Staff List: SHCM

Gina Medsker has over eighteen years of experience in human capital and human resources management research and consulting. Her principal areas of expertise are in strategic human capital management, program evaluation, workforce planning, compensation and reward systems, and survey development and analysis.

As part of project work for the U.S. Office of Personnel Management (OPM), Dr. Medsker helped review strategic human capital plans and workforce plans that 16 agencies delivered to OPM and made recommendations for improving them. She advised OPM's Human Capital Program on metrics, target setting, and measurement methods for assessing its performance for the Program Assessment Rating Tool (PART). She also directed a project to assist OPM with development of the Human Capital Assessment and Accountability Framework (HCAAF) metrics. This involved reviewing agencies' human capital deliverables, such as their staffing and competency gap reports, time to hire data, SES performance management data, Performance Appraisal Assessment Tool (PAAT) ratings, and succession plans; examining alternative metrics and refining the final metrics package based on agencies' input and statistical reliability and validity analyses; developing tools agencies are using to report their HCAAF metric results to improve the consistency and accuracy of data; and training OPM's accountability staff, OPM's human capital officers, and human capital representatives from over 50 Federal agencies on the new HCAAF metrics package. As part of her work, she has reviewed and analyzed a wide variety of human capital metrics from across the Federal government.

Dr. Medsker has also directed the independent evaluation of OPM's Human Capital Program. This has involved examining the relationship of agencies' use of Human Capital Program products and services to agencies' progress on human capital management initiatives, as well as the elationships between agencies' progress on those initiatives and their FHCS results to their organizational performance (i.e., Performance and Accountability Report, PART, and American Customer Satisfaction Index results as measures of organizational performance). Through the sophisticated statistical analyses HumRRO has performed in this independent evaluation, we have found strong support for the importance of the relationship between human capital management and organizational performance.

Dr. Medsker has also conducted workforce planning and competency assessment projects for the Defense Logistics Agency, Federal Motor Carrier Safety Administration in the Department of Transportation, and the former Immigration and Naturalization Service and Department of Treasury law enforcement population. In addition, she directed a project that tracked how Army officers' attitudes, intentions, demographics, and career histories were related to organizational commitment and attrition from the Army. Projects she has directed have used sophisticated modeling and longitudinal analysis techniques to analyze career patterns and attrition projections.

Dr. Medsker has an M.B.A. in human resources from the University of Kansas and Ph.D. in human resources and organizational behavior from Purdue University. She has published in several professional journals, including the Journal of Applied Psychology, Personnel Psychology, The Industrial-Organizational Psychologist, and Journal of Management. She has presented at many professional conferences, including the Excellence in Government, International Personnel Management Association-HR, Academy of Management, Society for Industrial and Organizational Psychology, and American Society for Training and Development conferences.

Amy Cheng has more than 8 years of experience in program evaluation, research design and methodology, and quantitative analysis. Prior to joining HumRRO, she worked for Battelle Centers for Public Health Research and Evaluation where she was the quantitative team leader for several multi-million-dollar contracts for the Department of Health and Human Services. Her educational training includes a master's degree and a Ph.D. in Applied Psychology from Southern Illinois University-Carbondale with a concentration in Industrial and Organizational Psychology. Her project experience includes the impact analysis for the independent evaluation of the U.S. Office of Personnel Management's Human Capital Program. This work involves assessing the relationship between Federal agencies, human capital activities, and their organizational performance.

Chantay Dudley has a Masters degree in Experimental Psychology, with a concentration in Industrial, Organizational & Applied Psychology from The University of Memphis. She specializes in human capital management research and statistical analyses. Her expertise includes data analysis, interviewing, report preparation, training programs, project management, and behavioral and competency gap assessments. Her most recent projects involved evaluating the effectiveness of the Office of Personnel Management's Human Capital Program and its impact on human capital management across the Federal government and developing a methodology for the Department of Veteran Affairs (VA) to assess employee competency gaps. These projects entailed the collection and coding of Federal data for statistical analyses, survey development, and the use of several advanced analytical techniques (e.g., factor analysis and growth-curve and hierarchical linear modeling).

Charu Khanna has a Master's in Industrial/Organizational Psychology from the Chicago School of Professional Psychology. She has experience conducting compensation surveys and job analyses, collecting and analyzing data, and writing and editing professional publications. Ms. Khanna contributed to an independent evaluation of the Office of Personnel Management's Human Capital Program to assess the program's impact on strategic human capital management and other outcomes across the Federal government. She managed the 2006 Income/Employment Survey for the Society for Industrial and Organizational Psychology and led two pay increase surveys for the Metropolitan Washington Airports Authority.