Thomas F. Kaplan Linkedin Resume January 2017

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    Thomas F. KaplanPresident and CEO at Thomas F. Kaplan and Associates

    pqatom@gmail.com

    Summary

    -- Over twenty-five years experience evaluating and improving management and operations

    -- Direct, lead and manage the U.S. Office of Personnel Management research and development program

    -- Direct, lead, and manage Federal departmental-wide organizational change management programs

    -- Advise U.S. Office of Management and Budget, U.S. Office of Personnel Management, and other Federal

    departmental staffs on the development and implementation of multi-sector workforce management rules,

    procedures, and practices

    -- Support achievement of organization goals through review and analysis of technical processes and

    management practices, and recommend cost-effective and performance-oriented solutions

    -- Principal author of The Human Resources Role in Managing Organization Change, FPMI Communications,

    Inc., 1999 and its 2003-second edition

    -- Co-author of the Workforce Analysis and Solutions Process Model, Copyright, 2006

    -- Author, Blended Workforce Management Model, Copyright, 2008

    -- Author, Analyzing and Balancing the Federal Blended Workforce, Copyright, 2008

    -- Author, Multi-Sector Workforce Management Analysis and Insourcing Implementation Model, Copyright,

    2011

    -- Author, The Many Endeavors of Thomas F Kaplan, Copyright 2015

    Specialties:

    - Business Case Analysis

    - Business Process Re-Engineering

    - Commercial Services Management

    - Competitive Sourcing

    - Cost Comparison

    - FAIR Act Inventory

    - Human Capital Framework (HCF)

    - Human Capital Planning

    - Human Resources Management

    - Insourcing

    - Lean Six Sigma

    - Management

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    - Management Consulting

    - Multisector Workforce Management

    - OMB Circular A-76 (Expert)

    - Organization Analysis

    - Performance Measures

    - Program Management and Evaluation

    - Project Management

    - Public-Private Competition (Expert)

    - Research & Development

    - Strategic Planning

    - Supervision

    - Training

    - Work Measurement

    - Workforce Analysis

    ExperiencePresident and CEO at Thomas F. Kaplan and Associates, Service Disabled Veteran Owned SmallBusinessApril 2012 - Present (4 years 10 months)

    Thomas F. Kaplan and Associates assist agencies to develop and apply high-quality intellectual capital

    to help manage the federal workforce. Services include the design, development, and implementation of

    various programs including research and development, OMB's Multi-sector Workforce Management, OMB

    Circular A-76 public-private competition, and OPM's Human Capital Framework (HCF) systems. Thomas

    F. Kaplan has a proven track record of helping agencies meet OMB and OPM procurement, human capital,

    and workforce policy requirements by working with agency leadership and operation's staffs to achieve

    success. Please contact Thomas to find out how Thomas F. Kaplan and Associates can help your agency

    succeed.

    Thomas F. Kaplan has over 25 years of civilian and military headquarters and field activity technical

    leadership in human capital and human resources, financial management, and organizational change

    disciplines. His practical, hands-on experience spans every phase of developing and executing

    organizational change, strategic human capital plans, and multi-sector workforce management efforts to help

    transform the government into a performance-oriented, cost effective workplace.

    Program Manager at U.S. Office of Personnel ManagementMay 2010 - April 2012 (2 years)

    I manage the research and development (R&D) program for the Emerging Solutions and HR Innovations

    Group within the Center for Human Resources Solutions. Develop annual program goals and objectives, and

    establish R&D qualifying criteria. Act as executive secretary for the Research and Development Approval

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    Committee (RDAC) and manage annual R&D projects (over $4M for fiscal year 2012). Write and maintain

    standard operating procedures for the R&D program to ensure participants understand their roles and

    responsibilities. Develop annual operating budget to include training, travel, staff acquisition, equipment,

    and supplies. Prepare completed R&D projects for entry into production and assist product developers

    prepare marketing and sales plans. Meet with and brief executives on program status and achievements on a

    recurring basis.

    Program Manager at U.S. Department of Transportation (DOT)August 2004 - May 2010 (5 years 10 months)

    I direct the Departments public-private competition program and conduct workforce planning efforts.

    Establish competency goals and measure competency gaps for mission-critical occupations. Direct the

    completion of public-private competition projects, including application of organization planning and design

    criteria. Develop FAIR Act inventories of commercial and inherently governmental functions. Oversee

    the governments development of work statements and management plans. Analyze and document current

    organization and cost of operation, and prepare revised organization and operations plans. Assist contracting

    officers to develop procurement strategies and acquisition plans. Recruit, hire, and supervise office staff.

    Meet with and advise support contractors on work progress, and timeliness and quality expectations. Help

    the Department win a President's Quality Award for its competitive sourcing program.

    Program Manager at U.S. Department of LaborNovember 2003 - August 2004 (10 months)

    I direct the agency's public-private competition program. Develop and implement public-private competition

    policy and procedures, and brief senior government staff on competition goals and accomplishments. Direct

    the completion of public-private competition projects, including application of organization planning and

    design criteria. Develop FAIR Act inventories of commercial and inherently governmental functions.

    Oversee the governments development of work statements and management plans. Lead bi-weekly

    meetings. Present at conferences and seminars. Advise other Federal agency staffs on the Departments

    program. Recruit, hire, and supervise office staff. Assist contracting officers to develop procurement

    strategies and acquisition plans. Meet with and advise support contractors on work progress, and timeliness

    and quality expectations.

    Program Manager at U.S. Office of Personnel ManagementMay 2002 - August 2003 (1 year 4 months)

    I direct the agency's public-private competition program. Develop and implement public-private competition

    policy and procedures, and brief senior government staff on program goals and accomplishments. Develop

    FAIR Act inventories of commercial and inherently governmental functions. Direct the completion of

    public-private competition projects. Select and apply management analysis tools to evaluate and improve

    management operations including baseline/AS-IS analysis, organization planning and design analysis, and

    business process reengineering. Lead bi-weekly meetings. Present at conferences and seminars. Advise

    Federal agency staffs on public-private competition rules and procedures. Assist contracting officers to

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    develop procurement strategies and acquisition plans. Meet with and advise support contractors on work

    progress, and timeliness and quality expectations.

    Associate at Booz Allen HamiltonJune 1998 - May 2002 (4 years)

    I lead team members in supporting government clients with public-private competition projects, including

    developing performance work statements, management plans, and in-house cost estimates. Select and

    apply management analysis tools to evaluate and improve management operations including baseline/AS-

    IS analysis, organization planning and design analysis, lean six sigma, business process reengineering,

    cost-benefit analysis, etc. Develop FAIR Act inventories of commercial and inherently governmental

    functions for the Department of Energy. Support the Norfolk Naval Shipyard Computer Center public-

    private competition effort. Participate in U.S. Army personnel data center consolidation analysis effort.

    Present formal public-private competition instruction to clients and colleagues. Lead and participate in bid

    and proposal work. Prepare project financial statements. Contact potential clients to help secure work for

    the firm.

    Consultant at KPMG Peat MarwickMarch 1998 - May 1998 (3 months)

    Provide management consulting services to U.S. Government military branches.

    Program Analyst at U.S. Army Human Resources CommandNovember 1989 - November 1997 (8 years 1 month)

    Administer management programs including capital investment, management controls, and organizational

    change. Prepare and execute executive agency agreements and interservice support agreements. Participate

    in Integrated Definition (IDEF) Language studies to help develop a modern Army personnel system. Prepare

    commercial activities inventories and submit them to headquarters. Manage PERSCOM's portion of the

    DCSPER's management scorecard.

    Management Analyst at U.S. Army Field Artillery Center and Fort Sill, OKFebruary 1985 - October 1989 (4 years 9 months)

    Write contract solicitation documents and the governments management plan for public works, logistics

    operations, installation administration, and community recreation services. Compute staffing and equipment

    standards using regression analysis. Author productivity improvement software. Manage the installations

    IT force structure system. Manage organizational manpower and equipment authorizations.

    Automotive Worker/Inspector/Advisor at Headquarters, First U.S. Army and Fort Meade, MarylandFebruary 1975 - August 1978 (3 years 7 months)

    Assisted automotive repair facility customers in determining causes and solutions for their vehicle's problems.

    Provided classroom training to customers and staff regarding automotive systems maintenance and repair.

    Rebuilt individual and entire automotive system's components (e.g., drive train, electrical/electronic, auto

    body, etc.).

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    Personnel Specialist at U.S. Air ForceApril 1970 - March 1976 (6 years)

    Maintained Wing personnel records during active and reserve duty. Typed various forms and documents.

    Operated punch card equipment to prepare records transactions to update Air Force Personnel Center master

    files. Developed and administered on-the-job training programs for unit personnel.

    Substitute Teacher and Administrative Assistant at Anne Arundel County Public SchoolsJanuary 1970 - March 1970 (3 months)

    I taught English, mathematics, physical education, and industrial arts to grades 7-8 from prepared lesson

    plans.

    Automotive Services Apprentice at Meade Service Center, Inc.June 1966 - October 1968 (2 years 5 months)

    I took customer orders for, and performed, automotive servicing including lubrication, tire replacement, tune-

    up, and general maintenance.

    Skills & ExpertiseCompetitive SourcingFederal GovernmentIDEFLean Six SigmaMultisector Workforce ManagementProgram ManagementResearch & DevelopmentSourcing & ProcurementStrategic PlanningWorkforce AnalysisWorkforce PlanningInsourcingProject ManagementLeading Organizational ChangeFAIR ActService Contract InventoryInstructor-led TrainingInstructional DesignHCFStrategic SourcingPolicyGovernmentChange ManagementStrategyLeadership

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    Management Consulting

    PublicationsThe Human Resources Role in Managing Organization ChangeLincoln Insight, Inc. January 1, 2007

    Authors: Thomas F. Kaplan, Ann Benson

    This is the single most important resource for HR professionals engaged in supporting organization change.

    EducationCameron UniversityBBA, Management, 1981 - 1983

    University of Albuquerque1978 - 1981

    CertificationsLean Six Sigma Green BeltDFAS August 2011Integrated Definition Language (IDEF)Wizdom Systems, Inc. December 1992Defense Work Methods and Standards (DWMSTD)US Army Material Command June 1986Manpower and Force ManagementArmy Logistics University June 1987

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    Thomas F. KaplanPresident and CEO at Thomas F. Kaplan and Associates

    pqatom@gmail.com

    1 person has recommended Thomas F.

    "Tom has more subject matter expertise in the area of management consulting than anyone I have worked

    with in Washington, DC. In addition, Tom has mastered an understanding of the Byzantine rules and

    regulations of the civil service system and the A-76 process. I relied heavily on Tom's expertise when I led

    interagency working groups while at the Office of Management and Budget. Tom has a natural talent for

    solving complex organizational problems and was a major asset to the group and to OMB. Tom is at the top

    of my list of people who's professional opinion I value and trust. Anyone who has the pleasure of working

    with him, will learn something from the experience. Tom is passionate and thorough with every project he

    takes on and to work with him is a pleasure."

    Renee Courtland, worked directly with Thomas F. at U.S. Department of Transportation (DOT)

    Contact Thomas F. on LinkedIn

    https://www.linkedin.com/profile/view?id=AAEAAACPlFEB_zZZNFDzvHNqLgkoTjAw8G9oi_M&authType=&authToken=&goback=%2Epdf_AAEAAACPlFEB*4zZZNFDzvHNqLgkoTjAw8G9oi*4M_*1_*2_*2_*2_Thomas+F*3Kaplan_true_*1