- Resolved inconsistencies in disciplinary actions across the board and laid groundwork for effective terminations. For more information, click here.
- Created progressive disciplinary action program where none existed, so problem employees typically repositioned or "worked around" causing discontent among staff were eventually terminated. For more information, click here.
- Mitigated $750,000 potential liability by objectively assessing multiple employee discrimination claim, ensuring all documentation and subsequent actions were indisputable and in compliance with HR policies and procedures.
- Achieved 92% compliance for on-time performance evaluation submissions.
- Introduced performance management and progressive discipline programs with training components, resulting in management staff able to constructively confront employees with performance and/or behavioral issues.
- Achieved recruitment goals with 40% reduction in events (6 events versus 10) and reduced on-board process for new talent by 12 days through onsite weekend recruitment. For more information, click here.
- Mitigated liability claims due to exposure to pathogens by requiring staff to wear protective equipment. Based on compensation claims of other agencies' exposed staff becoming ill after five years, this precaution resulted in saving millions of dollars in potential financial liability for agency.
- Negotiated federally grant-funded hires through budgetary process with City Hall during hiring freeze, preventing unspent funding from being returned to federal government.
- Directed 12-on/12-off schedule, established emergency budget, moved payroll operations to ensure payment within 48 hours, expedited budgetary approval of 28 pending scientific and investigative hires, and arranged for food, sleep, and shower facilities to be provided to crew. For more information, click here.
- Reduced training costs and lowered attrition rate within one year by developing exit interview survey, resulting in mandated training to address lack of communication, poor interpersonal skills, unreasonable work expectations, and ineffective managerial style. For more information, click here.
- Reestablished Human Resources functions and addressed additional fiscal business requirements during emergency through organizational knowledge, technical competency, and negotiation skills.
- Reduced pre-boarding processing by 12 days and exceeded monthly interview appointments through launch of aggressive recruitment program to appoint 180 public health professionals for 15 locations over 18-month period. For more information, click here.
- Restructured procurement process and implemented proactive acquisition model that regained inventory control and planning within four months; provided local shared storage facility and direction on budgeting issues as well as ability for divisions to work together in offering mission-critical supplies to staffs. For more information, click here.
- 40% reduction in recruitment events by restructuring associated programs to increase attendance/onsite job offers, providing a more streamlined, cost-effective process for quickly identifying and securing qualified candidates.
- Standardized administrative laboratory protocol to address different levels of laboratory breaches and provide a standardized recourse of actions if and when a laboratory or administrative procedure is not followed. For more information, click here.
- Drafted five-year hiring plan that projected staffing requirements based on planned growth in DNA samples submitted for analysis, as well as staffing modifications if projected increase in DNA analysis or expected budget did not materialize. For more information, click here.
- $520,000 recovered in reimbursable expenses by revamping personnel expense budget and submission processes - achieving accurate and timely submission of $14.4 million grant-funded budget three weeks ahead of schedule. For more information, click here.
- $1.8 million cost savings over payroll expenses by implementing cleaning contract for newly constructed Forensic Science and Medical Examiner facilities.
- Halted six-week hiring delay by initiating innovative solution to staffing shortage, specifically consolidating hiring processes and coordinating recruitment event to conduct interviews and process all paperwork onsite. For more information, click here.
- Initiated and developed tracking database addressing ability to derive metrics regarding resumes, interviewing timelines, budgetary submissions for approval, and actual start dates; provided ability to respond to client concerns instantly vs. two or more weeks. For more information, click here.
- Aggressively expanded outreach and networking in public health community, meeting monthly recruitment goals within two months and increasing available applicant base 300% and candidate selection/appointment 200%.
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Technical HR Competencies