A Big Thank You To Our HCMF 2011 Speaker Faculty

John Berry is the Federal Government’s Chief People Person. As the Director of the United States Office of Personnel Management, he is responsible for recruiting, hiring, and setting benefits policies for 1.9 million Federal civilian employees. Calling this a new day for the civil service, he is reinvigorating the Federal workforce to meet the challenges of the 21st century.

John is working closely with partners both inside and outside of government to fulfill President Obama’s charge to “make government cool again” by developing flexible, results-oriented HR policies and working to change how Americans view their public servants. His goal: build a workforce of dynamic innovators who put serving the American people at the heart of everything they do.

With over twenty years of experience in the Federal government, Berry is a passionate and aggressive advocate for public service and Federal workers. He first developed expertise in Federal employee and retirement issues during ten years as Legislative Director for Congressman Steny Hoyer of Maryland, now the Majority Leader.

During the Clinton Administration, Berry served as Deputy Assistant Secretary and Acting Assistant Secretary for Law Enforcement at the Department of the Treasury, where he had direct-line authority over 40% of the Federal law enforcement community, including the Secret Service and the ATF. He then served as Assistant Secretary for Policy, Management and Budget at the Department of the Interior.

From 2001 to 2008, Berry pursued his interest in conservation as Director of the National Fish and Wildlife Foundation and then as Director of the National Zoo.

Tracy Anania is the Director of Human Resources at NASA’s John F. Kennedy Space Center (KSC) in Florida. As a member of the Center’s senior management team, she is responsible for developing, leading and managing the implementation of strategic workforce planning, Federal labor-management relations, all phases of human resources operations (i.e., classification, staffing, pay setting, employee relations, performance management, human resources information systems, etc.), career and organizational development, employee recognition, Senior Executive Services program management, and Exchange Operations (i.e., all morale, welfare and recreation services including parks, retail stores, a Child Development Center, and concessionaire services).

Ms. Anania also oversees workforce transition activities at the Center. Prior to joining NASA as a senior executive in August of 2006, Ms. Anania served as Director of Human Resources for the Communications-Electronics Research, Development and Engineering Center (CERDEC), a large research and development organization in the Department of the Army, at Fort Monmouth, New Jersey. In this capacity she was responsible for the design, development and management of a comprehensive Human Resources Information System, the first of its kind in the Department of the Army. She was also the advisor and subject matter expert on the CERDEC Science and Technology Reinvention Laboratory Personnel Demonstration Project (Demo), an alternate personnel system tailored to the operational needs of the CERDEC, particularly in the areas of recruiting, retaining, compensating and rewarding employees.

Prior to this position, she was a Supervisory Management Planning Specialist responsible for providing guidance and clarification of policy to organizations at Fort Monmouth and worldwide. As a personnel specialist, she led the implementation of the Defense Acquisition Workforce Improvement Act (DAWIA) for the 3000 employees working for the Department of the Army at Fort Monmouth who were covered by the law. Ms. Anania also served as an adjunct faculty member of the Army School for Human Resources developing curriculum and delivering instruction in the functional areas of human resources.

Ms. Anania began her Federal career as a Personnel Management intern and has over 21 years of cross-functional human resource experience. She has received numerous awards and honors throughout her career including two Commanders Awards for Civilian Service, a Superior Civilian Service Award and a “Yes, If” coin. She was born in Madison, Wisconsin, and received a Bachelor’s degree in Industrial and Organizational Sociology and Personnel Management from the University of Wisconsin in 1989.

Angie has dedicated 29 years to public service, with 26 of those years in human resources. She was selected for the Senior Executive Service in October 2007. As the Deputy Associate Director for Recruitment and Hiring, she overseas OPM’s flagship initiative--hiring reform, classification, assessment, and recruitment policy, student programs, including the Presidential Management Fellows Program, and USAJOBS, the Federal Government’s one-stop source for jobs and employment information.

Recruitment and Hiring provides Federal-wide policy to almost 2 million Federal employees and over 11 million Americans seeking employment opportunities with the Federal government. Angie began her career with the Social Security Administration. She later worked for the Department of Defense in several different components and Defense agencies. She has served in many roles, including Budget Analyst, Labor Relations Officer, and prior to leaving DoD as the Director of Human Resources for the Defense Contract Management Agency. Angie has a Masters Degree in Leadership from Bellevue University.

Vicki Barber serves as the Federal Labor Relations Authority’s (FLRA) Human Resources Director. During her tenure, the FLRA captured the top ranking of the 2010 Most Improved Small Agency in the 2010 Best Places to Work in the Federal Government, which is produced by the Partnership for Public Service and the American University Institute for the Study of Public Policy Implementation. The FLRA’s dramatic and unprecedented improvement in 2010 of more than 250 percent moved the agency to an overall score of 68.3 -- a significant increase from its overall 2009 score of 19.5, which placed the FLRA last in the 2009 rankings of small agencies.

In her role as Director, Vicki provides daily leadership, direction, and implementation of services, policies, and programs through the Human Resources Division. She guides HR strategic planning & evaluation, and provides workforce advisory services to FLRA Presidential appointees, administrative law judges, managers and employees in HR-related functions. Vicki began her career at the Government Printing Office (GPO) in 1990 as an Outstanding Scholar with the Superintendent of Documents (SuDocs) organization. During Vicki’s 20 year tenure with GPO, she served as a Program & Management Analyst, Marketing Analyst, Supply Management Officer, and Distribution Facilities Manager for SuDocs Publications Sales & Reimbursable Programs, Federal Depository Library Program, and International Exchange Program.

Prior to transitioning to a new career in GPO's Human Capital, Vicki served as the Director of SuDocs Technical Support Group where she provided management and oversight over policy, procedure, budget, inventory, IT systems, personnel management, new organizational initiatives, and program evaluation. In 2003, Vicki was recruited by the agency's 1st Chief Human Capital Officer to lead HR studies where she researched and benchmarked HR best practices in order to transform the agency’s human capital programs and the GPO. She was then named Human Capital Manager for Plant Operations, GPO’s largest mission-critical component, before being promoted to Human Capital Director for the agency’s HR Operations in 2006.

Vicki holds degrees from Bowie State University in Counseling Psychology (M.A.) and Business Administration (B.S.), is an Excellence in Government Senior Fellow through the Partnership for Public Service, and is a licensed realtor in the state of Maryland. She is a member of Blacks In Government, the National Association of Professional Women, the Small Agency Council and the Small Agency Human Resources Council.

Jonathan Basirico began his career with the Census Bureau as a Statistician in 2007. Jonathan has been instrumental in working with various federal and state government and non-government organizations to create and implement unique human capital strategies for the census, playing a part in the successful hiring of over 800,000 people nationwide for the 2010 Census.

Currently, his efforts are focused on data-driven human capital solutions as the Census Bureau reconceptualizes itself to remain innovative and relevant, given societal and demographic changes in the nation, workforce, and government over the coming years. Jonathan holds a bachelor’s degree in Psychology from Elon University.

Mr. Bergquist has 30 years of Federal service where he has worked for the U.S. Department of Justice, Department of Homeland Security (DHS), the U.S. Department of Transportation, and U.S. Department of Commerce in the areas of Learning and Development, Workforce Planning, and Employee Relations.

Currently, Randy is the Assistant Director for Learning and Workforce Development at the Department of Justice (DOJ) where he has overall responsible for developing, recommending and overseeing a variety of Departmental policies, programs, initiatives and special high-level human capital and workforce planning projects. He manages a staff of learning professionals and Chairs a DOJ Learning and Development Council comprised of over 30 Training Officers that serve as the Department’s primary advisors and technical experts/senior performance consultants on learning and development and workforce planning initiatives, providing leadership for human capital programs throughout the Department of Justice (114,000).

In this capacity, Randy also advises DOJ’s Chief Human Capital Officer and top leadership and their respective Components to ensure that DOJ develops and advocates a culture of continuous learning to attract and retain high performing employees. In November, 2010, Randy was nominated and selected to serve as the Chair, Interagency Chief Learning Officer Council. This Council is comprised of Chief Learning Officers or their equivalents that collaborate with and between Federal agencies for the express purpose of sharing best practices, influencing policy and maximizing the use of government resources to deliver effective and engaging learning and development opportunities to all Federal employees.

Randy received his Bachelor of Music Education Degree from Shenandoah College and Conservatory of Music and a Master’s Degree in Counseling from the University of Wisconsin. He is also on The Graduate School faculty located in Washington, DC, where he has designed and facilitated a number of courses in the areas of Human Resource Development, Communication Skills, Emotional Intelligence, Career Planning and Transition, Conflict Resolution and Consultation.

Anita Blair is the Deputy Assistant Secretary of the Treasury for Human Resources and Chief Human Capital Officer (DASHR-CHCO), responsible for Department-wide policy and oversight in all areas of human capital management, including employment and staffing, compensation, benefits, executive resources, succession planning, labor and employee relations, workforce development, performance management, diversity management, equal employment opportunity, and other human capital functions.

She chairs the Department’s Human Capital Advisory Council, is a member of the Department’s Human Capital Board, and represents the Treasury Department on several government-wide councils. Before joining the Treasury Department in February 2011, and beginning in August 2009, Anita Blair was Chief Strategist for the National Security Professional Development Integration Office, reporting to an interagency policy committee of the National Security Council Staff. Earlier in 2009, she co-chaired the Human Capital Working Group of the Project on National Security Reform, producing recommendations and proposed legislation for its report to Congress titled, “Turning Ideas Into Action.”

From 2001 to 2009, Anita Blair served in the Office of the Assistant Secretary of the Navy for Manpower and Reserve Affairs. As Deputy Assistant Secretary for Military Personnel Policy, she oversaw all personnel matters for Navy and Marine Corps active-duty service members and their families. In 2005, she was named Deputy Assistant Secretary for Total Force Transformation and Program Executive responsible for developing and implementing the Department’s Human Capital Strategy. In 2008, she became Acting Assistant Secretary and the chief human capital officer for the Department of the Navy. In this role she oversaw the management of a workforce comprising over 800,000 active and reserve Sailors, Marines and civilian government employees.

In prior public service, Ms. Blair was appointed Chairman of the Congressional Commission on Military Training and Gender-Related Issues and a member of the Board of Visitors of the Virginia Military Institute. As a lawyer in private practice, Ms. Blair concentrated in corporate and business law and litigation. She chaired the Board of Governors of the Virginia State Bar Antitrust, Franchise and Trade Regulation Section. Ms. Blair earned her J.D. degree from the University of Virginia School of Law and her B.A. degree in Classical Greek and Geography from the University of Michigan.

Robert Buggs joined the Department of Education in November 2009. Prior to this appointment, he was senior advisor to the Commissioner of Internal Revenue and he held the position of IRS Human Capital Officer from 2006 to 2009. In both his current and former IRS positions, Robert serves as the principal steward for human capital and human resources services. His energy is typically focused on the full spectrum of human capital planning and HR operations, including learning and education, labor/management relations, and HR information services.

Robert’s other federal experiences include appointments in the Department of the Navy and the Defense Mapping Agency, where he directed local and agency-wide labor/employee relations, corporate recruiting, staffing, and classification programs. Robert holds a Bachelor of Science Degree from Bowie State University and has completed graduate work at American University and the Catholic University of America.

Sean J. Byrne was named Assistant Administrator for Human Capital in December 2010. He joins TSA after a distinguished, 36-year career in the U.S. Army. A Major General, he most recently served as Commanding General of the Army Human Resources Command (HRC) at Fort Knox, Kentucky, where he was responsible for Army-wide human capital programs.

Byrne’s military service includes five command postings at both international and national locations, and staff assignments at the Pentagon and the White House, where he served as the Vice President’s Military Assistant, and later as the President’s Military Aide. In 2003, as the Commanding General of the 3rd PERSCOM, his command was part of the initial force going into Iraq during Operation Iraqi Freedom.

In 2005, under the Base Realignment and Closure program, Congress directed the Army to consolidate and move the HRC’s three major operational elements to Fort Knox. Byrne led the HRC’s reorganization, transformation, and movement. The HRC is responsible for providing a full range of human capital support to a population of nearly 1.2 million Active Duty, Reserve, and National Guard service members and retirees.

Byrne has led workforces ranging in size from 100 to nearly 5,000, and in support of populations ranging from 4,000 to more than 1.2 million soldiers and civil servants. He is known for his collaboration skills, in-depth experience in managing outsourced human resources services, hiring a large volume of personnel annually, and building and enhancing development programs and career paths.

After graduating from the ROTC program at the University of Detroit, he received his Bachelor of Science and was commissioned as a Second Lieutenant. He is a graduate of the U.S. Marine Corps Command and Staff College, where he was designated a Distinguished Graduate. He also attended the U.S. Army War College at Carlisle Barracks, Pennsylvania, and was awarded a Master of Business Administration from the University of Utah.

Ms. Cohen is the Director for the Office of Human Resources at the Nuclear Regulatory Commission (NRC). As Director, Ms. Cohen provides leadership and management of agency human capital planning, policy, and program development. Ms. Cohen served as the Director, Program Management, Policy Development and Analysis Staff in the NRC's Office of Nuclear Security and Incident Response from 2004-2007. In this position, Ms. Cohen provided leadership and management of the office's long-range program planning, budget and financial management, human resources and information technology activities.

From 2001 to 2003, Ms. Cohen served as the Director of Administration for the Bureau of Industry and Security at the U.S. Department of Commerce. From 1987 through 2000, she held a number of senior staff and management positions at the Department of Commerce where she gained considerable experience in administrative operations including information technology, human resources, budget execution and formulation, strategic planning, and performance measurement.

Ms. Cohen began her federal career at the Department of Commerce as a Cooperative Education Intern at the International Trade Administration. Ms. Cohen received a Bachelor of Arts degree in Political Science and a Masters degree in Public Administration from the University of Pittsburgh.

Anthony E. Costa was appointed Chief People Officer, effective November 22, 2010. In this role, Costa leads the agencywide development and implementation of GSA’s Human Capital Strategic Plan; provides a full range of human resources advice and services to all GSA organizations; and provides human resources information technology support to a number of other federal agencies, boards and commissions, in addition to providing the same support within GSA.

Previously, Costa served as Associate Administrator in the Office of the Administrator, where he coordinated enterprisewide strategic planning and implementation initiatives to help GSA better market and deliver solutions to agency customers. Costa also led efforts to help GSA modernize agency operations by changing fundamental behaviors, methods, and processes.

Costa has extensive leadership and management experience, having served in various senior executive leadership positions within GSA’s Public Buildings Service; including serving as its Acting Commissioner. In that role, Costa was responsible for the asset management and design, construction, leasing, operations, and disposal for a real estate portfolio of 354 million square feet in more than 8,600 public and private buildings accommodating more than 1 million federal workers.

Costa also served as the Deputy Commissioner, Public Buildings Service, where he oversaw implementation of the American Recovery and Reinvestment Act funded constructions projects nationwide. In addition, Costa served as Regional Commissioner for the Public Buildings Service's National Capital Region. In that position, Costa was responsible for the daily operation of more than 86 million square feet in the Washington, DC metropolitan area.

He began his career with GSA as a presidential management intern. Costa holds a Bachelor of Arts in geography and economics from Bucknell University and a Master of Arts in regional planning from the University of North Carolina at Chapel Hill. He has received several honors for outstanding performance, including the Walter Washington District Champion Award, presented by Leadership Greater Washington in 2008. Costa was also the recipient of Presidential Rank Awards in 2002 for Meritorious Executive and in 2004 for Distinguish Executive.

Gus Crosetto has over 30 years of leadership experience in human resources, workplace learning, corporate universities, leadership development, talent program management, and executive coaching. Gus has directed the development and implementation of numerous corporate universities as an internal leader and stakeholder. As GAO’s Chief Learning Officer (CLO) Gus leads strategic learning, talent and knowledge development initiatives; leads the development and delivery of curricula for audit and mission support staff and improves team and organizational effectiveness through coaching, mentoring, consultation and facilitation services.

As Senior Director of Freddie Mac University (FMU), he developed the corporate center for Learning and Leadership Development. At Fannie Mae, Gus was the Vice President of Corporate Learning where he established corporate learning and development strategies as well as created and implemented blended learning initiatives and robust evaluation approaches. Most recently, Gus led Global Mortgage Talent Development for GE, which included the School of Mortgage and the Global Mortgage Leadership program. Prior to his tenures at Fannie Mae, Freddie Mac, and GE, Gus held senior management positions in a variety of organizations: Regional Manager for Customer Education at Sun Microsystems, Manager of Advanced Systems Development at Xerox Corporation/PARC, and Director of MIS for The Argentine Air Force.

Gus is a published author and interviewed expert on Process Based Organization, Lean Six-sigma, Business Process Reengineering, and Project Management. Gus holds an M.S. in Management Information Systems and a B.S. in Computer Systems Applications from the American University. He completed his doctoral degree in Education and Human Resource Development (Ed.D) and research studies in team emotion dynamics at the George Washington University in Washington, DC. He has also completed professional certifications in Organizational Development at the Columbia University (Teachers College) and Carnegie Mellon University (Software Engineering Institute). He has held membership in numerous professional and trade associations including the American Society for Training and Development (ASTD); the International Society for Performance Improvement (ISPI), the Society for Human Resource Management (SHRM), and the Academy of Management (AMA).

Mr. Decker leads the Veterans’ Services group that directly supports the Veterans’ Employment Initiative outlined by Executive Order 13518. In partnership with federal agencies, Veterans Service Organizations, and other activities, his team is involved in government wide outreach, recruitment, training, and hiring efforts to increase the number of veterans employed by the federal government.

Mr. Decker previously served as the Deputy Associate Director for the Center for National Security within the Office of Personnel Management and supported the strategic human capital initiatives for the Departments of Defense (DOD), State, and Veterans Affairs; US Agency for International Development; and the Intelligence Community. Additionally, he led OPM’s actions to improve emergency preparedness of the federal workforce in a post 9/11 environment.

In 1999, Mr. Decker joined the US Government Accountability Office (GAO) as a Director with the Defense Capabilities and Management Team. He was responsible for GAO’s reviews of US efforts to combat terrorism to include weapons of mass destruction; DoD’s role in homeland security; DoD chemical and biological defense issues; overseas and domestic force protection; space and information operations; chemical stockpile demilitarization program; and other national security areas.

Prior to joining GAO, Mr. Decker served in various supervisory positions within the intelligence and defense community since 1982. He is a graduate of the Center for Creative Leadership’s “Leadership Development Program” and the Federal Executive Institute’s Leadership for a Democratic Society.

Mr. Decker completed the U.S. Intelligence Community’s Senior Leadership Program. After graduating with merit from the U.S. Naval Academy, Mr. Decker served in the United States Marine Corps as a pilot, advanced flight instructor, and intelligence officer during his active duty service. He retired from the Marine Corps Reserve after 30 years of combined duty in operational and staff assignments stateside and abroad.

Mr. Decker is a combat veteran of both the Iraq and Afghanistan campaigns. He is a fellow of the Massachusetts Institute of Technology Seminar XXI Program and Harvard’s Senior Executive Fellow’s Program. Mr. Decker is a member of the Senior Executive Service.

James D. Douglas is the Smithsonian’s director of Human Resources, a position he has held since 2004. In this position, Douglas supervises a staff of human resource specialists and support personnel in effectively implementing a comprehensive human capital program involving four separate employment systems for more than 6,000 employees in the Smithsonian Institution (federal civil service, Smithsonian trust fund employment system, Smithsonian Enterprises employment system and the Smithsonian Tropical Research Institute employment system).

From 1995 to 2004, Douglas was deputy general counsel for the Institution where he advised Smithsonian management on a variety of legal issues, particularly in the area of employment and labor relations, successfully representing the Institution in litigation before the courts and administrative bodies. He also advised Smithsonian management on the legal nature of the Institution and its relations with the government, tort claims, the Freedom of Information Act and privacy, contracts, real and personal property, gifts, intellectual property and appropriations law issues.

Douglas was assistant general counsel at the Smithsonian from 1985 to 1995 and acting general counsel from April through November 1995. Before moving to the General Counsel’s office, he was the director of Labor and Employee Relations for the Institution from 1977 to 1985. Douglas was a labor relations specialist and management analyst with the Community Services Administration from 1972 to 1977.

Douglas received his Juris Doctor degree from George Mason University School of Law in 1983, his master’s degree in public administration from the Nelson A. Rockefeller College of Public Affairs and Policy at the University at Albany in 1972 and his bachelor’s degree in political science from the College at Fredonia at the State University of New York in 1971. He is a member of the bar of Virginia and federal courts.

Judy oversees the Partnership's $1M research portfolio which includes the annual Best Places to Work in Government rankings and a host of studies that focus on organizational performance measurement and human capital management issues in the federal government.

Prior to becoming the Director, Judy served as a strategic advisor, leading the Partnership's State of the Public Service initiative. Before joining the Partnership, Judy was a managing consultant with CPS Human Resources, a self-supporting public agency that provides human resources consulting services to government and non-profit agencies. She served as the project manager for CPS’ contracts with the National Institute for Allergy and Infectious Diseases in the aftermath of 9/11 when the Institute faced rapid expansion in response to the Nation’s urgent bioterrorism research agenda.

Judy is a retired federal executive. She was with the US Government Accountability Office (GAO) for 26 years and led GAO’s work in the Housing, Community and Economic Development, Small Business, Emergency Management, Telecommunications and Energy areas. She led or served on several GAO human capital initiatives designed to improve the performance evaluation system, enrich the training and development programs, streamline the recruitment and hiring programs, and enhance the training, mentoring and coaching of new employees.

Wendy L. Frederick currently serves as the Chief, Learning Systems Management Division at the Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF). Shortly after joining ATF in 2000, Ms. Frederick was tasked with finding ways to leverage technology in support of the Bureau’s many and varied learning and development programs. She pioneered new methods of employee development and performance support at ATF, starting with the launch of the learnATF site in December 2002 and following in subsequent years with the expansion of the learnATF site and ATF’s online learning program. In recent years she led efforts to add podcasting and virtual classroom training to the ATF lexicon of online learning solutions.

ATF’s tremendous success implementing virtual classroom training was recognized with a “Best Government Deployment” award at the 2008 Saba Global Summit and in 2010 with an Office of Government Ethics “Education and Communication” award for ATF’s virtual Ethics training. ATF’s leadership in the use of Learning Management Systems was recognized in 2006 when it won “Best Overall Use of Product” at the Plateau Insights User Conference and in 2010 when it won the LMS award from the Training Officers Consortium. Ms. Frederick also was instrumental in the 2008 expansion of ATF’s Learning Management System to 20,000 additional users in the Department of Justice.

In 2007, Ms. Frederick received the Attorney General’s Award for Excellence in Management for her dedication and leadership in the implementation of ATF’s e-learning initiatives. Prior to coming to ATF in 2000, Ms. Frederick worked for more than nine years at the U.S. Government Printing Office, helping to implement technology solutions for its Superintendent of Documents dissemination programs. She authored the proposal that led to the creation of GPO’s Office of Electronic Information Dissemination Services and later assisted with the 1996 Congressional “Study to Identify Measures Necessary for a Successful Transition to a More Electronic Federal Depository Library Program.”

Dr. Gant is a member of the Senior Intelligence/Executive Service. She was recently appointed as the Deputy Assistant DNI, Human Capital for the Intelligence Community. Dr. Gant also serves as the Director of the ODNI Intelligence Community (IC) Policy and Strategic Mission Outreach; her portfolio includes the Office of the Centers of Academic Excellence (CAE), Office of Recruitment and Outreach, Wounded Warrior and Work Life Programs. She served on a two-year academic sabbatical at Trinity University, Washington, DC as a visiting professor, scholar-in-residence, in International Affairs prior to current assignment. She oversees the Intelligence Community’s CAE programs at thirty (30) accredited U.S. colleges and universities. She establishes policy guidance and execution strategies aligned with objectives outlined in the U.S. National Intelligence Strategy (NIS). She directs and manages a multi-million dollar grant budget on behalf of the ODNI for 17 IC agencies and elements. Dr. Gant establishes and maintains collaborative partnerships with federal agencies, academia and industry in support of the NIS. Prior assignments included senior advisor and special assistant to the Director of Central Intelligence (DCI) and the Deputy DCI for Community Management about workforce management, training/education, human resources, and IC corporate diversity management. She directed IC-wide inter-agency teams and provided oversight for workforce policy.

Dr. Gant chaired the Intelligence Community Diversity Issues Board (CDIB); the CDIB is comprised IC senior-executive officers from the 17 IC agencies and elements. Dr. Gant has extensive work experiences that include the Department of Defense (DOD); she has held a variety of progressively responsible positions where she managed multi-million dollar budgets for human resources management, education, and technology-based training initiatives. Her career expands more than 20 years and includes positions with Department of the Navy and Marine Corps, U.S. Air Force, U.S. Army, Marine Corps Institute, Office of the Secretary of Defense, the Defense Intelligence Agency—National Defense Intelligence College. Dr. Gant performed duty assignments in Japan, Oxfordshire, England, NATO in Brussels Belgium, and Italy. Dr. Gant lectured at the Business Institute at the University of Wisconsin-Madison.

Dr. Gant’s academic credentials include a B.S. School of Business and Industry, Florida A and M University; M.A., George Peabody College of Vanderbilt University; and Ph.D. from Virginia Polytechnic Institute and State University. She is a graduate of several executive-level programs: DOD Executive Leadership Development Program, George Washington University Executive Contemporary Development Program, American Institute for Managing Diversity; Diversity Management Institute at Hollins College, The Brookings Institute Senior Level Benchmarking Program and Harvard University John F. Kennedy School of Government. Dr. Gant’s awards are many; they include the Navy’s Award for Meritorious Civilian Service, Office of the Secretary of Defense Civilian Service Award, DIA Director’s Award, DIA Award for Exceptional Civilian Service, DIA Award for Meritorious Civilian Service, and the Marine Corps’ Commanding General’s Outstanding Employee Award, ODNI Exceptional Service Awards.

In April 2010, Dr. Gant was awarded Harvard University Donald M. Stewart Alumni Achievement Award for leadership and public service. Dr. Gant is the author of several publications: The Pennsylvania State University, American Distance Learning Association On-Line Symposium, (30 OCT 98) Distance Learning Quality Indicators: Teletraining Two-way Electronic Classroom, DEOSNEWS Vol. 8 No. 10, http://www.ed.psu.edu/ACSDE/. She has published articles in the Performance Improvement Journal, International Society for Performance Improvement. The articles include: The Weakest Link: Strategic Management of Human Capital (SEP 04, Vol. 43, No. 3), 30 Key Steps to Successful Diversity Management: Mentoring, Networking, and Sponsorship (SEP 00, Vol. 39, No. 8), Lessons in Developing Distance Learning (FEB 96, Vol. 35, No. 2); Use of Emerging Technologies: Training Troops Around the World (JAN 95, Vol. 34, No. 1); Use of Emerging Technology: Linking for Learning, (FEB 93, Vol. 1, No. 4), and the Defense Intelligence Agency Communique, TQM: Human Needs-The ABC's of Nurturing the Human Potential, Spring 95. Dr. Gant is the author of A Guide – Workplace Success: Ten Steps to Career Advancement (2007). Former DCI Tenet appointed Dr. Gant as the Community’s representative to the President’s White House One America Initiative.

Dr. Gant is continuously involved in community service endeavors that include the Board of Trustees, Episcopal High School, a co-educational boarding school (Alexandria, VA); she co-chaired executive committees with Congressman Cass Ballenger (R/NC). She volunteered as a mentor and facilitator for Presidential Classroom, a member of the Executive Management Advisory Council at Virginia Polytechnic Institute and State University at the Northern VA Graduate Center. As a member of Delta Sigma Theta Sorority, Inc., she has held leadership positions and represented the chapter at local and national level events. Dr. Gant chairs committees for a tri-county working group, Women’s Legislative Briefing Annual Forum. During summers 2004 through 2008, Dr. Gant performed as an advisor to the International Scholar Laureate Program; she managed and facilitated cultural awareness and educational experiences for university students from across the U.S. She supervised educational exchanges in South Africa, Australia, China as well as Central and Eastern Europe.

Dr. Gant has served as a member of Harvard University’s John F. Kennedy School of Government Alumni Board; in 2007, she originated the concept of the first HKS Speed Networking Forums, currently implemented twice annually by the HKS Alumni Board. Dr. Gant is the CEO/Principal of Five Star Consulting, LLC; her clients include Pratt & Whitney, Sikorsky Aircraft, Delmar Systems, Inc., National Institutes of Health-Federal Women’s Program, National Blacks in Government Association, and University of Central Florida-Diversity Program. Dr. Gant was a member of Working Mother Media, Inc. Advisory Group to identify America’s best companies for women. She is a Board member of Women In International Security (WIIS). Dr. Gant is married to Raymond C. Gant, D.D.S., U.S. Air Force Officer; they have two daughters and live in the Washington, DC metropolitan area.

Dr. John (JD) Garvin is the Director, Leadership of the VA Learning University at the US Department of Veterans Affairs.

Susan Greer was named Director, Leadership Education and Delivery Services in the Human Capital organization of IRS in 2010. Susan leads an organization of skilled managers and employees who together are committed to providing a top-tier leadership development program, continuously improved training delivery services, leveraging learning technology, and evaluating clear performance measures to drive efficiencies and provide outstanding customer service so the IRS workforce is trained and ready to accomplish the Service’s mission.

Susan worked with the Office of Personnel Management for ten years before joining the IRS in 1999 where she has served in progressively responsible leadership positions throughout the agency. In 2008, Susan was selected as Director of Administrative Services in IRS’ Agency Wide Shared Services organization; in 2009 she was named Director of the newly established IRS Centralized Recruitment Office, and selected into the IRS Executive Readiness program.

In 2010, Susan was selected into the IRS Senior Executive Service, Candidate Development Program (SES CDP). Susan graduated from the University of Richmond and completed a certificate in Human Resources Management at Cornell University.

Trina Greer is currently the Chief Learning Officer and Director for the Department of Health and Human Services (HHS) University. She maintains accountability for cross-cutting, common needs workforce development and distributed learning for HHS’ 88K+ employees.

In addition, she provides leadership, direction and implementing guidance pertaining to enterprise training policies and strategy. She also provides advisory services related to employee development and human capital directives promulgated by the Chief Human Capital Officer and Federal regulatory mandates.

Prior to joining HHS, Trina provided enterprise transformation, performance, strategy and organization efficiency consulting services to private and Federal sectors. She is an Adjunct Professor to MBA students and holds a MBA (Management) and PhD (Leadership & Organization Change).

Wade A. Hannum is the Director of the Performance and Worklife Policy Division within GSA's Office of the Chief People Office. He came to GSA after 18 years with Xerox Corporation, VP and CLO with Performance Resources Organization, and 8 years with DoD's Defense Information Systems Agency (DISA). He is currently responsible for providing leadership, policy and guidance to servicing Headquarters, Service, Staff and Human Resource Offices and employees across GSA for Performance Management, Employee Benefits, Employee Relations, Telework, Worklife Programs, Awards, Sustainability, Wellness, and others. Wade holds a BS in Marketing and Finance from the University of Maryland, College Park and a MS in Management and HR from University of Maryland University College.

Kathy Hanson is the Chief Learning Officer of the National Park Service, where she is responsible for the oversight of the leadership and employee development programs for Park Service employees. Formerly a Program Director at the Eastern Management Development Center (EMDC) for the Office of Personnel Management’s Center for Leadership Capacity Services, Kathy developed and delivered training seminars for government managers and leaders. Many of these seminars involved team and relationship building, communication, conflict resolution, and facilitation.

Prior to her arrival at the EMDC, Kathy spent nearly four years with the Federal Mediation and Conciliation Service (FMCS), as the Director of a Youth Violence Prevention Initiative that combined technology with expert mediation services to focus on teaching conflict resolution skills to youth of all ages. Additionally, she served as the Acting Director of the FMCS Institute, which delivered training in the areas of facilitation, conflict resolution, mediation, and arbitration to labor and management communities across the country. Her Federal career began with the United States Department of Agriculture, where Kathy worked as an Education Specialist for Rural Business Development’s Cooperative Services agency.

In addition to her civilian work experiences, she is a Gulf War-Era veteran of the U.S. Army who served as a helicopter pilot for several years. Kathy holds a Bachelor of Arts degree in English Literature from St. Andrews Presbyterian College in North Carolina, a Master of Arts in Education degree from Western Carolina University in North Carolina, and a doctorate in Education from the University of Southern California.

Ms. Margaret (Peggy) Harrell’s Navy career began as a high school teacher in Rota, Spain with the Department of Defense Dependent School System. Her Civil Service includes Naval Shipyard Analyst, Industrial Improvement Manager, and Corporate Strategic Planning Officer at Naval Sea Systems Command (NAVSEA) and the NAVSEA Naval Shipyard Base Realignment and Closure Implementation Program Manager.

In 1996, Ms. Harrell was promoted to the Senior Executive Service (SES) as Project Management Officer, Human Resource (HR) Regionalization where she led the initiative to regionalize HR delivery services from a decentralized alignment into geographically dispersed HR Service Centers. In 1998, she relocated to Norfolk Naval Shipyard (NNSY) as Deputy Business and Strategic Planning Officer responsible for the management and direction of the planning, funding, and technical functions of the NNSY Business Office. In 2001, she reported to U.S. Fleet Forces (USFF) as the Deputy Director, Fleet Maintenance, and in 2004 was again promoted to the SES and assigned to the USFF Assistant Deputy Chief of Staff for Operational Readiness and Training position where she served as the advisor to the Commander on Fleet Readiness and Training.

In 2008, Ms. Harrell was assigned to the USFF Assistant Deputy Director for Fleet Warfare Programs position responsible for integrating the Planning, Programming, Budgeting and Execution cycle. In 2009, Ms Harrell reported as the Regional Maintenance Centers’ (RMC) Assistant Deputy Commander where she was responsible for the operations of five RMCs providing services to Carrier, Submarine and Surface Type Commanders (TYCOMs) and the numbered Fleets. Currently, she serves as Deputy Commander, NAVSEA, Corporate Operations and Total Force Directorate.

Ms. Harrell was commissioned in 1986 as an Intelligence Officer in the Naval Reserve, last serving as Deputy Intelligence Surveillance and Reconnaissance for Commander, Second Fleet, Joint Force Air Component Commander. She is a member of the American Society of Naval Engineers and the Senior Professional Women’s Association. Ms. Harrell is the recipient of the Meritorious Civilian Service and three Superior Civilian Achievement Awards. Additionally, Ms. Harrell established, owned and operated Georgian House Bed and Breakfast in Annapolis, Maryland. Ms. Harrell was born in Ithaca, New York and has a Bachelors Degree in History and a Masters Degree in Adult Education and Counseling.

Craig Hooks currently serves as the Assistant Administrator for the Office of Administration and Resources Management (OARM) at the United States Environmental Protection Agency (EPA). On May 13, 2009, he was nominated by President Obama to serve in this role and was confirmed on August 7, 2009. In this capability, Mr. Hooks also serves as EPA’s Senior Accountable Official for the American Recovery and Reinvestment Act which seeks in part to spur technological advances in science and health and to invest in environmental protection and other infrastructure that will provide long-term economic benefits.

EPA manages over $7 billion in projects and programs that will help achieve these goals, offers resources to help other agencies “green” a much larger set of Recovery investments, and administers environmental laws that will govern Recovery activities. OARM is responsible for governing the agency’s resources management including grants and contracts, human resources and facilities. Prior to joining OARM, Mr. Hooks served as the Director of the Office of Wetlands, Oceans and Watersheds (OWOW) within EPA’s Office of Water. OWOW promotes a watershed approach to manage, protect, and restore the water resources and aquatic ecosystems of the nation’s marine and fresh waters. Before that, he served as the Acting Principal Deputy Assistant Administrator in the Office of Environmental Information (OEI). OEI supports the Agency’s mission to protect public health and the environment by integrating quality environmental information to make it useful for informing decisions, improving management, documenting performance, and measuring success.

Before joining OEI, Mr. Hooks served as the OWOW Deputy Director. He also served as the Director of the Federal Facilities Enforcement Office within the Office of Enforcement and Compliance Assurance (OECA). There, he was directly responsible for ensuring that Federal agencies meet multi-billion dollar cleanup commitments which are under EPA’s oversight and comply with environmental law. Mr. Hooks was also the Associate Director of the Administration and Resource Management Support Staff within OECA where he managed a wide range of administrative functions. Mr. Hooks spent two years as the Special Assistant to the Assistant Administrators for OARM and OECA. OECA is responsible for managing a national criminal enforcement, regulatory, site remediation, Federal facilities enforcement and compliance assurance programs, and the Federal activities program responsible for implementing the National Environmental Policy Act. Before joining EPA, Mr. Hooks worked at the National Oceanic and Atmospheric Administration as a physical scientist.

Mr. Hooks received a Masters degree in Oceanography from the Texas A&M University in 1987, and a Bachelor's degree in Zoology from the University of Florida in 1982. Mr. Hooks is married and the father of three girls.

Gwendolyn Hubbard currently serves as the Acting Section Chief for the FBI’s Human Resources Division, Recruitment Selection and Staffing Section. In 1987 while working at General Electric, she was recruited to one of the world’s most admired organizations – the FBI. In her first assignment, she served three years with the FBI’s Congressional Affairs Office.

In 2003, Ms. Hubbard’s natural leadership skill led to a position as Chief of the FBI’s Personnel Recruitment Unit. This historic FBI selection was the first time a Professional Staff employee held this national position. Ms. Hubbard provided direction and guidance to more than 200 FBI partners nationwide and joined with a host of diverse collegiate, civic, professional, and faith-based organizations, many of which had historically avoided relationships with the FBI. Under her direction, the unit spearheaded national programs that yielded more than 20,000 FBI new hires in the last 10 years. As a result of her leadership and innovative strategies the FBI increased its rankings as employer of choice from # 138 in 2004 to # 10 in 2005, in Universum’s annual Top 100 Ideal Employer Survey. Building on that foundation, the FBI has been ranked as one of the top 10 Ideal U.S. employers among college students for the last six years.

As a Section leader, Ms. Hubbard currently oversees six human resources (HR) departments, directing various HR strategies, including the Special Agent, Intelligence Analyst, and Professional Staff Selection and Assessment Programs; Diversity and Critical Skills Talent Acquisition Strategies; Scholastic Employment Programs; and Applicant Preliminary Security Processing Operations. Ms. Hubbard also implemented other national programs, including the FBI's first online application system and virtual recruiting strategies; joint IC/Federal government recruitment programs; the FBI’s National Security Internship Program; the FBI Collegiate Marketing and Advertising Programs; FBI National Case Study Competitions, Heritage Recruitment Task Force, and more. In addition, she has represented the FBI internationally, visiting military bases in Germany to recruit our nation’s finest service men and women. Ms. Hubbard also developed and led expedited applicant processing operations, reducing the time to hire by as much as 42 days.

She has successfully rallied supporters to fund and manage programs throughout the Intelligence Community (IC). Under her leadership, a member of the U.S. Congress drafted legislation to fund the National Security Internship Program, which Ms. Hubbard crafted, directed, and implemented to increase the number of Arabic-speaking University hires at the FBI.

Ms. Hubbard is well known throughout the IC and private sector as one who leads innovative human capital strategies and actively seeks to launch new products that require cooperation among the IC and other government agencies. Renowned for engaging hiring managers throughout all facets of the hiring process and passionately promoting peer-production strategies, Hubbard continues to be a trailblazer in pioneering HR talent acquisition strategies within the FBI.

Ms. Hubbard serves the FBI and seeks every day to positively impact employees and stakeholders nationwide. She has received a host of awards and recognition, including the Director’s Award for Equal Employment Opportunity, Sikh Council on Religion and Education Exceptional Diversity Recognition Award, EMA Recruitment Advertising Awards, etc. Originally from Lynchburg, Virginia, she has received training and education from Liberty University, Harvard Program on Negotiation, Kellogg Management Institute, and the USDA Graduate School; however, she is mostly proud of her professional 24 year experience with the FBI and the lives of employees, partners and colleagues whom she has impacted over the years.

Michael Kane, a member of the Senior Executive Service, currently serves as the Chief Human Capital Officer (CHCO) for the Department of Energy. He is responsible for strategically aligning the agency's workforce to its missions through effective management of human capital policies and programs. The CHCO advises and assists the Secretary and Deputy Secretary of Energy, and other agency officials, in selecting, developing, training, and managing a highly skilled, productive, and diverse workforce in accordance with merit system principles and all applicable statutory requirements.

Prior to his appointment as the CHCO, Mr. Kane was the Associate Administrator for Management & Administration in the National Nuclear Security Administration. There, he was responsible for the management and operations of the Administration's Budget and Financial Management, Human Capital Management, Acquisition Management, Diversity, Internal Controls and Administrative Operations supporting more than 33,000 employees' nation wide.

Prior to his appointment in the NNSA Mr. Kane was the Director of Special Projects in the Department of Energy where the initial formation of the NNSA began, prior to that position he served as the procurement executive for the Office of Field Management. Mr. Kane has held key leadership positions in Financial Management, Program Management, Acquisition in the Department of the Navy where he served as Chief of Planning and Program Management for Naval Avionics and ultimately as the Deputy for Operations of the Marine Corps Heavy Lift and Presidential Helicopter Programs.

Mr. Kane began his federal career at the National Gallery of Art as a member of the special exhibits staff. Mr. Kane holds numerous public service awards including The Senior Executive Service Presidential Rank Award, The NNSA Gold Medal, The U.S. Navy Meritorious Service Medal and The Secretary of Energy's Superior Achievement and Exceptional Service Awards. Mr. Kane is an alumni of Edinboro University in Pennsylvania and the Kennedy School of Government, Harvard University.

Ira has an extensive background in human capital, organizational change, employee engagement, training and conflict resolution at the headquarters’ and regional levels with a number of federal agencies. For the past two years, he has served as the Manager, Culture Change with the FDIC. In this position, Ira directs FDIC’s high profile and critical program to improve its cultural and organizational effectiveness. Based in part on its culture, FDIC was named in 2010 as the 3rd best among the 32 largest federal agencies for which to work, moving up from 24th.

Previously, Ira has served as a Human Resources (HR), Labor and Employee Relations and Training Officer, College Instructor, and in other positions. Ira is currently participating in Georgetown University’s inaugural Leading Change in Government/Change Management Advanced Practitioner Certification Program. He is a founding member of the Association of Change Management Professionals.

Ira is a graduate of FDIC’s 18-month executive development program, Harvard University Kennedy School’s Senior Executive Fellows Program, Harvard Law School’s Program on Negotiation, the Office of Personnel Management’s Federal Executive Institute, and the Center for Creative Leadership. He is a licensed Attorney and a certified and experienced Mediator, Arbitrator, Instructor and Negotiator. Ira is a published Author of a book on conflict resolution and co-founded community programs based on the book. He holds a Doctor of Jurisprudence Degree in Labor and Employment Law, a Masters Degree in HR Management and Development, and a Bachelors Degree in HR Administration.

Tom has been the Manager of the USPS Human Resources Shared Service Center (HRSSC) since October of 2010. He has worked at the HRSSC since its opening in early 2005 and has held various management positions. Tom led various teams at the center responsible for migrating transactional HR work from over 80 locations to a centralized location.

Dr. Fred Lang is the Director of Training and Knowledge Management for the U.S. Department of Commerce in Washington, D.C. In this position, he is the Chief Learning Officer for the Department. He was appointed to this position in October 2004. In that capacity, he is responsible for the Departmental Leadership Development strategy. He is the Chair of the Department’s Training Officer’s Council, composed of 13 bureaus, which manages the training delivery and employee development policy for the Department. He is also the former Chair of the Inter-agency Federal Chief Learning Officer Council.

Prior to that position, he was a Human Capital Manager with the US Office of Personnel Management (OPM) in Washington DC. He also served as the Learning Technology Specialist for the US Office of Personnel Management in early 2000 at which time he assisted OPM to promote the use of learning technologies throughout the Federal Government.

Prior to coming to work for the Federal Government, he was a consultant in management, marketing, and sales development in California’s Silicon Valley. Fred has completed several years of doctoral education in the field of Education and transformative learning with an emphasis in organizational development (OD). His doctoral dissertation researched the field of ""Distance Learning"" through the California Institute of Integral Studies in San Francisco. Based upon the research in that dissertation, he wrote a book which is a practical guide for college, university, and corporate university instructors entitled: “How to Teach in a Virtual Classroom” which was published in May 2006. He has also authored “Risk Failure to Succeed” which was published in the Chief Learning Officer magazine in February 2011. In addition, he co-authored an article on Action Learning Strategies (2010).

Fred holds a PhD from the California Institute of Integral Studies in San Francisco; a Master's degree in Public Administration from California State University; and a Bachelor’s degree in Political Science from the University of California. As a former adjunct professor and faculty member for two Universities since 1984, he has taught in both the brick and mortar classrooms and the click and mortar virtual classroom. He taught leadership theory and philosophy in the doctoral program along with a variety of other courses in the graduate field of business.

Pam assumed her position as Deputy Assistant Director – Human Capital and Diversity and Deputy Chief Human Capital Officer for Interior in January 2010 after serving as the Associate Director for Human Capital for the U.S. Geological Survey (USGS), a bureau within Interior. Her career shift to Human Capital occurred in 2005 following 25 years of scientific, technical, and managerial experience in mission programs with the USGS.

In her new role at Interior, Pam provides leadership and executive oversight for Interior’s Human Capital programs including human resources, diversity, civil rights, employee and organizational development, employee engagement, and occupational health and safety. During her time at Interior, Pam has championed several key initiatives including hiring reform, veterans’ employment, diversity and workplace inclusion, employee engagement, leadership development and succession planning, and internal communications.

Pam’s career experiences include 18 years in technical and professional roles at a mapping center, followed by several staff and management roles including Chief of Staff to the Director of USGS, Deputy Regional Director, and Eastern Regional Geographer. In addition to her experience at the USGS, Pam completed several long-term assignments with other domestic and international government organizations, including the U.S. Forest Service, the Bureau of Engraving and Printing, and the British Ordnance Survey in Southampton, England.

Pam is a 1992 graduate of the former Office of Personnel Management’s Women’s Executive Leadership Program and a 2001 graduate of the Department of the Interior’s Senior Executive Service Candidate Development Program. She has received numerous awards during her career, including Meritorious and Superior Service Awards and a Secretarial Executive Leadership Award from the Department of the Interior for her contributions to the mission of the USGS. Under her leadership, the USGS received the 2007 Leading Edge Award from the International Public Management Association – Human Resources for the development and delivery of innovative and creative human capital programs to support mission accomplishment.

Ms. Anne Manganaro was appointed Chief Human Capital Officer, National Reconnaissance Office (NRO), effective 27 July 2009. In this capacity, she is responsible for developing strategic human resource initiatives and corporate level human resource programs for the NRO and mission partners. Ms. Manganaro also represents the NRO on the Intelligence Community (IC) Chief Human Capital Officer, Council which provides governance across the IC.

Ms. Manganaro first joined the CIA in 1994 as a Program Analyst in the Directorate of Science and Technology (DS&T). From 1995 to 1998, she managed clandestine technical collection operations in two DS&T offices and led a significant strategic planning and reengineering effort in the Clandestine Information Technology Office. In 1998, Ms. Manganaro moved to the Chief Financial Officer’s staff, first as the Agency’s Chief of Budget Operations, then as Chief of Planning. She took her planning and program development skills to the Directorate of Operations (DO) in 2001 as Chief of the Operations and Resource Management Staff, where she led the creation of new planning and financial management activities to enable the Clandestine Service to meet post-9/11 challenges and drafted the first-ever documented DO strategic plan. Most recently, Ms. Manganaro served as Director of DS&T/Office of Technical Services.

Prior to her career at CIA, Ms. Manganaro served at the National Security Agency (NSA). She joined NSA in 1980 as a linguist and intelligence analyst, translating, transcribing, and reporting on Greek political and terrorist issues. She took a budget development assignment at NSA in 1988, then took that experience to the Community Management Staff in 1990, where she monitored NSA's budget on behalf of the Director of Central Intelligence.

Ms. Manganaro received a Bachelor of Arts degree in German from Indiana University in 1979 and a Master of Science in Strategic Intelligence from the Defense Intelligence College in 1991.

Ms. Manganaro is originally from Akron, Ohio. Today she resides in Potomac, Maryland with her husband, Paul and son, P.J. She is an avid musician and plays the violin in several chamber groups in the Washington, D.C. area.

Reginald R. Mebane, MS, is currently the director of the Office of Diversity Management and Equal Employment Opportunity (ODMEEO). 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.

Since joining CDC, Mr. Mebane has been very active relative to Diversity as a member of the CDC Diversity Executive Steering Committee, the Management Council, and the Executive Leadership Board. 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 CDC Federal Credit Union and the Sisters of Mercy Health System headquartered in St. Louis, MO. Sisters of Mercy is a $4B health system with hospitals and clinics in over 7 different states. He serves on the Finance Committee in addition to his board duties.

Kathryn Medina serves as the Executive Director of the Chief Human Capital Officers Council at OPM. The Council is charged with advis¬ing and coordinating the activities of members’ agencies on such matters as the modernization of human resources systems, improved quality of human resources information, and legislation affecting human resources operations and organizations. As Executive Director, Ms. Medina oversees the activities of the Council, and works with its members and other stake¬holders throughout government, to support its mission and implementa¬tion of its objectives.

Ms. Medina has over fourteen years of experience in human resources and legal administration, with a focus on Organizational and Human Resource Development. She joins OPM from the global law firm of Paul, Hastings, Janofsky & Walker, where she managed the human resources department in the Washington, DC office. Her work at Paul Hastings focused on the strategic development and implementation of HR and administrative best practices, and the day to day oversight of human resources functions for the DC office of over 230 employees.

Prior to her time at Paul Hastings, she spent over 8 years managing law firms in Washington, DC and Chicago. During that time, she was responsible for building, supporting and directing admin¬istrative systems that included Human Resources, Finance, Business Development and Facilities management. In 2004, she earned her CLM (Certified Legal Manager) certification, the highest in¬dustry distinction for a legal administrator. She has been a member of the ALA (Association of Legal Administrators) since 2006. In 2009 she chaired the Media and Communications Committee of the Capital Chapter of the ALA. As Chair, she was the Editor-in-Chief for the Capital Connection, the Chapter’s award-winning newsletter.

Ms. Medina holds a Bachelor of Science in Business Administration, and she earned her Master of Education in Global Human Resource Development from the University of Illinois at Urbana-Champaign. She holds her Senior Professional in Human Resources (SPHR) certification through the HR Certification Institute. She is a member of the Society for Human Resource Management (SHRM) and the Academy of Human Resource Development. She is also on the Executive Advisory Committee of the Interagency Resource Management Conference (IRMCO).

William (Billy) P. Milton, Jr., serves as the Chief Human Capital Officer, Office of Human Resources Management, Departmental Management, U.S. Department of Agriculture. In this 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, and EO accountability.

In addition, under Billy’s leadership, a new enterprise-wide USDA Virtual University has been established. Prior to serving 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 the Office of Management. The 2008 Farm Bill established mandatory inspection of catfish. Billy was asked by the FSIS Administrator to serve as the responsible 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 (OM), 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; litigation; safety and health, equal employment opportunity; civil rights; human capital planning; procurement; budget formulation, presentation, and execution; and financial management. Billy has also worked with national labor organizations representing Federal sector employees. During the 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.

Randy Moon is the Chief Technology Officer (CTO) for Human Resources (HR) in the Central Intelligence Agency (CIA). Randy has twenty-two years of experience as a rocket scientist and engineer in NASA, commercial, and Intelligence Community programs.

Starting at NASA Johnson Space Center, Randy was selected to be a Space Shuttle Flight Controller, and later the Boeing Program Manager for the integration of the Russian elements of the International Space Station currently in orbit. Moving to Northern Virginia, he played a key role in the deployment of the first commercially-developed global satellite-based phone system, called Iridium.

In late 2001, a few weeks after 9/11, Randy applied to the CIA with a desire to use his skills and knowledge to serve his county. One year later he entered on duty as an Intelligence Officer with the CIA. During the next six years, Randy served within the Directorate of Science and Technology at the National Reconnaissance Office.

He served in several leadership roles within the Imaging Intelligence (IMINT) and the Advanced Systems and Technology (AS&T) Directorates, working to develop the next generation of systems and technologies for the Intelligence Community. During this time, Randy also served as the primary lead for CIA recruitment in these NRO Directorates, and developed a passion for workforce life cycle issues.

Randy was subsequently selected to begin a new retention initiative for the CIA in October 2007. In his experience during and prior to his role in the CIA, Randy developed a deep interest in ensuring the retention of a high performance workforce. At the end of this tour, Randy was requested to create a CTO role within HR and serve as the first CTO across the HR IT enterprise, focusing on business integration across the HR business units, and providing strategic planning, programmatic oversight, technology consultation and governance.

Janet Murphy is the Chief Human Capital Officer (CHCO) at the Federal Housing Finance Agency (FHFA), a small, independent federal agency whose mission is to promote a stable and liquid mortgage market, affordable housing and community investment thro ugh safety and soundness oversight of Fannie Mae, Freddie Mac and the Federal home Loan Banks.

In her current capacity as CHCO, Janet oversees merit and DEU staffing, classification, position management, awards program, performance management, personnel security, employee development, compensation, comparability, employee relations, federal and non-federal benefits, processing and payroll.

Janet has 28½ years of federal experience, most of which has been in the field of human resources. She spent approximately ten years at the Department of Veterans Affairs in various capacities within the Office of Human Resources, and approximately 3 years as a Budget Director, responsible for 12 accounts, totaling over $221 million. She joined OFHEO in February 1996, when the agency was approximately 3 years old. At that time, the agency had approximately 50 FTE, and grew to about 250 until July 08 when it was merged with the Federal Housing Finance Board and the Mission Office of HUD and became the FHFA, now over 400 FTE and growing.

Janet oversaw the transition from broad pay bands to pay grades in a total merit pay environment at OFHEO. She led the effort to develop comparable pay structures and a related merit pay system for the agency. Janet has a Bachelor’s degree in Management from the University of Maryland and has been certified by the Society for Human Resources Management as a Senior Professional since May 1998.

Mr. Kenneth Nephew was promoted to the FAA Executive Service in June 2010, as the Executive Director of Human Resource Field Operations. In this capacity, Mr. Nephew provides executive level leadership and oversight to the eleven HR Field Offices that perform the full range of human resource services to the FAA workforce. Mr. Nephew originally joined the FAA in May 2005, as the HR Director of the SW Region.

Prior to joining the FAA, Mr. Nephew worked for the Department of the Army as the Director of the Southwest Civilian Personnel Operations Center in Fort Riley, Kansas, where he was responsible for providing operating personnel services for over 40,000 Federal employees in the U.S. and various foreign areas. In addition, Mr. Nephew was responsible for the Army Benefits Center-Civilian which provided consolidated benefits services for over 200,000 Army civilian employees worldwide. Mr. Nephew has held numerous positions in the Federal HR occupation both stateside and overseas in his more than 30 year civilian career.

Mr. Nephew is a graduate of the Office of Personnel Management’s Federal Executive Institute in Charlottesville, VA. He earned his B.S. degree from Oklahoma State University in Stillwater, Oklahoma, in 1974, and his M. S. degree in 1982 from American Technological University in Killeen, Texas.

Alessandro Rebaudengo, as Assistant Division Chief (ADC) for Management Systems within the Administrative and Management Systems Division (AMSD), directs and supervises operations of three branches. Provides Human Resources (HR) systems support for the Decennial Census and leads development activities, operational plans, staffing requirements, and budgeting. Oversees the Decennial Applicant Personnel and Payroll System (DAPPS) program and its interfaces with other critical external and internal systems. System aids in the recruiting of almost 5M applicants, the hiring of 2M persons, and payroll with a peak of 600,000+ persons/week for the Decennial Census. Deployed DAPPS for the 2010 Census operations for the non-benefit temporary workforce nationwide.

Mary M. Santiago currently serves as the Director, Veterans Employment Services Office. Ms. Santiago is charged with expanding and enhancing recruitment efforts to incrementally increase the percentage of Veterans in VA’s workforce; reduce voluntary turnover by providing career development support; and to support our Service Members by enhancing deployment lifecycle support.

Ms. Santiago came to the Department of Veterans Affairs February 2010 with over 27 years of experience in the area of HR program management and development. As theProgram Analysis Officer and key staff advisor to the Assistant Secretary, Office of Human Resource and Administration,Ms. Santiago workedin the area of performance management processes, performance initiatives, performance measurements and strategic planning.Ms. Santiago was reassigned as the Deputy Dean of the VA Learning University responsible for providing high-level advice on the day-to-day operations of the University’s business strategies.Ms. Santiago was integral to the organization accomplishing its goal to train 135,000 VA employees and successfully executing strategic initiatives to ensure VALU obligated over $200 million in support of HRA’s Human Capital Investment Plan.

Prior to joining VA, Ms. Santiago worked forthe banking regulatory agencies of the Federal Government. At the Office of the Comptroller of the Currency, Ms. Santiago served as Director of HR Solutions, developing and implementing a concept called the District Service Center, which provided direct HR services to customers in the field and provided each district with a senior HR consultant. Ms. Santiago reengineered Continuing Education’s functions to enhance efficiency and increase the value of training products and services by implementing the Learning Center concept, which relocated training services to district offices in Dallas and Chicago. These initiatives resulted in a decrease in travel dollars and an increase in accessible training and HR services for employees located outside of Washington DC.

As Chief Human Capital Officer at the Office of Thrift Supervision, Ms. Santiago established a Human Capital Subcommittee to create a formal process for the executive core team to serve as an advisory and approval group in all human capital programs. As a result of establishing the HCS, the Agency was able to agree on major initiatives such as a new performance management program and implementation of processes for all OTS organization units to use to formulate staffing plans.

Prior to starting her career in Federal Government, Ms. Santiago served nine years in the U.S. Army. Ms. Santiago received her masters in Human Resource Development, with a specialty in adult learning theories, from Marymount University.

As Branch Chief for Administrative and Management Systems Branch (AMSB) within the Administrative and Management Systems Division (AMSD), Jeffery Seibert directs operations and supervises development activities, operational planning, staffing requirements, and budgeting for the Decennial Applicant Personnel and Payroll System (DAPPS) program, its architecture and its interfaces with other critical internal and external systems.

During the 2010 Census the DAPPS was used for recruiting, hiring and paying the nationwide non-benefit temporary workforce used to conduct Census operations. In a relatively short period of time, over 5 million applications and 3 million personnel actions were keyed into the DAPPS while paying 600,000 employees each week during peak processing.

Jeffery began his career with the Census Bureau in 1987 in the Information Technology directorate and has over twenty-five years of comprehensive experience in Information Technology project management, software development, systems and architecture. Ten of those years have been implementing, maintaining and upgrading the DAPPS PeopleSoft HCM and Payroll system and its architecture.

Jeffery earned a Bachelor of Science degree in Computer Science from SUNY College of Technology.

As the Assistant Secretary for the Office of Human Resources and Administration, The Honorable John U. Sepúlveda is the Department of Veterans Affairs’ Chief Human Capital Officer. Mr. Sepúlveda was appointed to the position of Assistant Secretary by President Obama and unanimously confirmed by the Senate.

Currently, Mr. Sepúlveda is playing a leading role in Secretary Shinseki’s efforts to transform VA into a 21st-century organization. He oversees VA’s unprecedented employee-focused initiative called ADVANCE. By offering free professional development programs and training to all of VA’s 300,000 plus employees, he and his colleagues in Human Resources are making it easier for all VA employees to improve their careers and advance the Department’s transformation.

As the Assistant Secretary, Mr. Sepúlveda serves on the Federal Advisory Council on Occupational Health, established by the President, where he advises the Secretary of Labor on matters relating to the occupational safety and health of Federal employees; and, co-chairs the inter-agency Hispanic Employment Advisory Council, which advises the U.S. Office of Personnel Management on matters involving the recruitment, hiring, and advancement of Hispanics in the Federal workforce.
He also leads two major inter-agency working groups in the Federal government, one on Veterans employment and the other on Hiring Reform.

As a result of these efforts, Mr. Sepúlveda was named 2010’s Chief Human Capital Officer of the Year.
Before coming to VA, Mr. Sepúlveda served as Deputy Director of the Office of Personnel Management under the Clinton Administration.

Mr. Sexton is currently the Deputy Chief Human Capital Officer at the US Department of Labor. In that role, he provides executive direction for all human resource functions Department wide through a staff of 135 HR professionals.

Prior to his current position, Geno served as Director, HQ Human Resources Management & Services (HRMS), and as the Director, Diversity, Recruitment, and Veterans Outreach (DRVO) at the US Department of Homeland Security (DHS). As Director, HRMS, Mr. Sexton provided executive oversight to hiring, placement and HR services in employee relations, benefits, retirement, payroll and personnel action processing in support of the executive and non-executive DHS Headquarters (HQ) workforce. As Director, DRVO, he designed, implemented and evaluated strategic programs to recruit a qualified, diverse talent pool for all DHS career opportunities externally and ensured that all employee development and career mobility programs enhance workforce diversity internally.

Mr. Sexton was instrumental in the establishment of a DHS Diversity Council and co-chaired that Council’s Diversity Planning and Policy Sub Council. He also drafted DHS’ initial Diversity Strategy. Further, Mr. Sexton led the planning and execution of DHS’ first Department Career Expo, established a DHS Recruitment Council, and created a comprehensive Veterans Outreach Strategy, which has been hailed as a best practice by OPM and others.

Mr. Sexton served as the first Director, Human Capital Management, at the U.S. General Services Administration (GSA) from 2004 to 2006. In that role, he established the first GSA executive position to manage agency level strategic workforce planning, human capital policy formulation and competency assessment strategies. He managed the implementation of GSA’s new performance management system, which went from a two-tier (pass/fail) to a five-tier system and incorporated links to agency goals.

Prior to GSA, Mr. Sexton served in various positions at the U.S. Internal Revenue Service (IRS), from 1980 to 2004, including all levels of management in the areas of human resources, resources management and public affairs. He served as a personnel officer in two of IRS’s largest field offices in Laguna Niguel, California, and Manhattan; as well as HR management policy positions in headquarters in Washington, D.C.

Mr. Sexton planned and implemented IRS’ first internal communications program in 1986 and first skills assessment project office in 1994. He also served on the management negotiations team on two national agreements between IRS and the National Treasury Employees Union (NTEU).

Mr. Sexton hails from New Mexico where he grew up in a bi-cultural family. He also served in the U.S. Army.

Education and Advanced Training Bachelor of Arts in Journalism/Mass Communications, New Mexico State University Master of Arts in Government with an emphasis in Ethnic Politics, New Mexico State University Master of Public Administration courses, George Washington University

Selected Professional Affiliations • National Association of Hispanic Federal Executives • Member, Human Rights Campaign • Member, Federal GLOBE (Gay, Lesbian, or Bi-Sexual Employees Federal employees)

Mr. Tamburrino serves as the Deputy Under Secretary of Defense for Civilian Personnel Policy. His responsibilities include policy and oversight of civilian personnel plans, policies and programs that affect over 700,000 defense employees worldwide. Mr. Tamburrino’s portfolio includes the full spectrum of the Human Capital Lifecycle to include: talent acquisition, development and sustainment, performance management, strategic workforce and succession planning, leader development and Senior Executive Service Leadership Programs and the Civilian Expeditionary Workforce (CEW). Mr. Tamburrino is also responsible for policies and program guidance for the Department’s 136,000 non-appropriated funded employees worldwide. Mr. Tamburrino was appointed to the Senior Executive Service in February 1997 and has 27 years of Federal Service.

Mr. Tamburrino served as the Assistant Deputy Chief of Naval Operations (Fleet Readiness and Logistics) from December 2006 through December 2010. He was the senior civilian responsible for policy, program and resource allocation for world-wide U.S. Navy Readiness and Logistics and served as the Chief of Naval Operations’ (CNO) principal advisor for the management of the civilian executive cadre. Mr. Tamburrino served as the Executive Director, Naval Sea Systems Command from May 2005 through November 2006. In this capacity, he served as the senior civilian in the Navy’s largest System Command with direct responsibility for a professional and industrial workforce numbering over 83,000 with an annual operating budget of $30B+.

Mr. Tamburrino served as the Assistant Deputy Chief of Naval Operations (Resources, Requirements, and Assessments) from February 2003 through April 2005. In this capacity he was the senior civilian advisor to the Chief of Naval Operations (CNO) on all issues related to the development of the Navy Program Objective Memorandum, Department of the Navy Strategic Planning and related issues. Mr. Tamburrino was selected as the Deputy Program Executive, Submarines in July 1998, and was appointed as the Executive Director of Team Submarine, serving as the senior civilian within that organization. In this capacity he provided oversight to the Seawolf and Virginia Class Submarine new construction programs as well as life cycle support to the entire active submarine Fleet.

Mr. Tamburrino also served as the Chairman of the NAVSEA Change Committee and was responsible for directing the implementation of command-wide efforts such as e-business strategies and a re-vamp of the professional support services contracting processes. In February 1997, Mr. Tamburrino was selected for appointment to the Senior Executive Service (SES). Mr. Tamburrino’s initial assignment was as the Director, Cost Engineering and Industrial Analysis, Department of the Navy, Naval Sea Systems Command. In this capacity he supported all Navy shipbuilding, and associated weapons and systems, programs in terms of cost engineering, economic analysis and related issues.

Mr. Tamburrino was employed by EG&G, Inc, Wellesley, Mass. from 1983 through 1989 where he held various management positions in financial/contract management and strategic planning. He started his civilian service in 1989 and held various positions within the Submarine Combat Systems Directorate of the Naval Sea Systems Command. In 1991, he assumed responsibility as the Deputy Program Executive Officer, Submarines for Acquisition and Financial Management. In the spring of 1996, Mr. Tamburrino was selected as the Deputy Program Manager for Submarine Combat Systems, Naval Sea Systems Command (NAVSEA) where he was charged with the modernization of the SSN688/SSBN 726 Class Submarine combat systems to meet the Navy missions of the 21st Century.

Mr. Tamburrino attended Officer’s Candidate School in Newport, RI and was commissioned as an Ensign, United States Navy in December 1977. Following commissioning and various Navy schools, he reported to USS Sam Rayburn (SSBN 635(B)) in September 1978 where he qualified as a Submarine Warfare Officer and Strategic Weapons Officer. Subsequently, he reported to the Naval Submarine School, Groton, Conn. for duty as Department Head, Strategic Weapons Training Department. Mr. Tamburrino left active duty Naval Service as a Lieutenant in July 1983. He attended the New York Institute of Technology and graduated in 1977 with a bachelor’s degree in chemistry.

Mr. Tamburrino holds a master’s in business administration degree from Renssalaer Polytechnic Institute, Troy, New York. He is a graduate of the Program Managers Course, Defense Systems Management College, Fort Belvoir, Virginia, and is a Certified Material Professional. Mr. Tamburrino’s naval decorations include the Navy Achievement Medal (two awards), Meritorious Unit Commendation and Sea Service Deployment Ribbon. Mr. Tamburrino was awarded the Navy Civilian Meritorious Medal in 1996 and Navy Superior Service Medals in 2003 and 2005. He was awarded the Presidential Rank of Meritorious Executive in September 2001 and was recognized with the Presidential Rank of Distinguished Executive in both 2004 and 2009 – one of only two Navy Executives to be recognized twice at this level. Mr. Tamburrino was also recognized with the Department of Defense 52nd Annual Distinguished Civilian Service award in November, 2007.

Carolyn M. Taylor is the Chief Human Capital Officer (CHCO) for the U.S. Government Accountability Office (G.A.O.). She advises GAO’s managers on all human capital issues and is responsible for helping the agency maintain a high-performing, diverse workforce. Prior to serving as the CHCO, Carolyn served as the Special Assistant to the Comptroller General for Diversity Issues. In this role, she led efforts to update agency-wide diversity and human capital policies, goals, and objectives and she launched GAO’s agency-wide diversity training programs, crafted GAO’s Workforce Diversity Plan, and provided support to management and staff throughout the agency to help ensure that equity and fairness were provided to all GAO employees.

Carolyn also served as the Acting Managing Director/Assistant Director for the Office of Opportunity and Inclusiveness. In that role she advised the agency head and other senior executives about equal employment and diversity concerns, planned and directed reviews of human capital programs and directed key components of GAO’s equal opportunity plan. Additionally, Carolyn worked as the Assistant to the Deputy Assistant Comptroller General for Human Resources. She advised senior executives and program managers on human capital policies, agency practices, and sensitive issues; developed and/or revised policies and procedures on various human capital matters, and directed several agency-wide programs and projects.

Furthermore, Carolyn conducted numerous evaluations of a wide variety of federal programs as an Assistant Director, Audit Manager, and Senior Evaluator at GAO. Carolyn has received many GAO awards including a Distinguished Service award in 2009 in recognition of sustained excellence in leading, promoting, and enhancing diversity and inclusion at GAO, an Equal Employment Opportunity Award in 2007 for outstanding contributions promoting a fair and diverse work environment and a Meritorious Service Award in 2005 in recognition of sustained effort and achievement in developing and implementing studies that have helped Congress and government at all levels better protect at-risk children. Carolyn holds a Masters Degree in Public Administration from the George Washington University.

Jim Trinka is the FAA’s Director, Technical Training and Development. In this role, he is establishing a systematic and continuous career learning and development strategy for critical occupations in the Air Traffic Organization. In addition, he oversees the development and implementation of an integrated workforce plan to hire and train 17,000 new air traffic controllers over the next several years.

In 2007, he received the ATO Leadership Award for outstanding oversight of controller hiring and training. In his last assignment, Jim was the FBI’s Chief Learning Officer, where he managed the prestigious FBI Academy for special agents, the National Academy for state, local, and international law enforcement officers, the Center for Intelligence Training for intelligence career service personnel, and the Leadership Development Institute. He implemented crucial FBI training initiatives to strengthen its intelligence capability, build on its counterterrorism expertise, and prepare its special agents to deal with the global threats of the future. In 2005, Executive Excellence Publishing ranked the FBI second in leadership development in its survey of over 500 organizations.

Prior to his appointment with the FBI, Jim served over 4 years as the Internal Revenue Service’s Director of Leadership and Organizational Effectiveness with overall “corporate” responsibility for the development of over 10,000 managers and succession planning for over 110,000 employees. Under his guidance, IRS leadership development and succession planning programs became the benchmark in both the public and private sector, recognized by numerous organizations such as GAO, Brookings Institute, and the Corporate Leadership Council as “best practice.” He earned the IRS’ top award, the Commissioner’s Award, in 2002 and in 2003, ASTD bestowed it first annual, prestigious “BEST Award” to the IRS for training excellence.

Jim also completed a distinguished, 22-year career in the U.S. Air Force, flying F-4 and F-16 fighter aircraft and holding a variety of training, leadership, and command positions. In Air Force International Affairs, Jim served as the Middle East country director, advancing the air force capabilities of eight different countries through the U.S. Foreign Military Assistance Program. He also served as the Deputy Commander for Operations of a 2,500 person unit, comprised of forces from five countries and three services, deployed to Kuwait in response to Iraqi opposition to UN weapons inspectors. Jim garnered numerous honors and awards in his military career to include an Air Medal, two Meritorious Service Medals, the Jabara Award for Airmanship, the Aviators’ Valor Award, and the Air Force Well Done Award.

Jim earned his Doctorate in Political Science (International Politics) from The George Washington University in 2001. His undergraduate degree is in Engineering Mechanics from the United States Air Force Academy, where he earned distinguished graduate honors. He also holds a Master of Philosophy Degree in Political Science from The George Washington University (1999) and a Master’s Degree in Aeronautical Science from Embry Riddle Aeronautical University (1986). He has authored a book and numerous works on leadership development and political science in Federal Times, Leadership Excellence, Industrial and Commercial Training, and Strategic Review. Jim is also active in the community, serving as vice president on his local homeowners association’s Board of Trustees.

Dr. Reginald E. Vance serves as the Director for Learning Infrastructure at VA Learning University (VALU). Learning Infrastructure has a primary responsibility for the management of the VA-wide education, learning and training system of record. The VALU Learning Infrastructure Directorate is responsible for operations and systems support, quality assurance (QA), and reporting and analysis related to the VA enterprise-wide automated larning systems and learning support systems.

In May 2003, Vance’s team launched the VA Talent Management System (TMS), which is currently the largest non-DoD national learning management system in the United States Government serving nearly 400,000 end users.

Dr. Vance has been with The United States Department of Veterans Affairs since February of 2009. Prior to joining the VA, Dr. Vance served as the Chief of Business and Finance for the National Park Service (NPS) Office of the Chief Information Officer (OCIO).

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 for SSA. In his capacity as Deputy Commissioner for Human Resources, Dr. Wells oversees a staff complement of 400 employees with an operating budget of $100 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. These include the 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; DC Developmental Disabilities Council; DC Medical Care Advisory Committee; and Steering Panel Member, Nonprofit Governmental Contracting Project, the Union Institute, and Office for Social Responsibility. 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 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. Sandy Wells is the U.S. Department of the Interior’s Chief Learning Officer. Sandy has over 30 years’ experience in the field of organization and human resource development. Prior to joining the federal civilian service, Sandy, a graduate of the U.S. Army Organization Effectiveness School, worked with leaders in Fortune 200 companies to design and lead organization change through mergers, joint ventures, downsizing, reengineering, and reorganizations. Sandy has been an internal consultant at Lockheed, Northrop, and CSC, and she directed Organization Development and Training for Applied Materials Worldwide Manufacturing Operations. For over ten years, Sandy served as an executive leadership coach with the Center for Creative Leadership’s San Antonio affiliate, TEAM. She also served as the National Director of Organization Development for ServiceMASTER, a global managed services corporation, where she helped lead culture change in healthcare systems. Her work in developing client-centric organizational cultures was recognized as a “Best Practice” in Linkage’s Best Practices in Organization and Human Resource Development (2001). Prior to joining the Department of the Interior, Sandy was the Director of Organizational Effectiveness for the General Services Administration’s Public Buildings Service.

Sandy completed her bachelor’s degree at the State University of New York at Stony Brook, her Master’s degree in Adult Education and Organization Development at Kansas State University, and completed her doctorate in Organization Development at North Carolina State University. Her research in leadership development was published in her book, Women Entrepreneurs: Developing Leaders for Success, part of a Columbia University series on entrepreneurs. She has taught at Temple University, Pace University, and the University of Texas at Austin.

Sandy currently resides in Haymarket, Virginia with Bruce Wells, her husband of 36 years. They are the proud parents of three sons and they have eight grandchildren.

As AchieveGlobal’s Director of Solution Development, Craig Perrin is a thought-leader who works cross-functionally and with clients to guide creation of a range of responses to market needs. Since 1986 he has played a central role in developing the company’s flagship programs in leadership, sales, and customer service; co-authored two best-selling books; written many articles and position papers; and produced eLearning and video that have earned scores of national and international awards. Craig’s positions before AchieveGlobal include curriculum designer, stand-up facilitator, college instructor, and art curator. Craig holds a B.A. and M.A. from San Francisco State University.

Mr. Trahant is a Senior Executive Advisor and Co-Lead for Booz Allen Hamilton’s Human Capital, Learning and Strategic Communications Center of Excellence.
Prior to joining Booz Allen, Mr. Trahant was National Leader, Government Consulting Services for Watson Wyatt Worldwide. He has over 30 years of consulting experience in both the private and public sectors, and has built businesses and managed large groups of consultants in the execution of his responsibilities. His work involves: organization transformation, organization assessment and analysis, organization change, and leadership development. While he currently works with federal sector government clients, he has worked across many industry sectors, including: consumer and industrial products, financial services, health care, utilities, and oil and gas. Specifically, Mr. Trahant has worked with:
• Department of Homeland Security, MAX HR program: Development of a personnel system that is flexible and contemporary while preserving basic civil service and merit concepts.
• Patent and Trademark Organization: Design, development and implementation of an agency-wide strategic, human capital plan to better align with USPTO’s mission and business needs.
• U.S. Navy, Naval Industrial Improvement Program (NIIP), Operations Improvement. In-depth study of Navy Industrial Fund (NIF) shipyards, laboratories, weapons stations, public works centers, and engineering centers, together a $5.5B a year operation.
• NASA, Organizational Transformation. Multi-year (IFMP) Integrated Financial Management Program. Provided change strategy development and planning, change management deployment and implementation support, leadership development and coaching, and communication strategy development and implementation.
• Royal Dutch Shell Organizational Transformation and Leadership Development. Design and delivery of the Leadership Development/Results Delivery initiative. This engagement included leadership development, executive coaching, internal consulting capability development, and action learning leadership project management for 1000 leaders and 15 operating companies around the world.
• Premier Bank, Change Management. Corporate-wide change initiative involving the redesign of four core processes in this company. This effort also involved an operations review of support functions in the company, as well as a strategic planning initiative to focus the business on a new cultural and operational model.

Dr. Kori Diehl is a Lead Associate at Booz Allen Hamilton. She is an active member in the firm’s Leadership Development Community of Practice. Through the CoP, Dr. Diehl works with her teammates to identify, design and deliver state of the art development programs for leaders at all levels of the federal government, particularly through participant-centered immersive learning and executive coaching. Most recently, she has shared program management duties and has been a subject matter expert for well received engagements at Veterans Affairs, Department of Defense and Department of Homeland Security.

Dr. Diehl began her career in finance and accounting as a Certified Public Accountant, primarily in the telecommunications industry where she rose to the level of Director, Corporate Budget for a major telecommunications company. Her desire to leverage her functional knowledge into trusted advisor roles led her to senior consulting positions at KPMG Consulting, T.R. Price, and Navigant Consulting.

In early 2006, Dr. Diehl committed herself to her professional mission – building leaders who build leaders. As part of this career re-direction she is now a certified executive coach and earned her Ph.D. in Leadership and Change from Antioch University. Her dissertation focused on the intersection of executive coaching, futures studies, and adult development. Her work, funded, in part, by a grant from the Harnish Institute of Coaching at Harvard’s McLean School of Medicine, has been acclaimed as novel and groundbreaking by leaders in each of the three intersecting fields of study. She was mentored in her studies by such luminaries as Dr. Lisa Lahey and Dr. Clem Bezold.

Dr. Diehl is a graduate of the University of Virginia (B.S. Education) and The George Washington University (MBA) and holds a Certification in International Marketing (Georgetown University). She is a life-long Washingtonian and resides in Vienna, Virginia near a large extended family.

Nicole Vichi, a Lead Associate at Booz Allen Hamilton, joined the Firm in 2005 and has 14 years of experience in human capital management. She has worked with Federal, commercial, and international organizations to provide an array of human capital management and change management solutions (e.g., competency modeling, leadership development, training development, and stakeholder engagement and communications). She has primarily supported high reliability organizations (e.g., aviation, health, oil & gas) where safety is a priority or mission-critical. Ms. Vichi holds the Change Management Advanced Practitioner (CMAP) certification from Georgetown University and the Prosci Change Management methodology certification. She received her Master of Business Administration degree (focus: Organizational Behavior and Development) from The George Washington University.

Marirose Coulson Ziebarth, a Sr. Associate with Booz Allen Hamilton, joined the Firm in 2003 and specializes in addressing the human element of security through the training and education of the cyber workforce. Currently, Marirose manages the Information Technology (IT) competency model implementation program for the Department of Veterans Affairs (VA). Previously, she supported the National Cyber Security Division (NCSD) of the Department of Homeland Security (DHS) and activities related to the DHS IT Security Essential Body of Knowledge (EBK): A Competency and Functional Framework for IT Security Workforce Development http://www.uscert.gov/ITSecurityEBK/) and the Comprehensive National Cyber Initiative (CNCI), now known as the National Initiative for Cyber Education (NICE). Ms. Ziebarth is an active participant of several interagency working groups focused on IT workforce development, including the CIO Council IT Workforce Committee and the Federal Information Systems Security Educators Association (FISSEA). She holds the CompTIA Security+ certification, earned a Change Management Advanced Practitioner (CMAP) certification from Georgetown University in 2010, and was graduated from The Johns Hopkins University with a Masters in Applied Behavioral Science (Organizational Development) in 2001.

Robin Portman is a Booz Allen Hamilton Senior Vice President based in Rockville, Maryland, who leads consulting and technology delivery engagements for the firm’s public sector health business. She directs a team of industry professionals who represent a broad and diverse set of clinical, public health, and biomedical research disciplines. Her key areas of expertise include:

· Healthcare program planning, evaluation, and management

· Healthcare organization development and optimization

· Clinical healthcare services optimization and quality improvement

· Health benefits evaluation and management

· Biomedical informatics development and delivery

· Health information technology integration and delivery

· Health-related grants program development and management

· Biomedical research program development

Ms. Portman has led efforts in health program planning and research support for organizations such as:

· National Institutes of Health

· Department of Health and Human Services

· Department of Veterans Affairs (VA)

· Department of Defense (DoD)

· U.S. Military Health System

· Commercial pharmaceutical and biotechnology companies

Ms. Portman is Booz Allen's leader and champion for all of our Wounded Warrior efforts. She leads our programs in both the VA and the Military Health System to address the entire Wounded Warrior continuum of care. Recently, she led the firm’s efforts in designing concepts for a DoD/VA joint inpatient electronic health record (EHR). She also leads many of Booz Allen's pro bono efforts to benefit our Nation’s heroes.

In addition, Ms. Portman has led health information technology and biomedical informatics program management, development, and integration efforts for both health and research domains, including clinical data management, research and clinical trials program support, collaborative science, and electronic health records systems. Her team specializes in development and support of new and innovative initiatives to transform efforts in biomedical research, translation science and research, healthcare delivery and quality, and healthcare benefits programs.

Ms. Portman received Booz Allen’s most prestigious honor, the Professional Excellence Award, in recognition of her outstanding client service for BP Amoco. A recognized thought leader, she has contributed to publications such as strategy+business, for which she co-authored the article “Research Meets Practice.”

Prior to joining Booz Allen, Ms. Portman worked as a systems program manager for TRW and a computer specialist and intelligence analyst for the U.S. Navy. She has an M.S. degree in management information systems and a B.S. in education, both from the University of Maryland.

Steve Goodrich is the President and CEO of the Center for Organizational Excellence (COE) and is a nationally known speaker, author, teacher, and strategist on leadership, organizational effectiveness, and human capital. For over 25 years, Steve has led COE in providing services to federal agencies, regularly counseling CEOs, senior executives, and political appointees on organizational effectiveness and strategic issues. He has designed and implemented methodologies for government program reviews and worked with OMB to accelerate its systemic capacity surrounding PART and the President’s Management Agenda.
In 1986 he designed the first 360-degree performance management system for government and in 1999 he developed the government’s first system for linking employee performance to organizational outcomes, which has since been incorporated into policy for use government-wide.
He has taught at the university level and served on a number of corporate boards, government committees, and councils, including the White House Committee for Educational Reform. Steve holds a BS in Education and an MA in Industrial Management. He currently serves on the Board of the Association of Management Consulting Firms (AMCF) and The Unexpected Stage Theatre Company, a 501(c)(3). He also serves as a mentor to senior executives (SES) through the Partnership for Public Service.

Dr. Scott Button has more than 13 years of experience designing and implementing Human Resource (HR) systems for a variety of government, defense and private-sector clients. He has performed job analyses, designed assessment and personnel selection systems, conducted applied survey research, designed performance evaluation systems, developed and delivered training on HR tools and systems, conducted validation studies and contributed to large-scale program evaluation efforts.

Dr. Button has worked extensively at client facilities, where he collaborates with HR professionals to develop, revise, validate and implement tools and processes in support of the client organization’s overall HR management. For the past eight years, Dr. Button has worked extensively within the Intelligence Community (IC). During this time, he has conducted numerous job analyses, developed content-valid performance evaluation systems and evaluation criteria, defined work roles, developed promotion processes and career development tools, consulted on the implementation of large-scale HR initiatives and overseen the work of a staff of highly trained professionals.

Dr. Button holds a Masters Degree and Ph.D. in Industrial/Organizational Psychology from Penn State University and a Bachelors Degree in Psychology from Georgetown University.

Jodi Simco conducts large-scale organizational assessments for public and private sector clients. Through these assessments, Jodi helps clients define and close the gaps between their current and desired culture (e.g., through reorganizations, leadership development, new reward systems, culture change initiatives).

Additionally, her organizational assessments are used to: o Assist organizations undergoing mergers and acquisitions in aligning their cultures o Help organizations manage change more effectively o Create an engaging work environment that maximizes employee performance and retains top talent o Measure and improve customer satisfaction and loyalty

Delivering results for clients Jodi Simco is a Principal in Hay Group’s Insight practice. Jodi is responsible for the research, design, and implementation of survey projects for public and private sector clients. Dr. Simco has a Ph.D. in Industrial/ Organizational Psychology and over 13 years experience in employee and customer surveys, culture assessment, and change management. She has extensive expertise in the areas of survey design and administration, focus group and interview techniques, survey sampling, benchmarking, data analysis, and action planning for organizational improvement. She has developed numerous surveys in such areas as internal and external customer satisfaction, change readiness, marketing research, organizational culture, diversity, performance management, and employee engagement and satisfaction.

Dr. Simco has managed several large-scale employee and customer survey projects. She has also helped to reshape employee opinion survey programs in an effort to improve the effectiveness and efficiency of the survey process. Her clients have included the Aircraft Owners and Pilot Association, American Association of Retired Persons, Society for Human Resource Management, American Management Systems, Bell Atlantic, Equifax, HealthPartners of Southern Arizona, Swiss Re, Department of Defense, Department of the Treasury, Defense Commissary Agency, Federal Deposit Insurance Corporation, Internal Revenue Service, International Monetary Fund, Library of Congress, National Parks Service, and US Air Force, among others. These projects involved assisting with survey-related publicity; conducting focus groups and interviews; designing complex sampling strategies; developing employee surveys; administering paper/pencil, IVR, and web-based surveys; analyzing data and reporting survey results; presenting results to senior management; conducting action planning sessions; and using survey results to enhance overall organizational performance.

Previous experience Prior to joining the Hay Group, Dr. Simco was a Project Manager for the Organizational Assessment Division of the Office of Personnel Management (OPM). She was responsible for the management and execution of organizational culture survey projects for Federal government clients, including the US Mint, Internal Revenue Service, US Coast Guard, and US Marshals Service. While at OPM, she developed a comprehensive culture survey that measures 18 dimensions that are conducive to high performance in the public and private sectors. This survey was used to help Federal agencies improve quality, customer service, diversity, and overall performance. Jodi’s Education and Affiliations

Dr. Simco graduated Phi Beta Kappa with a B.A. in Psychology from the Pennsylvania State University. She holds a M.A. in Industrial/Organizational Psychology from the University of South Florida. She received a Ph.D. in Industrial/Organizational Psychology from the University of Maryland.

Steve Cooker has 25 years of progressive experience in government contracting, information technology and telecommunications industries. Steve oversees Monster Government Solutions, responsible for Monster’s global government and education business. Additionally, Steve is charged with managing Military.com, the largest online military and veteran resource with more than 10 million members.

Prior to joining Monster Worldwide, Steve was Vice president and General Manager of IBM/Internet Security Systems. Prior to IBM he held executive positions at Nortel, AT&T, and served as president of ATT/NCR’s government business. Steve has a proven track record of managing sales, professional services, business development, marketing, finance, operations, and human resources. He has a relentless commitment to meeting customer requirements.

Mr. Cooker holds a B.A in Education from the University of Maryland. He is an active member of key technology organizations including the Armed Forces Communications and Electronics Association (AFCEA), TechAmerica, and the Information Technology Industry Council.

Lee Ramsayer has more than 20 years of experience in sales, marketing, and solutions management in public sector markets. He joined Monster Worldwide in April, 2007 and built a dedicated client-facing team focused on the successful development of the human capital function in government and education.

Prior to Monster, Mr. Ramsayer was General Manager, US State and Local Government Sales and Consulting Services for Microsoft. His responsibilities included developing go-to-market approaches, establishing relationships with systems integrators and government-specific independent software vendors. Ramsayer also held senior management positions in public sector sales, services, and marketing with BearingPoint and Oracle.

He has held multiple client advisory roles and participated in numerous industry panels and conferences. Lee has a unique understanding of the information technology issues that public sector enterprises face that provides him with a solid foundation to advise customers on the adoption of technology and human capital solutions.

Ramsayer earned a Bachelors of Science degree in Mathematics from Muskingum College and currently resides in Bethesda, Maryland.

Mark McMurray has 20 years of experience working in Human Capital industry consulting and management roles dealing with recruitment, human resource management consulting, and taking the strategic through to the tactical. With an extensive, multi-disciplined background in Product and Program Management, Professional Services, Business Process Re-Engineering/Redesign and Change Management, Mark has been able to deliver visible, practical, and successful outcomes by applying web-based technologies to enhance operations within the industry.

In his role in Business Development at MGS, Mark has led several of Monster’s largest programs in the private, public, and Federal levels, including running OhioMeansJobs, Monster Evolutions (Monster’s Outplacement business unit), and other large client engagements. He was Monster’s first Technical Project Manager for its successful USAJOBS initiative. Most recently, Mark has managed integrated human capital solutions working with Green Pathways grants from the Department of Labor. His passion for getting people better jobs faster through revolutionary solutions has given him a solid understanding of the constituents he deals with, from the displaced worker to the ex-offender, from the student youth to the Veteran.

His work in these areas has led to successful speaking engagements at several industry conferences, on Green Jobs panels and in high schools.

Prior to working at Monster, Mark was the Vice President of Professional Services for AIRS Human Capital Solutions. He holds a B.S. degree in Computer Science from Merrimack College and currently resides in Massachusetts.

Ms. Denholm is a Vice President with The North Highland Company. She has over 24 years of experience providing cost and performance management solutions to government, non-profit, and commercial clients. She has M.S. in Engineering Management from the George Washington University, 1992 and a B.S. in Industrial Engineering from the Pennsylvania State University. She is also a Certified Project Management Professional and a certified facilitator. Prior to joining North Highland, Ms. Denholm was a Partner in a major accounting firm’s public sector practice where she built and led their strategy and operation improvement practice.

Her area of expertise include strategic planning, organizational assessment and design, business process reengineering, human capital management, cost management, performance management, change management, acquisition and operational strategy development including strategic and competitive sourcing.

Education
M.S., Engineering Management from the George Washington University, 1992
B.S., Industrial Engineering, Pennsylvania State University, 1986
Certified Project Management Professional, 2010

Scott Christopher is co-author of the best-selling The Levity Effect: Why It Pays to Lighten Up and Director of Speaking and Training at the O.C. Tanner Company.

He has appeared on NBC’s Today Show, Fox Business Channel, CNBC, National Public Radio, BBC and has been quoted in the New York Times, Washington Post, Boston Globe, New York Post, Newsweek, Economist magazine, Ladies Home Journal and many other publications.

A contributing author of the bestseller A Carrot a Day, a regular columnist for Workplace HR magazine, and a consultant on strengthening work culture with recognition and fun, Scott travels the world speaking to leadership groups at conferences and on-site client meetings. He is a highly sought speaker at SHRM National conventions and has spoken at dozens of state and regional SHRM conferences. With a background in radio, television, and film, Scott’s presenting style is upbeat, witty, and unforgettable.

In his rare spare time, Scott is a professional voiceover artist, emcee and actor (SAG), appearing on network television series Everwood, Touched by an Angel and in Disney Channel movies.
While an undergraduate at Brigham Young University, Scott was honored with the United States' most prestigious acting scholarship, the Irene Ryan Award, at the Kennedy Center in Washington, D.C.

Mr. Carrington is a Vice President, Senior Consultant and Federal Practice Leader in Segal’s Washington, DC office with over 28 years of leadership, operations, and consulting experience. He consults to clients on a variety of human resources and employee benefits issues and topics, including executive business leader outsourcing.

Mr. Carrington helps clients maximize their HR investments and solve critical business challenges. His areas of expertise include:
•Client Relationship Management: working with large national and global clients to address complex challenges affecting multiple levels within an organization;
•Financial Management: managing the finances of multi-million dollar projects, with an understanding of the key levers for driving efficiencies; 
•Business Management: leveraging knowledge of client goals, strategies and desired outcomes towards mission achievement, as well towards an understanding of future needs;
•Leadership: over 28 years of experience effectively engaging and leading project teams; and 
•Achieving Results: obtaining desired client outcomes through effective implementation and execution of key deliverables.

Past and current clients include: Department of Justice, Postal Regulatory Commission, Department of the Interior, Department of Energy-Los Alamos National Labs, Office of Personnel Management, BCBSA Federal Employee Program, Edward Jones, Sara Lee, Nalco, University of Pittsburgh Medical Center, Giant Eagle and Allstate.

Professional Background
Prior to joining Segal, Mr. Carrington served as a Principal at Hewitt Associates, where he was also a member of the firm’s Leadership Group. In this position, he supported federal government and corporate clients. Prior to joining Hewitt Associates, Mr. Carrington was Vice President and Senior Director of Business Development at Carrington & Carrington, Ltd. Executive Search, where he acquired and managed new client relationships with several Fortune 500® clients, placing several senior- and mid-level executives. He has also held several national and global leadership and business operations positions over 17 years with the Xerox Corporation.

Education/Professional Designations
Mr. Carrington graduated from the University of Virginia with a BA in Economics. He is President of the National Association of African Americans in Human Resources (NAAAHR) and is a past Member of the International Personnel Management Association (IPMA) - Federal.

Published Works/Speeches
Mr. Carrington has been a frequent guest lecturer at Trinity Christian College on the topic of “Developing Job Search Strategies for Any Economy.” He has also co-developed a process methodology for emerging leaders to create and manage their personal brand. The one-day seminar, “Creating Your Personal Brand – Brand You,” has been delivered to national associations, universities and corporations throughout the United States., including the Federally Employed Women (FEW) National Training Program Pre-Conference Training Forum, sponsored by the U.S. Dept. of the Interior.

Currently, Mick is responsible for supporting the global sales of SuccessFactors Workforce Analytics and Workforce Planning products. In this capacity, he divides his time between sales (delivering presentations to potential members and partnering with account managers on sales strategy) and marketing (managing events and speaking at industry conferences).

From 2009-late 2010, Mick served as the lead strategy consultant for nine SuccessFactors workforce analytics and/or workforce planning clients, including Aetna, Nike, Pearson, Amway, Wawa, and McGraw-Hill. Partnering with senior HR executives, Mick provided executive engagement, data analysis, change management consulting, and workforce planning/analytics training.

Prior to assuming this role, Mick was Vice President of Marketing, founding and leading Inform’s (the firm acquired by SuccessFactors in July 2010) North American marketing group. Responsibilities of the marketing function included event strategy and management, PR/AR, advertising, thought leadership, developing case studies, speaking at external events, and facilitating industry partnerships.

From 2004 – 2006, Mick was a Senior Consultant with CLC Metrics, the former joint venture partnership established by Inform and the Corporate Leadership Council. During his time with CLC Metrics, Mick was the lead strategy consultant for 15 clients, with a total contract value of $1 million. In addition, Mick established a series of client teleconferences, on topics ranging from workforce analytics to Key Performance Indicator (KPI) selection, across 2006.

From 1999 – 2004, Mick led research teams focusing on HR (for the Corporate Leadership Council) and strategy/R&D (for the Corporate Strategy Board), two divisions of the Corporate Executive Board (NASDAQ: EXBD).

Mick has conducted speaking engagements on a variety of human capital measurement topics at SuccessFactors’ North America, European and Asia-Pacific conferences, IHRIM, The Wharton Council on Employee Relations, Institute for HR. Oracle HCM Users Group, the BCHRMA, HRPAO, and PIHRA conferences, and numerous HR.com webcasts.

Mick has a Masters degree in Political Science from Virginia Tech and a BA (Hons) in Economics and Politics from the University of Leeds, England.

Suzanne Purdy is the Director, Strategic Solutions, Federal at Taleo Government Solutions.

Marie Cini is Vice President and Dean of the Undergraduate School at the University of Maryland, University College. Cini has spent her career of 25 years serving the educational needs of nontraditional students with complex lives, focusing on accessibility and increased quality of learning. Under her direction, the Undergraduate School at UMUC has recently instituted a competency-based curriculum for adult undergraduates focusing on workforce and community needs. She has presented and published on online learning; leadership development in adult students; the role of online education in educational institutions, and the promise of assessment in online education to improve learning outcomes for all students.