Duties

Summary

This position is placed in the Human Capital Management Office (HCMO).
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Responsibilities

As a Supervisory Human Resources Specialist (Performance Management and Employee Recognition Manager) you will be responsible for the following duties:

Serve as DCSA's lead for Performance Management and Employee Recognitions programs; Execute annual performance management and award cycles; serve as the focal point for all updates to processes and the change management initiatives that coincide with processes optimization and modernization; Manage the team that carries out these processes and ensures program goals are set and achieved; Represent DCSA on various IC interagency working groups dealing with issues that touch upon performance management, employee recognition, and strategic working planning.

Additional Details:

• Provide guidance and technical assistance to managers, supervisors, and employees orally or in writing on specific topics, questions, complaints or issues, related to performance management, performance-based compensation, employee recognition and other human resource policies and procedures. Provide substantive analytical and administrative support to DCSA's policies and business processes. Use automated programs and software to conduct analysis and briefs management on findings. Develop and conduct classroom/online training regarding specific topics for managers and employees. Responsible for providing program management for the DCSA Performance Management, Performance-based Compensation and Awards Programs. Facilitate the performance management life cycle ensuring that supervisors, managers and employees complete program requirements.
• Develop and maintain policies, facilitate the approval processes, manage the award budgets and facilitate the award approval processes, manage the awards budget and facilitates the Director Awards Program. Provide advice and/or counsel and instruction to those seeking to recognize employees via the awards process. Develop and provide training to managers and supervisors, plan and carry out special studies or projects, prepare findings and analyze all necessary staff work. Evaluate the program, procedures, and methods through past performance, customer feedback, and leadership guidance. Analyze data and identify existing and potential program areas. Translate findings into specific actions, including new or revised policies, program requirements, guidance training, or other appropriate measures.
• Oversee the sustainment and continued progress and communication of the Defense Civilian Intelligence Personnel System (DCIPS). Assist the HCMO leadership and division chiefs in providing DCSA customers with a full range of operational human capital management programs as they relate to DCIPS to include: developing and communicating high-level staff plans and strategy and reviewing and improving the effectiveness of those plans and strategies; providing workforce planning expertise throughout all levels of the institution; translating the operational planning and performance framework into the workforce capabilities required to deliver business outcomes; and ensuring the HCMO practice and policy is reviewed against external benchmarks and trends and aligned to the Agency's strategic direction and priorities.
• Develop short-, medium-, and long-range goals and objectives and supporting time-phased action plans to achieve goals. Initiate and conduct analytical studies of problems which may affect mission accomplishment. Provide positive, aggressive leadership in the formulation, execution, and management of current programs as well as new program initiatives.
• Monitor, analyze, and interpret new laws, regulations, Executive Orders, directives, and other policy issuances. Adapt higher level guidance to DCSA's specific corporate goals via discrete policies and procedures. Interpret DoD, OPM, DCIPS and Office of the Director of National Intelligence (ODNI) issuances and other related human capital management statutory, regulatory, and policy guidance. Track and assist in the timely implementation of DoD, IC, and DCIPS human capital management policies, and working with division chiefs, helps promulgate DCSA policies, procedures, guidance, and programs.
• Respond to high-priority/time-sensitive projects and initiatives. Respond to Director and Deputy Director, DCSA; the DCSA Chief Operating Officer; and the Chief and Deputy Chief, HCMO and in doing so provides authoritative responses and papers on HCMO policies, practices, and programs. Special assignments typically involve extensive research and fact-finding to develop position and issue papers and may involve interaction with appropriate officials both internal and external to DCSA, IC, and/or to DoD.
• Represent the Chief of HCMO on various IC interagency working groups dealing with issues that touch upon human capital management, such as; strategic planning, organizational development, change management, public/private partnerships, liaison with professional societies, and similar issues or subjects.

Travel Required

Occasional travel - You may be expected to travel for this position.

Supervisory status
Yes

Promotion Potential
None

Requirements

Conditions of Employment

• Must be a US citizen
• Selective Service Requirement: Males born after 12-31-59 must be registered for Selective Service. For more information http://www.sss.gov
• Resume and supporting documents received by 11:59PM EST will be considered
• This is a Drug Testing designated position
• Position is a (DCIPS) position in the Excepted Service under U.S.C. 1601
• Work Schedule: Full Time
• Overtime: Occasionally
• Tour of Duty: Flexible
• PCS (Permanent Change of Station): May be authorized
• Fair Labor Standards Act (FLSA): Exempt
• Financial Disclosure: Not Required
• Telework Eligibility: This position is telework eligible

Qualifications

The experience described in your resume will be evaluated and screened from the Office of Personnel Management's (OPMs) basic qualifications requirements. See OPM's Group Coverage Qualification Standard for Administrative and Management Positions at, https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/#url=Group-Standards , for qualification standards. Competencies and specialized experience needed to perform the duties of the position as described in the MAJOR DUTIES and QUALIFICATIONS sections of this announcement.

Applicant must have directly applicable experience that demonstrates the possession of the knowledge, skills, abilities and competencies necessary for immediate success in the position by 03/08/2021. Qualifying experience may have been acquired in any public or private sector job, but will clearly demonstrate past experience in the application of the particular competencies/knowledge, skills and abilities necessary to successfully perform the duties of the position.

Specialized experience required for this position is:

• Extensive expertise in the Defense Civilian Intelligence Personnel System (DCIPS).
• Human Resources Management expertise that includes experience in the areas of performance management and employee recognition along with applicable policies, regulations and flexibilities.
• Change Management expertise, specifically with a proven track record in the area of human resources management.
• Experience balancing day to day program requirements and output with change management initiatives.
• Proven track record as a self-starter that can lead program modernization efforts and projects/tasks from concept to delivery.
• Accomplished communicator who can develop written communications, deliver briefings and drive decisions with top level leadership.
• Experience conducting statistical, quantitative, and qualitative analysis in support of producing quality insights for human capital program management.

Specifically you will be evaluated on the following competencies:

• Performance Management: Apply performance management concepts, principles practices, and regulations, regarding planning, monitoring, advising on the rating and rewarding of employee performance.
• Change Management: Building energy and engagement around change by using a systematic structured approach to transition from the present to the desired state in individuals, teams, and organizations.
• Strategic Planning: Establish strategic plans that define goals and objectives, priorities, and the ways and means for achieving those goals.
• HR Analytics: Searches for meaningful patterns in data to describe, predict, and improve business performance using statistical, quantitative and qualitative analysis, to evaluate performance. Uses statistical graphics, dashboards, and charts to communicate results.
• HR Policy: Interpreting policy and coordinating policies throughout DoD.
• Communications: Ability to prepare, present, and explain complex data, information, recommendations, and findings.

Education

Substitution of education may not be used in lieu of specialized experience for this grade level.

Additional information

DCSA, as a newly designated Defense Agency is undergoing a multi-year transformation that includes a significant expansion of predecessor agencies' authorities and responsibilities. Mission accretion and associated growth in personnel and resources requires deliberate coordination and planning across operations and support activities to achieve effective outcomes while simultaneously establishing and integrating new activities, initiatives and projects. The new organization will be comprised of nearly 13,000 government and contractor personnel operation throughout the United States and overseas supporting stakeholders across the federal government.

All current and former Federal employees must submit a copy of your latest SF50 (Notification of Personnel Action) showing your tenure, grade and step, and type of position occupied (i.e., Excepted or Competitive); or similar Notification of Personnel Action documentation, i.e., Transcript of Service, Form 1150, etc. Failure to provide latest SF50 will result in you being rated ineligible for this position.

VETERANS PREFERENCE/CURRENT OR FORMER FEDERAL
In accordance with DoD Instruction 1400.25, Volume 2005, veterans preference is not required to be applied when considering candidates with prior Federal competitive or excepted service who have completed a probationary or trial period and have not been separated for cause. Therefore, veterans preference will not be applied to applicants with current federal service, or former federal civilian service meeting the above criteria.

Please review the General Application Information and Definitions at:
http://www.dla.mil/Portals/104/Documents/Careers/downloads/DoDGenAppInfo.pdf .

Other Notes:

• Re-employed Annuitant: This position does not meet criteria for re-employed annuitant. The DoD criteria for hiring Re-employed Annuitants can be found at: http://www.esd.whs.mil/Portals/54/Documents/DD/issuances/140025/1400.25-V300.pdf
• Applicants selected from this announcement may be required to serve a two-year trial period.
• If selected, Federal employees currently serving in the competitive service must acknowledge that they will voluntarily leave the competitive service by accepting an offer of employment for a DCIPS excepted service positions.
• If selected, non-DCIPS candidates must acknowledge in writing that the position they have been selected for is in the excepted service and covered by DCIPS.
• Selection under this appointment authority does not confer civil service competitive status.

How You Will Be Evaluated

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

Once the application process is complete, your resume and supporting documentation will be used to determine whether you meet the job qualifications listed on this announcement. If you are minimally qualified for this job, your resume and supporting documentation will be compared to your responses on the Occupational Questionnaire. If you rate yourself higher than is supported by your application materials, your responses may be adjusted and/or you may be excluded from consideration for this job If you are found to be among the top candidates, you will be referred to the selecting official for employment consideration.

Background checks and security clearance

Security clearance
Sensitive Compartmented Information

Drug test required
Yes

Position sensitivity and risk
Special-Sensitive (SS)/High Risk

Trust determination process
Suitability/Fitness

Required Documents

The documents you are required to submit vary based on the authority you are using to apply (i.e., applying as a veteran, applying as a current permanent Federal employee, applying as a reinstatement, etc.).

Your complete application includes your COMPLETE resume, your responses to the online questionnaire, and documents which prove your eligibility to apply. If you fail to provide these documents, you will be marked as having an incomplete application package and you will not be considered any further.

The following documents are REQUIRED
1. Your resume:

• If area of consideration is limited to the local commuting area, you must reside within 50 miles of the position's location(s) unless otherwise specified. Please ensure your resume reflects your current/commuting address as this will be used in determining whether or not you meet this eligibility requirement.
  
• Narrative responses in the assessment questionnaire do not replace content in your resume or vise a versa. Experience must be described in both places for qualification determinations.
• Your resume may be submitted in any format. It must include your name and contact information and support the specialized experience described in this announcement.
• For qualifications determinations your resume must contain the dates of employment (i.e., Month/Year to present).
• For additional information see: What to include in your resume.

2. Veteran's Documents:

• Please provide a copy of your DD214 showing character of service, SF-15 Form and VA letter showing final percentage, or certification of expected discharge or release from active duty.

3. SF-50:

• If applicable, all current and former Federal employees must submit a copy of your latest SF50 (Notification of Personnel Action) showing your tenure, grade and step, and type of position occupied (i.e., Excepted or Competitive); or similar Notification of Personnel Action documentation, i.e., Transcript of Service, Form 1150, etc. Failure to provide latest SF50 will result in you being rated ineligible for this position.

PLEASE REVIEW THE BELOW LINK FOR OTHER SUPPORTING DOCUMENTS needed for proof of eligibility:
https://www.dla.mil/Portals/104/Documents/Careers/downloads/DoDGenAppInfo%2012-1-2020.pdf?ver=ECNbdsHtGilTd3OENN4A0Q%3d%3d

If selected, additional documentation may be required prior to appointment.

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.