Posit é um sistema de comércio eletrônico que serve

A propriedade e negociação de dívidas no Capítulo 11 reestruturações ☆

Usando um novo conjunto de dados que abrange pedidos de dívidas individuais contra 136 empresas norte-americanas em bancarrota e inclui informações sobre um subconjunto de transferências de ações, fornecemos novas informações empíricas sobre como a propriedade da dívida de uma empresa está relacionada aos resultados de falência. As firmas com maior concentração de dívida no início do caso são mais propensas a apresentar planos de falência pré-arranjados, a passar rapidamente pelo processo de reestruturação e a emergir com sucesso como empresas independentes. Além disso, uma maior concentração de propriedade dentro de uma classe de dívida está associada a taxas de recuperação mais altas para essa classe. A negociação de créditos durante a falência concentra ainda mais a propriedade, mas essa negociação não está associada a melhorias subsequentes nos resultados de falência e poderia, na margem, aumentar a probabilidade de liquidação.

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Esta pesquisa foi financiada em parte por uma doação do Fundo de Doação do American Bankruptcy Institute (ABI). Somos gratos ao BMC Group, Donlin Recano & amp; Company, EPIQ Systems e Kurtzman Carson Consultants (KCC) por sua ajuda na coleta de dados de sinistros usados ​​neste projeto. Tinamarie Feil, Brad Daniel e Brendan Bozack, do BMC Group, e Jonathan Carson, do KCC, foram especialmente úteis para explicar o processo de negociação de sinistros. Per Strömberg teve um valioso contributo em muitas das ideias por detrás do papel, pelo que estamos gratos. Agradecemos a um árbitro anônimo, Bo Becker, Christa Bouwman, Shawn Cole, Michael Gallmeyer, Stuart Gilson, John Graham, Sascha Steffen, Jeremy Stein, Elizabeth Tashjian e participantes da Conferência da Universidade de Chicago sobre Credores e Governança Corporativa, 2011 American Finance. Encontro anual da Associação em Denver, Colorado, 2011 Reunião da Sociedade de Pesquisa em Intermediação Financeira em Sydney, Austrália, 2011 Encontro da Associação Européia de Finanças em Estocolmo, na Suécia, e participantes do seminário na Cornerstone Research, Erasmus University, Harvard University , a Universidade de New South Wales e a Universidade da Virgínia por seus comentários perspicazes. Dmitri Adler, Adam Fitzer, James Reilly, Avina Sugiarto e Le Yang forneceram uma excelente assistência de pesquisa. David C. Smith agradece o apoio financeiro adicional do Conselho de Pesquisa do Finansmarkedsfond da Noruega e do McIntire Center for Financial Innovation.

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Microestrutura de mercado: um levantamento ☆

A microestrutura de mercado estuda o processo pelo qual as demandas latentes dos investidores são traduzidas em preços e volumes. Este artigo revisa a literatura teórica, empírica e experimental sobre microestrutura de mercado relacionada a: (1) formação de preços, incluindo o processo dinâmico pelo qual os preços chegam para apreender informações; (2) estrutura de mercado e design, incluindo a relação entre formação de preço e negociação. protocolos, (3) Transparência, a capacidade dos participantes do mercado de observar informações sobre o processo de negociação e (4) Aplicativos para outras áreas de finanças, incluindo precificação de ativos, finanças internacionais e finanças corporativas.

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FERS & amp; Aposentadoria por Incapacidade CSRS, et cetera & # 8230;

Advogado Federal de Aposentadoria por Incapacidade.

Marcado com proposta para terminar o emprego devido a uma deficiência.

FERS & amp; Aposentadoria por Invalidez do CSRS: Locais de negociação.

Muito antes do colapso de 2008 da turbulência econômica; filmes épicos precedentes que se seguiram, da inépcia ineficaz de trapaceiros inundados pela venda de almas do dinheiro em troca dos prazeres temporais de fantasias ilimitadas; quando o riso podia ser ouvido ainda, porque o futuro ainda tinha alguma esperança, havia um filme com o mesmo título. Era uma comédia de inocência - embora a linguagem usada ainda possa corar para alguns, ela revela um período que já passou e não é mais encontrado na sociedade atual onde revelar tudo, mostrar a todos e mostrar-se descaradamente tornou-se o curso normativo do comportamento.

Ao contrário da realidade do mecanismo de manipulação de Wall Street, o enredo segue um discurso bastante convencional de constância moral - de mal identificável; vingança e retribuição pelos erros cometidos; redenção para aqueles cujas falhas resultaram de personagens impróprios. Compare isso com as representações fictícias de hoje, algumas décadas depois: os injustos ficam impunes, ou quase não; os canalhas são socorridos de sua própria loucura e ganância; e a mamãe & amp; A loja pop ao virar da esquina ainda fica se perguntando por que eles nunca foram resgatados da falência, quando os mesmos que criaram a crise econômica estão de volta, novamente.

O problema de discutir tais questões em uma escala macro, é claro, é que as generalidades convidam declarações de tendências fúteis e desculpáveis, ao passo que contos de narrativas individuais de microcosmos e de mesa de cozinha não deixam espaço para essa cobertura evitada de dispositivos ocultos, onde ratos e outros canalhas podem correr para encontrar lugares convenientes para esconder seus erros vergonhosos.

Muitas vezes desejamos que nós também possamos “trocar de lugar”, mas apenas porque não ouvimos os detalhes dos problemas desaparecerem nos gramados do outro lado da rua, onde a grama parece mais verde, mas onde o turbilhão interno de fantasmas escondido permanece velado.

As condições médicas nos trazem de volta aos fundamentos da vida. Pois, quando se é saudável, todos os tipos e maneiras de desejar fortunas e superficialidade dos extras da vida estão envolvidos; mas quando uma condição médica atinge, tudo o que desejamos é para o tédio da boa saúde. Funcionários federais e trabalhadores da US Postal que sofrem de uma condição médica, de tal forma que a condição médica impede que o funcionário federal ou postal execute um ou mais dos elementos essenciais da posição formal de ocupação do funcionário federal ou postal (conforme refletido em um SF 50 ou PS Form 52), entenda este conceito muito bem.

Os locais de troca são todos relativos, especialmente quando se trata dos fundamentos da felicidade humana. Para Louis Winthorpe III e Billy Ray Valentine, aconteceu que o destino trouxe dois personagens improváveis ​​juntos para corrigir os erros de um sistema macroeconômico deixado por dispositivos manipuladores no pregão das commodities; para o funcionário federal e postal que sofre de uma condição médica, de tal forma que a condição médica impeça o funcionário federal ou postal de executar um ou mais dos elementos essenciais de suas funções posicionais, o desejo de “trocar de lugar” é um pouco mais básico de mera boa saúde, a fim de manter uma constância dos prazeres da vida, tida como certa por outros.

Mas, em vez disso, muitas vezes a melhor opção para locais de negociação é preparar, formular e arquivar um aplicativo de Aposentadoria por Invalidez Federal, submetido ao Departamento de Administração de Pessoal dos EUA, esteja o funcionário federal ou postal em FERS, CSRS ou CSRS Offset. Às vezes, o comércio em si é um compromisso em uma micro-escala de proporções menores, e não dentro do complexo mundo das grandes bolsas de financiamento e de commodities.

Robert R. McGill, Esquire.

FERS & amp; Aposentadoria Médica do CSRS: O Pensamento do Canto.

Cantos são criações de amplitudes geométricas; nós apontamos e diremos que alguma pessoa, objeto ou lugar está ao virar da esquina, adiada a partir de um ponto de referência de equilíbrio. Peças de mobiliário não se encaixam nelas, a menos que sejam especificamente projetadas para esse fim; as pessoas se reúnem em direção a eles, especialmente aqueles em festas que desejam uma aparência de anonimato ou discreta discrição; e costumávamos mandar crianças mal-humoradas sentarem-se e olharem para a ponta de flecha geométrica do esquecimento, esperando que o tédio de um espaço tão consagrado endireitasse seus personagens dementes.

Os pensamentos, do mesmo modo, permanecem docemente anônimos, a não ser, é claro, que se descubra o que existia anteriormente na quietude da consciência e, mesmo assim, observamos que tais declarações emitidas do vazio da boca de uma pessoa eram mera falta de consideração. # 8221 ;, negando assim aquela mesma expressão que há pouco tempo permaneceu desconhecida e incognoscível, mas num instante instantâneo, articulada no mundo despedaçado do espaço calmo e silencioso.

Quando o espaço e a expressão conceitual se combinam para se unir, nos referimos a ele como "o canto". O canto pensa que a construção conceitual que é relegada a um tempo posterior, deixada de lado e reservada para uma data futura de pontos incertos do tempo. Muitas vezes nunca voltamos a isso.

Como a criança repreendeu e disse para "sentar no canto até você se arrumar" # 8221; (uma autocontradição, com certeza, quando a dobra geométrica do canto é o lugar onde se espera que alguém desafie um personagem de desconfiança), o pensamento de canto é deixado como molde em uma prateleira úmida e esquecida de livros e backdoor. becos, onde o lixo nunca é apanhada e o fedor de sobras se torna um composto natural de arrependimentos ocultos. É sempre que "o canto pensou" # 8221; que um dia deve voltar para assombrar.

Para o funcionário federal ou trabalhador dos Correios dos EUA que sofre silenciosamente na angústia da agência federal ou do serviço postal dos EUA, relegado a um serviço permanente perene. atribuições, & # 8220; modificado & # 8221; deveres de trabalho, demandas repentinas e inesperadas para aparecer para uma "aptidão para dever" & # 8221; exame, para nunca mais ser ouvido de novo até que algum irritante da falta de pensamento poluído atropele da miséria de vidas desconhecidas, mas a quem se deve submeter e ser subserviente por causa de um título concedido como "supervisor", "# 8220", & # 8220 ; gerente & # 8221; ou simplesmente & # 8220; chefe & # 8221 ;; aquele canto pensado era sempre esse intitulado, "arquivando para benefícios federais da aposentadoria da inabilidade através do escritório de gerência de pessoal dos Estados Unidos. # 8221 ;.

Quando a condição médica começou a impactar a capacidade e a capacidade do funcionário federal ou postal de executar os elementos essenciais das atribuições posicionais de uma pessoa, esteja o funcionário federal ou postal em FERS, CSRS ou CSRS Offset, O pensamento de arquivar para benefícios de aposentadoria por incapacidade federais através de OPM foi no início nada mais do que isso canto pensamento & # 8221; que foi deixado de lado e em pedaços. Mas, com o passar do tempo, ficou claro que o conceito equivocado da construção conceitual não expressa precisava ser removido, trazido de volta e reposicionado para ter uma posição mais proeminente no conjunto de ideias a serem consideradas.

Os cantos não podem, por si mesmos, incutir caráter em crianças desobedientes; e os pensamentos não podem, sozinhos, obrigar a ação intencional sem uma correspondente vontade de agir; e é quando o pensamento de canto toma seu papel apropriado de existência relevante, que o sem direção aponta para uma referência "ao virar da esquina"; # 8221; Um dia se tornará solidificado em um plano concreto por algum tempo, portanto, preparando, formulando e arquivando um aplicativo de aposentadoria de incapacidade Federal eficaz, para combinar a separação do canto com o atraso de pensamento, a fim de abraçar esse canto pensamento para um seguro futuro.

Robert R. McGill, Esquire.

Aposentadoria por Deficiência de OPM: A Vida Coerente.

Coerência não leva em conta o inesperado; além disso, um desdobramento linear e sistemático de eventos raramente é a regra, mas a exceção. Veja a natureza e o tumulto traumático que se segue diariamente & # 8212; de predadores e pêndulos balançando entre a vida e a morte, e a instabilidade de cursos futuros ainda a serem determinados.

O que fazemos de tudo isso? Kant postularia que trazemos para os pontos de vista estruturais objetivos do mundo a fim de trazer ordem a um mundo caótico; mas a racionalidade é vista de dentro de qualquer coerência maior do que um mundo livre da perspectiva humana? Vida, e mais importante para funcionários federais e trabalhadores dos correios dos EUA que estão pensando em solicitar benefícios de aposentadoria por incapacidade do Escritório de Administração de Pessoal, condições médicas e o desdobramento de como uma condição médica é abordada, tratada, comprovada e descrita, muitas vezes falta de coerência na própria tentativa de provar seu impacto sobre a vida de uma pessoa.

A falta de desdobramento linear não necessariamente derrota um pedido de aposentadoria por invalidez federal. Às vezes, temos que fornecer uma exposição e explicar as circunstâncias que resultaram no caos da confusão e na dispersão da racionalidade. E se você acha que os médicos e as modalidades de tratamento seguem uma abordagem sistemática para curar e reabilitar, talvez seja melhor repensar essa visão da precisão da medicina como ciência, em vez de ser uma mistura de arte e sabedoria adquirida com a experiência.

Para funcionários federais e trabalhadores dos Correios dos EUA que precisam preparar, formular e arquivar um aplicativo de Aposentadoria por Incapacidade Federal com o OPM, seria bom ter o ordenamento seqüencial de coerência, de uma forma: Uma condição médica; tratamento exaustivo; um ponto final limpo em que não é possível obter mais melhorias médicas; um médico que apoiará o processo; um & # 8220; wowing & # 8221; narrativa médica escrita com pouca ou nenhuma solicitação; finalização, submissão e aprovação pelo OPM.

De alguma forma, no entanto, o seqüenciamento da vida nunca corresponde exatamente a esse paradigma, e ficamos coordenando a abordagem kantiana de impor o que podemos, onde somos capazes e quando temos a capacidade e a capacidade. A coerência da vida reflete um universo paralelo das circunstâncias que devemos abraçar; e, no final, devemos apenas lidar com aquilo que nos é dado, e fazer o melhor para tornar coerente um universo incoerente de fatos.

Robert R. McGill, Esquire.

Aposentadoria Federal por Incapacidade através do OPM: Transtorno Depressivo Maior.

A Internet permite que todos tenham acesso à informação; o que não faz, é metodologicamente assegurar o seqüenciamento de exatidão, legitimidade, ou até mesmo de relevância na ampla disseminação do "it & # 8222". Uma coisa é clara, no entanto; a sociedade como um todo mudou; mas se tal alteração da interação humana tem sido um ingrediente positivo, ou um que terá determinantes duradouros de tendências destrutivas, somente o tempo dirá.

O pêndulo da história oscila amplamente e com força lenta e deliberativa; anos atrás, houve um tempo em que a insinuação de condições psiquiátricas resultou no afastamento de indivíduos; o tabu das caricaturas freudianas ainda residia, e a aceitação de sua legitimidade ainda era questionada. Hoje, há aceitação, sim, mas a ignorância nunca é apagada, e opiniões penetrantes que equivalem a um nível de ridículo parecem insidiosamente insinuantes, de uma perspectiva de que como qualquer outra pessoa na rua está em prozac ou alguma forma de medicação psicotrópica, Assim, a conseqüência secundária disso é denegrir a gravidade de uma condição psiquiátrica diagnosticada clinicamente. Se tudo é algo, então todas as coisas se tornam nada, como todas as coisas se tornam equalizadas no pântano de tudo.

Para funcionários federais e trabalhadores dos Correios dos EUA que sofrem de Transtorno Depressivo Maior (ou uma combinação disso, assim como outros transtornos psiquiátricos que frequentemente se vinculam, acompanham e apresentam co-ocorrências), a falta de compreensão ou empatia por colegas de trabalho e suspeitas criado no local de trabalho, torna-se palpável.

Gostamos de pensar que a sociedade progrediu até o ponto de um auge evolucionário, mas o fato é que quanto mais informação é disseminada e disponibilizada, a perda do esoterismo parece ter um impacto negativo. Os encontros revelam muitas vezes a ignorância dos preconceitos sociais: a maioria das pessoas ainda se apega à ideia de que, se você se arriscar no bootstrap, de alguma forma você poderá superar sua tristeza e seu estado de mal-estar. Mas o diagnóstico clínico de Transtorno Depressivo Maior não é nada disso (com co-diagnósticos frequentes, freqüentemente, de Transtorno de Ansiedade Generalizada, Transtorno de Pânico, etc.).

É um mal-estar além da mera tristeza episódica; com esmagadora perda de valor da vida e de incontrolável sensação de desesperança e desamparo. É, para os trabalhadores federais e dos correios, uma base legítima para a apresentação de um pedido de aposentadoria por invalidez através do Escritório de Administração de Pessoal dos EUA, seja o funcionário federal ou postal sob FERS, CSRS ou CSRS Offset.

O que quer que esses intrometidos vizinhos tenham dito ou não; dessas rachaduras inconseqüentes por colegas de trabalho ou ignorantes; O fato é que o Transtorno Depressivo Maior é uma condição psiquiátrica séria de proporções épicas e que debilita um indivíduo. Mas há uma distinção conceitual, como sempre, a ser feita entre ter uma condição médica e comprovar essa condição médica para OPM em um aplicativo de Aposentadoria por Invalidez Federal.

É o último que deve ser considerado ao preparar, formular e arquivar para o OPM Medical Retirement; quanto ao primeiro, o tratamento continuado com intervenção farmacológica e terapêutica é o caminho preferido, e nunca se preocupe sozinho no abismo da própria sabedoria.

Dave Jeffery, MBA.

Artigos e artigos escritos por Dave Jeffery.

Força Estrutura Diversidade na Força Aérea dos EUA: agora e em 2030.

Escrito por Dave Jeffery, 14 de janeiro de 2013.

Isenção de responsabilidade: As opiniões expressas neste documento de pesquisa acadêmica são de responsabilidade do autor e não refletem a política ou posição oficial do governo dos EUA, do Departamento de Defesa ou da AirUniversity. De acordo com a Instrução 51-303 da Força Aérea, ela não é protegida por direitos autorais, mas é de propriedade do governo dos Estados Unidos.

Por que a diversidade é um imperativo estratégico.

No congresso da Lei de Autorização de Defesa Nacional do ano fiscal de 2009 determinou a criação da Comissão de Diversidade de Liderança Militar (MLDC) que determinou: “Desde 1948, a dedicação das forças armadas dos EUA à igualdade de oportunidades resultou em maior representação de minorias raciais / étnicas e mulheres entre os principais líderes militares. nas décadas recentes. Apesar dos sucessos inegáveis, no entanto, as Forças Armadas ainda não conseguiram desenvolver um fluxo contínuo de líderes que são tão diversos quanto a nação que servem ”.1 Durante a Guerra do Vietnã, a falta de diversidade na liderança militar levou a problemas que ameaçavam a integridade e a integridade. desempenho das forças armadas da Nação.2 Desde o Vietnã, outros altos líderes militares dos EUA expressaram consistentemente a importância da diversidade nas Forças Armadas. Certa vez, o diretor da Agência Nacional de Segurança, almirante (aposentado) Bobby Inman, afirmou na Time Magazine que “eu testemunhei em primeira mão o valor de um corpo de oficiais diversificados em eficácia militar e segurança nacional.” 3 Além disso, em janeiro de 2011, o almirante Michael Mullen, presidente do Joint Chiefs of Staff, escreveu: "Preocupa-me que possamos acordar um dia e que o povo americano não nos conheça mais e não os conheçamos". 4.

Alguns dos recentes militares dos EUA, o Presidente do Estado-Maior Conjunto, o General John Shalikashvili e o General Colin Powell foram respectivamente, cidadãos da primeira e segunda geração dos EUA. Além disso, na Estratégia de Segurança Nacional (NSS) de 2010, o Presidente Obama declara: “Os Estados Unidos se beneficiaram ao longo de nossa história quando extraímos força de nossa diversidade.” 5 Além disso, o Presidente Obama afirma que “o maior patrimônio da América continua sendo nosso povo. Para aproveitar as oportunidades de um mundo que se tornou mais interconectado, é o povo americano que fará a diferença - tropas e civis servindo em nosso governo ... que operam em todo o mundo; e cidadãos que possuem o dinamismo, o impulso e a diversidade para prosperar em um mundo que se tornou menor ”. 6.

Além disso, nossos aliados tomaram nota da importância que a diversidade desempenha em um profissional militar, o capitão Yantsislav Yanakiev, Ph. D do Instituto Búlgaro de Pesquisas Avançadas em Defesa, notou duas tendências em seu artigo intitulado "Gerenciando a Diversidade Étnica, Cultural e de Gênero". as forças armadas pós-modernas; As forças armadas pós-modernas estão relacionadas com a implementação de missões não tradicionais, mudando o papel dos profissionais militares de “soldado-guerreiro” para “soldado-estadista”, e as organizações militares pós-modernas serão caracterizadas pelos processos de diversificação do exército. missões e tarefas, bem como a diversificação de pessoal.7.

Além disso, de acordo com a Estratégia Militar Nacional de 2011 “em apoio aos interesses de nossa Nação”, a Força Conjunta terá um papel importante nos esforços internacionais para salvaguardar o acesso, manter a segurança, fornecer supervisão e prestação de contas e promover normas responsáveis ​​no país. comuns globais e ciberespaço. Uma força totalmente voluntária deve representar o país que defende. Fortaleceremos nosso compromisso com os valores da diversidade e inclusão. Nós nos beneficiamos imensamente das diferentes perspectivas e habilidades linguísticas e culturais de todos os americanos. Desenvolveremos líderes que sejam capazes de operar em ambientes interinstitucionais e multinacionais e fornecer contato com outras agências, aliados e parceiros dos EUA. ”8.

Além disso, o Plano Estratégico de Diversidade e Inclusão do Departamento de Defesa (DoD) 2012-2017 declara que “a diversidade é um imperativo estratégico, fundamental para a prontidão e realização da missão, e um requisito de liderança. À medida que o ambiente global de ameaças continua a evoluir, o DoD Total Force enfrentará ambientes operacionais complexos e assimétricos e táticas não convencionais, exigindo pleno emprego de todos os ativos do departamento - antes de tudo, o nosso pessoal. Como os desafios que enfrentamos exigem uma Força Conjunta que seja flexível, ágil e adaptativa, ela enfatiza tanto as pessoas quanto as plataformas. Ele reconhece que o caráter único de nossos membros do Serviço ... é uma vantagem formidável. ”9.

Finalmente, a recomendação cinco das 20 recomendações que o MLDC de 2009 enviou ao Presidente e ao Congresso exigiu uma revisão do Título 10 do Código dos EUA, Seção 113, para exigir que o DoD desenvolvesse métricas padrão e benchmarks para acompanhar o progresso em direção à meta que produz uma dinâmica e sustentável. Um gasoduto de 20 a 30 anos para produzir um oficial e um corpo de bombeiros que reflita a população americana elegível em todas as comunidades e níveis de serviço.

Em junho de 2012, a Força Aérea dos Estados Unidos (USAF) divulgou uma edição especial sobre os principais pontos de discussão sobre diversidade. Este comunicado declarou que a USAF está comprometida em “Cultivar uma Força Aérea que reflita o melhor do país que atende e garante um fluxo de talentos para aumentar e sustentar diversos líderes seniores. Em 2009, dois jornais da Air University estavam preocupados que a Força Aérea estava executando políticas de recrutamento que estavam, sem querer, criando desequilíbrios de diversidade que afetariam a USAF nos próximos 20 anos: 1) “Recrutamento para 2030, a Força Aérea está obtendo os recrutamentos necessários? Future ”do Coronel Steven Marsman; e 2) “Transformando Aspirações em Realidade: Garantindo a Representação Feminina e Minoritária no Corpo de Oficiais e Líderes Sênior da USAF” pelo Major Scovill Currin. O objetivo deste artigo é revisar e desenvolver as preocupações do artigo publicado pelo jornal Coronel Air and Space Power, do coronel Marsman, e da tese da Major Currin sobre o Airman, que representará e liderará a futura USAF. Após a análise de ambas as suas preocupações, este documento irá projetar a demografia racial e étnica do oficial da USAF e da corporação alistada, bem como fornecer uma comparação das projeções contra a população demográfica da força de trabalho dos EUA projetada pelo Bureau of Labor Statistics. Finalmente, para evitar propor um desafio sem possíveis cursos de ação, este artigo concluirá com algumas recomendações políticas exclusivas que a USAF pode explorar hoje para criar uma força de Airman que reflita o melhor da nação a que serve.

"Demografia é destino" é uma frase comumente usada em numerosas publicações. De acordo com uma monografia de Rand, “embora a previsão, em geral, pareça não ser melhor do que lançar dardos, pode ser útil mover primeiro o alvo na direção da mudança conhecida.” 11 Além disso, a monografia de Rand afirma: “A mudança demográfica é quase sempre uma mudança lenta, mas é bastante poderosa e, na maior parte, inexorável. Excluindo-se a catástrofe, sabemos quantos jovens de 25 anos o mundo abrigará em 2030 porque já nasceram e passaram pela primeira infância (após o que as taxas de sobrevivência esperadas são, na maioria dos lugares, quase 100%). Dados os números limitados e os padrões persistentes de imigração, temos uma boa ideia de quantos jovens de 25 anos todos os países abrigarão também em 2030. ”12 Portanto, como a USAF possui um sistema de pessoal fechado, o Airman se qualifica para preencher posições de liderança de nível superior no ano de 2030, já entraram na USAF. Portanto, se observarmos a demografia de várias coortes de membros da Força Aérea que entraram na USAF, podemos fazer uma previsão bastante precisa da composição demográfica dos militares da Força Aérea que preencherão posições de liderança de nível superior no ano de 2030. De acordo com a AFPC de setembro de 2012, o USAF do Serviço Ativa tem: 13.

Ativo Dever 328.896 Airman, 263.964 Alistados e 64.932 Oficiais 18.9% de Airman são mulheres, 18.8% de alistados e 19.2% de oficiais são mulheres Autorrelato de todos os Airman: 73% Brancos, 14% Negros ou Africanos, 3% Asiáticos , 0,7% Índio americano / nativo do Alasca, 1,1% Nativa havaiana / outras ilhas do Pacífico, 2,9% Identificou mais de uma raça e 4,8% recusou responder Hispânico ou Latino é considerado uma categoria étnica, não racial e 12% auto-relatado como etnia hispânica ou latina, 84,2% não hispânica ou latina e 3,8% de aviador se recusaram a responder.

Compare os dados demográficos da USAF com os indicados pelo Bureau of Labor Statistics dos EUA, que descreve a composição da força de trabalho dos EUA em 2011 como: 14.

81% branco, 12% preto, 5% asiático, 1% índio americano / nativo do Alasca e menos de 1% nativos havaianos / outros ilhéus do Pacífico 15% se identificam como hispânicos ou latinos, curiosamente o BLS subdivide aqueles que se identificam 63 % Mexicana, 25% central e sul-americana, 8% porto-riquenha e 4% cubana Além disso, o BLS relatou que 93% dos hispânicos se identificaram como brancos, 3% como negros e 1% como raça asiática De acordo com o Censo dos EUA, há 95 milhões homens em idade ativa e 96 milhões de mulheres na faixa etária norte-americana15 58% das mulheres em idade de trabalhar nos EUA estavam na força de trabalho em 2010; 71,3% das mães americanas com filhos menores de 18 anos foram incluídas na força de trabalho16.

Com base em uma comparação da atual demografia racial e étnica de toda a Força Aérea ativa, a força atual representa de perto a demografia da idade ativa nos EUA. A Força Aérea consiste de 73% de brancos, 14% de negros ou afro-americanos, 3% de asiáticos, 0,7% de índios americanos / nativos do Alasca, 1,1% de havaianos nativos / outras ilhas do Pacífico. Em comparação, a força de trabalho dos EUA considerou aqueles entre 18 e 65 anos e de acordo com as estatísticas trabalhistas, consistia em 81% de brancos, 12% de negros ou afro-americanos, 5% de asiáticos, 1% de índios americanos / nativos do Alasca e menos de 1% de nativos havaianos / outras ilhas do Pacífico. A diferença é que a Força Aérea é aproximadamente 8% menos branca, 2% mais negra ou afro-americana, 2% menos asiática, 0,4% menos indígena / nativa americana e 0,1% mais havaiana nativa / outras ilhas do Pacífico do que a força de trabalho dos EUA. . Assim, a população ativa da Força Aérea é 8% menos branca que a força de trabalho atual dos EUA e, portanto, pode-se dizer que a Força Aérea é mais racialmente diversa do que a força de trabalho atual dos EUA. No entanto, quando você olha para aqueles que admitem ter etnia hispânica, apenas 12% da população da USAF se considera hispânica, enquanto a força de trabalho dos EUA é de 15%. Assim, a Força Aérea é aproximadamente 3% menos hispânica do que a força de trabalho dos EUA. O desafio hoje e no futuro será que a Força Aérea melhore sua representação populacional entre as populações asiáticas, nativas americanas e das ilhas do Pacífico, além da população étnica hispânica. Isso será especialmente desafiador nos próximos 20 anos, à medida que a população americana se tornar mais parda do que branca. Na primavera de 2012, o Censo dos EUA informou que a maioria das crianças americanas com menos de um ano eram crianças de cor.17 Essas mesmas crianças, mais as crianças daqueles que imigram entre agora e 2030, serão as 18 mais novas. anos de idade elegíveis para se voluntariar para servir na USAF. Como a população dos EUA está mudando, uma revisão da literatura atual publicada em 2009 descreverá ainda mais os desafios políticos que a Força Aérea tem para sustentar uma força diversificada.

Coronel Steven Marsman, em seu artigo, Recrutando para 2030: A Força Aérea Obtendo os Recrutas de que necessita para o futuro, preocupou-se com o empenho da Força Aérea em atingir metas quantitativas de recrutamento medidas com a específica e qualitativa Comissão de Oportunidades Iguais de Emprego (EEOC). ) os limiares das categorias de diversidade, podem estar criando um novo problema, atualmente não abordado, de uma futura USAF que não é regional ou culturalmente diversificada. Especificamente, o Coronel Marsman estava preocupado que a USAF estivesse recrutando Airman predominantemente de bairros suburbanos do sul perto das bases da Força Aérea. Coronel Marsman desenvolve ainda mais sua preocupação ao descrever como: 1) Recrutas de estados do sul são sobre representados; 2) É mais fácil recrutar perto de uma base da USAF do que longe de uma base da USAF; 3) As diferenças culturais regionais dos EUA, visíveis por meio de leis estaduais e de fiscalização do consumo de álcool e drogas ilícitas, fazem com que grandes áreas dos EUA estejam sub-representadas; 4) Diferenças na propensão para se juntar à USAF em estados politicamente inclinados “vermelhos e azuis”. 5) Diferença na propensão para se juntar à USAF em áreas urbanas e rurais.18.

O Coronel Marsman conclui sua preocupação demográfica com relação ao recrutamento da USAF afirmando subjetivamente: “A estrutura de força da Força Aérea é predominantemente representativa da América, desde que limitemos a diversidade a categorias tradicionalmente rastreadas. A diversidade da Força Aérea é muito mais ampla do que simples diferenças demográficas comumente identificadas pela EEOC. ”19 Diversidade também é definida para incluir experiências de vida pessoal, antecedentes geográficos, antecedentes socioeconômicos, conhecimento cultural, formação acadêmica, histórico de trabalho, habilidades lingüísticas, habilidades físicas e filosóficas. Perspectivas espirituais, idade, raça, etnia e gênero.20 O coronel Marsman também não defendeu a redução dos atuais padrões de recrutamento da USAF. No entanto, ele opinou que a USAF precisava expandir a definição de diversidade e certificar-se de que tinha a vontade política de tomar as decisões mais fáceis ou mais eficientes em termos de custo para garantir a diversidade. Deve-se notar a USAF em junho de 2012, os principais pontos de discussão sobre diversidade e AFPD 36-70, de outubro de 2010, definem a diversidade usando a definição ampliada do coronel Marsman.21.

O outro artigo publicado recentemente é a Tese SAASS de Scovill Curan, de Major Scovill Curan, “Transformando Aspirações em Realidade: Garantindo Representação Feminina e Minoritária no Corpo de Oficiais da USAF e Níveis de Alistados Seniores”. Significant findings in Major Currin’s paper include: 1) the enlisted force is more diverse (by traditional EEOC race and ethnic measurements) than the officer corps;22 2) the representation of females in the officer corps has stagnated at approximately 20% for the last 25 years;23 and 3) the USAF officer female demographics were more racially and ethnically diverse than the officer male demographics. 24 Hence Major Curan’s concern was the AF officer corps, that typically is seen as the public face of the USAF, was predominately white and male.25 Additionally, Major Curan’s paper identified policy gaps that may be hindering diversity in the officer corps such as: 1) lack of diversity in the officer accession programs;26 2) the USAF possessing demographic populations that are less diverse than the other DoD services;27 and 3) a correlation between the USAF Pilot AFSC and the USAF General officer corps,28 plus a now corrected pilot selection accession process that was inadvertently reducing diversity among those new officers selected to attend pilot training.29.

To summarize the recent literature, while both papers were concerned about the unintended effects of our recruiting and officer accession policies. Colonel Marsman was specifically concerned that the traditional EEOC diversity categories, in addition to the USAF seeking the most cost efficient efforts to ensure the highest quality of airman were recruited into the USAF, may have unintended effects of propagating an USAF that speaks with a southern accent, disenfranchising men and women from broad geographic swaths of the US, and recruiting enlisted airman who meet traditional EEOC categories while ignoring geographical, socioeconomic and cultural diversity. Major Currin, on the other hand, was concerned that the USAF officer corps was less diverse than the enlisted corps and gaps in the accession policies might be hindering diversity in the officer corps.

To project if the active duty USAF population represents the diverse US labor force population demographics now and in the year 2030. This study will compare the US labor force population demographics using the EEOC established racial and ethnic categories against two cohorts of officers recently selected for promotion and recently accessed enlisted USAF members to project the demographic make-up of those eligible to lead the USAF in 2030. Additionally, the study will compare the gender demographics of both the USAF officer and enlisted corps to see if any useful information is gathered to explain why female representation in the USAF has stagnated at 20%. A desired outcome of this study is to demonstrate a potential methodology to determine if the USAF needs to focus on recruiting policies or retention policies and identify potential gaps or seams in those policies to “build an Air Force that reflects the best of the nation we serve.”30.

As with any study there are numerous limitations that impact the results and therefore the validity of any recommended future courses of action. The enlisted cohort data was obtained from the Air Force Recruiting Service based on airmen shipped to basic training. The officer cohort data was obtained from the Air Force Personnel Center based on line officer, that do not include Medical, Legal and Biomedical Sciences Corps officers, commissioned between 2008 and 2011 still on active duty as of December 31 st 2012.

Additionally, of interest academically regarding the US government bureaucratic process that resulted in limited enlisted cohort data tabulated for Native American/Native Alaskans and Native Hawaiians/Other Pacific Islanders, that data is skewed since these categories were not clearly discerned until FY10 and FY11 due to the delayed implementation of White House directed update to racial and ethnic diversity category definitions. In 1993 the Executive Office of the President directed a review of racial and ethnicity definitions in the census and other government measurement instruments. This review resulted in the Office of Management and Budget Directive 15: “OMB is accepting the recommendations of the Interagency Committee for the Review of the Racial and Ethnic Standards with the following two modifications: (1) the Asian or Pacific Islander category will be separated into two categories — “Asian” and “Native Hawaiian or Other Pacific Islander,” and (2) the term “Hispanic” will be changed to “Hispanic or Latino.”31 Moreover, “the new standards will be used by the Bureau of the Census in the 2000 decennial census. Other Federal programs should adopt the standards as soon as possible, but not later than January 1, 2003, for use in household surveys, administrative forms and records, and other data collections.”32 It is important to note that in the 2006 Bureau of Labor Statistics, the Bureau still had not complied with the OMB directive since the EEOC did not require employers to provide data categorized in accordance with the new standards until September 2007.33 Furthermore, the Air Force Recruiting Service Annual Almanac used to collect enlisted accession data did not include the new racial categories until FY10 & FY11 data listed in its FY11 Almanac.34 This is not highlighted as any intentional malfeasance or wrong doing but is indicative of the time required for legal and institutional interests of the many constituents impacted by even a relatively minor administrative change required by all federal government agencies, to review the change. Then the time required for the impacted government agencies to interpret and comply with even minor administratively directed White House Policy.

Moreover, this study is intended to expand the research published by Colonel Marsman and Major Currin to complete an Air War College professional study paper that is limited to 5,000 words. To comply with this professional military education development constraint a study of the gender demographics regarding female Senior Non Commissioned Officers was intentionally not conducted.

Current USAF demographic data described in the introduction was retrieved from the Air Force Personnel Center’s public online library demographics web page last updated September 30 th 2012 the end of Fiscal Year (FY) 2012. This data was also used as the first column baseline 2012 data in Table 1. Additionally, in Table 1 the Three Year Cohort Enlisted Corps Leaders 2030 was tabulated by creating a cohort consisting of all Airman accessed to enter Air Force Basic Military Training in FY09, FY10, and FY11 categorized by racial and ethnicity. This cohort of Airman will have 19-21 years of active federal military service in the year 2030. Moreover, the Four Year Cohort Officer Corps Leaders 2030 was tabulated by creating a cohort consisting of line Officers commissioned from January 1 2008 and December 31 st 2011 still on active duty as of December 31 st 2012. This cohort of Officers will have 19-22 years of active federal military service in the year 2030. Furthermore, the Weighted Cohort of Combined Leaders in 2030 consisted of weighting the Four Year Officer Corps Leaders 2030 by a factor of 1.45 and the Three Year Cohort Enlisted Corps Leaders 2030 by a factor of 1.0 to establish the Air Force’s current 5 enlisted members for every one officer ratio to provide a cohort that will represent USAF officer and enlisted combined leadership demographics in the year 2030.

Table 2 was recreated in its entirety from data provided from a 2006 Bureau of Labor Statistics Report: “A New Look at Long Term Labor Projections Till 2050.” Of interest regarding this data is the difference between the demographics projected in 2006, those projected in 2008 by the US Census Bureau in the appendix Table 4, and the actual numbers reported by the US Census Bureau in 2011. The 2006 and 2008 projections were lower regarding the population of those self-reporting their race as Asian by 0.2% and 0.6% lower than the actual Labor Force numbers in 2011. Additionally, the projections of the labor force categorized of Hispanic ethnicity is 1.7% lower in the 2008 projections and 0.6% lower than the 2011 actual labor force numbers. Note the 2006 report is before the implementation of OMB Directive 15 and the 2008 projections and 2011 reports were created after the implementation of OMB Directive 15.

Table 3 used the same FY09, FY10, and FY11 cohort of Airman accessed to enter Basic Military Training categorized by gender only from the Air Force Recruiting Service Almanac FY11. The Lt’s column was tabulated by combining the gender categories for both Second and First Lieutenants on active duty as of September 30 th 2012 using AFPC Interactive Demographic Analysis System (IDEAS) report builder web page.35 The Officer Gender Report was retrieved December 11, 2012. The third and fourth columns were demographic data taken from the CY11 and CY12 Captains selection board and CY10 and CY11 Majors promotion board. These numbers of those selected for promotion was used to better reflect the propensity of officers still serving in 2030 and not meant to reflect a difference in the gender of officers selected or not selected for promotion.

Table 1: USAF Projections: Race and Hispanic Origin by percentage.

US Air Force Projections.

Race and Hispanic Origin Percent.

4 Year Cohort Officer Corps.

Weighted Cohort Combined Ldrs.

Note: American Indian Native/American statistics were not separately recorded in the Air Force Recruiting Service Almanac until FY11 and then only FY10 and FY11 data was recorded.

Table 2: 2006 Department of Labor Projections: Race and Hispanic Origin by percent36.

The “all other groups” category includes (1) those classified as of multiple racial.

origin and the race categories of American Indian and Alaska Native and.

Native Hawaiian and other Pacific Islanders.

A comparison of Tables 1 and 2 confirm Colonel Marsman’s subjective statement that the force structure of the USAF is predominately representative of America as long as we limit diversity to traditionally tracked categories.37 The USAF Enlisted Corps Cohort 2030 compared to the projected 2030 US labor force: Whites are underrepresented by 1.6%, Black or African American overrepresented by 3%, Asian underrepresented by 4%, and Hispanics are underrepresented by 2.6%. Of these four categories the lack of Asian representation should concern USAF leaders the most since the 2.6 percent of projected Asians in the 2030 Enlisted Cohort will be 66 percent less than the 6 percent of Asians that will represent the projected 2030 US labor force population.

The projected 2030 Officer Corps Cohort also confirms Major Currin’s subjective concern that the projected USAF Officer Corps in the year 2030 will be predominately white and male.38 The USAF Officer Corps Cohort 2030 compared to the projected 2030 labor force is the following: Whites are overrepresented by 3.4 percent, Blacks or African American underrepresented by 7.8 percent, Asians underrepresented by 1.4 percent, and Hispanics are underrepresented by 13.5 percent. The Officer Corps projected representation of the US labor force population in 2030 needs to be a concern to USAF leaders today. This lack of diversity in the Officer Corps is a concern since according to the 2011 Census Bureau the US population 25 years of age or older that has attained a Bachelor degree, not including those who have earned a Master degrees or higher are: 14.4 percent of all Whites age 25 or older, 9.8 percent Blacks or African American, 24.2 percent Asians, and 7.6% Hispanics.39 This educational attainment data may help rationalize the underrepresentation of Black/African Americans and Hispanics, but should add more concern to the underrepresentation of Asians in the Officer Corps today and projected in 2030. Having 24 percent of the Asian labor force population attaining a Bachelor degree may also explain why Asian population is underrepresented in the enlisted corps more than the officer corps too.

The Enlisted and Officer Corps Combined Cohort 2030 validates the force structure of today’s USAF predominately will represent America. However, the active duty Air Force is accessed from different sources. The Enlisted Corps and Officer Training School Candidates are accessed from the Recruiting Service. The preponderance of the Officer Corps is accessed through the Reserve Officer Training Corps, Air Force Academy, and direct commissioning sources for Medical, Legal and Biomedical Sciences Corps. Hence, a more accurate projection of force structure diversity composition needs to separate the enlisted and officer corps.

Another diversity challenged posited by Major Currin was representation of females in the officer corps has stagnated at approximately 20% for the last 25 years.40 A comparison of the gender demographics among the Airman who were recruited and accessed into the Enlisted Corps between FY09 and FY11, 41 a three year period, and the Second and First Lieutenants on active duty in 2012, who were accessed over four years from FY09-FY12 42 shows the exact same demographic percentage of males and females in both the Enlisted and Officer Corps. Additionally, the US 2010 Census counted between the ages of 18 and 65 approximately 95,220,000 males and 96,848,000 females living in the US. Hence, the US currently has an approximate 1:1 male to female labor force population ratio that will probably not change in the next 50 years. 43 However it is important to note an increasing trend in the ratio more females graduating college than males. According to National Bureau of Economic Research in 2003 there were 1.35 females graduating from four year colleges for every male who graduated.44 In 2011, three females graduate college for every two males.45.

Using Colonel Marsman’s concept of propensity to join, plus the fact the Enlisted and Officer Corps are recruited and accessed through completely different organizations, and 25 years of consistent 20 percent female representation stagnation, a deduction could be made that within the culture of American society as a whole approximately 20 percent of females have a propensity to join the USAF. If one accepts that 20 percent of the female labor force has a propensity to join the USAF, then an additional deduction could be made that the USAF has a female retention challenge and not a female recruiting challenge. A look at the gender demographics in the officer promotion system reflects that female representation decrease from 19.7 percent during the first four years of service and declines to 17.3 percent before their Captain Promotion board and 12.4 percent before they meet their Major promotion board. This would reflect more of a retention challenge than a recruiting challenge regarding female representation in the USAF Officer Corps.

It is never a good idea to posit challenges or problems without a recommended solution. However, it is also not a good idea to make recommended changes to policies or processes that are currently out of your lane or current practical area of expertise. So the following recommendations are made to challenge the assumptions of those currently working in the recruiting or accessions policy positions. In the current economic expansion since June 2009, members of certain racial categories have been reincorporated back into the economy more than others. In March 2011, unemployment for Whites was 7.9 percent, Blacks and African Americans 15.5 percent, Hispanics or Latino 12.5 percent, and Asian 7.1 percent.46 This slow economic recovery period provides a temporary socioeconomic opportunity to recruit and access to both the Enlisted and Officer Corps more Black or African Americans and more Hispanics or Latinos. In the short term, increased resources could be placed behind recruiting these demographic populations. Furthermore, since the Asian labor force population has the lowest unemployment rate may also provide some fidelity on why the Asian population may be underrepresented in the USAF.

Additionally, some of the rumored changes in the Department of Defense military retirement system may also provide opportunities to influence future USAF demographics, especially in the Officer Corps. Replacing the current defined benefit pension with a transferable 401K type contribution system may provide incentives and opportunities for military members to transfer back and forth from active duty status to civilian government or private employment. The ability for a few active duty members to transfer in and out of other civilian government agencies would facilitate broadening future USAF leadership beyond the traditional EEOC categories. This could be similar to the policy and process by which National Aeronautics and Space Administration Astronauts have in recent years returned to the active duty Air Force as Colonels and been promoted to the General Officer Corps. This transferability for on and off active duty policy may also help with the retention of females who could separate intermittently during child bearing years.

Another idea proposed by Max Boot and Michael O’Hanlon in 2006, is to offer US citizenship in return for military service.47 This may be the only way to correct the underrepresentation of Asians in the USAF. Max Boot and Michael O’Hanlon further recommend East Asian countries such as the Philippines would be very fertile ground for recruiting. This could also be beneficial in adding cultural competence skill set in the USAF to support the US rebalancing to Asia.

Like any academic study this one has raised more questions than provided answers. However, there are a few conclusions we can summarize. Changes in the US or the USAF population demographics will occur slowly but very predictably. Clearly from the various US government Census projections the American population is slowly browning towards Asian and Hispanic ethnic groups over the next 40 years. Additionally, the force structure of the USAF as a whole generally reflects American society now and into the future. However, Colonel Marsman’s and Major Currin’s subjective concerns in 2009 were valid: the USAF needs to make sure todays policies do not unintentionally cause the USAF to perpetuate its current demographic force structure and diversity in the officer corps among the traditional EEOC categories needs addressed through accession and retention policies. Perhaps trading US citizenship for service is a solution to bring into the USAF the best and brightest from some of the US’s long term allies or allowing future USAF leaders to transfer among other civilian agencies and then return to active duty is a solution. Whatever policy solutions or changes the USAF makes it will need to have a 20-30 year perspective and targets when considering force structure diversity decisions now and into the future.

Table 4: According to the US Census Bureau 2008 Projections.

Projection Series 1 , Race,

and Hispanic Origin 2.

1 (Military Leadership Diversity Commission 2011), 5.

2 (Military Leadership Diversity Commission 2011), 11.

3 (Bobby R. Inman 2012)

5 (Barack Obama 2010), 37.

6 (Barack Obama 2010), 5.

7 (Yantsislav Yanakiev 2004), 1.

8 (Department of Defense 2011), 17.

9 (Department of Defense 2012), 3.

10 (Military Leadership Diversity Commission 2011), 18.

11 Martin C. Libicki, Howard J. Shatz, Julie E. Taylor. Global Demographic Change and Its Implications for Military Power. Prepared for the United States Air Force, Santa Monica CA, Arlington VA, Pittsburgh PA: Rand Corporation, 2011, iii.

12 (Martin C. Libicki 2011), xiii.

13 Air Force Personnel Center. “Air Force Personnel Center.” Air Force Personnel Demographic. September 30, 2012. afpc. af. mil/library/airforcepersonneldemographics. asp (accessed December 4, 2012)

14 US Department of Labor. “Labor Force Characteristics By Race and Ethnicity 2011.” U. S. Bureau of Labor Statistics. August 2012. bls. gov/cps/cpsrace2011.pdf (accessed December 4, 2012)

15 US Census Bureau. “Age and Sex Composition in the United States: 2011, Table 1.” US Census Bureau. November 2012. census. gov/population/age/data/2011comp. html (accessed December 4, 2012)

16 “WLabor Force: A Databook.” U. S. Bureau of Labor Statistics . December 2011. bls. gov/cps/wlf-intro-2011.pdf (accessed December 4, 2012) (US Department of Labor 2011)

17 Leger, Daniella Gibbs. “Preparing for the Browning of America.” Essence, May 23, 2012.

18 Marsman, Steven C., Col. “Recruiting for 2030: Is the US Air Force Getting the Recruits It Needs for the Future.” Air & Space Power Journel, Fall 2009: 42-49.

22 Currin, Scott Wannamaker. Turning Aspirations Into Reality: ensuring Female and Minority representation In The US Air Force Officer Corps and Senior Leader Ranks. Thesis for School of Advanced Air and Space Studies, Maxwell AFB, AL: Air University, 2009, 38.

24 (Currin 2009), 35, 36.

25 (Currin 2009), 24, 25.

26 (Currin 2009), 46-54.

28 (Currin 2009), 62-68.

29 (Currin 2009), 62-68.

31 Executive Office of the President, Office of Management and Budget (OMB), Office of Information and Regulatory Affairs. “Revisions to the Standards for the Classification of Federal Data on Race and Ethnicity.” Office of Management and Budget. October 30, 1997. whitehouse. gov/omb/fedreg_1997standards/ (accessed December 12, 2012)

32 (Executive Office of the President, Office of Management and Budget (OMB), Office of Information and Regulatory Affairs 1997)

33 US Equal Opportunity Employment Commission. “Questions and Answers – Implementation of Revised Race and Ethnic Categories.” US Equal Opportunity Employment Commission. n. d. eeoc. gov/employers/eeo1/qanda-implementation. cfm (accessed December 12, 2012)

34 Air Force Recruiting Service. Air Force Recruiting Service FY11 Almanac. Annual Almanac, Randolph AFB, TX: Air Force Recruiting Service, 2011.

35 Air Force Personnel Center. Interactive Demographic Analysis System (IDEAS). Officer Gender, Randolph AFB TX: Air Force Personnel Center, 2012.

36 Toosi, Mitra. “A new look at long-term labor projections till 2050.” Secretaria de Estatísticas Trabalhistas. November 2006. bls. gov/opub/mlr/2006/11/art3full. pdf (accessed Decembeer 11, 2012), 34.

38 (Currin 2009), 24, 25.

39 US Census Bureau. “Age and Sex Composition in the United States: 2011, Table 1.” US Census Bureau. November 2012. census. gov/population/age/data/2011comp. html (accessed December 4, 2012)

41 (Air Force Recruiting Service 2011)

42 (Air Force Personnel Center 2012)

43 (US Department of Commerce 2011)

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Liderança.

National Senior Leadership Team.

Gerald Chertavian.

Founder and CEO at Year Up.

Gerald Chertavian is dedicated to closing the Opportunity Divide that exists in our nation. Determined to make his vision a reality, Gerald combined his entrepreneurial skills and his passion for working with urban young adults to found Year Up in 2000.With its annual operating budget in excess of $130M, Year Up is one of the fastest growing non-profits in the nation. It has been recognized by Fast Company and The Monitor Group as one of the top 25 organizations using business excellence to engineer social change. Year Up has also been named one of the nation’s top 50 non-profits to work for by the Non-Profit Times for the past seven years.

Gerald’s commitment to working with urban youth spans more than 25 years. He has actively participated in the Big Brother mentoring program since 1985 and was recognized as one of New York’s outstanding Big Brothers in 1989. In 2006, Gerald was elected as a Fellow with the Ashoka Global Fellowship of social entrepreneurs, and in 2008, he was appointed by Former Governor of Massachusetts, Deval Patrick to serve on the MA State Board of Elementary and Secondary Education. In 2013, he was appointed by Governor Patrick to serve as Chairman of the Roxbury Community College Board of Trustees and reappointed to that role by Massachusetts Governor Charlie Baker in 2016.

Gerald began his career on Wall Street as an officer of the Chemical Banking Corporation. Following graduate school he co-founded Conduit Communications and fostered its growth to more than $20M in annual revenues. From 1993 to 1998, Conduit ranked as one of the UK’s fastest growing companies. Following the sale of Conduit to i-Cube in 1999, Gerald turned his full attention to creating opportunities for others.

Gerald earned a B. A. in Economics, Phi Beta Kappa, summa cum laude, from Bowdoin College and in 2017 he was awarded the Bowdoin Common Good Award. He received his M. B.A., with honors, from Harvard Business School and in 2016 received the Distinguished Alumni Award. He has received honorary doctorates from the Massachusetts School of Professional Psychology and Mount Ida College. He is on the Board of Advisors for the Harvard Business School Social Enterprise Initiative and a former member of the World Economic Forum’s Youth Unemployment Council. Gerald is also an Emeritus Trustee of both Bowdoin College and the Boston Foundation. His 2012 book, A Year Up, is a New York Times best seller.

Garrett Moran.

President at Year Up.

Garrett Moran is the President of Year Up, where he is responsible for overseeing all aspects of daily operations and helping to develop and execute its growth strategy.

Prior to joining Year Up Garrett served as the COO of Blackstone’s Private Equity Group from 2005 to 2012, overseeing the group’s day-to-day operations, playing a senior role in its investment process and guiding the firm’s CSR initiatives. Prior to joining Blackstone in 2005, Garrett was the President of MMC Capital. Before joining MMC Capital in 2002, Garrett worked at Donaldson, Lufkin & Jenrette for twenty years. His last position there was Vice Chairman and co-head of the Banking Group. He joined DLJ in 1982 as an investment banking associate and subsequently headed the firm’s High Yield Bond Department and served as Chief Operating Officer of DLJ’S Taxable Fixed Income Division.

Garrett serves as a board member of Middlebury College. He formerly served on the board of the Posse Foundation, the Blackstone Foundation, the Connecticut Council for Education Reform, and the Brunswick School. He received a BA from Middlebury College and an MBA from the Wharton School of the University of Pennsylvania.

Jeff Artis.

National Director of Corporate Engagement at Year Up.

Jeff Artis joined Year Up in 2013 as National Director of Corporate Engagement, with over 30 years’ experience selling complex business solutions to large enterprises in both the private and public sectors.

Jeff has an extensive background in selling workforce management and IT-based services solutions. He started his career with IBM and held a variety of sales roles of increasing responsibility over his 19 year career; including regional sales manager (for services) in the Midwest and national Business Unit Executive for Availability Services. Other roles have included Director, Consulting Services Sales (U. S. and Canada) for BMC Software, VP of Sales for Getronics and SVP, Technology Solutions for Spherion.

Jeff previously served on the Board of Directors of the Indianapolis Urban League and is a graduate of Williams College, with a B. A. in English Literature and Psychology. He is a native of Harlem, NY and currently resides in Atlanta, GA.

Connie Askin.

National Director of Development at Year Up.

Connie Askin joined Year up in 2015. In collaboration with her Co-Director of Development Susan Murray, she is responsible for creating and executing a strategy to secure the philanthropic resources needed to sustain and grow Year Up nationwide. Together, they lead Year Up’s National team of fundraising professionals.

Connie founded a marketing consultancy after earning her undergraduate degree from Harvard University in Extension Studies, and holds an MBA in Entrepreneurial Studies from Babson College. She continued to work in the public sector, shifting to leadership positions in finance for large organizations. Connie then jumped to the non-profit world, first as the CFO of AFS, an international student exchange organization, and then leading finance and operations for the Statue of Liberty-Ellis Island Foundation. Since returning to Boston, Connie has combined creative and analytical skills to grow charitable giving and operations for the Boston Harbor Island Alliance and City Year.

In addition to her work at Year Up, Connie serves on the Board of Directors as Treasurer for Chop Chop Kids, an innovative non-profit that believes that cooking and eating together as a family is a vital step in resolving the obesity and hunger epidemics. She lives in Wayland, MA with her husband, daughter and an exchange-student from Finland.

Jay Banfield.

Chief Officer of Innovation and Scale and Managing Director of California at Year Up.

Jay Banfield was raised in Somerville, Massachusetts. Jay moved to California in 1986 to attend Stanford University, where he met his wife Kate. They have two daughters, Grace and Dray, and a son, Aidan.

After playing baseball in Europe, Jay began his career as a business development manager at Oracle Corporation in Washington, DC. While at Oracle, he built corporate volunteer programs and participated in the launch of the Clinton Administration’s AmeriCorps program, thereby prompting a return to the University of California at Berkeley, where he earned a Master in Public Policy (MPP) degree.

Jay has worked on local, state and national political campaigns and has served in both the legislative and executive branches of government. Jay was appointed the Assistant Treasurer for the City and County of San Francisco in 1999 where he spearheaded a national award-winning e-government initiative. He was awarded the city’s Public Managerial Leadership Award in 2001 and later was appointed an Assistant General Manager of the San Francisco Public Utilities Commission. For several years Jay served as an adjunct faculty member at the Edward S. Ageno School of Business at Golden Gate University.

In the fall of 2005, Jay moved to the non-profit sector when he became the Executive Director of the San Francisco Parks Trust. Now serving on the board of the San Francisco Parks Trust, he moved on to launch the San Francisco Bay Area office of Year Up. In addition to his work as Executive Director at Year Up Bay Area, Jay remains an active member of the community. Trained as a Court Appointed Special Advocate (CASA), Jay served on the board of San Francisco CASA for five years, serving one term as co-chair of the board. Jay has also served as a trustee at the San Francisco Friends School and coach of numerous youth athletic teams.

Shawn Jacqueline Bohen.

Chief Transformative Impact Officer.

Principal, Grads of Life.

Over the last 30+ years, Shawn Jacqueline Bohen has made a career as a collaborative strategist, creating, growing, and strategically managing mission-driven entities. Shawn is nationally recognized for her ability to turn great ideas into dynamic, diversely-staffed, fiscally-viable entities. Shawn is currently a member of the executive leadership team at Year Up, the fastest growing youth-serving organization in the US founded in the 21 st century. Shawn is responsible for crafting and orchestrating this social enterprise’s movement building strategy, policy agenda, and R & D on new impact efforts, including the launch of the Grads of Life initiative, a best practice insight and business consulting start-up, and new internal disruptive innovation function, NEST. In her 10 year tenure Year Up has sustained a 24% CAGR on opportunity youth served, and 10x revenue growth.

Prior to Year Up, Shawn spent fourteen years working at Harvard University in a series of leadership roles facilitating interdisciplinary collaboration to tackle some of society’s most challenging and interesting social, political and economic dilemmas. Shawn led the strategic evolution of four university-wide start-ups, including the Harvard Initiative for Global Health, the Hauser Center for Nonprofit Organizations at the John F. Kennedy School, the university-wide Mind/Brain/Behavior Initiative, and the Harvard Medical School Division on Addictions. As Assistant Provost, Shawn co-created and co-lead the first institution-wide Office for Faculty Development and Diversity committed to transforming Harvard’s approach to finding, developing and promoting a diverse, world-class faculty.

Having worked as an actor, waitress and janitor, Shawn began her full-time paid professional career conducting grassroots environmental and consumer affairs campaigns for the Public Interest Research Groups in CT and MA. Shawn is married and has five children, four of whom are teenag.

John Bradley.

Chief Operating Officer at Year Up.

John Bradley joined Year Up as Chief Operating Officer in July 2015, after serving as a member of our National Board of Directors and chair of its Human Capital Committee for six years. Before joining Year Up, John served as the Global Head of Human Resources at UBS AG and was based in Switzerland upon joining them in 2009. He provided global support to businesses whose employee base comprised about 60,000 staff. Prior to taking this role at UBS John served as Chief Human Resources Officer at JPMorgan Chase and was a member of the firm’s Operating and Executive Committees. John joined the predecessor firm, JPMorgan, in 1983, and held various human resources positions supporting areas such as Investment Banking and Technology & Operations and leading functions such as Employee Relations and Compensation & Benefícios He was also an HR executive for JPMorgan Chase’s operations in Europe and Asia, and was based in London for a period of time.

He has served as Non-Executive Director of the London-based Coalition Development Corporation and was formerly the Board Chair of INROADS/NYC. He also was a member of the South Orange/Maplewood, NJ Board of Education from 1991 to 1997, and served as its Chair from 1992-1994.

John completed his undergraduate work at Cornell University, earning a B. S. from Cornell’s School of Industrial and Labor Relations.

Dwight Powery.

National Site Director at Year Up.

Dwight Powery is the National Site Director at Year Up, a nationally workforce development nonprofit organization, where he is responsible for all of Year Up’s West Coast operations. With over 250 corporate partners nationwide, including General Electric, LinkedIn, State Street, and Salesforce, Year Up provides young adults with the opportunity to reach their full career potential through paid training and corporate internships. Dwight comes to Year Up with more than 30 years of executive experience in both corporate and nonprofit environments. While at LifeMoves, a major nonprofit that works to support the transition of homeless families to stability, Dwight served as the Vice President of Strategy, Operations, and Technology. Prior to holding that role, Dwight worked in global account management, services and operations at Hewlett Packard. An active community member, Dwight volunteers as a youth basketball coach, works closely with the Arthritis Foundation of Northern California, and served as a board member of Friends of CARRA (Children Arthritis Rheumatology and Research Alliance). Dwight graduated from Columbia University and completed the Executive Development program at the Fuqua School of Business at Duke University.

Donald Ger.

National Director of Program at Year Up.

Donald Ger has spent the past 20 years working with organizations in a variety of business development and consultant roles. Donald joined Year Up in 2007 as a consultant and shortly thereafter was hired to lead the Boston and National corporate engagement teams. He developed and led several organization-wide efforts to increase the number of internships offered to Year Up students.

Donald launched Year Up’s first ever community college campus-based program in Baltimore in 2010. This effort seeded the new Professional Training Corps program model and division that Donald now leads.

Donald lives in Needham, MA with his wife and four children. He actively supports the work of his wife’s non-profit, Beyond the 11th. Ele ganhou um B. A. from the George Washington University, a General Course Certificate from the London School of Economics and a MBA from the UNC Kenan-Flagler Business School.

Meredith Jaremchuk.

National Director of Program at Year Up.

Meredith Jaremchuk has been with Year Up since 2009, and has served in a variety of roles, both locally at the National Capital Region and Chicago sites, as well as nationally. As the National Director of Program, she supports sites across the network in delivering Program to young adults. With a commitment to excellence, she oversees the Quality and Delivery as well as the Research and Evaluation arms of the organization, working in partnership with local teams to ensure the young adults and partners that Year Up services have both a high quality experience and strong outcomes.

Prior to joining Year Up, Meredith spent several years working for the Community Counseling Centers of Chicago, providing crisis intervention and intensive outpatient therapy to children and families in the city of Chicago. Through the same organization, she spent a number of years serving adults through an intensive, community-based case management capacity. Meredith also spent time at Rocket Learning, a for-profit education service provider, managing a portfolio of schools in the Chicagoland area, in both the sales and delivery of the services.

Meredith has a Bachelor’s degree in Psychology from the University of Notre Dame, and a Master’s degree in Social work from Loyola University of Chicago, with a specialization in nonprofit Leadership and Management. Throughout her life, she has spent time serving multiple organizations as a volunteer, notably at Bear Necessities Pediatric Foundation in Chicago. Meredith lives in Chicago with her husband and two children, Theodore and William.

Ellen McClain.

Chief Financial Officer at Year Up.

Motivated by curiosity and a propensity to lead, Ellen McClain has gained extensive professional management experience over the past 25 years as a CFO and COO at companies in various stages of development, helping companies navigate competitive challenges and market opportunities brought about by technological and regulatory change.

Ms. McClain began her career at Bank of New England, N. A. in 1986 as an analyst and lender to radio, television and cable companies. After graduating from business school in 1993, she joined Granite Broadcasting Corporation. As VP, Corporate Development and SVP and Chief Financial Officer, Ms. McClain financed the television station group through ten years of rapid change. In 2004, seeking a new challenge at a bigger company, Ms. McClain joined Hearst-Argyle Television, Inc. As Vice President of Finance, Ms. McClain built a strong foundation in finance, acquisitions, investor relations, SEC reporting and financial controls, and sought to expand her industry and operating experience. In 2009, Ms. McClain joined the New York Racing Association. After turning around their failing finance organization, in the fall of 2011, Ms. McClain was promoted to Chief Operating Officer, then President, with responsibility for setting the strategic direction of the enterprise while managing all aspects of the operation. In 2013 Ms. McClain resigned in order to pursue board opportunities.

Ellen McClain earned a B. A. in Economics from Brown University in 1986 and a Master in Business Administration degree from Harvard University in 1993. She currently serves on the Board of Directors, and is a member of the Audit and the Nominating and Governance committees, of Crane Co. A native of suburban Boston, she resides in New York City with her husband and two children.

Susan Murray.

National Director of Development at Year Up.

In collaboration with her Co-Director of Development Connie Askin, Susan Murray is responsible for creating and executing a strategy to secure the philanthropic resources needed to sustain and grow Year Up nationwide. Together, they lead Year Up’s National team of fundraising professionals.

Susan joined Year Up in February 2011 as Senior Philanthropic Advisor. In this role, she partnered with Gerald Chertavian, Year Up Founder and CEO, to complete a successful $57 million growth capital campaign. Prior to joining the Year Up team, Susan raised capital for the University of Pennsylvania during the $4.3 billion Making History campaign. She also served as a Director of the Columbia University College Fund, and was part of the NYC2012 team that led New York’s bid to host the 2012 Olympics.

Outside of Year Up, Susan co-founded the Brooklyn Crescents Lacrosse Club, a non-profit organization dedicated to youth development through the sport of lacrosse. She also serves as an advisor for the Urban Justice Center Domestic Violence Project.

Susan earned a B. A. in political science from the University of Rochester and an M. P.A. from Columbia University’s School of International and Public Affairs (SIPA). She is a native of Newton, Massachusetts and lives in Brooklyn, New York.

Casey Recupero.

National Site Director at Year Up.

Casey Recupero serves as National Site Director for Year Up’s markets in the Metro North and New England regions. Working with and through Executive Directors and their leadership teams, Casey oversees Year Up’s impact in Chicago, Greater Boston, New York, Philadelphia, Providence, and Wilmington.

Previously, Casey served as National Director of Program where he was responsible for ensuring high-quality delivery of Year Up’s demand-driven program across the organization’s multi-site network, with the goal of ensuring strong outcomes for young adults and top employers alike. Earlier in his Year Up career, Casey served as the Executive Director of Year Up Boston, stewarding Year Up’s largest site through several stages of growth while deepening the organization’s impact on the Opportunity Divide facing young people in Massachusetts.

Before joining Year Up in 2004, Casey served as a Program Officer at World Education, where he partnered with African nonprofit organizations on a variety of initiatives, including HIV/AIDS peer education for Ghanaian youth, development of the South African small business sector, and grassroots education reform in Malawi.

Casey has a B. A. in Anthropology and African Studies from Harvard College, is a graduate of the LeadBoston program, and has served on the Selection Advisory Council for the GreenLight Fund, the Lewis Family Foundation’s Community Advisory Group, and Mayor Menino’s Success Boston Task Force.

Belinda Stubblefield.

National Site Director and Chief Diversity Officer at Year Up.

Belinda Stubblefield joined Year Up in July 2013 as Executive Director of the Atlanta site. She was promoted in 2015 to National Site Director, responsible for 5 sites in the Southeast Region. The Chief Diversity Officer role was added to her responsibilities in 2016.

Prior to Year Up, Stubblefield was an entrepreneur and partnered with Paradies to operate retail stores in Hartsfield-Jackson Atlanta International Airport. She also owned and managed WineStyles Cascade, a retail wine store in Southwest Atlanta.

Prior to becoming an entrepreneur, Stubblefield spent 18 years in corporate roles. She was an officer of Delta Air Lines and held leadership roles in Marketing, Sales, Customer Service and Global Diversity. She began her career in sales at IBM and continued on to marketing at Procter & Gamble and Nestlé.

Stubblefield is a member of the International Women’s Forum. Previously, she served as Board Chair for CredAbility and Vice Chair of the Atlanta Convention and Visitors Bureau. She has also served on the Boards of Leadership Atlanta, The Herndon Foundation and the Piedmont Park Conservancy. She was named “Woman of the Year” by the Atlanta Business League and “Executive of the Year” by the Georgia Minority Supplier Development Council.

Stubblefield holds a bachelor’s degree in Mathematics Applied Science from UCLA and an MBA from Harvard Business School.

Chief Information Officer at Year Up.

Jim Thie has worked in the technology field for three decades building and growing both for-profit and non-profit organizations. Prior to joining Year Up, Jim was Chief Information Officer for three other nonprofits including the American Lung Association and Habitat for Humanity International – a top 10 international non-profit with $1.1 billion in revenue. At both organizations Jim led major technology innovations including those focused on constituent experience management.

Before joining Habitat, Jim was Vice President and Chief Information Officer for Ultimate Software – a top provider in mid-marker payroll. Jim also held positions at Encore Development, an e-business and systems integration company, and Computer Associates, an international advanced technology company. Finally, Jim was a senior executive at one of the nation’s leading financial institutions. In this capacity he served as Senior Vice President of technology and operations.

Jim earned his MBA from Baldwin-Wallace College and BS in Business Administration from Bowling Green State University.

Ronda Harris Thompson.

National Director of Alumni Relations at Year Up.

Ronda Harris Thompson is the National Director of Alumni Relations. Since joining Year Up in 2007, she has served in several critical capacities, including Senior Director of Program and Academics and Executive Director of Year Up’s National Capital Region. In this position she drove the outreach, admissions, college enrollment, and academic components of 300 young adults annually, consistently exceeding expectations for each area of responsibility. Ronda also developed and implemented a groundbreaking dual enrollment partnership with Northern Virginia Community College.

With over 20 years of experience in the D. C. market, Ronda has held several positions maximizing her youth development and managerial expertise. Prior to joining Year Up, Ronda served as Deputy Director for City Year in Washington, D. C., where she oversaw the site’s training, corps member support and service initiatives.

Other positions Ronda has held include Acting Director of the Public Affairs Office of the D. C. Housing Authority and Public Affairs Specialist for the U. S. Agency for International Development. Ronda, a D. C. native, graduated from Bowie State University, an historically Black university, with a B. A. in Psychology and a Master of Science in Administration (M. S.A.) in Organizational Development from Trinity Washington University. She currently serves on the board of Gifted Servants (Maryland).

Alison Washabaugh.

Chief of Staff at Year Up.

Alison Washabaugh is Year Up’s Chief of Staff. She joined Year Up in 2014 as the Director of Strategic Projects. She partners with Year Up’s CEO and President to drive organizational initiatives with the goal of providing excellent outcomes to young adults and fostering a strong culture across all Year Up sites.

Prior to joining Year Up, Alison was a consultant with Huron Consulting Group’s Global Education practice, working with universities, libraries, museums and other education-focused nonprofits on their online and global strategies and operational efficiencies. Alison has also worked for the Congressional Hunger Center, City Year, American Prospect magazine, and the American Institutes for Research. She holds an MBA from University of Michigan’s Ross School of Business and a BA in Public Policy from Brown University.

Executive Directors.

Leopoldo “Polo” Coronado.

Executive Director at Year Up South Florida.

Polo joined Year Up South Florida as Executive Director , in January 2016 after a successful professional career as an action-oriented COO, General Manager, Planning and Supply Chain Executive . Polo held senior management positions with Fortune 100 companies including Procter &Gamble and Avon, as well as, most recently leading Intcomex Operations, a global technology distribution organization based in Miami. He specialized in the creation of business strategies towards the goal of embracing new customer and channel requirements. He developed and implemented manufacturing, customer service and distribution strategies across most countries in the Americas. Polo is capable of enhancing operational abilities of companies by applying practical, technical and strategic experiences.

His ample corporate social responsibility efforts include being a member of: The Beacon Council, where he is currently chairing a talent development sub-committee, the Greater Miami Chamber of Commerce, and WorldCity. He is also a Trustee and volunteer for the United Way movement; serving as a founding member of United Way Brazil (ACJ), former member of the Board for United Way in Mexico (Fondo Unido) and the International Initiative of United Way Miami-Dade.

Polo holds a degree in Mechanical Engineering from the Universidad Anahuac (Mexico City) and is fluent in English, Spanish and Portuguese. He and his wife Patricia currently reside in Coral Gables.

Executive Director at Year Up Philadelphia.

Prior to joining Year Up, Joe served as Chief Solutions Officer with The Results Companies, where he was responsible for leading the company’s Sales and Marketing organizations. Prior to this role, Joe was President of Galt Energy until it was acquired by a strategic buyer in 2013. Before leading Galt, Joe spent the bulk of his career with Electronic Data Systems (EDS), traveling extensively throughout the Americas, Europe and the Pacific Rim working closely with EDS’ largest global clients.

Joe currently serves on the Entertainment committee of The Union League of Philadelphia, and chairs the Main Line Wine Gala. He formerly served as Board Chair for The Children’s Home of Easton and Board Member for the March of Dimes. Joe earned an M. B.A. from Saint Joseph’s University in Philadelphia.

Jack J. Crowe.

Executive Director at Year Up Chicago.

Jack Crowe brings impressive experience to Year Up Chicago from the Cristo Rey Network where he was the Chief Operating Officer and General Counsel. Cristo Rey Network is the largest network of urban high schools in the country enrolling exclusively low-income youth. All Cristo Rey students work in a corporate work study program, which generates over $50 million per year from over 2,000 corporations. During his five year tenure, enrollment increased from 5,000 to nearly 10,000 students across the U. S.

Prior to working at Cristo Rey Network, Jack was a General Counsel of FBOP Corporation, a $16 billion bank holding company. Before joining FBOP, Jack was a litigation partner at Winston & Strawn where he handled complex corporate disputes. He clerked for the Honorable Ilana Rovner, a judge of the U. S. Court of Appeals for the Seventh Circuit.

Jack obtained a JD degree from Loyola University of Chicago and received a BA in English from Boston College. Following undergraduate studies, he taught at St. George’s College, a Jesuit high school in Kingston, Jamaica.

Executive Director at Year Up Greater Boston.

Bob is the Executive Director at Year Up Boston. He comes from an experienced background in senior leadership in the financial services industry. Bob previously worked at State Street as a Senior Vice President in the Investor Services Group. He managed several large client relationships as well as the Product and Technology implementation team. Earlier in his career Bob worked in the global business unit as Managing Director of the Australian Investor Services business and Chief Operating Officer of Asia Pacific. Bob has been active with Year Up as mentor and volunteer for many years before joining the organization. He has a Bachelors degree in Business from Boston University and an MBA from Boston College.

Cathy Doyle.

Executive Director at Year Up Providence.

Cathy Doyle joined the Year Up Providence Team in 2012 after having spent most of her career in Sales and Business Strategy for General Mills. A founding committee member of the Network of Executive Women (NEW), a national non-profit focused on empowering women, Doyle was recognized for developing and leading NEW’s first College Outreach and Mentoring programs. She also served as an Executive in Residence focusing on career education at Bryant University, and as a marketing and communication consultant for Serve Rhode Island working on urban education projects.

Doyle currently serves as Executive Director and Senior Director of Corporate Engagement for Providence. “I’ve found my passion and heart at Year Up. Not a day goes by that I’m not grateful for this work and for our young adults.”

John Galante.

Executive Director at Year Up New York.

John Galante joined Year Up in 2017 as a senior advisor to the corporate engagement team.

Previously, he was the CIO for the consumer and business banking divisions of JP Morgan Chase. In this capacity, Galante was responsible for setting and implementing the technology strategy that transformed Chase branches to a client-focused self-directed digital environment.

Prior to that role, he was the CIO for the Chase Wealth Management business where he led the largest retail brokerage conversion in the history of the industry.

During his tenure at JP Morgan Chase, Galante was also the executive sponsor of the JP Morgan Chase / Year Up partnership. Through this partnership, JP Morgan Chase hosted over 800 Year Up interns and converted over 200 of the interns to JP Morgan Chase employees.

Executive Director at Year Up Puget Sound.

Michael Faught.

Executive Director at Year Up Los Angeles.

Following a 35-year career in investment banking, investment management, and technology start-ups, Michael Faught spent five years creating, partnering and teaching a business, finance and career readiness program at a charter high school in south Los Angeles. Formerly, Michael was a Founding Partner of Los Angeles Social Partners, an Education Pioneers Graduate Fellow and Adjunct Professor of Entrepreneurship at Loyola Marymount University’s MBA program. Michael, who holds an AB in economics from Harvard College and an MBA in finance from The Wharton School of the University of Pennsylvania, has also served as Chairman of the Los Angeles Venture Association’s Investment Capital Conference.

Michael has spent significant time developing and teaching educational programs to better serve Los Angeles’ inner city youth. He brings with him extensive experience in non-profit and education and is fully committed to closing the Opportunity Divide. Among Michael’s top priorities are deepening our impact in Los Angeles and thoughtfully expanding to serve more Opportunity Youth.

Executive Director at Year Up Arizona.

Kim Owens is Executive Director of Year Up Arizona, which launched in January 2015 in partnership with Maricopa Community Colleges.

Prior to joining Year Up, Kim served as Vice President of Workforce Solutions at the University of Phoenix’s Community College Center of Excellence. There, she formed collaborative partnerships with more than 500 community colleges across the country to help fulfill their shared mission of building a globally competitive workforce. She brings more than twenty years of leadership experience in higher education, technology recruiting, hospitality and sales.

Kim served on the board for Jobs for Arizona’s Graduates (JAG) and UMOM New Day Centers; and was an active member of key industry organizations such as American Association of Community Colleges (AACC) and the Council for Adult and Experiential Learning (CAEL). Kim received a BS in Journalism/Public Relations from San Diego State University and an MBA from the University of Phoenix. She lives in Phoenix with her husband, Dan, and has long been a community advocate on initiatives to address homelessness, education pathways and workforce development.

Guylaine Saint Juste.

Executive Director at Year Up National Capital Region.

Guylaine Saint Juste, fondly called Guy, joined the Year Up team as its Executive Director of the National Capital Region this past September. Guy is a passionate and spirited leader who believes that a culture of intention is instrumental to growth and transformation. Her passion is to help Year Up students, her team, stakeholders, to scale, grow, contribute, thrive and prosper.

Prior to joining Year Up, Guy served as the Business Banking Virginia Market Executive at Capital One Bank. She provided strategic oversight, cultivated a culture of purpose and significance, and created a learning organization where a team of banking professionals provided good advice and expertise to clients in the emerging market.

A thought leader with a keen sense of “perceptual acuity”, adept at creating a culture of intention and purpose where human capital grows, learns performs and contributes. She is a dynamic, enterprising and seasoned executive with broad-based management and leadership experience in retail and commercial banking, talent, operational and organizational strategy development, leadership and implementation of major business lines/units to improve performance and profitability, brand development to enhance value and competitive positioning.

Guy is thrilled to be a part of the Year Up movement and she often quotes Dr. Seuss “Oh the places we’ll go…”

Sandy Stark.

Interim Executive Director at Year Up Dallas/Fort Worth.

Emily Schaffer.

Executive Director at Year Up Bay Area.

Emily started her career addressing poverty and its impact on educational opportunities as a part of the Teach for America teaching corps in urban Los Angeles. After teaching, Emily moved to the business sector to learn first-hand about business strategy as part of the tech start-up, Posit Science. She used this experience to guide her work in business development as the Director of Programs for SpringBoard Forward, bringing a cutting-edge career development program to entry-level workers in the Bay Area. At Year Up Bay Area, Emily oversaw the outreach, admissions, student services and corporate engagement teams, ensuring that each phase of the program students feel supported and well prepared for their next steps: internship, graduation and job placement. Emily currently serves as YUBA’s Executive Director, after 5 years of leading programmatic efforts. Emily received her Education M. A. from Loyola Marymount University.

Roland R. Selby, Jr.

Executive Director at Year Up Baltimore.

Mr. Selby is a Project Management Institute (PMI) Certified Project Management Professional (PMP) and Lean Six Sigma Black Belt. He has 20 years management-level call center/customer service operations and training experience; and was a National Retail Federation Foundation (NRFF) Customer Service Skills (CSS) Certified Trainer.

Prior to joining IBM, Mr. Selby provided his unique blend of project management, call center management, and departmental leadership for Fortune 100 companies including, American Express, Ameriprise Financial, Citigroup Bank Card Services, Lockheed Martin, MBNA America, and Wells Fargo Bank.

Mr. Selby is a native of Baltimore and an alum of the Baltimore Polytechnic Institute and Morgan State University where he earned his Bachelor of Science degree in Accounting. He is a member of Kappa Alpha Psi Fraternity, Incorporated and serves on the Board of Directors for the Howard E. Rollins Foundation, and the Elijah Cummings Youth Program.

Robin Tanya Watson.

Executive Director at Year Up Jacksonville.

Robin Tanya Watson serves as the Executive Director of Year Up in Jacksonville, Florida. Year Up Jacksonville launched in 2015 in partnership with Florida State College at Jacksonville.

Prior to joining Year Up, Robin served as the Assistant Vice President of Institutional Advancement as well as the University Development Officer at Tennessee State University. Prior to joining TSU, Watson was the Vice President of Business Development at PRISM International. At PRISM International, she assisted organizations in strategically focusing their diversity processes and leveraging their resources to close business gaps. Her functions included providing strategic direction and sponsorships solicitations management of sales team.

She brings a wealth of relationships and a vision and commitment to closing the opportunity divide Year Up’s distinct mission. Robin’s leadership and development efforts at Tennessee State University during her tenure - resulted in raising over $19M, helped increase the endowment to a net asset position of $69M, a 6% increase in new Alumni giving. Robin served on the Foundation board and finance committee stewarding and protecting the University legacy. Robin Tanya Watson has a deep commitment to bettering the lives of those in need of direction and those that dream of the desire to participate the American way of a better life. Robin grew up in Nashville; she is a graduate of Fisk University with a Bachelor’s Degree in Chemistry and an additional post Baccalaureate Degree in Natural Science and Mathematics. She has two adult children Brian Alexander Watson and Kirsten Antoinette Watson.

Kim Williams.

Executive Director at Year Up Greater Atlanta.

Kim Williams joined Year Up in April 2015, as the Executive Director of the Year Up Atlanta organization. Year Up’s mission is to empower young adults ages 18-24 to go from poverty to professional careers in a single year. Atlanta serves 250 young adults a year with a successful track record of over 90% positive outcomes.

Kim has over 20 years as a proven business leader. She provides leadership for Year Up Atlanta to deliver relentless focus on staff development, passion and rigor to increase our student reach and retention, build a sustainable donor base, expand our corporate partnerships and deliver excellence in all we do.

Prior, Kim was Chief Operating Officer at iCorps Technologies of Boston MA. She was responsible for ensuring operational excellence across all aspects of the company as it grew. The company delivered exceptional double digit growth, superb customer satisfaction with relentless focus on excellence in 2014 as a result of Kim’s leadership and partnership with the iCorps executive team.

Prior to that role, she spent seventeen years at Microsoft Corporation in multiple senior leadership roles including 10 years as General Manager in multiple segments. She is best known for building great teams and bringing her unrelentingly positive spirit and passion to driving exceptional sales leadership and business growth while coaching and mentoring so many people to success. Kim’s legacy without a doubt will include her incredible focus on people.

Kim brings over 30 years of sales and business leadership to guide her teams to success. Kim led her team to the company’s top sales team award in 2008, the Circle of Excellence. In addition to her record of sales excellence, Kim is a leader with a passion for people, development and diversity. A graduate of Information Technology Senior Management Forum (ITSMF) Executive Academy Leadership Program, she carries out that commitment as a career coach and mentor within the Microsoft Community. Kim is an active board member and past marketing chairperson for ITSMF and serves as the executive sponsor for the SMB diversity efforts. Prior to joining Microsoft in 1996, she worked with Digital Equipment Corporation for 13 years in numerous sales positions.

Kim earned a Bachelor of Science degree in Business from the University of Maryland. She is currently based in Atlanta, GA. There you will frequently find her playing golf or spending time with family.

National Board of Directors.

Paul Salem (Chair)

Co-Founder and Senior Managing Director at Providence Equity Partners.

Paul Salem is a co-founder and a Senior Managing Director based in the Providence office. Mr. Salem is currently a director of Grupo TorreSur, NEW Asurion and NFL/PEP Ventures. Mr. Salem previously served as a director of Eircom, PanAmSat, Tele1 Europe, Verio, Wired Magazine and several other Providence investments. Mr. Salem established the London office in 1999 and returned to Providence in 2001. Before joining Providence, Mr. Salem worked for Morgan Stanley in corporate finance and mergers and acquisitions. Prior to Morgan Stanley, he spent four years with Prudential Investment Corporation, an affiliate of Prudential Insurance, where his responsibilities included private placement financing, leveraged buyout transactions and helping establish Prudential’s European office. Mr. Salem received a Master of Business Administration from Harvard Business School and a Bachelor of Arts from Brown University. Mr. Salem is chairman of non-profit Year Up and a board member of Edesia Global Nutrition.

Timothy Dibble (Immediate Past Chair)

General Partners at Alta Equity Partners.

Timothy Dibble is a General Partner with Alta Equity Partners. Tim joined the Board of Year Up with over 25years of experience working with and investing in a variety of industries and companies. Tim began his career at the Bank of Boston in the Acquisition Finance Division, structuring and monitoring the performance of management buyouts in cash flow industries. Tim received a degree in Economics from Wesleyan University. Tim and Alta have incubated Year Up from the idea stage through to execution – offering office space, support, and resources. Tim also sits on the Board of the Big Brothers Big Sisters of Massachusetts Bay and was previously the Chair of its Board of Directors. In addition, Tim is the current Chairman of the Board of Shining Hope for Communities.

Peter Handrinos (Secretary)

Peter Handrinos is a Partner with Latham & Watkins LLP. Mr. Handrinos practices corporate and securities law, with an emphasis on mergers and acquisitions, capital markets and venture capital transactions for life sciences and technology companies. Mr. Handrinos has advised both public and private companies in connection with a broad range of matters, including IPOs, follow-on offerings, strategic investments, 144A offerings, cash and stock mergers, tender offers and going-private transactions.

He counsels numerous start-up companies and venture capital firms in venture capital financing’s. Mr. Handrinos also regularly represents investment banks in connection with capital markets transactions. A significant portion of his practice involves general corporate work for ongoing clients on matters such as SEC compliance, securities and disclosure issues, and corporate governance matters.

Mr. Handrinos received a J. D. from New York University and an M. B.A. and B. S. from Carnegie Mellon University.

Angelica Pineda.

Senior Workforce Development Associate, Salesforce.

(Year Up Bay Area 2016 Alumna)

Before attending the Year Up program, Angelica was working at Target and attending college part-time while being a single mom to her 3-year-old son. Her best friend who was working at Robert Half at the time told her about the Year Up program, Angelica decided to apply because she thought it could provide her with an opportunity to start a career and utilize all the potential she was sitting on. After 5 months of training in Year Up’s Project Management track, she earned an internship as a Grants Program Coordinator for Salesforce, performing due diligence for non-profit organization’s eligibility to receive donations, owned her team’s participation in the Becoming Salesforce Program for new employees, supported Workforce Development Grants, and helped disburse payments to American and Canadian non-profits and charities. After finishing her 6-month internship, Angelica was offered a 6-month contract, which two years later has turned into full-time employment at Salesforce. Today Angelica is working towards her bachelor’s degree in Diversity & Inclusion at Skyline College works full-time as a Senior Workforce Development Associate at Salesforce engaging employees in meaningful and purpose-driven volunteerism related to Workforce Development, and is a single mom to her 3-year-old son. Angelica continues to serve as an advocate of untapped talent and pay forward all the support that was poured into her journey.

Joseph Baratta.

Global Head of Private Equity, Blackstone.

Joseph Baratta is Global Head of Private Equity and a member of the firm’s Management Committee. Since joining Blackstone in 1998, Mr. Baratta has been involved in the execution of Blackstone’s investments in Universal Orlando, Nycomed Pharmaceuticals, Houghton Mifflin, Spirit Group and was responsible for Blackstone’s investments in First Eagle Investment Management, Seaworld Parks and Entertainment, Merlin Entertainments Group, Center Parcs, Tragus Group, Southern Cross and ICS Group. In 2001, Mr. Baratta moved to London to help establish Blackstone’s corporate private equity business in Europe.

Before joining Blackstone, Mr. Baratta was with Tinicum Incorporated and McCown De Leeuw & Empresa Mr. Baratta also worked at Morgan Stanley in its mergers and acquisitions department. Mr. Baratta graduated magna cum laude from Georgetown University where he currently serves on the University’s Board of Directors. He serves as a director of Blackstone portfolio companies First Eagle Investment Management and Penn Engineering. He is also a trustee of the Tate Foundation in Britain and serves on the board of Year Up, an organization focused on youth employment.

Melody Barnes.

Co-Founder and Principal at MB2 Solutions, LLC.

Melody Barnes is Co-Founder and Principal of MB2 Solutions LLC, a domestic policy strategy firm, and Vice Provost for Global Student Leadership Initiatives at New York University, where she is also a Senior Fellow at the Robert F. Wagner School of Public Service. Ms. Barnes serves on the Board of Directors of Ventas, Inc., an S&P 500 company and the Marguerite Casey Foundation. She also chairs the Aspen Institute Forum for Community Solutions and Opportunity Youth Incentive Fund.

As Director of the Domestic Policy Council, Ms. Barnes provided strategic advice to President Obama and worked closely with members of the Cabinet coordinating the domestic policy agenda across the Administration. Under her leadership, innovative new policies, practices and partnerships were initiated to address significant national challenges, including education, health care and the federal government’s relationship with local governments and communities.

Ms. Barnes received her law degree from the University of Michigan in 1989. In 1986, she received her bachelor’s degree from the University of North Carolina at Chapel Hill where she graduated with honors in history. Ms. Barnes’ media appearances include This Week with George Stephanopoulos, The Daily Show with Jon Stewart, Charlie Rose and Morning Joe. She currently resides in Washington, DC with her husband, Marland Buckner.

Ruth Bowen.

Project Manager at Bank of America.

Ruth Bowen is an alumna of Year Up Atlanta Class 8, July 2013. She graduated with a full time offer from her internship and current employer at Bank of America. During internship Ruth was recognized for creating the onboarding process specific to her organization by her Senior Business Executive. In 2014 she continued to own and document Program, Project and Vendor set up processes; and in 2015 established and streamlined Governance routines as part of her PMO’s Program Governance and Execution team. Ruth is currently part of the User Acceptance Testing team, which manages code development testing and pushes the banks ITSM program forward. In her 3 years at Bank of America, she has proven her process improvement ability to be valuable; as a result she has acquired a wide cross-functional skillset that brings her experience and flexibility to all aspects of the program.

Ruth has spent time on her local Alumni board as Treasurer, with her Toastmasters club as VP of Membership, Communications chair for internal network – Leadership Education Advocacy and Development for Women, and various roles that have helped fine-tune her leadership skills. As part of her personal initiative to give back, she launched a Professional Wear Clothing drive for Year Up at Bank of America, and continues to work with national and local staff members to help improve student and alumni outcomes.

Her aspirations include attaining her PMP certification, working on a start-up business venture and partnering with her colleagues to make a positive impact in her community. Her motivation to build a strong foundation for her children alongside her spouse continues to be her driving motivator in taking her next opportunity.

Gerald Chertavian.

Founder and CEO at Year Up.

Gerald Chertavian is dedicated to closing the Opportunity Divide that exists in our nation. Determined to make his vision a reality, Gerald combined his entrepreneurial skills and his passion for working with urban young adults to found Year Up in 2000.With its annual operating budget in excess of $130M, Year Up is one of the fastest growing non-profits in the nation. It has been recognized by Fast Company and The Monitor Group as one of the top 25 organizations using business excellence to engineer social change. Year Up has also been named one of the nation’s top 50 non-profits to work for by the Non-Profit Times for the past seven years.

Gerald’s commitment to working with urban youth spans more than 25 years. He has actively participated in the Big Brother mentoring program since 1985 and was recognized as one of New York’s outstanding Big Brothers in 1989. In 2006, Gerald was elected as a Fellow with the Ashoka Global Fellowship of social entrepreneurs, and in 2008, he was appointed by Former Governor of Massachusetts, Deval Patrick to serve on the MA State Board of Elementary and Secondary Education. In 2013, he was appointed by Governor Patrick to serve as Chairman of the Roxbury Community College Board of Trustees and reappointed to that role by Massachusetts Governor Charlie Baker in 2016.

Gerald began his career on Wall Street as an officer of the Chemical Banking Corporation. Following graduate school he co-founded Conduit Communications and fostered its growth to more than $20M in annual revenues. From 1993 to 1998, Conduit ranked as one of the UK’s fastest growing companies. Following the sale of Conduit to i-Cube in 1999, Gerald turned his full attention to creating opportunities for others.

Gerald earned a B. A. in Economics, Phi Beta Kappa, summa cum laude, from Bowdoin College and in 2017 he was awarded the Bowdoin Common Good Award. He received his M. B.A., with honors, from Harvard Business School and in 2016 received the Distinguished Alumni Award. He has received honorary doctorates from the Massachusetts School of Professional Psychology and Mount Ida College. He is on the Board of Advisors for the Harvard Business School Social Enterprise Initiative and a former member of the World Economic Forum’s Youth Unemployment Council. Gerald is also an Emeritus Trustee of both Bowdoin College and the Boston Foundation. His 2012 book, A Year Up, is a New York Times best seller.

Paul Edgerley.

Senior Advisor at Bain Capital.

Paul Edgerley has been a Managing Director at Bain Capital since 1990, a private investment firm with over $75 billion in assets under management, where he focuses on investment in the industrial and consumer product sectors. He currently serves on the Board of Directors of The Boston Celtics, Steel Dynamics, Sensata Technologies, Hero MotoCorp, APEX Tool Group, FTE Automotive, MYOB and TI Automotive.

Paul is also Co-Chair of the Harvard University Capital Campaign and Co-Chair of the Harvard Campaign for the Faculty of Arts and Sciences, Kansas State University Foundation and the Board of the Boston Celtics Shamrock Foundation.

Prior to joining Bain Capital, Paul spent five years at Bain & Company where he worked as a Consultant and Manager in the healthcare, information services, retail and automobile industries. Previously, he was a certified public accountant working at Peat Marwick, Mitchell & Empresa Paul was awarded an M. B.A. with distinction from Harvard Business School and a B. S. from Kansas State University. He and his wife, Sandra, reside in Brookline with their four children.

Jim Fowler.

Vice-Presidente, nº 038; Chief Information Officer, GE.

Jim Fowler is Chief Information Officer (CIO) for GE. Jim leads the newly created Digital Technology (DT) organization which redefines the function formerly known as Information Technology (IT).

In this role, he is driving GE’s global Digital Technology (DT) strategy, services and operations, and aggressively delivering innovative and transformational solutions for GE, its customers and employees. As part of the GE Digital leadership team, Jim is leading GE’s DT organization through its largest transformation to date, including accelerating the development of products and solutions to deliver $1 billion in productivity for the company. The Digital Thread, powered by our Predix platform, drives this productivity by connecting machine data to powerful analytics and intelligent people to help them make informed decisions that improve the way they sell, manufacture, design, service and operate.

A global leader with 20 years of IT experience, including 15 years across various GE businesses, Jim most recently worked for GE Capital, where he served as CIO from 2014 to 2016, and was responsible for developing and delivering simple and consistent global business processes digitized through IT. Prior to GE, he held IT roles with Accenture and AT&T.

Jim holds a bachelor of science in management information systems and marketing from Miami University in Oxford, Ohio, as well as a masters of business administration from Xavier University. He is also Six Sigma Black Belt certified. A recognized leader in the field, Jim has keynoted industry events including CIO 100 Symposium, Boston CIO and AWS re: Invent.

William “Bill” Green.

Former CEO and Executive Chairman at Accenture.

William (Bill) Green is the retired Executive Chairman and former Chief Executive Officer of Accenture, a global management consulting firm. In addition to chairing the board of directors, Mr. Green was involved in planning Accenture’s long-term business strategy. He represented Accenture with clients around the world, with business and government leaders and with key external groups. Mr. Green was also a champion for Accenture’s Skills to Succeed corporate citizenship efforts. He served on Accenture’s board of directors since its inception in 2001. From September 2004 through December 2010, Mr. Green served as Accenture’s CEO. He assumed the additional role of chairman in 2006. Mr. Green successfully navigated the company through a challenging global economic environment. During his term, Accenture grew revenue from $13.7 billion to $21.6billion, doubled its workforce to 211,000 employees and expanded its global footprint. In his 35-year career with the company, Mr. Green built a reputation for his strong work ethic, results-oriented consensus building and exceptional ability to forge and maintain major client relationships.

Prior to serving as CEO, Mr. Green was Accenture’s Chief Operating Officer of Client Services with overall management responsibility for the company’s operating groups. In addition, he served as group chief executive of the Communications & High Tech operating group from 1999 to 2003. He was also group chief executive of the Resources operating group for two years. Earlier in his career, Mr. Green led the Manufacturing industry group and was managing director for Accenture’s business in the United States. Mr. Green represented Accenture in a number of external venues, including Business Roundtable, where he serves as chairman of its Education, Innovation and Workforce Initiative and previously served as chairman of The Springboard Project, an independent commission on workforce issues. He was also a member of the Business Higher Education Forum, The Business Council, and the G100. Mr. Green is a frequent speaker at business, technology, and academic forums around the world.

Mr. Green joined Accenture in 1977 and became a partner in 1986. He attended Dean College and is a member of its Board of Trustees. He received a bachelor of science degree in economics and a master of business administration from Babson College, as well as an honorary doctor of laws. He and his wife have two children.

Rod McCowan.

Founder and Principal at Accelerance Group.

Rod McCowan is the founder and principal of the Accelerance Group, an advisory firm dedicated to helping visionary leaders build innovative, high-performing, and high-growth organizations that drive dramatic impact. Accelerance works exclusively with such leaders and helps them accelerate their performance. It focuses on the key drivers of innovation, performance and impact: effective CEO leadership, high-performing top leadership teams, and outstanding execution. Rod has helped a diverse range of CEOs, entrepreneurs, top teams and boards more effectively manage these inter-related issues of organization transformation and systems change to achieve higher levels of performance and impact.

Rod spent most of his early career leading complex, large-scale organizational transformation and improvement efforts, alternating between executive management and global chief human resource officer roles within the public, private, and non-profit sectors, both domestically and internationally. At Herman Miller, Inc., Hitachi Data Systems Corporation, and VeriSign, Inc., he restructured and led global HR organizations to drive improvements in corporate performance. With Herman Miller, Rod also served as Managing Director, Southeast Asia, and President of Herman Miller East Asia. He led the transformation of both organizations into the highest performing business units in the company. He began his career with IBM in marketing, IT consulting, and government relations, and with Merrill Lynch Capital Markets in investment banking.

Rod was a White House Fellow during the George H. W. Bush Administration. He was the Assistant Secretary for Management at the U. S. Department of Education during the Clinton Administration, where he led there invention of the $30B, 5,000-employee, cabinet-level department into a more strategically managed, high-performance organization. Rod earned an MAR from Yale University, with a concentration in Social Ethics, and an MPP from the Kennedy School of Government at Harvard University, where he was twice selected a Kennedy Fellow.

Judy Miner.

Chancellor, Foothill-De Anza Community College District.

Effective August 1, 2015, Judy C. Miner was appointed Chancellor of the Foothill-De Anza Community College District, where she served as President from 2007 to 2015. She has worked as a higher education administrator in the California Community Colleges since 1979 where she has held numerous administrative positions in instruction, student services, and human resources.

She serves on six regional advisory boards, five national advisory boards, and serves as an expert advisor by Hewlett Packard and the National Action Council for Minorities in Engineering (NACME) in their initiative to increase underrepresented student enrollment in computer science. Miner is also the Silicon Valley CEO representative to the Economic Development and Program Advisory Committee for the California Community Colleges Chancellor’s Office and serves as the chair of the planning committee for the 2016 American Council on Education national conference.

Under the auspices of the President’s Council of Advisors on Science and Technology (PCAST), she served on the Working Group that produced Report to the President, Engage to Excel: Producing One Million Additional College Graduates with Degrees in Science, Technology, Engineering, and Mathematics, published by the White House in February of 2012. On March 23, 2012, Science magazine published her editorial entitled “America’s Community Colleges” with an accompanying podcast that highlighted the science initiatives at Foothill College.

Deval Patrick.

Managing Director, Bain Capital and Former Massachusetts Governor.

Originally from the South Side of Chicago, Patrick came to Massachusetts at 14, when he was awarded a scholarship to Milton Academy through the Boston-based organization A Better Chance. After Harvard College and Harvard Law School, he clerked for a federal appellate judge and then launched a career as an attorney and business executive, becoming partner at two Boston law firms and a senior executive at Texaco and Coca-Cola. In 1994, President Clinton appointed Patrick to the nation’s top civil rights post, Assistant Attorney General for Civil Rights. In 2006, in his first bid for public office, he became the state’s first African-American governor. In his two terms as Governor, Patrick oversaw the expansion of affordable health care to more than 98 percent of state residents, launched initiatives stimulating clean energy and biotechnology, won a national Race to the Top grant, and steered the state out of recession to a 25-year high in employment. Patrick currently serves as a Managing Director of Bain Capital Double Impact, where he focuses on investments that deliver both a competitive financial return and significant positive social impact. He is a Rockefeller Fellow, a Crown Fellow of the Aspen Institute, and the author of two books, A Reason to Believe: Lessons from an Improbable Life and Faith in the Dream: A Call to the Nation to Reclaim American Values.

Paul S. Pressler.

Partner at Clayton, Dubilier & Rice, LLC.

Paul S. Pressler is a Partner at Clayton, Dubilier & Rice, LLC, a private equity firm based in New York and London. The Firm’s professionals include a combination of financial and operating executives. Since inception, CD&R has managed the investments of more than $21 billion in 59 U. S. and European businesses representing abroad range of industries with an aggregate transaction value of approximately $90 billion and revenues nearly$100 billion. Mr. Pressler is currently chairman of two of their portfolio companies, David’s Bridal and John Deere Landscapes, Inc. Mr. Pressler also serves on the board of directors for The Drybar, Inc.

Mr. Pressler was President and Chief Executive Officer of Gap Inc., a $15 billion leading specialty retailer, from September 2002 to January 2007. He led the company’s turnaround, strengthening its balance sheet, improving operations, returning cash to shareholders and launching a new brand.

Prior to joining Gap Inc., Mr. Pressler spent 15 years with The Walt Disney Company. Most recently, he was chairman of the company’s global theme park and resorts division. Mr. Pressler previously served as President of Disneyland, President of The Disney Stores and Senior Vice President of Disney Consumer Products. Prior to Disney, he was Vice President of Marketing and Design for Kenner-Parker Toys.

A native of New York, Mr. Pressler holds a Bachelor of Science degree in business economics from the State University of New York at Oneonta.

Mr. Pressler served for 15 years on the board of Big Brothers Big Sisters, first in Los Angeles and later their National Board.

Barby Siegel.

CEO at Zeno Group.

Barby has embedded into Zeno a relentless focus on work that matters in a client-centric culture, most dramatically manifested in the one global P&L model that ensures clients benefit from the full force of Zeno every day. Under her stewardship, Zeno has experienced unprecedented growth and industry recognition for its creativity, highly-collaborative culture and fearless pursuit of the unexpected.

Zeno was named PRWeek ‘Mid-Size Agency of the Year’ for three consecutive years (2011, 2012, 2013) and was named ‘Consumer Agency of the Year’ by the Holmes Report. In 2012, Barby was named PRWeek ‘PR Professional of the Year’. Accolades aside, she is even prouder that her teenage daughters Matty and Mallory have put their own stamp on ‘fearless.’

CEO at Perella Weinberg Partners.

Mr. Steel is a Partner and serves as Chief Executive Officer of Perella Weinberg Partners. Prior to joining the firm, he was New York City’s Deputy Mayor for Economic Development from 2010-2013 where he was responsible for the Bloomberg Administration’s five-borough economic development strategy and job-creation efforts, and oversaw such agencies as the Department of Housing Preservation and Development, Department of City Planning, Department of Small Business Services, NYC Economic Development Corporation and NYC & Company, and chaired the Brooklyn Bridge Park board. A key initiative for Mayor Bloomberg’s Administration was to encourage and grow the technology sector of New York City’s economy, and Mr. Steel led the applied sciences initiative, which established the Cornell-Technion campus on Roosevelt Island and New York University Center for Urban Science and progress initiative in Brooklyn, New York.

Prior to his appointment as Deputy Mayor, Mr. Steel was the President and CEO of Wachovia where he oversaw the sale of the bank to Wells Fargo & Co. and served on the Wells Fargo board of directors until 2010. During his tenure at the U. S. Treasury as Under Secretary for Domestic Finance from 2006 to 2008, he received the President’s Working Group, the core group responded to the global economic crisis of 2008.

He is a graduate of Duke University and the University of Chicago’s Booth School of Business. Mr. Steel is the chairman of the Aspen Institutes’ Board of Trustees.

Kerry Sullivan.

Kerry Sullivan is President of the Bank of America Charitable Foundation which supports the company’s purpose to improve the financial lives of the communities, clients and customers it serves. The Foundation strengthens the economic and social health of communities around the world through $200 million in annual philanthropic investments, in support of its ten-year $2 billion giving goal. In this role, Sullivan sets philanthropic strategy for the company, leading a team responsible for driving a broad range of national and international philanthropic partnerships associated with the company’s corporate social responsibility initiatives. Sullivan manages strategic relationships with global philanthropic partners addressing pressing issues, including workforce development and education, community development, and health and human services. She leads the company’s signature philanthropic programs, Neighborhood Builders® and Student Leaders®, which recognize the community leadership and service of nonprofit organizations and students in 44markets across the U. S., with more than $190 million invested since 2004. In addition, Sullivan is responsible for Bank of America Community Volunteers, employee volunteers around the globe who contributed 2 million hours of service to improve communities last year.

Kim Tanner *

Senior Program Officer, The Jenesis Group.

* Jenesis Group Representative on the National Board.

Kim brings more than 25 years of leadership experience in business and philanthropy. Throughout her career, she has played a leading role in developing strategic business initiatives aswell as the creation and implementation of operational processes for corporations, privatecompanies, and family foundations.

Kim currently serves as the Executive Director for theJenesis Group, a private family foundation bringing innovation, entrepreneurial acumen, andmarket based solutions to the philanthropic sector. As Executive Director, Kim is responsible forleading the foundation’s efforts to advance its mission and effectively support grantees with bothhuman and financial resources. Kim oversees all aspects of grantmaking and operations for thefoundation as well as setting strategic priorities and building relationships with key partners. She has been instrumental in developing and implementing a “venture like” approach to helping youth development organizations achieve their goals. She has spent the past 18 years in philanthropyserving as an engaged partner to multiple scaling organizations as a funder, board member, andthought partner. She has served on panels and conducted conference sessions specificallyfocused on investing in social entrepreneurial led organizations and building revenue generatingcapacities for nonprofits.

Before entering philanthropy, Kim worked at MetLife as the youngest Regional Administrator incharge of the administrative operations of 17 sales offices in the western half of Texas. Followingher tenure at MetLife she worked briefly in the Telecom industry building-out the administrativeoperations, reporting tools and systems, and marketing efforts for a national sales organization.

Kim earned her bachelor’s degree in Finance & Marketing from Texas Tech University.

Robert G. Templin, Jr.

President Emeritus at Northern Virginia Community College (NOVA)

Bob Templin served as the fourth President of Northern Virginia Community College (NOVA) from 2002 to 2015. During that time, NOVA became Virginia’s largest public institution of higher education, one of the nation’s largest and most diverse community colleges, and one of the leading associate degree-granting institutions in the United States. NOVA enrolled over 78,000 students at its six campuses and awarded nearly 7,000 credentials in 2013-14.

Under Mr. Templin’s leadership the college created a strategic plan to increase college access and student success for 25,000 additional students drawn primarily from low-income and immigrant communities through a “collective impact” strategy that champions closer working relationships between NOVA and the region’s high schools, community-based non-profit organizations, universities, and employers.

During the last several years, Mr. Templin has become a leader in the national community college reform network, emphasizing the importance of student success through program completion, transfer and baccalaureate attainment, and superior labor market outcomes for graduates. Since 2010, Mr. Templin has served as the Chairman of the Board of Directors of Achieving the Dream, a national community college reform network. He is also the founding Chair of the C-4 Network that supports the design and implementation of collective impact partnerships between community colleges and Goodwill Industries International at over 90sites across the country.

Shortly following the White House Summit on Community Colleges in 2010, Mr. Templin was named a “Champion of Change” by the White House.

Bob Templin retired from NOVA in early 2015 and is serving part time as both a Senior Fellow with The Aspen Institute and a Professor at North Carolina State University. His current work focuses on continuing his national community college reform work by concentrating on the preparation of the next generation of community college leaders.

Jordan Urrutia.

CEO at First Impressions Parking Solutions.

(Year Up Providence Alumnus 2013)

Jordan Urrutia is a graduate of Year Up Providence. Upon graduation, Jordan continued to work towards Year Up’s mission by serving as a Year Up National and Year Up Providence staff member. Jordan has also spent time working in Human Resources with CVS Health. Currently, Jordan is the CEO and Founder of startup company First Impressions Parking Solutions LLC, located in the Twin Cities Metro area. Jordan is the third ever alumnus elected to the Year Up National Board of Directors, serving as the Representative to the NAA Board. He is the former Chairman of the Year Up Providence Alumni Board and is a former member of the Year Up Providence Local Advisory Board.

In addition to his work with Year Up, Jordan serves on the Board of Directors for MapleBrook Soccer Association. He is a US Soccer Federation licensed and paid youth coach.

Jordan and his wife, Oneyda, met in Providence, Rhode Island. They relocated to Maple Grove, Minnesota in 2016 with their two sons, Giovanni and Neydan.

Greg Walton.

IT Service Provider & Consumer Support Engineer at Massachusetts Institute of Technology (MIT)

(Year Up Boston Alumnus 2007)

Greg graduated from Year Up Boston in January of 2007 and has stayed committed to Year Up’s mission to close the Opportunity Divide. He’s the husband of Alicia Walton and father of four year old Greg Jr. & his new born daughter Gia Jalise. For the past seven years, Greg has worked at the Massachusetts Institute of Technology (MIT) and he is currently a Desktop Support Specialist IT Consultant II. In this role, Greg provides computer support to a plethora of departments across the Institute.

Greg is the first alumnus of Year Up to join its National Board of Directors. He is also continuing his education at the University of Massachusetts Boston.

Greg is passionate about giving back and is a motivational speaker to young people across this country on the importance of giving back and staying dedicated to being the best you can be for yourself, your family, and your community. Greg was recently elected to the Boston Re-Entry Initiative (BRI) Advisory Board. The BRI program works with the Boston Police Department, the Suffolk County House of Correction, other law enforcement, and local youth/family/community services programs to help young men transition from prison back into society. Greg’s current mission currently is to get more people to care for and serve their communities and help create a positive movement of change that enables growth and success for all.

National Advisors.

Barry Sternlicht.

Barry Sternlicht is Chairman & Chief Executive Officer of Starwood Capital Group, the private investment firm he formed in 1991 that is focused on global real estate, hotel management, oil and gas, energy infrastructure and securities trading. Mr. Sternlicht also serves as Chairman of Starwood Property Trust, the largest commercial mortgage REIT in the U. S. (NYSE: STWD); Starwood Waypoint Residential Trust (NYSE: SWAY), one of the largest publicly traded investors, owners and operators of single-family homes in the U. S.; TRI Pointe Homes(NYSE: TPH), one of the U. S.’s largest homebuilders; and French crystal maker Baccarat S. A.

For the past 24 years, Mr. Sternlicht has structured investments with an asset value of approximately $68 billion. Starwood Capital’s funds have invested in approximately 87,000 multifamily/condo units, 2,600 hotels, 62million square feet of office properties, 50 million square feet of retail and 49,000 lots of land in residential subdivisions. The Firm currently manages more than $44 billion of assets on behalf of its high net worth and institutional partners. Starwood Capital employs nearly 600 employees, not including the 470 employees in its loan servicing business. The Firm maintains offices in Greenwich (headquarters), Atlanta, San Francisco, Washington, D. C., Los Angeles, Chicago and Miami, and affiliated offices in London, Luxembourg, Paris, and Frankfurt.

Mr. Sternlicht is a trustee of his alma mater, Brown University. He is also on the Board of Directors of The Estée Lauder Companies, and the Real Estate Roundtable. Additionally, he serves on the Boards of The Robin Hood Foundation, the Dreamland Film & Performing Arts Center, and the Executive Advisory Board of Americans for the Arts. He is a member of the U. S. Olympic and Paralympic Foundation Trustee Council, the World Presidents Organization and the Urban Land Institute.

David Gergen.

Co-director of the Center for Public Leadership at Harvard Kennedy School.

David is a professor of public service and co-director of the Center for Public Leadership at the Harvard Kennedy School, positions he has held for the past decade. In addition, he serves as a senior political analyst for CNN and works actively with a rising generation of new leaders. In the past, he has served as a White House adviser to four U. S. presidents of both parties: Nixon, Ford, Reagan and Clinton. He wrote about those experiences in his New York Times best-seller, Eyewitness to Power: The Essence of Leadership, Nixon to Clinton (Simon & Schuster, 2001). In the 1980s, he began a career in journalism. Starting with the McNeil-Lehrer NewsHour in 1984, he has been a regular commentator on public affairs for some 28 years. Twice he has been a member of election coverage teams that won Peabody awards, and he has contributed to two Emmy award-winning political analysis teams. In the late 1980s, he was chief editor of U. S. News & World Report, working with publisher Mort Zuckerman to achieve record gains in circulation and advertising. Over the years, he has been active on many non-profit boards, serving in the past on the boards of both Yale and Duke Universities. Among his current boards are Teach for America, City Year, the Schwab Foundation, the Mission Continues, the Aspen Institute and Morgan Stanley’s Institute for Sustainable Investing. A native of North Carolina, David is a member of the D. C. Bar, a veteran of the U. S. Navy, and a member of the Council on Foreign Relations. He is an honors graduate of Yale and the Harvard Law School. He has been awarded 27 honorary degrees.

Dick Parsons.

Senior Advisor at Providence Equity Partners, LLC.

Richard “Dick” Parsons is a Senior Advisor at Providence Equity Partners, Inc., a leading private equity investment firm specializing in media, communications and information companies. He is the former Chairman of the Board of Citigroup, Inc., and was the Chairman of the Board and CEO of Time Warner, Inc. In its January 2005 edition on America’s Best CEOs, Institutional Investor magazine named Mr. Parsons the top CEO in the entertainment industry. From May through September, 2014, Mr. Parsons served as the Interim CEO of the Los Angeles Clipper.

Mr. Parsons is currently a director of the Estee Lauder Companies Inc., Lazard Frères and Company, and Madison Square Garden, Inc. His civic and non-profit commitments include Chairman Emeritus of the Partnership for New York City; Chairman of the Apollo Theater Foundation; and of the Jazz Foundation of America. He also serves on the boards of Teach for America, the Rockefeller Foundation and the Commission on Presidential Debates.

Mr. Parsons received a Juris Doctor from Union University’s Albany Law School and his undergraduate education from the University of Hawaii.

Jay Hooley.

Chairman and Chief Executive Officer at State Street.

Joseph L. Hooley is chairman and chief executive officer of State Street Corporation, one of the world’s leading providers of financial services to institutional investors, with US$28.5 trillion in assets under custody and administration, and US$2.4 trillion in assets under management* as of March 31, 2015.

Since joining State Street in 1986, Mr. Hooley has held a number of diverse leadership positions with increasing responsibility. After leading the US Mutual Fund sales organization, he joined State Street’s shareholder servicing joint venture with Kansas City-based DST systems. From 1988 to 1990, he served as president and chief executive officer of National Financial Data Services and went on to become president and chief executive officer of Boston Financial Data Services from 1990 to 2000.

Mr. Hooley returned to State Street in 2000 to manage the company’s global investment servicing business. During this time, he played a lead role in the company’s major strategic acquisitions, including Deutsche Bank’s Global Securities Services business in 2003 and Investors Financial Services Corporation in 2007. Mr. Hooley was appointed vice chairman in 2006 and president and chief operating officer in 2008. In this role, he was responsible for all of State Street’s asset servicing and trading activities worldwide, and also oversaw the company’s securities operations and its corporate technology organization. He assumed his current role in 2010.

Mr. Hooley is a director on the board of Boys & Girls Clubs of Boston, the President’s Council of the Massachusetts General Hospital, the Massachusetts Competitive Partnership (MACP) and a trustee of the board of Boston College.

Former Governor of Florida.

Jeff Weiner.

Kenneth Chenault.

Mr. Chenault joined the company in September 1981 as Director of Strategic Planning. He was named President of the Consumer Card Group in 1989, and in 1993 he became President of Travel Related Services (TRS), which encompassed all of American Express’ card and travel businesses in the United States. In 1995, he assumed additional responsibility for the company’s worldwide card and travel businesses and also was named Vice Chairman of American Express. Mr. Chenault became President and Chief Operating Officer in February 1997.He assumed his current responsibilities as CEO on January 1, 2001, and as Chairman on April 23 of that year. Before he came to American Express, Mr. Chenault was a management consultant with Bain & Co. from 1979 to 1981, and an attorney with Rogers & Wells from 1977 to 1979.

Mr. Chenault serves on the boards of American Express and several other corporate and nonprofit organizations, including IBM, The Procter & Gamble Company, the Arthur Ashe Institute for Urban Health, the National Center on Addiction & Substance Abuse at Columbia University, the Smithsonian Institution’s Advisory Council for the National Museum of African American History & Culture, and the World Trade Center Memorial Foundation. He also is on the boards of the Partnership for New York City, The Business Council and the Business Roundtable and serves as Vice Chairman of each of these organizations.

A wide variety of civic, social service and community organizations have recognized Mr. Chenault for his public service leadership. He has received the Phoenix House Public Service Award, the Corporate Responsibility Award from the International Rescue Committee and the Wall Street Rising Leadership Award, among others. In addition, he is a Fellow of the American Academy of Arts and Sciences.

Michael Powell.

Presidente & amp; CEO at National Cable & Telecommunications Association.

Michael K. Powell, former chairman of the Federal Communications Commission (FCC) from 2001 to 2005and a member of the FCC for eight years, began his tenure as president and CEO of the National Cable &Telecommunications Association (NCTA) on April 25, 2011.

Powell was nominated as a member of the FCC by President Bill Clinton and sworn in on November 3, 1997. He was designated by President George W. Bush as FCC Chairman in January 2001, serving in that role until April 2005.

Prior to his tenure at the FCC, Powell served as the chief of staff of the Antitrust Division in the Department of Justice where he advised the Assistant Attorney General on substantive antitrust matters, including policy development, criminal and civil investigations, and mergers. He also served as an associate in the Washington, D. C., office of the law firm of O’Melveny & Myers LLP and clerked for the Honorable Harry T. Edwards, Chief Judge of the United States Court of Appeals for the District of Columbia Circuit.

Before his legal career, Powell served as a policy advisor to the Secretary of Defense. His experience also includes military service as an armored cavalry officer in the United States Army.

Powell serves on a number of non-profit boards, including the Mayo Clinic, the Aspen Institute and America’s Promise, where he co-chairs Grad Nation, an effort to end the high school dropout crisis.

Powell graduated from the College of William and Mary with a degree in Government and earned his J. D. from Georgetown University Law Center.

Ruth Simmons.

Ruth J. Simmons is the former President of Brown University and also a professor in the Department of Comparative Literature and the Department of Africana Studies. She has served in various administrative positions at the University of Southern California, Princeton University, and Spelman College prior to becoming President of Smith College in 1995. At Smith, she was responsible for various initiatives including the first women’s college engineering program. Dr. Simmons has received numerous awards and fellowships including the Fulbright Fellowship, the 2001 President’s Award from the United Negro College Fund, the 2002 Fulbright Lifetime Achievement Medal, and the 2004 Eleanor Roosevelt Val-Kill Medal. In addition, Dr. Simmons has been featured as a speaker at the White House, the World Economic Forum, the National Press Club, the Association of American Universities, and the American Council on Education. Currently, she resides on a number of boards, including the Howard University Board of Trustees, Texas Instruments, and the Goldman Sachs Group. Dr. Simmons graduated from Dillard University and received her Ph. D. in Romance Languages and Literature’s from Harvard University.

Thomas Ryan.

Former Chairman and Chief Executive Officer at CVS Caremark Corporation.

Mr. Thomas M. Ryan is the former chief executive officer of CVS Caremark Corporation, and currently serves as an operating partner at Advent International Corporation. In October of 2001, he joined Advent International, where he advises and works closely with Advent’s investment team to identify opportunities and generate post-investment value at retail and healthcare companies.

Mr. Ryan joined CVS Caremark in 1974 as an in-store pharmacist and oversaw the company’s transformation from a drug store chain focused on the northeastern US into a more comprehensive pharmacy services company. He served as the chief executive officer at CVS Caremark from May 1994 until March 2011, as president from May 1998 to May 2010, and as chairman until May 11, 2011.

Mr. Ryan is also involved with a number of other corporations and organizations. He has served as the vice chairman of the National Association of Chain Drug Stores. He has been a director of the following organizations: Yum! Brands, Five Below, Inc., Bank of America Corporation, Citizens Bank of Rhode Island, Reebok International, Ltd., FleetBoston Financial Corporation, Melville Corporation, Ryanair Holdings, TriCon Global Restaurants, the Rhode Island Philharmonic, and the Trinity Repertory Company.

Mr. Ryan is a trustee of the University of Rhode Island and has served as the member of the Rhode Island Public Expenditures Council and the Brown University School of Medicine. Mr. Ryan is a graduate of the University of Rhode Island’s College of Pharmacy.

National Alumni Association Board.

Abigail West.

Project Coordinator at Credit Suisse.

Communications Chair on National Alumni Association Board at Year Up.

(Year Up New York, Class of 2013)

Abigail West is an active Year Up alumni who graduated in 2013 from Year Up New York. She interned at Citi group and is currently working for Compucom at Credit Suisse. Abigail is currently a project coordinator within her team. She manages day to day projects given by the bank and ensures that all the clients IT equipment is taken care of. Outside of Abigail’s work life, she kicks back on the weekend and bakes various types of dessert in her spare time. She also enjoys gaming and coming up with different ideas to create her new super PC. Abigail is a hard working young woman and strives to show that women in IT is one of the best things to happen.

Brian Nuila.

Salesforce Administrator at Stand.

(Year Up Bay Area, Class of July 2013)

Jason Coullette.

Compliance Associate at JPMorgan Chase.

(Year Up New York, Class of January 2008)

Jason Coullette is a graduate of Year Up New York’s second cohort (Class of January 2008). He was born and raised in Jamaica, Queens. Jason graduated from high school in 2005, and didn’t want to immediately go back to school. He didn’t think he was ready for college and went straight to work. A few years later, he was working as a dietary aide at a hospital when he realized that it was not the job for him. He attended Touro College for a digital media arts certificate, but he saw something more for himself – he really wanted a career. A mentor of his forwarded him an email about Year Up, and he decided to step out and give it a shot. What stood out to him at Year Up was how motivated all of the staff members were. They clearly wanted students to succeed. Jason demonstrated a hunger to learn and advance, so he appreciated the support. The entire Year Up community was a source of energy and inspiration for him when things got tough. He was able to build the confidence to say “I can do this. I know how to do this. I’m actually pretty good at it.”

Since Year Up, Jason graduated from SUNY Empire State in 2013 with his Bachelor’s in Business Management and Economics. He has worked in analyst positions at Lehman Brothers, Barclay’s Capital and American Express. He now works as a Compliance Analyst at JPMorgan Chase. Jason has served as a member of Year Up New York’s Board and now serves as the New York’s Site Representative on the National Alumni Association Board. His next goal is to advance to a position where he can help others move up the ladder as he did.

Oneyda Escobar.

Senior IT Service Desk Supervisor at Medtronic.

(Year Up Providence, Class of July 2010)

Oneyda is a graduate of Year Up Providence Class of July 2010 (Class 10), where she served as a keynote speaker for graduation and was the recipient of the Excellence Award. Oneyda was the first ever Year Up intern to be placed at Covidien (now Medtronic), working her way up to her current role as Senior IT Service Desk Supervisor. She is HDI Support Center & HDI Team Lead certified and is actively working towards her Six Sigma Greenbelt certification for continuous improvement . In 2011 Oneyda became the first ever alumnus to serve on the Year Up Providence Local Advisory Board. She has also been a member of the Providence Alumni Board since 2012. Oneyda was the 2014 recipient of Year Up’s Accountability award granted by former Year Up Providence Executive Director, Meghan Hughes. In 2014 Oneyda was selected to be the Providence Site Representative for Year Up’s National Alumni Association Board. She met her husband, Jordan Urrutia in Providence, Rhode Island. They relocated to Minnesota in 2016 with their two sons, Giovanni and Neydan.

La’Quana Ford.

Fraud Analyst at Bank Of America.

(Year Up Greater Atlanta, Class of January 2013)

La’Quana Ford is a graduate of Year Up Greater Atlanta, Class of January 2013. She is originally from the Bronx and moved to Atlanta in 2004. After graduating from high school, she initially attended West Georgia University to pursue a degree in the Radiology field. While working and attending college, her mother told her about the Year Up program. After successfully completing the Year Up program, she soon found full-time employment and is currently a Fraud Analyst at Bank of America. Since graduating, La’Quana has remained very active within the alumni community. She currently serves on Atlanta’s Local Alumni Board and as the Atlanta Site Representative for the National Alumni Association Board. She stays connected with the community through volunteer events. La’Quana recently went back to school and is pursuing her Bachelor’s degree in Business Administration and she hopes to eventually gain her MBA with a focus on project management.

David Frederick.

Retail Sales Consultant at AT&T.

(Year Up South Florida, Class of July 2013)

Graduated from Miami Dade College in May 2013 with an Associate in Arts Degree in International Relations. In July of that year, he graduated from Year Up South Florida, where he served as a keynote speaker for the graduation and was the recipient of “The Chris Mello Award for Leadership.” At the end of his internship, he was offered a full-time position at AT&T. One year and half later, he was selected to participate in a six months leadership program in AT&T Retail Management Development Program. Now David is the host and producer of Impact The Outcome (I. O), a podcast that focus on history and tourism of Haiti and one-on-one conversation with Haitian impactors in the community. David is also the Site-Rep of Year Up South Florida Alumni. He is a brethren who enjoys running, reading, attending Sunday service and being with his family. These are activities in which he engages in for reflection and to make himself a more effective leader in the organizations he is a part of.

Teaching Assistant at Year Up National Capital Region.

(Year Up National Capital Region, Class of July 2009)

Herb Gay is a graduate of Year Up NCR’s Class of July 2009. He is a Washington D. C. native, graduating from Crossland High School in 2002. At Year Up, he was the recipient of the Chris Mello Award for Leadership. Throughout the program, Herb worked hard to earn an internship at Microsoft. Upon graduation, Herb took a position at Nordstrom’s working in the Loss Prevention department while going back to Year Up to encourage those who have come after him to stay motivated and engaged during their time in the program.

For the last seven years, Herb has been employed at Year Up NCR on the Academics Team as a Technical Teaching Assistant. Herb served on the Local Alumni Association Board for several years before joining the National Alumni Association Board as a Site Representative for the National Capital Region. He is currently working on achieving his A+, Security + and Network + certifications to expand.

Samara Greene-Taylor.

Tier II Blended Technical Support Agent at Connections Education.

(Year Up Baltimore, Class of January 2014)

Samara Greene-Taylor is a graduate of Year Up Baltimore, Class of January 2014. During the program, her dedication was recognized with the Strive to Learn Award, Geek Award and Academic Excellence Award. After graduation, she began working for the Maryland Health Connection and currently works for Connections Education as a Tier II Blended Technical Support Agent. Samara also serves as the Vice Chair of the Baltimore Alumni Association and as the Baltimore Site Representative for the National Alumni Association. In June 2014, she graduated from Baltimore City Community College with an Associate’s degree in Arts and Sciences with an IT Certificate. She was honored as a Distinguished Scholar with a 4.0 GPA in her major. Samara is currently studying International Relations and Business Administration at American Public University. She aspires to create a non-profit organization to benefit the global community.

Darryl Harrell.

Information Security Team Analyst at GE Capital.

(Year Up Chicago, Class of July 2014)

Darryl Harrell is a graduate of Year Up Chicago, Class of July 2014. He joined Year Up with hopes of gaining strong IT and project management skills as well as an opportunity to attend college. Darryl was the recipient of the Professionalism Award and the Dave Retik Award for Excellence. He was placed at GE Capital on an information security internship. After successfully leading three high visibility projects, GE offered Darryl a position as an analyst on the information security project team which he accepted on the spot and now works as a Information Security Divestiture Project Manager. He has now been working with GE for 3 years and is currently managing all information security controls and processes for 6 of GE Capital’s global divestitures totaling.

$34.9B. Still dedicated to higher education, Darryl is also attending DePaul University pursuing his Bachelor’s Degree in Management Information Systems. After graduation, he looks to attend an East Coast business program to pursue is MBA in Digital Technology and Management. Darryl currently sits on both the Year Up National and Chicago Alumni Association Boards. He hopes to encourage his fellow Chicago alumni to continue interacting with new students, developing their professional networks, and giving back to their local communities.

Katrina Hill.

Staff Learning Specialist at Year Up NCR.

(Year Up National Capital Region, Class of January 2012)

Katrina Hill is a graduate of Year Up National Capital Region, Class of January 2012. Katrina was born in Maryland and raised in seven states and two countries across the world due to her family’s military background. Upon graduation, Katrina began working at Aerotek as an Administrative Assistant and later a Training Coordinator and Business System Analyst. She now works at Year Up National HR team as the Staff Learning Specialist supporting onboarding for all new hires at Year Up.

Katrina is currently working towards a Bachelor’s degree in Management at the College for American at Southern New Hampshire University. She also has aspirations of obtaining her PMP certification. Katrina currently serves as the Chair for the Year Up National Alumni Association and participates in many other activities such as the Susan G. Komen Race for the Cure Walk, and Wreaths Across America.

Iran Brown.

(Year Up Baltimore, Class of July 2013)

Iran Brown is a graduate of Year Up Baltimore, class of July 2013. Iran was the recipient of the Year Up “Be Accountable” core value award. He currently works as an IT Specialist for Johns Hopkins University. Iran is associated with numerous nonprofit organizations where he donates his time and energy to serve others. Iran is a career student currently studying at Baltimore City Community College (BCCC) in pursuit of his Associates of Applied Science (A. A.S) technical degree. Iran mentors countless mentees in attempts to lift as he climbs. Iran is the site representative for Baltimore Year Up and currently sits on the local and national board of directors.

Jelissa Lee.

Service Desk Engineer, Team Lead at iVision Inc.

(Year Up Greater Atlanta, Class of July 2011)

Jelissa Lee is originally from Milwaukee, WI. She graduated from Year Up Atlanta class 4, July 2011. Upon graduation she gained full time employment as Operations Service Center Team Lead with her internship QTS, where she spent 4 years.

Jelissa is currently employed in the IT field as a Service Desk Engineer Team Lead at iVision Inc. Jelissa is actively pursuing a career in IT management and engineering. She continues to pursue her passion of motivating and speaking with several non-profits to bring awareness, opportunity, and motivation to young women in the technology industry.

She attended and graduated from Georgia Military College with an Associates of Science degree in Information Technology. She is currently enrolled at Georgia State University as a JR, completing her Bachelor’s degree in Computer Information Systems in Business.

In her spare time she enjoys playing basketball, motivational speaking, video games, and spending time with family.

Adriana Ortiz.

Customer Success Consultant at Managemyspa.

(Year Up Puget Sound, Class of January 2014)

Adriana (Adi) Ortiz graduated from Year Up Puget Sound, Class of January 2014. She began her career in retail at the age of 16, specifically men’s attire at Eddie Bauer. She developed customer service skills there and in the specialty financial services industry. After graduating from West Seattle High School, Adi enrolled at Bellevue College. After giving birth to her now four-year-old daughter, she opted not to continue at college. While working in retail, Adi found Year Up which she saw as a path to a better career while earning college credit. She was a strong student there, earning a Core Values award and an internship at Tech Mahindra where she was hired as a Senior Software Test Engineer. Adi is currently working as a Customer Success Consultant at Managemyspa’s headquarters in Mercer Island, WA, satisfying a diverse customer base of owners and managers of salons, spas and medi-spas around the world. Adi is an active alumna as a member of both the Local Alumni Board and Site Representative on the National Alumni Association Board.

Paris Carthen.

Development Coordinator at Year Up Bay Area.

(Year Up Bay Area, Class of July 2012)

Dallas Phinsee III (Treasurer)

Founder and Marketing Director at Compumind Marketing.

(Year Up Bay Area, Class of January 2012)

Dallas Phinsee III is a graduate of Year Up Bay Area, Class of January 2012. He attended Junipero Serra High School in San Mateo and Mission High School in San Francisco. Dallas’s grandmother was a strict disciplinarian who instilled in him the importance of a good education. A further inspiration was his mother who returned to school after 20 years to get her Masters in Social Work to accomplish her goal of becoming a social worker. Dallas attended Voorhees College where he majored in Criminal Justice and minored in African American Studies. At Voorhees he was an RA, IT Help Desk Agent, a tenor in the choir and a member of the Alpha Psi Omega Honor Fraternity. While in Year Up, he served on the Student Outreach Committee which gave him the opportunity to meet with business partners and co-facilitate a weekly open house for potential students. In 2010, Dallas founded Compumind Marketing, Inc. and is currently its Managing Director. He is an engaged alumnus, helping to foster a better relationship between the underserved communities in the Bay Area, corporate partners and Year Up, while serving as Treasurer for Year Up’s National Alumni Association Board and Chair of the NAA Fundraising Committee. Dallas is an active member of his church and is deeply committed to mentoring elementary, middle and high school students to read across the Bay Area, helping to give them a better understanding of the importance of education.

Anne Ronquillo.

Youth Coordinator at EAH Housing.

(Year Up Bay Area, Class of January 2010)

Anne Ronquillo is a graduate of Year Up Bay Area, Class of January 2010. She was the recipient of the Chris Mello Award for Leadership and the Year Up Alumni Association Scholarship. Anne is currently working as the Youth Coordinator for EAH Housing, a nonprofit affordable housing where she is helping the youth to reach their full potential. Anne is currently studying at Contra Costa College pursuing her Associates Degree and planning to earn her Bachelor’s degree in Sociology with an emphasis on community change. She was part of the first YUBA Local Alumni Association where she served as the Secretary. Anne is currently serving as the Bay Area Site Representative for the National Alumni Association. She volunteers at various local organizations where she teaches and creates different technology projects with the youth in her community.

Leticia Thomas.

SAP Analyst, Human Resource Operations at Comcast.

(Year Up Greater Philadelphia, Class of July 2014)

Leticia Thomas is a graduate of Year Up Greater Philadelphia, Class of July 2014. She always had an interest in business ever since she started participating in world-wide DECA competitions in high school. Now she is exploring other business opportunities thanks to Year Up. When she applied to Peirce College, she found out about Year Up’s newly launched Philadelphia site. She was the first to be accepted, earned no infractions while in the program and spoke at Year Up Philadelphia’s ribbon cutting event. She earned an internship at Comcast and has been hired by their fast-paced Human Resource Operations team as an SAP Analyst. She is currently studying Business Marketing at Peirce College, working toward an Associate’s Degree. She remains engaged with the Year Up family as a proud advocate, serving as Philadelphia’s Site Representative on the National Alumni Association Board.

Byron Tolbert.

PC Specialist at Elavon.

(Year Up Greater Atlanta, Class of July 2013)

Byron Tolbert is a graduate of Year Up Greater Atlanta’s Class of July 2013. He graduated from Wheeler County High School in Alamo, GA in 2008 and immediately relocated to Atlanta for a better opportunity in the big city. He enrolled at Georgia Perimeter College and landed his first job at McDonald’s and then at Fed Ex Ground where he worked overnight while attending classes in the morning. Two years later, Byron was expecting a beautiful baby girl. With the birth of Tiana, Byron knew he had to make some extra money, so he dropped out of college and began working at Chick Fil-A. When he learned about Year Up from his aunt, Byron applied, determined to make a difference not only in his life but in his daughter’s as well. During the program, he worked at Fed Ex during the evening and as a Security Officer on the weekends to make ends meet. Byron interned at Elavon and the experience was a great one. Elavon was initially not able to hire Byron due to the budget, but the CEO felt the need to keep him there. Two weeks before graduating and two days before his birthday, the CIO extended an offer for full time employment as a PC Specialist. Byron is still with the company that he interned with and enjoys every day. He is very grateful for what Year Up has done for him and pays it forward every chance he gets. Byron currently sits on the Year Up National Alumni Association Board as the Chair of Events and Programs.

Jordan Urrutia.

CEO at First Impressions Parking Solutions.

(Year Up Providence Alumnus 2013)

Jordan Urrutia is a graduate of Year Up Providence. Upon graduation, Jordan continued to work towards Year Up’s mission by serving as a Year Up National and Year Up Providence staff member. Jordan has also spent time working in Human Resources with CVS Health. Currently, Jordan is the CEO and Founder of startup company First Impressions Parking Solutions LLC, located in the Twin Cities Metro area. Jordan is the third ever alumnus elected to the Year Up National Board of Directors, serving as the Representative to the NAA Board. He is the former Chairman of the Year Up Providence Alumni Board and is a former member of the Year Up Providence Local Advisory Board.

In addition to his work with Year Up, Jordan serves on the Board of Directors for MapleBrook Soccer Association. He is a US Soccer Federation licensed and paid youth coach.

Jordan and his wife, Oneyda, met in Providence, Rhode Island. They relocated to Maple Grove, Minnesota in 2016 with their two sons, Giovanni and Neydan.

Jasmine Walthall.

Internship Service Specialist at Year Up Greater Boston.

Jasmine Walthall is a graduate of Year Up Boston’s Class of July 2103. She believes that joy is contagious and helpfulness is a daily responsibility. Jasmine had amazing role models when she was young: her grandparents taught her the value of relating to others, showing respect and active listening, while her mother reinforced these values and showed her what company loyalty and hard work looked like. Jasmine graduated from Richard Montgomery High School in Rockville, MD and moved to Boston. Like many working teenagers, she wanted a career and the opportunity to grow and contribute to a company that sought her values and abilities but didn’t know exactly how. In the midst of this challenging time, she was introduced to Year Up. In her words, “I turned in an orange apron at a national retailer for a business suit.” At Year Up, she felt a personal transformation along with others in her learning community. She and her classmates grew in confidence, tackling challenges where they once were riddled with fear and doubt. After an internship at State Street, Jasmine worked as Year Up National’s Office Coordinator and was recently promoted to Internship Services Coordinator at Year Up Boston. She serves as Boston’s Site Representative on the National Alumni Association Board and is planning to pursue a degree in Journalism.

Emeritus Trustees.

Eileen Brown.

Founder and Chancellor at Cambridge College.

Eileen Moran Brown is the Founder and Chancellor of Cambridge College, an independent graduate school for working adults.

During the 1960s, Eileen taught high-school English for eight years in the inner-city. Following a M. Ed. degree in 1971, she created the educational model which became Cambridge College. She has been consultant to many educational entities and is designer/moderator of a series of colloquia, “Role Models and Mentors in the Professional Lives of Women.” Eileen adds an additional layer of expertise to our Board of Directors. She has a keen understanding of how urban adults learn best.

Eileen, and her more than 30 years of teaching and program administration experience, enhance capacity to design and evaluate curriculum, teach, and document best practices.

Shanique Davis.

Release Engineer at the National Science Foundation.

(Year Up National Capital Region Alumnus 2008)

Shanique Davis graduated from the Year Up National Capital Region program in January 2008. Upon graduation, she was hired full-time at America Online (AOL), where she interned while in the program. She was previously employed at Verizon where she served as a Fiber Customer Support Engineer. She recently returned to AOL in 2014 where she currently serves as a Senior Network Engineer and a Lead for her team. Shanique also attends the University of Phoenix’s IT Network Security Bachelor’s Degree Program. During her free time, Shanique mentors young adults in her community including current Year Up students, interns and alumni while also serving as an Advisor to the Year Up National Alumni Board. She is very dedicated to participating in different community service projects, including: City Year events, Walk for AIDS, and Light the Night Walk for cancer. Shanique engages and encourages others to become more involved in their communities. Shanique was born and raised in Washington, DC.

Andrea Feingold.

Ms. Feingold is a Co-founder and Investment Principal of Feingold O’Keefe Capital, LLC, a Boston based alternative investment management firm. Prior to founding the company, Andrea was Co-head of High Yield at PIMCO where she managed $3 billion high yield securities. Earlier, she ran the leveraged credit team at Triumph Capital, a private equity firm. Prior to that, Andrea was responsible for all high yield investment and research at Colonial Management, a Boston-based fund company. There she oversaw $2 billion in assets including the firm’s flagship high yield funds which, under her tenure, produced Lipper top-quartile performance and achieved Morningstar’s highest ratings. Ms. Feingold also worked as a Private Placement Analyst at SunLife of Canada and began her career in the commercial bank credit training program at EAB, now part of Citigroup. Feingold O’Keefe Capital, LLC was co-founded in 2001 by Ms. Feingold and Ian O’Keefe, former PIMCO head of High Yield Trading. The firm manages two absolute return strategies including an event-driven opportunistic fund and distressed loan fund. Intense credit-oriented, fundamental research is the cornerstone of all investments and is supported by the deep experience of the Co-founders, who have worked together since the early 1990s, managing risk assets to produce strong non-correlated returns in a variety of markets.

Ms. Feingold graduated with a BA in Economics Cum Laude from Columbia University and is a Chartered Financial Analyst. Andrea is an Emerita Trustee for Year Up.

David Ford.

From April 2002 until January 2011, David Ford worked at the Richard and Susan Smith Family Foundation as Executive Director. The Foundation focuses on medical research, youth development and poverty alleviation, and contributes about $11 million per year primarily in the Boston area. Organizational capacity building is an overarching theme of the Foundation. For four years prior to joining the Smith Family Foundation, Mr. Ford was President of the Lucent Technologies Foundation and head of the Corporation’s community affairs program. From 1988-1998, Mr. Ford was President of the Chase Manhattan Foundation which provided grants to several thousand nonprofit organizations around the world.

Previously, Mr. Ford was Director of the Center for Human Resources at Rutgers University for nine years, provided philanthropic consulting services to a number of private foundations and corporations, was Deputy Director of the Bergen County, NJ Community Action Program and Director of the Upper Passaic County, NJ Head Start Program, and taught English at the University of Wisconsin-Milwaukee (while in VISTA).

In late February 2012, David left New England and drove to Belize, Central America, where he is now living. David is also very involved in volunteering for the Seine Bight Cultural and Community Center and the Seine Bight Artists’ Cooperative.

Lisa Jackson, Ph. D.

Co-Founder and Managing Director at College for Social Innovation.

Lisa Jackson is the Co-Founder and Managing Director at College for Social Innovation. The College for Social Innovation seeks to develop a diverse pool of leaders who effectively address the challenges facing humanity, at the local, national, and global level. Prior to this endeavor Lisa was the Managing Partner for Portfolio Investments at New Profit Inc., a venture philanthropy firm that invests nationally in nonprofits seeking to scale their impact. Lisa serves on the national boards of Year Up, the National College Advising Corps, Single Stop USA, and the Reset Foundation. Lisa is also a School Committee member for the Public Schools of Brookline. Lisa has a Ph. D. and M. A. in Education from Stanford University, and a B. S. in Psychology from Howard University.

Melodie Mayberry-Stewart.

Senior Director of Global Initiatives at MidAmerica Consulting Group.

Dr. Melodie Mayberry-Stewart has been a successful executive at two Fortune 20 companies, one of the largest healthcare hospital systems and one of the largest public sector enterprises in the country. Melodie started her career in technology at the IBM Corporation as a systems engineer. During her 13 years at IBM, she rose through the management ranks holding such positions as Systems Engineering Manager, Marketing Support and Operations Manager, and Regional Market Support Manager. She spent her next 14 years serving as the only black female Chief Information Officer (CIO) in the health care industry, where she pioneered the development of electronic medical records and other major technology “firsts” in the industry. She was the first female and black CIO at Community Health Corporation, (California), St. Thomas Hospital (Tennessee) and Beth Israel Medical Center (New York). She then became the first black female to serve as the Vice President and General Manager of Global IT Shared Services and Delivery for the Amoco Corporation.

To fulfill her personal passions, she founded the Black Diamond Capital Group LLC to provide management and technology consulting services solely to non-profit companies, working with non-profit executives to better plan and leverage technology to achieve their mission-driven goals. In 2002, she was appointed Cleveland, Ohio’s first Chief Technology Officer (CTO) and CIO. She was responsible for the City receiving national recognition from such Fortune 50 companies as Intel, AT&T, Microsoft/Gates Foundation, and Oracle for developing a high technology workforce development program in area high schools, community centers and community colleges.

Pedro Noguera.

Distinguished Professor at University of California, Los Angeles (UCLA)

Pedro Noguera is a Distinguished Professor of Education in the Graduate School of Education and Information Sciences at UCLA. Noguera is an urban sociologist whose scholarship and research focuses on the ways in which schools are influenced by social and economic conditions in the urban environment. He holds faculty appointments in the Departments of Teaching and Learning and Humanities and Social Sciences at the Steinhardt School of Culture, Education and Human Development, as well as in the Department of Sociology at New York University. Dr. Noguera is also the Executive Director of the Metropolitan Center for Urban Education and the Co-Director of the Institute for the Study of Globalization and Education in Metropolitan Settings (IGEMS). In 2008, he was appointed by the Governor of New York to serve on the State University of New York Board of Trustees.

Dr. Noguera received his bachelor’s degree in sociology and history and a teaching credential from Brown University in 1981. He earned his master’s degree in sociology from Brown in 1982 and received his doctorate in sociology from UC Berkeley in 1989. Dr. Noguera was a classroom teacher in public schools in Providence, RI and Oakland, CA. He has held tenured faculty appointments at the Harvard Graduate School of Education (2000-2003), where he was named the Judith K. Dimon Professor of Communities and Schools, and at the University of California, Berkeley (1990-2000), where he was also the Director of the Institute for the Study of Social Change. He has published over 150 research articles, monographs and research reports on topics such as urban school reform, conditions that promote student achievement, youth violence, the potential impact of school choice and vouchers on urban public schools, and race and ethnic relations in American society. His work has appeared in multiple major research journals. Dr. Noguera is the author of The Imperatives of Power: Political Change and the Social Basis of Regime Support in Grenada (Peter Lang Publishers, 1997), City Schools and the American Dream (Teachers College Press 2003), Unfinished Business: Closing the Achievement Gapin Our Nation’s Schools (Josey Bass, 2006) City Kids, City Teachers (with Bill Ayers and Greg Michie, New Press 2008), and The Trouble With Black Boys…and Other Reflections on Race, Equity and the Future of Public Education (Wiley and Sons, 2008). Dr. Noguera appears as a regular commentator on educational issues on CNN, National Public Radio, and other national news outlets.

Jim Pallotta.

Chairman and Managing Director at Raptor Group.

Mr. Pallotta is the Chairman and Managing Director of Raptor Group, a Boston-based investment management firm. In his portfolio management role at Raptor Capital Management LP®, he manages individual, institutional and his own personal capital.

Previously, from 1993 to 2008, he was employed by Tudor Investment Corporation (Tudor). Mr. Pallotta joined Tudor as Managing Director of the U. S. Equity Securities Group in 1993, became a Member of the Management Committee of Tudor in 1996, and became Vice Chairman of Tudor in 2005. He also served as a Director, Executive Manager and member of the Capital Allocation Committee of Tudor Group Holdings. While at Tudor, Mr. Pallotta served as the principal portfolio manager for the Raptor Global Funds, which he launched in 1993 with $200 million in assets under management. At the peak, Mr. Pallotta was responsible for managing in excess of $11 billion of assets under the Raptor strategy. Mr. Pallotta played an integral role with respect to Tudor’s efforts in direct and co-investments in private equity and third party hedge funds. He served as one of three members on Tudor Ventures’ Investment Committee.

Mr. Pallotta has more than 29 years of experience in equity research and analysis, including 25 years directing client capital. He is a member of the Executive Boards of the Boston Celtics and AS Roma. He is also a member of the Boards of certain charitable organizations.

Diane Schueneman.

Former Senior Vice President & Head of Global Infrastructure Solutions at Merrill Lynch.

Diane Schueneman started at Merrill Lynch & Co. in pre-automation days, working at night as a billing clerk while she was still in high school. It was an inglorious beginning for someone who had, as Head of Global Infrastructure Solutions, run the back office of the nation’s biggest brokerage. She managed services, operations, technology, and information security for the firm, which had net revenues of $35 billion.

Ms. Schueneman is one of a handful of women in top technology jobs on Wall Street. Her rise at Merrill began in 1971 when, lacking the money to finish college, she parlayed her early jobs there into a position in fixed-income sales. Over the next 33 years, she headed numerous businesses.

She oversaw a $1 billion overhaul of brokers’ work stations, a watershed accomplishment that experts say has given Merrill a several-year advantage over its competitors. Ms. Schueneman is currently a Board Member of ICAP Plc.

Joseph Smialowski.

Managing Director at Citigroup.

Joseph Smialowski is the Head of Operation and Technology for Citibank NA, as well as the executive responsible for Citigroup’s Data Innovation program. Prior to this role, Mr. Smialowski was the Executive Vice President of Operations and Technology for Freddie Mac. He was responsible for managing the largest segment of Freddie Mac’s business operations, including all of the company’s mortgage purchasing, master servicing, securities issuance and capital markets operations, and information systems divisions.

Prior to joining Freddie Mac, Mr. Smialowski was Executive Vice President at FleetBoston Financial where he was part of the firm’s management committee and had direct oversight for Fleet’s business lines in Asia, Europe, Latin America and the United States. He held a key role on the integration team following the acquisition of FleetBoston by Bank of America. Prior to joining FleetBoston in 1998, Mr. Smialowski was Chief Information Officer at Sears, Roebuck and Co., while at the same time serving as the Chairman of the National Retail Federation’s Technology Council. Earlier in his career, he held managerial positions in several organizations. He received a B. A. in Philosophy from Merrimack College and a Master’s degree in Computer Systems Management from the Rochester Institute of Technology. Mr. Smialowski served on Year Up’s National Board of Directors until 2008,was one of the founding members for Year Up Boston in 2001, and helped found Year Up National Capital Region in 2005. He also served as the first Chairman of the Year Up New York Board of Directors. In addition, he was instrumental in the design of Year Up’s internal management reporting system. Finally, he introduced Year Up to many large companies such as State Street, CVS, JP Morgan Chase, Freddie Mac and Citi, just to name a few.

Gail Snowden.

Gail Snowden became Chief Executive Officer of Freedom House in January 2009 and retired in 2013. Freedom House’s mission is to promote educational excellence, economic self-sufficiency to alleviate poverty, and social innovation for Boston’s most distressed urban neighborhoods. Freedom House has an extraordinarily rich sixty-year history of addressing issues of poverty, educational achievement and social injustice, such as urban renewal, racial segregation, and educational issues including disparities in academic achievement (which have a long term negative impact on students of color).

From 2004 to 2007, Snowden served as Vice President for Finance and Operations of The Boston Foundation, one of the oldest and largest community foundations in the United States. She oversaw the financial and administrative operations of the $650 million community foundation. Snowden, a veteran of the banking industry and a nationally recognized leader in urban community development, retired from banking after a successful 36-year career. She was Executive Vice President for Bank of America, where she was responsible for strategy development and oversight of over 60 strategic alliances and partnerships. Prior to that, she was President of Fleet Boston Financial Foundation and also served as the Executive Vice President and Managing Director of Fleet Boston Financials Community Investment Group. Here, she was responsible for directing and investing the bank’s resources into low-and moderate-income communities.

Snowden joined Bank Boston in 1968 and served in many capacities through the bank’s numerous mergers, including her membership on the bank’s Leadership Advisory Group. Under her leadership, innovative financial services were brought to those most in need, and nationally recognized community investment efforts were developed. Her contributions resulted in the awarding of “Outstanding” Community Reinvestment Act (CRA) ratings at the banks, and the White House Ron Brown Award for Advocating for the Needs of Minority and Low-Income Constituents.

Pamela Trefler.

Born in San Francisco, California, Pamela Trefler spent most of her childhood outside the United States. After 18 years as an investment banker, she finished her undergraduate degree in English literature at UMass Boston and received a Master’s in Education at Harvard University in 1994. She interned at Dorchester High School (now the Dorchester Education Complex) and is certified to teach English and English as a second language(ESL).

In 1999, Pam and her husband, Alan Trefler, founder of Pegasystems, formed the Trefler Foundation, which has focused resources on public education, including school restructuring and teacher training, and youth development.

Pam has served on many boards in the Boston area, including Boston Partners in Education and Teen Empowerment. Currently, she serves on the Board of Cambridge College and the Advisory Board of the Center for Collaborative.

Craig Underwood.

Founding Board Member & Senior Director of National Accounts at Year Up.

Craig Underwood, founder or co-founder of six for profit and nonprofit enterprises, was a pioneer in developing data-based customer loyalty programs and has been an innovator in the social media and nonprofit spaces. He is an advisor to leading companies, venture capitalists and social entrepreneurs. Craig is currently serving as the Interim Director of Business Development for Year Up Jacksonville. He was also a founding board member of Year Up.

Craig’s experience includes Founder and CEO of Sports Loyalty Systems, Founder and CEO of The LoyaltyGroup/ AIR MILES Canada, Co-Founder of Social Sphere Strategies and Partner at both Bain & Company and The Bridgespan Group, Bain’s nonprofit affiliate. He has served on over 10 start-up, corporate and nonprofit boards.

Craig earned a BA in Political Science from West Virginia University, a Masters in Politics, Philosophy and Economics from Oxford University, where he was a Rhodes Scholar, and an MBA from the University of Chicago. He lives with his two teenage children in Chestnut Hill, Massachusetts. He is an active snowboarder, tennis player and cyclist.

Relatório Anual 2016.

Take a look at our 2016 Annual Report to see what we've accomplished in the last year.

Charity Navigator Evaluation.

We are honored to be rated a 4-star charity by Charity Navigator for the twelfth consecutive year, placing us in the top 1% of tracked organizations.