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Management Analyst

Tiverton, RI


Work Experience

Management Analyst

ICI Services

Oct 2011Jun 2012

N-ERP is an integrated business management system that updates and standardizes Navy business operations, provides financial transparency and total asset visibility and increases effectiveness and efficiency across different activities within the Navy. I was a member of the Implementation team as well as a member of the Role Mapping team. The ERP system is a real-time business supporting system that provides to the data demands of the organization using a single repository of information (a database) and a very sophisticated set of highly customizable software modules which, together, ease decision-making and Activities based on these decisions. The Navy ERP "go live" date was October 1, 2011 and I was in the center of the changeover from the Navy's current practice. I also helped with organizing/scheduling Knowledge transfer sessions of the various modules within the system. We had to schedule and train approximately 3,200 employees.

Program Manager

ICI Services

Jun 2010Sep 2011

Same as below (doing the same job with different Contractor) I am supervising nine employees doing a variety of jobs as well as making sure that the contract work in the Human Capital Department is being done in a timely manor.

Program Manager

Science Applications International Corporation/AMA

Jun 1993May 2010

Managed employees and provided guidance to the government lead employee, and was tasked to be on a Mandatory Training Team in the Enterprise Resources Planning that involves Regulatory Compliance, to provide the site specific regulatory training, Compliance training with the "nice to have functionality", certification with ability to upload and manage certificates. I was also involved with the Individual Development Plan, the SF-182 and the Catalog and attended meeting to assist the government lead. The Enterprise Resources Planning is a software-based management system used by forward thinking corporations to power their crucial business functions.

I worked on conversions of networks and their current dependency with Windows 2000 Server to migrate all the training content, including 57 trainings to a standalone Windows 2003 Server. The migration of all applications such as Enchilada, Division On-line Training System, Supervisor Employee Relationship System, Action Suspense, Level Descriptor Addendum and other Applications were also migrated to the new server.

I worked on the Request for Proposal due to the contract ending. This procurement was to provide support services performing technical services in the areas of Workforce Shaping, Information Technology, Labor and Employee Relations, Training, Recruiting, EEO/Diversity, Workforce Management, Analysts and Staff Support to the Human Capital Management Department, HCMD.

I work with a Team of employees on an initiative for using roles within "Enchilada" (an application) to develop a tool that will give end users within a Web interface (portal) easier access and workflow for documents and information. This project is an extremely powerful process that integrates the complex and wide variety of applications to a more "blended" business application approach. What was needed to deliver was a business management process that meets the Customer's needs priorities, likes and dislikes. This system was created to fundamentally change the way Management Information Systems (MIS) are developed in support of the various business processes.

I was responsible for oversight of web strategy and operations. Also develop operational activities of the website(s) with specific attention aimed at content creation and website maintenance, including graphics, animation, and functionality. I consult with business users regarding web information delivery to determine which publishing technologies best meet organizational needs. Assesses and communicates web site usage and security policies and standards.

I was the system administrator for various systems pertaining to the personnel department.

Worked in the Human Capital Department, and was tasked to study the Legacy Mandatory On-line Training, to find a solution to enhance the process and to make it less -hands on as far as updating the training/history databases.

I assumed the overall day to day supervisory responsibilities and the POC with Director of Human Capital, and her staff. I take my role as a supervisor seriously and have lead these teams knowing that the care and success of the individuals on my teams is a direct reflection of my ability to supervise and to hire the best and brightest individuals for the government.

In order to ensure that the entry level and journeyman SAIC staff currently assigned to me, it is essential that I manage this by addressing:
  • Careen Development Assignments for Entry Level Staff
  • On Job Training Assignment for Entry Level Staff
  • Manage a complies set of individuals with varying skill sets and requirements
  • Adapt to unplanned workload incidences
  • Optimize/utilization of these resources in order to provide Quality Service
  • Define the routine and future workload
  • Discover opportunities for individuals to Mentor others
  • Properly balance the service level across the varying organizations
  • Match workloads to the best available resources when necessary


Mount Saint Mary's Academy


Additional Information

Current Security Clearance: Secret
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