Deputy Director, Workforce Management Office
NOAA is where science gains value for the Nation. The NOAA mission is to understand and predict changes in the Earth’s environment and conserve and manage coastal and marine resources to meet our Nation’s economic, social, and environmental needs. NOAA has four Mission Goals and a Mission Support Goal around which all work is planned and organized, they are: (1) to protect, restore, and manage the use of coastal and ocean resources through an ecosystem approach to management; (2) to understand climate variability and change to enhance society’s ability to plan and respond; (3) to serve society’s needs for weather and water information; (4) to support the Nation’s commerce with information for safe, efficient, and environmentally sound transportation; and the mission support goal to provide critical support for NOAA’s mission. NOAA’s Line and Staff Offices execute activities required to achieve these goals through NOAA programs. These programs may involve the activities of more than one Line or Staff Office.
- Occasional Travel
- 10% or greater
To meet the minimum qualifications for this position, you must possess all of the mandatory Executive Core Qualifications and Professional/Technical Qualifications listed below. 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 - Demonstrated knowledge of current and emerging issues and developments in the concepts and principles of strategic human capital management efforts.
PTQ 2 - Experience demonstrating the ability to effectively use planning and analysis skills to identify risks and issues, and provide options and/or innovative alternatives, and establish metrics needed to enhance/improve the administration and delivery of human resources and human capital products and services.
PTQ 3 - Demonstrated ability to provide organizational leadership and establish policies to successfully direct a human resources and human capital program to a geographically dispersed agency.
Note: Responses to PTQs must not exceed 2 pages per PTQ, for a total of 6 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
This position and/or series do not have an education requirement.
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.
The Deputy Director for the Workforce Management Office (WFMO) for the National Oceanic and Atmospheric Administration (NOAA) reports directly to the Director of Workforce Management. The incumbent for this position is the technical expert on all human capital matters relating to the operations of NOAA. The Deputy is responsible for establishing policies to govern the development, management, administration and coordination of NOAA's overall human capital leadership and human resources management programs. He/She provides executive leadership and is responsible for the technical management of NOAA's human capital programs. The Deputy coordinates implementation of NOAA's Strategic Human Capital Management Plan and Departmental policies, through development and issuance of NOAA-wide policies, procedures, guidance and programs. The incumbent exercises oversight on the human resources management functions to ensure operational quality, and consistency of services to NOAA Line and Staff organizations.
1. Providing a strategic approach that attracts and maintains a competent and diverse workforce and creates an environment that develops, encourages, and sustains employees as they work to accomplish WFMO and NOAA strategic goals.
2. Developing long-term strategies for WFMO; coordinating the policy agenda and the policy formulation processes, including analyses and measures of effectiveness; coordinating strategic and scenario planning with WFMO customers and partners; developing business and process models; and facilitating vertical and horizontal integration of vision and strategic goals.
3. Analyzing relationships of systems (policy, resources, incentives, measurement, information, etc.) to determine implications for effective management of Human Capital programs. Recommending courses of action to appropriate levels of leadership that lead to systemic solutions. Assisting Division Chiefs identify system inefficiencies, performance discrepancies, and apply systems thinking to issues and problems. Serving as the system integrator when developing solutions.
4. Overseeing workforce forecasting and analysis functions to ensure appropriate decision tools are readily available to workforce program managers.
5. Planning and administering an efficient system for expediting, controlling, and coordinating communications essential to the effective conduct of WFMO’s business to ensure that the Director and chiefs of all elements are kept fully informed.
6. Overseeing WFMO's administrative operations and supervising the Office Chiefs. Overseeing the performance of all WFMO Offices including capture and analysis of meaningful management information, discovery and implementation of process improvements and consideration of information resource management tools.
7. Employing a planning, programming, budgeting and execution system to enhance WFMO’s capabilities and to guarantee effective delivery of needed products and services.
8. Fostering a WFMO work environment that empowers WFMO employees and enables teamwork, a focus on quality products/services and a commitment to customer service.
9. Developing effective and efficient approaches to meet NOAA’s requirement for strategic human capital management products and services through process optimization and customer satisfaction assessment.
10. Providing oversight and accountability for the administration and implementation of the NOAA Human Capital Accountability Plan as part of the Human Capital Accountability and Assessment Framework (HCAAF) to ensure NOAA complies with, or exceeds, all applicable regulatory and Departmental standards and to foster a management culture committed to compliance with delegated human resources authorities.
11. Consulting with Line, Corporate, and Staff Office leadership for the major NOAA components to design and execute service functions intended to meet the needs of the components and their constituencies. Keeping abreast of ongoing and planned programs throughout NOAA to maintain awareness of those programs that would require WFMO support or would contribute to the enhancement of WFMO products and services.
12. Directing organizational and operational change necessary to increase the efficiency and cost-effectiveness of WFMO.
13. Ensuring timely and adequate implementation of established WFMO goals and objectives.
14. Representing the Director, WFMO, at NOAA and Department level meetings with authority to commit the resources of WFMO and participate with the Director or act on his/her behalf at top level policy meetings including the Office of Personnel Management, Department of Labor, etc.