Summary As a supervisor/manager, the selectee for this position will be eligible to receive a Manager Performance Incentive (MPI) provided eligibility requirements noted in agency policy are met. The MPI is an annual lump-sum incentive payment that considers agency performance, the manager's individual performance, and available funding. Serves as a manager within the Office of Operations & Legal Support (AGC-10). Responsibilities Serves as a supervisor with full responsibility for directing tasks and responsibilities, and for balancing the workload assigned to employees on the Human Capital Management Team within the Operations and Legal Support Division of the Office of the Chief Counsel. Exercises latitude to take initiative, organize workflow, establish priorities, and exercise professional judgment in overseeing AGC's human capital management activities, including the review and delegation of work assigned to subordinate employees. Reports directly to the Deputy Executive Director of Operations (AGC-10). Collaborates with the Office of Human Resources (AHR) to provide AGC with top-notched organizational human capital program support, services, and status reporting, as related to position management, workforce planning, manpower analysis, strategic recruitment, and hiring flexibilities delegated to the Agency and/or staff office. Develops new and innovative approaches, methodologies, and/or techniques to accomplish tasks, and ensures processes and procedures are applied consistently throughout the organization. Supports Division Director and Deputy Director on workforce analysis and strategic recruitment efforts by identifying and assessing alternative approaches (including industry standards and best practices). Defines measures, tracks, and reports key workforce service metrics, including the identification of metric deficiencies, gaps, or areas in need of improvement to meet organizational needs. Works with senior management and/or more experienced professionals to resolve complex issues or problems. Utilizes a variety of automated databases to input, update, and maintain workforce data and workload activity. Develops and prepares routine reports to provide status updates and to assist AGC management with workforce analysis and planning. Applies experience and expert knowledge that are applicable to his or her discipline to conduct functional activities for projects and /or programs that often require the development of new and innovative approaches. Utilizes knowledge and interpretation of established policies and procedures to ensure work products comply with federal human resources guidance, laws, rules, regulations, and procedures. Analyzes efficiency and effectiveness of human capital programs, reporting tools, and internal processes and procedures; identifies root problems and challenges; works with management to develop and implement new and innovative solutions; and ensures processes and procedures are applied consistently across AGC. Ensures deadlines are met and/or adjusted appropriately. Reviews status and work progression, and makes adjustments as needed. Instructs employees in specific tasks and techniques as necessary. Reports on progress, accomplishments, and challenges. Works mainly independently and has broad discretion to ensure alignment with organizational objectives and policies, but obtains assistance from higher-level management officials on problems that arise or issues requiring decision-making. Typically directs the work of subordinate employees for an organizational unit/team. Work usually includes a mixture of routine and complex projects and assignments based on the objectives of the LOB/SO. Duties typically affect employees in one organizational unit/ project/program, and include: planning, communicating the organization's vision and objectives, setting priorities, assigning tasks and responsibilities, monitoring and evaluating performance, coaching and developing employee capabilities, approving leave, and taking, recommending, or approving corrective disciplinary actions, as appropriate. Identifies, assesses, mitigates, and/or anticipates issues deriving from, or associated with, the multiple activities of the assigned Services Unit. Identifies and resolves routine problems or issues that may span multiple projects/programs and may involve/affect more than one Directorate, Line of Business, or Service Unit. Requirements Conditions of Employment We are not accepting applications from noncitizens. Qualifications Applicant's must demonstrate in your application that you possess at least one year (52 weeks) of SPECIALIZED EXPERIENCE equivalent to the (FG/GS-13 or FV-I) level. This experience is typically related to the line of work of the position to be filled and which has equipped the applicant with the particular knowledge, skills, and abilities required to successfully perform the duties of the position. To be creditable, specialized experience must have been at least equivalent to the next lower level in the normal line of progression for the occupation in the organization. The specialized experience for this position is defined as: Experience performing human capital management services and Provides authoritative advice regarding position management, HR policy interpretation, and hiring flexibilities; and Experience leading a team, assigning tasks and responsibilities, and balancing the assigned workload. You should include relevant examples of the specialized experience in your work history. Errors or omissions may impact your rating or may result in you not being considered. Answer all questions to the best of your ability. DO NOT ASSUME THAT BECAUSE YOU HOLD, OR HAVE HELD THIS POSITION, YOU WILL AUTOMATICALLY BE FOUND ELIGIBLE. You may be asked to provide evidence or documentation that you have this type of experience later in the selection process. Your responses are subject to verification through job interviews, or any other information obtained during the application process. Any exaggeration of your experience or any attempt to conceal information can result in disqualification. Applicants who fail to demonstrate possession of any of the above criteria AND who do not provide the required documentation will receive no further consideration for this position. Eligible applicants meeting the minimum qualification requirements and selective factor(s), if applicable, may be further evaluated on the Leadership and Management Dimensions listed in the announcement. Based on this evaluation, applicants will be placed in one of the following categories: score order, category grouping, or alphabetical and referred to the selecting official for consideration. Applicants may be asked to verify information on your application for employment with the FAA. All qualification requirements must be met by the closing date of this vacancy announcement. Education It is the responsibility of the applicant to provide such evidence at the time of application. For additional information, visit: http://www.ed.gov/about/offices/list/ous/international/usnei/us/edlite-visitus-forrecog.html Additional 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 U.S. Department of Transportation strives to ensure that equity, transparency, accountability, collaboration, and communication permeate all that we do for the betterment of the Department, the traveling public, and our nation. As such, DOT values a highly diverse workforce of persons who promote a culture of belonging by respecting the personal dignity and worth of each individual and fostering a positive environment where all feel safe and welcome. If these commitments coincide with your personal ideals and professional aspirations, please consider joining the DOT family. NOTES: 1) 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 Leadership and Management Dimension and Technical Requirement. In lieu of providing a narrative response in the text box listed below each Leadership and Management Dimension and/or Technical Requirement, 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. 2) This position is covered by the FAA Core Compensation plan. Additional information about core compensation is available on the following website: http://jobs.faa.gov/FAACoreCompensation.htm. 3) This Level 5 (Moderate Risk; Public Trust) position requires favorable adjudication of a National Agency Check and Inquiries (NACI) background investigation prior to appointment. 4) Some, all, or none of the referred applicants may be interviewed. This is not a bargaining unit position. Links to Important Information: Locality Pay, COLA