---

Administrative Office of the U.S. Courts is Hiring a Program Analyst Near Washington, DC

Qualifications:

Applicants must have demonstrated experience as listed below. This requirement is according to the AO Classification, Compensation, and Recruitment Systems which include interpretive guidance and reference to the OPM Operating Manual for Qualification Standards for General Schedule Positions.

Specialized Experience: Applicants must have at least one full year (52 weeks) of specialized experience which is in or directly related to the line of work of this position. Specialized experience is demonstrated experience related to the operation of court process and procedure; and assessing and managing operational impacts of new system features.

Highly Desired:

• Extensive knowledge of court procedures and Management/Electronic Court Files applications.
• Authoring business process redesign to drive information technology solutions.
• Ability to develop and recommend new methods to resolve complex problems.
• Excellent computer (e.g., Windows, Word, Adobe) and typing skills.

Responsibilities:

The incumbent will operate as a Change Management Specialist and will report to the Customer Engagement Team Lead within the Operations Division, Court Services Office (CSO), Department of Program Services (DPS). The CSO is seeking a self-motivated Program Analyst to join its team to support the Judiciary's Case Management Modernization (CMM) program. The incumbent will lead efforts to evaluate change impact and organizational readiness; formulate the change management strategy; develop the change management plan; execute the change management plan; and complete the change management process in supporting long-term sustainability of the new products and solutions and develop and execute rollout strategies for all courts.

The incumbent will work with a combined team of federal staff, court TDY, system stakeholders, individuals from the court community, and contract staff that may vary as the program progresses. The incumbent will play a key role in ensuring that the change initiatives meet objectives on time and on budget by increasing employee adoption and usage. The incumbent will focus on the people side of change - including changes to business process, systems and technology, job roles and organizational structures. The incumbent's primary responsibility will be in development of CMM's change management approach.

The ideal candidate must have strong interpersonal skills, extensive knowledge of court procedures, excellent communication skills for the resolution of difficult situations, and excellent computer (e.g., Windows, Word, Adobe) and typing skills.

The duties of this position include, but are not limited to:

1. Leading development of the workforce documentation by memorializing and validating the current process maps; and baselining stakeholder level of effort in current processes; and baselining the current return on investment the stakeholders experience given that level of effort.
2. Developing an initial change readiness assessment through analysis of change variables; providing insight on the scope and complexity; and evaluating and testing of the organization's cultural and operational readiness.
3. Closing coordination with the project's communication lead and user engagement lead to contribute toward their communications and user engagement plans.
4. Collaborating with the national court community through its regional and functional structures to assess field-level change readiness and training needs.
5. Leading in proposing a business process redesign strategy.
6. Contributing toward developing a migration approach- and integrated master schedule based on a requirement traceability matrix, go/no-go criteria for go-live assessment, and a decommission plan for the legacy systems.
7. Collaborating with AO and Court staff to identify training plans to develop.
8. Leading User Acceptance Testing strategy and overseeing the execution.
9. Working with bankruptcy, district, and appellate court process, procedure, and rules.
10. Conducting post-migration assessments regarding impact of changes experienced and the stakeholders' ability to adapt; and making modifications to the workforce assessment, change management plan, training plan, and other transition considerations that may arise.

Job Summary