Dawn Boyer

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Dawn Boyer

Masters in Adult Education, Training & Development (HR)

Director, Mktg, Sales, PR & HR to Gov. Clients

(The company name is only visible to registered members)

  • 23464 Virginia Beach
  • United States

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Personal information

Professional experience

Educational background

  • Sep 1985 - Dec 1989
    Virginia Commonwealth University

    Adult Education & Human Resources, Masters in Adult Education, Training & Development (HR)

  • Sep 1981 - May 1983
    Radford University

    Fine Art, Bachelor of Fine Art in Graphic Advertisting & Illustration

  •  
    Old Dominion University

    Education, Occupational Studies & Technology, PhD

    PhD (Candidate)

  • Languages
    English

About me

Dawn D. Boyer
M.Ed., CDR, CIR, LSS-Green Belt
Virginia Beach, VA
IQHOPE@aol.com
 
I CAN HELP YOU - 

JOB SEEKER RESUME WRITING:
• Rewrite resumes to increase the “SEO” and ‘find-ability’ for recruiters looking for your job skills in a format that increases your chances of ranking at the top of resume database query results from ‘viewable’ and ‘hidden text.’ (Resume "Innovator" with Black Hat coding)

SOCIAL MEDIA MANAGEMENT offerings:
• Don’t know where to start with the rolling tsunami of social networking? Let me create a social network platform(s) package and enrich your profiles, so you only visit to add new content or let me manage it for you! Speciality = LinkedIn

• LINKEDIN PROFILE REVIEWS: Let an expert who has been on LinkedIn since 2004 and has advanced expertise review, analyze, and provide improvement suggestions (2 levels). 

• Group Training & Development – provide training sessions on LinkedIn (small one-hour introductions to large, multiple-hour training seminars; digitally online or in-person in local Hampton Roads, VA area). Training on the use of LinkedIn to increase connections, get into the ‘conversation,’ accomplish recognizable levels of Subject Matter Expertise in groups where you are able to find new clients (available one-on-one or in small or large groups).

ENTREPRENEUR CONSULTING:
• Write your BUSINESS PLAN for optimum success, starting with your personal finances and expected business expenses and liabilities, and work your way up to a market plan that guides your efforts to a viable and profitable working business entity for MISSION ADVANTAGE.

HUMAN RESOURCE CONSULTING:
• For small companies/businesses between 5 – 50 employees who are not yet able to hire a full-time HR manager on staff; provide auditing, instruction, human resources advice, policy and procedure writing, as well as Employee Handbooks with coverage for all employment law and liability issues to protect the business.

Specialties: OTHER SERVICES:

COMPENSATION (SALARY) & CLASSIFICATION 

RESEARCH:
• Research industry salary ranges for job titles – nationally (USA)
• Research & write job descriptions 

CURRICULUM DEVELOPMENT:
• Research & Development in-class and online education, training, and instruction


EMPLOYMENT EXPERIENCE
 
Director, Marketing, Sales, Public Relations & Human Resources to Government
Monster Clean Carpet & Upholstery Cleaning, June 2007 – Present
Virginia Beach, VA
 
• MonsterClean services, which specializes in steam cleaning for carpet, upholstery, tile and grout surfaces. Under marketing guidance, Monster Clean has risen to top of its class in the southeast Virginia area for services, customer service, reputation, and reliability. MonsterClean recently won the Angies’ List – 2008 Carpet & Upholstery Cleaning Contractor of the year, as well as five-star ratings from Angies List™ users, Local.Yahoo™ users, Google™ local users, Norfolk CitySearch™ users, and Yellowpages.com™ users.
• Monster Clean business is so strong from repeat and referral clients it has dropped all ads in the Yellow Pages, and the customer schedule is normally packed for up to three weeks in advance while the competitors are hurting for business – even during the recent economic turndown. In working with the Dun & Bradstreet third party vendor to obtain Past Performance for the GSA schedule, survey poll results showed a 98% customer satisfaction rating. Additionally, web design techniques using organic methodology has moved Monster Clean to “Page One” ranking on Google, Yahoo, and other major search engines and local area web marketing browsers.
• Responsible for research and cold calling for marketing to GSA Contract Specialists for Federal, State, and Local levels liaison. Assists the owner in expanding marketing toward the Federal Government via the General Services Administration (GSA) for a Multiple Award Schedule solicitation as a Small Disadvantaged Business under the Service Disabled Veteran status, as a unique sole source vendor. This included meeting with Chamber of Commerce and Small Business Agency representatives to achieve the knowledge and insight to work towards the GSA award. Proposal to Solicitation expected to be submitted April 2009.
• Assists the owner with taxes, website, and accounting database (FoxPro) design. Provides Human Resources advice, consulting services, and recruiting efforts for part-time staff.
 
DIRECTOR, ETHICS COMPLIANCE & HUMAN RESOURCES
Chenega Advanced Solutions & Engineering, LLC (CASE), Norfolk, VA, 11/07 – 03/09
645 Church Street, Suite 304, Norfolk, VA 23510-1773
 
Ms. Boyer is responsible for Human Resources assets, staffing, training & development expenses of circa $500K annually. Responsible for transforming CASE’s HR department to focus on new hire orientation, human capital investment programs, recruiting and business development, company branding, and corporate communications to customers and employees.
 
Acted as liaison for CASE Human Resources representative to Chenega Corporate Human Resources staff on matters relating to training, ethics, and other tasking and responsibilities including, but not limited to:
 
• Ethics Compliance, tracking, monitoring, training
• Communications: update of SOP’s, Policies, communication templates, update of HR related web pages for EE portal
• Orientation – training modules, updates, web portal
• Process Documentation: 30+ SOP’s writes and reviews/edits, updates of policies & procedures of over 180+ individual taskings ID’ed within HR department
• Drug Policy: Monitoring, policy updates
• Recruiting: Oversight, assistance, and training on tools, methods, metrics, reporting
• Business Development: assistance to and recruiting activity; proposal development
• Classification / Compensation – assurance of appropriate employee job descriptions, salaries, classifications within new hire requisitions, current employee’s salaries within classification guidelines and contract parameters;
• Risk Management POC / oversight: OSHA, WC, reporting, EE notifications/postings
• Emergency Call Tree: re-established, updated, and cross-trained for updates
• Cross Training of HR staff on tasking and responsibilities
• Research: HUB Zone, HR related processes and laws
• QA: Personnel records (hard/soft); assurance of HIPPA compliance
• Simplification, design, and editing of forms to ensure faster processing
 
Achievements:
 
• Worked closely during 2009 realignment for HR staff to transition from the CASE HQ’s in Norfolk, VA to another Chenega subsidiary, Chenega Technical Services Corporation in Alexandria, VA. She worked closely to transition processes, SOP’s, and two CASE employees to physical locations and taskings. While Ms. Boyer did not transition (unable to relocate to Northern Virginia), she worked with utmost professionalism in assisting her counterpart at CTSC to absorb tasking for remaining 266 CASE employees during a business redirection.
• Convinced the Chenega Corporate office to reduce the time segments for ethics training modules, resulting in a savings of over $6.5K (based on average salary per minute for 295 employees) in non-billable hours for direct and indirect employees.
• Managed to complete actions to obtain funds from an ex-employee based on a contractual agreement that will result in payback to the company of $3K+ owed.
• Created 30+ HR SOP’s, QWI’s, and forms, which increased communications and efficiency, as well as created a library of processes for operational guidelines. This effort ensured ISO: 9001-2000 company standards were met for a vital June 2008 ISO external audit and recertification.
• Wrote HR related sections of proposals for Business Development bids, including writing of proposal resumes. Revised the Proposal Resume instructions, and assumed responsibility as the main conduit for evaluation resumes. The result increased the value of human asset skill, knowledge, and experience info for proposal & business development.
• Brought extensive recruiting experience to CASE, and based on metrics for 2007 post-to-hire statistics showed an average of 50-104 days to hire and increased the speed of hire for candidates to a less than 26 days-to-hire (avg.) – a 50% reduction in time-to-place. The number of hires also increased for a comparative time-period by 24% (2007 vs. 2008).
• Achieved paperwork reduction and time spent for managers’ involvement in HR housekeeping functions; increased records and metric info for training and expenses. Examples are:
o Revision of the Education & Tuition Reimbursement Forms & Policies (reduction of five-page to a three-page form, reducing required info, while increasing valid info for evaluation
o Revision of Performance Evaluation Form (reducing forms from 10 to 3 pages)
o Established a training spreadsheet for employee documentation in easy-to-reach resource
• Completed a collection of CASE data for renewing the Chenega Risk Management Insurance Policy. Data collected met a tight two-week deadline for submission for the CASE IT department to use as baseline for IT equipment inventory on a go-forward basis.
• Responsible for updating the Employee Portal Web Pages related to HR, as well as updating of multiple training modules for new hires (Orientation): 1) Ethics Training Instructions; 2) Corporate Staff & Web Communications; 3) Time-Sheet Training for Employees; 4) Time-Sheet Training for Supervisors (revised Chenega’s training modules for CASE specificity); 5) Intro to CASE Benefits; 6) QSM Training Module; and 7) Intro to Expense Reporting.
• Completion of Ethics Training for 305 employees within a 30-day deadline using restaurant certificate drawings for employees completing the Training with a result of 98% compliance.
• Responsible for ensuring any/all mandated training completed by new hires (Ethics & QSM/ISO)
• Trained HR staff completed for all venues, including federally mandated E-Verify regulation.
• Responsible for appropriate record housecleaning at the Corporate HQ’s offices including: 1) shredding of HIPPA related documents; 2) clean-up of file-room; 3) updating of employee files, and; 4) purging of aged documents to reduce the storage foot-print; as well as 5) increasing electronic access to employee records for off-site HR staff and management inquiries.
 
SR. CORPORATE RECRUITING MANAGER
Zel Technologies, LLC (ZelTech), Hampton, VA, 05/05 – 11/07
 
• As the Sr. Corporate Recruiting Manager, Managed the recruiting department; full life cycle recruiting processes; ensured all Funded & Contract Contingent requisitions posted, applicants pre-qualified, and resume packages submitted to Hiring Managers for Federal contract billets
• Worked with the Business Development Group in identifying and developing recruitment and manning needs for Contract Proposals (RFP’s)
• Provided salary and other research data, as well as assessed candidate requirements including salary ranges, skill levels and ability to adapt to job requirements from SOW’s.
• Directly responsible for referral and selection of candidates hired across all company divisions.
• Responsible for contract negotiation renewals for ATS and resume databases, job fairs, direct sourcing as well as to determine /assess demographics of advertising
• Acted as internal advisor to HR & Contract Manager for Compensation / Classification for policy and compensation plan structuring and updates (HR & Recruiting related: AAP, EEOC, ISO).
• Responsible for public branding to the job seeker community; targeting military and diversity community as well as managed review of applications and qualifications
• Responsible applicant communications (job duties / responsibilities, compensation / benefits, work schedules / working conditions, company / union policies, promotional opportunities, etc.)
• Managed job fair schedules – contract negotiation, cooperative advertising, premiums POC, etc.
• Supervised the oversight of the OFCCP, EEOC, and AAP documentation; as well as performed reference and background checks on applicants.
• Acted as an (Internal) HR Consultant - provided guidance and advice to HR department; provided compensation plan support, resource information; analysis & auditing
• Responsible for marketing to External Clients for Recruiting Services; managed recruiting process to solicit orders for job vacancies for specified applicants and record info about job openings to describe duties, requirements, and related data.
 
HR MANAGER (Corporate Specialist)
AMSEC LLC (Corp HQ's) (a LLC between SAIC and Northrop Grumman Newport News Shipbuilding), Virginia Beach, VA (Corporate Office/Virginia Beach), 01/03 – 04/05
(Subsidiary companies: Egan McAllister & Associates, PMI, M. Rosenblatt & Son, Inc., etc.)
 
• Managed Special Projects - legal & policy research, recruiting, retention, databases
• Managed the Performance Review and Resume Program; managed proposal resumes database.
• Wrote HR related sections for RFP / RFQ capabilities for Proposals
• Coordinator for Recruiting / Job Fair materials, POC for international media & EEOC/AAP ads
• Performed year-end analysis in regards to recruiting/budgeting for Job Fairs and resources.
• Developed forms to support internal procedures and external documentation; as well HR POC for software questions, functions, and programming issues.
 
HR MANAGER
AMSEC LLC (IMEG / SETS Group), 03/01 – 01/03
 
• HR Manager for Corporate & IMEG/SETS group for HR practices, polices, communications; for 1,350+ employees in Norfolk, Charleston, Philadelphia, Florida, etc., for Installation, Maintenance, and Engineering Group (C4I, Full Cycle Ship Maintenance, Design, Alterations & Installation)
• Managed employee relation issues for remediation.
• Responsible for research, conceptualizations, and innovative ideas for recruiting and staffing
• Supervised a staff of two+ administrators; recruiting efforts / job fairs for 50 - 100 billets (avg.)
• Consultant to management for employee relation investigations, disciplinary procedure
• Administered benefit package for standard & executive benefits, including medical, dental, vision, life, short / long-term disability, flexible spending, tuition, 401(k), and stock program.
• Coordinated strategic planning, organizing and problem solving to meet business strategic goals and objectives, while managing HR process, policy, and procedure training
• Coordinated company participation in outreach efforts and job fairs
 
HR MANAGER
Norfolk Warehouse Management / The Taylor Companies, 07/95 – 01/01
 
• Umbrella company of 8 corporations - warehousing, distribution, transportation, file management / storage, real estate management, logistics, and logistics brokering; (85+ Employees).
• Managed HR department, including recruitment; counseling; and management training
• Wrote/updated HR SOP’s; and annually solicited & coordinated bids & decisions on compensation benefits; as well as coordinated employee & client parties/functions.
• Oversaw employment legal issues; audit/update personnel files, macro-programming for HR reports and divisional payroll (DTTS).
• Coordinated Workers Compensation & OSHA; consulted with lawyers on legal issues; valuable change-agent in convincing company to upgrade computer systems, software/e-mail, and internal webpage for employee portal.
• Rewrote HR documents to be more user-friendly; and computerized historic HR data & documentation. Rewrote/updated the company policy manual to reflect modern litigation issues / reduce legal ambiguities; and successfully negotiated EEOC complaints and ADA issues.
• Maintained/coordinated/updated DOT paperwork on CDL drivers for two divisions; tracked & coordinated COBRA w/ benefits; wrote employee newsletter; responsible for initiating and developing Internal Web Site for employees (benefits related),
• Responsible for the Orientation Program for New Hires, Employee Safety Committee, and Standardizing Job Specific Annual Reviews.
 

HR CREATIVE GENERALIST
Metro Information Services, Inc., 12/94 - 07/95
 
• Privately held company {now publicly traded} with 20+ nationwide divisions; 1,200 employees.
• Worked directly for the HR Director and assisted the Director of HR in training projects, coordinate development, and standardizing company training manuals
• Wrote/edited/distributed training newsletter; designed layout/copy for nationwide ads & job fairs for technical recruiting; and conducted post-hire interviews for retention purposes
• Constructed / maintained database of 3,000+ technical course library (incl.-ordering, tracking, & billing; as well as converted 300+ WordPerfect HR documents to MS Word; designed / wrote / supplied 15+ Divisions w/ Training Certificates with documentation to database
• Responsible for tracking training; reciprocal training employment agreements; processed tuition reimbursement contracts; and designed company plaques; maintained management manuals
• Maintained and coordinated shipping of 16 laptop training computers, course manuals, & n-Views (weekly); Revised and standardized 75+ Technical Skill Interview questionnaires
 

HR MANAGER / OFFICE MANAGER
Atlantic Garden Centers, Inc.; limited partnership (six Tidewater, VA locations - 01/94 - 12/94
 
• Worked directly for the controlling partner, managing 100 employees at peak summer sales periods and managed oversight of five stores’ Assistant Office Managers.
• Responsible for recruiting seasonal staff / middle management; acting Senior Office Manager for all branches.
• Acting training coordinator for Branch Office Managers
• Marketing Coordinator for the design and editing of the weekly newspaper advertising.
 
HUMAN RESOURCES INTERNSHIP
Farm Fresh, Headquarters, Inc., 02/92 - 04/92
 
• Worked for HR Director and Security Chief of Staff.
• Rewrote a $25K training program into smaller lunch-box training blocks for communications, administration, and problem-solving.
• Researched and designed a pilferage report statistically pinpointing most likely employee pilferage dates (in general).
• Training follow-up at unique set-point dates after hire, significantly lowered employee thefts.
 
VISITING TEACHER
Virginia Beach City Schools, Va. Beach, VA, 02/91 - 05/95
 
• Visiting teacher for homebound students detained at home for misbehavior, illness, or pregnancy. Tutored three to five students daily during regular school sessions.
 
EDUCATIONAL ADMINISTRATIVE ASSISTANT (TEMP STAFF)
Norfolk State University, Norfolk, VA 06/91 – 09/91
 
• Assisted the Dean of the Physical Education department supporting office administration, as well as assisting students schedule classes during open enrollment.

INSTRUCTOR
Mansfield School of Business, Va. Beach, VA, 05/89 - 11/90
 
• General business, math, and English instructor (Subsidiary of CareerCom, Inc.).
 
OWNER/ MANAGER
Surrogate Mom Household Cleaning Service, 08/83 - 05/89
 
• Owned, operated, and managed a domestic & commercial cleaning service. Responsibilities included: bookkeeping; taxes & payroll; labor, recruiting; and marketing.

 

FORMAL EDUCATION & TRAINING
 

Doctor of Philosophy (Candidate), Old Dominion University, Norfolk, VA –anticipated graduation 2015; Occupational & Technical Studies, HR Training & Development
Masters Degree in Education - Virginia Commonwealth University, Richmond, VA (1989), Adult Education, HR, Training & Development, Personnel, and Staffing
Bachelors Degree in Fine Art and Graphic Illustration- Radford University, Radford, VA (1983); Graphic Advertising & Illustration, Fine Art, and Art History
 

CERTIFICATIONS

• 03/09, Green Belt - Lean Six Sigma Certification
• 03/09, Government-wide Acquisition Contracts (GWAC) Overview, GSA Federal Acquisition Service, Center for Acquisition Excellence
• 11/05, Certified Diversity Recruiter, AIRS University
• 11/05, Certified Internet Recruiter, AIRS University
 

TRAINING & SEMINARS

(240+ continuing education seminars, webinars, and other training modules since 1996)
 
• 04/09, COBRA Under the Economic Stimulus Legislation, Geoffrey Hemphill, Vandeventer Black LLP
• 04/09, Technology 101, Small Business Administration
• 04/09, How to Win Federal Contracts, Small Business Administration
• 03/09, Wage & Hour Liability Will Skyrocket in 2009: Practical Guide to Dealing with New Laws, a Shaky Economy, and the “Obana Effect,” Reid Bowman, Esq.
• 03/09, Developing Tomorrow's Leaders: Lessons from the Federal Sector, Robert Lavigna, Partnership for Public Service & Tom Fox, Director, Annenberg Leadership Institute
• 03/09, Power up your Recognition Tool for Talent Engagement
• 03/09, How to Become a Contractor – GSA Schedules Program (SCORM)
• 03/09, Americans with Disabilities Amendments Act of 2008 and Performance and Conduct Standards Under the ADA(AA), Thomas M Lucas, Willcox & Savage, P.C.
• 03/09 – 06/2009, Studying for SHRM certification as Senior Professional Human Resources Manager (SPHR) – test scheduled for June 2009
• 03/09, Economic Imperative: Investing in Talent Innovation, Phil Newbold, CEO, Memorial Hospital & Health System, South Bend, IN
• 03/09, Best Buy’s Career Site 2.0: Timothy Kutzer, Best Buy & Joshua Kahn, Accenture BPO
• 03/09, Evolution of Enterprise Social Networking: Fusing Business, Talent, and Learning, Mike Gotta, Burton Group & A.G. Lambert, Saba Software, Inc.
• 03/09, Today’s Reduced Workforce = Tomorrow’s Most Effective Recruiting Channel, Alumni Networks, Anne Berkowitch & Steve Kuhn, SelectMinds
• 03/09, Are You a Good Interviewer? Top 10 Interviewing Skills, Michael Blair, Embarq Corp.
• 03/09, Workplace Identity Theft and Employer Liability, Laura Millen, CITRMS, Peak Performance Group, Chesterfield, VA
• 03/09, SCHIP & Cobra: New Benefit Requirements for Employers, Gary Kushner, Kushner Co.
• 03/09, Lean Six Sigma Training & Certification, Chenega Advanced Solutions & Engineering, LLC, David Dodson, Black Belt
• 03/09, Pathway to Success, MAS Express, U.S. General Services Administration
• 02/09, Mastery Program, Certified Business-to-Government Contracting Specialist, B2G Institute
• 02/09, Creating Competitive Advantage through Enterprise WFM
• 02/09, Maintaining Brand in a Recession: How Your Talent Distinguishes the Customers
• 02/09, Selling in a Down Economy: Talent Makes the Difference
• 02/09, The 3 R’s of Practical Organizational Change Management
• 02/09, Understand Your Workforce Today, So You Can Plan For Tomorrow
• 02/09, Streamlining Hiring for Single Profile, Multiple Jobs
• 02/09, Benefits and Compensation: Real-World Lessons & Best Practices
• 02/09, Achieving Strategic Compensation at Exelon
• 02/09, Turning HR Information Into HR Knowledge: Getting the Best from Data Mining
• 02/09, Best Practices For Using The Internet Within the Background Screening Process
• 02/09. Improving Your Recruitment ROI
• 02/09, Leveraging Benefits Decision Support Tools for Hard-Dollar Healthcare Savings for You and Employees
• 02/09, Workplace Conflict and Mediation Solutions, Michael E. Ornoff, Esq., sponsored by The Pinnacle Group, Virginia Beach, VA
• 02/09, Getting Your Career in Gear: Job Search Tools For a Smooth Ride
• 02/09, Hold On, You Lost Me! Using Learning Styles to Connect, 4MAT 4Business
• 02/09, Countdown to E-Verify: Instant Tools for Federal Contractors & Other Employers
• 02/09, Job Search 2.0: How to Web 2.0ize your Job Search, HR.Com
• 02/09, Immigration Visa Options: Strategically Navigate the H-1B Visa Application Process, Work Authorization Options for Foreign Workers, HR.Com
• 01/09, McNamara-O’Hara Service Contract Act, Dion Kohler, Jackson Lewis, LLP
• 01/09, Achieving Sustainable Returns on Your Workforce Management Investment in a Challenging Economy, HR.Com
• 01/09, The New I9, Stuart Brock, Womble Carlyle Sandridge & Rice, PLLC
• 01/09, Achieving Sustainable Returns On Your Workforce Management Investment In A Challenging Economy, SD Retail Consulting & Stromberg, A Paychex Company
• 01/09, Security Contract (SCA) Training, Chenega Compliance Department
• 01/09, Incorporating CPR into your Workforce, SHRM sponsored,
• 12/08, Employee Free Choice Act (review of legislation), Labor & Employment Law Seminar, Wilcox & Savage, PC
• 11/08, Employee Engagement & Performance Management Systems, Targeting Development & Growth, Goodman & Company, Norfolk, VA
• 09/08, Combating Human Trafficking in Person’s Awareness Training, Basic Module, Department of Defense
• 07/08, Supervisor/Employee Training, Alcohol & Drug Recognition Training
• 07/08, Supervisor/Employee Training, Drug Training
• 07/08, Supervisor/Employee Training, Employee Training
• 07/08, Supervisor/Employee Training, Alcohol Training
• 05/08, Labor & Employment Law Seminar, Wilcox & Savage, PC
• 03/08, Business Development Workshop, Advantage Consulting
• 12/07, Ethics Compliance and Training, ELT, Chenega Corporation
• 11/07, Are We Facing Corporate Amnesia? The Impending Exodus of the Baby Boom Generation
• 11/07, Official Rules for Hiring Passive Candidates
• 11/07, Biometrics in Background Screening: What's New for 2008
• 11/07, Managing Human Capital Risks and Opportunities in Mergers and Acquisitions
• 11/07, Make the Call! Telephone Sourcing Best Practices
• 11/07, The Twain Shall Meet: The Human & Financial Sides of Capital
• 11/07, Competency Management - The Link Between Talent Management and Optimum Business Results
• 10/07, Applicant Tracking System with Job Fit Assessments -- Simple, Effective and Inexpensive
• 10/07, Starting From Scratch: Selecting and Staffing a New Customer Contact Center
• 10/07, How Leadership Development Engages and Retains Talent
• 10/07, Defining a Reporting Strategy: Hands-on Approach for Getting Results, Korn/Ferry Intl., and The Newman Group
• 10/07, Targeting Candidates in a Specific Demographic: You Won’t Attract What You Don’t Understand, MGM Mirage & Collier Management Services, Inc.
• 10/07, Internal Talent Pool: Accelerating Your Pipeline – T. Rowe Price Associates
• 10/07, Recruit, Retain, Rejoice: Market Jobs for Long Term – Jobs in Vermont
• 10/07, Creating & Managing through Global Performance Metrics: Nike / Kelly Services
• 10/07, Targeted Development for Improved Business Execution: Vangent, Inc., and Ace Hardware Corporation
• 10/07, Determining Job Market Rates: Tips and Approaches to Tough-to-Match Jobs, HCR Software Solutions, Judy Canavan
• 10/07, Driving Business Value: Next Generation Human Resources, Hewitt Associates
• 10/07, Creating Accountability, Leadership IQ & Michael Murphy
• 10/07, Art of the Recruiting Masters (Intro), Doug Beabout
• 10/07, Recruiting Programs: Measuring ROI, Lorman Educational Services
• 10/07, Breaking the Barriers: Make Diverse Leadership a Reality, Epic Consulting Group
• 10/07, Enhance Your Online Presence to Attract Top Quality Talent, Cytiva
• 10/07, Strategic Long-View Systems for a Talent Pipeline, The Manager’s Mentors, Inc.
• 10/07, Recruiting Best Practices: Recruiting is a Competitive Advantage, Forrester Research & ZoomInfo
• 09/07, Sourcing: Understanding Tactics Used by Successful Job Seekers, Monster.com
• 09/07, Knowledge Retention, Building/Securing Organizational Brain Trust in an Age of Brain Drain, Monster Intelligence/Monster Worldwide
• 09/07, Employer Talent Networks on Facebook: Jobster
• 09/07, Is There a Doctor in the House? Diagnosing Your Recruiting Process, Adecco
• 09/07, New Technology to Revolutionize the Way You Source Resumes, AIRS
• 09/07, Improving the Employee Experience, Integrated Talent Management, Real Models That Work; Envwisen & Hershey Entertainment and Resorts
• 09/07, Is the Leadership Gap on Your Radar Screen? It Had Better Be!, Authoria
• 09/07, Raising the Bar for Corporate Recruiting, Adler Group
• 08/07, Integrated Talent Management: Real Models That Work, Watson Wyatt
• 08/07, The Past, Present, and Future of Variable Pay, Hewitt Associates
• 08/07, One Great Recruiter is Worth 100 Good Recruiters, AIRS
• 08/07, Private Label Recruiting Events: Using Career Fairs in High-Volume Hiring, Center for Employment Management
• 08/07, Student’s Eye View: College Recruitment Exp., MonsterTRAK
• 08/07, What is a Talent Pipeline?, Execuquest
• 08/07, Employment Branding, The Candidate Experience, Previso
• 07/07, Best New Ideas in Internet Sourcing: AIRS University
• 06/07, Job Posting Compliance: Past & Possible Future, First Advantage Recruiting Solutions / NaviSite
• 06/07, Transforming Managers into Talent Leaders, Paradigm Learning
• 06/07, Beyond Design to Implementation: Managing in the Trenches, Hay Group
• 06/07, Next Generation Candidate Portal, Taleo, HCI
• 06/07, Taking Charge of Your HR Career, DBM Mountain District, HCI
• 06/07, Sourcing and Recruiting 2007: Trends, Challenges, and Insights, AIRS and The Newman Group
• 06/07, Talent Management to Achieve Greatest Business Impact, Bersin & Assoc and Cornerstone on Demand, HCI
• 06/07, Total Rewards Priorities To Attract & Retain Your Talent, Deloitte Services, HCI
• 06/07, Absence Management: How to Leverage Best Practices, Axium, HCI
• 05/07, Maximizing Your Return on People: Embracing Organizational Competencies, McBassi & Company, HCI
• 05/07, Attracting & Retaining Employees, Deloitte Services, HCI
• 05/07, Workforce Planning During Mergers, IBM Global Business Services, HCI
• 05/07, Differentiation – First Step in Employer Branding, Bausch & Lomb, HCI
• 05/07, Getting the Right Mix: The Palette of Assessments, PreVisor & Embarq
• 05/07, Employer Branding, Communicating the Value of the Employee Experience, Monster.com & NAS Recruitment Communications
• 05/07, Using the Right Tools for the Right Workforce, Deploy Solutions & Monster.com
• 05/07, Executing Change Through Engaged Talent, Center for Talent Retention (HCI)
• 05/07, State and Federal Laws Affecting Background Checks, LexisNexis & Littler
• 05/07, Drive for Talent: High Volume Hiring, CarQuest &, HCI
• 05/07, HR That Means Business: Focusing on Value Creation, HCI
• 05/07, Reporting on Human Capital: What the Fortune 100 Tells Wall Street About Intangible, HCI
• 04/07, Taming the Paper Tiger, Talent Management
• 04/07, Talent for the 21st Century: Who Thrives & Who Survives, Sophia Associates & Simulations International
• 04/07, Agility Meets Efficiency in Workforce Management, Aberdeen Group
• 04/07, Building an Integrated Talent Management Roadmap for Competitive Success, Newman Group & Yahoo
• 04/07, Credentials as a Talent Management & Development Strategy, HCI
• 03/07, Agility Meets Efficiency in Workforce Management, Aberdeen Group
• 03/07, Talent Hubs, The Latest Sourcing Idea, The Adler Group
• 03/07, 2007 Search Strategies – A Report from the Field, HCI
• 03/07, Controls, Policies, and Procedures, OCEG
• 03/07, Leading a Multi-Gen. Workforce, Monster.com, AARP & Claire Raines Assoc.
• 03/07, Sources of Hire, Career XRoads
• 03/07, Business Intelligence (BI) for Workforce Management, HCI& Axium Group, Workbrain & Kronos
• 02/07, You’re an Employer of Choice – Now What?, HCI
• 02/07, Talent Development: Career Transition Management – Strategic HR Coaching: Successfully Advising Your Organization’s Leaders, HCI
• 02/07, The Next Generation Resume, HCI
• 02/07, Best in Class Approaches to Employee Performance Management, HCI
• 02/07, Measuring Quality of Hire: You Can’t Improve What You Can’t Measure, HCI
• 02/07, Why Quality of Hire is Important, Taleo
• 02/07, Diamonds in Rough: Manager Accountability to Develop Tomorrow’s Talent, HCI
• 01/07, From Talent Pipeline to Talent Productivity: Seamless Onboarding, HCI
• 01/07, Innovative Talent Solutions for an Aging Workforce, HCI
• 01/07, Winning the Global Talent War: Retention Strategies in Keeping Your Critical Talent, HCI
• 01/07, Getting the Word Out: Maximizing Your Employee Referral Program, HCI
• 12/06, Hiring Rules! Are you playing the Hiring Game to Win? The Adler Group
• 12/06, Employing Enterprise Workforce Management to Eliminate Compliance Risk, Axsium Group, Kronos, Inc., Cox Communications, Workbrain, Inc, by, HCI
• 12/06, Workforce Planning Metrics – Dream or Reality? Aruspex
• 12/06, Find Top Tech Talent, AIRS, Dice, HCI
• 11/06, FASB (Financial Accounting Standards Board) and Human Capital Reporting: Treating Human Capital as an Asset, ProOrbis, LLC
• 11/06, To Avoid “The Amazing Shrinking Global Talent Pool” – Build Your Own, HCI
• 11/06, How to Close Every Deal, The Adler Group
• 11/06, Innovation Through Relationship Marketing: Candidate Care, HCI
• 11/06, Quantifying Quality of Hire: Competency Based Hiring, Workstream Product Marketing
• 11/06, Employee Motivation, Compensation Program Effectiveness, HCI
• 11/06, Best of the Best in Employee Referrals, HCI
• 10/06, Strategic Recruiting: How to Win the Talent War, Jack Phillips, Ph.D.
• 10/06, Automated Performance Management: Key to Productivity & Profit, Shutterfly
• 10/06, Candidate Experience: Black Hole or North Star? Hireability & CareerXRoads
• 10/06, Getting Off the Ground with New Employees, HCI
• 10/06, Strategic Job Families, MindSolve Technologies & Palladium
• 10/06, Courting the Candidate, HCI
• 10/06, Focusing Your Talent Management through Strategic Job Families, Mindsolve
• 10/06, The Secrets of Recruiting, Goodman & Company
• 10/06, First Things First, Getting off the Ground with New Employees, HCI
• 10/06, Why Assessments Work, PAN &, HCI
• 10/06, Accelerating Performance of High Potential Leaders, HCI
• 10/06, Closing Starts at Opening, Adler Concepts
• 10/06, Turning Over Recruiting Reigns: When is Outsourcing the Right Source?, HCI
• 10/06, Strategic Recruiting: How to Win the Talent War and Show the Lessons, HCI
• 10/06, The Candidate Experience: Black Hole or North Star, HCI
• 10/06, Workforce Planning: IV, HCI
• 10/06, Beyond Job Boards: The New Age of Recruitment Advertising, HCI
• 10/06, Enterprise Workforce Management: Implementation Best Practices, HCI
• 10/06, Employee Self Service for Small & Medium Sized Businesses, HCI
• 09/06, State of Recruiting Revealed: Challenges Survey, The Adler Group
• 09/06, Anticipating Business Change within a Pay for Performance Strategy, WorkStream
• 09/06, Stop Competing on Price, Adler Concepts
• 09/06, 2006 Recruiting & Hiring Challenges Overview, Adler Concepts
• 09/06, How to use ZOOM for more Names, Adler Concepts
• 09/06, Global Recruiting, Plan the Work & Work the Plan, HCI
• 09/06, Finding Top Talent, AIRS & DICE
• 09/06, Teamwork Provides Catalyst to Integrate Learning & Performance, SABA, HCI
• 09/06, Innovation through Interaction: Virtual Career Fairs, HCI
• 09/06, Global Talent Management, HCI
• 09/06, Find Top Tech Talent, AIRS & Dice, Webinar
• 09/06, Teamwork Provides Catalyst to Integrate Learning and Performance, Saba
• 09/06, Sales Prowess for Top Performing Recruiters, Zoom Info Webinar / HireAbility
• 08/06, Performance Based Hiring for Managers, The Adler Group
• 08/06, Values and Benefits of an HRMS in Small & Medium Sized Businesses, HCI
• 08/06, The Right People Every Time: Performance Based Hiring: Adler Group
• 08/06, The Secrets of Less Active Sourcing, Adler Group
• 08/06, Implementing a Successful Competency Model, HCI
• 08/06, Republic of Google - Are You a Citizen?, HCI
• 07/06, Developing a Proactive Diversity Pipeline, Adler Group
• 07/06, Best Practices in Employee Selection - How Toyota Created a World-Class Workforce, Workforce Management
• 06/06, Guerilla Recruiting: A Weapon in the War for Talent, sponsored by Kronos, Workforce Management
• 06/06, Break through the Clutter: E-mail Techniques that Command Candidates Attention, HCI
• 06/06, Implementing Talent Investment Metrics: Getting Operations and Finance Onboard, HCI
• 06/06, Talent Segmentation within Workforce Planning, HCI
• 06/06, OFCCP Compliance, AIRS
• 06/06, Art & Science of Recruiting Techniques for Small & Medium Businesses, via, HCI
• 06/06, Supercharging Your Employee Referral Program; Dr. John Sullivan & Associates, AIRS
• 06/06. Building a Winning Team with Employee Performance Management, MindSolve Technologies, via, HCI
• 06/06, Performance Based Hiring: How to Become a Partner with Your Hiring Managers, Adler Group
• 06/06, Evolving the Recruiter Role -- The Next Generation is...Now, HCI
• 06/06, The Future of the Online Recruiting Industry, Charlene Li, Principal Analyst, Forrester Research, Zoom Info
• 05/06, Demographics and Retirement: Scenario and Workforce Planning, HCI& IBM Corporation
• 05/06, Search Lab 3.0, Find One, Find Them All: Airs University; Training for Certified Internet Recruiter
• 05/06, Business and Workforce Intelligence: Improved Decision-Making for Competitive Advantage, HCI
• 05/06, Performance Management: The Impact of Technology, Oracle, HCI& David Creelman, Creelman Research
• 05/06, Art & Science of Recruiting Technology Options for Small & Medium Businesses, HCI
• 05/06, Innovation through Sourcing: What’s Next for On-line Job Posting?, Bernard Hodes Group /, HCI
• 04/06, Understanding and Managing OFCCP Compliance, AIRS
• 04/06, External Database Searches Under the New OFCCP “Internet Applicant” Regulations, Morgan Lewis via Airs University
• 11/05, Performance Based Interviewing Training, AIRS
• 11/05, What Federal Contractors Need to Know About the Labor Department’s New Definition of ‘Internet Applicant’, by David Fortney, Esq., Fortney & Scott, LLC, SHRM
• 11/05, Hire Right or Manage Hard: Recruiting as a Competitive Advantage, ZoomInfo
• 10/05, Certified Diversity Recruiter Training, AIRS, International, HR.com
• 10/05, Finding Diversity Candidates Training, AIRS, International, HR.com
• 10/05, Working with Multicultural Teams, SHRM Hampton Roads Chapter
• 10/05, Hiring a World-Class Workforce - Lessons from Toyota, sponsored by Select International, HR.com
• 09/05, Hampton Roads State of the Workforce, Opportunity, Inc.
• 03/05, ISO 9000:2001, Auditor Training
• 12/04, Oral Proposal Training (AMSEC LLC - Proposals/Production Dept)
• 12/04, Proposal Training – Quick Response Proposal Development (AMSEC LLC - Proposals/Production Dept)
• 11/04, Proposal Production (AMSEC LLC - Proposals/Production Dept)
• 08/04, Proposal Writing, Employee Resumes (AMSEC LLC - Proposals/Production Dept)
• 05/04, So Who Is an Applicant Anyway? Sinclair Consulting, Inc. (SHRM)
• 04/04, Executive Compensation, Fair Pay Overtime Rules, United States Department of Labor
• 04/04, Professional Exemptions, Fair Pay Overtime Rules, United States Department of Labor
• 04/04, Administrative Exemptions, Fair Pay Overtime Rules, United States Department of Labor
• 04/04, Salary Requirements, Fair Pay Overtime Rules, United States Department of Labor
• 04/04, Understanding the New FLSA (Fair Labor Standard Act), (SHRM)
• 04/04, Human Resources Planning & Analysis, SAIC/Skillport Training
• 03/04, Record Retention Rulebook – Recordkeeping Requirements, Ceridian HR Outsourcing
• 01/04 – 02/04, Writing Your Novel, Writer’s Digest School (Certificate)
• 01/04, Getting Started in Writing, Writer’s Digest School (Certificate)
• 01/04, VISIO Software for Flow-Charting, OTJ
• 2002, Critical Issues Under the Fair Labor Standards Act (Audio Conference) Progressive Business Conferences, Malvern, PA
• 2001, Resumix Applicant Tracking System, SAIC Inc., Virginia Beach, VA
• 2001 – 2003, EON Academy, Stock Training Courses, SAIC Inc. (Telecon.)
• 03/2001 & 02/2003, Ethics Training, SAIC, Inc.
• 2001, Strategies for Effective Recordkeeping in Virginia Seminar, Lorman Education Services, Norfolk, VA
• 2001, United States EEOC Commission: Seminar: Update on EEOC Labor Law
• 1997, Certificate: Professional Human Resource Management, Old Dominion University (College of Business and Public Administration) with Society of Human Resource Managers
• 1997, Clark & Stant, P.C., Norfolk, VA: Seminar: Annual Labor & Employment Law Update
• 1997, Now Care Health & Safety: Certificate: Supervisor’s Training for Suspicion of Drug and Alcohol Abuse (DOT standards)
• 1996 – 2001, Kaufman & Canoles, P.C., Norfolk, VA: 1) Seminar: 12th Annual Employment Law Update (1996); 2) Seminar: Fire Me, I’ll Sue! - Minimizing Your Organization’s Risk (1997); 3) Seminar: 18th Annual Employment Law Update (2000)
• 1996, Wilcox & Savage, P.C.; Seminar: The 2nd Annual Labor Relations & Employee Benefits
 

 
ORGANIZATIONAL MEMBERSHIP / SOCIAL NETWORKS
 

• AFCEA Corporate membership
• American Society for Training & Development (National / SEVA member)
• Beta Sigma Phi National and local member
• FaceBook: http://profile/to/dawnboyer/
• Faith Popcorn’s Talent Bank: http://www.faithpopcorn.com/
• FriendFeed: http://friendfeed.com/dawnboyer
• Google Profile: http://www.google.com/profiles/DawnBoyerinVaBeachVA
• HR.com http://hr.com/members/Dawn.Boyer
• Ki-Work: http://ki-work.com/ki-profile/dawnboyer
• LinkedIn: http://www.linkedin.com/in/dawnboyer
• MySpace: http://www.myspace.com/dawn_d_boyer
• NAACP Member since 2005
• Networkers United Worldwide: http://nuworldwide.com
• National Contract Management Association (national member)
• PeerPower: http://peerpower.com/pub/Dawn.Boyer
• RecruiterEarth: http://recruiterearth.com/profile/DawnBoyer
• RYZE: http://www.ryze.com/go/DawnBoyer
• SHRM Society for Human Resources Managers (local & national)
• TalentBar: http://www.talenbar.com/profile/DawnBoyer
• TASC-TGIC (Tidewater Government Industry Council)
• Toastmasters (past President, Secretary, and Treasurer)
• UNYK: http://www.unyk.com/en/id/119011455
• Volunteer Hampton Roads: http://www.volunteer.org
• Xing: http://www.xing.com/profile/Dawn_Boyer4
 

 

 

PUBLICATIONS & AWARDS
 
Technical Manuals / Business Articles / Business Awards

2007 – 2009 • 30+ SOP’s, Forms, and ISO 9000:2001 HR related policies for Chenega Advanced Solutions & Engineering, QSM ISO 9001-2000
2003 • Does Your Resume Give Identity Thieves a Roadmap? (Jet Observer, 11/20/03, The Casemate, 11/21/03, The Wheel, 12/04/03, The News Virginian, 12/12/03)
2000 Chamber of Commerce (Hampton Roads) Small Business of the Year Award (2000) for Taylor Document Management Company (Winner - First Place Award, Small Business of the Year for Norfolk and Hampton Roads Region)
1998 • National Association of Women in Business (NAWBO) for NWC Holding Company (First Place Award for Best Female Career-Oriented Company)
1995-2000 • Standard Operational Procedures for Human Resources Department – Norfolk Warehouse Management, Inc. (2 volume set)
1999 • Safety Manual for Norfolk Warehouse Management, Inc.
2000 • Guard Manual for The Taylor Companies
1995-2001 • Miscellaneous Technical Manuals & SOPs for The Taylor Companies
 
Non-Fiction / Historic & Genealogy Research
The following genealogy works are published and distributed by the Carteret County Historical and Genealogy Society of Morehead City, Carteret County, North Carolina. Currently working on updates of 20+ lineages (2009).

2000 • A History of the Taylor Family of Sea Level, Carteret County, North Carolina (Volume One—History)
2000 • A History of the Taylor Family of Sea Level, Carteret County, North Carolina (Volume Two—Lineage)
2000 • The Bell Family of Carteret County, North Carolina (Lineage)
2000 • The Ephraim Chadwick Family of Carteret County, North Carolina (Lineage)
2000 • The Frances Pigott Family of Carteret County, North Carolina (Lineage)
2000 • The Fulcher Family of Carteret County, North Carolina (Lineage)
2000 • The John Arthur Family of Carteret County, North Carolina (Lineage)
2000 • The Kitrell Mundine Family of Carteret County, North Carolina (Lineage)
2000 • The Nelson Family of Carteret County, North Carolina (Lineage)
2000 • The Styron Family of Carteret County, North Carolina (Lineage)
2000 • The Thomas Lewis, Sr. Family of Carteret County, North Carolina (Lineage)
2000 • The William Richard Whitehurst Family of Carteret County, North Carolina (Lineage)
 
Fiction
06/97 • The Old Wino’s Triumph, Richmond, The Metropolitan Monthly (under pseudonym Joyce Hensley Boyer) – 2nd Place Contest Winner, Story Writing.
 
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