Director Civilian Senior Executive Management Office with Security Clearance

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Job description

Duties Serves as the Department of the Air Force (DAF) senior leader to ensure the successful development and management of the DAFs Executive and Senior Professional Personnel Management Program and Operations. Incumbent has full authority and responsibility to: identify program goals and priorities; develop policies and procedures to guide the program; provide program and technical direction and activities; establish and maintain a data and reporting system; evaluate the status and quality of the program; guide executive talent pool management and development; and determine actions required to improve program effectiveness. Acts as the advisor to the Secratariat and Executive Resources Board and other key executives and officials on all matters pertaining to executive and senior professional personnel. Represents the DAF with OSD, OPM, DOD, other agencies, and external parties on Senior Executive HR issues. Manages the development, review and execution of agency-wide policies and procedures for DAFs SES and executive resources programs which include pay and performance, staffing, awards, competency assessment and development, mobility, reduction-in-force, and performance measurement, management and compliance with all guidance from Office of Personnel Management (OPM). Provides centralized HR services and operations to the Secretariat, and across the entire Department of Air Force. Provides strategic communication, outreach, and consulting services to the Agency's most senior managers and all SES members on the full range of executive programs and policies. This includes advice and assistance on all personnel matters, organizational design and development needs, management issues, competency development, SES mobility programs, and the SES Candidate Development program. Provides DAF-wide technical policy interpretation, operational guidance, and instruction by developing and disseminating directives, technical standards, and similar materials. Serves as the technical authority on HR issues and management concerns. Serve as strategic advisor to senior DAF leaders on HR issues and initiatives. Develops best practice steps for identifying, developing and retaining Senior Executive employees. Develops DAFs view on how to manage its talent and lessons learned. Develops other best practices to handle new and emerging Talent Management (TM) issues. Takes the lead in Department of Air Force's effort and approach to TM. Develops and conducts periodic and systematic talent reviews and assessments. Develop processes to leverage skills and talents against agency corporate or military requirements. Develops talent reviews and succession planning for the Senior Executives Corp. Exercises a full range of supervisory personnel management responsibilities over staff members, making assignments and determining responsibilities and priorities, managing and measuring performance, providing incentives, and ensuring continuous development and learning. Exercises personnel management and affirmative action responsibilities and supervisory responsibilities. The Director manages the staff of HR Specialists and supporting administrative staff with the support of a GS-15 Deputy. Promotes EEO affirmative action to avoid discrimination and to ensure equality of opportunity. Provides centralized leadership for the total management of the Department of the Air Force Executive Management Program world-wide. Prepares agency comments and designs agency programs regarding pertinent laws and regulations. Provides leadership for the development and implementation of short- and long-range executive resources strategies to ensure the recruitment, development and reward of SES members with state-of-the-art competencies to address current and future program requirements. Requirements Conditions of Employment U.S. citizenship is required Males must be registered for Selective Service, see Disclosure of Political Appointments Mobility is a condition of employment and appointment for SES members will be required to sign a Reassignment Rights and Obligations Agreement Selected candidate must file a Executive Personnel Financial Disclosure Report (OGE Form 278) in accordance with the Ethics in Government Act of 1978 Position has been designated Critical-Sensitive and the selectee must have or be able to obtain a Top Secret clearance Drug testing designated position. The incumbent is subject to random testing for drug use IAW Exec. Order 12564, dated 14 Sep 86. Position requires that the incumbent sign a Drug Testing letter and pass urinalysis testing prior to appointment. Position requires travel under conditions specified in the DoD Joint Travel Regulations. Incumbent is expected to travel on short notice to attend high-level meetings. Position may require incumbent to be available for other than normal duty hours to include weekends to support exercises and crisis planning. An initial SES career appointment becomes final only after the individual successfully completes a 1-year probationary period. Attendance to the Air Force's Senior Leader Orientation Course (SLOC) is generally required within 12 months of appointment, subject to course availability. Position may be subject to the post-government employment restrictions of Sections 207(a) and (f) of Title 18, United States Code. Applicants in receipt of an annuity based on civilian employment in the Federal Service are subject to the DoD Policy on The Employment of Annuitants. Qualifications Eligibility will be based upon a clear showing the applicant has training, education and experience of the scope and quality sufficient to effectively carry-out the duties of the position. Candidates must exemplify the corporate perspective, leadership vision, broad experience and character needed in the SES corps not only to satisfy the immediate vacancy, but future vacancies which will occur in a variety of organizations, functions and locations. A. MINIMUM QUALIFICATIONS: 1. Education Requirement: A bachelor's degree from an accredited institution is highly desired. A master's in business management administration or other advanced degree is highly desired. B. MANDATORY TECHNICAL QUALIFICATIONS (TQs): (NTE 2 pages - PDF format) A supplemental statement must be submitted separately addressing each TQ. TQs must provide specific examples that address relevant experience and accomplishments. Applicants should focus on recent experience, education, and training, as some Recruitment Panel and Executive Resources Board members may consider experience that's over 10 years old to be outdated. Applicants must reflect superior technical qualifications demonstrated through leadership and management in the following: 1. Demonstrated experience providing comprehensive guidance and counsel to Senior Executives on human resources policies. Experience must demonstrate exceptional writing skills and expert-level knowledge, application, analysis, and interpretation of human resources policies. 2. Demonstrated experience in managing a complex human resources management organization and related programs, including workforce/staffing assessment ("work measurement"), classification, employee relations, performance management, benefits administration, compensation, employee development and training, human resources information systems, and strategic workforce planning. In addition, DoD requires an Enterprise Perspective. The individual must possess a broad point of view and an awareness and understanding of individual or organizational responsibilities in relation to DoD or government-wide strategic priorities. Executives should demonstrate ability to work with internal and external partners to support national security objectives. This perspective is typically gained through a variety of diverse work experiences. A separate narrative statement is not required this information should be embedded within the application package Resume (not to exceed 5 pages) and Technical Qualifications (not to exceed a combined total of 2 pages) . Education Education: A bachelor's degree from an accredited institution is desired. A master's or advanced degree from an accredited institution is highly desired. An undergraduate technical degree or an advanced degree in either a technical or management field is highly desired. Additional information Veterans' Preference: Veterans' preference is not applicable to the SES. Relocation Authorized: Payment of Permanent Change of Station (PCS) costs is authorized in accordance with the Joint Travel Regulations (JTR). Recruitment/Relocation Incentive: May be offered. Direct Deposit: All federal employees are required to have direct deposit. Tax Law Impact for PCS: On 22-Dec-2017, Public Law 115-97 - the "Tax Cuts and Jobs Act of 2017" suspended qualified moving expense deductions along with the exclusion for employer reimbursements and payments of moving expenses effective 01-Jan-2018 for tax years 2018 through 2025. The law made taxable certain reimbursements and other payments, including driving mileage, airfare and lodging expenses, en-route travel to the new duty station, and temporary storage of those items. The Federal Travel Regulation Bulletin (FTR) 18-05 issued by General Services Administration (GSA) has authorized agencies to use the Withholding Tax Allowance (WTA) and Relocation Income Tax Allowance (RITA) to pay for "substantially all" of the increased tax liability resulting from the "2018 Tax Cuts and Jobs Act" for certain eligible individuals. For additional information on WTA/RITA allowances and eligibilities please click here . Subsequently, FTR Bulletin 20-04 issued by GSA, provides further information regarding NDAA FY2020, Public Law 116-92, and the expansion of eligibility beyond "transferred" for WTA/RITA allowances. For additional information, please click here . If you have questions regarding this announcement and have hearing or speech difficul

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