Fake out on Craigslist

The ad on Craigslist read:

Personal Assistant

We are currently searching for an Excel Personal Assistant to work in our office.
Successful candidates will have excellent customer service skills and must be outcome-oriented. The ability to work in a fast paced environment with strong attention to detail is essential. You will be fully engaged and busy from the first day and we guarantee there will never be a dull moment. Responsibilities & Requirements
• Ability to juggle multiple projects with superb accuracy
• Strong administrative skills
• Exceptional customer service skills, over the phone and in person, with our customers and internal departments
• Strong sense of urgency and problem solving skills Qualifications
– Must be computer savvy and proficient in Microsoft Excel and Outlook
– Excellent written and verbal communication skills
– Experience with QuickBooks a plus!!!

compensation: $23.00 per HR

part-time

• Principals only. Recruiters, please don’t contact this job poster.
• do NOT contact us with unsolicited services or offers

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Naturally I applied to it, who wouldn’t want to make $23.00 per hour even if it is part-time and I know those are skills that I have. According to a spreadsheet I created the part-time equivalent of $23 per hour for 20 hours a week is that same as working 40 hours a week at $11 per hour (that deducting taxes (state and federal), the cost of personal health insurance, and an IRA/401K contribution at 3%). The math is $749.92 per month at $23.00 versus $702.10 per month at $11.00 per hour. And that’s assuming that it is only 20 hours a week, what if it were more like 28 to 32, or were to become full-time.
So you can imagine my excitement and then concern when this morning I get an email response to my cover letter and resume. The email states:

Dear Applicant,

You applied for our company’s job post on (www.craigslist.com), for the position ( Personal Assistant ) We believe you are capable of handling the position based on your resume. Your details has been forwarded to Mr Patrick Niglio, (HR Manager) He would be conducting an online interview with you to discuss the Job Details, Pay Scale,Benefits and company etc.

You are to set up a screen name with www.gmail.com  and add up the company’s Hiring Manager’s screen name( paaniglio@gmail.com ) via google talk ( hangouts ) or add add him via Yahoo!Messenger ( p_niglio@yahoo.com ) to your contact list and message him for an online interview/briefing exercise.

The schedule time for the interview/briefing exercise is (Monday 3/30/2015) You are to be available online from 10:00am-6:00pm for the interview, Your swift and timely response to this  matters a lot to this position as the job starts by 10:am and email him if you will like to reschedule the interview. I wish you all the very best during the interview.

Best regard,
HR Department

My first reaction was “oh cool” but then after getting to the bottom of the email, my reaction “this has to be a scam!” Firstly, I never trust an email that doesn’t have my name on it, secondly, I don’t trust emails that do not list their companies names on them. I can understand not listing it on the Craigslist ad, but in an invitation to an interview people want to know who they are interviewing for. I did a Google search for “Patrick Niglio” and only found a supposed production house for De Sade Movies but my internet firewall wouldn’t allow me to visit the website. When I searched for name and email addresses on LinkedIn (thank you to the person that let me use their account for this search) I couldn’t find anything.

The most concerning aspect to me is that the email is time stamped for March 29th, and the interview is supposed to take place sometime for 10:00 am until 6:00 pm without a set time or a designated time zone. 10:00 am Eastern time is 7:00 am Pacific time. The instructions also sound to me as if you are supposed to leave Google Hangouts open all day so that they can interview you in a group or just wait your turn in a line that you don’t know about. I’m afraid that I would be inviting someone into my Google Hangouts and then somehow get hacked with a link that would allow access to all my files; perhaps even allowing them to “slave” my computer which is an even scarier idea.

If I had a spare laptop or tablet I would almost sign in just to see this experiment through for the sake of finishing this blog posting.

The lessons learned from this experiment:

1. Be more selective about positions that I apply to on Craigslist.
2. Don’t apply to something just for the pay.
3. Get a disposable cell phone for my resume

Now there is a calling black-hole too?

This has happened twice now… what the hell? I will get a call from the HR person, leaving me contact information and asking me to call them back, but when I do call them back I get a voicemail… and then nothing. No call backs, no emails to say that they have gone with interviewing other people, just a black-hole of voicemails now to match the black-hole of emails on Craigslist.

The last time I went into the voicemail black-hole, it was The Dollar Tree distribution center and when I called back a few days later just to get an answer about what was going on… the receptionist told that it is their hiring practice that if they call you and you don’t answer they move on to the next candidate and close out your file. Whoa. Why? What is you work, or are at the dentist when they call? You are seriously passed over because you didn’t answer your cell phone? And what about people who don’t have cell phones? Unheard of I know, but I know two people who don’t have cell phones because they can’t afford them… what are they supposed to do?

It is enough to make me question, are we “the job hunters” considered disposable to companies? And if we are, which I suspect we are, then how are ever going to get hired?

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Follow-up as of March 30th:

I called Joan Stevens three times for a part-time Receptionist position but I never heard back. Perhaps I should have been more aggressive on my voicemail, or left more than one voicemail to show her how serious I was about the position. I really do feel like companies don’t care about people anymore, they just see you are a piece of trash to be discarded of if you don’t meet their impossible standards of answering the phone on the first ring.

Resume Experimentation

Last night I had a serious conversation with my best friend about how my job hunting is going, and all the games that people play (sometimes for their amusement) while danging the hope of a new job in front of you. The conversation lead me to consider conducting an experiment on with my resume; mostly because of these questions:

1. Is it true any more that having a job helps you find a new job?
2. Is a one-page resume going to viewed and responded to more than a two-page resume?
3. Does your title affect how people read your resume?

So I made these changes to my current resume:

1. I removed my Master’s degree and left only my Bachelor’s
2. I reduced my resume to one-page
3. I put an end date on my current employment
4. I changed my title from Office Manager to Executive Assistant (this is because there are not a lot of Office Manager positions in Vancouver, Washington but there are a lot of Administrative Assistant positions).
5. Removed all training – perhaps being a know-it-all has been harming my chances.

I’m going to use this “downgraded” resume until the end of March and see what results I get. Stay tuned!

Ineligible Secretary

I am happy to report that I got a rejection letter today. Not that I am happy about being rejected, more that I am happy to have gotten the letter so that I can move the job into the rejected file. For about 80% of the jobs that I apply to, I never hear anything back – not even a “thanks but no thanks” email. So I find always find it bittersweet when I get a rejection letter.

Today’s rejection letter was for a Secretary position in Alaska. Yes, Alaska. I am applying to out-of-state jobs because it seems like there is nothing here in Vancouver; and I chose Alaska because I figure the candidate pool will be smaller so perhaps I will have better chances… but not so far.

What is frustrating about this rejection letter from the Department of the Interior, is that the only message I get after three pages of position information is “Your application does not show that you have the length of specialized/specific experience needed for this specialty and grade”.

I have copied from the position announcement the job description and requirements. Perhaps if someone comes across this blog they can explain to me how I am “ineligible” for this position.

The Bureau of Ocean Energy Management (BOEM) manages the exploration and development of the nation’s offshore resources. It seeks to appropriately balance economic development, energy independence, and environmental protection through oil and gas leases, renewable energy development and environmental reviews and studies. For information about our bureau go to: http://www.boem.gov/

This position is located in the Office of the Regional Director, Alaska OCS Region.  The office of the Regional Director has the overall responsibility of managing the Outer Continental Shelf (OCS) conventional and renewable energy and mineral resources for the Bureau of Ocean Energy Management (BOEM) in Alaska.

The employee in this position serves as a confidential secretary to the Regional Director and Deputy Regional Director (RD/DRD), Alaska OCS Region.  The employee is the principal contact in the Office of the Regional Director and regularly interacts at the highest political and corporate levels, White House, Congress, Governor, Alaska congressional and legislative members, major national and international corporations, etc. The Alaska OCS Region issues attract attention from various congressional, State, Tribal leaders and a wide array of business, conservation, and organized groups concerning the management of OCS activities in Alaska.  This highly visible position represents the RD/DRD to these important constituencies and requires the employee to possess a superior knowledge of the OCS Program in Alaska and mastery of the administrative assistant techniques and methodologies to advise the Region managers and supervisors on the preferences and priorities of the RD/DRD and lead secretaries in the Region.

DUTIES:

The major duties of this position include, but are not limited to the following:  (The duties described reflect the full performance level of the position)

• As the confidential administrative adviser to the RD/DRD of the Alaska OCS Region intuitively recognizes potentially controversial issues and alerts the RD/DRD of the impending situation before it develops into a problem.

• Plans and coordinates the management and administration of the Office of the Regional Director:  implements administrative policies and procedures for the Alaska OCS; implements methods to track and complete work correctly and on time. Develops and carries out plans to advance the objectives of the Region.

• Facilitates and assembles RD/DRD response to production of documents through litigation and Freedom of Information Act request.  Determines and incorporates all media type of material from the Office of Regional Director in the official records and for developing, organizing, and maintaining the electronic folders and the reference material in these folders for the Office of the Regional Director.

• Schedules or denies meeting commitments for the RD/DRD with the Department, other Federal agencies, Congressional representatives or private groups, using judgment as the appropriateness of BOEM involvement with appropriation Regional managers.  Makes decision to request program official to represent RD/DRD or BOEM at a meeting, or coordinates appropriate staff attendance and/or requests background material for use in preparing for the meeting.

• Plans numerous and changeable itineraries and commits travel arrangements for the RD and DRD, assuring that appropriate officials are notified of proposed visits.

QUALIFICATIONS REQUIRED:

Minimum Qualification Requirements:

GS-07
To qualify at the GS-07 grade level, you must have at least one FULL year of specialized experience equivalent to at least the GS-06 grade level.  Specialized experience is defined as:  1) Experience proactively identifying administrative needs of an organization or program and recommending solutions to solve them; 2) Assisting with travel arrangements, tracking itineraries and responding to staff inquires related to travel and time and attendance; and 3) Maintaining official records per office procedures. I have ten years of experience identifying administrative needs. I also make daily travel arrangements and track itineraries. I created a paperless environment in my current position and established office protocols to reduce the usage of paper.

GS-08
To qualify at the GS-08 grade level, you must have at least one FULL year of specialized experience equivalent to at least the GS-07 grade level.   Specialized experience is defined as:  1) Experience proactively identifying and independently solving administrative needs of an organization or program; and 2) Experience scheduling and modifying travel arrangements for staff and assisting with administrative functions related to travel and time and attendance; and 3) Monitoring and maintaining official records by applying regulations, policies or procedures ensuring proper  preparation of official records in accordance with legal and regulatory requirements.

GS-09
To qualify at the GS-09 grade level, you must have at least one FULL year of specialized experience equivalent to at least the GS-08 grade level.   Specialized experience is defined as:  1) Experience proactively identifying and independently solving administrative needs of an organization or program; and 2) Experience scheduling and modifying travel arrangements for staff and assisting with administrative functions related to travel and time and attendance; and 3) Monitoring and maintaining official records by applying regulations, policies or procedures ensuring proper  preparation of official records in accordance with legal and regulatory requirements; and 4) Coordinating briefing papers and presentations with management level entities to develop a single entity perspective; and 5) Providing guidance and oversight to other administrative staff.

I feel like even though I didn’t meet all the qualifications for grade 8 and 9, I should have at least been eligible for grade 7, and then perhaps told that I didn’t get the highest score on the testing or was beaten out by a veteran. Instead I’m left with this rejection letter that just tells me that my resume wasn’t completely read by someone in DOI’s human resource office.

The Northwest Staffing Brush Off

I am personally not a big fan of temp agencies because I feel like you spend forever in the holding tank waiting for your number to come up; kind of like a job lottery in a sense. However, a current hiring practice that I keep reading about is that companies are using temp agencies to screen candidates and try people out. Since I wanted to get my own chips in that game, acknowledging that you never where you’re next job will come from, I signed up with Northwest Staffing in January.

My first impression with Northwest Staffing was that they seemed to be a staffing company that wasn’t looking at me as just another name to add their roster but more that they were genuine about wanting to aid in my job search. I was able to achieve all their required applications and skills test online, which was very handy and impressive given my experiences with other temp agencies, and the few times I spoke with a member of their staff I seemed to get the impression that they were not only screening me for lunacy but were seeing that I have real skills to offer a company and their client.

Then came my trust and high opinion of Northwest Staffing came crashing down in February when they told me  that I had to come into the office to complete my application. What could be left? I asked – well they needed me to come in for a face-to-face interview so that we can say that we’ve met you when we are delivering your resume to clients. I explained to the recruiter that for me to come in during business hours I would only be able to come in on my lunch break, which is an hour, and it would take me 40 minutes round trip to come to their office, so I would have only 20 minutes for a tight interview. The recruiter said that was fine and we made the appointment.

I arrived in the office ten minutes early (go Speed racer!) were I was told that the recruiter I was meeting with was actually out to lunch. The receptionist then handed me a form to fill out with references and emergency contact information, though I had already completed the form online, and then wanted me to follow her to the computer room for testing. I explained I had already done the online testing, I was just here for a face-to-face, and she said “everyone has to the testing here even when they have done it online”. I asked her how long it was going to take, seeing that at this point I only had 11 minutes left before I needed to head back to work and the receptionist told me it would take 2 hours. What????  From the look on my face the receptionist knew there needed to be an intervention so she went and got someone from behind a patrician who turned out to be the recruiter I was supposed to have met. Well gee golly, I guess someone wasn’t out lunch after all.

So now… I’m heated; I’ve just wasted a lunch hour for nothing and have been lied to by someone who I thought was actually going to help me. The recruiter is telling me that this is all standard stuff (the in office testing), and she wanted to know what I was really expecting. What I was expecting was a face-to-face interview of 20 minutes like we had discussed on the phone! Why wasn’t I told all of this on the phone? To which there is no answer from the recruiter or the receptionist. There only solution is to try to make an appointment with me again, but they both seem flustered when I tell them that I work, and either they will need to stay late for me to come in after work or find some other way to help me fit this into my schedule… and that’s when I am told:

to come back when I no longer have a job

After explaining to Northwest Staffing’s recruiters in writing and over the phone (twice!) that I am trying to transition out of my current job and into a new one without having lag time like people experience when dealing with temp agencies, the only advice they can give me is to come back when I don’t have a job? Wow… thanks for that advise Northwest Staffing!

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So today, I decided to give them another try by emailing them on my lunch break to set up an appointment to come in and do all the testing and gaming playing that they wanted me to do in February. Here is the response I got:

Hello, (it’s nice that she couldn’t even put my name into the email)

At this point in time we do not need you to come into the office. A recruiter will contact you if there is a position that you are qualified for available.

Thank you,

Abby

Now that is what I call a perfect brush off. Basically it reads to me:

we do not really have opportunities of employment, we are liars, and when people catch on we blow them off with a “don’t call us, we’ll call you” line.

Well, I certainly won’t be holding my breathe.

Dollar Tree Distribution HR Admin/Receptionist

I applied to the Dollar Tree’s distribution center’s HR Administrator/Receptionist in Ridgefield, Washington, because I figured this would a company that I could grow in and become a manager one day.  I also am attempting to stay on the Washington state side to avoid the traffic and parking problems of Portland. I applied on March 9th and got a call back on March 19th, which I think is actually a reasonable turnaround time for an application. I got called from three numbers, in a matter of four minutes, and only had one voicemail from the last call. Immediately I was put off to the company. The HR person was on her speaker phone making it hard to make out everything she was saying, and she was calling for an interview for the next day. I guess HR people look at your resume, see that you are working, but don’t take that into consideration when they call you for an interview. I called back twice, left one voicemail, but never heard back from them. How is it that you will call someone for an interview but not call them back to schedule the interview? I am so confused about the messages that you get from companies these days in regards to hiring practices.

Pre-interview feelings for Entry Level Event Management position

Last night about 7:00 p.m. I got a call for an interview for a position that I had applied to on February 12 via hire.jobvite.com. The position is for an Entry Level Event Management position in Vancouver, the ad sounds really vague but promising event management skill development to the hard working. It sounds like you don’t need to have previous experience because they are claiming to be willing to train you.  So I thought “why not?”

The recruiter is in Pennsylvania but claiming to be working for PDX Professionals. I checked out their website and I don’t see much relating to event planning, it is more about marketing and is reading like a society’s page rather than a business.

After some phone tag today, I get an interview scheduled, and get an email from a Gmail account with instructions to text the person that is interviewing me when I get there (assuming that I have texting capabilities – luckily I do). The address is also for Portland not Vancouver, and the number I am supposed to text has a Los Angeles area code. It just sounds rather unprofessional… am I wrong?

I have suspicions that this interview will be wasting my time, and yet I can’t afford not to go and try… since there is external pressure to find a job that I haven’t mentioned before. I hope I can shake this sense of impending doom about tomorrow… I am very tired of the games.

Why I do not have a LinkedIn account

I have been asked the question “have you looked on LinkedIn?” a lot.

Truth is I do not have a LinkedIn account anymore. I deleted mine because I was tired of the struggle of fitting in – in terms of resume advice. When you read about resume advice, or ask people how they got that new job, you are either told one of two things: use the same resume for every application and hope for the best or change your resume with keywords so that you know for sure you will make the interview cut list.  So which is it?

As well with LinkedIn, I am currently applying to positions were I know that my Master’s degree will over-qualify me, so I remove it from my resume, but then I am running the risk of the employer looking at my LinkedIn account and seeing that I left my Master’s off… which leads me to be round filed… and that means I just wasted my time applying for a job that I’m not going to get. However, you want to showcase your degrees in case someone is looking at your profile as a possible candidate for high paying position. It is like opening an envelope with a double-edged sword… something is going to go wrong at some point and you are going to cut something you didn’t want to.

Another issue I had with LinkedIn was having “friends” or co-workers on my account. In all honesty, I do not network very well. I’ve read books on it, I’ve tried to go to networking events, but I just do not network well. And even reaching out to my “friends” to say that I am looking for a job hasn’t gone well for me either. I am not sure if it is me, or my generation, or perhaps being in the land of fakes of Portland Oregon, but I do not get the sense that my “friends” are looking out for me. That’s why I have the word friends in quotes, they are more like voyeurs to my life, and I didn’t like having my failure to find a job being broadcasted.

I have thought about starting a new LinkedIn account, however wouldn’t employers find it weird that I don’t have any associates on my profile?

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Side note: Yes, I have a Master’s degree however I am finding in today’s current job market that it doesn’t matter. Either you need ten years of managerial experience (or field experience)  to go with that degree, or you need to be freshly graduated and willing to take an internship (which I am not a new graduate and don’t meet the qualifications) or you just do like I did with my degree and burn it because all it is worth is the stress and heartache of student loans and empty dreams for career advancement. There doesn’t seem to be a lot of options.

My resume

I’ve removed information from my resume in order to keep my anonymity, however, you can see the majority of my experience and education.

_____________________________

EXPERIENCE SUMMARY

 

• Twelve years (12) of experience as an Office Manager, with responsibilities of project coordination, problem solving shifting priorities while meeting deadlines, and aiding in the development of written and oral training materials.
• Completion of analytical Human Resources projects in connection to frameworks and data management.
• Proven history of collaborative teamwork as well as completion of independent projects.
• Exceptional written and verbal communication skills, with noted confidentially and experience with delivery of sensitive information.
• Completion of Master’s degree in Business Administration.

 

PROFESSIONAL EXPERIENCE

OFFICE MANAGER                                                                                                    03/11/2003–Present

XXXXXXX XXXXXXXXXX, LLC                                                                                          40 Hours per Week

Vancouver, Washington

XXXXXXX XXXXXXXXXX, LLC, is a family owned and run business that provides Federal Human Resources knowledge and assistance to Government entities relating to: training human resource managers, position classification, Federal pay stetting and retirement planning, training on how to administer reduction enforcements, and third-party EEO investigations. International staff size can fluctuate from five to sixty-four people based on project size and requirements. (I do not own this company; I work with family members who have the same last name as I do).

PROJECT COORDINATION:

• Assist in providing analysis for Human Resources (HR) elements relating to Federal and State government projects. Analysis includes:
  • Creating and monitoring timeline development and checkpoints, receiving training and applying gained knowledge for creation of Federal position descriptions for recent graduates, gaining HR department approval for usage of created materials, and collaborating on the entry of materials into agency websites to assure that a concentrated candidate pool is developing for selecting officials.
  • Sort through posted/closed applications to ensure that candidates properly meet the requirements of the position announcement.
  • Creating workbooks and charts for clients complying data associated with employee diversity, education levels and training efficiency.

TRAVEL ARRANGEMENTS AND SCHEDULE COORDINATION:

• Gather, present, and book travel plans for staff members with special attention paid to Federal travel requirements and budget.
• Arrange locations in various cities for training when a proper facility/space is unable to be provided by requesting agency/company. Compose travel arrangements for attendees as needed. Organize and update training attendee information and develop training packets that can be personalized to their organization.
• Manage the President’s, Vice President’s and other team member’s agendas and calendars. Tasked with responsibility of ensuring that the President’s timetable is adhered to and the day runs as smoothly as possible.
• Schedule and setup equipment for video conference meetings, phone conferences and assure that in-person meetings have proper refreshments for the estimated time of meeting.

ADMINISTRATIVE DUTIES:

• Verify information on staff invoices is correct before timecard submission. Perform national postal service and email mailings using Constant Contacts and mail merges; update contact information on a quarterly basis. Maintain vendor contracts for the office, as well as office supplies and office equipment.
• Creating and developing presentations that will be utilized for sales and training purposes.

TRAINING AND TECHNICAL TROUBLESHOOTING:

• Self-train and cross-train to fulfill a variety of office administration requirements for positions and to be prepared to fill those positions at a moment’s notice.
• Troubleshoot technical issues both onsite and over the phone while team members are presenting training materials.
• Actively pursue training on publishing books, e-books, blogs, and websites in order to maintain copyrights of XXXXXXX XXXXXXXXXX intellectual properties.
• Leading efforts to broaden training pool potential.

WRITTEN COMMUNICATIONS:

• Proofread, print, and assemble training material packages; coordinate with printing vendors for cost effectiveness in shipping training and presentation materials. Coordinate ingoing and outgoing mail; send domestic and international packages in support of company marketing practices. Compose emails and correspondence on behalf of owner and contractors.

DOCUMENT MANAGEMENT:

• Established, developing, and maintaining electronic filing system for President and team members. Update all project materials to reflect current stage of project and ensure that all documents are easily accessible by all staff members. Notifies team members and follow-up with legal actions when copyright infringement does occur.

CUSTOMER SERVICE, PROFESSIONALISM, AND CONFIDENTIALITY:

• Provide superior customer service and time-management techniques in handling project between XXXXXXX XXXXXXXXXX and XXX XXXXXX XXXXX. Demonstrate superb customer service to internal staff and external clients through effective and efficient communications. Maintain strict confidentiality to protect sensitive client information and ensure information is secure. Follow up with customers inquiring into customer satisfaction and company improvements in delivery.

RESEARCH INITIATIVES:

• Research current laws and case studies to ensure that projects meet Federal hiring practices requirements, translate Federal language and hiring codes are compliant with current laws or laws during employment periods. Abstracting new or updated Federal hiring laws into PowerPoint presentations and company-wide email memos to share changes when changes apply. Research and analyze information to draft appropriate replies to correspondence. Prepare documents with analytical research findings and recommendations.

BUDGET AND ACCOUNTS PAYABLE/ACCOUNTS RECEIVABLE:

• Assist President with yearly budget plans, researching SHRM and FEW event calendars to assure that early booking is completed to control costs.
• Verify accurateness of invoices and timesheets to assure all hours are billed to correct client code. Review accounts payable and receivable invoices before payments are made to assure accuracy.
• Handle small reconciliations with clients, banks and credit card companies associated with payments and billing.
• Maintain workbooks for tax deductions and assist in preparation of company taxes.

 

 

PROJECT ANALYST                                                                                                  06/04/2011 – 03/30/2013

XXX XXXXXX XXXXX                                                                                           10 Hours per Week

Fairfax, Virginia (telecommute from Vancouver, Washington)

FEDERAL PROJECT DEVELOPMENT:

• Evaluated and assessed project, program data, and information to meet the company’s client needs, in particular the (removed for WordPress Blog)
• Developed and applied analytical frameworks, research, and other criteria to identify and support employee trends, gaps, and training opportunities.
• Leveraged technology and software as tools to develop and support analysis (primarily Excel pivot tables and charts). Provided input on contract negotiations between XXXXXXX and the XXXXX, which were taken under advisement and added to the contract. Advised XXXXX Senior Level Service Officers in creating a plan to analyze, evaluate, and develop recommendations for analysis and evaluation of over 100,000 data elements captured for agency-wide reporting on travel, training, and conference attendance.

DATA ANALYSIS, COMMUNICATIONS, AND RECOMMENDATIONS:

• Participated in written analysis development, executive summary, and provided recommendations for improved data capture and management.
• Applied Equal Employment Opportunity Commission (EEOC) and Office of Personnel Management (OPM) rules and definitions in analysis. Developed individual dashboards for regions and program offices, authoring fact sets for each chart or graph, resulting in specific talking points and highlights. Efforts resulted in successful and timely development of 414 individual charts, graphs, and supporting facts to articulate EPA diversity trends and opportunities.
• Effectively analyzed HRIS (Human Resource Information System) data and consulted with clients to design and improve “diversity dashboards”, identifying trends and gaps in diversity hiring and retention. Using client data, developed Excel formulas and created graphics to display EPA’ diversity history and opportunities.
• Guided use of technology to identify gaps, trends, and opportunities for strategic and tactical improvement of knowledge management and transfer of data.

EDUCATION

Master of Business Administration (MBA); XXX University; Portland Oregon; GPA: 3.45; Total Credit/Semester Hours: 37; Completed May 2012.

Bachelor of Science (BS); Business Management; XXX University; Portland Oregon; GPA: 3.68; Total Credit/Semester Hours: 145; Completed April 2005.

 

TRAINING

 

• Microsoft Lynx (Anticipated start August 2015).
• Microsoft Project (Anticipated start July 2015).
• Microsoft Access (Anticipated start May 2015).
• Microsoft Visio (Anticipated start April 2015).
• Microsoft SharePoint 2013 (Anticipated start March 2015).
• Operations Management (2014).
• Foundation of Business Strategy (2014).
• Position Description Classification Series (2013).
• Understanding What Constant Contacts Can Do for Your Business (2013).
• How to Self Publish Your Book on Kindle (2013).
• Copyright Basics: How to Protect Your Work from Piracy (2013).
• Microsoft Outlook 2010 (2012).
• Project Management: Essential Tools and Techniques (2012).
• SEO: Search Engine Optimization (2012).
• Introduction to Google Tools (2012).