1. Maria C. Moore
6810 Krause Drive cell: 202-460-9014
Missouri City, TX 77489 txgypsy0@gmail.com
Summary of Qualifications:
· Over 25 years of experience performing organizational development, HR program management
and evaluation, operations recruitment, staffing and classification work in human resources in
Federal Government field organizations and agency headquarters.
· Broad experience in many HR specializations such as training, competency development, pay-banding,
performance management, Change Management, HR Automated Systems, Human
Capital Certification and Strategic Planning, Lean Six Sigma Certification, Delegated Examining
Unit Certification (DEU) and position management/classification.
· Project management expertise derived from the development and implementation of innovative
performance management, , pay, and classification programs and hands on knowledge of all
Automated HR Systems, including business case and Statement of Work development (COTAR)
Professional Experience
Federal Aviation Administration (FAA), Washington DC
1/2007 – 3/2014
· Senior HR analyst - Served as a subject matter expert in the development of position
descriptions (PDs) and the conversion of PDs formats for the Office of the Flight Standard
Services.. The subject of PDs included such occupations as Aviation Safety Inspectors
(1825), Engineers (801,855, 861, 850), Research Analysts (1515). Successfully justified higher
grades for positions under conversion to GS formats. Developed innovative approaches to PDs
such as generic and model PDs nation-wide. Developed standard operating procedures on such
matters as processing HR actions and developing generic PDs.
· Lead Human Resource Specialist - Served as the Lead HR for a team in the Office of Human
Resources Service Headquarters, Washington DC. . As team lead, adjust work to meet
fluctuating workloads or new demands, ensuring of short and long–range plans for accomplishing
personnel functions and ensuring that the flight plan goals have been met. As the resident
expert, evaluate and classify positions, assuring accuracy and consistency with established
position and pay management regulations and principles. The mission critical occupations are
1801, 1815, 801, 830, 850, 855 861, and 1825. As team lead, train and answer questions and
instruct team members in new job techniques and changes in guidelines, references, procedures,
policies, complex and difficult types of cases and provide authoritative technical assistance or
appeals for reconsideration by employees, or management from initial decision of specialist/team
member. Responsible for applying my knowledge of Federal human resources laws and
regulation assessing HR processes and needs to help improve productivity and efficiency through
use of automation. Prepare reports of findings and analysis. Plan, organize, coordinate and do
quality control review of the work of all team members. Train staff on applying pay, solve pay
issues such as AUO. .
National Highway Safety Administration (NHTSA)/Dept of Transportation
6/2005 – 1/2007
· Conducted a study to develop classification criteria for SES/SL equivalent positions and an
alternative compensation system for the NHTSA..
· Conducted a core competency assessment and developed IDPs for the agency
· As the technical expert provided operational and PD Library support for the agency..
· Developed standardized competency-based performance plans for all administrative, professional
and clerical employees at NHTSA as part of a new system implementation for all NHTSA
employees.
· Developed an OPM-based work force analysis for the Office of the Secretary at DOT.
· Developed performance objectives and measures for 120 positions in the Administration based
upon OPM models, created a competency based dictionary for managers.
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2. · Conducted a position management study of 40 positions within the agency. Study results were
extremely well-received. Agency went GREEN
: General Service Administration (GSA), Washington, DC
10/2005 - 6/2005
· Human Resource Specialist - Classification and Pay Technical Expert – Provided definitive
agency policy and technical classification/pay determinations. Designed and delivered
classification training. Conducted classification audits for agency and validated and adjudicated
by the Office of Personnel Management. A comprehensive knowledge and understanding of
appointment authorities, various personnel actions(reassignments, laterals, details, change in
data elements, recruitment bonus) recruitment process in accordance with Agency guidelines;
developing and preparing vacancy announcements; advisory guidance to supervisors, managers,
and associates on process and procedures; advisory assistance on available sources for
recruitment to identify unique skill sets requirements, screening application packages to ensure
applicants meet specific qualifications requirements; and applying pay-setting rules. Mission
critical series Contract Specialist(1102),, Engineers (801, 855), Attorneys (901), Law Enforcement
(LEO’s) were being moved to Homeland Security developed and implemented new position
descriptions, employees leaving pay was verified as well as retirement age.
Defense Intelligence Agency (DIA), Washington DC
05/2004 – 10/2005
· Human Resource Specialist - Recruitment/Staffing/Position Classification/Pay – A
comprehensive knowledge and understanding of appointment authorities; various actions
(reassignments, laterals, details, change to data elements, recruitment bonus), recruitment
process in accordance to DIA guidelines, developing and preparing vacancy announcements,
advisory to supervisors, managers, and employee on CA-21 process and procedures; advisory
assistance on available sources for recruitment to identify skill sets requirements, screening
application packages to ensure applicants meet specific qualification requirements; and applying
pay-setting rules. classifying positions in accordance to published guidelines for mission critical
occupations such as 0090, 1800 series as it applies to law enforcement and security . Briefed
Senior management (SES, GG-15, and below, to include senior military leadership) on
classification changes, and classification new/restructured positions. Reviewed and presented
management with recommendations on the efficient use of civilian resources; good position
management, review of grade structure, utilization of civilian resources and tier structure.
Special projects; Accounts were very high-visual, Selected to participate on the recruitment team
for DIA ( award team bonus for actively recruiting and processing over 345 new entry level
employees to DIA, grades 07 to 12). Selected as a member of a team to travel to worldwide
agencies and bases to introduce the new GDIP Funding Plan.
U.S. Army (DoD), Iraq
5/2003 - 4/2004
· Workforce Project Manager/HR Liaison -Led a team to develop and implement the first
automated PD Library to be used by all agencies. Coordinated the development of completely
new Army classification policies and processes. Developed new procedures for applying new
classification standards throughout the Iraq Survey Group that eliminated existing labor-intensive
individual reviews. Developed innovative, generic, agency-wide standardized PDs. Instructed to
create SOP and program to fulfill requirements for the Iraq Survey Group (Army, Air Force, Navy,
Marines, civilians (federal), contractors). Develop the workforce plan. This included information
such as action items, work assignments, demographics of current workforce, attrition rates,
projections of future requirements, competency or skills gap analysis, and strategies to address
needs. (ie linguists, intelligence analyst, scientist, security, rotation dates (60 – 120 day
rotations), active duty, reservist, writers, IT Team.) Created a Joint manning document, after
approval was sent to all locations, this document was updated on a daily basis to ensure
accountability for personnel. My familiarization of DoD, HR and Iraq Survey Group helped me
quickly master all the responsibilities of the position resulting in my ability to effectively and
efficiently mange. I accurately assessed the manning and by working with the senior level
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3. managers ensured the identification of skills, competencies, functions, duties, and responsibilities
that developed and enhanced the future critical ISG skill mix.
US DEPT OF NAVY (DoD), Great Lakes IL
5/2002- 3/2003
· Human Resource Specialist - Provide HR services in selection and placement. Provide advice on,
and ensure utilization strategies for difficult and hard to fill positions. Determine recruitment approach
for regular for regular and recurring vacancies considering available internal and external candidates
and advising on various appointment authorities. Provide advice and assistance on a continuing basis
on classification problems to management. Provides internal placement services. Selects most
appropriate staffing method to identify job candidates.
US AIR FORCE (DoD), RANDOLPH AFB TX
5/1998 – 5/2002
· Human Resource Specialist - One of 15 HR Specialist on one team, providing complex
management advisory service to all levels of management and supervisors concerning
reorganizations and mission changes that result in realignment of resources, changes in work
requirements and administration that relate to expertise in staffing issues and problems. Work
individually and with team members on special projects and EEO committees, Reduction in Force
(RIF), Priority Placement (PPP), issues, A-76 studies, self-evaluation. BRAC for AFB in San
Antonio. Provide HR services in selection and placement, and employee utilization to assigned
organizations. Provide advice on, HR service in selection and placement, and utilization of a
variety of recruitment methods appropriate in maintaining maximum referrals of candidates.
Develop unique strategies for difficult and hard to fill positions. Determine recruitment approach
for regular and recurring vacancies considering available internal and external candidates and
advising on various appointment authorities. Self inspects projects thoroughly review and
analyses data to determine the status of regulatory compliance and other program requirements.
Guidelines used are federal laws, Executive Orders, Office of Personnel Management (OPM),
USAF Manual and guidelines, regulations and handbooks
References Upon Request
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