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Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030 (2021)

Chapter: Appendix H: Biographical Sketches of Committee Members and Staff

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Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
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Appendix H

Biographical Sketches of Committee Members and Staff

Julie J.C.H. Ryan (Co-Chair) is the CEO of Wyndrose Technical Group, where she focuses on futures forecasting and strategic planning with an eye on technology surprise and disruption. Before this, she served as professor of cybersecurity and information assurance at the U.S. National Defense University, tenured faculty at the George Washington University, and a visiting scholar at the National Institute for Standards and Technology (NIST). A graduate of the U.S. Air Force Academy, Ryan began her career as a signals intelligence officer in the Air Force and then a military intelligence officer with the Defense Intelligence Agency. Following this government service, she worked in a variety of positions, including systems engineer, consultant, and senior staff scientist, with companies including Sterling Software, Booz Allen & Hamilton, Welkin Associates, and TRW/ESL. She is the author of several books, including Defending Your Digital Assets Against Hackers, Crackers, Spies, and Thieves. Ryan is a fellow of the American Academy of Forensic Sciences (AAFS). She holds a D.Sc. in engineering management from the George Washington University.

William J. Strickland (Co-Chair) retired in 2018 as president and chief executive officer of the Human Resources Research Organization (HumRRO) in Alexandria, Virginia. Prior to his appointment as CEO in 2008, he was a HumRRO vice president, directing the Workforce Analysis and Training Systems Division. Before joining HumRRO, Strickland served in the U.S. Air Force and retired with the rank of colonel. While in the Air Force, he commanded an Air Force Recruiting Squadron, was the chief of market analysis and research for the Air Force Recruiting Service, and in his last

Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×

assignment, was the director for all Air Force research in the areas of recruiting, personnel selection and classification, technical training, aircrew training, and logistics. He is a fellow of the American Psychological Association (APA), where he also served on the APA Board of Directors, president of the APA’s Division of Military Psychology, and representative for that division on the APA Council of Representatives. Additionally, he is a fellow of the Society for Industrial and Organizational Psychology. He is a graduate of the U.S. Air Force Academy and earned a Ph.D. in industrial and organizational psychology from Ohio State University.

Terry A. Ackerman is a distinguished visiting professor in educational measurement and statistics at the University of Iowa, College of Education. A psychometrician with expertise in item-response theory, differential item functioning, and computerized testing, his research focuses on trying to model educational assessment data. In particular, he explores the dimensionality of these data and what may be the cause of the dimensionality in order to create more valid assessments and provide diagnostic and prescriptive information for teachers to make them more effective in the classroom. Ackerman has served as a faculty member at the University of Illinois and later as the associate dean of research and assessment at the University of North Carolina at Greensboro School of Education. He also served as ACT’s first Lindquist Chair. He is a past president of the Psychometric Society and of the National Council on Measurement in Education. He previously chaired the Defense Advisory Committee on Military Personnel Testing and has sat on multiple technical advisory committees for College Board, ETS, GRE, Measured Progress, and others. He has a bachelor’s degree in mathematics education from the University of Wisconsin–Madison and a master’s and Ph.D. in educational psychology from the University of Wisconsin–Milwaukee.

David Chu served 2009–2020 as president of the Institute for Defense Analyses (IDA), a nonprofit focused on providing federally funded research and development on national security issues and challenges. Prior to his position at IDA, he served in the U.S. Army and at RAND Corporation, was assistant director of the Congressional Office for National Security and International Affairs, director (later assistant secretary of Defense) for Program Analysis and Evaluation, and Under Secretary of Defense for Personnel and Readiness. He is a member of the Defense Science Board, a fellow of the National Academy of Public Administration, and a recipient of the Department of Defense Medal for Distinguished Public Service with Gold Palm. Chu received a bachelor’s degree in economics and mathematics, as well as a Ph.D. in economics from Yale University.

Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×

Lieutenant General Gina M. Grosso, USAF (Ret.) is vice president, Air Force programs, at the Golden Key Group. Prior to this, she served in the Air Force where her career culminated as Deputy Chief of Staff for Manpower, Personnel and Services, Headquarters U.S. Air Force. In this position, she served as the senior Air Force officer responsible for comprehensive plans and policies covering all life cycles of military and civilian personnel management, which includes endstrength management, education and training, compensation, resource allocation, and the worldwide U.S. Air Force services program. Grosso entered the Air Force as a Reserve Officer Training Corps distinguished graduate from Carnegie-Mellon University. As a staff officer, she served as an operations analyst; personnel programs analyst; Air Staff and Office of the Secretary of Defense action officer; major command director of Manpower and Personnel; director of the Air Force Colonel Management Office; director of Manpower, Organization and Resources; and director of Force Management Policy. Her command tours include a Headquarters Squadron Section, Military Personnel Flight, Mission Support Squadron, command of the Air Force’s sole Basic Military Training Group, and Joint Base and 87th Air Base Wing commander at Joint Base McGuire-Dix-Lakehurst, NJ. She also served as the director of the Air Force Sexual Assault Prevention and Response, Office of the Vice Chief of Staff, Headquarters U.S. Air Force. She holds a master’s degree in business administration from the College of William and Mary and a master’s degree in national security and strategic studies from Naval Command and Staff College.

Brigadier General Leon A. Johnson, USAFR (Ret.) retired from the U.S. Air Force Reserves after 33 years of service and most recently retired from United Parcel Service (UPS) after nearly 20 years of service as chief pilot, human resources manager, and manager for flight operations, providing expertise in logistics, flight operations, and human resources. During his Air Force career, his responsibilities ranged from command of an Air Force reserve fighter squadron and a reserve fighter group to the mobilization assistant to the Assistant Secretary of the Air Force for Manpower and Reserve Affairs. Prior to UPS, he worked for Trans World Airlines as a line pilot and pilot hiring manager. Johnson is a member of several organizations, including the Air Force Association, Reserve Officers Association, League of United Latin American Citizens, Women in Aviation, and the International Black Aerospace Council, and has been elected to his fifth 2-year term as the national president of the Tuskegee Airmen Incorporated. Johnson received a B.S. in political science from Oregon State University and an honorary Ph.D. in humane letters from Tuskegee University.

Judith S. Olson is the Bren professor of information and computer sciences emerita in the Informatics Department at the University of California,

Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×

Irvine. Her research focused on human-computer interaction, computer-supported cooperative work, and human-robot interaction, emphasizing right technologies and social practices when working at a distance. She has researched teams whose members are not co-located for more than 30 years. Her current work focuses on ways to verify her theory’s components while at the same time helping new scientific collaborations succeed. Olson is a member of the National Academy of Engineering. She holds a B.A. from Northwestern University and a Ph.D. from the University of Michigan.

Dan J. Putka is a princpal staff scientist, personnel selection and development program, at HumRRO. With more than 18 years of innovation experience in talent acquisition and human capital analytics, Putka has helped numerous private- and public-sector organizations develop, evaluate, and implement assessments to enhance their hiring and promotion processes and to guide individuals to career and job opportunities that fit them well. He has also led several large-scale analytics projects to identify key drivers of turnover, improve personnel selection, and evaluate enlisted waiver policy in the U.S. Armed Services. In addition to his client-centered work, Putka has given numerous presentations and invited workshops at national conferences, published numerous book chapters and articles in peer-reviewed journals, and serves on the editorial board of several scientific journals. He is a fellow of the American Psychological Association and three of its divisions: the Quantitative and Qualitative Methods Division (Division 5), the Society for Industrial and Organizational Psychology (SIOP; Division 14), and the Society for Military Psychology (Division 19). He has also served on committees within the APA and SIOP that focus on psychological assessment and validation issues. He earned a Ph.D. in industrial and organizational psychology, with a focus in quantitative psychology, from Ohio University.

Alvin Roth is the Craig and Susan McCaw professor of economics at Stanford University, and the George Gund professor emeritus of economics and business administration at Harvard University. His research is in game theory, experimental economics, and market design. Among the markets he has designed (or, in this case, redesigned) is the National Resident Matching Program, through which most doctors find their first employment as residents at American hospitals. He has also helped in the reorganization of the market for more senior physicians, as they pursue subspecialty training, and in other labor markets. He helped design the high school matching system used in New York City, and the school matching systems used in Boston, Denver, and New Orleans. He is one of the founders and designers of kidney exchange in the United States, which helps incompatible patient-donor pairs find life-saving compatible kidneys for transplantation. Roth is

Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×

a member of the National Academy of Sciences and shared the 2012 Nobel memorial prize in Economics. He has a B.S., M.S., and Ph.D. in operations research from Stanford University.

Ann Marie Ryan is professor of organizational psychology at Michigan State University. Her major research interests involve improving the quality and fairness of employee selection methods, and topics related to diversity and justice in the workplace. In addition to publishing extensively in these areas, she regularly consults with organizations on improving assessment practices. She is a past president of the Society of Industrial and Organizational Psychology (SIOP) and past editor of Personnel Psychology. She received a B.S. with a double major in psychology and management from Xavier University and an M.A. and Ph.D. in psychology from the University of Illinois at Chicago.

Stephen Stark is area director and professor of industrial and organizational psychology at the University of South Florida. His research focuses on improving the measurement of non-cognitive constructs, such as personality, in high-stake environments; computerized adaptive testing; differential item functioning; and methods for detecting aberrant responding (e.g., “faking”) on high-stakes tests. He is a senior fellow of the Army Research Institute University Consortium and a fellow of the Society for Industrial and Organizational Psychology and the American Psychological Association. He is currently editor of International Journal of Testing and serves on the editorial boards of Applied Psychological Measurement, Journal of Business and Psychology, European Journal of Psychological Assessment, and International Journal of Selection and Assessment. He has a B.S. in physics from the University of New Orleans and an A.M. and Ph.D. in industrial and organizational psychology with a minor in quantitative psychology from the University of Illinois at Urbana-Champaign.

Cherie Chauvin (Study Director) is a senior program officer with the National Academies of Sciences, Engineering, and Medicine’s Board on Human-Systems Integration (BOHSI) and associate director of the Naval Studies Board (NSB). Since 2008, she has directed and supported numerous activities and studies to provide advice to the government’s defense, national security, and intelligence agencies through the NSB and BOSHI, as well as the Board on Behavioral, Cognitive, and Sensory Sciences and Intelligence Community Studies Board. Previously, she was an intelligence officer with the Defense Intelligence Agency (DIA), where her work included support for military operations and liaison relationships across Sub-Saharan Africa and in Japan, South Korea, and Mongolia, as well as conducting worldwide intelligence collection operations (including during deployment to

Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×

Afghanistan) to answer strategic and tactical military intelligence requirements. In recognition of her service, she was awarded the DIA Civilian Expeditionary Medal, the Department of the Army Commander’s Award for Civilian Service, and the Office of the Director of National Intelligence National Meritorious Unit Citation. She holds a B.S. in cognitive science from the University of California at San Diego, an M.A. in international relations from the Maxwell School at Syracuse University, and an M.S. in strategic intelligence from the National Defense Intelligence College.

Elizabeth T. Cady is a senior program officer at the National Academy of Engineering. She has worked on a variety of projects that examine and enhance systems for the formal, informal, and lifelong education of engineers. She currently leads a project that will recognize and share innovative practices that improve diversity in undergraduate engineering education and also staffed a recently completed consensus study examining the capacity of K–12 teachers to teach engineering. She also co-edited a resource collection translating research on women in science and engineering into practical tips for faculty members and worked on LinkEngineering, an online toolkit to support PreK–12 engineering education, and the Online Ethics Center, a website that supports ethics education and science and engineering. She earned M.S. and Ph.D. degrees in cognitive and human factors psychology from Kansas State University and a B.A. in psychobiology and political science from Wheaton College in Massachusetts.

Margaret Kelly is a senior program assistant for the National Academies’ Board on Human-Systems Integration; Board on Children, Youth, and Families; and the Board on Science Education. Kelly has more than 20 years of experience working in the administrative field. She has worked for the private sector, federal government and nonprofit organizations, including American University, Catholic University, the Census Bureau, International Franchise Association, the Department of Defense, and the University of the District of Columbia.

Tina M. Latimer is the program coordinator for the National Academies’ Board on Human-Systems Integration (BOHSI) and the Board on Environmental Change and Society (BECS). She is responsible for coordinating the reporting requirements, administrative functions and logistical support for all three Boards and the project committees. She joined the National Academies after 19 years of experience working in law firms as an office manager and executive legal secretary. She has also worked as a staff assistant to the U.S. Congressional Subcommittee on Commerce, Consumer Protection and Competitiveness. She has a B.S. in criminology and criminal justice from the University of Maryland.

Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×

Daniel E.J. Talmage, Jr. is a program officer for the National Academies’ Board on Human-Systems Integration, where he has served in various capacities on studies concerning a systems approach to science and technology. For the Board on Human-Systems Integration (BOHSI), he has served as study director on Human-Automation Interaction Considerations for Unmanned Aerial System Integration: A Workshop, led the team that completed the Assessment of Staffing Needs of Systems Specialists in Aviation, and managed a project for the Veterans Health Administration working on inputs for a staffing model for facility engineering workers. He has also served as a study director for the Committee on Law and Justice. Prior to joining the Academies’ Division on Behavioral and Social Sciences and Education, Talmage worked for the Division of Engineering and Physical Sciences, focusing on research projects dealing with the interface of science, technology, and innovation for the Intelligence Community. He also assisted the Air Force Studies Board and the Board on Army Science and Technology. Talmage has also served as a manager at the Public Affairs Council, where his work focused on issues management as well as state and local government affairs. He holds a B.B.A. from Radford University and an M.B.A. from Thunderbird School of Global Management.

Toby Warden is the director for the Board on Human-Systems Integration (BOHSI) and the Board on Environmental Change and Society. She began work at the National Academies in 2009 as a study director on climate change and weather-related activities with the Board on Atmospheric Sciences and Climate. She joined BOHSI in 2011 as a study director, and later became the associate board director, working on a number of activities related to worker safety, safety culture, systems design, and organizational performance. In 2014, Warden served as director of scientific administration for the Department of Neurological Sciences and assistant professor at the University of Nebraska Medical Center, spearheading strategic planning efforts to foster research collaboration. In 2016 she returned to the Academies to serve as a Board Director. She holds a Ph.D. in social ecology with an emphasis on environmental analysis and design from the University of California, Irvine. She also holds a certificate in Business Fundamentals from HBX/Harvard Business School.

Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×

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Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×
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Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×
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Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×
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Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×
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Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×
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Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×
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Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×
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Suggested Citation:"Appendix H: Biographical Sketches of Committee Members and Staff." National Academies of Sciences, Engineering, and Medicine. 2021. Strengthening U.S. Air Force Human Capital Management: A Flight Plan for 2020-2030. Washington, DC: The National Academies Press. doi: 10.17226/25828.
×
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The USAir Force human capital management (HCM) system is not easily defined or mapped. It affects virtually every part of the Air Force because workforce policies, procedures, and processes impact all offices and organizations that include Airmen and responsibilities and relationships change regularly. To ensure the readiness of Airmen to fulfill the mission of the Air Force, strategic approaches are developed and issued through guidance and actions of the Office of the Deputy Chief of Staff for Manpower, Personnel and Services and the Office of the Assistant Secretary of the Air Force for Manpower and Reserve Affairs.

Strengthening US Air Force Human Capital Management assesses and strengthens the various U.S. Air Force initiatives and programs working to improve person-job match and human capital management in coordinated support of optimal mission capability. This report considers the opportunities and challenges associated with related interests and needs across the USAF HCM system as a whole, and makes recommendations to inform improvements to USAF personnel selection and classification and other critical system components across career trajectories. Strengthening US Air Force Human Capital Management offers the Air Force a strategic approach, across a connected HCM system, to develop 21st century human capital capabilities essential for the success of 21st century Airmen.

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