Program Manager
What you'd do
This position is located in the System Operations Services, Resource Planning & Support directorate (AJR-R), Employee Management Support Group. The incumbent reports to the Director, Resource Planning & Support. Resource Planning and Support is responsible for providing support on all contractual, financial, and employee services functions for System Operations Support.
Major duties
As the Employee Management Support Group Manager, he/she leads, manages, and directs subordinate employees for multiple organizational units in a mixture of routine and challenging projects based on AJR, ATO, and FAA objectives. Manages the work of a large, multi-level organization typically through subordinate managers. Managerial duties and responsibilities include strategic planning, communicating the organization's vision and objectives; setting priorities, assigning work, monitoring and evaluating performance; coaching and developing staff; and taking or approving corrective/disciplinary action as appropriate. As the Program Manager, he/she is responsible for overseeing, monitoring and tracking staffing for the organization, completing resource analyses based on the strategic needs of the organization and making staffing strategy recommendations. Defines, acquires, and allocates budget, staff, and other resources to accomplish objectives for multiple organizational units/projects/ programs and across multiple functions and/or disciplines. Leads and integrates the budget planning processes for all organizational units/projects/programs under his/her control, and projects both short-term and long-term future needs. Applies a detailed knowledge of the technical aspects of the work that is directed; a detailed knowledge of budget, human resource management, and other administrative policies and procedures. He/she will collaborate with hiring managers to prepare staffing strategies for existing and future needs as well as provide hiring metrics to the organization as required. He/she will ensure the organization complies with LOB Business Rules and Agency policy when evaluating hiring needs and preparing staffing plans to accomplish organizational goals. He /she will review and monitor all staffing actions assigned to the organization. Develops and approves solutions to current and anticipated problems in workforce planning, performance, and other administrative processes and procedures, which cross organizational lines and disciplines. Contacts are routinely internal and external to the directorate and include peers, subordinates, and senior management to discuss statuses and results of projects/programs and plan for the future. As the primary point of contact for policies and procedures, he/she may represent AJG, ATO or FAA externally on matters pertaining to hiring and workforce planning goals and objectives. The incumbent will collaborate with external high-level management in the Office of Human Resources to develop understanding of new policies, procedures and/or processes and to share organizational goals. He/she has authority, within guidelines, to make commitments for the major subdivision, to establish new policies/procedures, and to make exceptions. The Group Manager typically reviews individual and organizational performance on a periodic basis through organizational performance measures to determine success in achieving planned results. He/she has broad discretion to ensure the alignment of all projects/programs with the tactical and strategic (short term and long-term objectives) of the ATO.
What you need to qualify
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 at the next lower level, FV-J: Experience monitoring and tracking staffing metrics for the organization, completing resource analyses based on the strategic needs of the organization and making recommendations for staffing strategies. Eligible applicants meeting the minimum qualification requirements and/or selective placement factor(s) (SPF) may be further evaluated on the Knowledge, Skills and Abilities (KSA) and/or Quality Ranking Factor (QRF) listed in the announcement. Based on this evaluation, applicants will be placed in one of the following categories: (1) score order; (2) category grouping; (3) alphabetical; or (4) priority grouping and referred to the selecting official for selection consideration. 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 interview or any other information obtained during the application process. Any exaggeration of your experience or any attempt to conceal information can result in disqualification. 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.
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