Director, Diversity and Inclusion (ES-0301)
The mission of the United States Air Force is to fly, fight and win in air, space and cyberspace.
To achieve that mission, the Air Force has a vision of Global Vigilance, Reach and Power. That vision orbits around three core competencies: Developing Airmen, Technology-to-Warfighting and Integrating Operations. Core competencies and distinctive capabilities are based on a shared commitment to three core values -- integrity first, service before self, and excellence in all we do.
LOCATION: Diversity and Inclusion Directorate, Deputy Chief of Staff for Manpower, Personnel, and Services, Headquarters U.S. Air Force (HAF), Pentagon, Washington DC
SALARY: $124,406 - $172,100 per annum. SES members are eligible for bonuses and stipends in addition to annual salary. Recruitment/Relocation Bonus and Moving Expenses may be authorized. This is a Senior Executive Service (SES) Career Reserved position and is assigned a precedence priority code of DV-6 (equivalent to a Brigadier General) for protocol purposes.
CONSIDERATION: Applications will be accepted from all qualified persons. Consideration will be extended without discrimination for any non-merit reason such as race, color, religion, gender, national origin, political affiliation, marital status, age, membership or non-membership in any employee organization, or disability.
**TO BE CONSIDERED, COMPLETE APPLICATIONS MUST BE RECEIVED BY 11:59PM (EST) OF THE CLOSING DATE**
- Occasional Travel
- Incumbent may be required to travel by military and /or commercial aircraft in the performance of assigned tasks.
- Relocation will be authorized.
- U.S. Citizenship Required
- A Testing Designated Position, under the AF Civilian Drug Testing Program
- Must have or be able to obtain a SECRET Security clearance
- Must file an Executive Personnel Financial Disclosure Report
- Selected candidate will be subject to a two-year probationary period
- Active Duty Military Members must indicate retirement eligibility
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. MANDATORY TECHNICAL QUALIFICATIONS (TQs): 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 thats over 10 years old to be outdated. Applicants must reflect superior technical qualifications demonstrated through leadership and management in the following:
(1) Proven senior level leadership directing the formulation and execution of long-range, strategic plans and policies for the management of diversity and inclusion programs.
(2) Demonstrated executive level experience collaborating, supporting, defending and influencing policy decisions and resources at the highest levels of the government and industry.
(3) A thorough understanding of the breadth of major program functional areas, including assessment and analysis, metrics and program performance, outreach and recruitment, development and retention, policy and program sustainment.
B. MANDATORY EXECUTIVE CORE QUALIFICATIONS (ECQs): The ECQs describe the leadership skills needed to succeed as an SES; they also reinforce the concept of an "SES corporate culture." Submit a supplemental statement of the Executive Core Qualifications (ECQs listed below) in the challenge/context/action/result (C-C-A-R) model format as provided by the Office of Personnel Management (OPM) Guide to SES Qualifications. ECQs should focus on relevant and recent experience, education and training accomplishments within the last 10 years. Refer to the OPM Guide to SES Qualifications for specific information and guidance on the ECQ requirements, the C-C-A-R model, and examples of good qualifications statements at the website: http://www.opm.gov/ses/references/GuidetoSESQuals_2010.pdf.
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.
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, Technical Qualifications and Executive Core Qualifications).
C. DESIRABLE QUALIFICATIONS: The following will be used to help rate and rank candidates:
(1) Regardless of governmental agency or department, a career broadening assignment complementary of this position is highly desirable (Examples: plans & programs, research, academia, business management, etc.).
(2) Mix of experience at the following: Major Command (MAJCOM), Combatant Command (COCOM) Service Component, Office of the Secretary of Defense (OSD), Joint Staff, Headquarters Air Force (HAF), other Federal agency or equivalent academic/industry experience.
(3) Completion of Senior Developmental Education and/or equivalent executive development such as Leadership in a Democratic Society, Senior Executive Fellows, National Security Management, Leadership Assessment & Feedback Seminar, Executive Business Management, and/or two equivalent-level executive courses from other colleges, universities, or agencies.
(4) An advanced degree in public administration, human resource development. Industrial psychology or other operations related fields is highly desired or related field is highly desirable.
The role is to serve as the Chief Diversity and Inclusion Officer and the Director, Diversity and Inclusion Directorate for the United States Air Force. This incumbent acts as the diversity and inclusion (D&I) strategic leader, advocate and principal advisor for the United States Air Force (USAF) and its senior leadership. Lead and direct all D&I initiatives, policies, and programs across the Air Force (AF) and advance the commitment to D&I as core institutional values to increase D&I in all dimensions across the active duty, reserve components and civilian workforce. The incumbent provides executive leadership and direction through subordinate supervisors and staff on D&I policies (force structure and human capital analysis; education and training, including recruiting retention, development and advancement initiatives). The Director also oversees the execution of $1M/Yr. budget and has the potential to influence the $160M M HAF/A1 budget. Represents the SecAF and CSAF with a wide range of key internal and external officials.