The Chief Data and Artificial Intelligence Office (CDAO) mission is to accelerate the adoption of data, analytics, and artificial intelligence (AI) across the Department of Defense (DoD). The Digital Talent Management (DTM) Div. is responsible for providing continuous analysis of and data-driven guidance in support of recommendations to the DoD resulting from Functional Community Management initiatives and activities that will inform modification to policy and Digital Workforce implementation.

Duties

This position is a DoD Cyber Excepted Service (CES) personnel system position in the Excepted Service under 10 U.S.C. 1599f. This position is in the Excepted Service and does NOT convey eligibility to be converted to the Competitive Service. It is being recruited under 10 U.S.C. 1599f into the Cyber Excepted Service (CES) personnel system. If you are a current Federal Career/Career-Conditional employee, you will be placed on an Excepted appointment. This appointment does not confer eligibility to be non-competitively converted to an appointment in the competitive service. For more information see https://public.cyber.mil/cw/dod-cyber-excepted-service-ces/ The CDAO is seeking a Workforce Analytics Portfolio Lead to oversee, guide, and report on a portfolio of analytical products to effectively understand, monitor, and maintain FCM of the Digital Workforce on behalf of the CDAO and DoD. The incumbent will directly contribute toward design, modeling, methodology, approach, and analytical products developed, to support data-driven recommendations for policy, workforce planning, initiatives, and pilots. Incumbent's typical work assignments may include the following: Oversees and reports on a portfolio of initiatives and lines of effort that deliver on a variety of analyses and tools needed to effectively understand, monitor, and maintain the Digital Workforce across the Department of Defense (DoD). Designs, executes, and leads data-driven analysis, predictive modeling, and evidence-based research to identify and measure trends in supply and demand for the Digital Workforce. Develops methodological approaches and human capital metrics to better identify gaps in talent supply and demand across disparate data systems and data fields. Oversees the design and deployment of an enterprise-wide data analytic capability that can be used to provide custom workforce analytics and gap assessments by component. Orchestrates quantitative and qualitative analyses for the execution of workforce-related assessment activities, practices, reporting and deliverables. Continuously learns and adopts analytical industry best practices in all statistical techniques and approaches across portfolio activities. Authors and presents written clear, concise, and immediately impactful research products and briefings designed for senior leaders in DoD, USG, and across the DoD workforce planning community. Engages in outreach and stakeholder consensus building to build support for the coding and future workforce planning of the Defense Digital Workforce. Aids in efforts to systematically approach the coding of the Digital Workforce and ensures that tools, systems, processes, and reports utilized and generated by the Digital Talent Management (DTM) team are properly sourced, mapped, and validated. Organizes and prioritizes the research and analysis activities across DTM internal portfolios, including statistical analyses and program evaluation. Identifies opportunities to promote a culture of data-driven decision-making and AI readiness.

Requirements

• U.S. Citizenship is required.
• Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/Home/Registration).
• A three year trial period may be required if not previously completed a trial or probationary period in the excepted or competitive service.
• Must be determined suitable for federal employment.
• Required to participate in the direct deposit program.
• This position is subject to pre-employment and random drug testing.
• This position is being recruited under 10 USC 1599f into the Cyber Excepted Service and does NOT convey eligibility to be converted to the Competitive Service.
• For more information on the Cyber Excepted Service Personnel System, click here https://public.cyber.mil/cw/dod-cyber-excepted-service-ces/
• Must be able to obtain and maintain a Top Secret security clearance with Sensitive Compartmented Information (SCI). A Special Background Investigation (SBI) is required with favorable adjudication by a determining authority.
• Position requires up to 50% temporary duty (TDY) business travel.

Qualifications

Applicant must have directly applicable experience that demonstrates the possession of 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 or knowledge, skills, and abilities necessary to successfully perform the duties of the position. Such experience is typically in or directly related to the work of the position to be filled. In order to qualify for this position, you must meet the requirements described below. You may qualify at the GG-15 (GS-15 equivalent) level, if you fulfill the following qualification requirement: One year of specialized experience equivalent to the GG-14 grade level in the Federal service (experience may have been gained in the private sector) that demonstrates your ability executing at several levels, the methods and practices of workforce management and implementation of Human Capital activities; workforce development and the mechanisms through which workforce is identified, resourced, developed, managed, monitored, and maintained; and proactively planning for, coordinating, and developing relationships for pilot program efforts and initiatives across organizations. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. ACTIVE DUTY SERVICE MEMBERS: The VOW Act Chapter 21 of Title 5, United States Code (U.S.C.), Section 2108a, requires Federal agencies treat active duty service member as veterans, disabled veterans, and preference eligible, when they submit, at the time they apply for a Federal job, a "certification" of active service in lieu of a DD-214, assuming the service member is otherwise eligible. A "certification" letter should be on letterhead of the appropriate military branch of the service and contain (1) the military service dates including the expected discharge or release date; and (2) the character of service. The service member's military service dates are necessary in order to determine whether he or she meets the definition of "veteran" under 5 U.S.C. 2108(1). The "certification" must reflect the service member is expected to be discharged or released from active duty service in the armed forces under honorable conditions not later than 120 days after the date of submission. The "certification" must be signed by, or by direction of, the adjutant, personnel officer, or commander of your unit or higher headquarters and must indicate when your terminal leave will begin (if applicable), your rank, dates of active duty service, the type of discharge and character of service (i.e. honorable). Further, under paragraph (h) of the rule, agencies are required to verify a qualifying separation from military service prior to appointment, through the DD-214 or other appropriate documentation. Your preference and/or appointment eligibility will be verified prior to appointment. Active duty members that fail to provide a valid "certification" of service with their initial application will be found "not eligible." Military members may be appointed before the effective date of their military retirement/separation if member is on terminal leave. Current or Former Political Appointees: Beginning January 1, 2010, agencies must seek prior approval from OPM before they can appoint a current or recent political appointee to a competitive or non-political excepted service position at any level under the provisions of title 5, United States Code. If you are currently or have been within the last 5 years, a political Schedule A, Schedule C, or Non-career SES employee in the executive branch, you MUST disclose that to the Human Resources Office. Submit a copy of your applicable SF-50, along with a statement that provides the following information regarding your most recent political appointment: Position title; Type of appointment (Schedule A, Schedule C, Non-career SES, or Presidential Appointee); Agency; and, Beginning and ending dates of appointment. All qualifications requirements must be met by the closing date of this announcement and clearly documented in your resume.

Education

Education cannot be substituted for experience.

Contacts

• Address Chief Digital and Artificial Intelligence Office 4800 Mark Center Drive Alexandria, VA 22350 US
• Name: Washington HQ Services
• Phone: 000-000-0000
• Email: [email protected]