Chief Human Capital Officer

Summary

This Senior Executive Service position is located in the Department of Homeland Security (DHS), Federal Emergency Management Agency (FEMA), Mission Support (MS), Office of the Chief Human Capital Officer (OCHCO) in Washington, DC. As the Agency's senior personnel management authority, the Chief Human Capital Officer leads, develops, implements, and administers FEMA's comprehensive human capital programs across FEMA's components and regions.

Duties

The Chief Human Capital Officer (CHCO) leads the development of human resources policies and programs in the operating units and offices of the Agency, assuring integration with all other functions of administration (i.e., financial management and budget, acquisitions and procurement, administration and real property, information technology and cybersecurity, security, organization planning, methods analysis and evaluation, and executive direction) in fulfillment of the Agency mission. The CHCO oversees all functions of FEMA's human capital management to include: Directs, manages, and oversees human capital operations to ensure the Agency's personnel management programs are integrated with and serve, reflect, and accomplish the mission and goals of the Agency. Provides oversight of the day-to-day human capital and payroll operations for a geographically dispersed population of approximately 20,000+ employees, as well as management advisory services specializing in the areas of recruitment, staffing, compensation, reduction-in-force, automated HR systems, and HR policies and programs. Builds and managing a workforce based on organizational goals, budget considerations, and staffing needs. Ensuring that employees are appropriately recruited, selected, trained, appraised, and rewarded, and taking action to address performance and conduct problems. Serves as a change agent in bringing about strategic change to meet organizational goals. This would entail establishing an organizational vision in conjunction with the Agency's vision and mission statements and implementing it in a continuous changing environment. Advises Agency leadership on the scope and coverage of the FEMA personnel programs and how to best align and integrate human capital strategies and policies with the Agency's and Department's goals and program planning. Plans and directs the execution of Agency-wide personnel management programs comprising a full range of major personnel service functions of broad scope and a high degree of complexity. Executes human capital policies and programs through subordinate division chiefs, at headquarters, regional, and field offices, and Agency management officials and supervisors. Responsible for formulating and implementing Agency-wide personnel policies and programs. Serves as the Agency's authoritative leader and expert on all issues pertaining to personnel management, advising top Agency officials on the personnel management needs of the Agency as a whole and how it affects organizational performance of staff, policies, and programmatic issues. Shares responsibility for and involvement in public advocacy of the Agency's human capital policies and programs. Provides advice, counsel and leadership, technical guidance to Agency officials on personnel management policy and requirements that must be satisfied in management determinations, organizational changes, and realignments involving their respective programs. Provides leadership and direction in preserving the integrity of the merit principles while conforming to the new guidelines for streamlined and efficient personnel programs. Serves as the FEMA representative to the Department's Human Capital Leadership Council (HCLC). Maintains liaison with the Office of Personnel Management in matters relating to the development, interpretation, and application of personnel regulations and procedures. Develops, plans, and establishes standards to provide for effective analysis and improvement of the Agency organization and implements plans for the systematic and continuing evaluation of personnel policies, program objectives, at all Agency organizational levels. Assuring that these objectives are understood and executed effectively, that they are sufficient to accomplish their intended purpose, and that all phases of the program meet statutory, regulatory, policy, and administrative requirements and standards of Office of Personnel Management, the Department of Homeland Security, FEMA, or any other Federal agency having personnel management jurisdiction. Represents the Agency at meetings, including those with Congress, Congressional committees, Office of Management and Budget, Office of Personnel Management, other federal agencies, state and local governments, exercising authority to present the view of the FEMA Administrator, Deputy Administrator and Associate Administrator, Mission Support on human capital matters.

Qualifications and evaluation

A multi-step process is used to evaluate and refer applicants: 1. Minimum requirements: Once the application process is complete, your resume and supporting documentation will be reviewed to ensure the education requirement has been met and that your 2-page resume minimally demonstrates the required Executive Core Qualifications (ECQs) and Technical Qualifications (TQs). You will be rated "not qualified" if you do not possess the education and qualification requirements for the position. If your application is incomplete or your resume exceeds the 2-page limit, you will be found "ineligible". 2. Rating and Ranking: If you are found to be minimally qualified, the Rating and Ranking panel will review your resume and evaluate your qualifications for this position. 3. Interview Panel: If the Rating and Ranking panel rate you as highly-qualified, your resume will be referred to an Interview Panel for consideration, where you may undergo one or more interviews. From there, you may be referred to the selecting official for further consideration. Upon selection, if not already a member of the SES serving under a career appointment or have been certified through successful participation in an OPM approved SES Candidate Development Program, the individual selected must have his/her executive qualifications certified by the U.S. Office of Personnel Management's SES Qualifications Review Board (QRB) before appointment to this position. The selected individual's application will be forwarded to the OPM for review and certification by the QRB, unless the selectee provides evidence of their noncompetitive status (i.e., a current SES, OPM QRB certified SESCDP graduate, or SES reinstatement eligible). Upon QRB certification, the selected individual will be required to serve a one-year probationary period. For more information regarding the SES, go to https://www.opm.gov/policy-data-oversight/senior-executive-service/. Your supporting documents are an integral part of the process for determining your qualifications for the position. If your responses are not supported by your resume, you will be eliminated from consideration. After reviewing your resume and supporting documentation, if a determination is made that you have inflated your qualifications or experience, you may lose consideration for this position. Incomplete or late applications will not receive further consideration.

Education

There is no recognized education to qualify for this position; applicant's resumes and supporting documentation will be acceptable.

How to apply

To apply for this position, you must complete this application and submit any required documents specified in the Required Documents section and submit by 11:59 PM (EST) on the closing date of the announcement to receive consideration. To begin, click Apply to access the online application. You will need to be logged into your USAJOBS account to apply. If you do not have a USAJOBS account, you will need to create one before beginning the application. Follow the prompts to select and upload your résumé and/or other required documents to be included with your application package. You will have the opportunity to upload additional documents to include in your application before it is submitted. Your uploaded documents may take several hours to clear the virus scan process. After acknowledging you have reviewed your application package, complete the "Include Personal Information" section as you deem appropriate and click to continue with the application process. You will be taken to the online application which you must complete in order to apply for the position. Complete the online application, verify the required documentation is included with your application package, and submit the application. It is applicant's responsibility to verify that information entered and uploaded, (i.e., resume and other required documents) is complete, accurate, and submitted by the closing date. Human Resources will not modify or change any part of your application. Application packages will NOT be accepted via mail. Due to security processes, mail delivery takes approximately 2-3 weeks to process at which time the vacancy announcement will be closed, and no further consideration will be given to additional application packages. There are three key documents that contain important information about your rights and obligations. Please read and retain these documents: Noncriminal Justice Applicant's Privacy Rights, for those who undergo an FBI fingerprint-based criminal history record check for personnel vetting, which includes Rap Back, FD-258 Privacy Act Statement - FBI (this is the same statement used when your fingerprints are submitted as part of your background investigation), and SEAD-3-Reporting-U.pdf (dni.gov), (applicable to those who hold a sensitive position or have eligibility for access to classified information)"

Required documents

A complete application includes items described below. Please note that if you do not provide all required information, as specified in this announcement, you may not be considered for this position (or may not receive the special consideration for which you may be eligible). Please carefully review the following list to determine what documentation you need to submit. Some documents may not apply to all applicants. 1. RESUME: All applicants are required to submit a resume limited to two (2) pages (i.e., 1 page that is double-sided or 2 pages that are one-sided each) showing all relevant experience. Applicants seeking initial career appointment to the Senior Executive Service (SES) must include evidence of the ECQs and TQs. PLEASE DO NOT USE USAJOBS RESUME BUILDER. 2. VACANCY QUESTION/ASSESSMENT QUESTIONNAIRE RESPONSES: Responses are automatically submitted through USA Jobs when you apply to this vacancy. 3. ADDITIONAL REQUIRED DOCUMENTS: Applicants are required to submit the following supporting documentation if applicable: CURRENT OR FORMER SES MEMBERS: Must provide your SES appointment SF-50 (Notification of Personnel Action), and an SF-50 showing current career SES status or career SES reinstatement eligibility. SES CANDIDATE DEVELOPMENT PROGRAM (SESCDP) GRADUATES: Verification of successful completion of an OPM-approved SESCDP and OPM SES QRB certification. CURRENT FEDERAL CIVIL SERVICE EMPLOYEE: Must provide a copy of your Notification of Personnel Action, Standard Form 50 (SF-50) or equivalent personnel action form reflecting you are a current Federal Civil Service employee. STRONGLY RECOMMENDED: Most recent performance evaluation

Additional information

This is a Non-Bargaining Unit position. Veteran's Preference does not apply to the Senior Executive Service. All candidates must be able to deploy with little or no advance notice to anywhere in the United States and its territories for an extended period of time. If selected, you will be subject to 24-hour on-call in the event of an emergency. In this event, this service may include duties other than those specified in the official position description. Selectee must be able to relocate to emergency sites with little advance notice and function under intense physical and mental stress. Background Investigation: You must undergo and successfully complete a background investigation in order to obtain a Top-Secret w/Sensitive Compartmented Information (TS/SCI). Mobility: Organizational and geographical mobility is essential in developing and managing SES leaders. Individuals selected for SES positions members may be subject to reassignment across geographical, organizational, and functional lines, and may be required to sign a Reassignment Rights and Obligation Agreement. Drug Testing: You must submit to a drug test prior to your appointment and random drug testing while you occupy the position. Equal Employment Opportunity (EEO) Policy Statement: http://www.eeoc.gov/federal/index.cfm Employment Information Resources - Resource Center: https://help.usajobs.gov/how-to Males born after 12-31-1959 must be registered or exempt from Selective Service (see https://www.sss.gov/RegVer/wfRegistration.aspx) OPM must authorize any employment offers made to current or former (within the last 5 years) political Schedule A, Schedule C, or Non-career SES employees in the executive branch. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, or Noncareer SES employee in the executive branch, you must disclose that to the Human Resources Office. DHS uses e-Verify, an Internet-based system, to confirm the eligibility of all newly hired employees to work in the United States. Learn more about E-Verify, including your rights and responsibilities. If you receive a conditional offer of employment for this position, you will be required to complete an Optional Form 306, Declaration for Federal Employment, and to sign and certify the accuracy of all information in your application, prior to entry on duty. False statements on any part of the application may result in withdrawal of offer of employment, dismissal after beginning work, fine, or imprisonment. The Fair Chance to Compete for Jobs Act prohibits the Department of Homeland Security and its Components from requesting an applicant's criminal history record before that individual receives a conditional offer of employment. In accordance with 5 U.S. Code § 9202(c) and 5 C.F.R § 920.201 certain positions are exempt from the provisions of the Fair Chance to Compete Act. Applicants who believe they have been subjected to a violation of the Fair Chance to Compete for Jobs Act, may submit a written complaint to FEMA-Misconduct@fema.dhs.gov.