Click on "Learn more about this agency" button below for IMPORTANT additional information. The primary purpose of the position as a key leader within the USSF, the Executive Director is responsible to USSF S1 for directing personnel policy execution through implementing and executing a comprehensive human resource management program.

Duties

Under the Director, Talent Management's oversight, the USSF Talent Management Office (TM) executes manpower, personnel, and services programs and policies. The Director, Talent Management leads the formulation and execution of long-range strategic plans for USSF talent management missions. Missions include Total Force management, development, enhancement, and deployments, personnel data systems requirements; military assignments; manpower requirements and decision tools; Total Force customer service delivery; civilian personnel; mission sustaining combat support; and service functions that support the health, morale, welfare, and community services to Guardians, their families, and retirees. The Director, Talent Management ensures key USSF goals, priorities, and values guide the planning process and forecasts technology advances while assessing and integrating these advances into TM's strategic plans. Reviews and adjusts strategic plans based on changes in national goals, innovative technology, and budget/resource constraints. Oversees and directs the continuing integration and centralization of Active Duty, Reserve, and Guard components, while considering personnel service delivery transformation processes. Responsible for the development of operational manpower, personnel, and services policies and programs that implement and achieve long-range strategic goals. The Director, Talent Management is responsible for the integration of enterprise-wide information technology system requirements on all mission areas and service delivery to include subsequent integration with the Department of Defense-wide and DAF data systems. In executing the TM mission, consults and confers with federal agencies, the Office of the Secretary of Defense (OSD), Headquarters Air Force (HAF), USSF Field Commands (FLDCOMs), direct reporting units (DRUs), and combatant commands (COCOMs). Formulates, oversees, and administers USSF manpower, talent management, and services policies, processes, procedures. Develops, executes, and coordinates DAF and USSF Policy Directives, Instructions, and Manuals as necessary for issuance to accomplish missions consistently across the USSF. Establishes short- and mid-term objectives to achieve administration goals, Congressional intent, as well as CHCO, CSO, and SecAF direction. Leads the development of quantitative and qualitative means of assessing effectiveness and compliance with law, Department of Defense Directives, and USSF policy and programs. The Director, Talent Management continually reviews evaluations of subordinate programs and directs changes in manpower, personnel, and services policies and programs to better achieve USSF goals and objectives.

Requirements

• U.S. citizenship is required
• Males must be registered for Selective Service, see www.sss.gov
• Disclosure of Political Appointments
• Mobility is a condition of employment and appointment for SES members will be required to sign a Reassignment Rights and Obligations Agreement
• Selected candidate must file a Executive Personnel Financial Disclosure Report (OGE Form 278) in accordance with the Ethics in Government Act of 1978
• Position has been designated Critical-Sensitive and the selectee must have or be able to obtain a Top Secret clearance
• Drug testing designated position. The incumbent is subject to random testing for drug use IAW Exec. Order 12564, dated 14 Sep 86. Position requires that the incumbent sign a Drug Testing letter and pass urinalysis testing prior to appointment.
• Position requires travel under conditions specified in the DoD Joint Travel Regulations. Incumbent is expected to travel on short notice to attend high-level meetings.
• Position may require incumbent to be available for other than normal duty hours to include weekends to support exercises and crisis planning.
• An initial SES career appointment becomes final only after the individual successfully completes a 1-year probationary period.
• Attendance to the Air Force's Senior Leader Orientation Course (SLOC) is generally required within 12 months of appointment, subject to course availability.
• Position may be subject to the post-government employment restrictions of Sections 207(a) and (f) of Title 18, United States Code.
• Applicants in receipt of an annuity based on civilian employment in the Federal Service are subject to the DoD Policy on The Employment of Annuitants.

Qualifications

Eligibility will be based upon a clear showing the applicant has training, education and experience of the scope and quality sufficient to effectively carry-out the duties of the position. Candidates must exemplify the corporate perspective, leadership vision, broad experience and character needed in the SES corps not only to satisfy the immediate vacancy, but future vacancies which will occur in a variety of organizations, functions and locations. MANDATORY TECHNICAL QUALIFICATIONS (MTQ - NTE 2 Pages Total): A supplemental statement must be submitted separately addressing each TQ. TQs must provide specific examples that address relevant experience and accomplishments. Applicants should focus on recent experience, education, and training, as some Recruitment Panel and Executive Resources Board members may consider experience that's over 10 years old to be outdated. Applicants must reflect superior technical qualifications demonstrated through leadership and management in the following: 1. Demonstrated experience providing evidence of comprehensive knowledge and ability to provide high-level analysis and guidance in developing and implementing viable and results-oriented solutions in at least three of the following: strategic planning, personnel services, manpower management, resource management, technical and human resources systems. 2. Demonstrated experience leading and delivering flexible, innovative, and efficient human capital strategies and programs, incorporating current and emerging trends involving human capital management and industry leading best practices, with a strong emphasis on customer satisfaction, alignment to the organization's overall strategic goals, and data-driven decision making. C. MANDATORY EXECUTIVE CORE QUALIFICATIONS (ECQ - NTE 10 Pages Total): The ECQs describe the leadership skills needed to succeed in the Senior Executive Service (SES); they also reinforce the concept of an "SES corporate culture." Submit a supplemental statement of the Executive Core Qualifications (ECQs listed below) in the challenge/context/action/result (C-C-A-R) model format as provided by the Office of Personnel Management (OPM) Guide to SES Qualifications. Applicants should focus on recent experience, education, and training, as some Recruitment Panel, Executive Resources Board, and or OPM Quality Review Board reviewers may consider experience that's over 10 years old to be outdated. [OPM's guidance in the Guide to Senior Executive Service Qualifications (Appendix B)]. Refer to the OPM Guide to SES Qualifications for specific information and guidance on the ECQ requirements, the C-C-A-R model, and examples of good qualifications statements located here. 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. In addition, DoD requires an Enterprise Perspective. The individual must possess a broad point of view and an awareness and understanding of individual or organizational responsibilities in relation to DoD or government-wide strategic priorities. Executives should demonstrate ability to work with internal and external partners to support national security objectives. This perspective is typically gained through a variety of diverse work experiences. A separate narrative statement is not required--this information should be embedded within the application package [Resume (not to exceed 5 pages) and Technical Qualifications (not to exceed a combined total of 2 pages].

Education

This job does not have an education qualification requirement.

Contacts

• Address AF Senior Executive Management 1040 Air Force Pentagon Room 4D Washington, DC 20330 US
• Name: Charles Andrews
• Phone: 703-693-0324
• Email: [email protected]