Summary This vacancy is for an ES-0340-00, Deputy Assistant Commandant for Workforce Management and Deputy Chief Human Capital Officer, located in the Deputy Commandant for Personnel at the USCG Headquarters in Washington, D.C. Required Documents section of this announcement lists documents that must be uploaded in order to be considered a complete application package. Applicants who do not submit a complete package will not receive further consideration. Responsibilities The USCG is announcing a challenging Senior Executive Service career opportunity to serve as the Deputy Assistant Commandant for Workforce Management and Deputy Chief Human Capital Officer. The Deputy Assistant Commandant for Workforce Management and Deputy Chief Human Capital Officer responsibilities include: Providing executive level guidance and direction as supervisor of senior Workforce Management office chiefs in substantive and programmatic issues which are highly complex and involve developing policies and programs which affect the overall management of the Coast Guard's total workforce. Advising the Chief Human Capital Officer (CHCO) on all aspects of human capital management for the total workforce. Including developing and implementing strategies and programs to attract, develop, motivate, and retain a high-performing total workforce that is aligned with the Coast Guard's mission and strategic goals. Collaborating with the CHCO on engagements with the Department of Homeland Security (DHS) and other component CHCOs to ensure alignment and coordination of DHS-wide human capital initiatives and best practices, while also supporting the advocacy of unique needs of the Coast Guard's total workforce within the larger DHS Human Capital framework. Developing and implementing military and civilian personnel management plans, policies, procedures, or methods, and taking appropriate action to ensure that program goals and objectives are met, including establishing and modifying work priorities, evaluating the efficiency and effectiveness of the human resources program, assuring necessary inter and intra program coordination, and acting when required to improve work quality and productivity. Using data and partnering with strategic customers to forecast and predict accessions, promotions, retirements and separations, and other workforce flows compatible with force structures, personnel inventories, and billet/position targets. Managing cross-program workforce initiatives and responsibilities by partnering with the Chief Learning Officer to develop, coordinate, implement and monitor Coast Guard-wide strategic educational and training plans in the areas of recruitment, performance, awards, and employee and labor relations. Assuring merit-based criteria in determining qualifications, selections and assignments, training, promotions, details, discipline, and awards to personnel. Developing and implementing strategic plans for financial audit activities related to financial reporting, monitoring financial internal controls for effectiveness, and ensuring compliance with applicable financial related requirements. Providing executive-level oversight, coordination, and direction to ensure business processes are optimized to support service delivery throughout the Coast Guard and to serve as sponsor for an integrated financial, procurement, and asset management information system. Advising top management officials regarding the programmatic aspects of operational and organizational changes, participating in planning relative to military and civilian human resources information to mission requirements, and relating objectives to the broad needs of management. Consulting with and advising senior personnel and management officials of the Department of Homeland Security, Office of Personnel Management, General Accounting Office, Department of Defense and other Federal and local departments and agencies on mattersrelating to Coast Guard programs and the improvement of human resources services in the Federal government. Requirements Conditions of Employment Key Requirements: Must be a U.S. Citizen. Subject to a 1-year supervisory probationary period (unless already completed). Complete a Declaration for Federal Employment to determine your suitability for Federal employment, at the time requested by the agency. If you are a male applicant born after December 31, 1959, certify that you have registered with the Selective Service System or are exempt from having to do so. May be subject to pre-employment and random drug tests File a Confidential Financial Disclosure Report OGE-278e within 30 days of appointment and annually from then on. You may be required to obtain and maintain an interim and/or final security clearance prior to entrance on duty. Failure to obtain and maintain the required level of clearance may result in the withdrawal of a job offer or removal. There are three key documents that contain important information about your rights and obligations. Please read and retain these documents: Noncriminal Justice Applicant's Privacy Rights, for those who undergo an FBI fingerprint-based criminal history record check for personnel vetting, which includes Rap Back, FD-258 Privacy Act Statement - FBI (this is the same statement used when your fingerprints are submitted as part of your background investigation), and SEAD-3-Reporting-U.pdf (dni.gov), (applicable to those who hold a sensitive position or have eligibility for access to classified information). Qualifications Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Candidates will not be hired based on their race, sex, color, religion, or national origin. To meet the minimum qualification requirements for this position, you must show that you possess the Executive Core Qualifications (ECQs) and Technical Qualifications (TQs) related to this position within your resume - NOT TO EXCEED 2 PAGES. Resumes over the 2-page limit will be deemed ineligible and will not receive further consideration. Separate narratives will not be accepted or reviewed. Your resume should include examples of experience, education, and accomplishments applicable to the qualification(s). If your resume does not reflect demonstrated evidence of these qualifications, you may not receive consideration for the position. There is NO requirement to prepare a narrative statement specifically addressing the Executive Core Qualifications (ECQs) or the Technical Qualifications (TQs). TECHNICAL QUALIFICATIONS (TQs): Your resume should demonstrate accomplishments that would satisfy the technical qualifications. TQ 1: Demonstrated experience as an HR professional in providing leadership and direction to the development, implementation, integration, and management of military and civilian workforce management strategies, policies, programs, and techniques in support of the business needs of a large and complex (geographically dispersed/multidisciplinary) organization. TQ 2: Demonstrated results-driven leadership and management of a subordinate staff performing a wide range of Human Capital policy development, planning, and operating activities, including recruiting, hiring, workforce planning, human resources technology, entitlements, benefits, performance, recognition, advancements and promotions, and Flag and SES management, etc. EXECUTIVE CORE QUALIFICATIONS (ECQs): In addition to the Technical Qualification Requirements listed above, all new entrants into the Senior Executive Service (SES) under a career appointment will be assessed for executive competency against the following five mandatory ECQs. If your 2-page resume does not reflect demonstrated evidence of the ECQs and TQs, you may not receive further consideration for the position. There are five ECQs: ECQ 1: Commitment to the Rule of Law and the Principles of the American Founding - This core qualification requires a demonstrated knowledge of the American system of government, commitment to uphold the Constitution and the rule of law, and commitment to serve the American people. ECQ 2: Driving Efficiency - This core qualification involves the demonstrated ability to strategically and efficiently manage resources, budget effectively, cut wasteful spending, and pursue efficiency through process and technological upgrades. ECQ 3: Merit and Competence - This core qualification involves the demonstrated knowledge, ability and technical competence to effectively and reliably produce work that is of exceptional quality. ECQ 4: Leading People - This core qualification involves the demonstrated ability to lead and inspire a group toward meeting the organization's vision, mission, and goals, and to drive a high-performance, high-accountability culture. This includes, when necessary, the ability to lead people through change and to hold individuals accountable. ECQ 5: Achieving Results - This core qualification involves the demonstrated ability to achieve both individual and organizational results, and to align results to stated goals from superiors. Note: If you are a member of the SES or have been certified through successful participation in an OPM approved SES Candidate Development Program (SESCDP), or have SES reinstatement eligibility, you do not need to respond to the ECQs. Instead, you should attach proof (e.g., SF-50, Certification by OPM's SES Qualifications Review Board (QRB)) of your eligibility for noncompetitive appointment to the SES. Education This position does not have a positive education requirement. If you are including education on your resume, report only attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education. See Required Documents section for detail. If you are qualifying for this position by substituting education or training for experience, submit a copy of your transcripts or equivalent. An official transcript will be required if you are selected. A college or university degree generally must be from an accredited (or pre-accredited) college or university recognized by the U.S. Department of Education. For a list of schools which meet these criteria, please refer to Department of Education Accreditation page. Foreign Education: If you are using education completed in foreign colleges or universities to meet the qualification requirements, you must show the education credentials have been evaluated by a private organization that specializes in interpretation of foreign education programs and such education has been deemed equivalent to that gained in an accredited U.S. education program; or full credit has been given for the courses at a U.S. accredited college or university. If you are qualifying based on foreign education, you must submit proof of creditability of education as evaluated by a credentialing agency. For further information, visit: Recognition of Foreign Qualifications | International Affairs Office (ed.gov) Additional Information Applicants will be required to complete questions contained on the Declaration for Federal Employment (OF-306) at the time a tentative job offer is made. Certain responses on the form could pose a problem with suitability for employment determinations. If you receive a conditional offer of employment for this position, you will be required to complete/make updates to the OF-306 and to sign and certify the accuracy of all information in your application, prior to entry on duty. False statements on any part of the application may result in withdrawal of offer of employment, dismissal after beginning work, or imprisonment. DHS uses e-Verify, an Internet-based system, to confirm the eligibility of all newly hired employees to work in the United States. Learn more about e-Verify, including your rights and responsibilities at click here. Veterans Preference: Veterans' preference is not applicable to the SES.
