Workforce Services Analyst

Summary

This position will reside within the Office of Advanced Aviation Technologies (AAT), Mission Support Division (AAT-100), Workforce and Financial Management Branch (AAT-110). The Specialist serves as a Workforce Services Specialist applying knowledge of workforce related functional activities to accomplish organizational Human Capital goals.

Duties

The Workforce Services Analyst serves as the recognized subject matter expert on workforce planning and human capital related activities. Applies experience and expert knowledge of a substantial body of administrative or program principles, concepts, policies, and objectives to conduct functional activities for projects/programs that often require the development of new and innovative approaches. Applies knowledge of FAA¿s policies to act as a liaison to support and coordinate the recruitment and staffing efforts, as well as other program activities, in consultation with the Office of Human Resource Management (AHR), management, and technical and administrative personnel. The Specialist is responsible for managing and supporting administrative programs in order to meet organizational goals and objectives. Identifies and resolves challenging problems or issues that often cross organizational boundaries and impact on the accomplishment of strategic objectives. Analyzes the workforce to predict potential workforce issues and proposes preventive actions to prepare for future staffing needs. Conducts studies of workforce attrition to develop metrics used to measure employees' attrition rate and to identify anticipated vacancies; works with management for resolving attrition issues. Acts as a principal point of contact to external stakeholders, as required, when communicating and coordinating requests for personnel actions and administrative program activities. Conducts research of regulations, directives, and various other policies and procedures related to workforce planning. Applies FAA's guidance in providing guidance and instructions on creating job analysis tool (JAT), pay setting, policy guidance and program requirements. Ensures position descriptions and/or job analysis tools are properly assigned with the correct information. Ensures all related requirements/obligations contained within the applicable collective bargaining agreements are accomplished by managers. Participates in the internal and external recruitment activities by preparing, initiating, and forwarding requests for personnel actions and/or recruitment requests to AHR for processing. Reviews requests for staffing and/or classification, as well as other personnel actions for submission to the Office of Human Resource Management for final review and approval. Monitors and carries out actions to facilitates internal recruitment activities with AHR. Monitors and evaluates position management reports, databases, and systems for internal tracking and obtaining statuses on submitted personnel actions. Communicates with AHR to ensure actions meet HR requirements and completion deadlines. Responsible for handling special confidential assignment, while ensuring information and actions are accurate, timely, applicable, maintained on a need-to-know basis, and securely stored. Plans, develops, and monitors actions required to manage programs, such as annual data calls, analyses, and assessments. Identifies, defines, and organizes resources for large projects/programs/work activities. Acquires and allocates resources to accomplish activities within established schedules and budgetary requirements. Identifies relevant data, prepares reports, and presents the data using various methods and media, such as tables, graphs, charts, etc. Uses analytical data and fact findings to develops and recommends organizational priorities to meet human capital goals. Develops and maintains specialized reports and metrics to improve resource utilization. Acts as a point of contact to provide advice and guidance on the applications of policies and procedures. Formulates and recommends to senior management positions on major projects/ policies/issues. Often asked to develop new internal policies, procedures, and approaches that take into consideration FAA policies, and Governmentwide rules and regulations. May create new solutions and policy interpretations, as situations require. Requirements

We are not accepting applications from noncitizens. Qualifications

To view the complete OPM qualification standard for the Group Coverage Qualification Standard for Administrative Series, 0301, please refer to: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/0300/miscellaneous-administration-and-program-series-0301/ To qualify for this position you must demonstrate in your application that you possess at least one year of specialized experience equivalent to FV-I, FG/GS-13. Specialized experience is experience that has equipped you with the particular knowledge, skills, and abilities to perform successfully the duties of the position. Specialized experience includes: Experience preparing and initiating requests for personnel actions and the review of position descriptions and/or job analysis tools prior to submission to human resources. Experience using analytical data and fact findings to design and recommend organizational priorities to meet human capital goals. Qualifications must be met by the closing date of this vacancy announcement. Applicants should provide examples of the specialized experience in their work history.

How You Will Be Evaluated

IMPORTANT: Applicants may be rated on the extent and quality of experience, education, and training relevant to the duties of the position(s). All answers provided in the on-line process must be substantiated. Ensure that your application package/resume supports your responses. Other Information

We may use this vacancy to fill other similar vacant positions. Position may be subject to a background investigation. A one-year probationary period may be required. The person selected for this position may be required to file a financial disclosure statement within 30 days of entry on duty. FAA policy limits certain outside employment and financial investments in aviation-related companies. www.faa.gov/jobs/workinghere/financial-disclosure-requirements Leave Enhancement: FAA organizations may offer enhanced annual leave accrual to newly appointed or reappointed employees. In order to receive consideration for such a benefit, applicants' prior non-Federal service or active duty uniformed service must directly relate to the duties of the position to which appointed. Granting enhanced annual leave is at the sole discretion of the hiring organization, and granting such benefit is not an entitlement nor guaranteed to any newly hired employee. 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 Knowledge, Skills and Abilities (KSA), 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 Knowledge, Skills and Abilities (KSA) listed in the announcement. Based on this evaluation, applicants will be placed in one of the following categories: score order, category grouping, or alphabetical order and referred to the selecting official for consideration. Current and former federal employees must submit their most recent SF-50, Notification of Personnel Action. All, some, or none will be selected for an interview. This is not a bargaining unit position. Links to Important Information: Locality Pay, COLA