The Deputy General Counsel for Contractor Responsibility and Conflict Resolution oversees contractor responsibility for the Department of the Air Force with authority to take debarment or suspension actions, manage the Air Force Procurement Fraud Remedies Program, and proactively encourage ethical business conduct of Air Force contractors. The Deputy serves as the designee of the Secretary of the Air Force under 10 U.S.C. 2207 and FAR clause 52.203-3 to give notice of hearings, to conduct hearings, and to make findings of fact with respect to whether a contractor has offered or given gratuities in connection with a government contract and whether to terminate a given contract and impose exemplary damages. The incumbent also provides direct support to headquarters Air Force with strategic-level negotiation engagements, and also develops, achieves and sustains integrated collaboration with senior Air Force functional leaders to deliver enterprise-wide negotiation competency to the Air Force.

Conditions of employment

• U.S. Citizenship Required
• Must file an OGE Form 278 and Conflict of Interest Statement
• PCS expenses if authorized will be paid IAW JTR and Air Force Regulations
• Must be registered for Selective Service, see Legal and Regulatory Guidance
• Disclosure of Political Appointments
• A Testing Designated Position, under the AF Civilian Drug Testing Program
• Selected candidate will be subject to a two-year probationary period
• Active Duty Military Members must indicate retirement eligibility
• Direct Deposit: All federal employees are required to have direct deposit. Incumbent will be required to work outside of normal duty hours to include weekends to support exercises and crisis planning.
• Incumbent may be required to travel by military and commercial aircraft, with short notice, in the performance of duties.

Qualifications

The following mandatory qualification requirements are essential for successful performance in the position: Eligibility will be based upon a clear showing that the applicant has had training, education and experience of the scope and quality sufficient to effectively carryout the assignments of the position. Candidates must exemplify the corporate perspective, leadership vision, broad experience and character needed not only to satisfy the immediate vacancy, but future vacancies which will occur in a variety of organizations, functions and locations.

A. MINIMUM QUALIFICATIONS:

1. Education Requirement: (See Education below)

2. Certification Requirements: The applicant must provide a certificate that proves they are an active member in good standing of the bar of a state, territory of the United States, the District of Columbia, or the Commonwealth of Puerto Rico.

B. MANDATORY TECHNICAL QUALIFICATIONS: A supplemental statement that separately addresses each of the Technical Qualifications; including specific examples of your experience, education and accomplishments that directly relate to the technical qualifications must be submitted. The following mandatory qualification requirements are essential for successful performance in the position:

1. Strategic level experience to manage a legal team and work with diverse clients, Air Force leadership and field components.

2. Demonstrated knowledge of suspension and debarment provisions in state, federal and/or other laws, the Federal Acquisition Regulation (FAR), Code of Federal Regulations (CFR), and other related issuances.

3. Knowledge of the business management environment including responding to customer requirements (operational, user, and policy maker); integrating legal services within other government and/or private sector organizations; promoting conflict resolution; and partnering with industry and/or academia.

C. MANDATORY EXECUTIVE CORE QUALIFICATIONS (ECQs): The ECQs describe the leadership skills needed to succeed in the Senior Executive Service (SES); they also reinforce the concept of an "SES corporate culture."

Executive Qualifications Statements, which do not clearly address the five ECQs (listed below) in the challenge/context/action/result (C-C-A-R) model format, will not be considered adequate for evaluation. Examples of good qualifications statements and use of the C-C-A-R model is provided via the OPM's Guide to SES Qualifications website located here.

A supplemental statement addressing each of the executive Core Qualifications (ECQs) must be submitted. Please refer to the ECQ format (below). (ECQs are NOT REQUIRED of current or former Career SES Members; please provide a copy of your SF-50 showing SES status.)

ECQ 1 - LEADING CHANGE. This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment.

ECQ 2 - LEADING PEOPLE. This core qualification involves the ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts.

ECQ 3 - RESULTS DRIVEN. This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks.

ECQ 4 - BUSINESS ACUMEN. This core qualification involves the ability to manage human, financial, and information resources strategically.

ECQ 5 - BUILDING COALITIONS: This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals.

D. DESIRABLE QUALIFICATIONS: The following will be used to help rate and rank eligible candidates:

1. A complementary assignment in another career area such Operations, policy development, plans and programs, financial management/budgeting, program management, or acquisition logistics activity which provides a deep understanding of the Air Force's corporate structure and/or the Air Staff).

2. Breadth of experience in multiple organizations and at multiple levels. A mix of experience at the following: Major Command (MAJCOM), Combatant Command (COCOM) Service Component, Office of the Secretary of Defense (OSD), Joint Staff, Headquarters Air Force (HAF), other Federal agency or equivalent academic/industry experience.

3. Completion of Senior Developmental Education and/or equivalent executive development such as Leadership in a Democratic Society, Senior Executive Fellows, National Security Management, Leadership Assessment & Feedback Seminar, Executive Business Management, and/or two equivalent level executive courses from other colleges, universities, or agencies.

4. An advanced degree in addition to a Law Degree, in public administration, business or other related field is highly desirable.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

Applications will be evaluated against the foregoing qualification requirements. Failure to meet any one of the mandatory technical or executive core qualification standards will eliminate a candidate from further consideration. A screening panel will evaluate the candidates for this position composed of a diverse mix of senior executives selected for organizational and/or functional backgrounds relevant to this position. The panel members will individually review each of the applications in terms of the qualifications criteria contained in this announcement. The qualifications stated are the minimum requirements of the position to be Qualified, a rating schedule will be applied by a screening panel to determine which candidates are considered to be Best Qualified. Then, they will meet to discuss each application, and reach a consensus decision as to the best qualified, qualified or not qualified candidates. The panel will interview all of the best-qualified candidates based upon consistently applied criteria. The panel will then make a recommendation of those best-qualified candidates who should be referred to the selecting official, in priority order. Final selection of a candidate is contingent upon the Air Force Executive Resources Board, Secretary of the Air Force and the Office of Personnel Management approval.