Posted today
Secret
Unspecified
Unspecified
Management
Alexandria, VA (On-Site/Office)
Duties
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As a Management and Program Analyst (Leadership Development) at the GS-0343-13 some of your typical work assignments will include:
- Serves as the Deputy Program Manager of either the Defense Civilian Emerging Leader Program (DCELP) or Defense Senior Leader Development Program (DSLDP), aligned within DCPAS' Talent Development Directorate, and is responsible for planning, instructional systems design, development, documentation, oversight, day-to-day execution and evaluation of one of these enterprise-wide programs.
- Plans, organizes, and oversees high-profile events such as orientations, graduations, and other ceremonies; represents the Talent Development Directorate, DCPAS, DHRA, and DoW at meetings, symposia, and conferences.
- Develops and maintains cooperative and collaborative working relationships with senior leaders, external commercial entities, academic institutions, Component staff, Congressional staff, and other professional associates; and routinely applies the ability to present complex and controversial issues via presentations to senior leaders throughout the Department and Federal interagency organizations.
- Oversees the development, interpretation, and integration of data from program assessments and interpretative processes that result in continuous program improvements while anticipating and responding to changing technological developments, significant trends, conflicting requirements and new objectives, goals, policies, and guidance.
- Serves as a leader of learning, acting as a catalyst by identifying and championing new innovative processes and future focused policies aimed at advancing the effectiveness of developing the Department's civilian leaders, and transforming programs towards the future of learning and development in DoW.
- Works to ensure the program and associated projects within the incumbent's areas of responsibility (AORs) remains responsive to DoW human capital strategic plans, succession management initiatives, civilian leader development policy, and other planning guidance by full integration into the program's long-, mid-, and short-range strategies, goals, objectives, work plans, and work products and services.
- Serves as a Contracting Officer Representative (COR) for the assigned AOR(s), assuming responsibility and accountability for all related actions to ensure compliance, timeliness, and accuracy of all products, services, and deliverables.
Requirements
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Conditions of employment
You may qualify at the GS-13, if you fulfill the following qualifications:
A. One year of specialized experience equivalent to the 12 grade level in the Federal service:
- Assisting with managing the day-to-day operations of a leader development program by performing a wide variety of administrative, logistical, program planning/analysis, and support activities.
- Implementing effective program management strategies, evaluation and research methodologies, resource allocation, planning, and program tracking, ensuring alignment with strategic directives and human capital plans and policies.
- Managing current and future year resource outlays (financial, personnel, contracts, support agreements, and facilities) that directly support a department-wide, multi-million-dollar program.
Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.
Education
Substitution of education may not be used in lieu of specialized experience for this grade level.
Additional information
Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, the veteran must be a preference eligible or a veteran separated after 3 years or more of continuous active service performed under honorable conditions.
Interagency Career Transition Assistance Programs: This program applies to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: 1) meet ICTAP eligibility criteria; 2) be rated well-qualified for the position; Well qualified is defined as possessing the type and quality of experience that exceeds the positions minimum qualifications. and 3) submit the appropriate documentation to support your ICTAP eligibility. For more information: https://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/ .
Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility requirements:
Persons with Disabilities - Schedule A
Special Hiring Authority for Veterans
Special Hiring Authority for Certain Military Spouses
Other Special Appointment Authorities - Subpart F
Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/register/ )
The selecting official may choose to conduct interviews, and once the selection is made, you will receive a notification of the decision.
NOTE: Declining to be interviewed or failure to report for a scheduled interview will be considered as a declination for further consideration for employment against this vacancy.
Selective Service Requirement: Please visit http://www.sss.gov for more information.
For more information, please visit
https://www.dla.mil/Portals/104/Documents/Careers/downloads/DoDGenAppInfo%2012-1-2020.pdf?ver=ECNbdsHtGilTd3OENN4A0Q%3d%3d
Re-employed Annuitant: This position does not meet criteria for re-employed annuitant. The DoD criteria for hiring Re-employed Annuitants can be found at:
https://www.esd.whs.mil/Portals/54/Documents/DD/issuances/140025/1400.25-V300.pdf
Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level).
Help
As a Management and Program Analyst (Leadership Development) at the GS-0343-13 some of your typical work assignments will include:
- Serves as the Deputy Program Manager of either the Defense Civilian Emerging Leader Program (DCELP) or Defense Senior Leader Development Program (DSLDP), aligned within DCPAS' Talent Development Directorate, and is responsible for planning, instructional systems design, development, documentation, oversight, day-to-day execution and evaluation of one of these enterprise-wide programs.
- Plans, organizes, and oversees high-profile events such as orientations, graduations, and other ceremonies; represents the Talent Development Directorate, DCPAS, DHRA, and DoW at meetings, symposia, and conferences.
- Develops and maintains cooperative and collaborative working relationships with senior leaders, external commercial entities, academic institutions, Component staff, Congressional staff, and other professional associates; and routinely applies the ability to present complex and controversial issues via presentations to senior leaders throughout the Department and Federal interagency organizations.
- Oversees the development, interpretation, and integration of data from program assessments and interpretative processes that result in continuous program improvements while anticipating and responding to changing technological developments, significant trends, conflicting requirements and new objectives, goals, policies, and guidance.
- Serves as a leader of learning, acting as a catalyst by identifying and championing new innovative processes and future focused policies aimed at advancing the effectiveness of developing the Department's civilian leaders, and transforming programs towards the future of learning and development in DoW.
- Works to ensure the program and associated projects within the incumbent's areas of responsibility (AORs) remains responsive to DoW human capital strategic plans, succession management initiatives, civilian leader development policy, and other planning guidance by full integration into the program's long-, mid-, and short-range strategies, goals, objectives, work plans, and work products and services.
- Serves as a Contracting Officer Representative (COR) for the assigned AOR(s), assuming responsibility and accountability for all related actions to ensure compliance, timeliness, and accuracy of all products, services, and deliverables.
Requirements
Help
Conditions of employment
- Must be a U.S. citizen
- Males born after 12-31-59 must be registered for Selective Service
- Resume and supporting documents (See How To Apply)
- Suitable for Federal employment, determined by a background investigation
- May be required to successfully complete a probationary period
- Work Schedule: Full Time
- Overtime: Occasionally
- Tour of Duty: Alternative Work Schedule (AWS)
- Recruitment Incentives: Not Authorized
- Fair Labor Standards Act (FLSA): Exempt
- Financial Disclosure: Required
- Telework Eligibility: This position is telework eligible
You may qualify at the GS-13, if you fulfill the following qualifications:
A. One year of specialized experience equivalent to the 12 grade level in the Federal service:
- Assisting with managing the day-to-day operations of a leader development program by performing a wide variety of administrative, logistical, program planning/analysis, and support activities.
- Implementing effective program management strategies, evaluation and research methodologies, resource allocation, planning, and program tracking, ensuring alignment with strategic directives and human capital plans and policies.
- Managing current and future year resource outlays (financial, personnel, contracts, support agreements, and facilities) that directly support a department-wide, multi-million-dollar program.
Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.
Education
Substitution of education may not be used in lieu of specialized experience for this grade level.
Additional information
Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, the veteran must be a preference eligible or a veteran separated after 3 years or more of continuous active service performed under honorable conditions.
Interagency Career Transition Assistance Programs: This program applies to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: 1) meet ICTAP eligibility criteria; 2) be rated well-qualified for the position; Well qualified is defined as possessing the type and quality of experience that exceeds the positions minimum qualifications. and 3) submit the appropriate documentation to support your ICTAP eligibility. For more information: https://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/ .
Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility requirements:
Persons with Disabilities - Schedule A
Special Hiring Authority for Veterans
Special Hiring Authority for Certain Military Spouses
Other Special Appointment Authorities - Subpart F
Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/register/ )
The selecting official may choose to conduct interviews, and once the selection is made, you will receive a notification of the decision.
NOTE: Declining to be interviewed or failure to report for a scheduled interview will be considered as a declination for further consideration for employment against this vacancy.
Selective Service Requirement: Please visit http://www.sss.gov for more information.
For more information, please visit
https://www.dla.mil/Portals/104/Documents/Careers/downloads/DoDGenAppInfo%2012-1-2020.pdf?ver=ECNbdsHtGilTd3OENN4A0Q%3d%3d
Re-employed Annuitant: This position does not meet criteria for re-employed annuitant. The DoD criteria for hiring Re-employed Annuitants can be found at:
https://www.esd.whs.mil/Portals/54/Documents/DD/issuances/140025/1400.25-V300.pdf
Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level).
group id: DODAF
