Leadership Assessment and Development

Designed and conducted an Emerging Leaders Program for the high potential managers worldwide in a company that has been a leader in producing innovative building products and systems for over 100 years. Created and validated a Leadership Competency Model, designed and implemented a 360 survey, and facilitated various onsite activities including assessment exercises, feedback sessions, learning sessions, and small group "action learning" activities aimed at addressing key problems within the company.
Developed a Leadership Potential assessment and development program for a leading international manufacturer of equipment for high voltage energy transmission and distribution. All activities were facilitated and monitored by the customer and EASI·Consult LLC through our Customer Web Portal. The system enables participants to initiate and track their progress throughout an 8-week program that includes online assessments, feedback conversations and personal development plans.

Competency Modeling and Leadership Strategy

Researched and documented the elements necessary for an effective Leadership Development Initiative for the Board of Governors of the central banking system in the United States. Developed competency models that defined effective performance and can be used as an organizing framework for participants of the Leadership Development Initiative.

Customized and implemented a 9-month leadership development program for the top 300 executives from one of the largest U.S. defense, aerospace and defense-system suppliers. A three-phase program design targeted personal leadership, team leadership, and organizational strategy. The program focused on preparing leaders to navigate challenges by effectively addressing and managing change.

Awarded 11 contiguous contracts by the U.S. General Services Administration (GSA) for the restructuring of the Public Buildings Service (PBS). Consulting scope included the PBS Central Office in Washington D.C. and its 11 Regional Offices. The initiative was driven by the President's Agenda for improving the management of the Federal government. Projects centered on business driven strategic reorganization, competency modeling, assessment and selection, placement, employee development planning, leadership development and coaching. Over a 3 year period EASI·Consult® developed and validated over 40 competency models, facilitated the development planning process that led to over 400 development plans, built an online Competency-Based Interview Tool (C-BIT), and delivered structured interviewer training.
Facilitated the U.S. Office of Governmentwide Policies' (OGP) efforts to redefine its business processes and systems, prompted by the General Accounting Office (GAO). Led in the design of a new organizational structure and identification of roles to support the new processes and structure. Assisted in writing new position descriptions and facilitated a process of assessing and mapping OGP's human capital into the new organizational structure. Also provided OGP with a solution for managing its internal talent.

Conducted nationwide study for the U.S. Defense Academy for Credibility Assessment (DACA), previously known as the Department of Defense Polygraph Institute. The Department of Defense (DoD) contracted with EASI·Consult® to define and validate a set of competencies/attributes that distinguish superior criminal interrogators. The competencies, described in summary as unique adaptive knowledge, were used to assist DACA in their efforts to train both military and civilian personnel to accurately and efficiently determine the credibility of information obtained from specific persons.

Designed and facilitated a 360 assessment program for senior management at a consulting firm that specializes in applying "lean consulting" to commercial, Federal government and healthcare industries. Created competency model and 360 assessment tool. Conducted the program for the company's Chairman and top 16 executives. Conducted coaching and development planning activities and performed regular progress checks for a 12-month period.

Created and validated an Assessment Center for the selection of store managers and assistant managers for a $4 Billion U.S. retail corporation. The company has become a household name for premium home furnishings, cookware and tableware.

Developed a highly efficient on-line pre-employment testing program for entry-level applicants in a retail setting. The program was developed for a national in-store portrait studio chain. It offers instant results to hiring managers, along with test-linked follow-up interview questions. The program has been validated and expanded to include assessment for manufacturing, banking, and healthcare organizations.

Developed, validated and implemented a pre-employment testing program for a UK owned manufacturer of aero derivative turbine systems for worldwide energy applications. The program was used for the staffing of one manufacturing plant start-up and is currently in use for an additional plant expansion, as well as replacement hiring.

Evaluated recruitment and selection process for a major Human Capital consulting organization that offers a full range of human resources services including recruiting, screening, testing and assessment for a variety of personnel categories. Provided an exemplary road map of the process to leverage new business and made recommendations for improvements.

Developed over 1,000 test items for the Aviation Selection Test Battery (ASTB), used by the U.S. Navy, Marine Corps and Coast Guard in selection of applicants for their officer aviation program. Created items in such areas as Mechanical Comprehension, Mathematical Comprehension, Reading Comprehension, Aviation and Nautical Information and Spatial Apperception. Also identified the industry-leading item management system for managing the ASTB test items.

Designed and implemented a Customer Service Satisfaction Survey targeting 6,000 active-duty members of the U.S. Public Health Service (USPHS) Commissioned Corps. The survey captured a range of internal customer service issues across several functional areas including training and development, information technology, compensation, and medical affairs.

Conducted an audit and critical review of pre-employment testing for Ramp Workers of a major U.S. Airline. Identified significant liabilities to EEO laws and made recommendations for steps to bring the hiring process into compliance, as well as, improved the quality of hires.

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