Fort Meade, Maryland
Sep 17, 2021
Sep 23, 2021
Human Resources
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


The incumbent serves as DCSA's lead for Performance Management and Employee Recognitions programs. In this role, the incumbent will be the chief architect in executing annual performance management and award cycles. The incumbent will be the focal point for all updates to processes and the change management initiatives that coincide with processes optimization and modernization. The incumbent manages the team that carries out these processes and ensures program goals are set and achieved. The incumbent represents DCSA on various IC interagency working groups dealing with issues that touch upon performance management, employee recognition, and strategic working planning. Additional duties include:
-Provides guidance and technical assistance to managers, supervisors, and employees on specific topics, questions, complaints, or issues, related to performance management, performance-based compensation, employee recognition, and other human resource policies and procedures. Provides analytical and administrative support to DCSA's policies and business processes. Develops and conducts training regarding specific topics for managers and employees. Provides program management for the DCSA Performance Management, Performance-based Compensation and Awards Programs. Facilitates the performance management life cycle ensuring that supervisors, managers, and employees complete program requirements.
-Develops and maintains policies, facilitates the approval processes, manages the awards budget, facilitates the awards approval processes, manages the awards budget, and facilitates the Director Awards Program. Provides advice, counsel and/or instruction to those seeking to recognize employees via the awards process. Develops and provides training to managers and supervisors; plans and carries out special studies or projects; and prepares findings and analyzes all necessary staff work to implement approved recommendations. Continuously evaluates the program, procedures, and methods through past performance, customer feedback, and leadership guidance. Analyzes data and identifies existing and potential program areas. Translates findings into specific actions, including new or revised policies, program requirements, guidance training, or other appropriate measures.
-Oversees the sustainment and continued progress and communication of the Defense Civilian Intelligence Personnel System (DCIPS). Assists 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.
-Develops short-, medium-, and long-range goals and objectives and supporting time-phased action plans to achieve goals. Initiates and conducts analytical studies of problems which may affect mission accomplishment. Provides positive, aggressive leadership in the formulation, execution, and management of current programs as well as new program initiatives.
-Monitors, analyzes, and interprets new laws, regulations, Executive Orders, directives, and other policy issuances. Adapts higher level guidance to DCSA's specific corporate goals via discrete policies and procedures. Specifically interprets DoD, OPM, DCIPS and Office of the Director of National Intelligence (ODNI) issuances and other related human capital management statutory, regulatory, and policy guidance as it applies to DCIPS and DCSA missions and functions. Tracks and assists 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.
-Responds to high-priority/time-sensitive projects and initiatives. Responds 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. Projects may involve interaction with appropriate officials both internal and external to DCSA, IC, and/or to DoD.
-Represents the Chief of HCMO on various IC interagency working groups dealing with issues that touch upon human capital management. These may include strategic planning, organizational development, change management, public/private partnerships, liaison with professional societies, and similar issues or subjects. These engagements are with DCSA Leadership at agency headquarters and through Department of Defense working groups at the Pentagon.

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 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.
Human Resources Policy: Interpreting policy and coordinating policies throughout DoD.
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 Workforce Planning: Analyze workforce data to develop, integrate, and align human resources strategies with the enterprise focus to support and influence decision-making on human capital needs and planning.
Human Resources Analytics: Searches for meaningful patterns in data to describe, predict, and improve business performance using data mining, statistical analysis, quantitative analysis, predictive modeling, computer programming and operations research to quantify performance. Uses statistical graphics, plots, information tables, and charts to communicate results.
Communications: Ability to prepare, present, and explain complex data, information, recommendations, and findings.


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
Sensitive Compartmented Information

Drug test required

Position sensitivity and risk
Special-Sensitive (SS)/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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