Quantico, Virginia
Sep 17, 2021
Sep 23, 2021
Full Time


This position is placed in the Department of Defense, Defense Counterintelligence and Security Agency, Human Capital Management Office.
Learn more about this agency


As the Chief, Employee and Leader Development, duties include:
- Conducts short- and long-range program planning for areas of responsibility, adjusting workload and resources to meet program demands. Resource responsibilities include staff, systems, and contract support.
- Manages requirements and execution of tracking workforce mandatory training reporting, equivalency approval, coordination of annual training requirements with curriculum owners, and instructional design consultation for training content.
- Stewards SF182 review, approval, and processing procedures. This includes all information management frameworks, process workflows, and budgetary considerations.
- Designs, develops, executes, and oversees execution of employee and leader development training and development strategy aligned with the Department and Agency strategic plans and objectives and other governance documents.
- Determines most appropriate use of limited resources to ensure efficient and effective employee and leader development strategies considering variables, to include funding, resources, time, systems availability, and a geographically dispersed workforce while balancing employee and leader development needs with mission requirements.
- Designs, develops, executes, and leads employee and leader development related advisory and decision boards, supporting current, evolving and future decision making. Develops inclusive partnerships with internal and external organizations to ensure shared understanding of support and direction, and recognition of efficiencies and improved effectiveness.
- Develops methods for effective delivery of training and employee and leader development opportunities including documented processes for selection of training and developmental process, selection and tracking of courses linked to DCSA mission and strategic objectives, and mandatory requirements of the Department.
- Ensures guidelines, procedures, manuals, and operating instructions are developed and communicated to the workforce, ensuring transparency of program execution and maintenance.
- Responsible for tracking mechanisms for course and program attendance and completion, and is responsive and supports all reporting requirements.
- Responsible for planning, execution, and evolution of all aspects of DCSA's New Employee Experience, including oversight, monitoring effectiveness, and planning for each iteration of the course. Monitors and reports regularly on contractor performance per contracting officer requirements. Provides status updates on a per course basis regarding attendees, feedback, issues, and is responsible for the planning and execution of new employee requirements.
- Engages in researching, developing, and implementing new approaches; broadening concepts; and improving standards, techniques, and procedures in order to improve employee and leader development program offerings, effectiveness, and customer service.
- Develops and implements a proactive communications program to ensure the DCSA workforce is fully informed of the goals, processes, and procedures under which employee and leader development programs and training operate. Ensures agency-wide communications to ensure the programs provide clear and correct information concerning all aspects of training and employee and leader development programs.
- Develops instructions and techniques to manage, control, and evaluate courses and programs that comport with DoD and industry standards. Performs technical reviews and comprehensive evaluations of program effectiveness.
- Facilitates the design and development of a DCSA leadership development website that will serve as a portal/access point for the Leadership Development Program (LDP) and a repository for leadership development articles, videos, recommended reading, etc.
- Provides advice and assistance to senior DCSA leadership and Directorate officials, line managers, staff officials, and others, as appropriate, on all leadership development initiatives.
- Conducts research, gathers data, and compiles information to be included in reports and presentations. Assignments involve working with DCSA HCMO staff, supported agencies and offices, coordinating responses and actions, interpreting federal and Departmental policy, providing guidance, communicating with management, compiling required data, reviewing, and submitting to the appropriate staff.
- Serves as the Contracting Officer Representative providing continuous review and analysis to ensure technical requirements of assigned contracts are met. Monitors the level of effort and quality of service through regular communication with the Contractor's POC, Customers, and the Contracting Officer. Provides timely feedback to the Contractor and Contracting Officer on issues presented. Reviews and approves/rejects invoices IAW contract requirements, maintains adequate records documenting performance, and ensures CPARS reporting is completed.

Travel Required

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

Supervisory status

Promotion Potential


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
  • 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): Not Authorized
  • Fair Labor Standards Act (FLSA): Exempt
  • Financial Disclosure: Not Required
  • Telework Eligibility: This position is telework eligible


The experience described in your resume will be evaluated and screened from the Office of Personnel Management's (OPMs) basic qualifications requirements. See: for OPM 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 by 09/21/2021

Applicant must have directly applicable experience that demonstrates the possession of the knowledge, skills, abilities and competencies necessary for immediate success in the position. 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.

You must have specialized experience sufficient to demonstrate that you have acquired all the competencies necessary to perform at a level equivalent in difficulty, responsibility, and complexity to the next lower grade (GS/GG-14) in the Federal service and are prepared to take on greater responsibility.
Generally, this would include one year or more of such specialized experience. Specialized experience for this position includes:
- Extensive experience leading teams that develop and deliver talent development programs to a distributed workforce.
- Extensive and applied knowledge of employee and leader development program evaluation and assessment, along with experience in change management and process improvement based on industry best practices and results from program assessments.
- Extensive experience building and leading programs aimed at developing leaders at all levels of the workforce.
- Extensive experience supporting the evolution of human resource policies, standards, and procedures related to effective talent development programs.
- Extensive knowledge of how training, talent development and educational programs fit in to strategic workforce planning processes and plans.
- Experience administering activities required to design, implement, and lead talent development programs to include daily operations, and resources to facilitate instruction of material, program implementation, and logistics (e.g., personnel, technology, equipment, facilities, budget, contracting, and others.)
- Experience using and configuring human resource management systems and learning management systems to ensure timely, efficient, and accurate processing and tracking of talent development and training requests and completions.

Specifically you will be evaluated on the following competencies:

Communications - Ability to prepare, present, and explain complex data, information, recommendations, and findings.
Instructional Program Evaluation - Assess the learning outcomes, design, and effectiveness of curricula and instructional programs, using internal and external assessment methods and tools, to ensure quality and degree of implementation/adoption, and to inform instructional decisions.
Leadership Development - Knowledge of Leadership Development Programs.
Strategic Planning - Establish strategic plans that define goals and objectives, priorities, and the ways and means for achieving those goals.
Workforce Development - Apply training and development concepts, principles, and practices related to planning, evaluating, and administering organizational and career development initiatives.


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.

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.

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:

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.

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.

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
Top Secret

Drug test required

Position sensitivity and risk
Critical-Sensitive (CS)/High Risk

Trust determination process
National security

Required Documents

Please review the General Application Information and Definitions at:

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 OR be currently employed within a reasonable distance of the advertised position's location(s). Please ensure your resume reflects your current home address and/or employer's address as this will be used to determine the area of consideration eligibility requirement when an SF50 is not applicable
  • 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. 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.
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.

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