Clarification from the agency

US Citizens and Status Candidates

This position is in the Department of the Chief Operating Officer (COO), Office of Modernization. AmeriCorps requires business processes that are efficient and scalable to engage more Americans and communities in national service. The Modernization Office (MO) supports AmeriCorps in attaining its agency-wide priority goals and objectives to modernize technology and business process improvements and to implement continuous improvements into the infrastructure of the agency.

As a part of the COO department leadership team, the Director, Modernization Office provides leadership and direction for the planning, execution, monitoring, and reinforcement of the agency's modernization initiatives. The incumbent leads the management and operations of the MO, and the implementation of short-range and long-range goals and business plans.

Duties include:

• Serves as a key member to the COO department leadership team and provides executive leadership and coordination in implementing agency-wide, cross-functional modernization projects, COO department objectives, and ensures strategic business goals and objectives are fully integrated to achieve measurable results. Exercises important policy-making decisions and provides critical advisement and contributions to agency executives for policy decisions.
• Sets priorities for the MO and provides direction and advice to senior executives across the agency on efficient and effective strategies and MO plans to ensure Government resources are efficiently and effectively managed.
• Proactively assesses strategic and programmatic risks to successful execution of priorities and spearheads strategies to mitigate identified risks. This involves overseeing the creation of risk management protocols and ensuring continuous monitoring to address issues proactively. Raises critical issues to the COO for awareness, guidance, or decisions.
• Oversee and report on resources designated for MO initiatives (project budget including system integration, contracts, staffing, training, etc.) and advise Executive Leadership Team on spend plans, potential resource needs, and approved project expenditures in collaboration with agency partners.
• Directs day-to-day operations of the MO and leads the modernization of technology and business process improvements and implementing continuous improvements into the infrastructure of the agency.
• Manages budgets and resources effectively, ensuring financial prudence and optimal allocation of resources to support strategic initiatives. Identifies and implements strategies to maximize resource utilization and achieve cost savings. Improves policies, addresses challenges, and oversees organizational changes.
• Leads efforts to streamline processes, reduce inefficiencies, and improve overall productivity and effectiveness. Ensures that MO operations are effective and efficient and performs in-depth analysis of issues of importance, often within a short timeframe and including options available and recommended courses of action.
• Serves as a principal advisor and representative of the COO for agency-wide MO initiatives.
• Leads coordination efforts among other Departments and offices. Maintains consistent engagement and communication with executive and senior agency leaders to ensure priorities, resource requirements, and budgets are in line with guidance from the COO.
• Leads, motivates, and develops a staff of a subordinate supervisor, group leaders and non-supervisory employees (including the coordination with Contacting Officers and Contracting Officer's Representatives to align the work of contractors). Manages employee performance, staffing, and personnel issues and implements delegated responsibilities. Provides appropriate guidance, leadership, and directives on the full range of administrative and technical matters affecting their responsibilities, including the interpretation of program and Agency policies affecting Agency offices. Evaluates performance in accordance with agency guidelines; has authority to make a broad range of human resource decisions including hiring, promotion, conduct and performance-based actions, performance evaluation/awards, and the development, training, and mentoring of staff.
• Acts as a liaison and alliance builder at the executive level, establishing effective relationships with Agency senior leaders, managers, support offices, and key stakeholders and develops techniques to enhance communication to facilitate joint efforts and to facilitate the accomplishments of the MO initiatives. Convenes with senior leaders and/or stakeholders to drive business results and address business issues or needs, ensuring responsiveness to and accountability for operational priorities and compliance. Escalates critical issues to the COO for key decision making.

Conditions of employment

• You must be a United States Citizen
• A 2-year probationary period is required for new Federal employees and supervisors.
• Merit Promotion and internal applicants must submit a SF-50 to verify Status and grade
• Satisfactory completion of a background investigation.
• A financial disclosure SF-278, Public Financial Disclosure Report will be required to satisfactorily complete a background investigation
• Dates of employment, including beginning and end dates in the following format: month/day/year, must be included on resume.
• Must be remote work/telework ready. If selected for the position, you must sign an employment agreement prior to onboarding that details the remote working conditions/expectations.
• See the ADDITIONAL INFORMATION section for more details regarding this position's FULL-TIME REMOTE status.

Qualifications

As a basic requirement, your resume must clearly demonstrate progressively responsible leadership experience that validates executive level managerial capabilities in a job or combination of functions directly related to this position. Qualifying experience to be at least one year equivalent to, or above, the GS-14 level in the Federal service or NY-04/NX-1 AmeriCorps pay band. In addition, you should have a broad range of progressively responsible experience in providing leadership, direction and coordination of programs, as directly related to the skills and abilities outlined under the Executive Core Qualifications (ECQ's) and Mandatory Technical Qualifications (MTQs) identified below:

Executive Core Qualifications (ECQs)

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.

Mandatory Technical Qualifications (TQs):

TQ 1: Application of agile methodologies: Mastery of, and expert skill in, applying advanced agile project management principles and concepts to optimize systems, applications, and business processes.

TQ 2: Strategic leadership in large-scale organizational transformation: Demonstrated ability to architect and lead an organization to deliver high-quality, timely, and effective customer service while managing significant business process transformation to meet mission-critical objectives.

TQ 3: Strategic use of technology to drive service innovation and efficiency: Demonstrated ability to leverage technology to enhance service delivery, accessibility, and cost efficiency while driving long-term business process improvements.

TQ 4: Developing a customer-focused culture through stakeholder engagement: Expertise in identifying stakeholder needs, designing reliable programs to meet customer's business needs, tracking service performance through established benchmarks; and translating customer needs to enhance service delivery or build/enhance strong, effective systems.

IMPORTANT INFORMATION (PLEASE READ):

Executive Core Qualifications (ECQs)

• Current or former SES Career members or applicants who have completed a SES Candidate Development Program approved by OPM are not required to address the Executive Core Qualifications, but must address the Mandatory Technical Qualifications.
• If you meet the above criteria to waive the requirement to submit ECQ narratives, you must clearly state this in your resume.
• If you do not meet the above criteria to waive the requirement to submit ECQ narratives, the ECQs as listed above must be addressed separately as a narrative statement and be attached as part of your application package.
• ECQs must not exceed 10 pages in total.
• Additional information on the Executive Core Qualifications
  • https://www.opm.gov/policy-data-oversight/senior-executive-service/executive-core-qualifications
  • Senior Executive Service Candidate Development Program - Training and Development Policy

• All applicants must submit narrative responses to the MTQs.
• The MTQs as listed above must be addressed separately as a narrative statement and be attached as part of your application package.
• MTQs must not exceed 4 pages in total.

All AmeriCorps positions are in the excepted service and our compensation system is based outside of the General Schedule system. The Director, Modernization position is classified within our executive pay-band and is equivalent to an SES level position. As a result, we look to the executive core qualifications, similar to what is used in the Office of Personnel Management's (OPM) Executive Core Qualifications, to help us make this selection.

How you will be evaluated

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

Your application will be evaluated first for the basic qualifications described above. The applications that meet the basic qualifications will be evaluated further against the following criteria:

Important Note: Your resume must support your answers to the job specific questions. High self-assessment on the Occupational Questionnaire that is not supported by the information in your resume or supporting documents can/will result in elimination from further consideration. If you do not answer all of the job specific questions you will not be considered. Incomplete applications (resume and required supporting documents) will be considered ineligible.

Qualified applicants will be placed in one of the following three categories:

1 - Qualified Category - Meets the minimum qualification requirements as described in the Qualifications section of this announcement.
2 - Well Qualified Category - Meets the minimum qualification requirements and demonstrates proficiency based on the answers to the job specific questions.
3 - Best Qualified Category - Meets the minimum qualification requirements and demonstrates high level proficiency based on the answers to the job specific questions.

NOTE: Status candidates will be considered under the provisions of the agency's Human Resources system which allows for:
1) Non-competitive referral of lateral candidates; and
2) The separation of status and non-status applicants for referral purposes.

Status candidates will be referred on one selection list only, i.e., either merit promotion or non-competitive. Non-status candidates who are eligible for Noncompetitive referral, e.g. Peace Corps, VRA, etc., will be referred under Noncompetitive procedures only. For Noncompetitive categories, See "Special Employment Consideration" below under "Other Information."