Summary DCSA Human Capital Management Office (HCMO) is seeking an Operations Research Analyst. In this role you will design, develop & adapt mathematical/statistical methods to provide workforce data analytics and business analytics support for data-driven decision making. You will work across agency functions to support the development of strategies & initiatives designed to conduct research & analyze complex data outcomes and outputs. Responsibilities As an OPERATIONS RESEARCH ANALYST (SENIOR WORKFORCE ANALYST) you will be responsible for the following duties: Research and maintain awareness of industry best practices, new mathematical techniques, tools, and business strategies to proactively bring in new and innovative ideas to address business needs. Analyze and interpret human resources trends and provide insights and actionable recommendations to leadership across multiple cross-functional departments. Conduct data mining and retrieval, and apply statistical and mathematical analyses to identify trends, solve analytical problems, optimize performance, and gather information. Develop and apply quantitative and qualitative analytic methods to identify, collect, process, and analyze large data sets for human capital purposes. Analyze data and make recommendations based on trends and develop analytical stories addressing business questions in the human capital domain. Develop and maintain a suite of analytics tools to support DCSA decision makers. Present workforce and business analytics data to stakeholders through effective and efficient visualizations and dashboards. Maintain standards for data integrity and quality assurance, including feedback to improve processes and reduce errors. Requirements Conditions of Employment Qualifications This position has a Basic Requirement for the 1515: Basic Requirements: Degree: in operations research; or at least 24 semester hours in a combination of operations research, mathematics, probability, statistics, mathematical logic, science, or subject-matter courses requiring substantial competence in college-level mathematics or statistics. At least 3 of the 24 semester hours must have been in calculus. *NOTE: Failure to provide transcripts will result in you being rated ineligible for this position. The experience described in your resume will be evaluated and screened from the Office of Personnel Management's (OPMs) basic qualifications requirements. See: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/1500/operations-research-series-1515/ for OPM qualification standards, competencies and specialized experience needed to perform the duties of the position as described in the MAJOR DUTIES and QUALIFICATIONS sections of this announcement by 09/02/2026 Applicant must have directly applicable experience that demonstrates the possession of the knowledge, skills, abilities and competencies necessary for immediate success in the position. Qualifying experience may have been acquired in any public or private sector job, but will clearly demonstrate past experience in the application of the particular competencies/knowledge, skills and abilities necessary to successfully perform the duties of the position. You must have specialized experience sufficient to demonstrate that you have acquired all the competencies necessary to perform at a level equivalent in difficulty, responsibility, and complexity to the next lower grade GG/GS-13 in the Federal service and are prepared to take on greater responsibility. Generally, this would include one year or more of such specialized experience. Specialized experience for this position includes: Analyzing experience related to workforce analytics, which includes research, ad-hoc analyses, and human capital and business analytics reporting. Applying expertise in statistical analyses to conduct qualitative and quantitative analysis in a human capital or business analytics setting. Proficiently building dynamic data-driven reports and visualization products to convey workforce data, trends, and other insights to help inform strategic workforce planning, and decision making. Specifically you will be evaluated on the following competencies: 1. Research - Proficiency in developing strategies and initiatives designed to conduct research and analyze complex data outcomes and outputs related to workforce and organizational development and programs such as reports, dashboards, and workforce research papers. 2. Quantitative and Qualitative Analysis - Skill in developing and applying quantitative and qualitative analytic methods to identify, collect, process, and analyze large data sets for human capital purposes. 3. Communications - Ability to prepare, present, and explain complex data, information, recommendations, and findings. 4. Data Visualization - In-depth experience with modern statistical analysis and data visualization tools such as Tableau, Qlik, SAS, SPSS, RStudio, etc. 5. Workforce Analytics - Extensive knowledge and experience designing, developing and adapting mathematical, statistical, and other scientific methods and techniques to provide workforce data analytics and using analytic tools to create a more reliable and up-to-date picture of workforce capacity, capability and disposition. Education Substitution of education may not be used in lieu of specialized experience for this grade level. Additional Information VETERANS PREFERENCE/CURRENT OR FORMER FEDERAL In accordance with DoD Instruction 1400.25, Volume 2005, veterans preference is not required to be applied when considering candidates with prior Federal competitive or excepted service who have completed a probationary or trial period and have not been separated for cause. Therefore, veterans preference will not be applied to applicants with current federal service, or former federal civilian service meeting the above criteria. Re-employed Annuitant: This position does not meet criteria for re-employed annuitant. The DoD criteria for hiring Re-employed Annuitants can be found at: https://www.esd.whs.mil/Portals/54/Documents/DD/issuances/140025/1400.25-V300.pdf Applicants selected from this announcement may be required to serve a two-year trial period. If selected, Federal employees currently serving in the competitive service must acknowledge that they will voluntarily leave the competitive service by accepting an offer of employment for a DCIPS excepted service positions. If selected, non-DCIPS candidates must acknowledge in writing that the position they have been selected for is in the excepted service and covered by DCIPS. All Defense Intelligence positions under the Defense Civilian Intelligence Personnel System (DCIPS) are in the excepted service by specific statue, 10 U.S.C. 1601. This position is in the excepted service and does not confer competitive status. All current and former Federal employees must submit a copy of your latest SF50 (Notification of Personnel Action) showing your tenure, grade and step, and @type of position occupied (i.e., Excepted or Competitive); or similar Notification of Personnel Action documentation, i.e., Transcript of Service, Form 1150, etc. For more information on the DCIPS occupational structure click here. For more information about career advancement in DCIPS click here. This position is subject to an initial drug screening, and random testing thereafter. A negative drug test result must be received by HR within 30 calendar days after the EOD (i.e., start date). The selectee's inability successfully pass; or refusal to conduct the test may result in: 1) the tentative or FJO being withdrawn during the recruitment process; or 2) subsequently being removed from Federal service for failure to meet a condition of employment. You may be required to sign a "Drug Test Statement of Understanding" if you are selected for this position. As required by 5 C.F.R. § 302.106., DLA will provide Section 508 conformant ICT to employees with disabilities. All ICT interfaces with the public related to vacancy announcements and career transition opportunities must conform to the applicable requirements in the current ICT Standards and Guidelines (36 C.F.R. § 1194).
