Maria Antonieta Alexandra Acosta-Mathis

MARIA (AKA "ALEX") ANTONIETA ALEXANDRA ACOSTA-MATHIS
9149 VILLAGE GLEN DRIVE # 281
SAN DIEGO, CA 92123-2459
HOME TELEPHONE: (858) 576-6867
DAY-TIME TELEPHONE: (858)-740-6933
E-MAIL ADDRESS: alexacostamathis@sbcglobal.net

KEY STRENGTHS:
1. SIX YEARS OF ACTIVE DUTY SERVICE IN THE US NAVY; HONORABLE DISCHARGE. 2. MORE THAN 20 YEARS OF SUPERVISORY EXPERIENCE. 3. FULLY BILINGUAL IN SPANISH; CAN READ PORTUGUESE, ITALIAN, AND FRENCH. 4. ANALYTICAL THINKING AND PROBLEM-SOLVING ABILITY. 5 ADAPTABILITY, RESOURCEFULNESS, AND DEPENDABILITY. 6. MANAGEMENT AND LEADERSHIP SKILLS TO FACILITATE TEAM WORK AND DIRECT PROJECTS. 6. EXCELLENT WRITTEN AND VERBAL COMMUNICATION SKILLS. 7. PROFICIENCY IN COMPUTER USE (MICROSOFT AND COREL OFFICE SUITES). 7. EXPERIENCE IN (A) SURVEY METHODOLOGY; (B) WORK DESCRIPTION AND MEASUREMENT; (C) PROGRAM EVALUATION; (D) TEAM BUILDING; (E) PERFORMANCE REPORTING SYSTEMS; (F) COST-BENEFIT ANALYSES; (G) DEVELOPMENT OF TRAINING PROGRAMS; (H) MOTIVATIONAL-BASED PERFORMANCE; (I) MULTIMEDIA PRESENTATIONS; (J) POLICIES AND PROCEDURES DEVELOPMENT, WRITING, IMPLEMENTATION, AND MONITORING; (K) BUDGET PREPARATION AND ADMINISTRATION AND (L) STRATEGIC PLANNING.

MOST RECENT HUMAN RESOURCES-RELATED EXPERIENCE:

2001 TO 2006; 50 HOURS PER WEEK; SENIOR MANAGEMENT ANALYST (ADMINISTRATIVE MANAGER); CITY OF SAN DIEGO, WASTEWATER COLLECTION DIVISION; 1950 TOPAZ WAY, SAN DIEGO, CA 92123.

1. MANAGED SPECIAL PROJECTS AND DIRECTED SPECIAL FISCAL, ADMINISTRATIVE, OR PERSONNEL STUDIES THAT AFFECTED THE DIVISION. ISSUES UNDER STUDY NORMALLY INCLUDED STAFFING, ANALYSIS OF THE JOB CLASSIFICATION STRUCTURE AND STAFF ORGANIZATION; COST-BENEFIT ANALYSIS OF ASSETS; BUDGETARY ADJUSTMENTS, MODIFICATIONS, AND REALLOCATIONS; INDUSTRY BENCHMARKING AND COMPETITIVE ASSESSMENTS FOR OPTIMIZATION PROGRAMS; ANALYSIS OF APPLICABLE FEDERAL AND STATE REGULATIONS TO ENSURE COMPLIANCE WITH SAME, ETC.
2. OVERSAW THE PREPARATION, ANALYSIS, CONTROL, AND ADMINISTRATION OF THE DIVISION'S 62.9M BUDGET.
3. OVERSAW THE DEVELOPMENT OF, AND ADHERENCE TO, SERVICE LEVEL AGREEMENTS WITH OTHER CITY DEPARTMENTS AND COUNTY OF SAN DIEGO AGENCIES.
4. PLANNED, DEVELOPED, IMPLEMENTED, AND EVALUATED DIVISIONAL POLICIES AND PROCEDURES THAT ADDRESSED EMPLOYEE RELATIONS, FIELD OPERATIONS, AND GENERAL ADMINISTRATION IN ACCORDANCE WITH THE PROVISIONS OF THE ADMINISTRATIVE REGULATIONS, DEPARTMENTAL INSTRUCTIONS, AND MEMORANDA OF UNDERSTANDING WITH THE LABOR ORGANIZATIONS.
5. DEVELOPED DATA COLLECTION TOOLS TO EVALUATE EFFICIENCY OF ESTABLISHED PROGRAMS.
6. ACTED AS REPRESENTATIVE OF THE DEPUTY DIRECTOR AND/OR ASSISTANT DEPUTY DIRECTOR IN MEETINGS WITH LABOR ORGANIZATIONS OR THE CITY'S LABOR RELATIONS OFFICE.
7. SUPERVISED AND TRAINED A WORK UNIT COMPOSED OF 14 EMPLOYEES WHICH INCLUDED PROFESSIONAL, SUB PROFESSIONAL AND CLERICAL SUPPORT STAFF.

ADDITIONAL ADMINISTRATIVE AND HUMAN RESOURCES-RELATED EXPERIENCE:

A. LABOR RELATIONS / NEGOTIATIONS:
(7/04 - 4/06): WORKED WITH STAFF FROM THE CITY'S LABOR RELATIONS AND OFFICE OF THE CITY ATTORNEY TO IDENTIFY WHICH OF THE 60 ODD DIVISIONAL POLICIES AND PROCEDURES, DUE FOR THE FIRST UPDATE IN TEN YEARS, ARE MATTERS WITHIN THE SCOPE OF REPRESENTATION AND BARGAINING. FIRST, I CROSS-REFERENCED AUTHORITIES TO DETERMINE PRECEDENCE, AND THEN MADE A PRELIMINARY DETERMINATION OF WHETHER AN UPDATE OF THE EXISTING DOCUMENT WOULD CONSTITUTE A FUNDAMENTAL CHANGE IN WAGES, HOURS, AND CONDITIONS OF EMPLOYMENT.

(6/02 - 10/02): REPRESENTED MANAGEMENT IN MEET AND CONFER NEGOTIATIONS TO ADD A NEW GRAVEYARD SHIFT OF 4/10S IN THE MAIN CLEANING MAINTENANCE SECTION OF THE DIVISION, AND WROTE THE FINAL DOCUMENT OUTLINING THE TERMS OF AGREEMENT FOR THIS ADDITION TO EXISTING SCHEDULES. IN CONJUNCTION WITH THIS TASK, I SUCCESSFULLY NEGOTIATED TERMS OF AGREEMENT FOR THE IMPLEMENTATION OF TWO ALTERNATIVE WORK SCHEDULES (44/36s AND 4/10s) FOR THE SEWER PUMP STATION SECTION OF THE DIVISION.

B. REVIEW, DEVELOPMENT, AND PARTICIPATION IN THE SELECTION / INTERVIEW PROCESSES:
(3/01 - 4/06): I HAVE BEEN INVOLVED IN ALL ASPECTS OF THE APPOINTING AUTHORITY INTERVIEW AND SELECTION PROCESS, FROM THE DEVELOPMENT OF SCREENING CRITERIA AND THE REVIEW OF APPLICATION SUPPLEMENTS AND ELIGIBLE LISTS, TO THE PREPARATION OF INTERVIEW QUESTIONS, THE SELECTION OF RATING FACTORS/CRITERIA, THE CHAIRING OF THE INTERVIEW PANEL, THE COMPLETION OF BACKGROUND CHECKS, AND THE PREPARATION OF A FINAL LIST FOR THE APPOINTING AUTHORITY'S APPROVAL. THROUGH THIS PROCESS, I HAVE HIRED STAFF AND WORKED ALONGSIDE OTHER SECTION HEADS IN WWC DIVISION IN THE DEVELOPMENT OF INTERVIEW PACKAGES TO FILL VACANCIES IN THEIR OWN UNITS.

C.INTERPRETATION OF ADMINISTRATIVE OR PERSONNEL REGULATIONS TO THE PUBLIC, MANAGEMENT, AND/OR EMPLOYEES:
(3/01 - 4/06): A MAJOR RESPONSIBILITY WAS TO INTERPRET THE PROVISIONS OF THE PERSONNEL MANUAL AND CIVIL SERVICE RULES, ALL TYPES OF ADMINISTRATIVE, DEPARTMENTAL, AND DIVISIONAL POLICIES AND PROCEDURES AND THE LANGUAGE OF THE MEMORANDA OF UNDERSTANDING WITH THE LABOR ORGANIZATIONS FOR BETTER UNDERSTANDING OF, AND ADHERENCE TO, THE SAME.

(3/83 - 2/89): IN THE US NAVY, I WAS RESPONSIBLE FOR INTERPRETING THE NAVAL COMMAND INSTRUCTIONS (NAVINST) ASSOCIATED WITH THE MANAGEMENT AND ADMINISTRATION OF PUBLIC HEALTH PROGRAMS (NAVOSH).

D. ORGANIZATION EFFECTIVENESS / PRODUCTIVITY STUDIES (PLEASE REFER ALSO TO ITEM 'J):
(3/01 - 4/06): I WAS DIRECTLY INVOLVED IN EVALUATING THE EFFECTIVENESS OF THE DIVISION'S PAY-FOR-PERFORMANCE PROGRAM, AND IN UPDATING ITS PERFORMANCE MEASURES AND THE TOOLS USED TO DETERMINE THEIR SUCCESS. I EVALUATED THE FEASIBILITY OF MEETING PERFORMANCE GOALS DESIGNED BY OTHERS; BASED ON MY KNOWLEDGE OF DAY-TO-DAY OPERATIONS AND THE PERFORMANCE RECORD/HISTORY OF EACH WORK UNIT AS A WHOLE, I REJECTED SEVERAL MEASURES FOR BEING UNREALISTIC, AND MODIFIED OTHERS TO MAKE THEM CHALLENGING YET ACHIEVABLE. THE MODIFICATION ALSO INCLUDED NEW LANGUAGE SO THAT THE RESULTS WOULD REFLECT GENUINE BENEFIT FOR THE RATE PAYERS AND NOT JUST MONEY IN EMPLOYEES' POCKETS. LASTLY, I DEVELOPED AND IMPLEMENTED EASY TRACKING MECHANISMS TO ENCOURAGE PROMPT DATA ENTRY AND REPORTING FROM THE FIELD CREWS.

E. ADMINISTRATION OF HUMAN RESOURCES PROGRAMS (i.e., BENEFITS, MEDICAL PLACEMENT, LIGHT DUTY, WORKERS' COMPENSATION, REHABILITATION, RETIREMENT):
(3/01 - 4/06): I SUPERVISED AN ASSOCIATE ANALYST WHOSE JOB WAS TO ACT AS DIVISIONAL LIAISON WITH RISK MANAGEMENT, ON BEHALF OF OUR EMPLOYEES, IN ALL ASPECTS OF THE INDUSTRIAL LEAVE / LIGHT-DUTY / MEDICAL PLACEMENT / REHABILITATION PROGRAM. I ENSURED MY ANALYST PERFORMED THE FOLLOWING FUNCTIONS: (1) ADVISE SUPERVISORS AND EMPLOYEES ON THE PROVISIONS OF THE INDUSTRIAL LEAVE AND LIGHT-DUTY PROGRAMS IN ACCORDANCE WITH YHE CITY'S ADMIN REGS 63.00 AND 75.40 AND DEPARTMENTAL INSTRUCTION 30.30 TO ENSURE CONSISTENT AND CORRECT IMPLEMENTATION; (2) IDENTIFY MODIFIED WORK ASSIGNMENTS FOR INJURED EMPLOYEES GIVEN THEIR PHYSICAL RESTRICTIONS; (3) FOLLOW-UP ON DOCTOR'S ORDERS FOR TREATMENT TO ENSURE CONSISTENT ATTENDANCE AT SCHEDULED EXAMINATIONS OR THERAPY SESSIONS; (4) MONITOR STATUS AND PROGRESS OF EMPLOYEES IN THE PROGRAM; (5) ATTEND MEETINGS WITH THER DIVISIONAL LIGHT-DUTY COORDINATORS AND RISK MANAGEMENT STAFF TO REVIEW WORKERS' COMPENSATION CLAIMS AND ENSURE INJURY CASES ARE ACTIVELY MONITORED AND REFERRED FOR QUALIFIED MEDICAL EXAMINATIONS, REHABILITATIONS, ETC. IN A TIMELY MANNER; (6) MAINTAIN RECORDS OF ALL PERTINENT FORMS AND NOTICES; AND (7) PREPARE MONTHLY, QUARTERLY, AND ANNUAL REPORTS FOR WWD MANAGEMENT STAFF AND RISK MANAGEMENT.

F. MISCONDUCT / EQUAL EMPLOYMENT OPPORTUNITY FACT-FINDING OR SIMILAR INVESTIGATIONS:
(3/01 - 4/06): I HAVE ACTED AS PRINCIPAL INVESTIGATOR IN MULTIPLE FACT-FINDINGS INVOLVING MISCONDUCT, PERFORMANCE-RELATED ISSUES, OR EQUAL EMPLOYMENT OPPORTUNITY COMPLAINTS. CASES HAVE CENTERED ON: ALLEGED IMPROPER USE OF E-MAIL AND INTERNET, FALSIFICATION OF RECORDS, INSUBORDINATION, WORK-PLACE VIOLENCE, INEFFICIENT PERFORMANCE OF DUTIES, SICK-LEAVE ABUSE, GENDER DISCRIMINATION, MISUSE OF CITY PROPERTY, NEGLIGENCE, ETC. I WAS RESPONSIBLE FOR PREPARING THE FINAL PACKAGE THAT WAS SUBMITTED TO THE APPOINTING AUTHORITY DOCUMENTING ALL THE FINDINGS, AND FOR MAKING RECOMMENDATIONS REGARDING THE APPROPRIATE LEVEL OF DISCIPLINE ACCORDING TO THE NATURE OF THE OFFENSE AND THE EMPLOYEE'S RECORD. I WAS ALSO A MEMBER OF THE DIVISIONAL ACCIDENT REVIEW COMMITTEE, THE RESPONSIBILITY OF WHICH IT IS TO INVESTIGATE ALL MOTOR VEHICLE ACCIDENTS AND INDUSTRIAL INCIDENTS, REVIEW THE FINDINGS, DETERMINE THE DEGREE OF PREVENTABILITY, AND MAKE RECOMMENDATIONS TO THE APPOINTING AUTHORITIES PURSUANT TO THE PROVISIONS OF THE CITY'S ADMIN.REGS. 75.12

G. CLASSIFICATION / COMPENSATION STUDIES AND SURVEYS:
(3/01 - 4/06): I HAVE PREPARED DOCUMENTS FOR THE CLASSIFICATION / CREATION OF THE FOLLOWING NEW POSITIONS: CEMENT FINISHER, DATA ENTRY CLERK, AND ASSOCIATE MANAGEMENT ANALYST (RISK MANAGEMENT LIAISON). I HAVE ALSO PREPARED, DOCUMENTS FOR THE RECLASSIFICATION OF ADMINISTRATIVE AIDES (TO ASSOCIATE ANALYSTS), WATER UTILITY SUPERVISORS (TO SENIOR WATER UTILITY SUPERVISORS OR TO PLANT PROCESS CONTROL SUPERVISORS (MAINTENANCE COORDINATOR/SCHEDULERS), SENIOR WATER UTILITY SUPERVISORS (TO PRINCIPAL SUPERVISOR), AND SENIOR MANAGEMENT ANALYST (TO SUPERVISING). IN ORDER TO DETERMINE IF THE REQUEST FOR CLASSIFICATION OR RECLASSIFICATION HAD MERIT, I CONDUCTED DETAILED SURVEYS/INTERVIEWS TO IDENTIFY KSAs APPLICABLE TO EACH JOB CLASSIFICATION UNDER CONSIDERATION, COMPARED THE DUTIES AND RESPONSIBILITIES AS WELL AS THE BASE SALARIES AND FRINGE BENEFITS ASSOCIATED WITH SIMILAR OR CLOSELY RELATED POSITIONS IN OTHER DIVISIONS AND DEPARTMENTS.

H. EMPLOYEE RELATIONS AND DEVELOPMENT:
(10/01 - 4/06): I HAVE PARTICIPATED IN THE FOLLOWING EMPLOYEE DEVELOPMENT ACTIVITIES: 1. (12/03 - 4/04): I TOOK THE LEAD TO DEVELOP AND PILOT A SERIES OF WEEKLY SEMINARS ON 'WRITING WITH STYLE. WORKING WITH THE TRAINING COORDINATOR, THE SIX-WEEK SEMINAR COVERED PUNCTUATION, CAPITALIZATION, PRONOUN USAGE, SUBJECT-VERB-NUMBER AGREEMENT, VERB TENSES, RULES OF COMPOSITION, ETC. 2. (01/02 - 04/02): I DEVELOPED A 90-MINUTE TRAINING SESSION ON 'TIPS FOR WRITING RESUMES, COMPLETING APPLICATIONS, AND SUCCESSFUL INTERVIEWING. 3. (3/01 - 01/03): THE CITY-WIDE CAREER MANAGEMENT PROGRAM IS LINKED TO A SUCCESSION PROGRAM TO MENTOR AND DEVELOP EMPLOYEES AND ENABLE THEM TO FOLLOW ON OTHERS' FOOTSTEPS. IN EARLY 2001, THE CITY DECIDED TO EXPAND CAREER MANAGEMENT OPPORTUNITIES TO INCLUDE EMPLOYEES IN FIELD CREW POSITIONS. I WAS TASKED WITH ASSESSING THE CURRENT TRAINING LEVEL, AS WELL AS THE NEEDS AND CAREER EXPECTATIONS, OF FIELD EMPLOYEES. I DEVELOPED A 40-QUESTION SURVEY FOR 350 EMPLOYEES IN WWC. THE SURVEY WAS DESIGNED TO REVEAL THE EMPLOYEES' AWARENESS OF OPPORTUNITIES AVAILABLE TO THEM REGARDING TRAINING AND ADVANCEMENT. THE SURVEY ALSO UNCOVERED AN INTEREST IN HAVING MENTORING AND CROSS-TRAINING COMPONENTS IN THIS PROGRAM. LATER, I WAS RESPONSIBLE FOR ESTABLISHING CRITERIA USED TO IDENTIFY TARGET GROUPS WITHIN WASTEWATER COLLECTION DIVISION WITH LIMITED CAREER DEVELOPMENT AND ADVANCEMENT OPPORTUNITIES. I ALSO WORKED ON THE DEVELOPMENT OF PROGRAM ELEMENTS (COMPUTER TRAINING, CAREER ASSESSMENT AND PLANNING TO PURSUE FORMAL EDUCATION, JOB-SPECIFIC TRAINING LEADING TO PROMOTION OR TRANSFERS, ETC.) AND IN THE ROLL-OUT/PRESENTATION PROCESS FOR CANDIDATES FROM THE MAINTENANCE AND SKILLED TRADES.

ADDITIONALLY, FROM 2/00 TO 4/06, I WAS INVOLVED IN EMPLOYEE RELATIONS ACTIVITIES TO THE EXTENT OF IDENTIFYING THE NEED FOR, DEVELOPING, WRITING (OR UPDATING), IMPLEMENTING, AND MONITORING PROGRAMS, POLICIES, AND PROCEDURES.

I. SUPERVISION OF PROFESSIONAL HUMAN RESOURCES STAFF:
(3/01 - 4/06): I SUPERVISED A STAFF OF 13 EMPLOYEES, SIX OF WHICH WERE PART OF THE H.R. UNIT, THE ACTUAL HEAD OF WHICH WAS AN ASSOCIATE MANAGEMENT ANALYST (RISK MANAGEMENT LIAISON). THIS POSITION SUPERVISED 1.0 CLERICAL ASSISTANT II (RECEPTIONIST) AND 2.0 ADDMINISTRATIVE AIDES II, ONE OF THE ADMIN AIDES SUPERVISED 2.0 PAYROLL SPECIALISTS II AND 1.0 CLERICAL ASSISTANT II. THE H. R. UNIT PROVIDES SERVICES ASSOCIATED WITH PAYROLL, RECEPTION AND CLERICAL SUPPORT TO THE DEPUTY DIRECTOR AND THE ASSISTANT DEPUTY DIRECTOR, LIGHT-DUTY COORDINATION, DRUG AND ALCOHOL TESTINGS (IN ACCORDANCE WITH DEPARTMENT OF TRANSPORTATION REQUIREMENTS), AND THE MANAGEMENT OF ACTIVITIES (SUCH AS IN-DEPTH ANALYSIS OF THE JOB CLASSIFICATION STRUCTURE AND STAFF ORGANIZATION, TRAINING AND DEVELOPMENT, TRACKING AND REPORTING OF OVERTIME USAGE, BENCHMARKING AND COMPETITIVENESS ASSESSMENTS VIS VIS THE BID-TO-GOAL, PAY-FOR-PERFORMANCE, AND OPTIMIZATION PROGRAMS, ETC.) AIMED AT ESTABLISHING BEST-MANAGEMENT PRACTICES FOR THE IMPROVEMENT OF DIVISIONAL EFFICIENCY. I PLANNED AND ASSIGNED THE WORK OF THE ASSOCIATE MANAGEMENT ANALYST, CHECKED ITS PROGRESS, EVALUATED ITS QUALITY, AND PROVIDED COACHING AND FEEDBACK. I PROVIDED INSTRUCTION ON (OR INTERPRET THE LANGUAGE OF) POLICIES AND PROCEDURES, WROTE THE PERFORMANCE PLAN AND PRESENTED THE PERFORMANCE EVALUATION, AND, IF NECESSARY, ADMINISTERED DISCIPLINE. THROUGH THE ASSOCIATE ANALYST, I OVERSAW THE REST OF THE H.R. STAFF TRAINING AND DEVELOPMENT, WORK PLANNING AND ASSIGNMENTS, PERFORMANCE EVALUATIONS, AND ADMINISTRATION OF DISCIPLINE.

J. STRATEGIC PLANNING, PAY-FOR-PERFORMANCE, AND/OR OPTIMIZATION (PLEASE REFER ALSO TO ITEM 'D):
(3/01 - 4/06) UNDER THE CITY'S PERFORMANCE MANAGEMENT PROGRAM, THE DIVISION HAS UNDERGONE AN EXTENSIVE OPERATIONAL ASSESSMENT TO IDENTIFY AREAS WHERE IMPROVEMENTS IN EFFICIENCY AND EFFECTIVENESS WOULD SUPPORT THE CITY'S ON-GOING INITIATIVES TO INCREASE ITS COMPETITIVENESS. IN LATE 2000, THIS ASSESSMENT RESULTED IN AN OPTIMIZATION REPORT THAT CALLED FOR THE DEVELOPMENT OF ACTION PLANS AIMED AT ESTABLISHING BEST BUSINESS/MANAGEMENT PRACTICES (BMPS) IN THE AREAS OF ORGANIZATIONAL DEVELOPMENT AND EFFECTIVENESS, AND THE STANDARDIZATION OF POLICIES AND PROCEDURES. I WAS RESPONSIBLE FOR, FIRST, DEVELOPING AND IMPLEMENTING SEVERAL OF THOSE ACTIONS PLANS AND, LATER, EVALUATING THEIR EFFECTIVENESS. I WROTE PLANS TO (1) DEVELOP BETTER WAYS TO TRACK PERFORMANCE AND SUBMIT TIMELY REPORTS TO IMPROVE RECOGNITION AT THE FIELD-CREW LEVEL; (2) FOLLOW-UP ON LOST-TIME ACCIDENTS AND PROMOTE PROMPT RETURN TO FULL DUTY; (3) IDENTIFY ISSUES THAT HAVE RESULTED IN EXCESSIVE INJURY-RELATED LOST TIME; (4) INCORPORATE EQUIPMENT CHECK IN SAFETY INSPECTIONS TO DETERMINE OPTIMUM CALIBRATION AND REPLACEMENT CYCLES; (5) IDENTIFY THE LOCATION OF SUBSURFACE UTILITIES PRIOR TO EXCAVATION AND, THUS, AVOID POTENTIAL DAMAGE TO THE UNDERLAYING INFRASTRUCTURE; AND (6) RE-STRUCTURE THE CLOSED-CIRCUIT TELEVISING UNIT UNDER FOUR DIFFERENT SCENARIOS IN ORDER TO DERIVE MAXIMUM OUTPUT FROM EQUIPMENT AND PERSONNEL.

K. PRESENTATION AND PROJECT MANAGEMENT:
(4/02 - 4/06): I WAS THE PROJECT MANAGER FOR A 1.8 M CONTRACT VIA WHICH THE DIVISION WAS PROVIDED WITH PROFESSIONAL ENGINEERING AND CONSULTING SERVICES. I OVERSAW THE PREPARATION OF TWELVE SEPARATE WRITTEN ACTION PLANS AND PROGRESS REPORTS DUE TO THE U.S. ENVIRONMENTAL PROTECTION AGENCY IN SEPTEMBER AND DECEMBER OF 2002, AND FEBRUARY 2003. LATER, I WAS GIVEN RESPONSIBILITY FOR OVERSEEING THE PREPARATION OF THE ANNUAL PROGRESS REPORTS SUBMITTED IN FEBRUARY OF EACH YEAR. THROUGHOUT THIS PROCESS, I COORDINATED AND FACILITATED MEETINGS INVOLVING PROFESSIONAL CONSULTANT STAFF AND DIVISION EMPLOYEES TO ENSURE ALL THE REQUIREMENTS SET FORTH BY THE EPA WERE COMPLIED WITH. I IDENTIFIED KEY PERSONNEL TO WORK ON A GIVEN TASK, AND FOR HELD REGULAR MEETINGS WITH TASK LEADERS TO ENSURE THE CORRECT APPROACH TO SOLVE A PROBLEM WAS BEING FOLLOWED, AND DETERMINED THE LEVEL AND TYPE OF SUPPORT NEEDED TO COMPLETE A TASK. I ALSO ESTABLISHED DEADLINES, SET CRITERIA FOR QUALITY CONTROL OF DELIVERABLES, AND CHAIRED INTERNAL REVIEW SESSIONS. I REPRESENTED MANAGEMENT BEFORE EPA REPRESENTATIVES FROM REGION IX IN SAN FRANCISCO TO DISCUSS REPORT FINDINGS, ACTIONS PLANS, OR SEEK CLARIFICATION ON THE DATA SUBMITTED. LAST, BUT NOT LEAST, I PARTICIPATED IN THE DOCUMENT REVIEW PROCESS, AND CERTIFIED TO THE QUALITY OF EACH SUBMITTAL PRIOR TO IT BEING SIGNED BY THE DEPUTY DIRECTOR.

EDUCATION:
B. SC. INDUSTRIAL AND ENVIRONMENTAL HEALTH MANAGEMENT, FERRIS STATE UNIVERSITY, AUGUST 1992

CERTIFICATION: HUMAN RESOURCES MANAGEMENT AND PUBLIC SECTOR EMPLOYMENT LAW, SAN DIEGO STATE UNIVERSITY AND COUNCIL FOR EDUCATION IN MANAGEMENT, APRIL 2002

ADDITIONAL TRAINING:
1. FRONT-LINE MANAGEMENT SERIES (2003); 2. CAREER MANAGEMENT PROGRAM (2000 - 2001); 3. LEADERSHIP DEVELOPMENT PROGRAM (2000-2001); 4. 4-DAY DIVERSITY TRAINING (1998); 5. 5-WEEK MANAGEMENT ACADEMY 2000 (1997)

OTHER QUALIFICATIONS:
A. EXPERIENCE CONDUCTING PERSONNEL STUDIES IN CONNECTION OPTIMIZATION / INCENTIVE PROGRAMS (3/01 - 11/01; AND 02/02 - 4/06): (1) REORGANIZATION OF FIELD CREWS; AND (2) OF THE ADMINISTRATION STAFF TO IMPROVE EFFFICIENCY.
B. EXPERIENCE PREPARING STUDIES, SURVEYS, ANALYSES, AND REPORTS FOR GENERAL GOVERNMENT OPERATIONS (PLEASE REFER TO EXPERIENCE LISTED ABOVE)..
C. EXPERIENCE PREPARING STATISTICAL ANALYSES, EXHIBITS, AND REPORTS TO SUMMARIZE FINDINGS, RESPOND TO QUESTIONS, AND MAKE RECOMMENDATIONS THAT AFFECT PROGRAMS, POLICIES, AND PROCEDURES (01/96 - 3/01): PLEASE SEE ITEMS "D" AND "J" ABOVE (IN THE SECTION DESCRIBING H.R AND ADMINISTRATIVE-RELATED EXPERIENCE).

REFERENCES:
TOM GIBSON; CITY OF SAN DIEGO DANIEL DENHAM; SAN DIEGO COUNTY
SAFETY AND TRAINING MANAGER PRINCIPAL WATER RESOURCES SPECIALIST
Phone Number: (619) 525-8245 Phone Number: 858-204-0005

JAVIER GONZALEZ WILBUR SMITH; CITY OF SAN DIEGO
BUSINESS OWNER ASSISTANT DEPUTY DIRECTOR
Phone Number: 858-273-1218 Phone Number: 858-874-7635