As a supervisor/manager, the selectee for this position will be eligible to receive a Manager Performance Incentive (MPI) provided eligibility requirements noted in agency policy are met. The MPI is an annual lump-sum incentive payment that considers agency performance, the manager's individual performance, and available funding. The Safety Analysis Division ensures public health and safety by conducting specialized analyses for the licensing of commercial space launches and reentries.
IN ADDITION TO MEETING THE BASIC EDUCATIONAL REQUIREMENTS BELOW: To qualify for this position, you must demonstrate in your application that you possess at least one year of specialized experience equivalent to the FV-J, FG/GS-14 level. This experience is typically related to the line of work of the position to be filled and which has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of the position. To be creditable, specialized experience must have been at least equivalent to the next lower level in the normal line of progression for the occupation in the organization. ------------------------------------------------------------------------------------------------------------- SPECIALIZED EXPERIENCE IS DEFINED AS: Experience in applying policies, standards, and procedures to ensuring compliance with applicable public safety laws, regulations or other mandatory policies and guidelines, OR Experiencing defining and resolving complex issues and problems affecting the regulation of commercial space transportation activities, OR Experience leading specialized analysis projects, to include flight safety, system safety, or flight safety system evaluation activities for launch and reentry vehicle or site operations, or similarly complex operations. ------------------------------------------------------------------------------------------- You should include relevant examples of the specialized experience in your work history. Errors or omissions may impact your rating or may result in you not being considered. Answer all questions to the best of your ability. DO NOT ASSUME THAT BECAUSE YOU HOLD, OR HAVE HELD THIS POSITION, YOU WILL AUTOMATICALLY BE FOUND ELIGIBLE. You may be asked to provide evidence or documentation that you have this type of experience later in the selection process. Your responses are subject to verification through job interviews, or any other information obtained during the application process. Any exaggeration of your experience or any attempt to conceal information can result in disqualification. Eligible applicants meeting the minimum qualification requirements and/or selective placement factor(s) (SPF) may be further evaluated on the Leadership & Management Dimensions and/or Technical Requirements listed in the announcement. Based on this evaluation, applicants will be placed in one of the following categories: (1) score order; (2) category grouping; or (3) alphabetical; or (4) priority grouping referred to the selecting official for selection consideration. *Applicants who fail to demonstrate possession of any of the above criteria AND who do not provide the required documentation will receive no further consideration for this position.* **All qualification requirements must be met by the closing date of this vacancy announcement.** Applicants may be asked to verify information on your application for employment with the FAA.
Serves as a Branch Manager for the Safety Analysis Division (ASA-200) within AST. The work requires application of professional knowledge, practices, principles, theories, concepts, methods, techniques, and abilities in aerospace engineering. Applies an advanced knowledge of the technical aspects of the appropriate specialization as well as expert knowledge of FAA programs and missions, the commercial space transportation industry, the general principles of launch/reentry applications and operations, and Federal laws, regulations, and policies governing the commercial space transportation industry. Regularly reviews projects and programs to make sure they are aligned with long and short-term AST goals, objectives, and plans. In coordination with the Division Manager, establishes and refines branch objectives to support higher-level goals and plans. Ensures that the branch staff has the required guidance to carry out functions and objectives. Applies budget, human resource, and other administrative policies and procedures to the objectives of the branch. Managerial duties typically affect employees and managers in more than one organizational unit/project/program and include: planning; communicating the organization's vision and objectives; setting priorities; assigning tasks and responsibilities; monitoring and evaluating performance; coaching and developing employee capabilities; approving leave; and taking, recommending or approving corrective/disciplinary actions as appropriate. Work usually includes a mixture of routine and complex projects/programs based on the objectives of the major subdivision/LOB/SO. Contacts are primarily within the organizational unit, major subdivision and the LOB/SO with subordinates, peers, and higher-level managers to discuss the status of projects/programs and to plan for the future. Has authority to make commitments for subordinate organizational units, within guidelines. Maintains effective communication with all stakeholders and builds cooperative, ongoing working relationships with them to achieve organizational objectives. The incumbent will collaborate with all levels of management, including senior level executives and program sponsors/owners to solicit and provide input, coordinate approvals, measure and report progress, and facilitate stakeholder involvement. The Branch Manager supports the Division Manager to execute daily operations. Defines, plans, and organizes assigned budget, staff, and other resources to accomplish objectives for more than one organizational unit/project/program. Work is typically governed by established policies, procedures, and organizational objectives that frequently leave room for discretion. Resolves all but unique problems without the intervention of higher-level management. Regularly called upon to identify problem areas and to develop and recommend new policies and procedures for resolution. Individual and organizational performance is typically reviewed periodically by higher level management, usually through status reports and organizational performance measures. Uses discretion to ensure the alignment of projects/programs with the tactical (short-term) objectives of the major subdivision. Work activities typically impact directly on project/program objectives for more than one organizational unit and for the major subdivision. Work frequently affects the major subdivision's internal and external customers.