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HomeMy WebLinkAboutItem 07 - Re-Appoint Members to the Workforce Development Board Community Development Agency www.santa-ana.org/community-development Item # 7 City of Santa Ana 20 Civic Center Plaza, Santa Ana, CA 92701 Staff Report August 15, 2023 TOPIC: Reappoint Members to the Workforce Development Board AGENDA TITLE Reappoint Members to the Workforce Development Board for a Four-Year Term RECOMMENDED ACTION 1. Reappoint Ignacio Alegre, Gail Araujo, Annebelle Nery, Enrique Perez, Johanna Rivera, Bob Tucker, and Dennis Varnum to the Santa Ana Workforce Development Board for a four-year term expiring May 31, 2027. 2. Appoint Veronica Hernandez (replacing Magdalena Fernandez) for a partial four- year term expiring May 31, 2026. 3. Appoint Rhonda Miller (replacing Stacey Sanchez) for a partial four-year term expiring May 31, 2026. DISCUSSION On May 17, 2016, the City Council adopted Resolution 2016-031 establishing the Santa Ana Workforce Development Board (WDB) and appointed 25 members. In accordance with the federal Workforce Innovation and Opportunity Act (WIOA) Section 107(b)(2)(A- D), a local WDB board will consist of representatives from specific categories, and the number of members in each category will be proportionally determined based on total membership. Additionally, there is a requirement to maintain over 50 percent representation from the local business sector. WDB Board members are appointed by City Council under the categories of membership, prescribed by law, as follows: •Representatives from local businesses: 13 members •Representative from labor, labor registered: five members apprenticeship, and/or community based organization: one member •Representatives from local education institutions: three members •Representative from government entities: four members (Dept. of Rehabilitation, Social Services Agency, EDD, and Economic Development): one member There are seven members whose terms have expired and are recommended to be re- appointed. They represent local business – Johanna Rivera, labor – Bob Tucker, local education institutions – Dr. Annebelle Nery and Enrique Perez, government entities – Re-Appoint Members to the Workforce Development Board August 15, 2023 Page 2 3 6 4 2 Dennis Varnum, Employment Development Department, Gail Araujo, Social Services Agency, and Ignacio Alegre, Department of Rehabilitation (Exhibit 1). The nominees have been active and committed to the purpose of the WDB and have expressed a desire to continue participation on the board. Two representatives from local area businesses are recommended for appointment. Ms. Veronica Hernandez is the Director of Human Resources for D.F. Stauffer Biscuit Co/Meiji America Inc. and is recommended to be appointed for a partial term expiring May 31, 2026 to replace Magdalena Fernandez, who resigned due to change of employment (Exhibit 2). The second is Ms. Rhonda Miller, Director of Business Engagement, from the Better Business Bureau serving the Pacific Southwest. Ms. Miller is recommended to be appointed for a partial term expiring May 31, 2026 to replace Stacey Sanchez, who resigned due to relocating out of the area (Exhibit 3). FISCAL IMPACT There is no fiscal impact associated with this item. EXHIBIT(S) 1. Resumes – Alegre, Araujo, Nery, Perez, Rivera, Tucker, Varnum 2. Resume – Veronica Hernandez 3. Resume – Rhonda Miller Submitted By: Michael L. Garcia, Executive Director of Community Development Approved By: Kristine Ridge, City Manager Ignacio Alegre Office: 2002 E. McFadden, Suitel00 Department of Rehabilitation Santa Ana, CA 92705 714.662-6042 ialegre@dor.ca. gov ACADEMIC PREPARATION: M.S. in Counseling, California State University, San Diego, CA, 2008 Emphasis: Vocational Rehabilitation & Psychological Testing Concentration: Learning Disabilities, Psychiatric & Physical Limitations M.A. in Sociology, California State University, Fullerton, 2005 Emphasis: Research Methods and Statistical Analysis Concentrations: Juv enile Delinquency, Criminal Justice & Social Disabilities. Thesis: Father Presence, Purpose in Life and Achievement, among Latinos Advisors: Dr. Rae Newton & Dr. Edythe Krampe B.A. in Psychology, California State University, Fullerton, 2003 Concentrations: Social Psychology & Theoretical Schools of Thought A.A. in Liberal Arts, Cypress College, Cypress, CA, 2001 Emphasis: Psychology & Sociology EXHIBIT 1 RESEARCH SKILLS: •Applied Research studies to improve the Quality of Life•Research Methods•Utilized SPSS and SAS statistical programs extensively•Survey development and administration•Extensive knowledge of research methods (Basic vs Applied)•Advanced lmowledge of Inferential and Descriptive Statistics •Need Assessments •Grant Writing •Work/Vocational Assessments •Social Adjustments HONORS: Most Inspirational Graduate, 2005 Sigma Alpha Gamma Alpha, 2004 Graduate Honor Society, 2003 LANGUAGES: •Fluent in English and Spanish•Ability to speak, read and write in the above languages PROFESSSIONAL EXPERIENCE: Rehabilitation Supervisor, 2010-Present California Dept. of Rehabilitation, Santa Ana, CA Under the general direction of the Rehabilitation Administrator II (District Administrator), the Rehabilitation Supervisor supervises the activities of a unit, consisting of tean1s of Senior Vocational Rehabilitation Counselors -Qualified Rehabilitation Professionals; Senior Vocational Rehabilitation Counselors (Service Coordinators), Employment Program Representatives (Vocational Rehabilitation Employment Coordinator), Office Technicians and Support Services Assistants performing duties related to the service delivery system. Performs the more difficult program support functions such as Workforce Investment Board (WIB) activities, contract negotiations and contract compliance, planning, vocational program evaluation, & development monitoring of administrative & service budgets, & community relations. Using initiative, good judgment, & resourcefulness, the Rehabilitation Supervisor must analyze situations & resolve problems effectively. EXHIBIT 1 Psychology Professor, 2009-2012 Adjunct Faculty at Cerritos College, Norwalk, CA Teach Elementary Statistics 210 -Applied Research Methods -Statistical Significance -Descriptive vs. Inferential Statistics Psychology Instructor, 2005 -2010 Adjunct Faculty at Cypress College, Cypress, CA Teach Introduction to Statistics & Probabilities 161 -Qualitative vs. Quantitative Research Designs -Research Methods Teach Introduction to Psychology 100 Teach Introduction to Sociology 101 Teach Development Psychology 139 Senior Vocational Rehabilitation Counselor, 2005-Present California State Department of Rehabilitation, Anaheim, CA Provide vocational rehabilitation therapy Provide vocational & guidance counseling Develop Individualized Plans for Employment Criminal Justice Instructor, 2005-2007 Adjunct Faculty of Criminal Justice, Westwood College, Anaheim, CA Courses taught: Introduction to Criminal Justice 100 Juvenile Justice 200 Introduction to Gangs 300 Criminology 400 Instructor, 2002-2005 Orange County Bar Foundation, CA Santa Ana and Fullerton Courthouse (part-time). Instruct the Short Stop program. Short Stop is a juvenile delinquent first time offenders program. Instruct the Stop Short of Addiction Juvenile program. Research Assistant, 2003-2004 Faculty of Sociology, California State University, Fullerton, CA •Assisted Dr. Krampe on a Father Presence Special Sociological Project•Collected and analyzed data, using SPSS and SAS programs Family Support Counselor, 2002-2003 Children's Bureau of Southern California, Santa Ana, CA Implement & Coordinate the Great Begim1ings Program Father's Program Facilitator EXHIBIT 1 Provide resources and services to at risk families. Provide in home counseling and parenting skills. Youth Counselor, 1997-2000 Good News Family Christian Center, Anaheim, CA Preventing Juvenile Delinquency Family Unity Advocate PROFESSIONAL MEMBERSHIPS: American Psychological Association Society For The Study of Social Problems Western Psychological Association PAPERS PRESENTED AT CONFERENCES: Parent Involvement and their Children's Success Academic Success & Purpose of Life, Among Latinos Expanding Vocational Rehabilitation (VR) Outreach Programs to Asian American CURRENT RESEARCH INTERESTS: Psychiatric Impairments, Statistical Analysis, Applied Behavioral Analysis, Multi-Cultural Relationships, Job Placement Theories, Social Learning Theories, Multi-Cultural Society Studies, Disability Movements, Medical Aspects, Labor Market Analysis, Academic Success & Successful Vocational Transitions EXHIBIT 1 REFERENCES: Letters of recommendations available upon request. The following persons have written letters of recommendation on my behalf: Nina DeMarkey, Dean Social Science Division Cypress College Cypress, CA 90630 Dr. Rae Newton, Professor School of Sociology California State University, Fullerton, CA Dr. Edythe Krampe, Professor School of Sociology California State University, Fullerton, CA Dr. Lorraine Prinsky, Professor School of Sociology California State University, Fullerton, CA Dr. Pom:jak, Professor School of Sociology California State University, Fullerton, CA Dr. Yamile Fernandez Psychologist C.F.C.B.N., Santa Ana, CA Jose Contreras Social Worker Orange County Social Services, Santa Ana, CA Dr. Randy Martinez School of Psychology Cypress College, Cypress, CA Todd Bell, M.S. School of Criminal Justice Westwood College, Anaheim, CA Alejandro Tovares, M.S. Program Supervisor Children's Bureau of Southern California, Santa Ana, CA Carlos Sandoval, M.S. Psychology Professor at Cerritos College, Norwalk, CA EXHIBIT 1 Gail Araujo SOON. State College Blvd, Orange, CA 92868 Phone: (714) 541-7810 • E-mail: gail.araujo@ssa.ocgov.com OBJECTIVE Administrative management professional with over 14 years of proven management, leadership, and administrative skills. Seeks to foster innovation and lean management skills for the betterment of the organization and the public we serve, through compassion, integrity, and team work. KNOWLEDGE, SKILLS, AND ABILITIES ✓Effective management style which fosters teamwork and collaboration1 and ensures successful completion of projects through empowerment and follow-up. ✓Experienced leader who's individual philosophy of sharing and teaching has allowed for good long lasting working relationships with people and continued success in all assignments. ✓Change agent with substantial knowledge of change management pricinples, including change readiness, stakeholder engagement, business process reingenleerlng and gap analysis, and communication management. ✓Extensive knowledge in Project Management standards, including, schedule management, resource management, communications management, and risk managemet and mitigation. ✓Innovative communicator with excellent public speaking skills and extensive presentation experience. ✓Ability to lead high performing teams in a fast-paced and ever-changing environment. ✓Excellent writing skills that provide clear communication in a professional manner. ✓Critical and analytical thinker with effective management, technical, and supervisory and problem-solving skills. ✓Team player who can collaborate with others in a professional manner. ✓Proficient in Power Point, Microsoft Excel, Microsoft Outlook, Microsoft Word, Adobe Software Suite, Visio, Microsoft Project, SharePoint, Skype for Business, Microsoft Teams, Publisher, and Prezi. PROFESSIONAL EXPERIENCE Social Services Agency Orange, CA Execitive Manager (2021 -Present) Division Director, Family Self-Sufficiency and Adult Services •Management of over 850 staff, from AM Ills to clerical, responsible for administering Refugee Cash Assistance program, Foster Care Eligibility, the CalWORKs program, In-Home Supportive Services (IHSS), and Adult Protective Services which enables disadvantaged individuals and families to become self-sufficient through employment, and protects aged and disabled adults from abuse and exploitation, with a total operating budget of approximately $347 million. •Direct the development and implementation of both agency and divisional goals, policies, and strategic plans, and manage the allocation of resources and service levels to meet client needs. •Monitor the organizational structure, staff assignments, service levels, and systems required to accomplish SSA's mission and objectives in an effective and efficient manner, and direct the identification and analysis of opportunities for service enhancements. EXHIBIT 1 Gail Araujo ( continued) Page 12 •Consult with and provide well prepared reports to the SSA Director, Chief Deputy Director, the County Executive Office, and the Board of Supervisors or their staff regarding the activities of the functional area assigned and coordinate with other County departments in addressing service needs. •Represent SSA before, or provide information to, commissions 1 boards, committees, and representatives from federal, State, and local agencies, professional organizations, constituent organizations, community, civic and industry leaders, or the media. •Direct the development and implementation of the division's strategic plan and operational budget, and monitor expenditures to ensure adherence to the approved budget. •Provide employee mentorship and training to achieve Agency goals and outcomes. •Maintain positive working relationships with federal, state, and local agencies. •Determine financial impact, monitor project budgets and make recommendations regarding projects to be funded, and present fiscal strategies and justification to administration. •Interpret applicable laws, ordinances and codes, and measure organizational effectiveness against key operational and financial targets and reset strategies accordingly. •May act for and assume responsibilities of the Chief Deputy Director or Agency Director in their absence. Social Services Agency Orange, CA Administrative Manager Ill (2017 -2021) Deputy Division Director, Adult Services •Management of over 250 staff, from AM Ifs to clerical, responsible for administering In Home Supportive Services and Adult Protective Serives programs. •Provide oversight and direction including, staff management, direct client engagement matters, management of Warner lobby, and general program administration with a total operating expense budget of approximately $31 million. •Represent SSA Adult Serives in various State and community partnership meetings and committees, including CWDA Adult Services Committee Meeting1 Elder Abuse Forensic Center1 Financial Abuse Specialist Team1 and IHSS Advisory Committee. •Serve as the Agency liaison with Public Authority, by providing guidance on staffing, budget, operations, and participating in MOU negotiations with labor groups. •Assist with escalated client compliants and client matters envolving media1 litigation, and the Board of Supervisors. •Reenginer business processes1 implement process improvements1 and restructure staffing and resources to enhance organizational effectiveness and operational efficiencies to better serve the community. •Establish priorities for subordinate staff and provide oversight to ensure goals are met, and set vision and mission for teams to ensure alignment with Agency Core Values. Deputy Division Director, Contracts, Procurement, Humand Resources, and Training and Career Development •Management of over 100 staff, from AM lls to clerical, responsible for supporting contracts1 procurement1 recruitement, position control, human resources1 and training and professional development for all Social Service agency Divisions. •Provide oversight, including review and approval of over 500 contracts and MOUs that provide over $180 million in goods and services to all areas of the Agency, to ensure critical and mandated services can be provided to the public we serve. •Approve and authorize Agency purchases of up to $100,000. •Provide oversight and direction of the creation, maintenance, and monitoring of approximately 1600 Agency positions1 including temporary help and extra help. •Provide oversight, direction1 and recommendations regarding recruitment activities for all Agency vacancies1 which result in over 300 new hires and promotions per year. EXHIBIT 1 Gail Araujo (continued) Page I 3 •Provide oversight1 direction, and recommendations regarding training and career development, which results in delivery of approximately 800 in person and eLearn trainings per year, and the training of approximately 350 new hires, as well as onging trainings for existing SSA staff. •Serve as the Agency liaison between HRS and SSA1 responsible for making recommendations to Executive Management regarding high profile and critical employee relations issues and assisting with Union-related matters such as labor inquires1 MOU negotiat ions, and Meet and Confer obligations. •Reenglner business processes 1 implement process improvements1 and restructure staffing and resources to enhance organizational effectiveness and operational efficiencies in contracts, procurement1 recruitment, and position control. •Estab!ish priorities for subordinate staff and provide oversight to ensure goals are met, and set vision and mission for teams to ensure alignment with Agency Core Values. Other Deputy Division Director Duties as Member of the Leadership Development Team •Chair and serve on Agency-wide steering committees and leadership development teams that are geared toward achieving efficiencies, promoting development of staff, and making decisions regarding policies and procedures for the Agency. •Participate as Logistics Chief in the Department Operations Center. During the COVID pandemic, this included coordination and oversight of the purchasing of approximately $6 million dollars of Personal Protective Equipment and other emergency supplies; development, implementation, and ongoing management of agency wide protocol for positive notifications to staff; collaborating with Human Resources on issues regarding Emergency Paid Sick Leave and Emergency Family and Medical Leave Act, including messaging to staff; coordinating and facilitating disucssions with Labor Unions to keep them informed and address any concerns regarding staff safety; assisting with the develop ment and implementation of telework equipment prioritization and distribution, which resulted in deploying over 50% of staff to telework; and coordination of volunteer staffing and other resource needs. Department of Public Social Services Administrative Services Manager II (2017 -2017) Los Angeles, CA •Direct management of approximately 15 management and non-management staff assigned to Communications Section, including, but not limited to: supervising and directing staff; assigning, reviewing, and approving work products; mentoring and training staff; and conduc ting annual performance reviews. •Assisting and serving as back-up to the Administrative Services Manager Ill in charge of the Communications Section, including, but not limited to, attending executive level meetings and interfacing with and making recommendations to Executive Management and other stakeholders. •Oversight of internal and external departmental communication, including, but not limited to, departmental social media sites, media inquires, Annual Reports, awareness campaigns, outreach campaigns and activities, monthly departmental newsletters, departmental news channel, electronic bulletin boards, etc. •Preparing reports and presentations for executive leade rship to report project status and create awareness of project goals and objectives. •Leading management meetings, including meetings with County Executive Management and other stakeholders. Internal Services Department Los Angeles, CA Administrative Services Manager II (2015 -2017) •Making recommendations to higher level managers pertaining to all aspects of County contracting. •Conducting surveys and preparing reports to respond to Board motions and inquiries related to County contracting. •Preparing presentation s to train County staff on contract related processes and procedures, including, but not limited to , general con tracting, RFSQ, Evaluations, and living Wage. •Developing solicitation documents, to include, Request for Proposals and Sample Agreements. EXHIBIT 1 Gail Araujo ( continued) •Experience with Proposition A solicitations. Department of Public Social Services Administrative Services Manager II (2014 -2015) Page(4 Norwalk, CA •Direct management of approximately 30 management and non-managem ent staff assigned to the Organization Change Managemen, Section, including, but not limited to: supervising and directing staff; assigning1 reviewing, and approving work products; mentoring and training staff; and conducting annual performance reviews. •Assisting and serving as back-up to the Human Services Manager Ill in charge of the Organizational Change Management Section, including, but not limited to, attending executive level meetings and interfacing with and making recommendations to Executive Management, vendors, an d other project stakeholders. •Preparing reports and presentations to executive leadership to report project status, train staff on project management processes and procedures, and create awareness of project goals and objectives, and col laborating on multi-media presentations designed to inform and educate staff on Organizational Change Management concepts and tools. •Developing tools to help track, monitor, an d control essential project fu nctions, including project schedule, risk management, communications management, and resource management, and co!laborating with Executive Management, vendors, and other project stakeholders to develop project management procedures and methodologies that standardize operational process. •Leading project management meetings, including meetings with vendors, County Executive Management, and other project stakeholders. Department of Public Social Services Norwalk, CA Administrative Services Manager 1/Adminstrative Services Manager II (2006 -2014) •Direct management of approximately 4 management and non-management staff assigned to the Leader Replacement System {LRS) Project, including, but not limited to: supervising and directing staff; assigning, reviewing, and approving work products; mentoring and training staff; and conducting annual performance reviews. •Assisting and serving as back-up to the Administrative Services Manager Ill in charge of the LRS Project, including, but not limited to, attending executive level meetings and interfacing with and making recommendations to Executive Management, the State's Office of Systems Integration, and other project stakeholders. •Leading the LRS solicitation, including, but not limited to: collaborating with County Counsel and Outside Counsel in preparing and finalizing LRS solicitation, including the Request for Proposal, Statement of Work, Statement of Requirements, and Sample Agreement; managing the LRS Proposal Evaluation, including development of the LRS Evaluation Manual, training of the Evaluation Committee members, and ensuring process integrity; representing DPSS during the RFP protest process, including preparing documentation and defending the LRS Procurement to the County Review Panel; participating in contract negotiations with selected Proposer. •Leading the LRS Project design and development initiation, including but not limited to: preparing project related documents, such as funding requests and budget documents to the State's Office of Systems Integration, monthly project status reports to the California Technology Agency, LA County Board of Supervisors correspondence, executive facts sheets, project status memos and reports, and project management plans and reports; developing tools to help track, monitor, and control essential project functions, including contract management, fiscal management, change management, communications management, and resource management; leading project management meetings, including meetings with vendors, County Executive Management, County Counsel and outside counsel, the County's Chief Information Officer, the State's Office of Systems Integration, and other project stakeholders. Department of Public Social Services El Monte,CA Information Systems Analyst I/Information Systems Analyst II (2001 -2006) EXHIBIT 1 Gail Araujo (continued) Page IS •Working with managers to evaluate policy and regulations for CalWORKS, Food Stamps, General Relief, and Medi-Cal, and to analyze and develop recommendations for enhancements to the LEADER system, such as CW Time Limits, Medi-Cal Redeterminations, Cal-Learn, and Triba TANF. •Analyzing existing policies, processes, and procedures for CalWORKS, Food Stamps, General Relief, and Medi-Cal to define LEADER functionality, drafting functional requirements, conducting requirement verification meetings and documenting business processes, and designing, developing1 and executing test plans and scenarios to ensure comprehensive testing of new enhancements to the LEADER system. •Participating in procurement planning activit ies to replace the existing LEADER System, including, but not limited to: participating in reprocurement strategy meetings; drafting functional requirements to be included in the new system Request for Proposals; and assisting in the development of the St atement of Work to be included in the new system Request for Proposals. Department of Public Social Services Rancho Dominguez, CA Eligibility Worker I/Eligibility Worker II (1998 -2001) EDUCATION Master of Arts Sociology/ California State University, Fullerton (2010) Fullerton, CA Bachelor of Arts Sociology/ California State University, Fullerton (2003) Fullerton, CA EXHIBIT 1 Annebelle Nery, Ph.D. President, Santa Ana College Annebelle Nery, Ph.D. was appointed President of Santa Ana College (SAC) in January 2022. Reporting to the Rancho Santiago Community College District Chancellor, her responsibilities include planning, organizing and implementing educational policy and procedures to develop curriculum and student support services; budget management; enhancing pai1nerships with business, governmental and community organizations, as well as with the K-12 and higher education institutions in the area; and leading the institution's fund development effo11s. In her 25 years of experience in education, Dr. Nery has served in a number of administrative capacities most recently as Vice President oflnstruction and prior to that Vice President of Student Services at College of the Desert. In these roles she worked successfully with colleagues, faculty, staff, students, leadership and community members in multiple capacities in student services, instruction, instructional technology, and institutional effectiveness and planning. Supported by Dr. Nery, the colleges at which she worked received state and national recognition in recent years that have increased student outcomes, positively impacted their respective local communities, and closed equity gaps. Under her leadership, many innovative and effective programs were founded, including the College of the Desert's highly acclaimed EDGE/pIEDGE Program, which is widely recognized as a best practice in making an impact on diversity. Dr. Nery was recently named the 2021 Administrator of the Year by the California Association of Postsecondary Education and Disability and the California Community Colleges named Dr. Nery Chief Student Services Officer of the Year in 2019. Dr. Nery earned a doctor of philosophy in Sociology/Organization and Statistics from the University of California, Riverside, a bachelor of a1is degree and masters degree in Sociology from California State University, Los Angeles and an associate degree from Los Angeles Pierce College. A first generation college student with Spanish as her first language, Dr. Nery is an equity advocate with significant work in social justice. Her guiding principle is to ensure student success is at the center of all decision-making. January 2022 EXHIBIT 1 Enrique Perez, J.D., Vice Chancellor Educational Services Enrique Perez, J.D. was appointed Vice Chancellor, Educational Services in July 2016. Reporting directly to the Chancellor of the Rancho Santiago Community College District (RSCCD), his responsibilities include supporting the district's colleges on strategic enrollment management, public and government affairs, institutional effectiveness, planning and research, resource development and information technology. He represents RSCCD in working in governmental affairs at the local, state, and federal levels. Mr. Perez has over 22 years of experience in higher education having joined RSCCD in July 2000. Prior to his appointment as Vice Chancellor, he served in several districtwide leadership roles including Director of Business Programs, Executive Director of Business Development and Assistant Vice Chancellor of Educational Services. Mr. Perez has worked in the community RSCCD serves for over 27 years and serves on various business and nonprofit boards which have strengthened RSCCD's relationships and partnerships in the community. Through his work as Vice Chancellor of Educational Services, Mr. Perez brings a profound understanding of current opportunities and challenges for RSCCD. Mr. Perez earned a juris doctorate from Whittier Law School, a master's in Public Administration from California State University, Los Angeles, and a bachelor's in Political Science from the University of Southern California. January 2023 EXHIBIT 1 Jolianna <.Rj:vera VALUE OFFERED Motivated and proven HR strategic business partner with over 12 years of human resources experience, creating and managing a full spectrum of human resources programs, services and functions which are aligned with company goals. Successful at developing and im plementing strategies for the company while increasing employee morale and creating partnerships within the employees and business leaders. Creativity and Innovation Strong Interpersonal Sk ills Bilingual-English & Spanish Excellent Oral & Written Skills KEY SKILLS Commitment and Passion Employee Relations Organizational Development Recruiting EDUCATION Decision -Making Capabilities HR Policies and Procedures Labor & Immigration Laws Benefits & Compensation Certificate in Human Resources Management, California State University of Fullerton, Fullerton, CA Bachelor's of Art Degree: Liberal A11s and Minor Spanish, California State University of Long Beach, Long Beach, CA PROFESSIONAL EXPERIENCE Human Resources Director, Polly's Inc., 2014 to Current Human Resources Manager, Polly's Inc., 2012 to 2014 Manage the Human Resources function and provide Strategic leadership to the leadership team and Board of Directors. Provide support to 1,200 team members in a 24/7 environment. Partner with leader_ship team in determining required people resources, address inefficiencies, training needs, identification of leadership talent, and succession planning. Manage the safety and workers' compensation programs for the company and successfully reduce claims and target for 90-day closure. Since 2018 to 2020, I successfully reduced company's Ex-Mod from 194% to 147% by assessing actual damages associated with claims and negotiating, within assigned authority limits, to settle claims. Involved in the day-to-day activities; employee rel ations, recmiting, leave management and benefit administration. Achievement Highlights: •Building Relationships. Changed the leadership's perception of Human Resources function from administrative to true business partner. •Prepared and managed HR budget efficiently. Took part in the budgeting process regarding training expenses, safety costs, and other planned team member related activities. •Development and Implementation of Recruitment Strategy. Revised new hire orientation and partnered with the stores and leadership team to create a more strategic on boarding process, •Enforce Efficiency. Audited current HR practices and establish new process for leave management, payroll processing, and compensation. Transitioned benefits and the onboarding record keeping process to electronic files. •Established written policies and procedures for vacation scheduling, productivity standards and incentive programs to ensure consistency and equity across the division. •Strategies & Execute. Rev ised Employee Handbook, Performance Reviews, Employee Code of Conduct and Attendance Policy for the hourly employee's policies to improve business performance. Proven to bring compliance, consistency and equity across the business. •Knowledgeable in laws and Interpretation. Ensure the Company is compliant with all State and Federal laws and implement the steps to ensure appropriate compliance and minimize risk. Specifically, meal and rest periods and documentation for all employees. •Ensured staffing needs were met. Conducted company meetings to inform staff about issues such as new employee benefits and ways of improvements.•Managed a talent development program by partnering with the CEO & VP of Operations. We identified strengths, opportunities across the business and created a plan of action for growth. EXHIBIT 1 Human Resources Manager, Oakley Inc. Foothill Ranch, CA 2009-2012 Provided well rounded human resources services that are creative and innovative while canying out responsibilities in the following functional areas: employee relations, training and development, benefits, compensation, organizational development, departmental development, Human Resource Information Systems (HRIS), and employment. Achievement Highlights: •Employee Re lations. Conduct sensitive investigations and respond to employee grievances; Sexual Harassment, Harassment, Age Discrimination, Gender Discrimination, and anonymous hotline claim.•Strategic Partner. Provided advice to Management on employee related opportunities. Improved employee relations and performance by identifying the root cause of opportunities and finding solutions. Implemented a performance management program which has proven to be very effective in maintaining a highly productive workforce. •Advised and consulted with management on performance management initiatives and strategies. Developed and implemented individual corrective actions plan on performance that provide tools for employee's improvement and development. •Coaching/Leading through others. Leader who coaches/develops Managers and Supervisors on Leadership to be aligned with our company compass of values. •Organizational Excellence. Developed and implemented employee process improvement ideas program tied to our FY12 priorities.•Developed hourly employee recognition programs that have increased employee satisfaction. Customized online recognition program to reach our hourly workforce. Employees are now able to recognize one another, and Supervisors can recognize employees on the spot. Managed the employee recognition programs. •Created and implemented a comprehensive employee performance management metric to track individual performance. On a quarterly basis, I prepared an individual score card for each employee wh ich summarizes their individual performance and contributions. •Initiator and process improvement. Facilitated monthly meetings with Manufacturing team to allow for open forum for human resources issues and improved communication between all levels of production. Human Resources Specialist, Oakley Inc. Foothill Ranch, CA 2008-2009 Responsible for consulting with and helping practice managers and supervisors on company policies and procedures while providing an appropriate solution to employee problems. Proposed and developed a set of rules that would monitor the discipline and work of workers. Maintained a detailed record of turnover, researched and formulated strategies which effectively aid in employee retention. Achievement Highlights: •Process Improvement. Revamped, process and monitor leaves of absences to ensure compli ance with state and federal laws while enforcing consistent practices and leader of outsources leave administration. •Proven Project Manager. Managing Benefit Open Emollment including; coordination with outside vendors, benefit entry in HRJS system, and administrated Cobra. •Compensation. Processed personnel actions that included salary adjustments, merit increases, transfers, pension and calculations.•Strategic Partner. Provide executive-level administrative support to the Director of Human Resources and direct reports with a demonstrated ability to improvise, improve procedures, and meet demanding deadline. Provided advice to Management on company strategies and situations aligned with our values, objectives and priorities. •Research and analysis. Generate monthly, quarterly, and YTD turnover reports and present findings with recommendations to Operation leaders. •Communicated with management and staff to ensure that policies/procedures and state and federal laws are followed. •Lead training function and staff. Facilitated training workshops and new hire orientations. Conveyed a sense of passion towards the company's values to new employee which was motivational and created a connection for what was in it for the employee. Lead the department trainers with their department training assignments. Tracked department training compliance for the distribution center warehouse departments. Executive Administrative Assistant (Human Resources), Husky Injection Molding Systems. 2005-2008 Supported the western regional technical centers in variety of areas but highly focused in human resources services. Managed a broad range of HR functions including, staffing, payroll, benefits, on boarding, safety, employee recognition program, team building events, and performance management EXHIBIT 1 Achievement Highlights: •Proactive leader who is forward thinking. Developed vital competitive analysis process to facilitate implementation of aggressive company marketing strategy. •Streamlined HR & payroll processes. Process and audited payroll time sheets for accuracy for monthly reporting and correcting discrepancies.•Instrumental in assisting managers in lowering employee overtime. Tracked employee overtime and brought awareness to management of the need for fiscal responsibilit y. •Time Management. Provide administrative support to the Director of Strategic Planning and secondary support to the GeneralManagers in secretary's absence in areas of calendar management and document preparation. •Managed Hiring Process. Assisted with the hiring process, inc luding job advertisements, phone screens, reference checks, new hirepaperwork, coordinate drug screenings, conduct new hire orientation; and maintain confidentiality, •Systematical. Analyzed various report including, regional forecast, contracts, customer reports, budgets, and trend analysis, •Spearheaded and coordinated employee wellness programs. Coordinated wellness workshops, health screenings, eight-week fitness program and onsite walking for fitness program. Our location achieved the highest participation in the fitness program from our distribution centers.•Developed and implemented safety program that measures safety accountability by department and requires action planning and ownership towards corrective actions. Coordinated monthly safety audits in the work areas which include feedback of emplo yees. Developed and facilitated monthly safety trainings. •Achieved compliance with laws and regulations. Coordinated facility self audits for compliance with laws, policies and procedures. EXHIBIT 1 Bob Tucker - Biography Labor Representative Background and Education Born in Baltimore Maryland but have lived in Orange County California since 1966. I graduated from Valencia HS in Placentia and attended two years of college at Cal State Fullerton majoring in Communications. As a local union chapter president in Huntington Beach City School District 1992-2001 and later as a Labor Relations Representative (LRR) for the California School Employees Association (CSEA) 2001-2017, I learned and participated in Interest Based (collaborative) Bargaining, Health and Welfare policy and advocacy, legal rights of public employees, the rights of special needs students, and administrative law including a general knowledge of the rules of evidence. I am well versed in the Educational Employment Relations Act (EERA) implemented via the Public Employment Relations Board (PERS). Additionally, I became well versed with the Merit System civil service rules as a Personnel Commissioner in Garden Grove Unified for 10 years (2002-201 2) and as an employee advocate in Los Angeles Unified for 2 years (2015-2017). I recently received (2017) my cer tificate of completion on Basic Mediation training from the OC Human Relations Commission. I completed the OC Superior Court Leadership Academy for 2017. Gathering Facts I learned the importance of gathering facts initially as a Classified Employee Union Steward in school districts and. then as a Labor Rep for CSEA. I have experienced and participated in Impasse and Fact Finding, Arbitration Hearings, Personnel Commission Hearings as well as non-merit disciplinary hearings. Not exhausting the fact-gathering process will not lead to justice or fair due process. I also set the foundation for (grievance, arbitration) and observed a Superior Court hearing and ultimately a successful Appellate Court hearing in 2004. (CSEA v. Tustin Unified). I served successfully as a Superior Court Jury Foreperson in 2015 in a Civil case regarding a Trust law issue. Analyzing Data Obviously I would need to be able to gather and analyze data in the above mentioned list. In addition, I served on a Request for Proposal(RFP) Committee three times as the Chair of the Youth Council for the Santa Ana Workforce Investment Board for over 4 years. I observed and participated on several Health Benefits Committees in School Districts, including Huntington Beach City School District, Irvine Unified School District, Laguna Beach Unified School District, Tustin Unified School District, Los Angeles Unified School District. The gathering and interpreting of data for healthcare business and bargaining is critical. I have lead bargaining in all of those school districts except LAUSD however, in LAUSD and GGUSD analyzing data for reclassification of classified employees in their Merit System processes was a regular occurrence. I have requested and analyzed various school district budgets including LAUSD in 2017. EXHIBIT 1 Bob Tucker -Biography Labor Representative Page 2 Report Writing I have written grievances and arbitration briefs as a union steward and labor rep. I have written and filed several Unfair Labor Practices with PERB as recently as September 2016 (CSEA v LAUSD Prima Facie established, case settled amicably) Committee Work (volunteer/paid} I have served and lead many classified employee negot iations committees (1994-2016) I have served on a request for proposal committee for the Santa Ana Workforce Development Board. (2014, 2017, 2019) I have served on several Health Benefits Committees for school districts, including LAUSD (2017) which oversees an annual $1.5 Billion H+W budget. I have served on various political action committees including recent (2017) Healthy CA (single­ payer healthcare advocacy) I am active with my local chapter of the California Alliance for Retired Americans (CARA) which advocates politically on Senior issues, including a new and improved (incl. dental and vision and no OOP) Medi Care for All Bill in Congress I am active with the OC LGBTQ+ Center committee, "Youth First OC" which currently advocates for and is drafting a LGBTQ+ Student Bill of Rights in California. Teach class (occasionally) on navigating the workplace to high school students Personal Wei ght Training/Swimming Short Story/Poetry Writing Travel EXHIBIT 1 Dennis Varnum EMAIL: dtvarnwn@gmail.com Employment Development Administrator PROFESSIONAL PROFILE •Versatile Workforce executive with hands-on experience as a One Stop Operator.•Strategic professional who deploys participative management style in fast-paced, diverse workforce.•Proactive change agent who spends time in employee environment enc ouraging learning and promoting theincreased productivitythat results in value-added customer service.•Excellent team builder and consultant on personnel issues and organizational development.AREAS OF EXPERTISE • Hurn.anR resource strategy, objectives, policies,programs•Employee and management training•Succession planning/ management practicesand programs•WIA Adult and Dislocated Worker experience•Diversity programs•Facility management•One Stop contract funding and budgeting•Executive Director of WIB O,nsortlum •Policy assessment•Leader's role in EEO program•Multi-unit management•Operations management+Performance management•EEOC, AAP, OSHA, W/C, and other federal, state, andlocal compliance program needs, including training,investigation, and prevention programsPROFESSIONAL EXPERIENCE Resolving Conflicts and Negotiating with Others -Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. •Mediated One Stop partner and EDD disputes•Resolved employer/ employee conflict by non-confrontational mediation•Liaison for payroll and accounting issues for cluster staff•Resolve personnel problems or grievances•Resolve worker or management conflicts·Staffing Organizational Units - recruiting, interviewing, selecting, hiring, and promoting employees in anorganization.•Assess staff or applicant skill levels•Develop staffing plan•Establish recruiting procedures•Evaluate information from employment interviews•Hire, discharge, transfer, or promote workers•Imple ment recruiting procedures•Interview job applicants•Maintain job descriptions•Recommend personnel actions, such as promotions, transfers, and dismissals•Recruit employees•Seek out applicants to fill job openings EXHIBIT 1 Communicating with Supervisors, Peers, or Subordinates -Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. •Gmduct or attend staff meetings•Prepared daily and weekly reports to senior management and staff.•Consult with managerial or supervisory personnelCoordinating the Work and Activities of Others - Getting members of a group to work together to accomplish tasks. •Gmfer with other departmental heads to coordinate activities•Coordinate employee capacity building programs•Direct and coordinate activities of workers or staff•Oversee execution of organizational or program policiesMonitoring and Controlling Resources -Monitoring and controlling resources and overseeing the spending of mo ney. •Develop budgets•Manage contracts•Local cluster FISMA compliance monitoring for my offices•Monitor operational budget Work EXPERIENCE Employment Program Manager -III Employment Program Manager -II Employment Program Manager -I Employment Program Representative VP Operations/ Owner Requisition Manager -HR EDD EDD EDD EDD SolutionFocus Boeing Company EDUCATION 5/12 to Current 5/2012 to 11/2012 8/2010 to 5/2012 9/2009 to 8/2010 5/2009 to 9/2009 2/1996 to 4/2009 •Master of Public Administration, California State University, Dominguez Hills, CA•Bachelor of Science in Business & Management, University of Redlands, Redlands, CA• Mediation & Advanced Mediation Certificate, UCLA, Los Angeles, CACERTIFICATIONS •Certificate Professional in Human Resources (SHRM) • Los Angeles Superior Court Mediator•Orange County Superior Court Academy Graduate •Six Sigma Green Belt•Community MentorPROFESSIONAL AFFILIATIONS AND BOARD OF DIRECTORS MEMBERSHIPS •Member, Southern California Mediation Exchange, 2009•Member, 100 Black men Of America, 2008•Member, Orange County Black Chamber of Commerce, 2009•Member, Board of Directors, Anaheim Public Library Foundation, 2010•Member, Board of Directors Core Institute of Motivational Advancement (CIMA) La Habra, CA, 2010•Member, Board of Directors, Orange County Youth Motivation 'Task force (OCYMTF), Santa Ana, CA, 2009EXHIBIT 1 Page 1 of 3 VERONICA T. HERNANDEZ, MBA, PHR, SHRM-CP _____________________________________________________________________ PROFESSIONAL SUMMARY Bilingual emotionally intelligent Senior HR Business Partner with multi-unit and leadership experience in the areas of strategic planning, safety, worker’s compensation, organizational design, employee relations, talent management, change management and effective at building relationships at all levels of the organization. Skilled at developing business strategies to identify and prioritize talent management and proven capabilities in guiding organizations through periods of change. PROFESSIONAL EXPERIENCE Meiji America/D.F.Stauffer’s 3/23 - Present Human Resources Manager •Lead and leverage HR processes and drive HR initiatives across various functions including performance management, compensation planning, succession planning, training and development, rewards and recognition, organizational effectiveness, employee communication and employee relations. •Manage complex and sensitive departmental issues with sound judgment by proactively managing legal risks and enhancing HR practices and policies to ensure compliance with company guidelines and governmental regulations. •Identify staffing and recruiting needs; develop and execute best practices for hiring and talent management. Corovan Moving and Storage, Orange County/Los Angeles, CA Bilingual Senior HR Business Partner 6/21- 11/22 •Provided support and leadership to more than 200 corporate and field workforce employees. •Identified areas of process improvement for employee relations, compliance, safety, risk mitigation, and recruiting. •Managed and resolved employee relations issues through coaching and advising. Conducted effective, thorough, and objective investigations. Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). •Managed open job requisitions, achieve recruiting metrics utilizing data. Oversee the pre-employment process (background check, drug tests, etc.), as well as prepare and approve offer packages, provide equity & market competitiveness data research. •Assessed, made recommendations, and executed appropriate changes to the current HR structure including HRIS systems, compensation, benefits, talent review that have a positive impact on the business and company culture. FedEx Ground, Los Angeles, CA 9/19 – 6/21 Senior HR Business Partner •Provide leadership and support to over 850 employees in three operation sites in the areas of employee relations, diversity and inclusion, compensation and rewards, training and development, talent management and organizational development. Proactively champion and contribute to the development and delivery of diversity and inclusion programs. •Champion leader for all Diversity and Inclusion initiative roll out programs for three locations sites. •Assess talent and organization needs based on current business performance and future strategies by analyzing industry HR trends and metrics. Influence business leaders by making recommendations on best practices and implementing key strategies that have positive impact on employee experience and culture. •Responsible for conducting all employee investigations in a timely manner from beginning to end, including interviewing all witnesses, create the final report, provide recommendations on findings and determine the final outcome. EXHIBIT 2 Page 2 of 3 • Conduct and lead district training classes in the areas of select interviewing, performance management and coaching. • Created and implemented communication, processes and procedures for all COVID-19 related information for the Los Angeles market to ensure employees were informed of all new safety measures and worked in a safe environment. Responsible for all COVID-19 reporting and staying abreast of all state and local Covid-19 ordinances and regulations. Lowe’s Companies, LA/Orange County 8/03 - 07/19 Manager, HR Business Partner, 2012 - 2019 HR Manager, 2003-2011 • Human Resources trusted business advisor to senior management in the areas of employee relations, union avoidance, talent acquisition, safety/worker’s compensation, strategic planning focusing on company goals and initiatives, compensation and talent management supporting up to 400 employees, HR trainer for the market and have managed up to 10 direct reports. Experience supporting both exempt and non-exempt employee populations. • Assisted and lead in the strategy and planning of a corporate restructure of two locations totaling 400 employees; communicated information, assisted with resources by ensuring all employees were informed in a fair and consistent manner, which lead to a smooth transition and overall positive employee morale. • Identified opportunities to improve organizational capability and drive culture change to align the organization with the strategy. Diagnosed gaps between current and desired organization performance and deploy actions to resolve gap, including organization redesign, process change, coaching and training. • Developed and implemented safety awareness programs that resulted in decreased worker’s compensation claims by 75% in one year, resulting in an average annual cost savings of $100,000. • Acquired key talent at all levels of the organization by utilizing action plans for diversity initiatives, resulting in an increase minority employee population by 50%. Established and maintained relationships with professional organizations and colleges, workforce centers, disability organizations and with various social media channels. • Designed and delivered development programs aligned with the company’s strategic talent needs, including training and coaching existing and future managers to be successful as a leader, which positively impacts the employee experience and maintains a healthy culture. • Developed and implemented a results-oriented performance management process for sales specialists that focuses on building employee capabilities by aligning employee goals with business objectives which increased annual sales by 20%. BEA Systems, Inc., San Jose, CA (acquired by Oracle) 11/99 - 3/02 Corporate Human Resources Generalist – Western Region • Provided global consultation to over 500 employees in the Sales, Marketing and Administration business units in the areas of employee relations, talent management, coaching and strategic planning. EDUCATION & CERTIFICATION University of Phoenix (Silicon Valley campus) - San Jose, CA Master in Business Administration California State University, Chico - Chico, CA Bachelor of Arts in Psychology HR Designation: Professional in Human Resources (PHR) – valid until January 2024 EXHIBIT 2 Page 3 of 3 Society of Human Resources Management Certified Professional (SHRM-CP) valid until January 2024 AFFILIATIONS: Professionals in Human Resources Association, National Association in Human Resources, Society of Human Resources Management. LANGUAGES: Fluent in speaking, reading, and writing Spanish. COMPUTER SKILLS: Applications: Workday, PeopleSoft. Software: Microsoft Office 2016, Kronos 7.0, Unicru, Kenexa, 2X Brassring, Ultipro, SuccessFactors. EXHIBIT 2 • BBB. June 23, 2023 Better Business Bureau® Serving the Pacific Southwest A Community of Trustworthy Bus inesses Campuses in Maricopa • Mohave • Orange • San Diego • Yavapai • Yuma Counties Deborah Sanchez, Executive Director Santa Ana Workforce Development Board 801 W. Civic Center Drive, Suite 200 Santa Ana, CA 92805 Dear Ms. Sanchez: It is with great pleasure that the Better Business Bureau Serving the Pacific Southwest (BBB) nominates Rhonda Miller, Director of Business Engagement for the Better Business Bureau Serving the Pacific Southwest, to be considered by the Santa Ana City ·_.-,, .. council for appointment to the Santa Ana Workforce Development Board (WDB). BBB is actively engaged with Santa Ana businesses to foster integrity and bolster consumer confidence. Our mission is to be the leader in advancing marketplace trust, and we have evolved into a partner that proactively supports an ethical community. By providing resources and edu cation by leading experts, we serve diverse business owners and entrepreneurs in every step of their business journey. Ensuring businesses uphold high standards provides both existing employees and job seekers assurance of ethical business practices -which supports the advancement of a stro nger and more dedicated workforce. We recognize the vital role that the Santa Ana business community contributes to the WDB and are confident that Ms. Miller will utilize her workforce and corporate background to serve the mission of the WDB well. Please do not hesitate to call me at 858-427-1121 should you have any questions. We look forward to continuing our close association with the WDB and Santa Ana businesses to encourage and support best practices and advance marketplace trust. Sincerely, ___ ,/_/?' ,,.,--- Michael VP, Chief Operations Officer and General Counsel Better Business Bureau Serving the Pacific Southwest EXHIBIT 3 Rhonda Miller •714-462-9564 -Office • rhonda.mill er@bbbcommunity.org Profile A proven business leader with over 15 years of professional experience offering expertise in workforce development, community relations, economic development, sales and sales management, and business development in commercial and gover nment markets. Experience includes non-profit, advertising, professional services, information technology solutions, and publishing. I am creative, innovative, strategic, and highly communicative. Additional strengths and competencies include: •Business Relations •Program Management •Process Improvement •Team Leadership •Results Driven •Program Recruitment •Budgeting and Forecasts •Strategic Thinking •Speaking/Presentations Key Attributes •Expertise with business outreach, conducted daily to educate and provide service offerings to businesses of any size located in 32 cities within Orange County. •Apply proven sales processes to identify, educate and retain new employer program members while retaining existing participants to meet and achieve program, grant, and organizational growth goals. Collaborate with businesses to create custom programs and hiring initiatives driven by business needs to assist with employer stability and solvency •Highly active with the Orange County Chambers of Commerce community as an invited speaker and trusted resource presenting business services offerings, programs and reimbursement opportunities, events, and providing economic market data to members and constituents •Strong relationships with regional partners including OC Small Business Development Center (OCSBDC), business leaders, sector partnership organizations and associations, and educational institutions •Conduct company needs analysis to determine appropriate business service offering including hiring assistance, training programs, identifying and screening candidates, tax credit opportunities, career fairs, and customized hiring events •Experience working with the goals and needs of a Board of Directors. Report quarterly to Board Directors and Com mittees with updates and status of outreach activity, program participation, survey results, strategic outreach and business recruitment plan, event attendance and outcomes, and grant budget, metrics, and goal achievement •Significant speaking and presentation experience. Guest speaker at OCSBDC events, forums, business clinics, and monthly webinars. Invited speaker at the Minority Business Summit in March 2022, and HB Chamber of Commerce State of the County webinar in April 2022. Guest speaker at the National Association of Workforce Development Professionals annual conference in May 2017. Weekly on-air personality with KRDO-Radio Business Hour and Cumulus Media radio guest •Utilize social media for outreach, marketing, announcements, and prospecting. Write press releases and create promotional collateral EXHIBIT 3 •Extensive business recruitment experience to increase regional company participation in new and existing programs and events. Developed policies, program initiatives, and procedures to increase job development with regional businesses in accordance with federal guidelines •Responsible for writing monthly and quarterly program reports for key stakeholders at the state and regional level to remain compliant with state and 501 c3 organizational mandates, grant writing, and crafting local policy guidelines in conjunction with state and local policy guidelines •Expertise in developing processes to create, ar ticulate, and execute the company mission and vision as well as direct sales experience prospe cting, building customer relationships and closing business to consistently achieve corporate revenue goals, program metrics, and corporate growth goals Professional Experience Better Business Bureau Serving the Pacific Southwest Director of Business Engagement, Orange County October 22 -Present Workforce and Economic Development Division, County of Orange May 2021 -October 2022 Business Solutions Manager HR Consulting Help Director of Business Development, Recruitment Pikes Peak Workforce Center/ El Paso County (non-profit) Team Lead-Business Services Group The Gazette/ Clarity Media Group Sales Director RKM Consulting Services, Contractor Sales Consultant I East, CBS Interactive BH Media (formerly Media General) Sales Director Kforce Government Solutions, Inc. (KGSl Business Development, Commercial Services Education Sept. 2017 -May 2021 May 2016 -Sept. 2017 March 2014 -July 2015 Jan. 2013 -March 2014 Jan 2012-Dec. 2012 Aug. 2009 -Dec .2011 Graduate of the Leadership Pikes Peak Signature program, class of 2014-2015 Orange Coast College -Marketing Communications Major Technical Skills Office systems: Microsoft Office suite: Word, Excel, PowerPoint; Salesforce.com; Prezi, CalJOBS, Connectingcolorado.com Volunteer Activities Board of Directors, Vista Pointe Ridge HOA - 7 years, 4 as Board President Care & Share Food Bank, Colorado Springs Junior Achievement of Southern Colorado EXHIBIT 3