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Resume for Rodney K. MayerEmail: EMAIL AVAILABLE Home Phone: PHONE NUMBER AVAILABLE Cell Phone: PHONE NUMBER AVAILABLEAddress: Street Address
Experience Strategic Workforce Planner  Government Inter-Agency Training Coordinator Human Capital Analyst  Organizational Design & Change Manager Training Manager/Requirements Analyst  Adjunct University ProfessorExperience Summary:-- 30-year-career with the U.S. Government, followed by eight years in government contractor human resources consulting positions.-- More than fifteen (15) years of total experience in leading human resources focused initiatives across the fields of: organizational change and transformation, workforce development, organization design, and organizational training/learning strategies.-- I have managed numerous, large-scale efforts in human resources strategic plan implementation, training curriculum development, and career development.-- I am an effective communicator, having prepared and presented briefings to senior leaders in the U.S. Government, and among U.S. Government international partners.Education:-- Doctor of Management, University of Maryland University College, 2010-- Master of Science in Organization Development, American University, 2001-- B.A. in Geography, Indiana University of Pennsylvania, 1973Awards:Silent Heroes Award, NGA Office of Counter-Terrorism budget team, 2006Exceptional Leadership, cash award NGA Office of Counter-Terrorism, 2005.Selected Specific Experience:-- 13 January 2022 to 12 October 2022, Human Resources Specialist, Grey Street ConsultingEmployed in a contract position with the Department of Transportation, Federal Transit Administration, my focus was primarily on development of an Attraction and Retention Strategy. A separate but related project that I was responsible for was the creation of an employee exit survey, the data from which would be utilized in various strategies to attract and retain employees.-- 9 January 2020 to 4 May 2020, Human Capital Strategist, Alutiiq LLCWorking in a contract position with the Department of Agriculture, Office of Chief Information Officer, Information Security Center, I was responsible for the creation of individual performance management guidance, to include: Individual Development Plans (IDPs), competency performance standards by grade level, and performance plan templates. I was also responsible for other tasks focused on workload analysis, where I led efforts to calculate the number of man-hours devoted to the various processes for which the Center is responsible; and I employed this data -- in turn -- to guide the Centers talent acquisition and recruiting efforts.-- 8 October 2018 to 11 January 2019, Human Capital Analyst, EconSys, Inc.I worked with the Department of Homeland Security/Cybersecurity and Infrastructure Security Agency on several project linked to cyber workforce retention efforts: incentive pay, career paths, and exit surveys to discern why some are leaving the CISA cyber workforce.-- 2 October 2017 to 13 August 2018, Strategic Planning Human Capital Lead, Technical and Management Resources, Inc.I provided support to the Transportation Security Administration (TSA), Office of Information Technology (OIT), in my role as Human Capital Lead for creation and implementation of workforce initiatives related to the Agencys IT Strategic Plan. Specifically I developed detailed implementation plans, prepared briefings describing those plans and briefed those plans to Office leadership. My work focused on objectives linked to: 1.) forecasting workforce supply and demand, 2.) ensuring key positions were always filled via succession planning, and 3.) performance management of individuals who comprised the IT workforce.-- 4 February, 2013 to 25 September, 2013, Strategy Consultant/Analyst, XLA, Inc.I provided support to the Transportation Security Administration Agency (TSA), Office of Information Technology (OIT), Strategy and Enterprise Management Division (SEMD). In particular my efforts focused on workforce development strategies, creating career development plans and establishing an IT workforce community and culture across the Agency. I revised and updated prior year initiatives and authored new initiatives for promoting and sustaining TSAs IT workforce via multi-year strategic plans and single year implementation plans.-- 1 November 2010 to 14 January 2012, Senior Consultant/Policy Analyst, CACI InternationalI provided support to National Geospatial-Intelligence Agency (NGA), developing organizational design plans to better support customers. Working with the Plans, Strategy & Policy (PS&P) Team in that office I was responsible for guiding strategic planning efforts that furthered workforce development relative to leadership, management and governance initiatives intended to enhance performance. I served as leader/facilitator for planning workshops that culminated in Office leadership agreeing to five overarching goals along with performance measures to assess and track success of the plan.-- 30 August 2010 to October 31, 2010, Strategic Plan Consultant, Applied Systems ResearchServed as senior level consultant to provide guidance and direction for organizational design efforts to improve customer operations. Assisted with development and implementation of Best Practices, processes and procedures and support the development of performance metrics.-- 29 April 2008 to 31 October 2009, Strategic Workforce Planner, NGA Human Development DirectorateTeam Lead for implementing NGAs Human Capital Strategic Plan, known as Workforce Excellence. I worked with senior executive sponsors, defining key objectives, and identifying success factors and challenges associated with the Agencys human capital lifecycle. I led the efforts of four planners, and 30 other individuals spread throughout the Agency, who had responsibilities for developing processes and strategies focused on: competency modeling, occupational career paths, pay for performance, and succession planning.-- 18 July 2000 to 17 August 2001, Plans Officer, CIA, Directorate of Science/TechnologyIn this position I led development of a Career Development Plan, focused on human resources, training and career path issues. I interviewed staff and authored a Plan that operationalized complex career development ideas. Challenges involved were successfully met via my preparation of Statements of Work that included rationale and metrics for judging the performance of contractors who would be implementing the plan.