Program Manager

Full Job Description

ASP provides the AIT organization optimal business solutions in strategic alignment with Agency goals and objectives.

ASP is responsible for IT policies, processes, investment portfolio, and Talent Resources.

In alignment with OMB/Agency mandates Strategy & Performance (S&P) provides Hardware and Software Asset Management, Software Compliance, Lifecycle Management, and IT Acquisition Strategy and Support.

To view the complete qualification standard, applicants should reference OPM Program Management Series 0340 https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/0300/program-management-series-0340/ To qualify for this position, you must demonstrate in your application that you possess at least one year of specialized experience equivalent to FV-J, FG/GS-14.

Specialized experience is experience that has equipped you with the particular knowledge, skills, and abilities to perform successfully the duties of the position.

Specialized Experience is: Experience advising leadership/management officials on programs and plans to meet current and future critical organization workforce needs.

Qualifications must be met by the closing date of this vacancy announcement. Interviews: Some, all, or none of the applicants may be interviewed. Major Duties:

Manages and provides internal program responsibility through subordinate employees and managers to accomplish program objectives in the areas of workforce planning, administrative and business-related programs for AIT, the program areas may include, but not limited to: hiring initiatives, orientation procedures/processes for new LOB employees; human capital analysis; training; performance management; telework; time and attendance; and space management.

Directs the work of subordinate employees and oversees a mixture of routine and complex projects/programs based on the objectives of the AIT organization.

Sets priorities; assigns tasks; monitors and evaluates performance; coaches, mentors, and develops employee capabilities; approves leave; and takes or recommends corrective/disciplinary action, as appropriate.

Performs critical aspects of the human capital planning process, including projecting short-term and long-term needs and justifying resources.

Applies a detailed knowledge of the technical aspects of the work directed; to include knowledge of workforce planning, administrative, business policies and procedures; and a comprehensive understanding of the objectives of the organization.

Develops comprehensive plans, programs, and schedules for the organization in relation to the administrative and business related programs and operational standards essential to accomplishing the organizational goals.

In collaboration and coordination with AHR staff as needed, provides guidance and recommendations to management on administrative processes, personnel actions, and hiring decisions that impact AIT employees.

Develops waivers and justifications to support recruitment activities; responds to management and employee inquiries; and ensures all personnel actions are coordinated and processed to meet merit system principles, human resource policy and target effective dates.

Prepares and reports on personnel and administrative/business programs through briefings and reports to senior management and staff, and counsels directly with same; advises on staffing trends, and other related requirements.

Provides FAA/AFN policy guidance for AIT managers and employees. Prepares staffing reports and other documentation as required.

Sets priorities; assigns tasks; monitors and evaluates performance; coaches, mentors, and develops employee capabilities; approves leave; and takes or recommends corrective/disciplinary action, as appropriate.

Contacts are routinely internal and external to the major subdivision.

Internal contacts are with subordinates, peers, and higher level management to discuss the statuses and results of projects/programs and plan for the future.

May represent the major subdivision, LOB/ SO, or the FAA externally as a primary point of contact for policies/ procedures or other project/program purposes.

Has the authority, within guidelines, to make commitments for the major subdivision, to establish new policies/procedures, and to make exceptions.

Work is typically governed by established policies, procedures and mission objectives which leave considerable room for discretion.

Provides guidance to subordinate managers and employees for preventing and resolving problems without the intervention of higher level management except where LOB/SO or FAA-wide interests are at stake.

Develops and approves solutions to current and anticipated problems which cross organizational lines and disciplines.

In doing so, considers technical, budgetary, regulatory, and political issues that involve other organizations inside and outside the FAA. May participate in developing solutions to FAA-wide problems.

Individual and organizational performance is reviewed periodically through organizational performance measures to determine success in achieving planned results.

Has broad discretion to ensure the alignment of all projects/programs with the tactical and strategic (short-term and long-term) objectives of the major subdivision and LOB/SO.