Dennis Kirk
Associate Director, Employee Services
U.S. Office of Personnel Management
DENNIS DEAN KIRK, ESQ.
BRIEF PUBLIC BIO
ASSOCIATE DIRECTOR, EMPLOYEE SERVICES (ES-0340) Mar 2020-Present
OFFICE OF PERSONNEL MANAGEMENT (Washington, DC)
The Associate Director, Employee Services (ES) serves as a principal advisor to the Director of the Office of Personnel Management (OPM) and represents the Director in support of the Administration's policies and programs. The incumbent leads OPM efforts to develop policy direction and HR program development, in the areas of employment, pay and employee benefits, performance management, work/life programs, and labor and employee relations. In addition, the incumbent leads a staff responsible for providing technical support to agencies regarding the full range of human resources management policies and practices. As a principal advisor to the Director, the incumbent performs analyses and recommendations on HR policy issues with significant sensitivity which impacts the entire Federal Government.
The specific Program Responsibilities for the incumbent are to:
• Direct and serve as the Director's advisor on all Governmentwide major HR
policy/program development areas of employment, pay, performance management and
recognition and labor and employee relations,
• Lead, direct, and manage the major HR policy/program development in the areas of HR
development, employment, pay, work/life, and employee accountability,
• Serve as a principal advisor to the Director and senior agency managers on the impact of
policies, proposals, and decisions on strategic human capital management,
• Provides technical support to agencies regarding the full range of human resources
management policies and practices, to include veterans' employment,
• Serve as a focal point and catalyst for assuring rapid, effective and comprehensive
follow- through on high level matters in assigned areas,
• Oversee the development of special analyses and reports on sensitive issues or items of
particular interest to the Director. This includes, but not limited to, coordinating complex
and often conflicting views and policy recommendations within the Government,
• Provide leadership, policy guidance, information and assistance to Federal agencies on
Governmentwide human resources policy/program development in the areas described
above.
Managerial Responsibilities for the incumbent are to:
• Direct and serve as the Director's advisor on all Governmentwide major HR
policy/program development areas of employment, pay, performance management and
recognition and labor and employee relations,
• Lead, direct, and manage the major HR policy/program development in the areas of HR
development, employment, pay, work/life, and employee accountability,
• Serve as a principal advisor to the Director and senior agency managers on the impact of
policies, proposals, and decisions on strategic human capital management,
• Provides technical support to agencies regarding the full range of human resources
management policies and practices, to include veterans' employment,
• Serve as a focal point and catalyst for assuring rapid, effective and comprehensive
follow- through on high level matters in assigned areas,
• Oversee the development of special analyses and reports on sensitive issues or items of
particular interest to the Director. This includes, but not limited to, coordinating complex
and often conflicting views and policy recommendations within the Government,
• Provide leadership, policy guidance, information and assistance to Federal agencies on
Government-wide human resources policy/program development in the areas described
above.
The Associate Director, Employee Services, is responsible and accountable for managing the organization's human, financial and other resources in accordance with law, regulations, and public policy, to achieve intended program results efficiently, economically, and effectively. Specific managerial responsibilities include:
1. Establishing program emphases and goals, and producing results through strategic planning, developing operational plans and policies, and issuing pertinent regulations, guidelines, and instructions to successfully achieve desired goals;
2. Coordinating program efforts and policy initiatives with other OPM offices, Federal
agencies, state and local governments, and other interested parties;
3. Identifying and allocating the organization's financial and physical resources in accordance with OPM fiscal and property control guidelines;
4. Implementing OPM's goals for the strategic management of human capital resources,
including an affirmative Equal Employment Opportunity program as an integral part of the
human resources program; and 5. Holding subordinate managers and supervisors accountable for the performance of their delegated authorities and responsibilities by periodically reviewing and evaluating program direction and accomplishments and making appropriate adjustments, to include organizational changes, as needed.
The incumbent has Supervisory Relationships throughout OPM, and receives general direction from and is a principal advisor to the Director, OPM, with primary responsibility on matters affecting the planning, directing, and execution of Governmentwide human resources policy and program development. This includes the preparation of legislation, policies, and regulations. The direction is ordinarily in the form of broad statements of policy and program needs.
SENIOR ADVISOR, DIRECTOR Dec 2019-Mar 2020
OFFICE OF PERSONNEL MANAGEMENT (Washington, DC)
Work directly with the key OPM Leadership, SES, and staff elements in OPM, Employee
Services, Accountability and Workforce Programs areas, including critical Inter-agencies task forces like the Labor Relations Group, providing substantial contributions to executing
workplace environment concepts, conferences, evaluations, analysis of papers and continuously striving to make major shifts in approaches and possibilities in employee-management relations to improve the federal employee workforce experiences and performance, deploying creative ideas and suggesting key targets for innovations on how to excel in difficult labor circumstances, meeting OPM objectives and program goals, prioritizing for better delivery of employee services, and achieving resulting paradigms exceeding the President’s Management Agenda goals, rendering outstanding performance. Demonstrate a commitment to workforce diversity and workplace inclusion and engagement that values the uniqueness of individuals and their varied viewpoints. Evaluates applicant flow data from past hiring efforts in order to inform future outreach efforts to expand the pool of qualified applicants. Cultivates an environment where employees are respected for their individual and cultural differences; fully utilized, regardless of background; recognized in a fair and consistent manner; and treated fairly and treat each other with respect. Evaluates Federal Employee Viewpoint Survey (EVS) results and other sources of feedback to improve employee inclusion and engagement. Provides employees with mentorship and developmental opportunities. Communicates openly and frequently with employees to improve trust, cooperation and collaboration. Values employees' contributions and recognizes employees, as appropriate, for their accomplishments. Fully utilizes workplace and work/life flexibilities. After reviewing OPM and the President's Management Agenda goals for needed future federal employee workplace performance, this Executive commenced by undertaking personal deep research into existing educational management guides and employee materials available to all federal agencies within the OPM Employee University and other federal employee and management educational classes; then engaged in relevant personal education achieving certifications in over 40 OPM internal internet, internal technology OPM systems, and in person courses on OPM and federal government employee, concentrating on employee-management relationships, operating methodologies, related budgetary issues, strictures on personnel and funding resources improvements, covering employee relations. This preparation delivered on the critically urgent objectives to instill and demonstrate public trust in the resulting processes implementing the OPM missions, because the preparation far exceeded the analysis, assessment, and acquisitions of necessary senior executive acumen, giving him essential tools above most top tier managers in business tasks of federal executives. Demonstrates a commitment to improve collaboration, transparency, and communication among OPM leadership to make better, more efficient decisions; actively engages in Agency activities and efforts that go beyond the executive’s normal program responsibilities; contributes to corporate initiatives that help further important mission priorities and strategic goals, support internal agency cultural/organizational activities, or otherwise advance OPM internal or external corporate interests, shares accountability for Agency’s success by identifying solutions to improve processes, services, or programs that benefit OPM broadly, and participates in implementation of those improvements. Develop, analyze, write proposals on current state of systems/programs/basis of federal employee workplace assessment tools, coordinating with OPM Senior Management and other federal agencies, including, but not limited to: White Papers; Distribution Memos for coordination and approvals of suggested improvement; by September 30, 2019, on: Union Dues Deductions-One Year Duration, Revocations, and One Year Intervals. Directly strategically aligns with the President’s Management Agenda, and the three 2018 President’s Executive Orders on employment-management workplace relations, closely matching the OPM Director’s policies, goals, and projected plans. Developed, analyzed, wrote proposals on current state of systems/programs/basis of federal employee workplace assessment tools, coordinating with OPM Senior Management and other federal agencies.
SENIOR ADVISOR, CHIEF INFORMATION OFFICER May 2018-Dec 2019
OFFICE OF PERSONNEL MANAGEMENT (Washington, DC)
Independently operated under auspices and guidance oversight of CIO to devise and implement processing means, methods, and systems to assist supervisors and managers in OCIO to address and resolve poor performance and misconduct in the workplace. This encouraged best management practices, efficient, effective, and economical operations, and elevated the workplace moral and enthusiasm by instilling respect and discipline for supervisors, managers and employees. At the direction of other senior OPM leadership, provided guidance. policy advice, and leadership skills across the OPM spectrum on topics of technology, employment, labor, to empower the workforce to be better performing for the agency, the taxpayers, and themselves. Worked with the OCIO/CFO/OPO/ Merit Systems team to develop, draft, provide written explanations and rebuttal where appropriate, respond rapidly, and provided in depth answers to the OPM OIG FISMA Report, and OMB comments, by executing the direct strategies and leading in manpower directions to assure delivery of an on time, direct response, which the OPM Director signed 1 October 2018, and on schedule for OPM to have delivered to the OIG.
As directed by CIO (due to vacant Deputy CIO Position), engaged in assisting the OCIO and CIO in production, developing guides, analysis, and evaluations for the FY 2018 performance reviews rankings, and performance plan drafts for the OCIO SL/ST/and SES Supervisors, managers and staff workforce. Worked for the entire OCIO arena of ratings producing finals for the fiscal year FY 2018.
EDUCATION
J.D. 1975, Washburn University School of Law, Topeka KS
—Honors Program Prosecutorial Internship, Wichita KS, May-August 1974 (National District Attorneys Assn; Sedgwick County District Attorney)
B.S. 1972, Northern Arizona University, Flagstaff AZ
—Major: Police Science and Administration
—Dean’s List; graduated with distinction
—Phi Kappa Phi, National Honor Society
SIGNIFICANT POST GRADUATE TRAINING
Office of Personnel Management, Management Development Center, Leadership for Lawyers, 2009
US Army Certification, Lean Six Sigma Green Belt (Diploma, 2006), 2007
US Air Force Judge Advocate General School, Air University, Negotiation and Alternate Dispute Resolution Course, 2006
Department of the Army Certification, EEO Seminar for Managers and Supervisors, 2006
BAR ADMISSIONS
Kansas; District of Columbia; Virginia; US Supreme Court, and various Federal court bars
CURRENT AFFILIATIONS/MEMBERSHIPS
Commissioner, Consumer Protection, Fairfax County VA, 1982-present.
Life Member, Senior Executives Association
AWARDS
Secretary of the Army, Meritorious Civilian Service Award (2012).
Secretary of the Army, Decoration for Exceptional Civilian Service (2009).
Awarded Performance Evaluation Pay/Bonus Increase, “Exceeds Expected Results” (3/15/2009).
Secretary of the Army, Awarded Special Act or Service Award Bonus, $5,000 (10/17/2008).
Secretary of the Army, Awarded the Army General Staff Pin (2006).
Secretary of the Army, Letter of Appreciation for Superb Leadership, 1/18/2006, for providing
vision and legal services to the Department of Defense in first wartime Quadrennial Defense
Review (2005).
Department of the Army, Certificate of Appreciation for Outstanding Service, presented by
Senior Deputy General Counsel (2005).
