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    This position is located in the Air Traffic Organization, (ATO) Management Services, Technical Labor & Employee Development Directorate, Employee Development Group, Succession & Career Planning Team, AJG-L330. This Group's focus is the administration of learning management soulutions and the design, development, delivery, and evaluation of leadership development; talent management programs, and processes for the ATO workforce.

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    As a Personnel Psychologist, he/she applies professional knowledge of psychological principles, theories, methods, or data to identify the content of a job in terms of activities involved and attributes or job requirements needed to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully. As a principal technical specialist, he/she plans, leads, and conducts job analyses of positions in the Air Traffic Organization (ATO) to identify job duties, fit characteristics, competencies required for success, and development recommendations for career planning. This work impacts the efficiency and productivity of the ATO workforce.

    He/she applies knowledge of current adult learning and development theories, principles, and practices to identify and evaluate assessments and other career development resources for use in career planning and development. He/she uses skill identifying the development needs of employee groups and planning how to meet those needs through a curriculum of learning experiences to develop and implement selection processes and talent reviews for succession planning and other development programs. He/she applies experience and comprehensive technical knowledge of organizational, employee, and applicant assessment services to facilitate the identification and selection of high quality talent for the organization. He/she uses skill conducting psychological assessments to select the most appropriate assessment process, validate and administer assessments, and to interpret and report results.

    He/she uses experience conducting job analysis and developing competency models to perform modeling, assessment, development, and evaluation for use in assessment, selection and development and evaluation of the job analysis process. He/she uses experience applying various tools and modeling techniques such as O*Net, PAQ, FJA, F-JAS and competency models to develop job description and job specification data. He/she uses skill applying instructional design principles, practices, techniques and tools to perform job task analysis to develop instructional methods, techniques and competencies for ATO programs and course design.

    Contacts are internal and external. Often represents FAA as a senior technical point of contact on projects, programs and other work activities concerning career planning and development. He/she designs, develops, implements, and evaluates development curricula for program participants including workshops, webinars, talent reviews, development planning, and other learning events and opportunities. He/she identifies areas for improvement and recommends changes. He/she prepares and delivers briefings for stakeholders and senior leaders. Represents the organization at various meetings to brief management for the purpose of information, progression and/or effectiveness of strategic approaches to program objectives. Participates on teams and groups engaged in support of ATO objectives. The incumbent advises management on policies and practices and their effect on organizational effectiveness and efficiency. Identifies training and development needs.

    He/she provides guidance to lower-level staff on how to solve difficult technical issues. Resolves all but unique technical problems without the intervention of management or a more experienced technical specialist. Develops plans, techniques, and policies to address current or anticipated problems and issues. Works with management to solve problems.

    The Team Manager rarely reviews work typically though status reports and at project completion, to ensure technical compliance and alignment with the requirements of the project or other work activity.

    Travel Required

    25% or less - The job may require up to 25% travel.

    Supervisory status


    Promotion Potential


  • Job family (Series)

    0180 Psychology

This job originated on www.usajobs.gov. For the full announcement and to apply, visit www.usajobs.gov/GetJob/ViewDetails/551805700. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.