After a distinguished career dedicated to shaping and strengthening the workforce at the U.S. Army Corps of Engineers (USACE) and the North Atlantic Division (NAD), Sandra Duerinck, a beloved regional workforce development specialist has retired, leaving behind a legacy described fondly by her colleagues as "the gold standard."
Reflecting on decades of service, she is proudest of her work delivering Acquisition, Logistics & Technology (AL&T) training across multiple Major Subordinate Commands (MSCs) and at national USACE conferences. "It was a great feeling of satisfaction to help the employees," Duerinck shared, "but more importantly, so that they could explain why they had specific requirements and how to accomplish them for both the benefit of themselves and the organization."
“Sandra joined the North Atlantic Division 16 years ago as the first regional workforce development specialist, a pivotal role in establishing the NAD Training and Workforce Development Program as we know it today,” said her former supervisor and chief of the Business Management Division, Porscha Porter. “Sandra will surely be missed but she has left a footprint and tremendous legacy that will continue to shape and develop our next generation of leaders on into the future.”
Throughout her tenure at the North Atlantic Division, Duerinck navigated significant transformations within training programs. Among her most notable challenges was the Facility Engineering AL&T Initiative, which initially drew strong resistance from employees due to additional training requirements and certifications.
"Employees were very upset," she recalled. Her approach was personal and transparent: "Talking directly with the employees, explaining the program, the reasons for the extra requirements, but most of all showing how they could benefit from them." This strategy transformed resistance into understanding and eventually enthusiasm, reinforcing her belief that personalized attention and clear communication could overcome the most daunting challenges.
One key lesson from Duerinck’s experience is the importance of balance in training, emphasizing the combination of professional development and technical certifications to prepare personnel for current and future missions. "It’s important to give them the tools and skills to prepare for current and emerging issues and organizational readiness," she said, underscoring the strategic foresight necessary in training and career program planning.
Her role significantly impacted mission readiness and organizational success by proactively identifying competency gaps and ensuring personnel were prepared to handle evolving challenges. "This is how our employees are prepared for what comes next," she affirmed.
To Duerinck’s successor, she offers clear and heartfelt advice: "Get to know the employees as people. This way you know their wants and needs and can foresee opportunities that they could want or need." She highlights that personal connection and teamwork have always led to greater compliance and effectiveness than impersonal directives.
Her involvement with the E-Kids program alongside colleague Danny Rodriguez, NAD’s dam safety manager, serves as a memorable and meaningful experience in her career, designed to engage and inspire young minds through activities like dam models, volcano experiments, and bottle rockets. "It was rewarding to see the faces of the children's expressions for each of the results of their experiments," she recalled warmly.
Her collaborations have also left a lasting impact. When the Army Training Management Program ended, she joined a small group of MSC Training Coordinators to identify a new solution. Their research and teamwork led to adopting an enterprise-wide training management system across USACE, significantly enhancing training effectiveness.
Looking to the future, she acknowledges that training coordinators will face challenges, particularly funding constraints. Her advice to overcome these hurdles includes cross-functional training and mentoring, leveraging internal expertise to sustain high-quality development programs despite limited resources.
She hopes programs she spearheaded, like the Executive Leadership Development, Emerging Leaders, and Mentoring programs, will continue thriving long after her departure. "These programs provide professional development, succession planning, and exposure to more senior personnel, helping build the depth and breadth of our staff," she explained.
“Through her leadership and unwavering commitment, she not only elevated the training program but also enhanced the NAD ELDP, which has become one of the 'gold standard' leadership development programs across USACE,” said Porter.
On a personal level, Duerinck’s experience at USACE has been profoundly transformative.
"I feel that I have grown professionally as I learned more skills and experiences," she said. She found the greatest rewards in mentoring and supporting individual growth, stating, "It was extremely rewarding to mentor employees, build relationships, and watch how the results benefited the employee as they progressed throughout their career."
Now stepping into retirement, she looks forward to continuing her passion for education by working as a substitute teacher in her local school district. Her goal remains unchanged: "I want to make a difference in people's lives and continue to work in academic development," Duerinck said. True to form, her greatest satisfaction comes from empowering others to achieve their goals, mirroring the legacy she built at the U.S. Army Corps of Engineers.