VP Talent Training Development in Atlanta GA Resume Lola Burse
Lola Burse is an experienced leader; skilled trainer; adept at diagnosing training needs and setting objectives that support the organizational vision and mission. She is a knowledgeable curriculum planner providing training plans after reviewing performance and attendance data for sections, departments, and entire organizations
Lola C. Burse email@example.com 678-327-1410 LinkedIn Profile: www.linkedin.com/in/lolaburse Experienced leader; skilled trainer; adept at diagnosing training needs and setting objectives that support the organizational vision and mission; Knowledgeable curriculum planner providing training plans after reviewing performance and attendance data for sections, departments, and entire organizations; Successful networker who can easily connect with multiple stakeholder groups; Engaging trainer and public speaker seeking to join an organization committed to achievement and development Experience Senior Consultant, Trainer Leadership Consulting Solutions Atlanta, GA Present-July 2009 Principal, Talent Acquisition Leader Intown Academy Charter Atlanta, GA September 2012-June 2011 Assistant Principal, Consultant Savannah-Chatham Savannah, GA June 2011-August 2005 Math Coach, Trainer Savannah-Chatham Savannah, GA July 2005-August 2004 2nd Grade Teacher Beaufort County Beaufort, SC August 2002-July 2004 1st Grade Teacher S.C. Dept. of Defense Schools Beaufort, SC July 2002-August 2001 4th/1st Grade Teacher San Diego City San Diego, CA July 2001-March 2000 Education B.A. Education (Magna Cum Laude) University of South Carolina-Aiken 1999 M.Ed. Educational Administration University of South Carolina-Columbia 2 2004 Certifications Georgia Clear Renewable Certification (464125) Valid until June 30, 2017 Core Competencies Change Management, Development, Leadership, Problem Solving, Training, Team Building ACHIEVEMENTS Change Management Appointed principal and began the process of standardizing all school functions as well as the fulfillment of the original charter goals. Because the school had three principals prior to my arrival, my focus was on operational change. RESULTS: Functional master schedule implemented, evaluation method for instructional and non-instructional employees developed resulting in better instructional and non-instructional personnel, implemented training programs created to address immediate, short term, and long term goals, selected food service provider with cost effective yet tasty selections, resulting in increased revenue and decreased food service complaints Development Many staff members were coming to work with no clear directives for the day, month, or year. They were receiving no training and no performance feedback. Students, parents and district personnel had no understanding of the organization’s progress toward meeting goals. I developed an evaluation process for instructional and non-instructional personnel. RESULTS: All staff members set goals for their personal and professional development-with some staff members improving from receiving written warnings about their performance to volunteering to serve as department leaders. Newer and experienced staff members participated training sessions created to fulfill organizational goals and personnel needs. Leadership I reviewed the staff attendance data as well as student attendance data and assessment data, I devised a plan to improve student and staff attendance, as well as increase assessment scores. RESULTS: Developed schedules to address student instructional challenges, adjusted schedules to provide training for instructional staff and opportunities for collaboration; improved staff attendance to average of 95% monthly, and student attendance to average of 92% monthly. Problem Solving Due to depressed funding, continuing several programs threatened to wreck the yearly budget. Additionally, low levels of fund raising meant that we could not rely on consistent support from others in the community. RESULTS: Meeting with my leadership team, I presented a balanced budget to the board of directors that still provided at least one daily planning period, while giving students exposure to extra-curricular experiences during the school day. A combination of half-time special area classes, long- term substitute teachers, as well as finding a lower cost food service provider meant that the organization survived a serious budget challenge. Training Identified low teacher self-efficacy level as a determining factor contributing to stagnant elementary math instructional achievement. RESULTS: Staff development schedule created to address identified challenges as well as concerns raised by teachers. Selection of full time math instructional coach (former teacher at the school) meant that classroom teachers could work with a coach who could demonstrate his instructional approach, resulting in increasingly greater rates of student math mastery as measured by monthly benchmark testing. Team Building Leadership Consulting Solutions provided training to the management team of a local school bus transportation department, which was having difficulty with delegating tasks. RESULTS: Transportation managers developed improved delegation skills, their staffs demonstrated improved customer service skills, and our firm has been asked to develop culture building presentations for their department.