Summary
The Branch Manager of Strategic Workforce Management will plan, lead, direct, develop, and coordinate the guidance, activities, and staff in providing strategic workforce planning (SWP), agency-wide succession planning, and disciplined position management services for all FAA Offices. Integrates work of multiple offices to meet strategic goals of the directorate and the FAA. The position will be subject to the AHR reorg and duties may be subject to change.Major Duties
Agency Leadership & SWP Program Implementation - Serves as the agency lead subject matter expert and principal point of contact in managing the Strategic Workforce Management Plan. - Designs, develops, deploys, and matures the comprehensive, agency-wide Strategic Workforce Planning (SWP) program infrastructure, ensuring alignment with the FAA Strategic Plan, OPM Human Capital Framework (HCF), and DOT initiatives. - Leads complex projects/programs based on the objectives of the FAA Office of Human Resource Management and frequently the entire FAA. - Provides leadership in managing human capital initiatives, strategic workforce planning, agency staffing plan, and special projects/programs. Project work can include organizational transformation efforts that range from strategic planning to tactical implementation and a variety of product development. This includes briefings, reports, plans, roadmaps, dashboards, qualitative/quantitative results displays, and multimedia products. Succession Planning & Talent Pipeline Architecture - Formulates, executes, and evaluates the FAA's agency-wide Leadership Succession Management Program to proactively advance the agency's leadership pipeline. - Establishes standardized criteria to identify mission-critical positions (MCPs), maps core competencies, and assesses historical attrition trends to build robust internal talent pipelines. - Partnering with FAA Offices conducts periodic leadership risk assessments to identify critical vulnerabilities across organizational lines and develops targeted emergency coverage and long-term replacement frameworks. Strategic Position Management & Organizational Design - Directs the agency's position management program, ensuring that organizational structures are lean, cost-effective, and engineered with the optimal balance of supervisory-to-nonsupervisory ratios. - Reviews, audits, and approves proposed organizational redesigns and staffing allocations across FAA Offices to eliminate fragmenting, grade inflation, and duplications of functions. Policy, Governance, & Discretionary Oversight - Work is typically governed by established policies, procedures, and mission objectives which leave considerable room for discretion. - Develops and approves solutions to current and anticipated problems that 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. - Independently develops and implements new and innovative approaches to the human capital work processes. This includes identifying and resolving issues where no policy exists, assessing measures that evaluate performance, developing program/project deliverables, conducting in-depth analysis, making recommendations for program/process improvement, communicating results in concise and compelling ways to decision-makers, and establishing new policies and procedures. - Focuses primary work on planning and supporting projects that move FAA Offices and the Office of Human Resource Management forward to achieve goals and objectives. Operational Management & Team Leadership - Plans work, communicates objectives and vision, sets priorities for subordinates, assigns tasks and responsibilities, and monitors and evaluates performance. - Coaches and develops employee capabilities, approves leave, and takes disciplinary or corrective action as appropriate. - Formulates and reviews staff well-being strategies to develop a motivated and healthy workforce. Maintains good and productive working relationships with clients.Education
Education cannot be substituted for experience.Requirements
We are not accepting applications from noncitizens.Evaluations
IMPORTANT: Applicants may be rated on the extent and quality of experience, education, and training relevant to the duties of the position(s). All answers provided in the on-line process must be substantiated. Ensure that your application package/resume supports your responses.How to Apply
Applicants may be required to complete one or multiple assessments as part of the evaluation process. This assessment aims to evaluate the competencies and qualifications essential for the position. You must apply online to receive consideration. Your application must be submitted by 11:59 PM Eastern Time on the Close Date for it to be accepted. If you are applying for positions associated with FAA registers, your application must be submitted at the time a referral list is created in order to receive consideration for positions associated with a register. RESUMES ARE LIMITED TO TWO PAGES. IN DESCRIBING YOUR WORK EXPERIENCE AND/OR EDUCATION, PLEASE BE CLEAR AND SPECIFIC AND INCLUDE INFORMATION AS IT RELATES TO THE QUALIFICATIONS AND SPECIALIZED EXPERIENCE REQUIREMENTS OF THIS POSITION. Please ensure EACH work history includes ALL of the following information: Job Title (include series and grade if Federal Job) Relevant work experience: should align to the Job Announcement and address all required qualifications and include job title, employer name, start/end dates, number of hours worked per week. Education, certification or licensure: If required, education should include school/institution name, completion date, degree type and GPA. Determining length of General or Specialized Experience is dependent on the above information and failure to provide ALL of this information may result in a finding of ineligible. You may upload completed documents to your USAJOBS Account. This will provide you the opportunity to utilize the uploaded information again when applying for future vacancies.What to Expect Next
Once we receive your complete application, the Human Resources Office will conduct an evaluation of your qualifications. Eligible and qualified candidates will be referred to the hiring manager for consideration. You will be contacted directly if selected for an interview. For instructions on how to check the status of your application, please go to: USAJOBS Help Guide. Important - If you make any changes to your application, you must resubmit it. If you make changes to your application and do not resubmit it, your changes will not be considered part of your application package, and only your previously submitted application will be evaluated. All qualified applicants will be considered regardless of political affiliation, race, color, religion, national origin, gender, sexual orientation, marital status, age, disability, or other non-merit factors. DOT provides reasonable accommodations to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, please notify the agency contact listed in the Agency Contact Information section of this announcement or the hiring manager. An employee with a disability must notify the decision-maker of the accommodation request. Job applicants and employees are required to follow up oral requests in writing. Decisions on granting reasonable accommodation will be made on a case-by-case basis. Additional information on reasonable accommodations procedures or on EEO Programs is available on Office of Civil Rights (ACR) or by contacting the local FAA Civil Rights Office.Required Documents
ALL applicants MUST submit the following: (1) resume with complete work history; and (2) a copy of your SF-50 (Notification of Personnel Action). If you are an FAA employee, you MUST provide a copy of your SF-50 (Notification of Personnel Action) containing information in Blocks 15, 17, 18, 19, 22, and 24 so it can be used to verify your position title, series, grade, tenure, and organization of record by the closing date of the announcement. You may fax your SF-50 or upload it into the on-line application. If faxing the SF-50, please ensure you include the vacancy announcement number on the faxed copy. If you are an FAA employee, you can access and print your SF-50 from the eOPF system https://eopf.opm.gov/dot/.Other Information
We may use this vacancy to fill other similar vacant positions. Position may be subject to a background investigation. A one-year probationary period may be required. The person selected for this position may be required to file a financial disclosure statement within 30 days of entry on duty. FAA policy limits certain outside employment and financial investments in aviation-related companies. www.faa.gov/jobs/workinghere/financial-disclosure-requirements This position is covered by the FAA Core Compensation plan. Additional information about Core Compensation is available at: https://www.faa.gov/jobs/working_here/benefits As a part of the Federal-Wide Hiring Reform Initiative (streamlining the hiring process), the FAA is committed to eliminating the use of the Knowledge, Skills and Ability (KSA) narratives from the initial application in the hiring process for all announcements. Therefore, as an applicant for this announcement, you are NOT required to provide a narrative response in the text box listed below each Managerial Selection Factor. In lieu of providing a narrative response in the text box listed below each Managerial Selection Factor, in your work history, please include information that provides specific examples of how you meet the response level or answer you chose for each. Your work history examples should be specific and clearly reflect the highest level of ability. Your answers will be evaluated further to validate whether the level that you selected is appropriate based on the work history and experience you provided. Your answers may be adjusted by a human resource specialist as appropriate. Unless previously completed, the incumbent must satisfactorily complete a 1-year probationary period to remain in this supervisory or managerial position. Some, all, or none of the applicants may be interviewed. This Level 5 (Moderate Risk; Public Trust) position requires favorable adjudication of a Minimum Background Investigation (MBI) background investigation prior to appointment, unless a waiver is obtained. This is not a bargaining unit position. Links to Important Information: Locality Pay, COLA
