MANAGEMENT ANALYST

Summary

Serves as the Management Analyst at the GG-14 grade level responsible for providing technical advice to Director, Research and Development Support Activity concerning the implementation and evaluation of Research and Development Support Activity (RDSA) civilian workforce programs relating to the Defense Civilian Intelligence Personnel System (DCIPS) including planning requirements.

Duties

• •You will evaluate and implement external agency-wide strategies, policies, programs and administrative frameworks to the internal workforce enterprise.
• •You will analyze and evaluate the impact of external policy on internal manpower resources (military, civilians and contractors) across the enterprise.
• •You will ensure the integration, coordination, and implementation of civilian workforce programs to maximize the effectiveness.
• •You will lead development of products to effectively communicate strategies and value to key stakeholders.
• •You will serve as the primary point of contact and liaison between Research and Development Support Activity (RDSA) leaders and the servicing Human Resources Office (HRO).
• •You will provide administrative guidance and liaison assistance to Research and Development Support Activity (RDSA) leaders and staff regarding HR processes, procedures, and timelines.
• •You will monitor and review new or proposed legislation, regulations, and policy guidance affecting HR program areas to assess potential administrative impacts on Research and Development Support Activity (RDSA).

Qualifications

Your resume must demonstrate at least one year of specialized experience equivalent to the next lower grade level (GS/GG-13) or pay band in the federal service or equivalent experience in the private or public sector performing the following duties: 1) Developing agency-wide related policies ensuring alignment with statute and regulation and achievement of program objectives. 2) Applying human resources rules, policies, regulations and procedures to provide advisory services to managers and employees on performance management, pay, leave, premium pay, or work schedule issues. 3) Conducting briefings or presenting findings and solutions related to various audiences regarding hiring, training, employee professional development, civilian awards, pay, premium pay, leave, hours of work, or work schedules. 4) Developing strategic policy documents in the areas of employee performance management, mandatory/required training, employee management relations, and employee conduct issues. Additional qualification information can be found from the following Office of Personnel Management website: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/#url=List-by-Occupational-Series Additional qualification information can be found from the following DON DCIPS policy website: https://www.secnav.navy.mil/doni/Naval%20Intelligence%20Activity/Chapter%205%20-%20Employment%20and%20Placement.pdf