Deputy Assistant Commandant for Workforce Management and Deputy Chief Human Capital Officer
What you'd do
This vacancy is for an ES-0340-00, Deputy Assistant Commandant for Workforce Management and Deputy Chief Human Capital Officer, located in the Deputy Commandant for Personnel at the USCG Headquarters in Washington, D.C. Required Documents section of this announcement lists documents that must be uploaded in order to be considered a complete application package. Applicants who do not submit a complete package will not receive further consideration.
Major duties
The USCG is announcing a challenging Senior Executive Service career opportunity to serve as the Deputy Assistant Commandant for Workforce Management and Deputy Chief Human Capital Officer. The Deputy Assistant Commandant for Workforce Management and Deputy Chief Human Capital Officer responsibilities include: Providing executive level guidance and direction as supervisor of senior Workforce Management office chiefs in substantive and programmatic issues which are highly complex and involve developing policies and programs which affect the overall management of the Coast Guard's total workforce. Advising the Chief Human Capital Officer (CHCO) on all aspects of human capital management for the total workforce. Including developing and implementing strategies and programs to attract, develop, motivate, and retain a high-performing total workforce that is aligned with the Coast Guard's mission and strategic goals. Collaborating with the CHCO on engagements with the Department of Homeland Security (DHS) and other component CHCOs to ensure alignment and coordination of DHS-wide human capital initiatives and best practices, while also supporting the advocacy of unique needs of the Coast Guard's total workforce within the larger DHS Human Capital framework. Developing and implementing military and civilian personnel management plans, policies, procedures, or methods, and taking appropriate action to ensure that program goals and objectives are met, including establishing and modifying work priorities, evaluating the efficiency and effectiveness of the human resources program, assuring necessary inter and intra program coordination, and acting when required to improve work quality and productivity. Using data and partnering with strategic customers to forecast and predict accessions, promotions, retirements and separations, and other workforce flows compatible with force structures, personnel inventories, and billet/position targets. Managing cross-program workforce initiatives and responsibilities by partnering with the Chief Learning Officer to develop, coordinate, implement and monitor Coast Guard-wide strategic educational and training plans in the areas of recruitment, performance, awards, and employee and labor relations. Assuring merit-based criteria in determining qualifications, selections and assignments, training, promotions, details, discipline, and awards to personnel. Developing and implementing strategic plans for financial audit activities related to financial reporting, monitoring financial internal controls for effectiveness, and ensuring compliance with applicable financial related requirements. Providing executive-level oversight, coordination, and direction to ensure business processes are optimized to support service delivery throughout the Coast Guard and to serve as sponsor for an integrated financial, procurement, and asset management information system. Advising top management officials regarding the programmatic aspects of operational and organizational changes, participating in planning relative to military and civilian human resources information to mission requirements, and relating objectives to the broad needs of management. Consulting with and advising senior personnel and management officials of the Department of Homeland Security, Office of Personnel Management, General Accounting Office, Department of Defense and other Federal and local departments and agencies on mattersrelating to Coast Guard programs and the improvement of human resources services in the Federal government.
What you need to qualify
Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Candidates will not be hired based on their race, sex, color, religion, or national origin. To meet the minimum qualification requirements for this position, you must show that you possess the Executive Core Qualifications (ECQs) and Technical Qualifications (TQs) related to this position within your resume - NOT TO EXCEED 2 PAGES. Resumes over the 2-page limit will be deemed ineligible and will not receive further consideration. Separate narratives will not be accepted or reviewed. Your resume should include examples of experience, education, and accomplishments applicable to the qualification(s). If your resume does not reflect demonstrated evidence of these qualifications, you may not receive consideration for the position. There is NO requirement to prepare a narrative statement specifically addressing the Executive Core Qualifications (ECQs) or the Technical Qualifications (TQs). TECHNICAL QUALIFICATIONS (TQs): Your resume should demonstrate accomplishments that would satisfy the technical qualifications. TQ 1: Demonstrated experience as an HR professional in providing leadership and direction to the development, implementation, integration, and management of military and civilian workforce management strategies, policies, programs, and techniques in support of the business needs of a large and complex (geographically dispersed/multidisciplinary) organization. TQ 2: Demonstrated results-driven leadership and management of a subordinate staff performing a wide range of Human Capital policy development, planning, and operating activities, including recruiting, hiring, workforce planning, human resources technology, entitlements, benefits, performance, recognition, advancements and promotions, and Flag and SES management, etc. EXECUTIVE CORE QUALIFICATIONS (ECQs): In addition to the Technical Qualification Requirements listed above, all new entrants into the Senior Executive Service (SES) under a career appointment will be assessed for executive competency against the following five mandatory ECQs. If your 2-page resume does not reflect demonstrated evidence of the ECQs and TQs, you may not receive further consideration for the position. There are five ECQs: ECQ 1: Commitment to the Rule of Law and the Principles of the American Founding - This core qualification requires a demonstrated knowledge of the American system of government, commitment to uphold the Constitution and the rule of law, and commitment to serve the American people. ECQ 2: Driving Efficiency - This core qualification involves the demonstrated ability to strategically and efficiently manage resources, budget effectively, cut wasteful spending, and pursue efficiency through process and technological upgrades. ECQ 3: Merit and Competence - This core qualification involves the demonstrated knowledge, ability and technical competence to effectively and reliably produce work that is of exceptional quality. ECQ 4: Leading People - This core qualification involves the demonstrated ability to lead and inspire a group toward meeting the organization's vision, mission, and goals, and to drive a high-performance, high-accountability culture. This includes, when necessary, the ability to lead people through change and to hold individuals accountable. ECQ 5: Achieving Results - This core qualification involves the demonstrated ability to achieve both individual and organizational results, and to align results to stated goals from superiors. Note: If you are a member of the SES or have been certified through successful participation in an OPM approved SES Candidate Development Program (SESCDP), or have SES reinstatement eligibility, you do not need to respond to the ECQs. Instead, you should attach proof (e.g., SF-50, Certification by OPM's SES Qualifications Review Board (QRB)) of your eligibility for noncompetitive appointment to the SES.
Before you apply
Federal applications are different: your resume should be 3–5 pages and mirror the language of this announcement. Read our federal resume guide first — it's the #1 reason qualified people get screened out.
Don't miss the next one.
Get an email the moment a similar federal job opens — postings can close in as little as 5 days.