Program Manager (Director, LER Field Operations Division W)

Summary

Serves as the Director for LER Field Operations Division W (AHL-W000). Responsible for providing service area-wide LER operational and policy guidance to subordinate LER offices. Provides managerial leadership in overseeing the work of subordinate LER Managers. Provides expert guidance and management support to FAA executives and senior leadership on a broad range of strategic planning and tactical labor and employee relations initiatives, activities, and issues.

Duties

Provides service area direction, supervision, and managerial oversight for the labor and employee relations programs and activities that implement the FAA's labor and employee relations strategies. Manages the work of labor and employee relations programs through subordinate managers. Responsibilities include the guidance, evaluation, and program control of the service area employee relations, labor negotiations, labor litigation, and LER advisory and support programs. Manages staff in the provision of guidance to field locations for applying agency policies, rules, and regulations, as they relate to employee and labor relations strategies and objectives. Provides expertise and manages service area LER program support to defend disciplinary and adverse actions taken, grievances, unfair labor practices, appeals, and other third-party activities. Oversees the development, maintenance, and operation of systems that provide trend data on grievances, unfair labor practices, collective bargaining agreements, and other labor-management and employee relations activities. Represents the Deputy Executive Director of Regional Operations as a principal advisor on regional labor negotiations and contract administration. Represents FAA management and manages the Agency's relationship with labor unions on labor-management and employee relations issues at the service area and regional levels; provides leadership and guidance on labor-management and employee relations activities to management; and interfaces with agency senior leadership on labor-management and employee relations issues and advises management of local labor-management and employee relations issues on conduct and discipline, grievances, negotiations, and Unfair Labor Practices. Identifies needs and manages the development of implementation guidance for Lines of Business/Staff Offices (LOB/SOs) on processes that have employee or labor and employee relations implications. Managerial duties typically affect managers and employees within the service area and include managing staff in providing advisory services and expert guidance for the development and application of agency policies, rules, and regulations, as they relate to employee and labor relations strategies and objectives. Routinely develops new and innovative approaches. Directs the work of professional/technical/specialized subordinate employees for multiple organizational projects and programs, across multiple functions, disciplines, and LOB/SOs. Provides leadership and overall management direction through subordinate managers and staff members. Assigns work, establishes priorities; sets performance standards and evaluates performance, identifies and assures training and development needs of LER regional employees are met; makes decisions and recommends for appointment, promotion, and reward of employees. Develops and presents briefings to stakeholders to convey corporate and/or government-wide employee and labor relations strategies, strategic goals and accomplishments, and assessments of programs to varied audiences. Seeks, acquires, and manages the staff, budget, supplies, space, equipment, and other resources needed to accomplish delegated work. Manages travel, equipment, files, space, and other issues for staff. Exercises, or assists in exercising sufficient internal control to assure that: resources are safeguarded against waste, loss, and unauthorized use; accurate records of the receipt, expenditure, and use of resources are maintained; and operational efficiency is maximized and prescribed policies are followed. May perform other duties as assigned.

Qualifications

To qualify for this position, you must demonstrate in your application that you possess at least one year of specialized experience equivalent to the next FV-J (FG/GS-14) level. Specialized Experience is experience that has equipped the applicant with the particular knowledge, skills and abilities to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled. SPECIALIZED EXPERIENCE includes: Experience in providing direction, supervision and managerial oversight for labor and employee relations programs and activities that implement the FAA's labor and employee relations strategies; Experience in providing guidance and management support to FAA executives and senior leadership on a broad range of strategic planning and tactical labor and employee relations initiatives, activities and issues; and Experience in managing and leading staff responsible for labor and employee relations programs and activities. Applicant should provide examples of Specialized Experience in their work history. Applicants may be asked to verify information in their application. Qualification requirements must be met by the closing date of this vacancy announcement.

Education

KSA INFORMATION: As a part of the Federal-Wide Hiring Reform Initiative (streamlining the hiring process), the FAA is committed to eliminating the use of the Knowledge, Skills and Ability (KSA) narratives from the initial application in the hiring process for all announcements. Therefore, as an applicant for this announcement, you are NOT required to provide a narrative response in the text box listed below each KSA. In lieu of providing a KSA narrative response in the text box listed below each Leadership and Management Dimensions, in your work history, please include information that provides specific examples of how you meet the response level or answer you chose for each KSA. Your work history examples should be specific and clearly reflect the highest level of ability. Your KSA answers will be evaluated further to validate whether the level that you selected is appropriate based on the work history and experience you provided. Your answers may be adjusted by a Human Resource Specialist as appropriate. Eligible applicants meeting the minimum qualification requirements and selective factor(s), if applicable, may be further evaluated on the Leadership and Management Dimensions and Other Factors listed in the announcement. Based on this evaluation, applicants will be placed in one of the following categories: score order, category grouping, or alphabetical and referred to the selecting official for consideration.