The Deputy Director, National Museum of the American Indian (NMAI), is responsible for assisting and participating with the Director and the senior leadership team in the overall planning, development, and management of all programs and activities of the Museum. The incumbent has direct supervision and oversight of the following departments or offices: Museum Advancement, Administration, Financial Planning, and the Executive Planning Office.Learn more about this agency
The incumbent participates with the Director in providing executive leadership and direction to all departments or offices of the Museum in the planning, development and management of museum programs and operations. Helps formulate strategic goals and objectives, and issues policy guidelines for museum operations. Monitors program plans covering all aspects of museum operations, beyond the departments that the incumbent directly supervises. In the absence of the Director, or with the Director’s delegated authority, makes policy decisions concerning all facets of the Museum's operations including budget, staffing, organization, and program and building management. Together with the Director, oversees and guides the Museum’s long-term strategic planning, ensuring alignment with the strategic goals and direction of the Institution at large.
With oversight responsibility for the Executive Planning Office, the incumbent, together with NMAI’s senior management team, reviews and evaluates proposals for all new programs or activities, or major shifts or expansions in existing programs, across the Museum. Recommends approval or disapproval of such proposals based on the strength of the proposals as well as financial and personnel considerations, and provides leadership and guidance on improving proposed programs as they move through NMAI’s Business Process. The incumbent continually evaluates program operations and initiates or directs staff to conduct management studies, or employ other evaluative tools, to achieve improvement.
The incumbent directs and coordinates the activities of subordinate offices and assists the Director in managing other offices and staff across the Museum. Develops and implements operating policy, standards, and procedures to assure continued high quality work performance. Develops and monitors internal policies and practices to achieve management objectives in areas such as labor and employee relations and equal employment opportunity. Reviews and approves recommendations for personnel actions affecting key subordinates and acts on significant personnel problems referred by subordinate supervisors. In the Director’s absence or direction, reviews and approves recommendations for personnel actions across the Museum. Initiates or directs other staff to conduct major studies and evaluations to improve organizational structure, staffing and employment performance. Ensures that subordinate supervisors effectively carry out their responsibilities, including assignment and review of work, performance management, leave administration, employee development, and resolution of labor/employee relations issues.
With managerial oversight of NMAI’s Museum Advancement group, the incumbent ensures coordination among advancement priorities and other activities of the Museum, including exhibition and project management, planning goals and objectives, and top priorities of the Director. The incumbent supports and directs fundraising efforts on behalf of the Director but does not make specific fundraising requests to donors. The incumbent explores and develops joint programs and initiatives involving Native organizations, colleges and universities, cultural centers, federal agencies, and other Smithsonian offices. The incumbent represents the Museum and/or the Director in related interactions. The incumbent also serves as a primary liaison with NMAI's Board of Trustees and the NMAI-NY Board of Directors, working closely with both boards in the development and tracking of strategic plans, broad operating objectives and policies, and overall fundraising goals and priorities. Oversees the work of subordinate staff involved in the preparation of board meetings, including drafting agendas and ensuring all logistical arrangements have been made.
Performs other duties as assigned.
Job family (Series)
Conditions Of Employment
- Pass Pre-Employment Background Investigation
- May need to complete a Probationary Period
- Maintain a Bank Account for Direct Deposit/Electronic Transfer
- Males born after 12/31/59 must be registered with Selective Service
Applicants must clearly demonstrate the necessary level of managerial and leadership skills and competence to perform successfully in this position. This includes a degree in an applicable subject matter field, or a combination of education and appropriate experience that provides knowledge comparable to that normally acquired through successful completion of a four year course of study in an applicable subject matter field.
In addition, applicants must have one year of specialized experience at the GS-15 level or equivalent private sector level. This experience is defined as the demonstrated knowledge and leadership skills related to management and operations expertise in a Native-focused museum, nonprofit organization, foundation, private corporation, or government agency that has been acquired through years of progressive experience.
The applications that meet the basic qualifications will be evaluated further against the following criteria:
1. Demonstrated leadership and familiarity with museum management, including managing financial operations and museum programs, and strategic priorities related to Native American history and culture.
2. Leadership experience at the managerial level that includes goal setting, planning and implementing programs, and establishing
metrics and reporting protocols.
3. Skill in executive level budgeting of federal funds and management of federal funds and property.
4. Skill in leading and managing a multi-disciplined and culturally diverse workforce, including fostering teamwork and high morale;
attracting, retaining and motivating employees; and implementing EEO/Affirmative Action policies and programs.
The incumbent reports to the Director, NMAI. Within broad policy guidelines and established objectives, the incumbent assists the Director in planning and directing all aspects of museum programs and operations, exercising a high degree of managerial knowledge and ability as well as professional competence. The incumbent plans and carries out responsibilities with a high degree of independence. Major policy questions or controversial issues are discussed with the Director for decision or guidance. On a regular basis, the incumbent informs the Director of all significant program activities and potential problems. Performance is evaluated in terms of overall effectiveness in achieving program goals.
This position has been reviewed to determine the level of POSITION SENSITIVITY. Based on the nature of the work, the position has been determined to be Public Trust/HIGH RISK. This designation will require (1) a pre-employment Security Agency Check (SAC) for the prospective incumbent; and (2) a subsequent comprehensive background investigation and favorable adjudication in order to continue in the position.
The Smithsonian Institution does not discriminate against any employee or any applicant for employment on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, marital status, disability, age, membership in an employee organization or other non-merit factors.
The Smithsonian provides reasonable accommodation to applicants with disabilities. If you need an accommodation for any part of the application and hiring process, please notify the contact person listed in this announcement. The decision on granting a reasonable accommodation will be made on a case-by-case basis.
Relocation expenses will not be paid.
How You Will Be Evaluated
The qualifications listed in this document will be used along with your resume and your responses to the questions posed in the electronic application process to determine the candidates who will move forward in the evaluation process. When crafting your responses to the questions, please provide concise, detailed information on your background and experience. Applicants who meet or exceed minimum qualifications will be assigned to one of three category groups based on job-related criteria:
Best Category - Meets the minimum qualification requirements and excels in most of the job related competencies set forth above.
Better Category - Meets the minimum qualification requirements and satisfies most of the job related competencies set forth above.
Good Category - Meets the minimum qualification requirements, but does not satisfy most of the job related competencies set forth above to a substantive degree.
This category rating process does not add veterans' preference points or apply the "rule of three", but protects the rights of veterans by placing them ahead of non-preference eligibles within each category. A selecting official may make selections from the highest quality category (Best Category) provided no preference eligible in that category is passed over to select a non-preference eligible in that category unless the requirements of 5 U.S.C. 3317(b) or 3318(b) are satisfied.
Preference eligibles who meet minimum qualification requirements and who have a compensable service-connected disability of at least 10 percent must be listed in the highest quality category, except when the position being filled is scientific or professional at the GS-9 grade level or higher. Applicants who have not submitted a resume in the USAjobs system will not be considered for this position.
Your resume and supporting documentation will be compared to your responses to the occupational questionnaire or other assessment tool for consistency. If a determination is made that you have rated yourself higher than supported by your resume, you will be assigned a rating commensurate to your described experience. Your resume should provide sufficient information regarding how your education and experience relate to the major duties and qualifications criteria listed for this position.
PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid work on the same basis as for paid experience. Part-time experience will be credited on the basis of time actually spent in appropriate activities. To receive credit for such experience you must indicate clearly the nature of the duties and responsibilities in each position held and the average number of hours per week spent in such employment.
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Background checks and security clearance
Drug test required
- Proof of prior federal service such as the latest SF-50, Notification of Personnel Action.
- Unofficial school transcripts, if the position has an education requirement or if you are using education to qualify. If selected for the position, you must provide an official transcript before appointment.
- Proof of U.S. accreditation for foreign study, if applicable.
- Proof of Veteran's Preference - DD214 (Member 4 Copy), if you are a veteran. Additionally, applicants claiming 10-point preference must complete Standard Form (SF) 15, Application for 10-Point Veteran Preference, as well as additional documentation required by the SF-15, such as a VA letter.
- Current and former Competitive Service candidates: submit a copy of your most recent SF-50, and an additional SF-50 indicating tenure of at least one year at the GS-15 level.
- SES candidates with Reinstatement eligibility based on prior Competitive Service employment: submit a copy of your most recent SF-50, and an additional SF-50 indicating Competitive Service tenure and Reinstatement eligibility.
If you are relying on your education to meet qualification requirements:
Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education.
Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.
A career with the U.S. Government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding.
Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time, or intermittent. Contact the hiring agency for more information on the specific benefits offered.
How to Apply
You must apply for this position online through the 'Apply Online' button and submit required supplemental documents (if they are relevant to you).
You may submit required documents by uploading them online during the application process; OR you may manually fax required documents. Faxes are received by an automated system, not a physical fax machine. Documents that are faxed as part of the application process must be sent with the system generated cover sheet by the closing date. Documents faxed without the system generated coversheet are not retrievable and cannot be considered as part of the application package.
The complete application package, including any required documents, is due in the Smithsonian Office of Human Resources on the closing date of the announcement by 11:59 PM Eastern Time.
If you are unable to apply online, paper applications may be accepted with prior approval of the Contact Person listed below.
Agency contact information
Office of Human Resources
POB 37012, 600 Maryland Avenue, MRC 517
Washington, District of Columbia 20013-7012
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After you apply and the position has closed, you will receive an acknowledgement email that your submission was successful. We usually have a large response to senior level positions and it may take some time to effectively review application packages. We will contact you by email as decisions are made.
Fair & Transparent
The Federal hiring process is setup to be fair and transparent. Please read the following guidance.
Equal Employment Opportunity Policy
The United States Government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy And gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.
Reasonable Accommodation Policy
Federal agencies must provide reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation for any part of the application process should follow the instructions in the job opportunity announcement. For any part of the remaining hiring process, applicants should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.
A reasonable accommodation is any change in the workplace or the way things are customarily done that provides an equal employment opportunity to an individual with a disability. Under the Rehabilitation Act of 1973 the Equal Employment Opportunity Commission (EEOC) must provide reasonable accommodations:
- An applicant with a disability needs an accommodation to have an equal opportunity to apply for a job.
- An employee with a disability needs an accommodation to perform the essential job duties or to gain access to the workplace.
- An employee with a disability needs an accommodation to receive equal access to benefits, such as details, training, and office-sponsored events.
Legal and regulatory guidance
This job originated on www.usajobs.gov. For the full announcement and to apply, visit www.usajobs.gov/GetJob/ViewDetails/513152000. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.