The Congressional Research Service (CRS) works exclusively for the United States Congress, providing objective, nonpartisan research and analysis to committees and Members of the House and Senate. CRS seeks a senior level executive to serve as an Assistant Director and lead its Office of Administrative Operations (OPS). This is a senior leadership position. Applications received for this position will not be considered for other CRS vacancies.
In leading OPS, the Assistant Director will direct, guide, and oversee CRS’s financial and administrative business operations and its workforce management and development operations. As a member of the CRS senior management team, the Assistant Director will serve as the principal advisor in these functional areas for the Director, Deputy Director and CRS executive management team. The Assistant Director will provide policy direction, guidance, review, and oversight of CRS’s financial and administrative business functions, and develop and enhance CRS’s ability to attract, develop, and retain the human capital needed to perform research and analysis for the Congress. The selectee will represent the Director and Deputy Director on issues involving CRS’s role, activities, and interaction with Congress and other Library entities in relevant areas of strategic planning and program performance assessment; human capital management; budgeting, procurement, and financial management; and facilities management. The competencies below are required for this position. Those marked with a double asterisk (**) are considered the most critical competencies for this position. A candidate's resume must show a proven record of accomplishment that clearly demonstrates he or she has: (1) Ability to lead and inspire change**: The successful candidate has demonstrated the ability to lead tasks and people effectively and the ability to inspire change in developing and implementing an organization or agency’s values, principles, and direction. This includes the ability to promote ideas with enthusiasm, conviction, and assertiveness; resolve contentious situations; solicit and consider others’ opinions; gain support and commitment from others; motivate and inspire others; and promote a culture of change and growth. (2) Ability to direct an organization’s budgetary, financial management, and support services activities**: The successful candidate has directed budgetary, financial management, and support services activities to accomplish a Federal agency or comparable organization’s mission. This includes taking ownership of the organization’s work and results, determining the most effective methods to accomplish the work, and monitoring and managing day-to-day activities in accordance with established financial management procedures and relevant laws, regulations, and policies, for areas including: planning, preparing, and justifying a budget; executing and monitoring a budget; and managing support services. (3) Ability to direct an organization’s human capital management program and activities and to lead people and manage a workforce**: The successful candidate has directed human capital management programs to accomplish a Federal agency or comparable organization’s mission. This includes taking ownership of the organization’s work and results, determining the most effective methods to accomplish the work, and monitoring and managing day-to-day activities in accordance with established human capital management procedures and relevant laws, regulations, and policies, for areas including: workforce planning, staffing, and recruitment to ensure a qualified workforce; position management and classification; succession planning; professional development; and performance management and staff recognition. The successful candidate will also have directly led staff by managing an office budget; making personnel assignments, establishing performance expectations, providing formal and informal performance feedback, and fostering staff development; and promoting the goals of equal employment opportunity. (4) Ability to identify, define, and solve problems and make decisions: The successful candidate has identified, defined, and diagnosed problems by gathering, examining, and interpreting information to generate effective solutions and make sound business decisions. This includes seeking, logically examining, analyzing, interpreting, and synthesizing information from authoritative sources; generating and evaluating reasonable alternative solutions and the implications, consequences, and benefits of choosing each alternative; selecting the most promising alternative or course of action; and committing to action, even in uncertain situations. (5) Ability to exercise judgment and discretion: The successful candidate has demonstrated awareness of the likely consequences or implications of her/his own actions and work within the context of agency/organizational/ departmental standards. The included acting appropriately in a given situation (e.g., with colleagues, clients, media/press), using discretion, and being committed to confidentiality. (6) Ability to communicate effectively other than in writing: The successful candidate has effectively expressed ideas and recommendations other than in writing in various settings to peers, staff, managers, supervisors, and external audiences to both provide and seek information. This included actively listening to or understanding communicated information and answering questions thoughtfully and completely.
Financial and administrative activities under OPS’s purview include: budget formulation, justification, and execution activities; contracting, procurement, accounting operations and vendor management; travel; facilities, space, and asset management; physical and personnel security; agency performance reviews; and emergency planning coordination and response. Human capital management functions under OPS’s purview include: workforce planning, staffing, and recruitment to ensure a qualified workforce; position management and classification; succession planning; professional development; and performance management and staff recognition. Exercises overall responsibility and delegated authority for the oversight and administration of financial management and workforce management activities necessary to support CRS’s programs and operations. Serves as a key advisor to the CRS Director on various programs, policies and agency-wide change projects; develops, conceives, plans, and implements policies and guidelines affecting broad, emerging, and/or critical CRS programs; establishes and maintains effective working relationships with various high-level individuals in the Library and other legislative and executive agencies; and represents CRS in high-level meetings with other agencies and organizations. Performs the administrative and human resource management functions relative to the staff of the Office of Administrative Operations, including approximately 6 supervisors and over 20 bargaining unit and non-bargaining unit employees. FINANCIAL MANAGEMENT REPONSIBILITIES Through subordinate supervisors, directs budget formulation, justification, and execution activities; oversees accounting operations, vendor payment processes and procedures, and procurement and contracting activities; coordinates financial reporting to the Library; ensures compliant use of the Library’s central financial management systems; directs facilities and space management activities; and provides oversight to mail and courier services operations. Is responsible for assuring compliance with governing budgetary and financial policy, legal, and regulatory requirements. Directs CRS’s financial management activities to advance the overall strategic direction. Conducts evaluations of CRS’s budget and ongoing business activities and recommends improvements, streamlining, or alternatives. Represents CRS on the Library’s Operations Committee. Measures and reports agency performance to the Library and Congress. Oversees the Operating Plan and recommends reprogramming of funds as needed to carry out the mission and annual objectives. Coordinates CRS activities in support of the Library’s management control program. Conducts annual vulnerability assessments and detailed control reviews; reports results of assessments and reviews; monitors open findings; and ensures critical business processes are included in the management control program. Briefs on the budget request, prepares the Director for congressional hearings, provides substantive input and guidance to the Director’s testimony, and coordinates answering of questions for the record after budget hearings conclude. HUMAN CAPITAL MANAGEMENT RESPONSIBILITIES Through subordinate supervisors, directs CRS’s workforce planning, staffing, and staff development, and performance management activities; assists the Director in establishing and implementing CRS’ strategic workforce vision and direction, and oversees all workforce management and development activities to ensure CRS has the intellectual capacity, expertise, and skills to fulfill its mission. Provides expert advice about the impact of actions on human resources policies, practices, and procedures; anticipates problems; and offers alternative solutions that effectively address CRS’s mission and goals. Implements and manages human resources activities including: workforce planning, staffing, and recruitment to ensure a qualified workforce; position management and classification; succession planning; professional development; and performance management and staff recognition. Plans, develops, and administers programs and processes to enable CRS to compete successfully for highly qualified staff; obtain research support via contracts, volunteer and detail opportunities, and internships; retain high performers and reward excellence and innovation; train and develop staff; and ensure workforce management and development programs are responsive, efficient, and effective.