• Twelve-(12) HRIS/ERP implementations/upgrades, plus system edits as necessary:

3 - City of Dallas (proprietary IBM mainframe)
2 - National Jewish Center for Immunology and Respiration (IBM proprietary; JDEdwards)
2 - Denver Municipal Federal Credit Union (ADP)
2 - Denver Public Schools (Internal proprietary; Lawson)
1 - Boeing / Jeppesen (proprietary Boeing, plus intranet Jeppesen)
2 - Fremont Area Medical Center (Microsoft Dynamics Great Plains (GP); Kronos

Plus, I created four-(4) intranets designed in compliance with the "look-and-feel" of an employer's primary website at Community Telecast, Inc.; Fremont Area Medical Center; Boeing/Jeppesen; and Denver Public Schools. Proudly but humbly, from conducting thousands of "hands-on, on-site" job audits, I know much more than a "non-programmer" should about coding in various languages and platforms, and I've used this subject matter expertise to hire "qualified" IT professionals and to design HTML websites. However, my "role" has never been to do the "grunt work" as a system programmer or engineer, but to:

1. assess the "performance" of IT professionals in compliance with corresponding job standards; and

2. "assess and communicate" if IT products and services accurately and efficiently align (interface) with the strategic business unit objectives of all operational units (what's the "objective" of the technology; is the technology accurately and efficiently applied to achieve objectives; and if not, why is the technology being used).

With regard to HRIS/ERP systems, and without regard to the interface platform (PC or Mac, etc.) or feature-rich "bells and whistles," what is my "Big Picture" assessment of HRIS/ERP/CRM?

Consistent with the principles of fact-based, point-factor "job evaluation plans," an objective assessment of position worth, internal equity, and external competitiveness is bereft of and does not get lost in minutia, fads, or hyperbole designed to inflate the perceived complexity or worth of proposed departmental re-organizations, individual jobs, position hierarchy, or technology. Note the evolution of technology in the following exhibit.

OBJECTIVE: TO WRITE OR TYPE A LETTER

TOOL(S) OR APPLICATION USED TO TYPE LETTER

HAND WRITTEN

ROYAL TYPEWRITER

IBM SELECTRIC TYPEWRITER

WANG WORD PROCESSOR

COREL/IBM'S WORD PERFECT; MICROSOFT WORKS; MICROSOFT OFFICE; APPLEWORKS

VOICE ACTIVATED SOFTWARE

ARTIFICIAL INTELLIGENCE

"PROCESS" TO PRODUCE LETTER

Performed manually with only a pencil or pen; no other mechanism or tools required. No automated spell-check; graphics and photos can only be added with paste, glue, tape, etc.

Non-electrical machine requires physical dexterity in both hands to manipulate individual keys; white-out or correction tape (film) is required to correct typograhical and grammatical errors; graphics and photos can only be added to typed page with paste, glue, tape, etc.

Electrical machine requires physical dexterity in both hands to manipulate individual keys; white-out or correction tape (film) is required to correct typograhical and grammatical errors; graphics and photos can only be added to printed page with paste, glue, tape, etc.

Electrical machine requires physical dexterity in both hands to manipulate individual keys. On-screen instant editing and spell-check eliminates requirement of white-out or correction tape (film) to correct typograhical and grammatical errors; graphics and photos can only be added to printed page with paste, glue, tape, etc.

Electrical machine requires physical dexterity in both hands to manipulate individual keys. On-screen instant editing and spell-check eliminates requirement of white-out or correction tape (film) to correct typograhical and grammatical errors. Option now exists to add graphics and photos into text documents prior to printing.

Human voice activated, dictation-based recording, with on-screen visual editing and spell-check; plus voice command of data directly into spreadsheets and presentation software; but does not natively edit, draw, or manipulate graphics, photos, and videos.

Human voice activated, or text-based, or self-generated AI content, to incliude editing, drawing, or manipulation of graphics, photos, and video content.

EDUCATION

No formal education is required.

No formal education is required.

No formal education is required.

No formal education is required.

No formal education is required.

No formal education is required.

No formal education is required.

EXPERIENCE

No work related experience is required.

No work related experience is required.

No work related experience is required.

No work related experience is required.

No work related experience is required.

No work related experience is required.

No work related experience is required.

COMPLEXITY SKILLS, KNOWLEDGE, AND PROFICIENY REQUIRED TO PRODUCE LETTER   The "content" of the letter (sexual abuse, HIV/AID, theft, mergers & acquisitions, etc.) is more important than the production of the letter, or the letter itself.

No independent decisions are required. Work process and procedures are largely predetermined. Minimal problem-solving is necessary. • Little possibility of loss. Errors are easily detected. • Minor loss.  Very easy to replace. • No technical proficiency required; on-the-job training (OTJ) is readily available. • Minimal physical effort.

Frequent minor decisions are required. Work requires planning a sequence of operations where standard, generally applied procedures are available. Some infrequent problem-solving, defined within the scope of the position, is necessary. • Easy to avoid errors, that might not be detected, but work is subject to occasional spot-checks. • Moderate loss.  Replaceable. • Minor technical proficiency required; incumbent may receive or initiate OJT. • Moderate physical effort.

Frequent minor decisions are required. Work requires planning a sequence of operations where standard, generally applied procedures are available. Some infrequent problem-solving, defined within the scope of the position, is necessary. • Easy to avoid errors, that might not be detected, but work is subject to occasional spot-checks. • Moderate loss.  Replaceable. • Minor technical proficiency required; incumbent may receive or initiate OJT. • Moderate physical effort.

Frequent minor decisions are required. Work requires planning a sequence of operations where standard, generally applied procedures are available. Some infrequent problem-solving, defined within the scope of the position, is necessary. • Easy to avoid errors, that might not be detected, but work is subject to occasional spot-checks. • Moderate loss.  Replaceable. • Minor technical proficiency required; incumbent may receive or initiate OJT. • Moderate physical effort.

Frequent minor decisions are required. Work requires planning a sequence of operations where standard, generally applied procedures are available. Some infrequent problem-solving, defined within the scope of the position, is necessary. • Easy to avoid errors, that might not be detected, but work is subject to occasional spot-checks. • Moderate loss.  Replaceable. • Minor technical proficiency required; incumbent may receive or initiate OJT. • Moderate physical effort.

Frequent minor decisions are required. Work requires planning a sequence of operations where standard, generally applied procedures are available. Some infrequent problem-solving, defined within the scope of the position, is necessary. • Easy to avoid errors, that might not be detected, but work is subject to occasional spot-checks. • Moderate loss.  Replaceable. • Minor technical proficiency required; incumbent may receive or initiate OJT. • Minimal physical effort.

No independent decisions are required. Work process and procedures are largely predetermined. Minimal problem-solving is necessary. • Little possibility of loss. Errors are easily detected. • Minor loss.  Very easy to replace. • No technical proficiency required; on-the-job training (OTJ) is readily available. • No physical effort. The advent of "email" significantly reduced the number of postal letters. Likewise, A.I. will prompt "letter writing" to become obsolete.

Technology does NOT necessarily make "tasks" more complex, as the use of such can significantly reduce or completely eliminate all complexity, all physical effort, all intellectual effort - making entire functions or industries OBSOLETE. For example, "Siri, write and print a one-(1) page at-will termination letter to John Doe terminating his employment effect October 10, 2026."

It's extremely common for many HRIS/ERP/CRM systems to have "drill down" features that require considerably "more time" (and time is money) to find data than to just pick-up a phone and call an employee to obtain the required information! Simply put, just like all passenger cars are manufactured with four-(4) wheels and tires, an engine, a steering wheel, 2-to-4 doors, seats, etc., by GM, Ford, Chrysler, etc., ultimately, they all do the same thing - just differently! The following exhibit represent a 30-year span of robust, hands-on experience managing the "evolution, implementation, and communication" of IT (software development and installation, hardware development and distribution, and network administration).

MY ROLE * EMPLOYER INSTALLED / MAINTAINED HRIS / ERP SCOPE OF INTERNAL AND EXTERNAL COMMUNICATIONS LEAD SCOPE OF COMMUNICATIONS CREATED / INSTALLED  WEBSITE CREATED / INSTALLED INTRANET HR Management & Media Relations Consultant 07/2013 to present Reynos – Omaha, NE – Sole Proprietor / Private Sector / Diverse clients / NDA YES; primarily as consultant on ERP selection (Lawson, JDEdwards, ADP, etc.) YES, all internal and external communications per client’s direction; plus marketing campaigns via HTML website design YES; various; for SAM Group technology stack used ASANA for Project Management; and HubSpot for Customer Relationship Management (CRM) YES, websites for 35 clients; plus original graphics, audio, and video content YES, for 5 clients; plus original graphics, audio, and video content President / CEO / General Mgr 12/2007 to 06/2013   Community Telecast, Inc. – 501(c)(3) cable-based community access TV, Cox Cable Channel 22 NO; Not applicable. YES; increased market share to 13% to 22% significantly greater than the national average of less than 5% Directed 24/7/365 "live" and video server cable broadcasts throughout all metro Omaha YES, to support 5 individual program producers YES, created, installed WEBSITE CTI22 Manager of Human Resources 11/2006 to 11/2007   Fremont Area Medical Center – Fremont, NE – 900 Emp / Public Sector YES, Microsoft Dynamics GP and Kronos (UKG) for HRIS / ERP YES; per executive direction, all internal communications on human capital disciplines and OD Lead “roll out” of communications and training for INTRANET; all HR policies, procedures, compensation, health benefits enrollment, etc. Note: SAP review NO. I created intranet due to limits of ERP system edits YES, created, installed INTRANET FAMC Program Manager, Compensation 04/2004 to 07/2006 Boeing (Jeppesen) – Englewood, CO - 2,100 Emp / Private Sector NO; Boeing’s Proprietary HRIS/ERP; for Project Management of IT software and hardware development used RUP YES, for operations in Englewood, CO; New York, NY; Atlanta, GA; San Jose, CA; Portland OR; Seattle, WA; and designated ops in Germany, China, South America Lead “roll out” of communications and training (seminars) for INTRANET (JeppJobs); all HR policies, procedures, compensation, health benefits enrollment, etc. Note: SAP review NO. I created intranet due to limits of ERP system edits YES; created, installed INTRANET JeppJob; Designed Intranet 8x faster than HRIS Program Director, Compensation 05/1997 to 06/2003 Denver Public Schools – Denver, CO - 17,100 Emp / Public Sector YES; Lawson for ERP (HR, Payroll, and Finance); required Lawson to comply with contract YES; for all internal communications on human capital disciplines and OD; directed “business partner” DeLoitte on HRIS/ERP compliance protocols. Lead HRIS/ERP install and training to department heads, designated employees, etc. Related analysis saved District $7M YES. I created intranet due to limits of HRIS/ERP system edits YES; created, installed INTRANET DPS-HR Vice President of Human Resources 04/1995 to 05/1997 Denver Municipal Federal Credit Union – Denver, CO - 55 Employees YES; ADP for HRIS / ERP and Payroll YES; per executive direction on all human capital disciplines and OD Conducted training seminars on organizational development (OD) and HRIS NO; Not applicable. NO; Not applicable. Mgr, Employment, Comp & Employee Relations 01/1992 to 07/1995 National Jewish Medical Center – Denver, CO - 1,500 Emp / Non-Profit YES; Wrote RFP; awarded JD Edwards ERP (HR, Payroll, and Finance). YES; per executive direction on all human capital disciplines and OD Lead HRIS/ERP install and training to department heads, designated employees, etc. NO; Not applicable. NO; Not applicable. Manager, Personal Programs 12/1982 to 11/1991 City of Dallas – Dallas, TX - 17,400 Employees / Public Sector YES; 3 major conversions to IBM’s proprietary HRIS / ERP YES; to all employees policies, procedures, compensation, health benefits enrollment, etc. ALL weekly “Council Agendas” on human capital operations and OD to all City department heads, local media, etc. NO; Not applicable. NO; Not applicable. (DOS and Windows) Windows 3.1/95/98/00/NT/XP/Vista/10,11; and Macintosh OS 6.0 through 10.xx Proprietary Global / International Communications include (http://reynos.com/bio-25.htm): Germany, United Kingdom, European Union, China, Mexico, Indonesia, Vietnam, Brazil, Russia, Australia, Ethiopia, Sudan, Southern Sudan