The PSID provides a wide range of strategic planning, research, policy and workforce analysis, and staffing formula development to assess human capital needs; serves as the primary staff support to the Judicial Conference's Committee on Judicial Resources and the Human Resources Advisory Council; and manages the Judiciary's Work Measurement Program. The incumbent serves on behalf of the Chief Human Resources Officer when requested. Through subordinate supervisors, the incumbent provides management oversight, leadership, and direction of both program and staff. Duties include but are not limited to the following:

1. Overseeing the formulation of the judiciary's staffing requirements (the largest segment of the judiciary's budget) by developing, updating, and executing statistically rigorous procedures to conduct work measurement studies and providing concise briefing materials to present findings for decision making;
2. Serving as primary staff support to the Committee on Judicial Resources Committee (JRC), providing expert counsel, conducting research, preparing, and coordinating the development of agenda items for the JRC in all areas of human resources and providing subject-matter expertise on matters relating to work measurement studies and related human resources policy;
3. Developing and maintaining a broad understanding of staffing requirements and workplace activities for all judiciary units, including chambers, circuit executives, appellate staff attorneys and mediators, librarians, clerks' offices, federal defenders, court reporters, non-chambers law clerks, and probation and pretrial services offices to develop comprehensive workforce data analysis reports and recommendations;
4. Providing staff support for the Judiciary's Human Resources Advisory (HRAC) coordinating the development of agenda items and managing the logistics for all meetings;
5. Briefing high level officials on workforce analysis, staffing requirements, cost containment, budget formulation, and other topics as required;
6. Serving as a key confidant of the Chief and Deputy Chief Human Resources Officers on strategic planning and cost containment issues for the judiciary's human resources program; and
7. Leading and overseeing the work of Policy and Strategic Initiative Division; develops and executes annual budgets and contracts for the division; managing the PSID workforce based on organizational goals, budget considerations, and staffing needs; ensuring employees are appropriately recruited, selected, trained, appraised and rewarded, and taking appropriate action to address performance and conduct problems.

Conditions of employment

CONDITIONS OF EMPLOYMENT:

1. All information is subject to verification. Applicants are advised that false answers or omissions of information on application materials or inability to meet the following conditions may be grounds for non-selection, withdrawal of an offer of employment, or dismissal after being employed.
2. Selection for this position is contingent upon completion of OF-306, Declaration of Federal Employment during the pre-employment process and proof of U.S. citizenship for competitive status positions or conversion to a competitive status position with the Administrative Office of the US Courts. In instances where non-citizens are considered for hire into temporary or any other position with non competitive status or when it is confirmed by the AO's Human Resources Office that there are no qualified U.S. citizens for a competitive status position (unless prohibited by a law or statute), non-citizens must provide proof of authorization to work in the United States and proof of entitlement to receive compensation. Additional information on the employment of non-citizens can be found at http://ww.usajobs.gov/Help/working-in-government/non-citizens. For a list of documents that may be used to provide proof of citizenship or authorization to work in the United States, please refer to Form I-9, Employment Eligibility Verification.
3. All new AO employees will be required to complete a FBI fingerprint-based national criminal database and records check and pass a public trust suitability check.
4. All new AO employees must identify a financial institution for direct deposit of pay before appointment.
5. You will be required to serve a trial period if selected for a first-time appointment to the Federal government, transferring from another Federal agency, or serving as a first-time supervisor. Failure to successfully complete the trial period may result in termination of employment.
6. If appointed to a temporary position, management may have the discretion of converting the position to permanent depending upon funding and staffing allocation.
7. More than one selection may be made from this announcement.
8. All requirements must be met by the closing date of this announcement.

Qualifications

Applicants must have demonstrated experience which shows competence in the qualifications as listed below. This requirement is according to the AO Classification, Compensation, and Recruitment Systems which includes interpretive guidance and reference to the OPM Operating Manual for Qualification Standards for General Schedule Positions.

Specialized Experience: Applicants must have at least one year of specialized experience equivalent to the GS-15/JSP-15/CL 31 level which is in or directly related to the line of work of this position. Specialized experience is demonstrated experience in the following:

1. Experience managing complex workforce/staffing requirements analysis ("work measurement"), statistical and trend analysis, developing human capital metrics and policy recommendations, as well as assessing their impact on organizational objectives and performance goals;
2. Experience utilizing analytical skills and knowledge of statistical concepts to aid in executive oversight and decision making; and
3. Experience in integrating human capital metrics and programs with the organization's strategic plan, mission, vision, values, objectives, and organizational operations.

Additional Assessment: Applicants who meet the specialized experience requirements also will be assessed on the following Executive Core Qualifications (ECQ). However, a narrative response for each Executive Core Qualification is mandatory. A space will be provided in the online assessment questionnaire.

Exception: Applicants currently serving under a career Senior Executive Service (SES) appointment, eligible for reinstatement into SES, or have successfully completed a SES Candidate Development Program (CDP) approved by OPM are not required to submit a narrative response for the Executive Core Qualifications (ECQ).


Executive Core Qualifications (ECQs): A narrative response for each of the following qualifications is mandatory.

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. Leadership Competencies: Creativity & Innovation. External Awareness, Flexibility, Resilience, Strategic Thinking, Vision.

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. Leadership Competencies: Conflict Management, Leveraging Diversity, Developing Others, Team Building.

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. Leadership Competencies: Accountability, Customer Service, Decisiveness, Entrepreneurship, Problem Solving, Technical Credibility.

4. Business Acumen: This core qualification involves the ability to manage human, financial, and information resources strategically. Leadership Competencies: Financial Management, Human Capital Management, Technology Management.

5. Building Coalitions / Communication: 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. Leadership Competencies: Partnering, Political Savvy, Influencing/Negotiating.

How you will be evaluated

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

We will review your resume and supporting documentation and compare this information to your responses on the occupational questionnaire to determine if you meet the minimum qualifications for this job. If you meet the minimum qualifications for this job, we will evaluate your application package, to assess the quality, depth, and complexity of your accomplishments, experience, and education as they relate to the requirements listed in this vacancy announcement.

You should be aware that your ratings are subject to evaluation and verification. If a determination is made that you have rated yourself higher than is supported by your resume and/or narrative responses, you will be assigned a rating commensurate to your described experience. Failure to submit the mandatory narrative responses will result in not receiving full consideration and/or rating credit. Deliberate attempts to falsify information may be grounds for not selecting you, withdrawing an offer of employment, or dismissal after being employed.