Objective:

To find a position which will utilize my skills and allow me to grow and learn new ones. To work on something I can feel passion or pride about. To find a career, not just a job .

Current Employment:

Confidential

Software Developer

Database Administrator

RHD is a non-profit health care company focused on special needs and addiction therapy, My position as the developer has grown in the year that I've been here. Upon my arrival, my job was to update and build screens for the Clinicians software, Echo, using a combination of SQL and a software-specific GUI interface. Within a short amount of time, this software became obsolete, and the process of finding new software began. I was regularly involved in researching and meeting with third party software companies.Aside from my work with Echo, I've also become involved in building ASP.Net web applications with a C and SQL backend. These were mostly for internal use, such as a Properties database to track the properties that RHD owns.

Previous Employment:

Data Security/Integrity Developer

• The roles of the DSI Developer at Quest include development, organization, and communication. A majority of the work was developing complex SQL stored procedures and SSIS packages. Other tasks included working with HR to keep the data in Quest's database as accurate as possible.
• While there, I assisted in developing a company-wide auditing application. This app collected information from hundreds of other applications at Quest and then displayed the information to allow managers to alter/remove/or accept access for their employees. This was used for both internal and external audits with the company.
• The Systems Developer role requires many different skills. The majority of the position revolves around developing Clinical Test software for large Pharma companies. The development includes coding in SQL, XML, and Jscript.
• Other responsibilities involve writing and comprehending documentation. Developers work alongside testers, project managers, and other departments throughout the development process. There is a good deal of communication between all departments, and a strong understanding of the client's processes and standards is a must.

Senior Developer

• The Comp team at LFG was in charge of maintaining the compensation databases for Wholesalers and Reps out in the field. A majority of the work revolved around sales and making sure that the correct wholesaler was paid on those sales. Minor issues like name or address changes also came into play.
• With a system as large and complex as the Comp databases, there were a good number of things to keep track of. There were constant changes to rules and policies, which would need to become part of our manual work. These changes would also require that we update and repair many stored procedures in order to generate the correct data.
• A typical working cycle would run about three weeks and would consist of between sixty-five and two hundred requests for changes to the system. On top of these requests, there were monthly requirements which were larger scale projects requiring major structural changes.
• Other tasks included data collection for software migration, learning the ins and outs of new software, and managing a team of four developers. Management included assigning work and monitoring progress, running monthly processes to import data into production, and assisting Junior Developers with learning the functionality of the databases.

Database Administrator

• Tasks at Follett were primarily focused on database conversion. The company was in the process of converting several independent Access databases into one centralized SQL Server database. Most of the time was spent interpreting regular processes in Access and making them a reality in the new SQL environment. This included table creation, data loads, and mapping. Several reports were also required, built mainly in SSRS. Other tasks included website maintenance and development as well as call center support.
• Main function at JBS was supporting the HR and Payroll departments. Managed the software package TotalHR used by the two departments. Management of this software included setting up and disabling user accounts, creating user groups and granting the proper group permissions, creating crystal reports, and doing system maintenance and updates. There were many support calls that go along with this. The software ran off of a SQL Server database, which required regular supervision. This included basic update/delete statements as well as more complex stored procedures.
• Other tasks at JBS included backups, updates and support. The hotline averages about fifteen to twenty calls a day. These calls would range from login issues to broken hardware causing production downtime . Quick diagnosis and assigning the proper level of urgency were critical skills. Other support calls include physical printer issues, setting up a new machine, and voicemail setup.
• Backups for the phone systems were done once a week. There were three systems: phone, voicemail, and call center. The backup process included accessing the safe, being responsible for the tapes, and running the backup programs for these three systems.
• There were regular updates to our Intranet each week. A new employee came into the company or an already existing employee relocated and they would need their number in the employee directory updated. There were also document updates, whether it be putting up the new Monthly Safety files or changing a Project Request form. The company intranet was designed using Dot Net Nuke.
• The final projects include installation and maintenance of Kronos Time Entry and PeopleSoft Payroll/HR Systems. Tasks included testing the current system against the new systems, verifying data transfers, and training staff on using the new systems. Time was also spent disabling, and storing the old system while making sure no data was lost or functionality damaged.