Supervisory Attorney Advisor (Director, Whistleblower's Office)

Duties

If selected for this position, you will have responsibility for carrying out the Office's activities, which include developing long-range and short-range plans and overseeing the day-to-day functions of the Office.

• Leads and provides overall strategic direction for the Whistleblower Office, as well as implements all aspects of the whistleblower program, including the formulation of policies and procedures.
• In coordination with other Division Deputy Directors, the incumbent is responsible for supporting the management efforts of the Division of Enforcement, and providing consultation to the Director of Enforcement on the policies and objectives enforcing compliance with the Commodity Exchange Act (CEA) and regulations hereunder.
• Develops and refines the overall strategic direction of the Whistleblower Program, including the formulation of policies and procedures that will further the mission and programmatic goals of the Commission.
• Leads senior staff in the area of the CFTC's Whistleblower Program, additional rules, regulations, and policies designed to assure the effectiveness and viability of the program and the mandate that the Commission encourage whistleblowers to provide information to the CFTC, as well as protect their confidentiality.
• Advises on policy matters relating to the CFTC's Whistleblower Program and provides technical assistance in the continued development and implementation of major CFTC initiatives pertaining to whistleblowers. Organizes task forces consisting of attorneys and other professionals at the CFTC. Designs the scope and parameters of projects and defines issues to resolve, the data required, and the parties to be consulted.
• Performs independent analysis of legal memoranda and reports prepared by the staff and others, summarizes factual and legal issues involved, briefs the Director of Enforcement with respect thereto, and presents recommendations on the proper course of action.
• Represents the Commission in discussions of policy and program matters with other divisions and the Office of General Counsel. Speaks at international or national and local events that are of a highly technical and specialized nature relating to the Whistleblower Program, including events for senior executives and executive members of the industries regulated by the CFTC. Participates in conferences held by senior staff, members of the public, officials of Self-Regulatory Organizations (SROs) and industry representatives.

Managerial Responsibilities

• Assists the Director of the Division of Enforcement (DOE), in establishing and evaluating Office strategic goals, the progress made toward achieving them, and recommends and implements policies and procedures directed toward improving the efficiency and effectiveness of the Whistleblower's Office.
• Determines the amount of resources to devote to particular projects and the timing of initiating and concluding such projects.
  Evaluates the need for changes in organizational structure and institutes changes as necessary to improve operations.
• Develops appropriate budgets that the office will need to accomplish the strategic goals of the Office. This will entail developing staffing recommendations, travel, materials, research or outside consultants necessary to accomplish the goals in the strategic plan.
• Develops performance standards and prepares performance ratings for employees under their direct supervision and communicates them to employees in a timely manner. Assures that subordinate supervisors prepare and communicate standards to their employees. Serves as the reviewing official for positions under the immediate supervision of subordinate supervisors.
• Participates with DOE leadership in the decision-making process for matters affecting CFTC as a whole. Assures that progress is made toward achieving affirmative action goals, and that all personnel decisions are made in consideration of EEO requirements and principles.
• Manages assigned human, financial and material resources of the Office. Encourages and fosters an environment that supports diversity, inclusion, and equal opportunities. Consistent with applicable Commission policy and processes, and in accordance with the Master Collective Bargaining Agreement, hears and resolves complaints from employees, and responds to grievances, referring grievances and more serious unresolved complaints to a higher-level supervisor or manager.

The incumbent demonstrates a commitment to diversity, equity, and inclusion through continuous development, modeling inclusive behaviors, and proactively managing bias. In partnership with the Office of Minority and Women Inclusion and the Human Resources Branch, the incumbent supports CFTC leadership in ensuring equitable experiences, strengthening inclusion acumen, and promoting a culture of inclusivity and belonging that embraces the contributions of all team members.

Requirements

Conditions of Employment

• U.S. Citizenship
• Background/Security Investigation
• Males born after 12-31-1959 must be registered for Selective Service
• One Year Supervisory/Managerial Probationary Period May Be Required
• Relevant Experience (see Qualifications section)

Bar Membership: Currently an active member in good standing of the bar of a state, territory of the United States, District of Columbia, or Commonwealth of Puerto Rico.

Applicants are responsible for citing minimum qualifications such as JD and Bar membership information (institution name, state for bar, and dates) on their respective resumes. Failure to supply details will result in an incomplete application.

Your resume must include information that emphasizes progressive leadership responsibilities for positions held to include the scope and complexity, program accomplishments, and results of executive actions taken. Additionally, the resume must include information that addresses how your qualifications relate to the Mandatory Technical Qualifications (MTQs) and the Executive Competencies.

NOTE: EACH MANDATORY TECHNICAL QUALIFICATION and EXECUTIVE COMPETENCY must be addressed separately in a supplemental narrative statement. Narrative statements should not exceed one page per qualification/competency (7 pages maximum).

Qualifications

CT-16: In addition to the Executive Competencies and Mandatory Technical Qualifications, applicants must have demonstrated a high level of relevant professional experience in the field of law, which would allow the incumbent to perform as a peer with partners in major law firms and their equivalent. Relevant experience is defined as significant legal experience as a licensed attorney.

Must demonstrate the ability to perform at an Executive Level - see competencies below.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., professional, philanthropic, religious, 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.

Mandatory Technical Qualifications:

Knowledge of the laws, rules and regulations relating to the derivatives markets or other financial markets, or concerning whistleblower programs.

Experience conducting investigations, litigations and/or administrative proceedings. Experience conducting legal analysis, including drafting action memoranda or legal opinions or decisions.

Executive Competencies:

Leading the Organization - Develops and implements an organizational vision that integrates program goals, priorities, and values. Assesses and adjusts to changing situations and implements innovative solutions to make organizational improvements. Strategically formulates objectives and priorities and implements plans consistent with the organization mission.

Leading Others - Provides clear direction and ensures accountability; inspires others; provides constructive feedback; encourages and fosters an environment that supports diversity, inclusion, and equal opportunities. Demonstrates collaborative and cooperative approach. Develops and manages workforce based on staffing needs and budget.

Leading Self - Understands personal strengths and weaknesses and objectively views their behavior. Seeks and accepts constructive feedback and adapts personal leadership style/strategies as needed to most effectively build trust and lead their division.

Business Results - Ability to meet organizational goals and customer expectations. Makes decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks. Forms and communicates a vision and priorities. Develops and executes plans that achieve outcomes for the organization.

Education

Must be a graduate of a law school accredited by the American Bar Association at the time of graduation and be a current member of a bar with a valid license to practice law in a state or territory of the United States.

Additional information

Relocation. Relocation expenses will not be paid.

Probationary Period. One year supervisory/managerial probationary period may be required.

Reasonable Accommodation. Federal agencies must provide reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation for any part of the application and hiring process should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.

Veterans' Preference: There is no formal rating system for applying veterans' preference to attorney appointments in the excepted service; however, the Commodity Futures Trading Commission considers veterans' preference eligibility as a positive factor in attorney hiring. Applicants eligible for veterans' preference must indicate their preference in response to the appropriate question in their assessment questionnaire (it is also recommended that information is included in their cover letter or resume) and they must submit supporting documentation (e.g., DD 214, Certificate of Release or Discharge from Active Duty and other supporting documentation) which verifies their eligibility for preference. Although the "point" system is not used, per se, applicants eligible to claim 10-point preference must submit Standard Form (SF) 15, Application for 10-Point Veteran Preference, and submit the supporting documentation required for the specific type of preference claimed (visit the OPM website, http://www.opm.gov/forms/pdf_fill/sf15.pdf for a copy of SF 15, which lists the types of 10-point preferences and the required supporting document(s). Applicants should note that SF 15 requires supporting documentation associated with service-connected disabilities or receipt of nonservice-connected disability pensions to be dated 1991 or later except in the case of service members submitting official statements or retirement orders from a branch of the Armed Forces showing that their retirement was due to a permanent service-connected disability or that they were transferred to the permanent disability retired list (the statement or retirement orders must indicate that the disability is 10% or more).

The law prohibits public officials from appointing, promoting, or recommending their relatives. The law prohibits requesting, making, transmitting, accepting, or considering political recommendations for employment or other personnel actions for non-political positions. This includes recommendations from Members of Congress, Congressional employees, elected state or local officials, and political party officials and any recommendation based on party affiliation.