DIRECTOR, PERFORMANCE, STRATEGY AND INNOVATION DIVISION
The mission of the Architect of the Capitol (AOC) is to serve Congress and the Supreme Court, preserve America's Capitol and inspire memorable experiences. Under the leadership of Stephen T. Ayers, FAIA, LEED AP, the roles and responsibilities of the Architect of the Capitol cover an expansive and diverse portfolio. The AOC is responsible for the maintenance, operation, development and preservation of 17.4 million square feet of buildings and more than 553 acres of land throughout Capitol Hill. The AOC provides a welcoming and educational environment for millions of visitors through the U.S. Capitol Visitor Center and the US Botanic Garden. The AOC also provides professional expertise on the preservation of architectural and artistic elements entrusted to its care. Learn more at www.aoc.gov.
The AOC prides itself on its Core Values of Teamwork, Integrity, Pride and Professionalism.
The PROFESSIONALISM and INTEGRITY of each AOC employee demonstrates our dedication to providing quality services and our commitments to holding ourselves to the highest standards.
We recognize that we do our best work through TEAMWORK, each of us lending our individual strengths and talents to the greater goal of the entire team. We respect each other and rely on each other in our efforts to make the AOC a center of excellence.
We take PRIDE in what we do and in the honor of serving Congress, the Supreme Court, and the American people each and every day.
- Not Required
You must meet the United States Office of Personnel Management's (OPM) qualification requirements (including specialized experience and/or educational requirements) for the advertised position. You must meet all eligibility and qualifications requirements by the closing date of the job announcement. Additional information on the qualification requirements is outlined in the OPM Qualifications Standards Handbook of General Schedule Positions. It is available for your review on the OPM web site at http://www.opm.gov/qualifications.
Specialized experience is experience that has equipped you with the particular knowledge, skills and abilities to perform successfully the duties of the position, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level.
Candidates for the GS-15 grade level must have at least 52 weeks of specialized experience equivalent to the next lower grade level (GS-14) in the Federal service.
Specialized experience is defined as having experience in strategic planning, process improvement, customer relationship management, organizational development, and organizational performance management.
There is no educational requirement for the Management and Program Analysis series (0343); however applicants for positions at grades GS-14 and above in the Architect of the Capitol must possess a Bachelor's degree or higher from an accredited college or university.
***A copy of your transcript(s) and/or diploma will be required upon selection.***
IMPORTANT NOTE: Education completed in foreign colleges or universities may be used to meet the qualification requirements if the applicant can provide documentation indicating that the foreign education is comparable to that received in an accredited educational institution in the United States. It is the responsibility of the applicant to provide such evidence when applying for further information. Please visit: http://www.ed.gov/about/offices/list/ous/international/usnei/us/edlite-visitus-forrecog.html
Q - Nonsensitive
This position is located in the Architect of the Capitol (AOC), Office of the Chief Operating Officer (COO), Performance, Strategy and Innovation Division. The Director is primarily responsible for planning, developing, implementing and evaluating agency-wide strategies, policies, programs and administrative frameworks to improve performance and accountability and to promote leadership, innovation and creativity. This leadership position advises management regarding strategic planning, performance measurement and process improvement to ensure that high quality services are provided to the AOC Capitol Hill complex and to Members of Congress and their staffs.
Strategic Planning/Organizational Development
Supports major strategic planning, organizational design and development, change management and transformation initiatives. Using external and internal reports on the agency, analyzes the current environment, business processes and key stakeholders; identifies the agency’s strengths and weaknesses, finding areas for improvement or considering risks derived from not implementing new strategies. Compares current and future strategies, reviews current and future financial needs and forecasts future trends.
Provides comprehensive recommendations regarding improvements or changes needed to reach current and future strategic goals. Advises AOC leadership on management improvement initiatives to attain the following four strategic goals: Maintain Awe-inspiring Facilities; Provide Extraordinary Services; Foster an Innovative and Empowered Workforce; Operate as One Team, Dedicated to One Mission.
Effectively partners with others to coordinate organizational initiatives such as organizational position structure, large scale change, employee engagement, team effectiveness, and coaching at individual, team and organization levels. Continuously strives to uncover additional information, reviews results and furthers partnerships with AOC executive leadership. Supports executive leadership strengthening, executive team building efforts and processes to maximize the effectiveness of senior executive performance.
Customer Service and Performance Management
Serves as a recognized authority on cultural change, organizational dynamics, customer service/customer relationship management and performance excellence to all levels of the AOC organization.
Serves as a technical advisor to AOC executive leadership regarding innovative solutions to improve customer service/customer relationship mgt. Conducts diagnostics to assess AOC’s customer relationship capabilities/challenges. Identifies issues that, when resolved, will enable the AOC to function more efficiently and effectively. Researches and investigates new or improved business and mgt practices for application to AOC. Plans, advises and makes recommendations to mgt on implementation of new ideas, procedures, methods, tools, or approaches to support customer-centric workflows and processes and achieve ever-higher levels of organizational performance.
Executes business and performance assessments based on industry standard frameworks and benchmarks. Identifies and recommends follow-on actions to the Architect of the Capitol, Chief Operating Officer and other key AOC management officials to assist in closing identified gaps.
Assesses AOC’s business and technical environments and identifies and prioritizes opportunities for organizational improvement. Identifies critical work flows and processes in AOC contributing most directly to achieving critical AOC goals, objectives and strategies. Participates in and/or leads AOC cross-functional teams encompassing all areas of AOC activities in such identification efforts.
Analyzes complex AOC-wide organizational issues, systems and processes to address problems of workflows, organization and planning. Develops recommendations and methodologies to address these. Provides advice and assistance to AOC leadership regarding process and quality improvement issues and initiatives.
Develops and implements process improvement best practices, including establishing standards as required. Considers the implications of emerging technological developments, economic and social trends, etc., in the development of process and quality improvement best practices and methodologies.
Leadership, Supervisory and Managerial Responsibilities
Performs administrative and technical supervisory functions for subordinates. Assigns duties and evaluates performance. Manages the organizational unit’s budget and workload. Resolves complaints and grievances as delegated by higher level supervisors. Practices non-discriminatory and non-retaliatory employment actions and prevents unlawful discrimination or harassment based on race, color, religion, sex, national origin, sexual orientation, genetic information, age or disability. Provides for employee skills enrichment through job related coaching, mentoring and training.