ACQ DEMO PROGRAM MANAGER

Serves as the Department of War (DoW) Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo) Program Manager, reporting to Human Capital Initiatives (HCI), and providing executive leadership for one of the Department's largest alternative personnel systems supporting up to 130,000 acquisition workforce employees and supervisors across the Military Departments, Defense Agencies, and OSW.

Provides strategic direction, oversight, and governance for all aspects of AcqDemo program execution, including policy development, program expansion, budget formulation and execution, risk management, performance management, workforce analytics, stakeholder engagement, and continuous process improvement.

Leads the development, implementation, and modernization of AcqDemo personnel management policies and practices to support Department priorities for talent management, workforce readiness, recruitment, retention, employee development, and performance-based compensation.

Serves as the principal advisor to senior leaders within USW(A&S), OSW, Military Departments, Defense Agencies, and external oversight organizations on AcqDemo authorities, workforce policy, pay administration, performance management, and human capital strategy.

Directs enterprise-wide program planning and execution associated with AcqDemo growth, operational sustainment, statutory compliance, and emerging workforce transformation initiatives.

Oversees development of Federal Register Notices, policy issuances, implementation guidance, operating procedures, training materials, and strategic communications necessary to execute and improve the AcqDemo personnel system.

GENERAL QUALIFICATIONS: General education and/or experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for Administrative and Management Positions.

SPECIALIZED EXPERIENCE: One (1) year of specialized experience at the next lower broadband, NH-03 or next lower grade, GS-13 or equivalent, in other personnel pay systems including experience as follows: ???????Enterprise, cross-component or component-wide oversight and execution of an alternative personnel system with pay setting and performance management systems, with appointments and employee performance increases linked to experience and contribution, not tenure.

Experience interpreting statutory authorities to develop and implement enterprise, cross-component or component-wide policies, procedures, and guidance governing performance management, contribution assessment, pay administration, compensation systems, salary adjustments, recognition programs, or employee evaluation processes.

Experience advising executive-level leaders and management on the enterprise, cross-component or component-wide application of personnel pay policies, performance management requirements, rating methodologies, compensation authorities, and workforce regulations.???????

PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week.

VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social).

Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.