"A" solution is not the answer. "Your" solution is.
With extensive experience in Government human resource management and private sector, Kopler Strategies can craft solutions that address your needs while fully addressing the intricacies and complexities of Federal staffing rules, regulations, and policies.
Here is what Kopler has provided for these clients:
Department of State -- Conducted Workforce Assessment for Office of the Coordinator of Reconstruction and Stabilization. Implemented of multiple Competitive Sourcing Studies. Provided RIF preparation, transition planning, employee counseling, management advisory services, and human resources expertise. Made recommendations for overhauling State's Civil Service hiring process. Developed strategies for streamlining and improving the process.
Department of Transportation -- Developed and implemented employee/organizational transition activities for multiple Competitive Sourcing Studies. Developed agencywide competitive level coding system. Provided RIF planning and preparation, human resources advisory services, training materials and modules. Developed Workforce Plans, Strategic Human Capital Plans, Workforce Analyses, Succession Plans, for the Federal Motor Carrier Safety Administration.
Department of Labor -- Developed departmentwide training course for HR managers on strategic management of human capital in the 21st Century. Developed departmentwide competencies for mission critical occupations. Developed assessment questions for applicant hiring. Planned and implemented Reductions In Force. Implemented Competitive Sourcing studies and provided an overhauled competitive level coding system.
Department of Treasury, United States Mint - Developed workforce analysis for the Office of the CIO. Developed Service Level Agreements between human resources functions and line offices. Conducted compensation analysis of Mint Police force and developed proposed new pay scales to bring Mint Police pay into competitive alignment with other Federal law enforcement activities.
Department of Interior, Office of the Special Trustee for American Indians -- Conducted nationwide, agencywide workforce assessment and developed workforce plans, realignment plans, and implementation strategies to address emerging workforce issues.
Bureau of Engraving and Printing: Completed an agencywide RIF readiness assessment. Developed competitive level coding tools. Implemented multiple Competitive Sourcing studies and organizational transition plans.
Environmental Protection Agency -- Analyzed and reviewed the agency's Human Capital Strategy. Developed report assessing its strengths and weaknesses.
Department of Homeland Security -- FEMA: Drafted and provided a Strategic Human capital Plan covering the entire agency. Transportation Security Administration: Conducted workforce assessments and workforce plans for multiple offices. Conducted reviews and development of strategies to streamline hiring processes.
Pension Benefit Guaranty Corporation -- Developed competency models and training tools covering mission critical occupations.
Equal Employment Opportunity Commission -- Conducted agencywide review of structure, resources, workload, assets, functions, mission, and service delivery. Constructed top-to-bottom agency restructuring and human capital plans.
Farm Credit Administration -- Conducted agencywide Human Capital Assessment and developed an accompanying workforce plan.
Department of Commerce -- Developed departmentwide reporting template for workforce restructuring planning. Analyzed Department workforce restructuring plan that got Commerce "to green."
SAS Institute, Inc. -- Partnered in development of human capital tools and workforce planning and analysis systems applicable to Federal agency needs.
Monster Government Solutions -- Developed extensive detailed Human Resource User Toolkit to assist Quickhire/Hiring Management users in successfully leveraging assessment tools.
State of Georgia, Georgia Merit System -- Developed workforce planning tools, competency models, and human capital strategies to the HR leader among Georgia State agencies. Provided conference sessions and instruction at annual conference.
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