What are the responsibilities and job description for the Chief, Program Management Career Field Team position at AF Career Broadeners?
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The primary purpose of this position is to provide developmental experience designed to broaden the skills and/or enhance the leadership perspective of an identified high-potential, mid-level manager; it is not a continuing position, assignment duration is NTE 36 months.
SPECIALIZED EXPERIENCE: Experience that equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level in the normal line of progression for the occupation in the organization.
FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Applicants must have served at least 52 weeks at the GS-13 or higher grade (or equivalent in an alternate pay system) within the Federal Civil Service to be considered for referral. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.
KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas:
Plans, organizes, and directs the activities of the Program Management Career Program, ensuring compliance with legal and regulatory requirements and meets customer needs. Develops goals and objectives that integrate organization and functional Career Program objectives. Researches, interprets, analyzes and applies the appropriate career program/personnel guidelines, policies, regulations. Establishes policies and procedures for accomplishment of functional Career Program Management. Plans and schedules work in a manner that promotes a smooth flow and even distribution. Coordinates plans and schedules with other organization managers and customers as appropriate. Identifies need for changes in priorities and takes action to implement such changes. Plans work to be accomplished by subordinates, sets and adjusts short-term priorities, and prepares schedules. Assigns work to subordinate employees based on organization priorities and consideration of difficulty and requirements of assignments such that the experience, training, and abilities of staff are effectively utilized to meet organization and customer needs. Balances workload and provides advice, guidance, and direction on a wide range of (functional area) and administrative issues. Structures assignments to create effective and economical positions.
DUTY 2:
Exercises supervisory personnel management responsibilities. Advises and provides counsel to employees regarding policies, procedures, and directives of management. Selects or recommends selection of candidates for vacancies, promotions, details, and reassignment in consideration of skills, qualifications, and mission requirements. Develops, modifies, and/or interprets performance standards. Explains performance expectations to employees and provides regular feedback on strengths and weaknesses. Holds employees responsible for satisfactory completion of work assignments. Appraises subordinate workers performance ensuring consistency and equity in rating techniques. Recommends awards when appropriate and approves within-grade increases. Hears and resolves employee complaints and refers serious unresolved complaints to higher level management. Initiates action to correct performance or conduct problems. Effects minor disciplinary measures such as warnings and reprimands and recommends action in more serious disciplinary matters. Prepares documentation to support actions taken. Identifies employee developmental needs and provides or arranges for training (formal and on-the-job) to maintain and improve job performance. Encourages self-development. Approves master leave schedule assuring adequate coverage for peak workloads and traditional holiday vacation time.
DUTY 3:
Represents the Directorate and promotes civilian career management goals at Policy Council meetings and other formal panel or committee meetings. Briefs functional leadership on career program activities, status of action items, and civilian personnel policy as it impacts on operations. Keeps appraised of new technology impacting methodology and provides constructive suggestions and assistance to facilitate successful transition; orients functional leadership as technologies emerge into program operations. Staff's policy council or panel/committee proposal as necessary to ensure compliance with law and compatibility with Directorate objectives. Meets with key customers and coordinating officials to assess customer satisfaction, explain organization policy and procedures, and resolve problems that arise. Provides or ensures that subordinates provide customer guidance and training. Participates in special projects and initiatives and performs special assignments. Identifies the need for special projects and initiates milestones and goals. Evaluates reports by analyzing facts and performing appropriate research and prepares detailed responses. Determines appropriate recommendations for unresolved or questionable problems and performs follow-up. Researches and determines or recommends appropriate actions or interpretation of issues that impact organization. Installation, command, or agency.
DUTY 4:
Develops methods and philosophy for promoting management advisory services. Directs and monitors analyses and evaluation of functional requirements, operations, organizations, and specialized skills required for positions and employees. Results are applied to advising/counseling managers and employees on such career management actions as career progression, training, assignment, etc.
DUTY 5:
Markets and advocates civilian career management. Determines extent, type, and coverage of program promotional material, information documents, and briefings to effectively publicize the program and obtain management support worldwide. Reviews proposed publications, briefings, and web site initiatives to ensure effective presentation and dissemination of material to both functional and personnel groups.
The primary purpose of this position is to provide developmental experience designed to broaden the skills and/or enhance the leadership perspective of an identified high-potential, mid-level manager; it is not a continuing position, assignment duration is NTE 36 months.
Qualifications:
In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions.SPECIALIZED EXPERIENCE: Experience that equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level in the normal line of progression for the occupation in the organization.
FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Applicants must have served at least 52 weeks at the GS-13 or higher grade (or equivalent in an alternate pay system) within the Federal Civil Service to be considered for referral. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.
KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas:
- Expert knowledge of the mission and organizational structure of the career program functional field to effectively carry out career management responsibilities.
- Knowledge of the laws, regulations, principles, and practices of civilian career management and personnel processes and procedures.
- Ability to plan, organize, and direct the functions and staff of a small to medium sized organization.
- Skill in written and oral communication to communicate with and brief, senior functional and personnel officials.
- Skill in analyzing issues and formulating solutions to problems
- Ability to prepare special studies and staff reports including the ability to meet emergency and/or changing program requirements within available resources and with minimum sacrifice of quality or quantity of work.
Responsibilities:
DUTY 1:Plans, organizes, and directs the activities of the Program Management Career Program, ensuring compliance with legal and regulatory requirements and meets customer needs. Develops goals and objectives that integrate organization and functional Career Program objectives. Researches, interprets, analyzes and applies the appropriate career program/personnel guidelines, policies, regulations. Establishes policies and procedures for accomplishment of functional Career Program Management. Plans and schedules work in a manner that promotes a smooth flow and even distribution. Coordinates plans and schedules with other organization managers and customers as appropriate. Identifies need for changes in priorities and takes action to implement such changes. Plans work to be accomplished by subordinates, sets and adjusts short-term priorities, and prepares schedules. Assigns work to subordinate employees based on organization priorities and consideration of difficulty and requirements of assignments such that the experience, training, and abilities of staff are effectively utilized to meet organization and customer needs. Balances workload and provides advice, guidance, and direction on a wide range of (functional area) and administrative issues. Structures assignments to create effective and economical positions.
DUTY 2:
Exercises supervisory personnel management responsibilities. Advises and provides counsel to employees regarding policies, procedures, and directives of management. Selects or recommends selection of candidates for vacancies, promotions, details, and reassignment in consideration of skills, qualifications, and mission requirements. Develops, modifies, and/or interprets performance standards. Explains performance expectations to employees and provides regular feedback on strengths and weaknesses. Holds employees responsible for satisfactory completion of work assignments. Appraises subordinate workers performance ensuring consistency and equity in rating techniques. Recommends awards when appropriate and approves within-grade increases. Hears and resolves employee complaints and refers serious unresolved complaints to higher level management. Initiates action to correct performance or conduct problems. Effects minor disciplinary measures such as warnings and reprimands and recommends action in more serious disciplinary matters. Prepares documentation to support actions taken. Identifies employee developmental needs and provides or arranges for training (formal and on-the-job) to maintain and improve job performance. Encourages self-development. Approves master leave schedule assuring adequate coverage for peak workloads and traditional holiday vacation time.
DUTY 3:
Represents the Directorate and promotes civilian career management goals at Policy Council meetings and other formal panel or committee meetings. Briefs functional leadership on career program activities, status of action items, and civilian personnel policy as it impacts on operations. Keeps appraised of new technology impacting methodology and provides constructive suggestions and assistance to facilitate successful transition; orients functional leadership as technologies emerge into program operations. Staff's policy council or panel/committee proposal as necessary to ensure compliance with law and compatibility with Directorate objectives. Meets with key customers and coordinating officials to assess customer satisfaction, explain organization policy and procedures, and resolve problems that arise. Provides or ensures that subordinates provide customer guidance and training. Participates in special projects and initiatives and performs special assignments. Identifies the need for special projects and initiates milestones and goals. Evaluates reports by analyzing facts and performing appropriate research and prepares detailed responses. Determines appropriate recommendations for unresolved or questionable problems and performs follow-up. Researches and determines or recommends appropriate actions or interpretation of issues that impact organization. Installation, command, or agency.
DUTY 4:
Develops methods and philosophy for promoting management advisory services. Directs and monitors analyses and evaluation of functional requirements, operations, organizations, and specialized skills required for positions and employees. Results are applied to advising/counseling managers and employees on such career management actions as career progression, training, assignment, etc.
DUTY 5:
Markets and advocates civilian career management. Determines extent, type, and coverage of program promotional material, information documents, and briefings to effectively publicize the program and obtain management support worldwide. Reviews proposed publications, briefings, and web site initiatives to ensure effective presentation and dissemination of material to both functional and personnel groups.
Salary : $127,624