Supervisory Management and Program Analyst

As a Supervisory Management and Program Analyst at the GS-0343-15, some of your typical work assignments may include: Serves as authoritative focal point for variety of personnel systems guided by Title 5, Title 10, the Intergovernmental Personnel Act (IPA) and the Private Sector Personnel Pilot Program (PSPP); as well as the general schedule, the Senior Executive Service, Senior Leaders and military personnel across the miliary departments.

Provides expert advice and guidance to management officials on intermediate and long-range planning efforts to ensure that civilian personnel considerations are examined in the strategic planning process Performs extensive analyses of directives, legislation, policy statements and draft guidance from Congress, higher echelons, and interface organizations on significant issues that are DARPA specific or pertain to personnel, manpower, and pay determinations.

Plans, organizes, supports and coordinates the work of team members. Ensures efficient utilization and professional development of incumbents is achieved. Reviews accomplishment of incumbents and the program in terms of product/process quality, quantity, applicability and timeliness.

Works with managers, employees and team members in developing performance plans and major performance objectives and provides advice and assistance on performance. Develops and/or supports career plans and identifies/make provisions for training and professional development needs of subordinates.

You may qualify at the GS-15 if you fulfill the following qualifications: A.

One year of specialized experience at or above the GS-14 grade level or equivalent under other pay systems in the Federal service, military, or private sector: Expertise in Specialized Hiring Authorities: Serves as an authoritative expert on complex and non-standard personnel compensation programs that operate outside of traditional Title 5 legislation.

This includes deep familiarity with applying specialized personnel authorities such as the Personnel Management Authority (Title 10 USC 4092), the Private Sector Personnel Pilot Program (PSPP), and the Intergovernmental Personnel Act (IPA).

High-Level Policy Analysis and Strategic Planning: Develops and recommends agency-specific personnel policies by performing extensive analysis of directives and legislation from Congress, the Office of Personnel Management (OPM), and the Department of War (DoW) or other Cabinet-level departments.

Provides expert guidance to senior leadership on long-range strategic planning for manpower and personnel. Advanced Program and Manpower Management: Manages and directs a complex personnel administration program involving diverse employment types (e.g., Executive, GS, Military, IPA).

This includes an in-depth knowledge of manpower planning, controlling funding, directing studies, and using resource allocation systems like the Planning, Programming, and Budgeting System (PPBS).

Senior-Level Stakeholder Engagement: Utilizes expert interpersonal skills to negotiate, justify, and defend personnel programs with top management officials across large-scale agencies, oversight agencies, other government agencies, and private industry partners in unstructured settings.