This position is located in the Directorate of Military Compensation Policy, Office of the Deputy Assistant Secretary of Defense (DASD) (Military Personnel Policy) (MPP) in the Office of the Assistant Secretary of Defense for Manpower and Reserve Affairs within the Office of the Under Secretary of Defense (Personnel and Readiness) (P&R)). DASD (MPP) has principal responsibility for all matters related to policy formulation and program direction with regard to military personnel.

Duties

As the Director, Military Compensation Policy, the incumbent provides executive assistance to the DASD(MPP) on matters referred by the Military Departments, on major policy proposals referred for coordination to the OUSD(P&R) by other OSD offices, including the Joint Chiefs of Staff, as well as those from other government agencies or other sources. This includes action and information items referred by the Under Secretary. Major duties and responsibilities include, but are not limited to: Developing policies, conducting analyses, providing advice, making recommendations, and issuing guidance on compensation programs, and all matters involving the Department of Veteran's Affairs and the Federal Retirement Thrift Investment Board. Developing systems and standards for the administration and management of approved compensation programs. Initiating programs, actions, and taskings to ensure adherence to DoD policies and national security objectives; and ensuring that programs are designed to accommodate operational requirements and promote the readiness and efficiency of the Force. Participating in a primary role with the DASD(MPP) in all planning, programming, and budgeting activities related to the DASD(MPP) responsibilities in the area of military compensation. Reviewing and evaluating recommendations concerning military compensation priorities. Promoting coordination, cooperation, and mutual understanding within the Department of Defense and between the DoD, other federal agencies, and the civilian community. Developing research plans and overseeing the execution of all compensation-related research and studies projects within the ODASD(MPP). Developing and executing a comprehensive Human Resource Strategy affecting compensation for military personnel.

Requirements

Qualifications

To meet the minimum qualification requirements for this position, you must show that you possess the five Executive Core Qualifications (ECQs), the Mandatory Technical Qualifications, and other qualifications, if applicable, listed below. EXECUTIVE CORE QUALIFICATIONS: All applicants must submit written statements (narrative format) describing accomplishments that would satisfy the ECQs. You must address each ECQ separately, not to exceed 10 pages. You are required to respond to all ECQs. If you fail to do so will result in a rating of 'ineligible.' When responding to the Executive Core Qualifications (ECQs), you must clearly show that you possess the experience, knowledge, skills and ability to perform the duties of this position by submitting narrative responses in which you detail your experience in each of the ECQs. Your examples should be clear and emphasize your level of responsibilities, scope and complexity of programs managed, program accomplishments with results of your actions, policy initiatives and level of contacts. You should limit your narrative to two pages per ECQ, and address each ECQ separately. OPM's Guide to Senior Executive Service Qualifications can assist you in writing an effective SES application. In particular, please note the Challenge-Context-Action-Result Model that is recommended and very helpful when drafting ECQ narrative responses. The Guide is available on OPM's Website at: http://www.opm.gov/ses/references/guidetoSESQuals_2012.pdf Applicants must utilize the Challenge-Context-Action-Result (CCAR) Model when writing Executive Core Qualifications (ECQ). Use two examples of relevant experience for each ECQ being sure your experience matches the ECQ criteria. Challenge - Describe a specific problem or goal. Context - Describe the individuals and groups you worked with, and/or the environment in which you worked, to address a particular challenge (e.g., clients, co-workers, members of Congress, shrinking budget, low morale). Action - Discuss the specific actions you took to address a challenge. Result - Give specific examples of measures/outcomes that had some impact on the organization. These accomplishments demonstrate the quality and effectiveness of your leadership skills. Each accomplishment should be clear, concise, and emphasize your level of responsibilities; the scope and complexity of the programs, activities, or services you managed; program accomplishments; policy initiatives undertaken; level of contacts; the sensitivity and criticality of the issues you addressed; and the results of your actions. You should use action oriented leadership words to describe your experience and accomplishments (e.g., Led the development and implementation of....) and quantify your experience wherever possible to demonstrate your accomplishments (e.g., number of employees supervised; size of budget managed; amount of money saved, etc.). 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. Applicants that are either Career SES members, or graduates of the Office of Personnel Management Certified Development Program are not required to address the ECQs. MANDATORY TECHNICAL QUALIFICATIONS: All applicants must submit written statements (narrative format) of accomplishments that would satisfy the technical qualifications. You must address each technical qualification separately. You are required to respond to all of the technical qualifications. If you fail to do so, you will be rated as ineligible. Please limit your written statements to no more than two pages per technical qualification. Demonstrated ability to understand and analyze the intersection of military compensation and personnel policy issues to include their impact on the readiness of the Force and the ability to present well-researched and practical solutions. Extensive knowledge and experience creating military compensation policies at the most senior levels of a large organization to directly support overarching DoD military personnel policies, including the recruitment, retention, compensation, and force management of the active and reserve components of all Military Services. Demonstrated familiarity with unique issues pertaining to the Reserve Component and significant experience at the most senior levels differentiating and tailoring overall DoD compensation policies to the needs and requirements of the Reserve Component. DoD Joint Enterprise-Wide Experience Statement: In addition, DoD requires an Enterprise Perspective. This individual must have the ability to apply a broad point of view and an awareness and understanding of individual or organizational responsibilities in relation to DoD or government-wide strategic priorities is required. Executives must 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 resume.

Contacts

• Address Office of the USD for Personnel and Readiness Human Resources Directorate 4800 Mark Center Drive Alexandria, VA 22350 US
• Name: Senior Executive Services
• Email: [email protected]