Deputy Associate Director, Center for Leadership, Performance, and Accountability

Full Job Description

Under the general direction of the Associate Director for Workforce Policy and Innovation (WPI), the Deputy Associate Director, Center for Leadership, Performance, and Accountability (DAD LPA), serves as a senior executive responsible for shaping and directing Governmentwide policy governing employee accountability, performance management, executive resources, labor-management relations, learning and development, and workforce culture.

Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution.

Candidates will not be hired based on their race, sex, color, religion, or national origin.

To meet the minimum qualification requirements for this position, you must show that you possess the Executive Core Qualifications (ECQs) and Technical Qualifications (TQs) related to this position within your resume - NOT TO EXCEED 2 PAGES.

Resumes over the 2-page limit, will not be reviewed beyond page 2 or may be disqualified.

Your resume should include examples of experience, education, and accomplishments applicable to the qualification(s).

If your resume does not reflect demonstrated evidence of these qualifications, you may not receive consideration for the position.

There is NO requirement to prepare a narrative statement specifically addressing the Executive Core Qualifications (ECQs) or the Technical Qualifications (TQs).

TECHNICAL QUALIFICATIONS (TQs): Your resume should demonstrate accomplishments that would satisfy the technical qualification(s).

Demonstrated executive-level mastery of Federal human resources management laws, regulations, and policies governing executive resources, performance management, and employee accountability within large, complex, multi-layered organizations.

Experience must include interpreting and applying authorities to design, oversee, or modernize legally sound and merit-based systems that support organizational performance and defensible personnel actions.

Demonstrated executive-level experience leading enterprise-wide reform initiatives that strengthen accountability, improve performance outcomes, and advance a high-performance workforce culture.

Experience must include establishing measurable goals, implementing governance and oversight mechanisms, and delivering sustained, organization-wide results in a complex stakeholder environment.

EXECUTIVE CORE QUALIFICATIONS (ECQs): In addition to the Technical Qualification Requirements listed above, all new entrants into the Senior Executive Service (SES) under a career appointment will be assessed for executive competency against the following five mandatory ECQs.

If your 2-page resume does not reflect demonstrated evidence of the ECQs and TQs, you may not receive further consideration for the position.

There are five ECQs: ECQ 1: Commitment to the Rule of Law and the Principles of the American Founding - This core qualification requires a demonstrated knowledge of the American system of government, commitment to uphold the Constitution and the rule of law, and commitment to serve the American people.

ECQ 2: Driving Efficiency - This core qualification involves the demonstrated ability to strategically and efficiently manage resources, budget effectively, cut wasteful spending, and pursue efficiency through process and technological upgrades.

ECQ 3: Merit and Competence - This core qualification involves the demonstrated knowledge, ability and technical competence to effectively and reliably produce work that is of exceptional quality.

ECQ 4: Leading People - This core qualification involves the demonstrated ability to lead and inspire a group toward meeting the organization's vision, mission, and goals, and to drive a high-performance, high-accountability culture.

This includes, when necessary, the ability to lead people through change and to hold individuals accountable.

ECQ 5: Achieving Results - This core qualification involves the demonstrated ability to achieve both individual and organizational results, and to align results to stated goals from superiors.

Note: If you are a member of the SES or have been certified through successful participation in an OPM approved SES Candidate Development Program (SESCDP), or have SES reinstatement eligibility, you do not need to respond to the ECQs.

Instead, you should attach proof (e.g., SF-50, Certification by OPM's SES Qualifications Review Board (QRB)) of your eligibility for noncompetitive appointment to the SES.

For more information regarding the ECQs, refer to Hiring and Talent Development for the Senior Executive Service. Major Duties:

As the DAD LPA you will be part of Workforce Policy and Innovation.

The DAD LPA establishes the strategic framework and oversees the implementation of regulations, policies, and guidance that promote high performance, integrity, and responsible stewardship of public resources across the Federal enterprise.

The position provides executive leadership to ensure that agencies operate legally sound, merit-based, and mission-aligned systems for managing executive personnel, performance, conduct, and workforce development.

This work has governmentwide impact, affecting CFO Act, Title 5, and independent regulatory agencies, and influencing policy and oversight for millions of federal employees.

If selected, you will be responsible for: Enterprise Leadership and Policy Stewardship Serving as the Governmentwide executive authority for employee accountability, executive personnel management, performance systems, and workforce culture policy.

Leads the development, promulgation, and modernization of regulations and guidance to ensure consistent, legally defensible, and mission-aligned implementation across agencies.

Advising senior leadership on the implications of proposed legislation, regulatory changes, and policy reforms affecting performance management, executive resources, employee conduct, and labor relations.

Ensures all policies support merit system principles, Administration priorities, and enterprise accountability objectives.

Employee Accountability and Performance Management Providing executive direction for Governmentwide performance management systems for executive and non-executive personnel.

Establishes frameworks that promote clear performance expectations, timely feedback, and appropriate corrective or disciplinary action when necessary.

Leading modernization and reform initiatives to strengthen accountability in policy-influencing and mission-critical positions.

Ensures disciplinary systems, reductions-in-force, removals, and appeals processes are applied consistently and in compliance with statutory and regulatory requirements.

Integrating accountability policy with broader enterprise risk management and internal control frameworks to strengthen oversight and improve organizational performance outcomes.

Executive Resources and Senior Personnel Management Providing executive oversight of Governmentwide policies governing the Senior Executive Service (SES), senior professionals (SL/ST), and political resource management.

Directs enterprise frameworks for executive position management, merit staffing, performance management, compensation, awards, accountability actions, and workforce restructuring.

Overseeing administration of Presidential Rank Awards, SES Qualifications Review Board processes, executive data systems, and statutory reporting requirements.

Ensures executive personnel systems operate with integrity, transparency, and compliance with Title 5 authorities and related statutes.

Providing authoritative guidance and technical leadership to agencies on executive resource management, ensuring consistency, defensibility, and alignment with enterprise workforce strategy.

Labor-Management Relations and Regulatory Engagement Overseeing Governmentwide policy frameworks governing labor-management relations and employee rights.

Ensures policies appropriately balance management authority, employee protections, and mission effectiveness.

Representing OPM in engagements with oversight and adjudicatory bodies, including the Federal Labor Relations Authority (FLRA) and the Merit Systems Protection Board (MSPB), and in high-level interagency and external forums.

Evaluating the effectiveness of labor-management and accountability systems in advancing organizational reform and improving strategic human capital outcomes.

Organizational Culture, Learning, and Workforce Development Providing strategic direction for Governmentwide learning and development policy and workforce culture initiatives.

Promotes alignment between performance management, employee engagement, organizational development, and continuous learning frameworks.

Overseeing development of policies and programs that strengthen leadership capability, workforce engagement, and organizational health.

Ensures workforce development and wellness initiatives support productivity, ethical conduct, and mission accomplishment.

Governance, Oversight, and Interagency Leadership Establishing oversight mechanisms to evaluate compliance, assess program effectiveness, and drive continuous improvement across all LPA functional areas.

Integrates performance metrics and audit findings into strategic policy refinement and reform initiatives.

Collaborating extensively with Federal agencies, oversight bodies, OMB, GAO, labor organizations, and other stakeholders to coordinate policy development and implementation.

Represents WPI and LPA in senior-level forums to advance recommendations, policy options, and enterprise reform strategies.