Defense Human Resource Agency's mission is to provide program support, information management, and administrative services to the DoD Components on human resource matters and to collect, archive, and provide management information, research, and analysis of human resources and other related functional area databases for the DoD. This a Tier 1 position in the Senior Executive Service (SES).

Duties

As the Director-SAPRO, your duties will include, Oversees all DoD SAPR programs. Monitors compliance with relevant governance and coordinates with the Secretaries of the Military Departments and the Chief, National Guard Bureau, by reviewing policies, programs, surveillance, reporting data, and other activities related to sexual assault prevention, response, oversight, and their interaction with the investigative and military justice processes. Contributes to strategic planning and program development; guides major technology application efforts and DoD-wide information, collection activities integral to the DoD SAPR program, DoD SAPR program stakeholders, or the public; leads efforts to apply science and technology to DoD SAPR management and policy decisions and acts as the primary subject matter expert for the Department on SAPR. Develops, implements, and integrates DoD-wide policies and programs that promote and SAPR matters. Holds responsibility for all matters related to sexual assault primary prevention within the military community and works to fully collaborate with other integrated primary prevention initiatives throughout the Department. Provides technical advice related to prevention program evaluation and oversight, as well as evidence-based practices and theories to improve prevention strategy, policies, and programs. Oversees operation of the SAPR Training and Education Center of Excellence (SAPRTEC). Employs this operation to establish core competencies and oversee the effectiveness of SAPR program training and the sharing of best practices to comprehensively address stakeholders' requirements for sexual assault prevention, response, and oversight activities across the DoD. Provides policy, oversight, functionality, and other requirements to the Defense Manpower Data Center for the operation of the Defense Sexual Assault Incident Database (DSAID). Ensures that DSAID reporting, case management, and business functions stay responsive to policy, law, and stakeholder requirements. Leads the Sexual Assault Response Workforce Functional Community and the Defense Sexual Assault Advocate Credentialling Program (D-SAACP). Collaborates with other Department entities to establish and maintain related workforce models, hiring authorities, required contracts, and other matters to address the knowledge, skills, and abilities of SAPR Program Managers, Sexual Assault Response Coordinators, and SAPR Victim Advocates, and other professionals providing trauma-informed assistance to others throughout the world. Develops requirements and oversees operation of the DoD Safe Helpline, the Department's crisis support activity for members of the military community impacted by sexual assault. Follows established procedures for contracting, cybersecurity, authority to operate, and other matters to ensure that the Safe Helpline stays available around the clock throughout the world. Develops, coordinates, reviews, evaluates, and analyzes SAPRO programs, plans, and special projects. Performs organizational reviews including mission and functions, restructuring, strategic workforce planning, linking organizational and individual performance management with results-oriented management initiatives. Assures that the planning, programming, and budgeting processes related to the SAPRO are consistent with DoD strategic plans and national security objectives. Establishes standards for outcome-based program evaluation procedures and conducts annual policy and strategy reviews to assess program effectiveness, identifying areas requiring improvement and updating the capabilities of the DoD Component SAPR programs. Develops responses, as assigned, on behalf of the Secretary of Defense to the Congress, Executive Office of the President, other federal agencies, and the private sector in relation to the SAPR policies, programs, and actions within the DoD. Plans, organizes, analyzes, and coordinates the substance of key SAPR programs' highly complex issues that affect SAPRO operations and structural, managerial, and performance capabilities. Such issues are typically highly controversial and include organizational reviews of mission and functions, restructuring, rightsizing, strategic planning, and information systems requirements within SAPRO. Leads and/or contributes, as appropriate, to agency-wide strategy, research, policy, and oversight studies of such breadth and intensity that they often require input and assistance from other analysts and specialists. Issues involve determining changing requirements, revising existing policies, and developing new policies to comply with legislative changes and DoD leadership direction. Other duties as assigned

Requirements

• Work Schedule: Full Time
• Must be a U.S. citizen
• Males born after 12-31-59 must be registered for Selective Service
• Resume and supporting documents (See How To Apply)
• Suitable for Federal employment, determined by a background investigation
• Veteran preference is not applicable to the Senior Executive Service
• Must be able to obtain/maintain Non-Critical Sensitive/Secret security clearance
• Designated and/or random drug testing is required
• Supplemental narrative addressing each Executive Core Qualification (ECQ) - 10 pages total
• Supplemental narrative addressing each Technical Qualification (TQ) - 2 pages each maximum
• Mobility Agreement: All newly appointed Career SES leaders must sign the Reassignment Rights obligations Agreement as a condition of appointment into the SES.
• Probationary Period: You will serve a one-year Senior Executive Service (SES) probationary period unless you previously completed the probationary period in the SES.
• Financial Disclosure: Senior Executives are required to comply with the provisions of the Ethics in Government Act, PL 95-521, which requires the submission of a financial disclosure statement (OGE-278), upon assuming an SES position.
• Senior Executives are required to complete a "Declaration of Federal Employment," (OF 306), prior to being appointed to determine your suitability for Federal employment and to authorize a background check.
• Overtime: None
• Recruitment Incentives: Not Authorized
• Fair Labor Standards Act (FLSA): Exempt
• Tour of Duty: Set Schedule
• Telework: Situational telework eligible

Qualifications

EXECUTIVE CORE QUALIFICATIONS (ECQs): Applicants must submit written statements (narrative format ) describing accomplishments that would satisfy the ECQs. You must address each ECQ separately. You are required to respond to all ECQs. If you fail to do so, you will be rated as 'ineligible.' Additional information on the ECQs is available at www.opm.gov/ses/recruitment/ecq.asp. Each accomplishment should be clear, concise, and emphasize your level of responsibilities, the scope and complexity of programs managed, and results of your actions. Please limit your written statements to two pages per ECQ. ECQ 1 - LEADING CHANGE: This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment. ECQ 2 - LEADING PEOPLE: This core qualification involves the ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts. ECQ 3 - RESULTS DRIVEN: This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks. ECQ 4 - BUSINESS ACUMEN: This core qualification involves the ability to manage human, financial, and information resources strategically. ECQ 5 - BUILDING COALITIONS: This core qualification involves the ability to build coalitions internally and with other federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals. TECHNICAL QUALIFICATIONS (TQ): All applicants must submit written statements (narrative format) of accomplishments that would satisfy the technical qualifications. You must address each technical qualification separately. Please limit your written statements to 2 pages per technical qualification. Demonstrated experience in leading and achieving outcomes in the enactment of legislation, regulations, policies, and procedures pertaining to SAPR program execution, operations, and policy development, utilizing performance metrics, data analysis, evaluation, and resource prioritization. Ability to communicate and work effectively with senior decision-makers within the Federal government, the Military Services, including members of Congress or their professional staff. This encompasses the demonstrated ability to forge inter-agency or joint partnerships within DoD or across the federal government. Proficiency in analyzing complex SAPR-related issues and challenges, incorporating legal implications, to devise pragmatic recommendations with the support of senior level management.

Education

Contacts

• Address Defense Human Resources Activity 4800 Mark Center Drive Alexandria, VA 22350-110 US
• Name: DHRA Servicing Team
• Phone: 6146920201
• Email: [email protected]