Management and Program Analyst

This position is located within the Administration, Business, Management, and Governance (ABMG) Directorate, Division of Administration. The Division oversees human capital management, administrative operations, and executive support functions. It is also responsible for strategic planning and budgeting related to administrative services.

This position serves as a Human Capital Specialist responsible for performing analytical and evaluative work that strengthens OCIO's human capital program. Major duties are listed at the full performance level (GS-13).

Major duties include but are not limited to: Perform analytical assignments to identify technical workflow issues, operational risks, and customer needs, recommending solutions that improve efficiency and consistency.

Support strategic human capital program by monitoring workforce trends, identifying competency gaps, tracking retirement and attrition patterns, and compiling information used by senior analysts in long-term planning.

Advise managers on Departmental HR policies, helping them understand impacts on the division operations and recommending updates to align with established procedures. Provide informed guidance and recommendations to organizational leadership on federal HR regulations, policies, and best practices.

Support communication between stakeholders to maintain shared understanding of human capital priorities, identifies workforce-related issues, and collaborates with leadership to ensure timely resolution.

Compile information on hiring activity, staffing levels, attrition, and awards to support senior analysts in more complex forecasting and trend analysis.

Handle sensitive and pre-decisional information, including grievances, reassignments, and reorganizations, ensuring confidentiality in accordance with privacy, records management, and labor-management policy.

Maintain and monitor employee records, promotions, quality step increase recommendations, awards, corrective actions, employee development, training, counseling or termination of employees.

Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled.

To be creditable, specialized experience must have been equivalent to at least the next lower grade level. For GS-12, applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-11, in the Federal Service.

Qualifying specialized experience for GS-12 includes (applicants must meet 3 of the 4 following specialized experience statements): Experience analyzing programs and business operations within a single office or program to improve efficiency, workflows, and administrative processes.

Experience reviewing administrative procedures and program activities within assigned functions to identify issues and recommend solutions. Experience designing and conducting moderate-scope studies of business processes and systems, including data collection, analysis, and improvement recommendations.

Experience coordinating multiple projects and priorities for a division or office, synthesizing information, and preparing clear recommendations for managers. For GS-13, applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-12, in the Federal Service.

Qualifying specialized experience for GS-13 includes (applicants must meet ALL of the following specialized experience statements): Experience leading cross-functional analyses that improve efficiency and effectiveness across programs or organizations, and overseeing solution implementation and results.

Experience evaluating and modernizing administrative procedures across multiple functional areas or offices, identifying systemic issues and advising senior leadership on policy or process changes.

Experience developing and applying advanced qualitative and quantitative methods and performance measures to assess organizational effectiveness and drive enterprise-level improvements.

Experience coordinating and prioritizing multiple enterprise initiatives for senior leaders, synthesizing diverse inputs, and producing decision-ready briefings that shape strategy and resource allocation.