Agile Defense provides leading-edge Digital Transformation solutions to support and advance our customers' mission. We deliver innovative and high-quality services to our customers worldwide through an empowered and engaged workforce.

Requisition #: 249

Job Title: Project Manager II

Location: WCRO, 8610 Explorer Drive Colorado Springs, Colorado 80920

Clearance Level: Active DoD - TS/SCI with CI Poly

Salary Range: $182,000 - $273,000

Required Certification(s): 

·Must possess current PMP.

SUMMARY

DIA serves as the Executive Agent for the Joint Worldwide Intelligence Communications System (JWICS) providing Wide Area Network capability at the TS//SCI level to the Department of Defense, Intelligence Community, non-title 10, and non-title 50 entities. DIA’s Office of the Chief Information Office operates the JWICS Program on behalf of the agency, operating and maintaining the architecture supporting its nearly 250K users. The JWICS PMO manages JWICS and the associated Modernization effort by overseeing the research, development, design, and implementation phases to deliver new capabilities and maintain current operations of the JWICS architecture.

JOB DUTIES AND RESPONSIBILITIES

·Plan, direct, and coordinate computer-related activities including electronic data processing, information systems, systems analysis, and computer programming.

·Perform day-to-day management of the program and developing long-term and strategic objectives to ensure that end user requirements will be satisfied in future years of the contract.

·Perform horizontal integration planning, and interfacing with other functional areas, ensuring that technical solutions and schedules are implemented in a timely manner.

·Provide management of contract personnel and ensuring high quality and acceptable task completion and deliverables within their contract in compliance with the SOW.

·Provide frequent periodic reports on the status of the contractor staffing.

·Point of contact for non-routine to moderately complex installation projects for communication networks.

·Accountable for meeting contractual performance criteria and due dates during service delivery, and successful overall project completion.

·Coordinate activities in support of program managers and teams that support the provisioning, design, installation, maintenance, and billing of services.

·Track and monitor service orders through completion and turn-up and prepare deliverables.

·Estimate effort, cost, and schedule for complex projects.

·Create project management plans for IT Infrastructure projects; monitor PjMP implementation progress and cost against the plan.

·Escalate removal of blockers to progress and resolution of issues.

QUALIFICATIONS

Required Certifications

·Must possess current PMP.

Education, Background, and Years of Experience

·Bachelor's degree from an accredited institute in an area applicable to the position; an additional four (4) years of experience may be substituted in lieu of a degree.

·Minimum four (4) years of relevant experience in addition to education level.

ADDITIONAL SKILLS & QUALIFICATIONS

Required Skills

·Must possess current PMP.

·Experience working in a DoD or IC environment desired.

WORKING CONDITIONS

Environmental Conditions

·Contractor site with 0%-10% travel possible. Possible off-hours work to support releases and outages. General office environment. Work is generally sedentary in nature, but may require standing and walking for up to 10% of the time. The working environment is generally favorable. Lighting and temperature are adequate, and there are not hazardous or unpleasant conditions caused by noise, dust, etc. Work is generally performed within an office environment, with standard office equipment available.

Strength Demands

·Sedentary – 10 lbs. Maximum lifting, occasional lift/carry of small articles. Some occasional walking or standing may be required. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.

Physical Requirements

·Stand or Sit; Walk; Repetitive Motion; Use Hands / Fingers to Handle or Feel; Stoop, Kneel, Crouch, or Crawl; See; Push or Pull; Climb (stairs, ladders) or Balance (ascend / descend, work atop, traverse).

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Employees of Agile Defense are our number one priority, and the importance we place on our culture here is fundamental. Our culture is alive and evolving, but it always stays true to its roots. Here, you are valued as a family member, and we believe that we can accomplish great things together. Agile Defense has been highly successful in the past few years due to our employees and the culture we create together. We believe several attributes are the root of our very best employees and extraordinary culture. We have named these attributes “The 6 H’s” – Happy, Helpful, Honest, Humble, Hungry, and Hustle.

Happy: We exhibit a positive outlook in order to create a positive environment.

Helpful: We assist each other and pull together as teammates to deliver.

Honest: We conduct our business with integrity.

Humble: We recognize that success is not achieved alone, that there is always more to learn, and that no task is below us.

Hungry: We desire to consistently improve.

Hustle: We work hard and get after it.

These Core Values are present in all our employees and our organization's aspects. Learn more about us and our culture by visiting us here.

COVID-19 Vaccination Requirements

Agile Defense is subject to federal vaccine mandates or other customer/facility vaccination requirements as a federal contractor. As such, to protect its employees' health and safety and comply with customer requirements, Agile Defense may require employees in certain positions to be fully vaccinated against COVID-19. Vaccination requirements will depend on the status of the federal contractor mandate and customer site requirements.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)