CAREER PROGRAMS INTEGRATION MANAGER

Full Job Description

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The primary purpose of this position is to serve as the HAF A2/A6 Career Programs Integration Manager with responsibility for functional oversight and optimization of DCIPS human capital and workforce management processes.

The employee oversees and manages the Air Force DCIPS Talent Management Framework. This is a GG-14 position in the Defense Civilian Intelligence Personnel System (DCIPS).

The GG-14 duties for the "Professional" work category are at the "Senior" work level and are equivalent to those at the GS-14 level.

The selectee's salary will be set within the grade equivalent to a GS/GG grade based on the selectee's qualifications in relation to the job.

To qualify, you must meet the specialized experience requirements describes in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions.

EXPERIENCE REQUIRED: Your resume must reflect the quality level of experience which demonstrates the possession of the knowledge, skills, abilities, and competencies necessary for successful job performance required for this position.

Examples of creditable experience include: mastery of Intelligence Functional and Administrative and Program Management to serve as the primary workforce integrations manager for the entire AF IC workforce.

The employee at this level applies experimental theories and new developments to functional/human capital management problems in the quickly changing AF Intelligence workforce.

The employee faces issues that are not susceptible to treatment by accepted methods and makes decisions or recommendations significantly changing, interpreting, or developing important policies and programs.

Note: Creditable experience may include previous military experience, experience gained in the private sector, or experience gained in another government agency.

AND KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas: 1.

Knowledge of the Defense Civilian Intelligence Personnel System (DCIPS) and the ability to integrate a wide variety of emerging Intelligence Community (IC) functional and human capital management initiatives.

2.

Knowledge of Air Force Intelligence, Surveillance and Reconnaissance (ISR) mission and functions, goals and objectives, organizational structure and individual program responsibilities, and relationships; and key personnel and lines of authority to effectively support administrative activities and the flow of information.

3. Knowledge of the laws, rules, regulations, executive orders, policies, and concepts governing the full range of civilian personnel/human capital management administration. 4.

Knowledge and skill in program management to effect budget development and execution, strategic communication, training, automated systems readiness and conversion, and program evaluation. 5.

Skill in designing and conducting comprehensive studies; and preparing solutions to especially broad, important, and complex ISR workforce renewal challenges. 6.

Skill in communicating effectively with others, both orally and in writing, in working out solutions to problems or questions related to the work, writing clear and concise intelligence products, and delivering written and/or verbal presentations to senior level audiences for decision-making purposes.

CONDITIONS OF EMPLOYMENT CONTINUED: 1.

Position is designated Special Sensitive and requires eligibility for access to Sensitive Compartmented Information (SCI), other intelligence-related Special Sensitive information, or involvement in Top Secret Special Access Programs (SAP) to fully perform the duties and responsibilities of the position.

A non-disclosure agreement must be signed. 2. Drug Testing: This position has been designated by the Air Force as a Testing Designated Position (TDP) under the Air Force Drug Demand Reduction Program.

Employee must pass initial and periodic short notice drug testing.

Illegal drug use by employees in sensitive positions presents a clear threat to the mission of the Air Force, national security, and public safety.

PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work.

You must clearly identify the duties and responsibilities in each position held and the total number of hours per week.

VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social).

Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment.

You will receive credit for all qualifying experience, including volunteer experience. Major Duties:

DUTY 1: Principle DCIPS/ISR talent management advisor to HAF A2/6 and AF Intelligence Community (IC) leaders. Integrates DCIPS Human Capital Management processes with ISR functional requirements.

Leads strategic planning, development, implementation, resourcing and sustainment of DCIPS human capital management initiatives within the Department of the Air Force DUTY 2: Conducts/leads studies to optimize end-to-end DCIPS hiring.

Interfaces with AF/A1, A2/6, AFPC Staffing /Classification, Force Renewal, Talent Management, Civilian Personnel Sections and MAJCOMs to identify, track and implement policies, business processes and best practices associated with DCIPS hiring flexibilities.

Focal point for OUSDI directed special projects and pilot programs (i.e. NASIC Pilot) that optimize/balance DCIPS workforce structure. DUTY 3: Serves as the AF A2/6 DCIPS Outplacement Program Manager.

Balances IC functional requirements with employee career development.

Actively participates in strategic planning, development, implementation, and deliberate outplacement of the DCIPS workforce within the Department of the Air Force and in accordance with the ISR Dominance Flight Plan's Human Capital Annex.

Advises senior leaders on Air Force DCIPS policies concerning employment and outplacement of civilian personnel.

DUTY 4: Represents A2/6 DCIPS efforts with Intelligence Community (IC) Personnel/Human Capital offices for the functional management of DCIPS.

Establishes, develops, and maintains contact with human capital officials from ODNI, OUSD(I), other DoD components, other federal agencies, other HQ AF organizations, and MAJCOMs.

Advocates, explains, and prepares written analysis and papers regarding Air Force DCIPS policies, goals, and strategic objectives to members of these communities.