Shuntele Carroll

Effectively manage EOPs largest components (Office of Management and Budget) (+700 employees) Requests for Personnel Actions (RPAs) and various employee inquires consisting of federal benefit coverages, federal pay, time and attendance, leave accrual, etc.
Manage time effectively to ensure all assignments and projects are completed on or before the deadline date, while prioritizing several competing assignments creating organized platforms to stay organized to complete assignments timely
Reduced a significant backlog of OMBs RPAs pending from year 2021 within 3 months of being assigned to manage all component requests
Facilitate the timely execution of staffing and recruitment actions when processing requests for
personnel actions (RPA)
Develop and implement an internal tracking spreadsheet to ensure requests are documented and completed; Director of Talent Acquisition advised spreadsheet to be uploaded onto EOPs SharePoint to be utilized by all respective human resources personnel
Review team member RPAs for accuracy and process personnel actions ensuring all nature of actions, legal authorities, remarks, and flex fields have been properly completed and approvals have been obtained
Review, evaluate, and update various report types, including, excel spreadsheets encompassing submitted information from EOPs employees and stakeholders
Resolve various discrepancies to include but not limited to pay, salary, within-grade increases, service computation dates, retirement determinations, veterans preferences, and incorrect data processed on the Standard Form 50 through routine quality assurance reviews
Suggest recommendations and process improvements to leadership, to assist with efficient workflow to meet established timeline metrics
Review requests for personnel actions (RPAs) to determine applicable nature of action codes and legal authorities, including Executive Resources personnel (SES career and non-career appointees), Senior Level (SL) appointments, Schedule C political appointees, merit promotions, direct-hire authorities, Schedule A, non-competitive, and other authorized hiring paths, and appointment types
Perform daily research and analysis methods to interpret and apply federal regulatory laws and rules, developing written and oral resolution responses regarding corrective matters related to audit findings and presenting final actions to leadership, customers, and stakeholders; via bi-weekly Zoom/Webex virtual meetings
Provide information to customers in relation to various personnel matters and explain rules, regulations, and policies to obtain and support responses
Create and process routine and complex RPAs related to appointments, promotions, extensions,
reassignments, pay adjustments, etc.
Provide office automation support and assistance
Conduct E-Verify citizenship verifications and manage cases until closed
Ensure supervisor is routinely informed of assignment progress and any matters that may require
leaderships attention
Provide collaborative initiatives to assist team members with actions, projects, and reports, as needed
Gather, review, consolidate and prepare required paperwork associated with a variety of personnel and Human Resources actions. Secure necessary information and resolve discrepancies on actions with organizational contacts
Provide advice, training and assistance on accurate completion and processing of standard
government forms; including SF-50s, SF-52s, and SF-127s
Maintain administrative and functional files
Assisted senior leadership with reviewing and managing Public Student Loan Forgiveness (PSLF)
application submissions for accuracy and completeness, in accordance with federal laws, recordkeeping and regulatory compliances
Selected by senior leadership to manage an internal agency ticketing system to assist with requests for personnel action assignments and designate requests to respective Human Resources personnel
Coordinate with officials to resolve discrepancies and request additional information when needed and ensure adequacy, regulatory compliance, and adherence to local policy and guidance
Initiate eOPF transfers and requests within the established regulatory guidelines
Assist with facilitating onboarding processes for new employees to the agency. Advance new hires
through the onboarding process by creating records in DCPDS (Defense Civilian Personnel Data
System) and coding actions, for processing

Provide a range of human resources (HR) recruitment and placement services to Defense
Commissary Agency customers around the world, to include full-cycle recruitment; gathering
applicable information from data research to construct valid decisions when conducting job analysis
to draft and post job opportunity announcements onto USA Jobs website, coordinating and
concurring effective start dates with both losing and gaining agencies, retrieving and/or sending
Standard Forms for new hire and transfer employees to the applicable agency while applying federal
regulations and agency guidelines to protect Personally Identifiable Information (PII), rating,
ranking, prepare certificate of eligible, and gathering data to interpret federal laws and
regulations to make sound, definitive decisions when qualifying applicants and adjudicating various
eligibilities and hiring authorities, in accordance to various federal eligibility standards and
established agency rules and regulations; such as Priority Placement Program (PPP), Interagency
Career Transition Assistance Plan (ICTAP), Career Transition Assistance Plan (CTAP), Veterans Employment
Opportunity Act (VEOA), and additional eligibility criteria, issuing certificates to hiring managers, extending tentative and firm job offers, in accordance to established federal rules and regulations
Apply Federal human resources management regulations and policies to interpret, plan, evaluate and
report on Federal HR policies, regulations, principles, and practices of assigned specializations
and standardized analytical and evaluative methods and techniques, to administer merit program
requirements
Apply specific rules, regulations, or procedures to independently complete assignments in
conformance with established practices and prescribed procedures using several guidelines directly
applicable to the assignment, to include building applicant positions and building positions within
Defense Civilian Personnel Data System (DCPDS), building case files within USA Staffing and
applying Office of Personnel Managements (OPM) rules and regulations to complete assignments, gain
additional knowledge to accurately process Requests for Personnel Actions (RPAs) using the Guide to
Processing Personnel Actions (GPPA), General Schedule and Federal Wage pay tables, specialized experience qualifications, and additional agency specific actions
Manage time to ensure all assignments are completed within or before the established timeline and
guidance of OPMs Time to Hire metrics and specific agency Memorandum of Agreement (MOA)
Initiate and manage applicant status and metrics utilizing various electronic Applicant Tracking
Systems, such as Time to Fill (TTFL), DCPDS, USA Staffing, electronic Official Personnel Folders (eOPF), Automated Stopper and Referral System (ASARS), interpret HR policies and regulations to assure applicable systems are operating within compliance
Complete all assigned training and courses before the set deadline
Ensure team lead and supervisor are kept abreast of scheduled training
Take initiative to assist team members with additional assignments
Proactively complete individual assignments and unassigned tasks
Granted Delegation of Authority autonomy, to approve various

Actively participated in outreach recruitment initiatives, to include attending technical and nontechnical hiring events and volunteering to support team members with after-hours hiring events; targeting veterans, students, and professional job seeking candidates, screened resumes andreviewed job descriptions to source and place candidates within the applicable job categories, provided prompt and accurate responses to candidates regarding resume requirements, position details, organization missions, and various position related inquiries
Applied Federal regulations and policies to interpret, plan, evaluate and report on Federal HR
policies, regulations, principles, and practices of assigned specializations and standardized analytical
and evaluative methods and techniques, to administer CISAs Student Programs
Conducted extensive research to provide best practices of external competitive internship
programs (WayUps Top 100 Internship)
Led a three-month research project, culminating with the submission of CISAs Student Programs
application, to participate in WayUps Top 100 Internship nomination
Presented Project Plan Review (PPR) of Top 100 Intern best practices to OCHCO leadership
Operated Microsoft Teams virtual platform slide decks during bi-weekly new hire orientations and
closely monitored chat engagements to promptly address questions and/or functionality issues to
ensure successful virtual interactions and experiences
Contributed to the current onboarding initiatives to enhance employee experiences, including
assisting the Onboarding Program Manager with reviewing survey feedback to identify areas of
improvement, integrating the use of Microsoft Office Teams platform to perform bi-weekly virtual
onboarding orientations to improve employee engagement, send touchpoint emails and provide
employees with continuous feedback at the 1 week and 1-12-month onboarding check-in
touchpoints, with a less than 24-hour response timeline
Provided substantial input to talking points and relevant information to display on the Microsoft
Office PowerPoint slide deck, to perform onboarding learning sessions
Authored an FY22 veteran and military spouse program initiative, which identified the respective
personnels branch, affiliation, and years of service to enhance the pre-onboarding experience for
service members and their families, including making phone calls to welcome them to the agency
Assisted with the delivery of orientation and other new hire requirements, coordinating, and
assisting with activities to secure orientation briefers and ensure all new hires are informed of
onboarding logistics and administrative items to make certain the delivery of a top-notch experience
for all new hires, including disseminating corresponding welcome letters which provide employees
with best practices within a virtual environment, what to expect during orientation, and relevant
contact information
Maintained an accurate electronic record-keeping system using electronic Applicant Tracking
Systems (ATS) to capture employee status, verification of 1st and 2nd day orientation attendance,
applicable onboarding and security documentation, and other associated tracking metrics
In accordance with federal regulations and agency staffing processes and timelines, complete
actions to onboard, manage, track, and maintain accurate program metrics, offboard student
interns, to include preparing onboarding casefiles, extending offers, validating continued program
eligibility, and ensuring student interns are out-processed at the end of their internship
Contributed to the recruitment of prospective student interns and federal hires, during several
virtual hiring events and social media presence
Briefed and notify applicable supervisors and leadership with selectee status updates, including
notifications of tentative job offers, respective security clearances, firm job offers, established start
dates, and additional onboarding actions
Subject Matter Expert (SME) of CISAs Volunteer Student Internship program
Disseminated required Volunteer Student Intern (VSI) onboarding documents, for approval, to
OCHCO leadership
Provided guidance and next steps within the onboarding process for Volunteer Student Interns
Routinely created federal new hire records for VSIs within USA Staffing database
Collected, verified, and accepted required onboarding documents through USA Staffing Human
Resources Management System
Proficient with the operations and functions of EmpowHR database
Independently drafted and distribute 20+ VSI Tentative Service Letters and Final Service Letters
Maintained electronic tracking spreadsheets for data analysis of VSIs onboarding actions
Composed and distributed 15+ internship conversion emails to respective managers
Managed the academic enrollment verification process for 20+ active interns
Uploaded resumes, via the agencys Resume Database, to assist with recruitment, metrics, and
hiring initiatives
Assisted with the tracking of resumes in support of the Department of Homeland Security Cyber
Honors Program
Familiar with processing federal personnel actions, including the familiarity of using The Guide to
Processing Personnel Actions, to code applicable Standard Form 52 (SF-52)
Introduced to the fundamental operations of classifying resumes, to identify applicable OPM
General Schedule specialized experiences
Assisted with the management, processing actions, and tracking of Student Program candidates, as
they relate to; CyberCorp Scholarship for Service Program (SFS), Cyber Talent Initiative (CTI), and
Pathways internships; including Presidential Management Fellows Program (PMF)
Assisted with the management of Student Programs Career group email box, which consists of
responding to customer and stakeholder inquires, in a timely and mission focused manner, to enhance customer service experiences
Participated in organizational meetings and continuous agency related training, to enhance
knowledge, skills, and abilities, of agency mission
Performed Student Program Manager duties and responsibilities, such as recruitment initiatives,
maintaining accurate program Applicant Tracking Systems (ATS) to capture metrics, updating
leadership on current and forecasted program projects
Contributed to creating a hiring manager quick reference guide that included frequently asked
questions and answers to assist with the management of their respective student intern throughout the beginning and ending phases of the internship
Supported the Acting Student Program Manager with duties associated with agency recruitment
initiatives, including publishing Vision Articles, participating in hiring events, and composing Power
Point slide decks for Brown Bag and Webinar sessions
Lauded and entrusted by the Associate Chief, Talent Management (CISA) for taking the lead on two mission critical projects
Worked with Talent Management team and served as a direct contributor to the development,
maintenance, and updating of CISAs Talent Management internal SharePoint webpages, providing
feedback to foster improvements to enhance user friendliness, functionality, and visual design
Shared in lunch and learn sessions, focused on CISAs Student Programs and initiatives
A primary user with responsibilities of managing and updating CISAs hiring and recruiting events
into the Strategic Marketing Outreach & Recruitment Engagement (SMORE) database
Working knowledge of operating various Human Resources Information Systems (HRIS), to include Personnel Action Requests (PARS), Table of Organization (TO), and Applicant Tracker to research processing actions and applicable hiring metrics
Familiar with accessing the Electronic Official Personnel Folder (eOPF) database to research and
retrieve applicable data, in accordance with agency standards and regulations
Experience in researching the Code of Federal Regulations (CFR) to gather applicable information
pertaining to regulated federal hiring practices and Standard Operating Procedures (SOP)
Routinely researched the Office of Personnel Management (OPM) website to obtain rules and
regulations pertaining to applicable federal hiring and operating practices
Monitored and tracked students security background checks via Personnel Security Database and the Information Security Management System (ISMS)
Volunteered and served as a 2021 Combined Federal Campaign (CFC) Keyworker within the Office of the Chief Human Capital Officer division
Introduced to Human Capitals Strategic Marketing Outreach & Recruitment Engagement (SMORE) database, to become familiar with updating events and analyzing data supporting the development of future student recruitment activities
Assisted with Scholarship for Service Program (SFS), Pathways, including Presidential Management
Fellows Program (PMF), Cyber Talent Initiative (CTI) student program events to initiate hiring actions and record status, using various electronic tracking systems
Assisted with marketing for upcoming announcements and events i.e., newsletter articles, agency
social media, and OCHCO communications
Assisted with the management of Talent Management group email box
Supported the Student Program Manager with duties associated with agency student recruitment
Initiatives

Shuntele Carroll, of Bryant, AR, is a member of the University of Arkansas at Little Rock Human Resource Society, which earned a 2020-21 Superior Merit designation from the Society for Human Resource Management for providing superior growth and development opportunities for its student members. "Even during the pandemic, the students continued their work with the Human Resource Society, sponsored by the Department of Management, Marketing, and Technology," said Dr. Karen Leonard, professor of management and faculty advisor. "Because of their dedication, we were able to achieve the award. One of the projects was collecting business attire for UA Little Rock's Career Closet. Due to massive donations by Professor John Hendon, in particular, we could achieve our goals for the drive." The SHRM Student Chapter Merit Award program encourages the development of more effective student chapters and distinguishes outstanding activities and projects. Chapters are recognized based on operations, chapter programming and professional development of members, support of the human resource profession, and SHRM engagement. "The members of our SHRM student chapters represent the next generation of HR leaders, and it's critical to highlight the instrumental role they play in SHRM's success," said Johnny Taylor Jr., SHRM president and CEO. "The hard work of the UA Little Rock chapter shows the future of the profession is, indeed, in good hands. I applaud their accomplishments and ability to foster innovative programming, development and interest in HR as we navigate changing workplaces." SHRM student chapters have the opportunity to earn an award based on the number of activities they complete during the merit award cycle, which ran from May 1, 2020, to April 30, 2021.