This position is part of the Defense Human Resources Activity.
You may qualify at the GS-14, if you fulfill the following qualifications: A. One year of specialized experience equivalent to the GS-13 grade level in the Federal service: Employing advanced leader development program management principles, concepts, and practices sufficient to lead, plan, organize, and direct groups and efforts. Applying a wide range of qualitative, quantitative, and strategic analysis and evaluation methods and techniques sufficient to identify, assess, advise and improve upon programmatic areas and innovative initiatives. Utilizing a high degree of collaboration, innovative thinking, management and organizational skills, advanced influencing and communicating talents, resourcefulness, and an ingenuity for problem resolution and crafting of recommendations. Managing current and future year resource outlays (financial, personnel, and facilities) that directly support a Department-wide, multi-million-dollar program. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.
As a PROGRAM MANAGER (LEADERSHIP DEVELOPMENT) at the GS-0340-14 some of your typical work assignments may include: Serves as the Program Manager of DoD's Defense Civilian Emerging Leader Program (DCELP), aligned within DCPAS' Talent Development Directorate, and is responsible for planning, instructional systems design, development, documentation, oversight, day-to-day execution and evaluation of this enterprise-wide program. Functions as a leader of learning, acting as a catalyst by identifying and championing new innovative processes, assessments, and future-focused initiatives aimed at advancing the effectiveness of the program while maintaining alignment with DoD policy and strategic mission objectives, federal statutes, and Congressional intent. Manages a program budget that supports design/development, operations, evaluations, cost-effective procurement methods, effective use of technology, and a robust communication strategy. Helps monitor all Contracting Officer Representative (COR) actions to ensure compliance, timeliness, and accuracy of all products, services, and deliverables. Develops and maintains cooperative and collaborative working relationships with senior Defense leaders, external commercial entities, academic institutions, Component staff, Congressional staff, and other professional associates; and routinely applies the ability to present complex and controversial issues via presentations to senior leaders throughout the Department and Federal interagency. Works to ensure the program is and remains responsive to DoD human capital strategic plans, succession management initiatives, civilian leader development policy, and other planning guidance by full integration into the program's long-, mid-, and short-range strategies, goals, objectives, work plans, and work products and services. Oversees the development, interpretation, and integration of data from program assessments and interpretative processes that result in continuous program improvements while anticipating and responding to changing technological developments, significant trends, conflicting requirements and new objectives, goals, policies, and guidance.