PROGRAM ANALYST

This position is part of the Defense Threat Reduction Agency, Defense Threat Reduction Agency. You may qualify at the GS 14 , if you fulfill the following qualifications: A. One year of specialized experience equivalent to the 13 or equivalent in the federal service (experience may have been gained in the private sector). Specialized Experienced is defined as: Directing capital management and human capital strategies including defining core organizational competencies, establishing milestones to develop personnel capabilities, and advising senior leadership on strategic alignment of organizational structure and resource requirements to support future operations Validating strategic planning documents for programmatic accuracy, managing organizational performance planning, and authoring concise deliverables tailored to Congressional Staffer inquiries and annual reporting requirements Organizing department-wide performance management systems by establishing strategic indicators linked to goals, analyzing system-wide data to identify mission shortfalls, and formulating authoritative corrective-action recommendations for senior executives Leading business processes, re-designing organizational projects, to include facilitating cross-functional improvement teams, evaluating resource allocations, and implementing modern process improvement methodologies to optimize workflows. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. As a PROGRAM ANALYST at the GS-0343-14 some of your typical work assignments may include: Serves as the principal strategic advisor to the CB Director and Chief of Staff, independently researching, formulating, and validating innovative department-wide human and intellectual capital plans, policies, and courses of action to ensure optimized use of departmental resources. Supports and, as required, directs all aspects of the department's intellectual and human capital management by establishing process milestones and suspenses to maximize the growth of departmental assets, defining core competencies, and advising senior leadership on the strategic implications of organizational structure and personnel capability development on future operations. Leads, plans, and facilitates headquarters-level human capital business process improvement initiatives by establishing and guiding focused, cross-functional project teams to identify, evaluate, and implement modern workflows and efficiency methodologies across the department. Conducts comprehensive analyses of organizational structures, business processes, resource allocations, and performance measures; evaluates complex issues of a one-time or recurring nature to deliver responsive, data-driven alternatives and long-term efficiency recommendations to process owners and senior leaders. Responsible for the department's strategic workforce planning and hiring action oversight: Directs the department's intellectual capital and workforce planning initiatives by identifying core competency gaps, evaluating personnel resource requirements, and managing strategic recruitment and hiring actions to recruit top-tier talent and align staffing levels with future mission capabilities and organizational priorities. Security clearance required: Top Secret

Education Substitution of education may not be used in lieu of specialized experience for this grade level.