DCSA is seeking an experienced Supervisory HR Specialist (Performance & Awards) to lead the agency's performance management and employee recognition division. Our performance management system is amid an evolutionary period, which requires a strong leader and change management agent. Don't miss this opportunity to lead within a diverse workforce of highly capable, high-performing, and results-oriented personnel that are leading the way creating and sustaining top-notch workforce programs.

Duties

As a Supervisory HR Spec. (Performance & Awards) you will be responsible for the following duties: Serves as DCSA's lead for Performance Management and Employee Recognitions programs. Chief architect in executing annual performance management and award cycles. Focal point for all updates to processes and the change management initiatives that coincide with processes optimization and modernization. Manages the team that carries out these processes and ensures program goals are set and achieved. Represents DCSA on various IC interagency working groups dealing with issues that touch upon performance management, employee recognition, and strategic working planning. Additional duties include: Provides guidance and technical assistance to managers, supervisors, and employees on specific topics, questions, complaints, or issues, related to performance management, performance-based compensation, employee recognition, and other human resource policies and procedures. Provides analytical and administrative support to DCSA's policies and business processes. Develops and conducts training regarding specific topics for managers and employees. Provides program management for the DCSA Performance Management, Performance-based Compensation and Awards Programs. Facilitates the performance management life cycle ensuring that supervisors, managers, and employees complete program requirements. Develops and maintains policies, facilitates the approval processes, manages the awards budget, facilitates the awards approval processes, manages the awards budget, and facilitates the Director Awards Program. Provides advice, counsel and/or instruction to those seeking to recognize employees via the awards process. Develops and provides training to managers and supervisors; plans and carries out special studies or projects; and prepares findings and analyzes all necessary staff work to implement approved recommendations. Continuously evaluates the program, procedures, and methods through past performance, customer feedback, and leadership guidance. Analyzes data and identifies existing and potential program areas. Translates findings into specific actions, including new or revised policies, program requirements, guidance training, or other appropriate measures. Oversees the sustainment and continued progress and communication of the Defense Civilian Intelligence Personnel System (DCIPS). Assists the HCMO leadership and division chiefs in providing DCSA customers with a full range of operational human capital management programs as they relate to DCIPS to include: developing and communicating high-level staff plans and strategy and reviewing and improving the effectiveness of those plans and strategies; providing workforce planning expertise throughout all levels of the institution; translating the operational planning and performance framework into the workforce capabilities required to deliver business outcomes; and ensuring the HCMO practice and policy is reviewed against external benchmarks and trends and aligned to the Agency's strategic direction and priorities. Develops short-, medium-, and long-range goals and objectives and supporting time-phased action plans to achieve goals. Initiates and conducts analytical studies of problems which may affect mission accomplishment. Provides positive, aggressive leadership in the formulation, execution, and management of current programs as well as new program initiatives. Monitors, analyzes, and interprets new laws, regulations, Executive Orders, directives, and other policy issuances. Adapts higher level guidance to DCSA's specific corporate goals via discrete policies and procedures. Specifically interprets DoD, OPM, DCIPS and Office of the Director of National Intelligence (ODNI) issuances and other related human capital management statutory, regulatory, and policy guidance as it applies to DCIPS and DCSA missions and functions. Tracks and assists in the timely implementation of DoD, IC, and DCIPS human capital management policies, and working with division chiefs, helps promulgate DCSA policies, procedures, guidance, and programs. Responds to high-priority/time-sensitive projects and initiatives. Responds to Director and Deputy Director, DCSA; the DCSA Chief Operating Officer; and the Chief and Deputy Chief, HCMO and in doing so provides authoritative responses and papers on HCMO policies, practices, and programs. Projects may involve interaction with appropriate officials both internal and external to DCSA, IC, and/or to DoD. Represents the Chief of HCMO on various IC interagency working groups dealing with issues that touch upon human capital management. These may include strategic planning, organizational development, change management, public/private partnerships, liaison with professional societies, and similar issues or subjects. These engagements are with DCSA Leadership at agency headquarters and through Department of Defense working groups at the Pentagon.

Requirements

• Must be a US citizen
• Selective Service Requirement: Males born after 12-31-59 must be registered for Selective Service. For more information http://www.sss.gov
• Resume and supporting documents received by 11:59PM EST will be considered
• This is a Drug Testing designated position
• Position is a (DCIPS) position in the Excepted Service under U.S.C. 1601
• Work Schedule: Full Time
• Overtime: Occasionally
• Tour of Duty: Flexible
• PCS (Permanent Change of Station): Not Authorized
• Fair Labor Standards Act (FLSA): Exempt
• Financial Disclosure: Not Required
• Telework Eligibility: This position is telework eligible, but is not a full time telework position. The incumbent will be required to report to the office on a routine basis.
• If selected, the incumbent must obtain and maintain appropriate security clearance as indicated in job announcement.

Qualifications

The experience described in your resume will be evaluated and screened from the Office of Personnel Management's (OPMs) basic qualifications requirements. See: Human Resources Management Series 0201 (opm.gov) for OPM qualification standards, competencies and specialized experience needed to perform the duties of the position as described in the MAJOR DUTIES and QUALIFICATIONS sections of this announcement by 10/02/2023 Applicant must have directly applicable experience that demonstrates the possession of the knowledge, skills, abilities and competencies necessary for immediate success in the position. Qualifying experience may have been acquired in any public or private sector job, but will clearly demonstrate past experience in the application of the particular competencies/knowledge, skills and abilities necessary to successfully perform the duties of the position. You must have specialized experience sufficient to demonstrate that you have acquired all the competencies necessary to perform at a level equivalent in difficulty, responsibility, and complexity to the next lower grade GG/GS-14 in the Federal service and are prepared to take on greater responsibility. Generally, this would include one year or more of such specialized experience. Specialized experience for this position includes: Led or have played a significant role as a member of a Human Resources Performance Management or Recognition program(s). Experience routinely working in areas of performance management and employee recognition along with applicable policies, regulations, and flexibilities. Experience supervising civilian and/or military Human Resources subject matter experts (SME)/specialists. Experience in positions that interact with senior leadership and/or other key decision makers. Change Management expertise, specifically with a proven track record in the area of human resources management. Specifically you will be evaluated on the following competencies: Performance Management- Apply performance management concepts, principles, practices, and regulations, regarding planning, monitoring, advising on the rating and rewarding of employee performance. Human Resources Policy - Interpreting policy and coordinating policies throughout DoD. Change Management - Building energy and engagement around change by using a systematic, structured approach to transition from the present to the desired state in individuals, teams, and organizations. Strategic Workforce Planning - Analyze workforce data to develop, integrate, and align human resources strategies with the enterprise focus to support and influence decision-making on human capital needs and planning. Communications - Ability to prepare, present, and explain complex data, information, recommendations, and findings. Conflict Management - Anticipates and takes steps to prevent counterproductive confrontations. Manages and resolves conflict and disagreements in a constructive manner.

Education

Substitution of education may not be used in lieu of specialized experience for this grade level.

Contacts

• Address Defense Counterintelligence and Security Agency 27130 Telegraph Road Quantico, VA 22134 US
• Name: DCSA Servicing Team
• Phone: 614-692-2886
• Email: [email protected]