Clarification from the agency

All groups of qualified individuals - ALL US CITIZENS

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The incumbent directs staff in planning and establishing human resources organizational structures, provides program evaluation, and formulates and interprets human resources policies in executive resources management, training and career development, labor management relations, workforce planning, employee relations, recruitment and employment, benefits and services, workers' compensation, and special interest programs. As the senior personnel management authority for the Agency, exercises a thorough and professional knowledge of personnel administration theories and practical operating principles; the structure, functions, missions, objectives, and problems of the Agency; and the principles of organization, management, and administration incorporating accommodations for emerging and changing situations.

In addition, spearheads the development of human resources policies and programs in the operating units and offices of the Agency, assuring integration with all other functions of administration (i.e., financial management and budget, acquisitions and procurement, administration and real property, information technology and cybersecurity, security, organization planning, methods analysis and evaluation, and executive direction) in fulfillment of the Agency mission.

To this end, the incumbent has responsibility for overseeing all functions of FEMA's human capital management to include:

• Directs, manages, and oversees human capital to ensure the Agency's personnel management programs are integrated with and serve, reflect, and accomplish the mission and goals of the Agency.
• Providing oversight of the day-to-day human capital and payroll operations for a population of approximately 24,000+ employees, as well as management advisory services specializing in the areas of recruitment, staffing, compensation, reduction-in-force, automated HR systems, and HR policies and programs.
• Building and managing a workforce based on organizational goals, budget considerations, and staffing needs. Ensuring that employees are appropriately recruited, selected, trained, appraised, and rewarded, and taking action to address performance and conduct problems.
• Serving as a change agent in bringing about strategic change to meet organizational goals. This would entail establishing an organizational vision in conjunction with the Agency's vision and mission statements and implementing it in a continuous changing environment.
• Advises Agency leadership on the scope and coverage of the FEMA personnel programs and how to best align and integrate human capital strategies and policies with the Agency's and Department's goals and program planning.
• Plans and directs the execution of Agency-wide personnel management programs comprising a full range of major personnel service functions of broad scope and a high degree of complexity.
• Executes human capital policies and programs through subordinate division chiefs, at headquarters, regional, and field offices, and Agency management officials and supervisors.
• Has full authority and responsibility for formulating and implementing Agency-wide personnel policies and programs.
• Serves as the Agency's authoritative leader and expert on all issues pertaining to personnel management, advising top Agency officials on the personnel management needs of the Agency as a whole and how it affects organizational performance of staff, policies, and programmatic issues.
• Shares responsibility for and involvement in public advocacy of the Agency's human capital policies and programs.
• Provides advice, counsel and leadership, technical guidance to Agency officials on personnel management policy and requirements that must be satisfied in management determinations, organizational changes, and realignments involving their respective programs.
• Provides leadership and direction in preserving the integrity of the merit principles while conforming to the new guidelines for streamlined and efficient personnel programs.
• Serves as the FEMA representative to the Department's Human Capital Leadership Council (HCLC).
• Maintains liaison with the Office of Personnel Management in matters relating to the development, interpretation, and application of personnel regulations and procedures.
• Develops, plans, and establishes standards to provide for effective analysis and improvement of the Agency organization and implements plans for the systematic and continuing evaluation of personnel policies, program objectives, at all Agency organizational levels. Assuring that these objectives are understood and executed effectively, that they are sufficient to accomplish their intended purpose, and that all phases of the program meet statutory, regulatory, policy, and administrative requirements and standards of Office of Personnel Management, the Department of Homeland Security, FEMA, or any other Federal agency having personnel management jurisdiction.

Conditions of employment

• You must be a U.S. citizen to apply for this position.
• Males born after 12/31/1959 must be registered for Selective Service.
• You may be required to undergo periodic drug testing.
• You must be able to obtain/maintain a Top Secret/w SCI security clearance.
• Selectee will be required to complete form OGE-278, Executive Personnel Financial Disclosure Form.
• You will serve a one-year probationary period unless you previously completed the probationary period in the SES.
• You must submit to a pre-employment drug test.

Qualifications

As a basic requirement for entry into the SES, applicants must provide evidence of progressively responsible executive leadership and supervisory experience that is indicative of senior executive level management capability and directly related to the skills and abilities outlined under Executive Core Qualifications and Technical Qualifications listed below. Typically, experience of this nature will have been gained at or above the GS-14/15 grade level in the federal service or its equivalent in the private sector. As such, your resume should demonstrate that you have the knowledge, skills, and abilities to successfully fulfill responsibilities inherent in most SES positions such as:

• Directing the work of an organizational unit;
• Ensuring the success of one or more specific major programs or projects;
• Monitoring progress toward strategic organizational goals, evaluating organizational performance and taking action to improve performance;
• Supervising the work of employees; and
• Exercising important policymaking, policy determining, or other executive functions.

The application process used to recruit for this position is the RESUME-BASED Method.

The applicant must address the Mandatory Technical Qualifications (MTQs) and Executive Core Qualifications (ECQs) within their resume.
Resumes must not exceed five (5) pages.

We recommend that your resume emphasize your level of responsibilities, the scope and complexity of the programs managed, and your program accomplishments, including the results of your actions. You will be evaluated to determine if you meet the minimum qualifications required of the position and on the extent your application demonstrates that you possess the knowledge, skills, and abilities required of the position. Please be sure to give concrete examples of your experience and demonstrate the complexity of the knowledge you possess.

EXECUTIVE CORE QUALIFICATIONS (ECQs):
YOUR RESUME MUST CLEARLY DOCUMENT AND DEMONSTRATE THE FOLLOWING EXECUTIVE CORE QUALIFICATIONS (ECQs) EVIDENCE WITHIN YOUR RESUME NOT TO EXCEED FIVE PAGES:

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

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

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

ECQ 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.

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. Leadership Competencies: Partnering, Political Savvy, Influencing/Negotiating.

Detailed information on each ECQ, the underlying and fundamental competencies, sample narratives and a tips sheet for writing effective ECQs are available in the "Guide To Senior Executive Service Qualifications" Senior Executive Service Executive Core Qualifications and Senior Executive Service Qualifications & Fundamental-Competencies.The following categories of applicants may omit the mandatory Executive Core Qualifications (ECQs), but the Technical Qualifications must be addressed within your Resume:

• Applicants who are currently serving under a SES career appointment (must provide a copy of Standard Form 50--Notification of Personnel Action that documents career appointment to the SES).
• Applicants who are eligible for reinstatement to the SES (must provide a copy of Standard Form 50--Notification of Personnel Action that documents career appointment to the SES).
• Applicants who are graduates of OPM-approved SES Candidate Development Programs (must provide proof of OPM Qualifications Review Board certification).

TECHNICAL QUALIFICATION (TQ)s:

IN ADDITON, YOU WILL BE EVALUATED ON ALL OF THE FOLLOWING TECHNICAL QUALIFICATIONS (TQs): Your responses to the TQs should be embedded/addressed within your resume not to exceed five pages.

TQ 1. Demonstrated executive-level experience leading, developing, implementing, and administering comprehensive, state of the art, progressive, agile, and adaptable human capital programs with a focus on mission delivery and outcomes.

TQ 2. Demonstrated executive-level experience developing a vision and enhancing human capital organizations and staffing structures, IT systems, business processes and data to ensure a focus on customer experience, timeliness, quality, transparency, and accountability in an organization with an operational mission.

TQ 3. Demonstrated executive-level experience working across and integrating organizational lines in implementing comprehensive human capital programs where not 100% of human capital personnel work under a human capital program's direct chain of command.

NOTE: Your demonstrated leadership ability and the evidence of the ECQs and TQs must be clearly shown in your resume.
A separate narrative statement will not be accepted.

A sample 5-page resume that incorporates ECQs and TQs can be viewed on this link (indexed at page 29 - 37) http://www.opm.gov/ses/references/GuidetoSESQuals_2012.pdf.

YOU WILL BE ELIMINATED FROM FURTHER CONSIDERATION IF YOU FAIL TO MEET OR FULLY ADDRESS EACH MANDATORY EXECUTIVE CORE AND TECHNICAL QUALIFICATIONS AND IF YOUR RESUME EXCEEDS FIVE (5) PAGES.

Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize any employment offers made to current or former (within the last 5 years) political Schedule A, Schedule C, or Noncareer SES employees in the Executive Branch. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, or Noncareer SES employee, please indicate this in your resume. Serving in a Schedule A, Schedule C, or Noncareer SES appointment WILL NOT eliminate you from consideration.

How you will be evaluated

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

A multi-step process is used to evaluate and refer applicants:

1. Minimum requirements: Your application must show that you meet all requirements including the education and/or experience required for this position. You may be rated "not qualified" if you do not possess the qualification requirements for the position. If your application is incomplete, you may be found "ineligible".

2. Rating and Ranking: A panel of subject matter experts will review your application and evaluate your qualifications for this position based on the information in your application. Your application will be rated, based on the extent and quality of your experience, education, and training relevant to the duties of this position. Interviews will be at the discretion of the panel and/or selecting official.

3. Referral: If you are among the top qualified candidates, your application will be referred to a selecting official for consideration and possible interview. The DHS Executive Resources Board (ERB) will review results and make recommendations on final selections to the appointing authority where final interviews and reference checks may occur. Only the selectee will be required to write Executive Core Qualifications (ECQs) narratives.

Your supporting documents are an integral part of the process for determining your qualifications for the position. If your responses are not supported by your resume, you will be eliminated from consideration. After reviewing your resume and supporting documentation, if a determination is made that you have inflated your qualifications or experience, you may lose consideration for this position. Incomplete or late applications will not receive further consideration.

The application process to recruit for this position is the RESUME-BASED method.

Separate written narratives addressing the ECQs and TQs will not be considered. Evidence of your qualifications for the ECQs and TQs must be clearly demonstrated in your resume, and no more than five (5) pages will be accepted. A sample 5-page resume that incorporates ECQs and TQs can be viewed on this link (indexed at page 29 - 37) http://www.opm.gov/ses/references/GuidetoSESQuals_2012.pdf.

Unless you have already been certified by the Office of Personnel Management (OPM) Qualifications Review Board (QRB) in the past, your ECQs must be certified by the QRB before appointment can occur.