DONNA L.

DELANEY
Simi Valley, California 93065 (805) 579-0476 donnaldelaney@gmail.com
S U M M A R Y

A forward-thinking and results-oriented professional with extensive experience in management, human resources, fund development, training and organizational development for profit and not-for-profit organizations. Recognized as a strong leader who combines excellent people skills and proven strategic expertise to build strong organizations. Human Resources Restructuring Change Management Recruitment, Selection/Retention Policy/Procedure Development Performance Management Employee Relations Negotiation/Conflict Resolution Outplacement Group Facilitation Training/Organizational Development Strategic Planning Executive Coaching Assessment Team Building Staff Development Financial Management Talent Management Instructional Design and Delivery Incentive and Morale
E X P E R I E N C E

General Management Staffing Employee Relations Planning and Organization Staff Development Vendor Negotiation Operations State Training Grants

DLD ASSOCIATES Consultant

Simi Valley, California 2010 to Present

Provide consulting services for profit and not-for-profit organizations in areas of instructional design and training, project management, organizational effectiveness, conflict resolution, on boarding, change and transition, executive coaching and talent management programs such as performance management, talent review, succession planning and high potential programs. Working predominantly in the health care and finance industries. J.D. POWER AND ASSOCIATES Corporate Director of Training and Development Westlake Village, California 2001-2009

Started and lead the first Training and Development Department for a global employee population. Responsibilities included designing, delivering and assessing: customized training, new talent management programs and numerous organizational development activities. Started and led the Training and Organizational Development Department for a global population in twelve international locations. Trained 20,000 participants in 8 years with an overall assessment average of 9.2 with 10 being exceptional. Developed and implemented formal ninety-day assessments to measure the quantitative impact (ROI) of training in the work place. The average results for the first four years showed 82% High Impact, provided data on how the new skills were being coached by the managers and assigned and used in the workplace. Designed an annual assessment process which included interviews with top executives, assessments completed by all managers, analysis of the data and a recommended training plan with budget to produce 100% of training identified as having the most Impact to the company. Developed and delivered full training curricula: Leadership, Management, Business, Research, Customer Service, and Compliance using online, blended, facilitator led video conferencing, and webinar formats. Received professional recognition for the top quality of the company's training and development processes in such publications as (1) the October 25, 2006 edition of HR Magazine, (2) the July 2009 edition of The McGraw-Hill Companies HRhighlights and (3) J.D. Power and Associates ISO certification and recertification reports. Created and administered new Talent Management Programs for junior and senior level employees including New Employee Orientation Program, Performance Evaluation, Career Interest Plans, Talent Reviews, High Potential Programs and Succession Planning. The last two years the company spent no money on outside executive recruiting. Developed a customized Learning Management System for an initial cost of $2,000.00 with no annual cost. The LMS fed all talent development processes: training, performance management, talent reviews, high potential, career interest process and succession planning

DONNA L. DELANEY, PAGE 2 Contributed to a 33% reduction in employee turnover by designing and implementing a new online Virtual Career Development Program. Developed and facilitated organizational development activities such as: change management, workforce planning, process and system analysis, project management, company strategy meetings, conflict resolution, focus groups, coaching, sourcing for special individual and department development needs and facilitation of special department meetings. MEDIAONE TELECOMMUNICATIONS Western Region Director of Training and Development El Segundo, California 1997-2000

Led the Training and Development Department which helped increase the quality of company service and decrease cost. Trained 2,700 cable employees in DSL and Telephony, resulting in job readiness and acquisition of the company by AT&T. Increased field and call center staffs' productivity by 26% and reduced costs by $1,500,000 in first year by implementing new training Increased employee morale by 36% by developing and implementing programs such as: an associate opinion survey, focus groups, a service recognition program, and company-wide activities. Incorporated safety requirements into technical and customer service training to cut incidents by 13%. Reduced departmental time by 19% and expenses by 33% per year using business process improvement audits to reengineer departments. Initiated customized computer-based training, enabling 24-hour accessibility as well as cutting non-productive cost by 22% in first year. Staffed and led a learning and development team of 20 employees working in 4 training facilities COUNTRYWIDE HOME LOANS Corporate Senior Vice President of Training and Development Corporate First Vice President of Training and Development Corporate Vice President of Training and Development Pasadena, California 1997 1996-1997 1995-1996

Revised and expanded the Corporate Training and Development Department which was responsible for training, organizational development and all employee activities (e.g. holiday parties, Cultural Diversity Day, Tournament of Roses activities, milestone celebrations, monthly employee/president luncheons, etc.) Wrote and managed a $1,000,000 Employment Training Panel Grant to reimburse training delivered. Designed call center training to increase retention by 26% in first year and increase productivity by 11%. Transitioned 25% of employee training from facilitator-led to an online format to maximize employee production. Increased productivity by implementing time management throughout organization. Received top honors for Countrywide's Rose Parade floats two of the three years the project was under my supervision MAZDA MOTOR OF NORTH AMERICA Corporate Manager of Training and Development Irvine, California 1990-1994

Led training and development activities to support the company's mission to expand products and services in the American market. Oversaw the development and delivery of management, leadership and sales curricula. Managed assessment of training needs across North America. Changed the role of the Training and Development Department to full partner with executives and employees of company. Worked closely with the sales and parts training departments to successfully coordinate training across research and design, ports, regional offices and the corporate office. Developed the first business development classes in the company for all district sales, service and parts managers which increased participant skills 22%. Collaborated with operations and marketing in the coordination of employee events to celebrate the release of new car models.

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A D D I T I O N A L

X P E R I E N C E

Blue Cross of California, Corporate Manager of Training and Development-Rebuilt the training and development department to provide skills, competencies, and services necessary to help ensure company solvency. Responsible for the development of customized training for both part-time and full-time employees to institutionalize new and revised processes especially in the area of customer service. Developed 90% of all training curricula in-house, saving more than $1.5 million, Improved employee relations and morale by increasing corporate recognition programs by 39% and corporate sponsored employee leisure activities by 11%.Worked closely with executive leaders to identify causes for possible bankruptcy and the role training and development must play in the resolution of problems. Facilitated employee meetings to communicate Company strategy, vision, and necessary changes to support company. Collaborated with fraud department to train staff on effective reviews of hospital and doctor charges. Provided organizational development activities such as facilitation of department meetings, identification of special training for individual employees, and coaching with employees/managers during change and transition. OKLAHOMA CITY UNIVERSITY, SCHOOL OF LAW, Oklahoma City, Oklahoma, Associate Dean-Oversaw admissions, alumni and placement. Acted as liaison with feeder universities and foundations. Developed recruiting programs and materials. Managed budget. Created marketing campaign, resulting in 12% increase in total applicants and 27% increase in number of applicants scoring in top ten percent. Increased participation of alumni association, resulting in 18% increase in contributions. Created program to place 100% of graduating students and found internships for 92% of first- and second-year students. SOUTH GEORGIA COLLEGE, Douglas, Georgia, Director of Special Services and Upward Bound-Held responsibility for development and management of all state/federal education and training programs, including proposal writing, recruiting, academic course offerings, faculty, career development and academic counseling centers. Led Special Services, Upward Bound, and UTPA facilities and staffs. Wrote and oversaw grants, including budget development and management. Directed assessments of student academic, personal, and career interests and skills. CENTRAL YMCA COMMUNITY COLLEGE, Chicago, Illinois, Assistant to the President/Chancellor-Served as coordinator of Title III Advanced Institutional Development Program Consortium for two-year colleges. Managed a budget of over $49,000,000.00 dollars the forty-nine colleges across the United States. Represented president/chancellor in organizations such as Illinois Committee on Higher Education, Private College Council, and Mott Foundation Board. Acted as liaison between chancellor's office and college board of directors and various committees. Coordinated, screened and redirected requests to chancellor on problems, issues, responsibilities, and meetings to members of the executive staff. SOUTHWEST CHICAGO YMCA, Chicago, Illinois, Director of Youth Services Bureau-Co-directed major counseling center in Morgan Park High School and Oak Lawn Community Center. Trained and led peer tutors. Served evening hours in Southside Chicago parks with police and bureau student workers. Counseled parents and youth admitted to area hospital emergency rooms for drug overdose, alcohol problems, and suicides/attempted suicides. Provided telephone counseling in Oak Lawn Crisis Center. Developed coping skills workshops and materials integrated into curriculum at Morgan Park High School.
E D U C A T I O N

UNIVERSITY OF LOUISVILLE, Louisville, Kentucky M.A. Teaching and Social Studies, Principal Certification-National Fellowship B.A., English and Humanities, Teacher Certification- Flexner Scholarship