About Your Speakers

John Berry was sworn in as the Director of the U.S. Office of Personnel Management on April 13, 2009. Nominated by President Barack Obama, Berry was unanimously confirmed by the U.S. Senate. As Director, John Berry serves as the chief architect of the human resources agenda for 1.9 million Federal employees nationwide. Among his primary responsibilities are crafting improved Federal recruitment strategies, expediting the hiring process for Federal positions, and attracting a diverse group of men and women with a rich mix of talents to serve America in the civil service.

Mrs. Bailey was named Deputy Associate Director for the Talent and Capacity Policy Center, Strategic Human Resources Policy Division in October 2007. In this position she is responsible for the design, development, and implementation of merit-based policies and programs that Federal agencies use to recruit, hire, assess, and classify high-quality employees.

Before joining OPM, Mrs. Bailey served in the Department of Defense as the Executive Director, Human Resources at Defense Contract Management Agency located in Springfield, Virginia. During her tenure, she was responsible for overall human capital strategic planning and the day-to-day human resource operations for over 10,000 civilian and military personnel.

Mrs. Bailey received a Bachelor's Degree and Master's Degree in Leadership from Bellevue University, Bellevue, Nebraska.

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.

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.

John L. Crum is currently the Director of Policy and Evaluation, Merit Systems Protection Board. As the Director, he is responsible for the Board's statutory mission to conduct periodic studies of Federal human resources management policies, programs, and procedures to determine if they are operating in accord with statutory merit systems principles and achieving their intended purposes. Reports of these studies are directed to the President and the Congress.

Dr. Crum joined the MSPB as a Senior Research Psychologist in 1985 and has worked on projects concerning the most important issues facing the Federal workforce. His research has involved such diverse topics as the effect of reinvention on the management of the Federal workforce, training in the Federal Government, the quality of the Federal procurement workforce, OPM recruitment initiatives, the employment status of minorities in the Government, sexual harassment, and the glass ceiling affecting women in the Federal workforce. Dr. Crum has also led agency reinvention efforts.

Prior to joining the Office of Policy and Evaluation, Dr. Crum worked in the Office of Management Analysis, where he was responsible for evaluating internal management efforts and producing the annual Appeals Study. He is the recipient of numerous awards including the Chairman's award for excellence and the Theodore Roosevelt award, the Board's highest honor. In addition, he was recognized Vice President Al Gore for his efforts in streamlining agency operations.

Prior to joining the MSPB, Dr. Crum worked as a research psychologist for the Department of the Army. Most of his work there was in the area of program evaluation, which included responsibility for numerous surveys of the Army's civilian workforce. He was also responsible for developing the first system for projecting Army's long term requirements for a variety of civilian positions and allocating the resources for their development.

Dr. Crum received his B.A. in psychology and mathematics from Boston University and his M.A. and Ph.D. degrees in psychology from the University of Florida. He has published a number of articles on Federal human resources management issues and is a frequent speaker at professional conferences and other forums.

Matt is Director of Human Capital Management at the U.S. Environmental Protection Agency, where he leads EPA's Human Capital management planning, accountability, analysis and recruiting functions. He led EPA's successful effort to achieve a "Green" rating for Human Capital under the President's Management Agenda. He joined EPA in October 2006, as Chief of Human Capital Accountability.

Before joining EPA, Mr. Crouch was a Director of Consulting and project manager for CGI Federal, formerly American Management Systems (AMS). Before joining AMS, he served as Director of Strategic Planning for NASA; as such he led the heavily benchmarked 25-year goal and objective setting effort for the Nation's civilian aerospace program. In this position he also provided leadership for development of NASA's strategic management, performance measurement, and ISO certification systems, as well as Government-wide implementation of the Government Performance and Results Act (GPRA). Mr. Crouch also served as NASA's Federal Advisory Committee Management Officer and served in a variety of management positions in information technology, budgeting, operations, policy, and external relations at the aerospace agency's Headquarters in Washington.

He came to NASA in 1990, after being selected as a U.S. Presidential Management Intern (PMI). Before that, he worked in budget, workforce planning, and personnel in the Office of the Secretary at the Department of Health and Human Services and at the U.S. Office of Personnel Management.

In 1990, Mr. Crouch received a Master of Public Administration degree from George Washington University, where today he serves on the Alumni Advisory Board of the Trachtenberg School of Public Policy and Public Administration. He earned a Bachelor of Science Degree in Management from Purdue University, in Indiana, in 1988, where he was Student Body President.

Ms. Maureen O. Viall was appointed as the first Chief Human Capital Officer, Military Health System (MHS) on 6 July 2008. In this capacity she reports to the Assistant Secretary of Defense (Health Affairs) and is responsible for the implementation and execution of the MHS Human Capital Strategy. She also serves as the coordinator and facilitator of all current and future military and civilian personnel initiatives necessary to support a recognized case for change in the military health system. The Military Health System is a leader in health care, research, education and training consisting of a mission-focused team of over 130,000 healthcare professionals. It employs more then 130,000 and provides health care to 9.2 million beneficiaries including over 95,000 military forces deployed to combat theaters. It is uniquely prepared to offer warrior care (land, sea, air) and civilian care, including humanitarian and disaster relief. Prior to being named to this position, Ms. Viall was detailed to establish, champion and execute the stand-up of the first Army Contracting Command. That assignment focused on: implementation of plans to recruit civilian and military personnel for three composite elements – The Army Contracting Command and its two sub-components, the Installation contracting Command and the Expeditionary Contracting Command; the future development of a Warrant Officer career field in support of the new commands and the pursuit of legislative proposals addressing the results of the Gansler Commission recommendations.

Ms. Viall was initially appointed to the Senior Executive Service on 15 May 2005 when she was named as the Deputy Chief of Staff, G-1, U.S. Army Materiel Command (AMC), Fort Belvoir, VA. As the G-1, Ms. Viall was responsible for staff supervision and program management of the following major functional areas: Civilian and Military Personnel Management and Administration (over 56,000 civilians and 2,000 military in AMC); Safety; Chaplains; Surgeons and the Senior Executive Service (SES) Command liaison. She had oversight of the LOGTECH program, a major partnership with the University of North Carolina to train logistics senior leaders throughout the Department of Defense. She expanded an intern program into a widely recognized and acclaimed Fellows Program whose 498 participants served in positions throughout the Army and in HQ DoD. She also established and directed the AMC "Always A Soldier" Program, a prototype for placing Wounded Warriors in over 60 positions at depots and arsenals. She initiated and targeted timelines for execution of a BRAC Human Capital Strategy to plan for the future seamless movement of over 8,000 impacted employees.

Sallyanne Harper is currently the Chief Financial Officer (CFO) and Chief Administrative Officer for the U.S. Government Accountability Office (GAO). In her current capacity, Ms. Harper is responsible for the full range of financial, IT, human capital and knowledge services functions in support of the GAO, a legislative branch accountability agency that serves the Congress and the American people.

Prior to coming to GAO in January 2000, Ms. Harper served as Chief Financial Officer of the U.S. Environmental Protection Agency (EPA). At EPA, she was responsible for all aspects of EPA's strategic planning, financial management and reporting, budgeting and financial systems. She had previously served as deputy CFO, head of management and administration, including IT, and finance director.

Ms. Harper graduated from LaSalle University, Magna Cum Laude with a BA in psychology and received her MBA in finance and investments from the George Washington University. Ms. Harper was awarded an honorary Doctorate of Humane Letters from LaSalle University. She is a graduate of the Harvard University John F. Kennedy School of Government's Senior Managers in Government program.

Ms. Harper is a Fellow of the National Academy of Public Administration.

Education
Paula received her Bachelor of Arts degree in Mass Media from the University of the District of Columbia in May of 1987, with a concentration in Television and Film Production. After working on several film productions (the OSCAR Award winning "Silence of the Lambs" being one of them) as a Production Assistant, Paula decided the film industry was not for me and focused by sights on the Federal Government.

Employment Experience 
Paula began her career in federal service as a student intern with the U.S. Department of Transportation (DOT) in 1983. After obtaining her degree and making the decision that the film business was not her career choice, she applied and was selected for a permanent HR Assistant position at DOT in 1989. Paula spent the next 11 years at DOT, Office of the Secretary (OST), Human Resources in the HR Operations area honing her skills and reaching the journeyman level of an HR Specialist. She left DOT, OST in 2000 for a position at the Federal Aviation Administration (FAA), Personnel Services Division. After the tragic events of September 11, 2001 and then working with the FAA, she was involved with many hiring initiatives and programs that were being developed to safeguard the Airways. She was then afforded the opportunity to work as a Senior HR Specialist with the Transportation Security Administration (TSA) from May 2002 to April of 2004.

Management Experience
Upon leaving TSA in 2004, Paula became the Deputy HR Director for the U.S. International Trade Commission (USITC) and also acted as the HR Director from 2006 to 2007. During her tenure at USITC, she was involved with the implementation of critical Human Capital initiatives for the Commission; such as a new USITC Performance Management System and significant hiring initiatives for mission critical positions. She left USITC in February of 2008 and was selected for the position of HR Director at the U.S. Department of Veterans Affairs, Office of Inspector General.

In November of 2008, she became the Director of the Human Resources Section with STB and she is now responsible for STB's overall Human Resources program, which includes succession planning, executive resources, hiring, employee relations and other HR administrative matters.

Personal Information
She is married with two children: Husband, Randall S. Chandler, Sr., Son – Randall S. Chandler, Jr. and Daughter – Michelle R. Chandler

Education
Leland received his Bachelor of Science degree in Business Administration from the University of Maryland in January of 1970, with concentrations in marketing and transportation. After completing his military service obligation (U.S. Air Force, April 1970 to December 1973), he began the graduate program at the University of Maryland in the Spring of 1974. He was awarded a Masters of Business Administration degree in May of 1975 with an overall grade point average (GPA) of 3.9 out of a possible 4.0.

Marketing management and transportation policy were the primary areas of study in this program. In the Fall of 1975 he began the Doctoral program at Maryland and continued to take courses in this program after accepting my first job at the Interstate Commerce Commission (ICC) in December 1975. He continued graduate work through 1980, earning 45 additional graduate credits beyond the M.B.A. degree.

Employment and Management Experience
The ICC provided his first job opportunity after graduate school. In December of 1975, he accepted a position at the ICC as a GS-9 Transportation Industry Analyst for the Bureau of Economics in the Motor Carrier, Water Carrier, and Pipeline Branch.

Since that time, he has held a variety of management and policy related positions. He was appointed to the position of Director of OEEA in March of 1996 as a result of the elimination of the ICC and the creation of the Surface Transportation Board following the ICC Termination Act of 1995. During my appointment, He was responsible for implementing the transition from the ICC to the STB. In addition, he was tasked with dealing with a multitude of personnel issues related to the RIF and establishment of a new Office in a new executive agency.

In July of 1996, the Chairman combined OEEA and the Chief Executive's Office into the Office of Economics, Environmental Analysis, and Administration (OEEAA) and he was appointed Director of that office. OEEAA essentially brought together all of STB's analytical and administrative responsibilities into a single office.

Office of Economics, Environmental Analysis and Administration The Office of Economics, Environmental Analysis, and Administration (OEEAA) is responsible for the economic, cost, financial, engineering, and environmental analyses in cases before the Surface Transportation Board (STB). They also provide the administrative support for the agency, including building and space management, human relations management, and computer systems support.

The office has a staff of 60 professional, clerical and administrative personnel, including varied vocations such as: economists, accountants, financial analysts, engineers, transportation industry analysts, environmental protection specialists, attorneys, computer programmers, personnel specialists, and a variety of administrative support staff. The primary activities and responsibilities of the office are identified and briefly discussed below.

Economic Analysis
OEEAA supports the STB's decision making process through economic, cost, financial, and engineering analyses. Typically, the types of cases that they are involved in include: railroad maximum rate proceedings, rail mergers, abandonments, rail line construction, and trackage rights matters. We conduct the cost analyses, institute rulemakings, and maintain the STB's user fee program.

In addition, they also prescribe accounting and reporting rules and requirements for regulated railroads, maintain an audit program to ensure compliance, and provide current data on the financial condition of individual railroads as well as the industry overall. OEEAA also collects and maintains data bases, including the rail waybill file as well as annual and quarterly financial and operating data for rail carriers. We develop the annual Uniform Rail Cost System estimate (URCS), which is the STB's general purpose costing system used for a variety of purposes such as the jurisdictional determination in rail maximum rate cases, calculating off branch costs in abandonment cases, and developing cost estimates in conjunction with the waybill file.

Georgia Coffey was named Deputy Assistant Secretary for Diversity and Inclusion in the Department of Veterans Affairs (VA) on Sept. 2, 2008. As Deputy Assistant Secretary, Ms. Coffey serves as the principal advisor to the Secretary and Assistant Secretary for Human Resources and Administration on equal employment opportunity, workforce diversity and workplace inclusion issues. She has over 20 years of EEO, diversity, and dispute resolution experience in the public and private sectors and has led several leading edge EEO and diversity initiatives government-wide.

Since joining the VA in 2008, Ms. Coffey has served as a catalyst for change. Under her leadership, VA has implemented numerous groundbreaking programs including developing VA's first Diversity and Inclusion Strategic Plan, standing-up its first VA-wide Diversity Council, implementing standardized EEO and diversity training for managers and supervisors, issuing a consolidated EEO, Diversity, and No FEAR Policy Statement, and restructuring and renaming the office she leads to the Office of Diversity and Inclusion.

Prior to joining VA in 2008, Ms. Coffey served as the Director of EEO and Deputy Assistant Secretary for Diversity and Inclusion Diversity Management and Acting Assistant Commissioner for Management for the U.S. Food and Drug Administration where she implemented similar first-time EEO and diversity initiatives. She is a prolific public speaker on diversity and inclusion in the public sector and a contributing author to "Inside the Minds: Implementing a Successful Human Resources Strategy."

Ms. Coffey earned her Bachelor's Degree in psychology from the University of Maryland, a Master's Degree and Doctoral work in education from American University, and a Certificate in EEO Studies from Cornell University's School of Industrial and Labor Relations.

Glen has been with the FDIC for 19 years and is currently FDIC’s Deputy Director for the Division of Administration and a member of FDIC’s Executive Manager (SES equivalent) ranks. He was selected for this position in July, 2001. From July 1990 to July 2001, Glen was the FDIC Legal Division’s senior administrative official as its Director, Office of Administration.

In his position as Deputy Director for Administration at the FDIC, Glen has executive management responsibility for a nationwide service organization that provides human resources, procurement, leasing, property management and logistical services to the FDIC’s approximately 6,000 employees across the United States.

Glen is a career federal employee with over 36 years of federal service. During his career, Glen has worked for the U. S. Office of Personnel Management (OPM); the United States Department of Agriculture – Federal Crop Insurance Corporation, and OPM’s predecessor agency, the U. S. Civil Service Commission. Through a series of professional, managerial and executive positions, Glen has acquired an extensive background in public administration, administrative management and human resources. During his service with the Department of Agriculture, Glen served as a Personnel Officer and then as the Federal Crop Insurance Corporation’s senior administrative official, where he had responsibility for all human resource, budget and accounting, corporate and acquisition services and information resource management functions.

Glen is life-long resident of the Washington, DC area. He received his Bachelor of Science degree in Business Administration from the University of Maryland at College Park and has completed numerous management and executive training programs while with the federal government, including the Federal Executive Institute in Charlottesville, Virginia.

On May 25, 2007, Linda Jacobs Washington was appointed as the Assistant Secretary for Administration. In this capacity, Ms. Washington serves as the principal advisor to the Secretary of Transportation on all matters relating to the organization and management of the Department and provides leadership in the delivery of centralized services to the Department's 10 operating administrations through a working capital fund. These services include human resources, security, transportation services, printing and graphics, mail, facilities, and procurement and grants programs. She was responsible for the planning and relocation of the Department to its new headquarters building in 2007. Ms. Washington joined the Department in May 2003 as the Deputy Assistant Secretary for Administration.

Ms. Washington came to DOT after spending 9 years at the Library of Congress as the Director of Integrated Support Services (ISS). She began her career at the Library of Congress in 1994 as Chief of the Photo duplication Service, which provides microfilming services for the preservation of all of the Library's collections. As Director of ISS, she managed support operations, which included contracts and logistics, printing and mail operations, health and safety services, and facilities operations. She was the Library of Congress Designated Agency Safety and Health Official (DASHO) and the Library's Emergency Manager. As the DASHO, Ms. Washington managed critical incidents, including the 9/11 and anthrax emergencies.

In August 1997, she was asked to develop the Library's Internal University (IU) to provide training and education programs for the more than 4,000 employees of the Library of Congress. The IU's mission is to improve the Library's productivity, performance, and service to the Congress and the American public by developing management and work force knowledge and skills that promote individual and organizational excellence in support of the Library's strategic objectives. Since developing the IU, Ms. Washington implemented a Library-wide training program entitled "Facilitative Leadership", a methodology that empowers staff to work together to achieve common goals. She is also a trained facilitator and master trainer.

Prior to joining the Library of Congress, Ms. Washington spent 12 years with Xerox Corporation holding various sales and marketing positions, the last of which was in management with Xerox Business Services where she demonstrated skill at achieving customer satisfaction while meeting business goals. While at Xerox, Ms. Washington also received the President's Club Award and the Par Club Award. The team she led won one of the highest Xerox awards, "Team Excellence". In 2003, Ms. Washington was appointed by Secretary Ann Veneman of the United States Department of Agriculture to the Board of the Department's Graduate School. Ms. Washington was honored by the Washington, DC, Chapter of the Women's Transportation Seminar (WTS), as the 2005 recipient of their Diversity Award, in Recognition of Outstanding Leadership in Transportation. The WTS, founded in 1977, is an international organization dedicated to the professional advancement of women in transportation. Ms. Washington is the Vice Chair of the Local Federal Coordinating Committee for the Combined Federal Campaign's National Capital Region. Ms. Washington also represents the Secretary of Transportation on the Federal Council on Arts and Humanities. In October 2007, Linda Washington was selected by the President as a recipient of the prestigious Presidential Rank Award for her leadership, professionalism and commitment to excellence in public service. And most recently in March 2008, Ms. Washington was honored during Women's History Month with the President's Volunteer Service Award. Ms. Washington holds a bachelor's and master's degree from Morgan State University and the University of North Texas, respectively. She is a native of Annapolis, Maryland and has been married for 37 years to former Dallas Cowboy defensive back, Mark Washington. The Washington's have one daughter, Lisa, who is married to David Noguera. They also have two granddaughters: Kaiya Alexis, and Reece Gabriella.

Erik Nelson is the director for the Enterprise Business Solutions consulting practice under the Health and Human Services operating unit. Erik has more than 19 years of progressively responsible leadership in Information Technology and Professional Services with a focus on the Human Capital Management (HCM) and Enterprise Resource Planning (ERP) domains for commercial companies and Federal, state and local governments. He is a recognized "thought leader" in the Federal HCM and Talent Management domains and regularly speaks at premier industry analyst and technology conferences throughout the year.

He is responsible for practice-level strategy, business development, attainment of financial goals, customer and vendor relationship management, and workforce development. Erik leads development and enhancement of methodologies for rapid, multi-phased commercial-off-the-shelf (COTS) enterprise application implementations and is responsible for identifying and evaluating new technologies and processes and facilitating technology transfer across Northrop Grumman programs. Erik established an enterprise applications Center of Excellence (COE) that houses leading COTS business applications, emerging tools, and innovative supporting technologies.

Erik's work at Northrop Grumman also includes 13years of direct support of Human Capital market customers, including the: Department of Homeland Security, Defense Intelligence Agency, Department of Energy, National Geospatial Agency, Department of Veteran Affairs, United Space Alliance, and others.

Erik holds a Bachelor of Science Degree in Decision Sciences from George Mason University, VA.

Focused towards leadership excellence in Government and Public Service, Clemson designs and delivers leadership programs for senior military and government officials. With over two decades of government service, both in and out of the military, Clemson's passion is to empower government leadership with exciting training programs, insightful writing, and thoughtful research. A former career military officer and scholar, Clemson's leadership research spans practical and academic applications; from strategic level to tactical implementation, from boardrooms to government arenas. His broad range of knowledge is heavily influenced by his background in public administration, and his experience as the Coaching Practice Leader for the Greensboro campus. Clemson joined the Center from the Initiatives Group for the Senior US Staff in Kabul, Afghanistan. As the Deputy Director for Strategic Initiatives, Clemson developed international agreements and training plans, in addition to mentoring Senior Afghan and coalition officials. As a Professor of National Security Decision Making at the US Naval War College, he pioneered teaching Strategic Leadership using films as case studies. This resulted in his receiving awards for elective teaching excellence. A retired Tank Battalion Commander with experience in the Balkans, he has published extensively on his leadership experiences, as well as mentoring and coaching emerging leaders in lesser-developed countries. Clemson's current research involves effective mentoring practices within the public service sector, and creating adaptive learning opportunities for leaders. He earned his undergraduate degree in political science from The Citadel, and has earned an MPA, a Masters, and a Doctorate in Political Science from the Maxwell School of Citizenship and Public Affairs, Syracuse University. A graduate of numerous Army leadership schools, Clemson also earned a Masters in Security and Strategy from the US Army War College in Carlisle, Pennsylvania.

Dr. Elaine S. Brenner has over 20 years of experience in organizational change management, with particular expertise in human capital transformation and performance culture. She is a leader in Booz Allen’s Human Capital Management practice, with responsibility for HR business strategy, client relations, team growth and development, and senior technical oversight of project engagements. She leads the Performance Management capability area and also directs strategic human capital engagements focused on strategic workforce planning, succession planning, recruitment, HR flexibilities, program evaluation, organizational assessment, organizational design, and diversity/EEO for clients across the federal government. Dr. Brenner holds a Ph.D. in Industrial/Organizational Psychology.

Marie is the manager of the Work/Life Program in the Strategic Human Resources Policy Division of the U.S. Office of Personnel Management. The Work/Life staff develops policies and provides guidance on work/life programs to all Federal agencies.

Marie has been with OPM for more than 20 years. She has worked in various offices within OPM primarily in retirement and insurance. Before moving to the Work/Life office, she was a project manager in OPM's Modernization office. She has also worked with the Social Security Administration and in the Department of Defense Civilian Personnel Management Service. Marie has a BS from Georgetown University.

Susan I. Greemore serves the Alcohol and Tobacco Tax and Trade Bureau (TTB) as the Director of the Human Resources Division. The Human Resources division is under the direction of the Assistant Administrator for Management and is responsible for establishing and maintaining a proactive and visionary personnel program that is responsive to the needs of the Bureau's management and employees.

Ms. Greemore is a graduate of the University of Vermont, and holds a Bachelor of Arts degree in Speech Pathology and Audiology. Before assuming her current position in September of 2004, Ms. Greemore served as the Executive Director, Human Resources for the Defense Contract Management Agency Headquarters located in Springfield, Virginia.

Ms. Greemore began her federal career in 1979 at the Naval Electronics Systems Command, Civilian Personnel Office in Arlington, Virginia. She was a graduate of the Naval Material Command Civilian Personnel Intern Program. Upon graduation she served as a Personnel Management Specialist and later as the Director of the Recruitment Division at the Department of the Navy, Consolidated Civilian Personnel Office, Crystal City, Virginia.

Over her career, she has served in a series of human resources positions to include: Supervisory Classification and Staffing Specialist for the Department of Commerce, Patent and Trademark Office; Director of Personnel for the Defense Electronics Supply Center, Dayton, Ohio (This base was closed in 1996.); EEO and Personnel Staffing Specialist at the Air Force Materiel Command Headquarters, Wright-Patterson Air Force Base, Dayton, Ohio; Personnel Management Specialist at the Defense Logistics Agency (DLA) Headquarters, Ft. Belvoir, Virginia; and Chief of Personnel Staffing at the DLA Human Resources Operations Center in Columbus, Ohio.

Leslie Raimondo, Booz Allen Hamilton Principal, has more than 20 years of experience assisting organizations with the development of creative and high-return approaches to addressing workforce-driven performance challenges. As a leader in the firm’s Human Capital Management Practice, she has been actively involved in developing Booz Allen’s approach to human capital, which involves improving organizational performance through enhanced people performance and effective management of human resource processes and practices. Her key areas of expertise include workforce planning, organizational assessment/design, and labor and employee relations. Her expertise also includes labor market analysis, industrial labor relations, and manpower management methods. 

National President Colleen M. Kelley is the leader of the National Treasury Employees Union (NTEU), the nation's largest independent federal sector union, representing 150,000 employees in 31 separate government agencies. As the union's top elected official, she leads NTEU's efforts to achieve the dignity and respect federal employees deserve. As spokesperson for the union, Kelley represents NTEU with the agencies, in the media, and testifies before Congress on issues of importance to union members and federal employees.

Kelley has been at the forefront of the union's successful effort to end the IRS' program to outsource the collection of tax debts to private collection agencies, citing the danger to taxpayer's private information and the risk of taxpayer harassment. The program was canceled in March 2009.

As president of the union representing nearly 24,000 U.S. Customs and Border Protection (CBP) employees in the Department of Homeland Security (DHS), Kelley helped protect DHS employees' collective bargaining rights by successfully leading a lawsuit against a revamped personnel system the agency tried to impose on its employees and won an enhanced Law Enforcement Officer retirement benefit for CBP officers. She is currently leading an effort to organize Transportation Security Administration workers and secure collective bargaining rights for these employees.

As the federal government prepares to face an unprecedented retirement wave, Kelley stresses the need for fair treatment and competitive pay and benefits for federal employees. Through her efforts, the Office of Personnel Management permitted federal employees to have Flexible Spending Accounts, a common private sector employee benefit. According to Kelley, the failure to pay competitive salaries and the previous administration's focus on contracting out federal jobs have put the federal government at a disadvantage when it comes to hiring the best new college graduates and retaining its current employees. Kelley's efforts focus on making the federal government a workplace that attracts the best and the brightest employees in their respective fields. She believes that employees have a lot of good ideas about how to do the work of the federal government better and works hard to ensure their voices are heard.

Kelley serves on the Federal Salary Council, the Employee Thrift Advisory Council of the Federal Retirement Thrift Investment Board, and the Federal Employee Education and Assistance Fund (FEEA) Board of Directors. She also is a member of the Board of Governors of the Partnership for Public Service, which is committed to enhancing perceptions of public service and encouraging participation in the public sector.

A Pittsburgh native, certified public accountant (CPA) and a NTEU member since 1974, Kelley was an IRS Revenue Agent for 14 years and served in various NTEU chapter leadership positions, including chapter president of NTEU Chapter 34 in Pittsburgh. She was elected National President in August 1999 and was overwhelming re-elected to a third four-year term in 2007.

Kelley first joined the IRS upon graduation from Drexel University, where she earned a bachelor's degree in accounting. She also earned a Master of Business Administration (MBA) from the University of Pittsburgh.

In June of 2005, Director of National Intelligence Ambassador John Negroponte appointed Dr. Ronald P. Sanders to the Senior National Intelligence Service as the U.S. Intelligence Community's (IC) Chief Human Capital Officer. In this newly created position, Dr. Sanders is responsible for human resources (HR) strategies and policies supporting the thousands of military and civilian employees who serve in our nation's intelligence agencies. In this capacity, he authored the IC's first-ever Strategic Human Capital Plan and has led the design of a new pay-for-performance system for the Community's civilians; he has also led the development and implementation of the IC's revolutionary civilian "joint duty" program, as well as the integration of its HR information systems. For these and other accomplishments, Dr. Sanders was named the American Society of Public Administration's HR Professional of the Year in 2005, and this year was elected as a Fellow of the prestigious National Academy of Public Administration. From December 2002 until May 2005, Dr. Sanders served as the Office of Personnel Management's first Associate Director for Strategic HR Policy, where he was responsible for all policies and programs governing the Federal government's almost two million employees. In that capacity, Dr. Sanders led the design and development of the Senior Executive Service's revolutionary new pay-for-performance system, groundbreaking new personnel systems for the Departments of Homeland Security and Defense, and the Bush Administration's landmark civil service reform legislation, the proposed Working for America Act. Awarded the Presidential Rank of Distinguished Executive in 2003 (his third Rank Award in three different agencies), he also received OPM's Theodore Roosevelt Award for Outstanding Public Service, as well as the Department of the Navy's medal for Distinguished Public Service.

From 1998 to 2002, Dr. Sanders served as the Internal Revenue Service's first Chief Human Resource Officer, with HR strategy and policy responsibility for the more than 120,000 employees working for the IRS. In that capacity, Dr. Sanders played a key leadership role in the service's historic restructuring efforts, directing the successful realignment of the agency's workforce from a decades-old geographic structure to one based on taxpayer segments – without any interruption in essential agency operations. In recognition of these achievements, he received a second Presidential Rank Award, as well as three Commissioner's Awards, the highest honor that can be bestowed on an IRS employee. From 1990 to 1998, Dr. Sanders served as the Department of Defense's Director of Civilian Personnel, with responsibility for HR and equal employment opportunity policies and programs covering the Department's over one million civilian employees. Dr. Sanders led the Department's historic civilian drawdown, pioneering the use of separation incentives in the Federal Government; he also founded the Defense Civilian Personnel Management Service (DCPMS), a first-of-its-kind "shared services" organization providing HR support to DOD agencies and employees worldwide. For his work at Dodd, Dr. Sanders received his first Presidential Rank Award, as well as the Defense Civilian Service Medal. Prior to his DoD appointment, he served in a variety of senior HR positions in the Department of Air Force, including Deputy Director of Civilian Personnel (SES); in that capacity, he received the Air Force's coveted General Robert J. Dixon Award for Leadership, the first and only civilian to be so honored in the thirty-year history of the award. Dr. Sanders earned his Doctorate in Public Administration (DPA) from the George Washington University in 1990. His undergraduate degree is in business management from the University of South Florida, where he received its 1993 Alumni Award of Merit; he also has a Master of Science Degree in human resource management and industrial relations from the University of Utah, and has been inducted into three national academic honor societies. In 1987, Dr. Sanders attended MIT's Sloan School of Management as a Senior Executive Fellow, and in 1989 he completed a Congressman Fellowship on the Senate Governmental Affairs Committee.

Jeffrey Neal was appointed in June 2009 by Department of Homeland Security (DHS) Secretary Janet Napolitano as the Department’s Chief Human Capital Officer (CHCO). Mr. Neal is responsible for the
department’s recruiting, diversity, learning and development, policies,programs and technology to ensure the Department has the right people in the right jobs at the right time; that the DHS workforce represents the nation we serve; that employees are developed and rewarded; and
human capital policies, processes and technology support the Department’s ability to fulfill the mission.
Mr. Neal has extensive Federal human resources and information technology experience, having served as a career civil servant for 31 years; including 11 years as a career member of the Senior Executive Service. He served as the Chief Human Capital Officer for the 23,000-employee Defense Logistics Agency (DLA) since2000. At DLA, the U.S. Department of Defense’s largest logistics combat support agency,Mr. Neal identified more than $50 million in administrative and operational savings—a
transformation that was cited by the Partnership for Public Service as a model for other federal
agencies. He created the Enterprise Leader Development Program to address the critical leadership skills required in today’s workplace and developed a highly successful agency-wide
survey to meet current challenges.

Mr. Neal was Deputy Director of Human Resources at the U.S. Department of Commerce from 1998 to 2000, where he replaced multiple staffing systems with a single online system—resulting in improved position fill time, accuracy and accountability. Prior to working at the Department of Commerce, he served as Director of Headquarters Complex Operations from 1997-1998 at DLA and worked as a personnel officer at DLA and the U.S. General Services Administration from 1993 to 1997.

He began his career in 1978 with the Department of the Navy as a participant in the Navy's human resources intern program. During his tenure with the Navy, he developed numerous innovative approaches to human resources challenges, including the Navy's first automated reduction in force system and an automated merit staffing system that was selected for Navywide implementation.
 

Mark Sandy is an Acting Managing Director in Administration and Finance. He supervises the Human Resources Division, leads the MCC Integrated Data Analysis System (MIDAS) management information project, and oversees MCC's relationship with the Office of Inspector General (OIG) and the U.S. General Accountability Office (GAO).

Mark began his career at the Office of Management and Budget, where he oversaw $1.1 billion in State Department and USAID programs. As the senior examiner in charge of U.S. assistance programs in the New Independent States of the former Soviet Union, Eastern Europe, and Africa, he advised policy officials and developed budgets and resource strategies within the Executive Office of the President. He helped prepare and implement a supplemental appropriation for Bosnia after the Dayton Peace Accords as well as major new policy initiatives in the former Soviet Union amidst the transition to market-based democracies and in South Africa during its first universal elections.

Mark's private sector experience includes serving as a Vice President at U.S. Bank, where he led a regional Treasury Management group and personally managed a $20 million portfolio of large corporate relationships. He subsequently became Director of BancLab LLC, a credit risk analytics start-up business based in New York, where he led the company's operations. Mark's ongoing Navy Reserve experience includes work for the Defense Intelligence Agency and Office of Naval Intelligence as a Lieutenant Commander.

Mark earned a Master's in Public Affairs from Princeton University as a Harry S Truman Scholar; an M.A. in Politics and Economics from Oxford University as a George C. Marshall Scholar; and a B.A. from Davidson College. While attending Princeton's Woodrow Wilson School of Public and International Affairs, he was selected by the Office of Personnel Management to be a Presidential Management Intern. He also spent a year as a Luce Scholar and Research Fellow at the Institute for International Policy Studies in Tokyo.

In her role as the Assistant Director of the Human Capital Lab, Ms. Unger coordinates research efforts and establishes and cultivates relationships with corporate clients and research participants, as well as oversees the Lab’s interest in the DoD and HR community. Ms. Unger is responsible for market analysis interpretation and forming research partnerships with defense, military, and collegiate consortiums. Ms. Unger has more than 15 years experience in HR and DoD contracting, during which she spearheaded leadership, executive strategy, and environmental health and safety projects. Ms. Unger earned her Bachelor’s Degree in Business Leadership from the College of St. Mary in Omaha, Nebraska. Ms. Unger holds a Professional Human Resources (PHR) accreditation from the Human Resources Certification Institute (2005, 2008).

Jennifer Stanford, PMP, MHCS
Ms. Stanford has been a thought leader in the workforce performance space for over 15 years. As a human capital and project management expert she works with organizations to align strategy with the performance of the workforce to produce positive business results. She coaches and consults with government and industry leaders to create high performance cultures that directly impact the mission and bottom line. Ms. Stanford is a published author and speaker at conferences and universities. She is the Director of the Workforce Performance Practice at GTSI in Herndon, VA.
For additional information Ms. Stanford can be contacted at Jennifer.stanford@gtsi.com

Sydney Smith-Heimbrock directs the Office of Personnel Management’s Center for Human Capital Strategy and Systems Design (CHCSSD) in the Division for Human Capital Leadership and Merit System Accountability (HCLMSA). As CHCSSD Director, Ms. Smith-Heimbrock manages government-wide standard-setting and assessment of agency performance in Strategic Human Capital Management (SHCM). She leads development of SHCM systems, tools and technical assistance to agencies; Federal Executive Board (FEB) operations; and OPM’s Administrative Law Judge program.

Ms. Smith-Heimbrock brings 18 years of public- and private-sector senior management experience in human capital development, performance management, and government reform worldwide. As a senior management consultant, she designed and conducted performance management training for government clients throughout the United States and internationally. During her previous federal service, Ms. Smith-Heimbrock served as the U.S. Department of Labor’s Director of International Technical Cooperation, leading global workforce development and government reform programs in partnership with the International Labor Organization, the World Bank, the Department of State, USAID and other key agencies.

Ms. Smith-Heimbrock is a Ph.D. candidate (ABD) in Political Science from Miami University of Ohio, concentrating in Public Administration and Comparative Politics. She holds degrees from the London School of Economics and Political Science, Syracuse University and Stanford University. Ms. Smith-Heimbrock has published and presented numerous papers on public policy and human capital development, and is currently completing her dissertation on human capital management in the federal government. She is currently a Board member of the American Society of Public Administration (ASPA)’s Section on Personnel Administration and Labor Relations (SPALR) and Advisory Board member of the Review of Public Personnel Administration.

Ken is the Director of the Office of Strategic Planning and Policy for the Department of Energy.

He started his career in the federal government as a cadet at the U.S. Coast Guard Academy in 1969, where he graduated with high honors 4 years later as an Ensign in the Coast Guard with a Bachelor of Science Degree in Economics. Besides his undergraduate degree, he earned a Masters Degree in Business Administration from the University of Massachusetts in 1978. He is also a distinguished graduate of the National War College, earning a Masters Degree in National Security Studies in 1994. In addition, he completed a United States and Russian military executive development program at the Harvard Kennedy School of Government in 2001.

He spent 33 years as a commissioned officer in the Coast Guard achieving the rank of Rear Admiral. He served 13 years in operational assignments, and eleven of those years were spent on board 7 cutters, 3 of which he commanded. He culminated his operational assignments as Director of Operations Policy, where he was responsible for a wide range of programs including search and rescue, counter-narcotics operations, migrant interdiction, fisheries law enforcement and marine mammal protection, homeland security, aids to navigation, domestic and international icebreaking, defense operations, recreational boating safety, and bridge administration.

Ken also served 17 years in various human resources assignments with the Coast Guard. He culminated his military career as Assistant Commandant for Human Resources in August 2006. In that capacity, he was responsible for the leadership and management oversight of all aspects of the human resources system and infrastructure supporting Coast Guard active duty, reserve, civilian, retired and Auxiliary personnel. This included recruiting, retaining, training, developing, assigning, and providing appropriate pay, benefits and medical care for all elements of the workforce and their families.

During his career in the Coast Guard, Ken earned numerous personal awards including the Distinguished Service Medal, 3 Legions of Merit, 3 Meritorious Service Medals, 4 Commendation Medals, and an Achievement Medal.

After retiring from the Coast Guard, Ken accepted a Senior Executive Service position with the Environmental Protection Agency as Director of the Office of Human Resources and Deputy Chief Human Capital Officer. While at the Environmental Protection Agency among many other things, he was responsible for that Agency receiving OPM full certification of its Senior Executive Service Pay and Performance Management System, achieving a green in status for its Human Capital Management System on the President's Management Agenda, moving to consolidated human resources service centers, and successfully implementing electronic Official Personal Folders. He spent 2 years with the Environmental Protection Agency before accepting a Senior Executive Service position with the Department of Energy in November 2008 as Director, Office of Strategic Planning and Policy within the Office of the Chief Human Capital Officer.

Mr. Donald Sanders has over (25) years of Human Resources leadership experience in private, non-profit and public sectors. Mr. Sanders has led cutting-edge initiatives in the areas of talent acquisition, sourcing and organizational branding in Fortune 500 companies. He has served as a senior internal consultant with a national non-profit organization on matters relating to talent assessment, strategic alignment of talent with the organization’s business goals and organizational performance management. Mr. Sanders was a key player in overhauling the US Army’s college recruitment program in the 1980’s.
Mr. Sanders began his civil service career with the US Department of Agriculture with an appointment as the Human Resources Officer for the Farm Service Agency in Kansas City, MO and served in this capacity for five years where he successfully established the agency’s first Human Capital Management function. In 2008 he accepted the position of Director of Talent Development and Management for the Animal and Plant Health Inspection Service in Washington, DC. Mr. Sanders currently serves as the Acting Deputy Chief Human Capital Officer for USDA, where he is spearheading the Department’s Multi-Sector Workforce Management Initiative, and he is coordinating its Hiring Reform 09 initiatives. Additionally, Mr. Sanders is a key partner in USDA’s effort to rebuild and transform its Office of Human Resources Management.
Mr. Sanders received his Bachelor of Arts degree in Business Communication from the University of South Florida in Tampa and has completed substantial work toward his Master of Public Administration from the University of Kansas.

Larry Mercier is the President of Knowledge Engineering and Associates (KEA), a Talent Management (TM) and Knowledge Management consulting company. Prior to that, he served a combined 30 years in the civil service, active duty and Coast Guard Reserves. Mercier retired from OPM in 2005, where he completed his federal service as the Founder and Director the of GoLearn program, a fee for service, eGovernment provider that assists federal agencies implement Learning Management System (LMS) infrastructure and learning and development systems.

Larry Mercier developed and implemented the strategy that brought the full spectrum of premier eLearning services to the entire federal workforce by creating and implementing a technology implementation program that saved well over $1B for tax payers and provided enormous improvements for effective and efficient management of human capital for 13 of 15 cabinet departments and major independent agencies. Mercier is credited with creating a business model that saves $7 for every dollar invested in the program.

Mercier is a graduate of the US Coast Guard Academy and hold Master’s degrees in both Mechanical Engineering and Management from the University of Michigan. Awards include Coast Guard Civilian Employee Civilian Employee of the Year, Federal Computer News’ Top 100 Federal Employees, Engineer of the Year by the Society of Naval Architects and Marine Engineers, OMB Director’s Award; Secretary of Transportation Distinguished Service Award; Secretary of Transportation Silver Performance Award.