Post-Graduate School Careers and Consulting

1. Post-Graduate School Careers and Consulting Will Haller Max White Spring 2018

2. Background: Will Haller • Education • Hood College: B.S. Psychology, Spanish Minor (2010 - 2014) • University of Baltimore: M.S. Applied Psychology (I/O) (2014 - 2016) • Universitat de Valencia (Winter School) (2015 - 2016) • Experience • LiveHealthier/Centene: Data Operations Analyst, Technical Operations Manager (2014 - 2016) • Schaefer Center for Public Policy: Graduate Fellow (2014 - 2016) • Prometric: Test Developer (2016) • FMP Consulting: Human Capital Analyst (2016 - Present)

3. Background: Max White • Education • Washington College: B.S. Psychology, Business Minor (2011 - 2015) • University of Baltimore: M.S. Applied Psychology (I/O) (2015 - 2017) • Experience • Schaefer Center for Public Policy: Graduate Assistant (2014 - 2016) • 14 West Administrative Services: Organizational Development Specialist (2016 - 2017) • FMP Consulting: Human Capital Analyst (2018 - Present)

4. What’s the Plan After School? • I already have a job lined up • I am currently in the application process to jobs • I am starting to apply to jobs • I am continuing my education: Ph.D, MBA • Move to Cuba and live under a false name to avoid paying student loans

5. What type of work do you want to do? • Human Resources (HR Generalist, HR Specialist, HRBP, HR Analyst) • Talent Acquisition/Recruiting • Personnel Assessment/Testing • Learning and Development/Training • Consulting (Private or Federal) • Government: Federal, State, Local • Other • Data Analytics • Management/Project Management • Research

6. Applying to Jobs • Timing • 6 Months before your desired “first day” (FDA: 150-550 days) • USA JOBS E-mail Alerts • Resume and Cover Letter • UB Career Center • UB IO Resume/Job Application Workshop (Max White) • References • Never send a cold application • Who do you know at the organization? (LinkedIn) • Who knows your name? • Informational interview • Networking at events

7. Consulting • What is being a consultant? • Block, 2011: “Flawless Consulting”: A consultant is a person in a position to have some influence over an individual, a group, or in a position to have some influence over an individual, group, or an organization but has no direct power to make changes or implement programs. • Consultation describes any action you take with a system of which you are not a part. Staff, support work, and consulting are interchangeable, therefore people in support roles need consulting skills to be effective regardless of their field. • Models of Consultation (Edgar Schein, 1988: Process Consultation) • Purchase of Expertise: Purchase of an expert or service • Doctor-Patient: Diagnose the organization to discover pain points • Process Consultation: Activities to help the client perceive, understand, and act upon the process events that occur in the client’s environment to improve the situation as defined by the client

8. Consulting • The Stages of Problem Solving (Edgar Schein, 1988: Process Consultation) • Cycle 1 • Problem Formation • Generating Proposals for Solution • Forecasting Consequences and Testing Solutions • Cycle 2 • Action Planning and Implementation • Evaluating Outcomes • Decision Making

10. About FMP • Human Capital Consulting • Federal Clients • Private Business Development • Organization • Founded: 1991 • Small Women-Owned Business • Employees: ~100 • Location: Arlington, VA • Organizational Structure • President, SVP, VP, MC, SC, C1 - C3, A

11. About FMP • Culture • Lean Workforce • Committees • Internal Activities (Group Fitness, Softball team, Wine Tasting) • Volunteering (ALIVE!, Training Futures) • Work/Life Flexibility • Remote/Client Site • Security Clearance • What Makes FMP Stand Out? • Flat/Cross-Functional • Solutions From Scratch • Benefits: ESOP, Flexible Work Arrangements, Unlimited PTO • Internal Development: IJL

12. We’re Hiring! • Summer Internship • Human Capital Analyst

13. Class Activity: Competency Modeling • What is a competency? • Competency: A measurable pattern of knowledge, skills, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully. Competencies specify the "how" of performing job tasks, or what the person needs to do the job successfully. (OPM) • What are competencies used for? (OPM) • Assessing and selecting candidates for a job; • assessing and managing employee performance; • workforce planning; and • employee training and development. • Major Competency Types • Core • Occupation-specific • Leadership (OPM ECQ)

14. Competency Model Components

15. OPM Leadership competency Example

16. Competency Modeling Resources • OPM Multipurpose Occupational systems Analysis Inventory (MOSAIC) • OPM Occupational Handbook • OPM Competency Writing Guide • UB Guide for Writing Functional Competencies

17. Competency Modeling Activity • Instructions: • Break into three groups (Core, Occupation-specific, Leadership) • Access Forestry Technician (GS-0462) PD • Objective: Identify and define 1-2 competencies within your competency group • Define 1-3 work behaviors for each competency • Bonus: Write in behavioral indicators for each level

18. Hints

19. How’d we do?

20. Questions?

21. Questions • “How did you first become interested in consulting?” • “Have you experienced anything unexpected in your role?” • “What would you do differently if you were a first year student again?” • “What is your e-mail address if we want to ask you a question or conduct an informational interview?” • whaller@fmpconsulting.com • mwhite@fmpconsulting.com

22. Takeaways