Sigma, Motorola University; 8 hours 1994 Effective Training Certification, Developmental Dimensions International; 36 hours 1993 Negotiating Contracts, American Management Association (AMA); 16 hours 1992 Union Negotiations, American Management Associations (AMA); 16 hours

5 HONORS & AWARDS: 2000 National Alliance for Business: Top Corporate University; Dell Corporation 2004 Certificate of Appreciation as Presenter for Hispanic Internal Revenue Employees National Conference 1999 Best Corporate University Award (2), Fast Company & Corporate University Xchange 1997 Corporate University Best Practices Watson Wyatt for Iams 1984 Special Recognition for Service, Inspector General s Award MEMBERSHIPS: Academy of Management; Member since 1979 American Society for Training and Development (ASTD); Member since 1976 Chief Learning Officer Magazine: Business Intelligence Board; Member since 2000 Institute of Executive Development; Member since 2005 Organizational Development Network; Member since 2005 Society for Human Resource Management (SHRM); Member since 2005 LANGUAGE SKILLS: Estonian Fluent (Read, Written, Spoken) COMPUTER SKILLS: Applications: Microsoft Office (Word, Excel, Access, PowerPoint, Outlook); Microsoft Project; Adobe Operating Systems: Microsoft Windows (XP, NT, 2000, 98, 95), UNIX Internet: Internet Explorer, Netscape SELF-CERTIFICATION: I certify that, to the best of my knowledge and belief, all of the information on and attached to this resume is true, correct, complete and made in good faith. I understand that false or fraudulent information on or attached to this resume may be grounds for not hiring me or for firing me after I begin work, and may be punishable by fine or imprisonment. I understand that any information I give may be investigated. Signature: Date signed:

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