Deputy Executive Director OSDBU

Summary

The position is in the Office of the Secretary of Veterans Affairs and is responsible for overseeing the Office of Small & Disadvantaged Business Utilization. The DED reports directly to the Executive Director and serves as the ED's primary advisor on matters pertaining to VA's OSDBU programs, practices, applicable laws, and regulations. The DED supports ED in establishing organizational goals and objectives.

Duties

The responsibilities include, but not limited to: Responsible for the day-to-day operational management of the organization including acquisition support, procurement review, program integration, strategic outreach and communication, direct access, and operation/quality assurance programs as well as the administrative Office. The incumbent of this position supports the Executive Director and provides leadership and high-level management expertise in directing and managing the Small & Disadvantaged Business Utilization programs of the Department of Veterans Affairs. Serves as primary advisor to the ED and the Office of the Secretary. Advises and provides executive leadership in the management of Small & Disadvantaged Business Utilization programs, including directing and overseeing the development of policies, determining priorities, and establishing organizational goals and objectives. Leads the formulation and execution of strategic policy initiatives that influence Departmental priorities, regulatory frameworks, and legislative positions impacting small business utilization, supplier diversity, and acquisition operations. Develops and implements strategic plans and initiatives in the OSDBU through direct guidance and oversight. Provides executive-level analysis and recommendations on proposed legislation, regulations, and policy directives, shaping the Department's positions on statutory, regulatory, and government-wide acquisition matters affecting small business programs. Provides authoritative guidance and executive decision-making on emerging acquisition trends, policy risks, compliance requirements, and operational challenges with significant Department-wide impact. Leads the integration of multiple organizational functions and program areas to drive enterprise modernization, operational effectiveness, and continuous improvement initiatives supporting small business engagement and acquisition excellence. Represents the ED in a wide variety of situations within the Department and works with the representatives of other Federal agencies and the private sector. Authorized to speak for the ED, representing his/her point of view, and commits the office and VA to courses of action. Directs enterprise-wide strategic planning and integration of complex acquisition and small business initiatives, ensuring alignment with Departmental mission objectives, federal procurement priorities, and Administration goals. Exercises senior executive authority in negotiating, coordinating, and collaborating with high-level officials across federal agencies, industry stakeholders, Congressional staff, veteran service organizations, and external partners to advance Departmental small business priorities and initiatives. Frequently this requires interpreting or adopting established policies and practices. Functions with the full authority and confidence of the ED in these situations. Directs and oversees the Executive Director's plans for implementing new programs and procedures as well as maintaining existing services and determines appropriate delegations of authority. Designs organization structures that promote efficiency and effectiveness, determines and allocates the resources necessary to manage the organization, and ensures that required review mechanisms are in place. Provides executive-level leadership and strategic oversight of human capital management initiatives to ensure organizational readiness, workforce optimization, succession planning, talent acquisition, employee engagement, building partnerships and alignment of workforce strategies with the Department's mission, operational priorities, and long-term business objectives. Oversee organizational development efforts, advise senior leadership on workforce planning and position management, and foster a high-performing, accountable, and inclusive work environment that supports mission execution and enterprise growth. Deputy Executive Director must be able to provide executive leadership over staff performing various functions including acquisition and procurement; acquisition and contracting activities; developing and implementing acquisition strategies; processes and procedures, particularly related to large and complex procurements are highly desired. In this regard, the DED determines the need for and oversees the conduct of special studies of broad, complex and sensitive issues confronting the OSDBU. Keeps ED apprised of all aspects of the management of the organization. Requires knowledge of Federal small business community to provide executive management and guidance on contracting and socioeconomic trends and collaborate on issues that affect the Department commercial contracting practices and trends and to collaborate on issues that affect the Department's socioeconomic accomplishments. Qualifications

To meet the minimum qualification requirements for this position, you must show that you possess the Executive Core Qualifications (ECQ), and Technical Qualifications (TQ) related to this position within your resume - NOT TO EXCEED 2 PAGES. Resumes over the 2-page limit will be disqualified. Please see "Required Documents" section below for all resume formatting requirements. 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. Do NOT submit a separate 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. TQ1: Demonstrated ability to lead a staff of acquisition and procurement professionals responsible for performing small and disadvantaged business program assignments and manage complex projects involving multiple functions and requirements. TQ2: Demonstrated knowledge of and the ability to provide guidance and advice to key officials regarding Federal small and disadvantaged business programs, acquisition and small and disadvantaged business promotion, business (including Veteran Business) development and promotion, acquisition principles, socioeconomic trends, and commercial contracting practices and trends. 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. Sub-Competencies: Knowledge of the American System of Government: Demonstrates understanding and appreciation of the American system of government, including the Constitution, the Bill of Rights, separation of powers, federalism, and the historical development of the American Nation. Commitment to the Rule of Law: Upholds the principles of the American Founding, including equality under the law and democratic self-government. Ensures the law is applied fairly and consistently. Civic-Mindedness: Stays up-to-date on important developments in American government and aligns organizational objectives and practices with presidential and public interests. Demonstrates a 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. Sub-Competencies: Fiscal Responsibility: Strategically manages, allocates and monitors financial resources. Aligns priorities and initiatives to justify budget proposals. Monitors expenditures, cuts unnecessary costs, and uses cost-benefit analysis to set priorities. Managing Resources: Manages resources efficiently and effectively based on current and projected organizational goals, skills, budget considerations, and staffing needs. Leveraging Technology: Explores emerging technology and potential applications. Incorporates technology to enhance efficiency and achieve results. Ensures access to and security of technology systems 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. Sub-Competencies: Technical Skill: Possesses the requisite technical knowledge and subject matter expertise to consistently produce timely, high-quality work. Is considered a strong contributor in his or her domain. Problem Solving: Engages in critical and data-driven thinking when diagnosing root causes and evaluating options. Identifies and promptly addresses the most pressing, high-priority problems. Agility and Resilience: Anticipates and adapts to change, new ideas, new information, and new conditions. Is committed to continuous improvement. Deals effectively with pressure and remains optimistic and persistent, even under adversity. 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. Sub-Competencies: Accountability: Ensures that employees are appropriately recruited, selected, appraised, trained, and retained. Takes swift action to address performance- or conduct-based deficiencies in employees supervised. Holds self and others accountable for measurable high-quality, timely, and cost-effective results. Developing Others: Recognizes and rewards outstanding achievement in others. Develops the ability of others to perform and contribute to the organization by providing opportunities to learn through formal and informal methods. Cultivates a dynamic environment in which employees are not afraid to make mistakes. Executive Judgement: Makes well-reasoned, timely, and effective decisions and considers short- and long-term implications. Communicates effectively with stakeholders across all organizational levels, sharing and guarding information where appropriate. 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. Sub-Competencies: Operational Mindset: Effectively translates strategies into actionable steps and processes. Partners effectively with stakeholders to drive adoption and addresses blockers to ensure successful implementation. Innovation: Applies creativity to improving products and processes, challenges convention, takes measured risks, and considers ways to simplify and remove unnecessary requirements. Strategic Thinking: Formulates objectives and priorities and implements plans consistent with the long-term interests of the organization by evaluating conditions, resources, capabilities, constraints, and organizational goals and values. 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 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. See "Required Documents" section for additional information.

Education

If you are qualifying for this position by substituting education or training for experience, an official transcript or equivalent will be required if you are selected. Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education. 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) How You Will Be Evaluated

You will be evaluated for this job based on how well you meet the qualifications above. Once the application process is complete, a review of your resume and supporting documentation will be conducted. If you meet minimum qualifications, your Application Package will be further reviewed to determine if you possess the Executive Core Qualifications (ECQ) and Technical Qualifications (MTQ) listed above. ECQs and TQs must be thoroughly addressed within your two (2) page resume. Separate narratives will not be accepted or reviewed. Highly Qualified applicants may undergo one or more interviews and may be referred to the selecting official for further consideration. Upon selection, if not already a member of the SES serving under a career appointment, the individual selected must have his/her executive qualifications certified by the U.S. Office of Personnel Management's SES Qualifications Review Board (QRB) before appointment to this position. The selected individual's application will be forwarded to the OPM for review and certification by the QRB, unless the selectee provides evidence of their noncompetitive status (i.e., a current SES, OPM QRB certified SESCDP graduate, or SES reinstatement eligible). Upon QRB certification, the selected individual will be required to serve a one-year probationary period. For more information regarding the SES, go to https://www.opm.gov/policy-data-oversight/senior-executive-service/. Other Information

Veteran Preference does not apply to the Senior Executive Service.: https://www.opm.gov/faqs/topic/Senior-Executive-Service/index.aspx. Drug Testing: All applicants tentatively selected for VA Senior Executive Service employment in any position are subject to urinalysis to screen for illegal drug use prior to appointment and will be subject to random testing thereafter. Applicants who refuse to be tested will be denied employment with VA. Mobility: Organizational and geographical mobility is essential in developing and managing SES leaders. Individuals selected for SES positions may be subject to reassignment across geographical, organizational, and functional lines, and may be required to sign a Reassignment Rights and Obligation Agreement. VA structures its SES positions into pay bands. This is a pay band 3 position and the salary range is $151,661 to $228,000. The categories are based on the position scope, breadth, functions, and placement within the structure of organizational levels across the Department/Agency. Exceptions to the cap of the range may be considered in certain circumstances. Equal Employment Opportunity (EEO) Policy Statement: http://www.eeoc.gov/federal/index.cfm Employment Information Resources - Resource Center: https://help.usajobs.gov/how-to Males born after 12-31-1959 must be registered or exempt from Selective Service (see https://www.sss.gov/RegVer/wfRegistration.aspx) OPM must authorize any employment offers made to current or former (within the last 5 years) political Schedule A, Schedule C, or Non-career SES employees in the executive branch. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, or Noncareer SES employee in the executive branch, you must disclose that to the Human Resources Office.