Department of Labor
Developed departmentwide training course for HR managers on strategic management of human capital in the 21st Century. Course included instructors' manuals, participants’ manuals, instructional aids, and job tools.
Developed complete competency models for all agency mission critical occupations as well as numerous supporting occupations. Linked competency models to recruitment and selection strategies and assessment tools.
Developed occupation-specific questions for use in online applicant assessment system.
Developed and provided training for Department HR specialists on implementing a competency based human capital/human resources management system including recruitment, selection, and employee development.
Developed evaluation criteria for Federal Acquisition Certification for program and project managers.
Developed extensive Managers Guide to HR, to provide supervisors and managers pertinent and up-to-date basic information on a wide array of human capital programs. With readily accessible information on such issues as workforce planning, performance management, recruitment and internal placement, position classification, etc., the guide provides a ready reference and tool for managing work and supervising employees.
Conducted reduction in force (RIF) actions to implement competitive sourcing studies under OMB Bulletin A-76.
Developed Departmentwide system for coding competitive levels.
Lindholm & Associates holds a Blank Purchase Agreement available for use by Labor agencies for HR Support Services.
Department of State
Provided complete position classification support for five Bureaus in Department. Drafted hundreds of new and revised position descriptions, evaluation statements, statements of difference, and supporting documents (justifications, OF-8s, FLSA worksheets, etc.)
Conducted comprehensive workforce analysis and developed workforce assessment and plan for the Office of the Coordinator for Reconstruction and Stabilization. Study included identification of general and technical competencies, workforce needs, staffing levels, and organizational
Developed over 100 Position Descriptions to staff Civilian Response Corps in the Office of the Coordinator for Reconstruction and Stabilization (S/CRS).
Provided on-site technical support and expertise to assist in ongoing efforts to staff up S/CRS and its various components.
Provided multi-year recruitment and staffing support for the Administration Bureau and four Bureaus serviced by A Bureau.
Conducted quality review, organization, clean up, and reformatting of over 2,000 position descriptions and prepared for conversion to electronic PD Library.
Mapped organizational and business process flows for development of automated workflow system. Worked with IT team to develop automated job-flow to move classification, staffing, selection, and on-boarding through HR Division in a completely electronic format.
Provided support and advisory services to agency program to consolidate scores of IT Help Desks in multiple geographic locations from multiple Bureaus into a single Desktop Support and Customer service organization.
Developed Human Resources Handbook for implementing A-76/Competitive Sourcing initiatives.
Provided extensive, multi-year human resources support and assistance to implement multiple A-76 cost comparison awards. Developed employee transition plans, reduction in force planning avoidance strategies coupled with simultaneous RIF preparation, voluntary transition actions, VERA/VSIP assistance, policy review, agency and employee briefings, OPF reviews, qualifications determinations and matching, veterans preference determinations, SES Commitment review, etc.
Food and Drug Administration
Conducted analysis and developed workforce and human capital planning documents for all Centers and offices.
Department of Transportation, Federal Motor Carrier Safety Administration
Conducted agencywide Human Capital Management planning program.
Developed Human Capital Plan and Report including workforce plan, recruitment plan, communications plan, competency models, organizational assessment, merit promotion training, all as part of a consolidated and integrated human capital planning program.
Prepared agency DVAAP and FEORP reports for agency.
Assisted in re-establishment of Human Capital Planning Group, a cross-functional team organized to provide advice and direction to agency-wide Human Capital Planning tasks to ensure integration with agency mission.
Assisted in implementation of multiple competitive sourcing studies. Work included conducting extensive RIF avoidance activities, pre-RIF readiness assessments, reduction in force policy development, identification and assignment of competitive areas, drafting of employee transition letters (for voluntary changes to lower grades and reassignments), construction of retention registers for use in making assignments, etc.
Prepared and submitted numerous quarterly, annual, or other reports on HR data, metrics, “Proud to Be” initiatives, etc.
Developed briefing materials for “Maximizing Career Opportunities At FMCSA” briefing to guide managers in taking personal responsibility for own career development; identifying professional career goals and aspirations (short- and long-term); and, understanding what competencies are needed for achieving career goals
Developed an agencywide competitive level coding system and an automated competitive level code tracking and assignment system.
Department of Homeland Security, Federal Emergency Management Agency (FEMA)
Drafted and finalized agency’s 2008-2012 Strategic Human Capital Plan. Plan included extensive work to develop agency HR trends, workforce analysis, etc.
Drafted revisions to agency agency-wide policy documents supporting various human capital programs, policies and processes. Work required reviews and revisions of the Directives Management System that includes Director’s Policy Statements, Instructions, Manuals, Guides, Circulars, and Temporary Directive Transmittals
Department of Homeland Security, Transportation Security Administration (TSA)
Conducted two comprehensive workforce analyses for the Office of Workforce Performance and Training and Office of Civil Rights. The analyses included workforce data review, workload analyses, gap identification, development of gap closure strategies, organizational restructuring recommendations, implementation plans, communication plan templates, competency identification, etc.
Pension Benefit Guaranty Corporation
Developed competency models for numerous agency mission critical occupations.
Conducted an analysis of the adequacy of PBGC’s strategic planning process, existing workload demands, business processes to meet the demands, systems and mechanisms in place to project future business requirements, existing distribution of workload, establishment and maintenance of field offices, mix of contractors and federal employees, and other relevant issues. Based on the initial results from this review, Lindholm & Associates designed a complete workforce planning model with alternative options on implementing each segment according to expertise and resources available. The model was clearly linked to PBGC’s strategic planning model and budget processes.
Developed evaluation criteria for Federal Acquisition Certification for program and project managers.
Department of Treasury, Bureau of Engraving and Printing
Conducted Readiness Assessment to determine agency's ability to restructure. The assessment included an analysis and recommendation for software solutions to assist with planning and execution of restructuring activities. Assisted in implementation of two separate MEOs resulting from A-76 competitive sourcing studies.
Provided extensive training on reduction in force to all levels of organization. Provided operational support on restructuring efforts. Customized automated RIF software and agency employee HR databases to provide platform for any required staff reductions. Developed a custom-built automated competitive level code tracking and assignment tool.
Department of Treasury, US Mint
Provided onsite technical assistance for various human resources operational and functional areas.
Develop workforce plan for Office of the Chief Information Officer.
Department of Treasury, Office of Financial Stability
Provided assistance in the staffing of the new Office of Financial Stability including personnel services for positions of senior executive and senior level, consultants and experts, and GS employees.
NASA, Langley Research Center
Provided strategic human capital planning and implementation; design and conducting of training in reduction in force, position management and position classification support for all positions including SES, development and implementation of new staffing and classification support services for research scientist positions, workforce planning, and review and redesign of Center HR policies and processes.
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.
Department of Treasury, United States Mint
Developed workforce analysis for CIO. Developed Service Level Agreements between human resources 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. Developed Single Agency Qualification Standard for Coin Manufacturer occupation. Developed Training Agreements, Performance Directives, and certification programs. Developed competency models for mission critical coin manufacturing occupations. Conducted and implemented full position classification and position management review of key manufacturing facilities.
Department of Homeland Security, Transportation Security Administration
Conducted two comprehensive workforce analyses for the Office of Workforce Performance and Training and Office of Civil Rights. The analyses included workforce data review, workload analyses, gap identification, development of gap closure strategies, organizational restructuring recommendations, implementation plans, communication plan templates, competency identification, etc.
Provided on-site operational support to assist in staffing TSA
Farm Credit Administration
Completed an independent study of the organizational and operational needs of the Support Group and individual Support Offices of the FCA. Defined the optimal organizational structure for each office of the Support Group; identified number of employees needed by the offices; gaps to be filled between existing competencies/skills and those needed by employees in the future; potential cost-savings and improved services and outsourcing options; competency imbalances and gaps; training and development needs. Drafted and delivered multiple reports and implementation plans now in use by agency.
Department of Education
Conducted agencywide review of performance management system. Review included design and deployment of tracking database; identification of offices and standards to be reviewed; analysis of performance standards to determine legal sufficiency, validity, defensibility, linkage to job requirements, etc.; development of management job aids to assist in fashioning standards; meetings with individual managers to discuss findings; etc.
Monster Government Solutions
Provide guidance, consultation, and expert advice on issues ranging from product functionality, customer needs, Federal agency user requirements, system improvements, troubleshooting client issues, etc.
Developed a comprehensive toolkit for possible use by Monster Federal clients implementing Monster's automated online applicant assessment system.
Assisted Monster in development of agency occupational assessment questions for applicants, completion of job analyses at various agencies, and working with agency clients to effectively implement Monster solutions to the benefit of the client.
Cooperative Personnel Services
Provided expert technical assistance, advice, and support for staffing, recruitment, and technology solutions for CPS's contract for the Transportation Security Administration. Conducted classification and survey reviews for internal positions in CPS.
SAS Institute, Inc.
Partnered to develop and refine cutting edge technology solutions for human capital planning and workforce management. Worked to deploy workforce planning and analysis systems applicable to Federal agency needs. Lindholm staff were instrumental in early prototypes of this system receiving the 2001 ComputerWorld Medal of Honor. Consulted to SAS in deployment of SAS systems in Federal agencies. Assisted SAS in developing workforce analysis pilot at the Equal Employment Opportunity Commission.
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. (Partnership with NAPA).
Listed as a preferred vendor for statewide workforce planning efforts through the Georgia Merit System.
Washington Convention Center
Designed Center-wide issuances system for Washington Convention Center's policies and directives, including recommendations on technology applications. Reviewed administrative directives for streamlining, simplification, and efficiency to aid in better implementation of WCC programs.
National Institutes of Health
Provided guidance and assistance in identifying administrative overlap and succession planning issues and options. Provided consultation on issues related to consolidations, competitive sourcing activities, and A-76 studies. Worked with Human Resources leadership to develop foundations for workforce planning efforts within NIH.
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