This Position Is No Longer Available
  1. Overview
  2. Duties
  3. Qualifications & Evaluations
  4. Benefits & Other Info
  5. How to Apply

Job Title:Workforce Analyst

Department:Department of Defense

Agency:National Geospatial-Intelligence Agency

Job Announcement Number:20140806

This position is closed and no longer accepting online applications through USAJOBS.

The contents of the announcement can still be viewed.

SALARY RANGE:

$89,924.00 to $138,136.00 / Per Year

OPEN PERIOD:

Monday, July 14, 2014 to Friday, July 25, 2014

SERIES & GRADE:

IA-0201-04

POSITION INFORMATION:

Full Time - This is a permanent position.

DUTY LOCATIONS:

1 vacancy in the following location:
Springfield, VA View Map

WHO MAY APPLY:

All Sources

ONLY ELECTRONIC SUBMISSIONS WILL BE ACCEPTED.

SECURITY CLEARANCE:

Top Secret/SCI

SUPERVISORY STATUS:

No

JOB SUMMARY:

About the Agency

JOB DESCRIPTION: Workforce Analysts interpret human capital data and trends to ensure a mission-ready workforce. They analyze secondary data (e.g., HRIS, budget), develop and maintain a balanced manpower plan, and forecast changing human capital requirements based on the evolving mission. They also conduct organizational assessments to augment and support manpower and strategic workforce planning objectives.

RELOCATION AUTHORIZED

  • No

KEY REQUIREMENTS

  • US Citizenship is required.
  • Designated or Random Drug Testing required.
  • Security Investigation

DUTIES:

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ADDITIONAL INFORMATION: We are looking for a dynamic Workforce Analyst to support strategic workforce planning in our Human Development Strategic Workforce Planning branch, focusing on ensuring that the Agency has the right people, where and when needed. The team takes an enterprise-wide perspective to aligning workforce supply and demand, based on qualitative and quantitative workforce planning processes. This entails conducting data analysis from a variety of sources, forecasting and scenario planning, and identifying solutions to complex human capital problems that directly affect the accomplishment of organizational goals. In addition, workforce analysts develop and implement new analytic and assessment methodologies and continuously improve strategic workforce planning capabilities. The incumbent will be required to develop a thorough understanding of NGA's mission requirements and the mission requirements of NGA's service partners. The incumbent will represent NGA at a variety of oversight meetings and will be responsible for the development of reports, analyses, studies and briefings, responding to data calls, and leadership and oversight requests for human capital information to be used in senior level decision making. The incumbent supports development and implementation of strategic workforce planning at various levels of the organization, and contributes to special analyses and reports dealing with myriad workforce issues. The incumbent analyzes issues, writes issue papers and prepares briefings/recommendations to present at all management levels, including detailed program status presentation to senior leaders as appropriate. Success in the position requires clear understanding of HR and business issues, ability to think critically and an inclination toward quantitative analysis. Equally important is the ability to communicate and relationship-building with internal stakeholders, IC counterparts and other HR functions also contribute to success.


QUALIFICATIONS REQUIRED:

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MANDATORY QUALIFICATION CRITERIA: For this particular job, applicants must meet all competencies reflected under the Mandatory Qualification Criteria to include education (if required). Online resumes must demonstrate qualification by providing specific examples and associated results, in response to the announcement's mandatory criteria specified in this vacancy announcement:

1. Experience in quantitative-based strategic workforce planning or workforce analytics requiring teamwork, cross-team collaboration, relationship-building and customer service.
2. High proficiency with MS software applications (Excel advanced formulas, Word and PowerPoint) and applying information analytics in a human capital setting.
3. Ability creating workforce profiles/projections based on trends and assumptions of workforce composition.
4. Experience in roles requiring an ability to clearly communicate complex information and analysis through conversation, correspondence, meetings, reports and briefings to a non-technical audience.
5. Ability to analyze processes/issues; aptitude for data collection/transformations, numbers and attention to detail.

DESIRABLE QUALIFICATION CRITERIA: In addition to the mandatory qualifications, experience in the following is desired:

1. Experience in the following areas is desired: statistical analysis, economic modeling and forecasting, data visualization, assessment or survey design, predictive analysis, human capital measurement concepts/principles.
2. Experience with MS Access or other relational databases, SPSS or other statistical analysis software, PeopleSoft, Cognos.
3. Experience in any of the following is also valued: strategic planning, manpower management background; knowledge of NGA organization and Intelligence Community, understanding of POM/budget process, financial analysis, compensation analysis, macro or Visual Basic programming.
4. Ability to respond professionally in high pressure situations.


SPECIAL INFO:

SPECIAL REQUIREMENTS:
You must be able to obtain and retain a Top Secret security clearance with access to Sensitive Compartmented Information. In addition, you are subject to a Counterintelligence Polygraph (CI) examination in order to maintain access to Top Secret information. All employees are subject to a periodic examination on a random basis in order to determine continued eligibility. Refusal to take the examination may result in denial of access to Top Secret information, SAP, and/or unescorted access to SCIFs.

Employees with SCI access and who are under NGA cognizance are required to submit a Security Financial Disclosure Report, SF-714, on an annual basis in order to determine continued eligibility. Failure to comply may negatively impact continued access to Top Secret information, Information Systems, SAP, and/or unescorted access to SCIFs.


HOW YOU WILL BE EVALUATED:

Applicants are NOT required to submit a cover letter. The entire cover letter CANNOT exceed the specified limits provided in the Cover Letter field (6,500 characters). Pages exceeding this limit will not be considered. THE COVER LETTER IS RECOMMENDED BUT IS NOT REQUIRED FOR EMPLOYMENT CONSIDERATION WITH THE NATIONAL GEOSPATIAL-INTELLIGENCE AGENCY. Applicants should place their narrative information in the appropriate field on the Job History and Cover Letter Text Page.

APPLICANT EVALUATION PROCESS: Applicants will be evaluated for this job opportunity in three stages, 1) All applicants will be evaluated using the Mandatory Qualification Criteria, 2) Qualified applicants will then be evaluated by an expert or panel of experts using a combination of qualification criteria to determine the best-qualified candidates, 3) Best-qualified applicants may then be further evaluated through an interview process. Applicants are encouraged to carefully review the Assignment Description, Additional Information Provided By the Selecting Official, and the Qualification Requirements; and then construct their resumes to highlight their most relevant and significant experience and education for this job opportunity. This description should include examples that detail the level and complexity of the performed work. Applicants are encouraged to provide any education information referenced in the announcement. If education is listed as a mandatory requirement, only degrees obtained from an institution accredited by an accrediting organization recognized by the Secretary, US Department of Education will be accepted. In accordance with section 9902(h) of title 5, United States Code, annuitants reemployed in the Department of Defense shall receive full annuity and salary upon appointment. They shall not be eligible for retirement contributions, participation in the Thrift Savings Plan, or a supplemental or redetermined annuity for the reemployment period. Discontinued service retirement annuitants (i.e., retired under section 8336(d)(1) or 8414(b)(1)(A) of title 5, United States Code) appointed to the Department of Defense may elect to be subject to retirement provisions of the new appointment as appropriate. (See DoD Instruction 1400.25, Volume 300, at http://www.dtic.mil/whs/directives.)

NGA active duty military service members or reservists on active duty who are assigned to an NGA billet may apply for NGA-wide AONs if they are within 120 calendar days of retirement or separating from active duty or within 60 calendar days of terminal/transition leave start date. Reservists must be on active duty orders for at least 12 months and within four months (120 calendar days) of completing orders.

All candidates will be considered without regard to race, color, religion, sex, national origin, age, marital status, disability, or sexual orientation.


BENEFITS:

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OTHER INFORMATION:



HOW TO APPLY:

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Application submission involves applying using NGA's on-line application process. Application Instructions can be found by visiting https://www1.nga.mil/Careers/Pages/default.aspx



REQUIRED DOCUMENTS:

None

AGENCY CONTACT INFO:

Recruitment
Phone: 571-557-1999
Email: Recruitment@nga.mil
Agency Information:
NATIONAL GEOSPATIAL-INTELLIGENCE AGENCY
Mailstop: S44-HDR
7500 GEOINT Drive
Springfield, VA
22150
US

WHAT TO EXPECT NEXT:

After visiting https://www1.nga.mil/Careers/Pages/default.aspx and applying via NGA's on-line application process, applicants can follow their status via that same NGA on-line application functionality. Several other topics relating to what is involved in the hiring process and how long it takes can be found by visiting https://www1.nga.mil/Careers/Pages/default.aspx and choosing Frequently Asked Questions.


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Job Announcement Number:

20140806

Control Number:

375365800