Top-Secret Competencies Expert

Top-Secret Competencies Expert:

At B&A, we foster and embrace a distinct set of values that we live by and instill in all aspects of our organization: dedication, commitment, partnership, trust, and recognition. We have incorporated these values into successful delivery for our customers since 1988. B&A believes in ensuring its employees feel deeply connected to B&A, recognizing successes and hard work, and providing continuous opportunities to learn and grow. Our people are entrepreneurial thinkers that combine mindset, vision, and experience to drive value – not only to us as an organization, but to the clients we support. We promote a collaborative culture with our clients, and with each other, as one team working towards a common vision. We’d love for you to join our team!

Job Summary: 

B&A is seeking a Competencies Expert to support a federal government client in advancing strategic workforce planning and talent management initiatives. In this critical role, you will develop, maintain, and enhance competency frameworks that support workforce readiness, career development, recruitment, certification programs, and organizational effectiveness.

The successful candidate will apply expertise in competency modeling, job task analysis, psychometrics, and workforce analytics to ensure competency standards align with Intelligence Community (IC), Department of Defense (DoD), and federal workforce requirements. This role requires strong analytical capabilities and the ability to communicate findings and recommendations to senior leaders and stakeholders.

Responsibilities: 

• Develop, assess, evaluate, maintain, and improve competency models, behavioral indicators, and proficiency standards for NGA workforce positions. 
• Conduct competency reviews twice each fiscal year using ODNI, DoD, and OPM competency resource guides and industry and academic best practices, and report findings within 10 days. 
• Run qualitative and quantitative job task analyses, including Strategic Job Task Analysis, to support workforce planning, hiring, GEOINT Professional Certification, promotions, and other personnel actions. 
• Conduct competency gap analyses across the workforce, and design ways to close gaps through training, development, or hiring. 
• Map competencies to work roles, career paths, and occupational groupings to support workforce planning and talent management. 
• Build minimum qualification requirements for work roles and document the process used. 
• Integrate competencies and work roles across incentive programs, training and development, recruitment and hiring, and human capital analytics. 
•  Perform quality control on the competency library and update PeopleSoft and workforce-facing guides after each review. 
• Communicate competency findings and recommendations to Agency leaders, managers, and staff. 
• Apply AI and machine learning techniques to analyze competency data, spot workforce trends and emerging skill needs, and improve model development and validation. 

Education and Experience: 

• Master’s degree or higher from an accredited institution in Industrial-Organizational Psychology, Organizational Development, Human Resources Management, or Applied Psychology. 
• Minimum of five (5) years developing competency models, behavioral indicators, and related competency factors in accordance with the Uniform Guidelines on Employee Selection Procedures, including:
•  Three (3) years developing and mapping competencies for Intelligence Community (IC) or Department of War (DoW) specific work roles.  
•  Three (3) years of experience with qualitative and quantitative Job Task Analysis (JTA) methodologies. 
•  Experience developing competency models for senior leadership or executive-level positions. 

Required Skills: 

• Ability to align competency models with federal frameworks (e.g., DoD Cyber Workforce Framework (DCWF), National Intelligence employment standards). 
• Experience implementing skills-based assessments for technical roles.
• Experience working with I-O Psychologists or assessment vendors. 
• Strong analytical skills for interpreting competency assessment data. 
• Experience developing competency models for senior leadership or executive-level positions. 

Desired Skills: 

• Two (2) years of experience conducting advanced psychometric validation studies for competency-based assessments. 
• Experience applying Artificial Intelligence techniques to analyze competency data and enhance model development. 
• Two (2) years of experience with the Intelligence Community. 

Security Clearance: 

• Active TS/SCI 
• Willing to submit to a counterintelligence polygraph. 

More About B&A:

Notable Clients
B&A has grown to be a company that is trusted by our clients for exceptional service, innovative solutions, and inspired employees. Our service extends through federal, state, and local Government, the private sector, and higher education. Some of our notable clients include Department of Homeland Security, U.S. Customs and Border Protection, U.S. Senate, U.S. Courts, U.S. Census Bureau, U.S. Navy, and more.

Benefits and Programs

B&A is proud to offer three robust individual and family medical plans to full time employees, including a Health Savings Account (HSA) option as well as two tiers of dental coverage, vision, life & AD&D, disability, accident, hospital indemnity, and critical illness insurance. In addition to these benefits, B&A employees enjoy paid time off, B&A sponsored trainings and certifications, pet insurance benefits, commuter transit benefits and a free subscription to a virtual exercise platform (NEOU). B&A’s 401(k) plan is available to all employees and includes a company matching contribution.

B&A has launched several programs to focus on employee engagement, wellness, and assistance. These include:

• The B&A Cares program: 30/60/90-day wellness check ins, personal development, financial management, and stress management seminars, and more
• A formal mentorship program
• Job shadowing and cross training opportunities
• Brand Ambassador program
• Employee Assistance Program (EAP) - Access to various support resources to include counseling, legal guidance, financial planning, and more
• Monthly teambuilding events
• B&A Annual Wellness Challenges: #StepWithB&A, #WalkDuringLunchWithB&A, #VolunteeringWithB&A, #ExerciseDuringLunchWithB&A, and more

At B&A, we place significant importance on improving the communities and lives of citizens across the nation through our involvement, technology expertise, and employees. B&A puts an emphasis on charitable efforts in the Northern Virginia area, including Capital Area Food Bank pantry drives, book donations, Hope for Henry Foundation events, and many more. In recognition of all these efforts, B&A has been named a Companies as Responsive Employers (CARE) award recipient by Northern Virginia Family Services and nominated by the Northern Virginia Chamber of Commerce for Outstanding Corporate Citizenship Award.

EEO

B&A provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. B&A complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy covers conduct occurring at B&A’s offices, and other workplaces (including client sites) and all other locations where B&A is providing services, and to all work-related activities.

EEO is the Law

B&A participates in e-Verify. We provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS) with information from each new employee’s I-9 Form to confirm work authorization.