Duties

Summary

The Department of Housing and Urban Development is the nation's housing agency committed to strengthening the Nation's housing market to bolster the economy and protect consumers; meet the need for quality affordable rental homes; utilize housing as a platform for improving quality of life; and build inclusive and sustainable communities free from discrimination.

Learn more about this agency

Responsibilities

This position is located in the Office of the Chief Human Capital Officer (OCHCO). The OCHCO
is responsible for developing and implementing policies and procedures associated with human
capital management of the Department. In addition, OCHCO develops and implements the
management priorities, policies, and procedures for carrying out the human capital functions which
enable HUD to execute its mission, to include human resources management, associated processes and organizational improvements. The OCHCO advises the Assistant Secretary of Administration (ASA) and members of the Department's senior leadership team on all human resource matters as well as setting workforce strategies for the agency.

The Chief Performance Officer (CPO) leads a broad range of functional areas associated with
cultivating a strong performance culture across HUD. Develops and implements effective
workforce strategies for employee engagement, inclusion, performance management, employee
relations and labor relations to cultivate a diverse, high-performing workforce by creating,
implementing, and maintaining effective practices and activities that support mission objectives.
Within OCHCO, the CPO promulgates a highly collaborative, responsive and client-oriented
culture that places primary imperative on a solutions-based approach and providing outstanding
service across the Department. The incumbent supervises and provides guidance and assistance
pertaining to OCHCO programs and functions relating to Performance Management, Employee
Engagement, Employee Relations, and Labor Relations.Provides day-to-day leadership and direction on Departmental administrative and management functions, as directed by the Assistant Secretary. Provides supervision, oversight and management for subordinate offices in the areas of human resources, communications, facilities management, property management, contract management, and budget and financial administration.

• Directs HUD's strategic performance culture initiatives to focus on outcomes. Facilitates activities that benchmark best practices, provide comparisons across programs and show trends over time.
• Collaborates closely with the CHCO and the Deputy CHCO to set challenging performance culture and employee engagement targets and inclusion strategies for HUD. Ensures strategic alignment of performance goals with Department and government-wide objectives, and clearly articulates organizational objectives and the criteria used to measure progress. Integrates areas of functional responsibility - including employee relations, labor relations, performance management, employee engagement and inclusion - with other OCHCO strategic initiatives.
• Recommends strategies to address future needs. Serves as a change agent, advocate, and facilitator within HUD. Represents OCHCO or the Department in contacts with key officials of other departments and agencies, especially the Office of Personnel Management (OPM), offering HUD perspectives and viewpoints on interagency working groups and in deliberations on Government-wide employee relations, labor relations and performance culture issues.
• Sets the direction of Department-wide employee relations and labor relations programs, delivering products and services consistent with client needs, Departmental policies and regulatory requirements. Serves as the Department's principal functional expert at the executive level on employee relations and labor relations. Advises agency leadership on complex employee and labor relations issues, cases and programs. Ensures employee and labor relations programs support agency programmatic objectives; complying with governing laws, regulations and policies.Provides oversight to ensure disciplinary actions, adverse actions and performance-based actions are tenable, and as/if appropriate, consistent throughout the Department.
• Leads the agency's employee engagement and workforce inclusion programs to include the Federal Employee Viewpoint Survey (FEVS), associated data analysis, and improvement strategies. Leads assessment of Program Office performance culture and engagement plans. Oversees the review of performance against engagement strategies to identify cases of under-performance in organizations to collaborate in structuring corrective actions and monitors the progress of efforts to outcomes.
• Sets the direction for HUD's performance management program and serves as the principal
  OCHCO executive authority. Develops innovative, strategies and programs responsive to HUD and OCHCO's organizational objectives while remaining compliant with government-wide and Departmental laws, regulations, and policies. Establishes strategy around performance planning and assessment (i.e., the Performance Appraisal Assessment Tool (PAAT)) for the Department. Responsible for any HUD performance management system certifications.

Travel Required

Occasional travel - Work related travel may be required.

Supervisory status
Yes

Promotion Potential
00

Requirements

Conditions of Employment

• Must be a US Citizen.
• Must be able to obtain and maintain a Public Trust security clearance.
• A one-year probationary period is required, if not previously completed.
• Must meet Mandatory Technical Qualifications (MTQs).
• Will be required to submit a Public Financial Disclosure Report, SF-278.
• Must meet Executive Core Qualifications (ECQs).

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Qualifications

Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last five (5) years, a political Schedule A, Schedule C, Noncareer SES or Presidential Appointee employee in the Executive Branch, you must disclose this information on your resume and to the Human Resources Office.

As a basic requirement for entry into the SES, applicants must provide evidence of progressively responsible executive leadership and supervisory experience that is indicative of senior executive level managerial capability. This experience should be sufficiently broad in scope and at a major management level in a large or complex organization. The ideal candidate will have experience supervising many employees through subordinate supervisors and have experience hiring, developing, and evaluating employees. Typically, experience of this nature is at the GS-15 or equivalent level in the federal service or its equivalent in the private sector.

Your application should demonstrate that you possess the knowledge, skills, and abilities to successfully fulfill responsibilities inherent in SES positions such as:

• Leading the work of an organizational unit
• Ensuring the success of one or more specific major programs or projects
• Monitoring progress toward strategic organizational goals, evaluating organizational performance and taking action to improve performance
• Supervising the work of employees, developing policy and other executive functions

If your experience does not include these basic qualifications, you will not be determined qualified for this position.

To meet the minimum qualifications for the position, you must show that you possess the five (5) Executive Core Qualifications (ECQs) and Mandatory Technical Qualification (MTQs) listed below. We recommend that your resume and ECQ responses are clear, concise, and emphasize your level of responsibilities, the scope and complexity of programs managed, and your program accomplishments, including the results of your actions.

Failure to meet the basic qualification requirement, executive and technical qualifications automatically disqualifies an applicant.

**Noncompetitive status - If you are a current or reinstatement eligible Career SES or a graduate of an Office of Personnel Management (OPM) approved SES Candidate Development Program (SES CDP) and your ECQs have been certified by OPM's Qualifications Review Board (QRB), you are not required to address the ECQs. You must address the mandatory technical qualifications (MTQs) and include with your application a copy of your most recent SF-50, Notification of Personnel Action, documenting your SES Career Appointment. SES CDP graduates must include a copy of their OPM SES CDP graduation certificate or other proof that your ECQs have been OPM QRB certified. **

The application process used to recruit for this position the TRADITIONAL METHOD.

MANDATORY EXECUTIVE CORE QUALIFICATIONS

All applicants must submit a written narrative addressing each ECQ, not to exceed two (2) pages per ECQ for a total of no more than 10 pages. If your ECQs exceed 10 pages, your application will be disqualified and you will no longer be considered.

OPM has identified five ECQs. The ECQs were designed to assess executive experience and potential - not technical expertise. They measure whether an individual has the broad executive skills needed to succeed in a variety of SES positions - not whether they are the most superior candidates for a position. Successful competence in the SES requires competence in each ECQ. Candidates must demonstrate executive experience in all five (5) ECQs.

Applicants should address each ECQ using the Challenge, Context, Action and Results (C-C-A-R) model when preparing written ECQ narratives. Refer to OPM's Guide to SES Qualifications for examples.

Challenge: Describe a specific problem or goal.

Context : Describe the individuals and groups you worked with, and/or the environment in which you worked to tackle a particular challenge (e.g., clients, co-workers, members of Congress, shrinking budget, low morale).

Action: Discuss the specific actions you took to address a challenge.

Results: Give specific examples of measures/outcomes that had impact on the organization.

These accomplishments demonstrate the quality and effectiveness of your leadership skills.

NOTE: Your responses to the five ECQs must describe the context and the results of your achievements in lay terminology, free of jargon and excessive reliance on acronyms.

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 . (Leadership Competencies: Creativity and Innovation, External Awareness, Flexibility, Strategic Thinking, and Vision).

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. (Leadership Competencies: Conflict Management, Leveraging Diversity, Developing Others and Team Building).

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. (Leadership Competencies: Accountability, Customer Service, Decisiveness, Entrepreneurship, Problem Solving and Technical Credibility).

ECQ 4 - BUSINESS ACUMEN - This core qualification involves the ability to manage human, financial, and information resources strategically. (Leadership competencies: Financial Management, Human Capital Management and Technology Management).

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. (Leadership Competencies: Partnering, Political Savvy and Influencing/Negotiating).

Detailed information on the Executive Core Qualifications is available at Senior Executive Service Executive Core Qualifications .

MANDATORY TECHNICAL QUALIFICATIONS

All applicants must submit a written narrative addressing each MTQ, not to exceed one (1) page per MTQ. Anything more than one (1) page per MTQ WILL NOT be considered. Failure to adhere to the one (1) page per MTQ limit will be disqualified and no longer in consideration.

In addition to the ECQs, applicants must demonstrate possession of the following technical qualifications You must fully address each MTQ to be rated for further consideration.

Demonstrated experience leading a full spectrum of performance culture functions, such as employee engagement, performance management, employee relations and labor relations, across the human capital lifecycle at the strategic and operational levels to include aligning policies and/or programs with an organization's mission and strategic goals.

Demonstrated experience establishing and/or implementing results-oriented programs and systems aligned with OPM's Human Capital Framework Performance Culture focus areas and/or other similar accountability frameworks bolstering organizational agility, adaptability and alignment.

Demonstrated knowledge and expertise in leading employee relations and labor relations programs.

Education

Additional information

CONDITIONS OF EMPLOYMENT:

The U.S. Department of Housing and Urban Development strives to ensure that the public perceives HUD as a fair and equitable agency that administers its programs in an objective and impartial manner. As such, HUD is committed to its government ethics program, which advises employees on applicable ethics laws and regulations designed to protect the agency against real and apparent conflicts of interest. As a federal employee, you will be subject to the Standards of Ethical Conduct and the U.S. criminal conflict of interest statutes. As a HUD employee, you will also be subject to the HUD Supplemental Ethics Regulations which restrict the extent to which a HUD employee can engage in certain activities and hold certain investments. Depending on your position, you may also be required to file a public or confidential financial disclosure report. Upon your new appointment, you will receive guidance regarding your ethics obligations. You will also be required to attend a mandatory ethics training within 3 months of appointment.

HUD employees are prohibited under Section 7501.104, 5 Code of Federal Regulations from directly or indirectly owning, acquiring, or receiving:

• Federal Housing Authority debentures or certificate of claim;
• Financial interest in a project, including any single-family dwelling or unit subsidized by HUD, or which is subject to a note or mortgage insured by HUD;
• Section 8 subsidies to or on behalf of a tenant of property you, your spouse, or a dependent child owns.

The following are exceptions to the Section 8 prohibition:

• The employee, or the employee's spouse or minor child acquires, without specific intent as through inheritance, a property in which a tenant receiving such a subsidy already resides;
• The tenant receiving such a subsidy lived in the rental property before the employee worked for the Department;
• The tenant receiving such a subsidy is a parent, child, grandchild, or sibling of the employee;
• The employee's, or the employee's spouse or minor child's, rental property has an incumbent tenant who has not previously received such a subsidy and becomes the beneficiary thereof; or
• The location of the rental property is in a Presidentially declared emergency or natural disaster area and the employee receives prior written approval from an agency designee.

How You Will Be Evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

Applicants will be evaluated against the Mandatory Technical Qualifications (MTQs) and Executive Core Qualifications (ECQs). As a supplement to your application, please provide examples of relevant experience, training, and personal achievements, which address each of the ECQs and MTQs. The examples should be clear and concise and show levels of accomplishment and degree of responsibility. FAILURE TO FULLY ADDRESS THE REQUIRED QUALIFICATIONS (MTQs and ECQs if applicable) WILL RESULT IN YOUR APPLICATION BEING DISQUALIFIED.

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Background checks and security clearance

Security clearance
Other

Drug test required
No

Required Documents

Your application package must include your:

1. Resume: In addition to your written statements fully addressing the Mandatory Technical Qualifications (MTQs), Executive Core Qualifications (ECQs), and other qualifications as applicable, submit a resume to describe your qualifications. It should include: full name, mailing address, and day and evening telephone numbers and email addresses. Educational information, including the name, city and state of the colleges or universities you attended, as well as the type and year of any degrees received. Information about your paid and non-paid work experience related to the position including:

• Job title (including series and grade, if Federal job)
• Duties and accomplishments
• Employer's name and address
• Supervisor's name and telephone number (indicate if we may contact your current supervisor)
• Starting and ending dates of employment (month/year)
• Hours per week
• Annual salary
• Information about honors, awards, and special accomplishments
• Country of citizenship

2. Reinstatement Eligibles: Include a copy of the Standard Form 50 (Notification of Personnel Action) documenting career appointment to the SES.

3. OPM-Certified SES Candidate Development Program graduates: Provide proof of OPM Qualifications Review Board certification.

4. Written statements fully addressing each of the Mandatory Technical Qualifications (MTQs).

5. Written statements fully addressing each of the Executive Core Qualifications (ECQs). Current or former Career SES employees, or OPM/QRB Candidate Development Program (CDP) candidates whose ECQs have been certified through OPM/QRB are not required to address the ECQs, but MUST address the MTQs.


Veterans Preference does not apply to the SES.

If you are relying on your education to meet qualification requirements:

Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education .

Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.