William F. Scott
President and Chief Executive Officer
Mr. Scott, President / Chief Executive Officer and founder of Diversified Workforce Solutions, LLC (DWS), has 25 plus years of hands-on and executive-level experience in the fields of Employee/Labor-Management Relations, Collective Bargaining, Human Resources, Civil Rights and Administration in both the public and private sectors. He has spear headed executive management teams in addressing complex and difficult priorities with a strong record of success on many different levels. He is the immediate past President (2014) of the Washington DC Chapter of the Labor and Employment Relations Association (DC LERA) and is currently Chief Labor Negotiator for a Maryland County Government. Mr. Scott has partnered with several world-wide consulting firms on workforce issues, including AECOM, Parsons, CH2M Hill, Parsons Brinckerhoff, Booz Allen Hamilton.
The Republic of China's (Taiwan), Ministry of Labor, recently invited Mr. Scott to visit, as part of a nine-member United States delegation of labor-management leaders, to enhance mutual understanding and exchange ideas regarding cultural, economic and, in particular, labor affairs between the two countries. He and the delegation met with government and labor leaders and spent time visiting various industries throughout the Republic of China.
Mr. Scott has held a number of executive level positions before establishing Diversified Workforce Solutions, LLC. His most recent executive experience was that of Deputy General Manager, Division of Workforce Development and Administration at the Washington Metropolitan Area Transit Authority (WMATA), the nation's fourth largest transit system. As on Officer and Deputy General Manager, he was responsible for addressing all employee-related workforce issues in the 10,000-plus WMATA workforce. During his tenure at WMATA, he was also appointed as Assistant General Manager, Chief Civil Rights Officer and Director of Employee and Labor Relations. In addition to WMATA, Mr. Scott's hands-on and executive level experience covered the federal government, where he was employed for 11 years by the US Postal Service as a Labor Executive, and in academia where he was appointed and served as Howard University's first Director of Labor Relations, encompassing both the university and university hospital.
Among his many engagements, Mr. Scott has led executive management teams through organizational realignments; development of labor-management partnerships; heath care cost reductions; quadrennial reviews; strategic planning development; reductions in force; organizational studies; process management implementation; served as Chief Negotiator during collective bargaining; served as lead executive during culture change initiatives and civil rights investigations and policy change initiatives; led a multitude of change management efforts; realigned divisions and offices to better address strategic plans and client services; negotiated the first pay-for-performance fiscal policy with a unionized workforce in the transit industry; implemented new job evaluation programs to improve declining employee morale and increase productivity; developed new EEO and civil rights initiative to reduce complaints processing and improve the workforce environment; led the realignment of the Disadvantage Business Enterprise Office (DBE) to better address client services; Conducted wage and benefit surveys and served as a management trustee on a number of pension and health and welfare boards.
Mr. Scott's engagements have also involved the research, development and updating of the civil rights policies and procedures for Maryland Department of Transportation, and the drafting of a White Paper for the US Department of Transportation Federal Transit Administration in its efforts to capture the "Best Principles in Managing Annuity and Health Insurance Obligations to Retired Transit Employees". Mr. Scott was also selected as a principal to update the Standard Operating Procedures (SOPs) for a Transit Police Force. Additionally, he was recently selected as principal team member by the Transit Cooperative Research Program (TCRP), under the Transportation Research Board (TRB) of the National Academies of Science, to conduct a study of “Labor-Management Partnership: What Makes Them Work?”, within the US transit industry.
Throughout his career, Mr. Scott has received numerous awards and recognition, including a Diversity Leadership Award; Employee of the Year; Exceptional Individual Performance; Meritorious Service Honor and the Presidential Citation, Distinguished Alumni Award by the National Association of Equal Opportunity in Higher Education. Mr. Scott currently serves on the Board of Governors and is the immediate past President of the Labor and Employment Relations Association (LERA), DC Chapter as well as a Mentor for the Society for Human Resource Management (SHRM). Mr. Scott holds both Bachelor and Juris Doctor Degrees.
Harold Bartlett, Executive Vice-President, has nearly 40 years of extensive multi -disciplinary public and private sector experience successfully influencing workforce and organizational effectiveness. His most recent experience was serving as the Chief Executive Officer of the Maryland Transportation Authority (MDTA) and lead MDTA as it concluded all preparations for the opening of Maryland's first all-electronic toll highway, the Inter-County Connector. The $2.5 billion highway, which will be financed, owned, operated and maintained by MDTA, opened in 2011. He also executed a Public Private Partnership (P3) in 2013 to replace the two travel plaza rest stops on I-95 in Maryland. This P3 will net $500 million during the life of the lease arrangement for the State of Maryland as well as two brand-new plazas.
Prior to the MDTA Harold served as Deputy Secretary of the Maryland Department of Transportation (MDOT) from August 2009 to March 2011. In this capacity he served as the Chief Operating Officer of the over 9000 employee department which includes the Maryland Aviation Administration and BWI airport, the Maryland Port Administration, the Maryland Motor Vehicle Administration, the Maryland Transit Administration, the Maryland State Highway Administration, and the Maryland Transportation Authority. In addition to serving as second in command for the Department, he was responsible for a $3.9 billion annual operating budget.
Prior to joining Diversified Workforce Solutions, he enjoyed a distinguished 23-year career at the 10,000-employee Washington Metropolitan Area Transit Authority (WMATA), the principle public transit provider for the National Capital Area. During his last nine years he held the position of Secretary and Chief of Staff where he served as second in command of WMATA, with standing authority to act as the Chief Executive Officer (CEO) in the CEO's absence. During this time, in addition to functioning as Chief of Staff, he managed all activity in support of the Board of Directors and directly supervised senior executives in the day-to-day functions of WMATA.
Over his entire WMATA career, Harold's responsibilities rapidly increased to include at various times the direction of major organizational elements: Accounting and Financial Management, Auditor General, Board and Executive Management Relations, Budget and Management Analysis, Civil Rights, Government Relations, Labor Relations, Information Technology Management, Marketing and Customer Relations, Procurement and Inventory Management, Property Development and Management, Safety and Risk Management, Transit Police and Security, and Treasury, Investment and Cash Management.
With the exceptional breadth and depth of his functional experience and knowledge, he also regularly led or participated in sophisticated finance and funding projects related to capital and operating equipment and materiel, and real estate development -- all vital to the success of the WMATA transportation mission. Harold is additionally widely recognized for his strong communication and interpersonal skills that have led him to successfully lead and champion high-profile workforce projects such as a multi-year organizational culture change effort and the development of high-powered, cross-disciplinary, results-oriented teams.
Harold began his professional career designing and implementing fraud detection programs for the New York State Department of Labor and subsequently served as a Senior Personnel Administrator for the New York State Office of General Services where he supervised a broad range of workforce programs. Harold has also provided productivity consulting services for hospitals in California, and has served as an expert public administration examiner for the New York State Department of Civil Service.
Harold holds a B.S. degree in Business Administration with a concentration in Management Science from the State University of New York at Albany (SUNYA); a Masters of Public Administration Degree with a concentration in Organizational Development from San Diego State University; and he has advanced to candidacy for a Doctor of Public Administration Degree with concentrations in Public Management and Policy Analysis from SUNYA.
Harold strongly believes that the success of the many aspects of his career has come through acting on his deep belief that an organization's most valuable asset is its workforce. That belief led him to Diversified Workforce Solutions (DWS), which he sees as uniquely positioned to help any organization maximize its workforce potential -- always through its commitment to "Your Solution, Our Priority."
Richard L. Plante
Mr. Plante has over 35 years of experience in key workforce leadership positions in transportation and service industries in both the public and private sectors. Throughout his career, he has been noted for enhancing the contributions of workforce management and organizational development.
For over a decade, Mr. Plante led two vital management functions at the 10,000-employee Washington Metropolitan Area Transit Authority (WMATA). First, as Director of Human Resources (HR), he has successfully addressed HR issues arising in a complex labor-management environment by engaging both groups in the very latest HR practices for the resolution of issues; and he has developed and implemented HR management projects and programs affecting the entire workforce. Jointly, along with other key executives, he undertook a large-scale culture-change initiative, actively involving employees in every area of WMATA in the process. Mr. Plante implemented a comprehensive compensation and classification system to accurately track the requirements and compensation program for every managerial, professional and administrative position in the organization. With this system as a foundation, the first goals and skills-based performance review program was successfully developed. He broadened management training opportunities and was able to increase budget resources for training and development. Mr. Plante served on the governance panel of the organization’s qualified pension plan and administered the introduction of a new defined-contribution retirement program. He also installed a cost-saving revision of health benefits, and, introduced and upgraded automated HR information systems. As HR Director he also began the expansion of recruitment resources into non-traditional modes, particularly to address ongoing significant needs in high-skill and scarce-skill job categories. Additionally, his strong commitment to effective communication led to revision, clarification and simplification of HR policy and procedural directives to ensure clarity at all levels and among all groups within the organization.
Following his later appointment as Director of Organizational Development (OD), Mr. Plante established WMATA’s first internal analysis and development function to foster structural, business process, and employee effectiveness throughout both the union and management work environments. He introduced a senior management development program and a senior succession planning process to enhance organizational management strength. He directed needs analyses and introduced specific projects to improve performance, foster labor-management cooperation and operating reliability and safety. He advanced personal and career growth opportunities for all employee groups through a career planning, development and assessment process that was open to all. To support this expansion, he also implemented a dedicated automated data system for the management and support of all existing and future human developmental functions.
Earlier in his career, Mr. Plante directed human resources management policy for the New York Metropolitan Transportation Authority, the nation’s largest public transit agency. And as Director of Recruitment Resources for CBS Corporation, he developed successful recruitment and retention practices for this 35,000-employee broadcasting and entertainment private-sector company. Additionally, he has consulted independently on workforce effectiveness issues with small and medium-size businesses in various service-industries. He holds a Bachelor's Degree in Communications.
Lemuel M. Proctor
Senior Transportation Consultant
Mr. Proctor, Senior Transportation Consultant, has over 40 years of extensive operating, managerial and instructional experience across multiple applied technological disciplines including electronics; gasoline, diesel and electric propulsion; hydraulics; pneumatics; and climate control.
Prior to joining DWS, most recently, Mr. Proctor has consulted with multiple U.S. public transit organizations, including, Port Authority of New York and New Jersey, Metropolitan Atlanta Rapid Transit Authority (MARTA), San Francisco Municipal Transit Agency (SFMTA), Denver Rapid Transit District (RTD), Miami-Dade Transit, and Washington Metropolitan Area Transit Authority (WMATA). His work with these and other organizations covered managerial and maintenance capability assessments; vehicle maintenance, overhaul and quality assurance planning and execution; transit infrastructure management; value engineering studies; and problem resolution for road and rail transit vehicles and their associated technical systems. In addition to his in-depth capabilities with transit operational issues, he also has extensive experience in the management of the acquisition of new rail transit vehicles.
Previously, Mr. Proctor was Chief Operating Officer (COO) for Rail Services at the Washington Metropolitan Area Transit Authority (WMATA), with responsibility for all rail transit operations and personnel in that system. He began his career at WMATA as an electrician and instructor, and he progressed through every level of supervision and management prior to his appointment as COO. Accordingly, he has an invaluable breadth and depth of expertise in successfully analyzing and addressing the multiple issues affecting all facets of transit: operations, technology, skill development, labor-management relations, and human behavior and productivity.
Mr. Proctor possesses unusually broad technical and managerial educational experiences gained through programs at both universities and operating organizations. These include: University of Southern California, University of Michigan, University of Maryland, Northeastern University, and London Transport International, London, UK.
Throughout his career, he has been recognized repeatedly for achievement. He received multiple awards at WMATA including its highest employee award. Among many other honors, he has also been inducted into the National Association of Technical Schools Hall of Fame.
Mr. Proctor also holds an AS degree in Electrical Engineering, a Certificate in Solid State Electronic Technology, and a Certificate in Aerospace Ground Equipment Repair.
Tracey P. Cairnie
Ms. Cairnie, MS PCC, specializes in conflict resolution, facilitation, training, coaching, group dynamics, and management and leadership optimization. She has over 25 years of experience in providing in-depth interviews, organizational assessments, and issues analysis to determine the most effective approach for assisting clients in reaching optimal solutions.
Ms. Cairnie assists clients in designing and implementing programs related to change efforts, public policy initiatives, and organizational development. She facilitates inter/intra-agency groups, community dialogues, retreats, and strategic planning efforts; she mediates resolutions and provides coaching to individuals and teams. Ms. Cairnie works with a variety of public and private entities, including elected and appointed officials, corporate executive management, department heads, and front line staff.
Additionally, she is a court-certified mediator/mentor, an ICF certified coach, and a certified public participation specialist. She is an adjunct-professor at George Mason University teaching conflict, communication, and mediation skills. she is also an administrator of the MBTI, DiSC, PACE, Strength Deployment Inventory, and Thomas Kilmann Conflict assessments.
Ms. Cairnie holds a Master's Degree in Conflict Analysis and Resolution and a Bachelor's Degree in Public Administration.
Stanley R. Jones
Mr. Jones has 35 years of hands-on and management experience in training, Human Resource Development (HRD), Organizational Development (OD), and Succession Planning in large aerospace, IT and public sector organizations.
He has successfully applied progressive HRD/OD practices in extensive contact work with trainees and internal OD clients, including personal assessment and coaching. Much of this work requires conducting organizational scans to determine intervention needs. Specifically, he has been responsible for the development and implementation of succession planning, leadership development and total quality programs that contributed to increased alignment of HR practices with organizational strategies. In addition, he possesses both the theory and ability to apply a wide range of HR disciplines such as training design, platform instruction, performance management, and core competency studies.
With over two decades of work in succession planning, Mr. Jones has been a significant contributor enabling organizations to define, plan and implement programs for the development of future leaders. Concurrently, throughout his career he has consistently focused on leadership training from pre-supervisory to senior personnel. He has also developed and implemented a curriculum to support an organization’s total quality initiative, and he has successfully facilitated numerous teams applying problem solving techniques.
Mr. Jones also recently received a multicultural certificate to teach Professional English to speakers of other languages. He holds a Bachelor's Degree in English and a Master's Degree in Human Resources Development and Organizational Development.