Director, Office of Human Capital Services

Employer
USAJobs
Location
Silver Spring, Maryland
Posted
Aug 13, 2022
Closes
Aug 20, 2022
Function
Executive, Director
Hours
Full Time
Duties

This announcement was amended on August 18, 2022 to remove COVID-19 vaccination requirement.

The Office of Human Capital Services (OHCS) is the servicing Human Resource Organization for the National Oceanic and Atmospheric Administration (NOAA). Day-to-day functions of the office include overseeing and providing guidance for policies and programs related to recruitment, hiring, development, and retention of a highly skilled and diverse workforce and employee productivity, job performance, and work-life quilty. The director provides executive leadership over OHCS staff roles and responsibilities, as well as oversight of the management of financial, human capital, and other resources. The Director works directly with NOAA senior management and participates in the Agency's top planning councils to ensure that the human capital and human resources management programs fully meet Agency needs and that these program considerations are fully realized in Agency plans. The Director provides policy, oversight, and supervision in the following areas and has broad responsibility to:
  • Provide administrative leadership and oversight, and coordinate the activities of subordinate organizations; develop and communicate a vision for the attainment of goals and objectives as a cohesive, focused organizational entity; serve as a catalyst for innovation and creativity in analyzing and solving complex problems; foster an environment conducive to teamwork and empowerment of supervisors and employees; promote and encourage diversity in subordinate organizations and throughout
    NOAA.
  • Oversee the development of short- and long-range plans to meet organizational objectives; establish or revise program goals; institute major modifications in the organizational or functional structure, and approve key appointments or promotions to ensure the most efficient organization.
  • Encourage personal and professional development among subordinates and provide opportunities for individuals to accomplish their goals in relation to NOAA and OHCS goals. Fosters an environment conducive to teamwork and empowerment and develops pathways to attract and retain a diverse workforce that is inclusive across the NOAA.
  • Provide executive oversight to the implementation of the NOAA human capital programs while utilizing special emphasis programs to attain diversity and inclusion among the staff, and take proactive steps to reach affirmative action goals.
  • Provide direct executive and technical supervisory oversight to the Business Management and the Quality Assurance Accountability Division Directors.
  • Evaluate and advise the oversight of the management of administrative operations and supervision of Executive Resources, Consulting Services, Human Capital Policy, Workforce Relations and Human Capital Strategy Divisions.
  • Oversee the organizational analysis capability to NOAA management in the development/improvement of the organization and management structure; coordinate clearance and approval of changes through NOAA and the DOC as necessary, to include development of organization orders, functional statements, and organization charts.
  • Consult with Line and Staff Office leadership to design and execute service functions intended to meet the needs of the components and their constituencies. Keep abreast of ongoing and planned programs throughout NOAA to maintain awareness of those programs that would require OHCS support or contribute to the enhancement of human capital services products and services.
  • The Director has full authority to commit OHCS resources and to participate at top level policy meetings including the Office of Personnel Management, Department of Labor, Congress, and other Federal and private sector stakeholders. This authority includes formulating and executing budget and other financial activities that promote the efficiency of Federal service.
  • Monitor the NOAA Corps equivalent position description and performance appraisal system to ensure compatibility between the two distinct human resources management systems when civilian employees and NOAA Corps officers work in the same organization. Review proposed classification of NOAA Commissioned Officers position descriptions and provide the results to the NOAA Commissioned Personnel Center. The Commissioned Personnel Center keeps the Director apprised of Commissioned Officer assignments via the monthly NOAA Corps Bulletin.


  • Requirements

    Conditions of Employment

    • Incumbent may be subject to geographic mobility.
    • Ability to obtain and maintain a Top Secret security clearance.
    • Newly appointed SES members must serve a 1 year probationary period.
    • Position is subject to pre-employment background investigation.
    • Public Financial Disclosure (OGE-278 filing within 30 days is required).
    • Position is subject to random drug testing.


    As a basic requirement for entry into the SES, you must provide evidence of progressively responsible leadership experience that is indicative of senior executive level management capability; and that is directly related to the skills and abilities outlined under the Executive Core Qualifications (ECQs) and the Professional/Technical Qualifications (PTQs) listed under "How You Will Be Evaluated." Typically, experience of this nature will have been gained at or above the GS-14/15 grade level in the Federal service or its equivalent with state or local government, the private sector, or non-governmental organizations.

    Qualifications

    These qualifications would typically be acquired through education, experience, and training which reflect progressive development and achievement in managing a comprehensive business program in a complex organization. An individual's total experience and education must demonstrate the ability to perform the duties of the position. Applicants must meet all of the qualification requirements by the closing date of this announcement.

    SES Executive Core Qualifications (ECQs):

    ECQ 1 - Leading Change: This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment.

    ECQ 2 - Leading People: This core qualification involves the ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts.

    ECQ 3 - Results Driven: This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks.

    ECQ 4 - Business Acumen: This core qualification involves the ability to manage human, financial, and information resources strategically.

    ECQ 5 - Building Coalitions: This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals.

    NOTE: Responses to ECQs must not exceed 10 pages typed in 12-point font.

    Professional/Technical Core Qualifications (PTQs):

    PTQ 1 - Demonstrate expertise in providing visionary leadership for developing and implementing innovative and strategic merit system based
    human resources capital programs in a Federal Agency or corporate entity, characterized by multiple organizational units,
    diverse missions, and a geographically dispersed workforce.


    PTQ 2 - Exercise expert knowledge of current and emerging human capital trends that enhance customer driven business processes
    and human capital programs.


    NOTE: Responses to PTQs must not exceed 2 pages per PTQ, for a total of 4 pages.

    For detailed guidance on ECQs, applicants are strongly encouraged to review the Office of Personnel Management's Guide to Executive Qualifications at http://www.opm.gov/ses/recruitment/ecq.asp

    Example of ECQ statements are available at https://www.opm.gov/policy-data-oversight/senior-executive-service/reference-materials/guidetosesquals_2012.pdf

    Education

    There is no education requirement for this position.

    Additional information

    Background Investigation: This position is designated as TOP SECRET and requires that a background investigation be conducted and favorably adjudicated in order to establish security eligibility.

    Financial Disclosure: This position is covered under the Ethics in Government Act, which requires comprehensive financial disclosures from employees. The appointee will be required to file a Public Financial Disclosure Report (OGE-278), within 30 days after his/her appointment, and then annually thereafter.

    Qualifications Approval and Probationary Period: Persons newly selected for career appointment to the Senior Executive Service must have their executive core qualifications approved by an Office of Personnel Management Qualifications Review Board and will be required to serve a one-year probationary period.

    Mobility: Individuals selected for Senior Executive Service positions may be subject to reassignment across geographical, organizational, and functional lines.

    Direct Deposit: All Federal employees are required by P.L. 104-134 to have federal payments made by Direct Deposit.

    Drug Testing: Applicants tentatively selected for employment in any position are subject to designated and/or random pre-employment and employment urinalysis. Applicants who refuse to be tested will be denied employment and/or removed from employment with the National Oceanic and Atmospheric Administration, Department of Commerce.

    Selective Service: Male applicants born after 12/31/1959, who are required to register with the Selective Service under section 3 of the Military Selective Service Act, must be registered (or must have registered at the time they were required to do so) in order to be eligible for appointment. For more information, visit the SELECTIVE SERVICE SYSTEM web site at http://www.sss.gov/default.htm .

    Veterans' preference: Is not applicable to positions in the Senior Executive Service.

    The Department of Commerce provides reasonable accommodations to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, please notify Kimberly Bowden, the servicing Human Resources Specialist, either by e-mail at Kimberly.Bowden@noaa.gov or by telephone at (301) 628-1881. The decision on granting reasonable accommodation will be on a case-by-case basis. TTY users may contact us via the Federal Relay Service, 1-800-877-8339.