Program Manager (Assessment, Evaluation & Placement Unit)

Summary This position is located in the Court Services and Offender Supervision Agency (CSOSA) for the District of Columbia, within the Office of Behavioral Interventions (OBI), Assessment, Evaluation and Placement Unit (AEPU). The Agency is responsible for working closely with the criminal justice system and community leaders in providing the full range of comprehensive services to support the fair administration of justice, increase public safety, prevent crime, and reduce recidivism. Responsibilities Leads and supervises a staff of Supervisory AEP Specialists (at least two) and assessment/contract support staff, and through them directs a workforce performing work at the multiple grade levels. Provides administrative and clinical-program supervision necessary for accomplishing the work of the unit. Selects, implements, coordinates, monitors, documents, evaluates, and revises screener, assessment, evaluation, and program placement criteria, as approved by the Deputy Associate Director, AEPU. Develops and manages assessment and evaluation schedules for multiple field locations, including community supervision sites, correctional and detention facilities (e.g., the DC Jail and CTF), and hospital settings. Ensures that the need for re-screens, reassessments, and evaluations is accurately identified, scheduled, and completed in a timely manner. Prioritizes assessments and placements based on risk, consistent with Risk-Need-Responsivity (RNR) principles. Plans, executes, and reports on original analyses of AEPU program management problems, including assessment instrument fidelity, inter-rater reliability among staff administering actuarial and standardized risk/needs instruments, and quality assurance of DOTS assessments conducted in incarcerated, community, and hospital settings. Coordinates at the program level with the Clinical Program Manager (Chief Psychologist) on cases requiring both general and sex-offender-specific assessment, to ensure a consistent, non-duplicative approach for shared clients. Does not supervise or direct the work of psychologists, psychometrists, or Sex Offender Treatment Specialists. Performs the administrative and human resource management functions relative to staff supervised. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Observes workers' performance; demonstrates and conducts work performance critiques; provides informal feedback; and periodically evaluates employee performance. Oversees the development of Operational Instructions (OIs) governing AEPU assessment programming and provides guidance on policies and OIs that impact AEPU, ICBIU, and OBI operations. Administers a complex program managing budget, human resources, procurement, and contract administration for AEPU. Participates in developing new plans, schedules, or methods to accommodate changing program requirements. Participates with the supervisor and primary staff in developing and organizing policies and programs. Identifies objectives based on an analysis of interrelated issues of effectiveness, efficiency, and productivity of substantive mission-oriented programs; determines the approach to achieve objectives; identifies specific steps; and decides on meetings, information, and other input. Requirements Conditions of Employment Qualifications You may qualify at the GS-14 level if you possess one year of specialized experience equivalent to the GS-13 level in the Federal service performing work that demonstrates the knowledge, skills, and abilities required for this position. Such experience must include identifying, monitoring, tracking, and analyzing assessment and evaluation outcomes and utilization data to ensure effective management of assessment resources; and applying assessment and evaluation findings to recommend improvements, modifications, or discontinuation of screening tools, assessments, evaluation protocols, and related interventions or programming to enhance program effectiveness and alignment with organizational needs. This definition of specialized experience is typical of work performed at the next lower grade/level position in the federal service. Some federal jobs allow you to substitute your education for the required experience in order to qualify. For this job, you must meet the qualification requirement using experience alone--no substitution of education for experience is permitted. 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). You will receive credit for all qualifying experience, including volunteer experience. One year of experience refers to full-time work; part-time work is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/year, and indicate number of hours worked per week, on your resume. Education Education is not substitutable for specialized experience at this grade level. Additional Information Reasonable Accommodation (RA) Requests: If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a RA in your online application. Requests for RA for the USA Hire Competency Based Assessments and appropriate supporting documentation for RA must be received prior to starting the USA Hire CompetencyBased Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments if you received the link after the close of the announcement. To determine if you need a RA, please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments. (https://appsupport.usastaffing.gov/hc/en-us/sections/28980686389652-Reasonable-Accommodation-Information) If you are an eligible Career Transition Assistance Program (CTAP) or Interagency Career Transition Assistance Program (ICTAP) applicant, you may apply for special selection over other applicants for this position. Individuals who have special priority selection rights under the CTAP or ICTAP must be well qualified for the position. To be well qualified, applicants must satisfy all qualification requirements for the vacant position and meet the mid-level (scoring between 85 and 89) of the rating criteria for all factors or the established cutoff score. CTAP/ICTAP eligibles must submit one of the following as proof of eligibility for the special selection priority: a separation notice; a "Notice of Personnel Action" (SF-50) documenting separation; an agency certification that you cannot be placed after injury compensation has been terminated; an OPM notification that your disability annuity has been terminated; OR a Military Department or National Guard Bureau notification that you are retired under 5 U.S.C. 8337(h) or 8456. Additional information about ICTAP and CTAP eligibility is at: http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. This vacancy announcement may be used to fill future vacancies for identical positions within the next year. Only experience and education obtained by the closing date of this announcement will be considered. You must meet all qualification requirements within 30 days after the closing date of this announcement and before placement in the position. CSOSA is an Equal Opportunity Employer. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, Non-career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office. Position is Mission Essential and is not subject to administrative dismissal in emergencies based on inclement weather conditions, or other emergency situations, as appropriate. A Mission Essential employee is required to report for, or remain at, work in emergency situations; dismissal or closure announcements do not apply to him/her unless his/her supervisor instructs otherwise.