Clarification from the agency

This job is opened to all qualified individuals.

The incumbent is responsible for coordinating, communicating and informing policies and programs of the Department of Defense (DoD, to include the Department of the Army (DA), Department of the Air Force (DAF), Defense Agencies and Field Activities that involve joint manpower and personnel concerns affecting the Title 32 non-federalized force. The incumbent also represents NGB at senior departmental planning and policy meetings. Partnered with the Director, Jl, the incumbent will be an active participant in the Secretary of Defense's initiatives to streamline business processes and reorganize government functions, specifically targeting costly and overlapping programs, rules and processes. Major duties and responsibilities include, but are not limited to:

• Formulates National Guard (NG) and National Guard Bureau-wide (NGB) policies, standards, instructions and manuals for the non-federal civilian population (NG Title 5 and Title 32 Military Technicians) through a subordinate policy staff of civilian and military personnel.
• Supports the Chief, NGB and Director, J1 in oversight and enforcement of statute, DoD and CNGB policies across the non-federalized civilian workforce.
• Investigate and evaluate new approaches and developments within the human resources management field, requesting studies as required in order to discern applicability of these new approaches to NG civilian and military personnel programs.
• Incumbent represents the NG in meetings with senior officials of the DoD, the Office of Personnel Management, other Federal agencies, and national labor organizations.
• Orchestrates NGB's engagement in DoD strategic planning in personnel forums to ensure that the resulting DoD strategy documents address NG manpower and personnel issues, recognizing that NG personnel readiness and accountability are critical to effective response to national and domestic crises. Incumbent seeks and secures NGB senior leadership participation in manpower and personnel-related strategic planning and decision-making senior forums.
• Incumbent also directs NGB staff participation in DoD manpower and personnel working groups and studies and
  ensures that NGB representatives to these various manpower and personnel strategy/ planning forums are cognizant of current national defense, DoD and NGB strategy and policy concerns in order to promote NG strengths as the nation's formal militia and as an operational force, and to stay consistent with goals and objectives.
• The Director, Jl and incumbent are NGB senior advisors on all matters concerning: Warrior Resiliency and Fitness, National Guard Service Member and Family Programs, NG Sexual Assault Prevention and Response,Civilian and Military Personnel Policy, and Youth Programs. As such, the incumbent coordinates with various Offices of the Secretary of Defense (OSD) and the DA/DAF through the Army National Guard Readiness Center and Air National Guard Readiness Center (ARNGRC and ANGRC) staffs to deliver program-specific policy and
  oversight and ensure sufficient resources are allocated to and fully obligated by the State Adjutants General.

Conditions of employment

• You must be a U.S. citizen to qualify for this position.
• Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/Home/Registration).
• Must be able to complete a Top Secret security clearance and access to Sensitive Compartmented Information (TS/SCI).
• Designated and/or Random Drug Testing required.
• The individual selected will be required to file an 'Executive Branch Personnel Financial Disclosure Report (OGE-278) in accordance with the Ethics in Government Act of 1978.
• You will serve a two-year probationary period unless you have previously completed the probationary period in the SES.
• All newly appointed Career SES leaders must sign the Reassignment Rights Obligations Agreement as a condition of appointment into the SES.

Qualifications

To meet the minimum qualification requirements for this position, you must show that you possess the five Executive Core Qualifications (ECQs), the Mandatory Technical Qualifications, and other qualifications, if applicable, listed below.

EXECUTIVE CORE QUALIFICATIONS: All applicants must submit written statements (narrative format) describing accomplishments that would satisfy the ECQs. You must address each ECQ separately, not to exceed 10 pages. You are required to respond to all ECQs. If you fail to do so will result in a rating of 'ineligible.' When responding to the Executive Core Qualifications (ECQs), you must clearly show that you possess the experience, knowledge, skills and ability to perform the duties of this position by submitting narrative responses in which you detail your experience in each of the ECQs. Your examples should be clear and emphasize your level of responsibilities, scope and complexity of programs managed, program accomplishments with results of your actions, policy initiatives and level of contacts. You should limit your narrative to two pages per ECQ, and address each ECQ separately. OPM's Guide to Senior Executive Service Qualifications can assist you in writing an effective SES application. In particular, please note the Challenge-Context-Action-Result Model that is recommended and very helpful when drafting ECQ narrative responses. The Guide is available on OPM's Website at:
http://www.opm.gov/ses/references/guidetoSESQuals_2012.pdf

Applicants must utilize the Challenge-Context-Action-Result (CCAR) Model when writing Executive Core Qualifications (ECQ). Use two examples of relevant experience for each ECQ being sure your experience matches the ECQ criteria.
Challenge - Describe a specific problem or goal.
Context - Describe the individuals and groups you worked with, and/or the environment in which you worked, to address a particular challenge (e.g., clients, co-workers, members of Congress, shrinking budget, low morale).
Action - Discuss the specific actions you took to address a challenge.
Result - Give specific examples of measures/outcomes that had some impact on the organization. These accomplishments demonstrate the quality and effectiveness of your leadership skills.

Each accomplishment should be clear, concise, and emphasize your level of responsibilities; the scope and complexity of the programs, activities, or services you managed; program accomplishments; policy initiatives undertaken; level of contacts; the sensitivity and criticality of the issues you addressed; and the results of your actions. You should use action oriented leadership words to describe your experience and accomplishments (e.g., Led the development and implementation of....) and quantify your experience wherever possible to demonstrate your accomplishments (e.g., number of employees supervised; size of budget managed; amount of money saved, etc.).

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.

Applicants that are either Career SES members, or graduates of the Office of Personnel Management Certified Development Program are not required to address the ECQs.

MANDATORY TECHNICAL QUALIFICATIONS: All applicants must submit written statements (narrative format) of accomplishments that would satisfy the technical qualifications. You must address each technical qualification separately. You are required to respond to all of the technical qualifications. If you fail to do so, you will be rated as ineligible. Please limit your written statements to no more than two pages per technical qualification.

1. Knowledge of current national security concerns and policy as it relates to civilian and military personnel and manpower for National Guard readiness.

2. Demonstrated leadership ability in explaining, advocating, and expressing acts and ideas to influence executive level decision making and negotiations, both internal and external to the organization.

3. Experience creating policies at the most senior levels of a large organization and knowledge of Federal and DoD civilian personnel policies, including recruiting, retention, compensation and personnel management as well as expert knowledge on the development of manpower requirements, costing, initial manning strategies and follow-on evaluation of final manpower resourcing levels for new or realigned activities.

4. Comprehensive knowledge of and experience with strategic planning for a large organization and program management.

How you will be evaluated

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

You will be evaluated on the quality and extent of your total accomplishments, experience, and education. Your application will be evaluated by a rating and ranking panel. Highly qualified candidates may undergo an interview and a reference check. The Office of the Secretary of Defense Executive Resources Board will review results and make recommendations on final selections to the appointing authority. Unless you have already been certified by the Office of Personnel Management (OPM) Qualifications Review Board (QRB), your ECQs must be certified by the OPM QRB before your appointment can occur.