The incumbent is responsible for the development of concepts, policy and plans to support the specialized mission of the division. The incumbent provides expert level guidance and knowledge to COOP and NS/EP programs of the Plans, Policy and Operations Division and reviews, evaluates, and modifies division plans as directed. He/she assists in continuously monitoring operations to identify, develop, and refine broad-based strategies to improve the overall operational effectiveness and efficiency of the plans. Assists in coordinating and synchronizing the implementation of COOP. Assists in managing and overseeing an operations and control center. Assists in developing, directing, and modifying COOP and NS/EP planning and executing these operations, focusing on critical, long-range strategic emergency and mobilization planning for specialized and critical elements of the supported organizations. The incumbent is responsible for sensitive programs and contributes directly to the development of concepts and implementation plans, which receive the careful attention of senior leaders in the Department of War and United States Government. Analyze resourcing requirements based on strategic goals and objectives, and practices good stewardship in allocating and executing resources. The incumbent is the Chief of Plans, Policy and Operations Division and responsible for: ' Leading continuity planning and exercises for senior leaders. ' Managing office COOP and NS/EP facilities, and overseeing facilities selection and operation, development of concepts for the demobilization of COOP resources. ' Emergency action procedures (to include required documentation) for the control and use of all facilities, and assets in the event of an emergency. ' Federal Continuity Planning transcending multiple levels and segments of government. ' Interagency coordination procedures to ensure compatibility of emergency plans. ' Influences and shapes continuity policy and operations. Assists in the coordination of the development of COOP and NS/EP support memoranda of agreements with DoW elements and federal agencies. In order to ensure consistency and compatibility with policy objectives, the incumbent assists in evaluating and analyzing all new and revised DoW and other organizational directives and regulations related to continuity of operations. The incumbent assists in determining the impact to policy resulting from internal and external initiatives. The incumbent exercises authority to plan and initiate studies, research, and analysis related to planning aspects of long-term emergency planning. Perform other duties as assigned.
This position provides an opportunity to lead and provide expertise as the Chief of Plans, Policy and Operations Division for a Department of War special task force. The Task Force (TF) is part of national a level program responsible for developing and implementing long-range strategic concepts and plans for National Security/Emergency Preparedness (NS/EP), which receives the careful attention of senior leaders within the United States Government. In addition, the TF also provides infrastructure support to governmental entities to maintain essential functions during times of crisis. The strategic level planning and infrastructure support is in response to threats across a wide contingency spectrum. The TF staff represents several governmental departments and agencies and is made up of subject matter experts in strategic planning, infrastructure management, communications and crisis prevention and response. The support provided to specified government components ensures their continued functioning under all conditions. The selected candidate for this position will be the Chief of Plans, Policy and Operations Division within the TF. The Division is responsible for developing, evaluating and ensuring implementation of training and technical concepts, policies and procedures for specialized Continuity of Operations (COOP) and NS/EP operations to specified government entities as required to ensure their continued function under all conditions. The programs managed by the Division contribute directly to developing and implementing long-range strategic concepts and plans for NS/EP, which receive the careful attention of senior leaders within the Department of War and United States Government.
The successful candidate should have experience in the following functional areas: developing and implementing an agency/organizations continuity r plan, coordinating with Federal, State, local, Tribal, territorial governments and critical infrastructure/key resource partners. The selectee must operate well under pressure, be capable of multi-tasking, and be comfortable dealing with senior leaders and high-level customers. The ability to portray a positive, proactive, diplomatic and professional demeanor with partners and clients is critical. The selected individual must demonstrate mastery in the five Defense Intelligence Senior Level (DISL) core qualifications: (1) Technical/Professional Achievements, (2) Technical/Professional Development of Others, (3) Technical/Professional Leadership/Decision Making, (4) Continued Technical/Professional Development, and (5) Leading the Intelligence Enterprise. How You Will Be Evaluated: The applicant selected must address all the Technical Qualifications (TQ) listed below in a 2-page resume. TQ 1: Professional Achievements Specific Technical/Professional Achievement focuses on personal technical achievement which demonstrates innovative research and/or breakthrough successes. While achievement may take the form of participation in group efforts, the candidate under review should be distinguished from the accomplishments of the team as a whole and evaluated in terms of the impact of individual skills and knowledge on the team effort. Competencies: - Expertise and Depth - Demonstrates recognized expertise and depth and/or breadth in the aspirant's field. Consistently demonstrates specific technical achievements and accomplishments (i.e. developed techniques and methods, inventions, or legal, fiscal, and/or other major contributions) that evidence mission impact that can be directly tied to an articulated mission need. - Problem Solving - Identifies and solves critical and/or sensitive problems by finding opportunities for improvement and addressing them through practical, sustainable responses resulting in significant Agency and/or IC-wide impact. Adapts to changing situations/priorities by modifying plans, programs and/or policies as appropriate, positively affecting major organizations and/or customers/stakeholders and/or redirecting activities towards new strategic thrusts. - Flexibility - Is open to change and new information; rapidly adapts to new information, changing conditions, or unexpected obstacles. - Innovative Research - Demonstrates innovative research and/or breakthrough successes by applying knowledge of the scientific principles, methods and processes used; develops new insights into situations; questions conventional approaches; encourages new ideas and innovations; designs and implements new or cutting-edge programs/processes. - Applied Expertise to Multiple Domains -Demonstrates understanding of various disciplines and concepts; utilizes that knowledge to approach increasingly complex problems from multiple directions TQ 2: Technical/Professional Development of Others Technical/Professional Development of Others focuses on the transfer of skills to others, especially to the next generation of experts. Covered in this category are not only concrete skills and knowledge, but such intangibles as how to approach problems, how to balance risk against the chance of success, factors in building problem-solving teams, how to communicate effectively, and the like. Developing skills in others can be accomplished in a multitude of ways beyond mentoring, including but not limited to, building curriculum, teaching, or transferring knowledge through papers and talks. Competencies: - Developing Others - Establishes mentoring relationships with one or more individuals by providing guidance, direction, and advice through formal or informal mentoring. Ensures their skills are transferred to others in support of the development of the next generation of experts in their domain. Actively supports hiring, promotion processes, retention and other agency wide initiatives to support building and sustaining an expert workforce. - Contributes to a culture that promotes collaboration and productivity. - Participation in the Community - Leads and influences boards, committees, panels, etc. of significance to the growth of a technical community of significance to NSA; actively participates in efforts aimed at conveying knowledge, such as seminars and conferences, teaching at the NCS, conducting on-the-job training, etc. - Ability to Communicate - Demonstrates executive level writing and oral communication skills; demonstrates effective listening and grounds communication in language and framing that exhibits understanding of the audience and allows the relaying of complex topics.. TQ 3: Technical/Professional Leadership/Decision Making Technical/Professional Decision Making focuses on the extent to which the employee is developing as a technical leader. At the highest levels this leadership should be unquestioned. In this area also fall such intangible components of leadership as perseverance and dependability Competencies: - Standing in Field - Demonstrates experience as a strong and credible technical leader. Provides high-impact expert advice to top management, peers and/or customers, partners or national leaders. - Ability to Influence - Provides high-impact expert advice to top management, peers and/or customers, partners or national leaders. Persuades others; builds consensus through give and take; gains cooperation from others to obtain information; displays persistence to find solutions and accomplish goals. Communicates confidently and skillfully with internal and external audiences. - Role in Decision Making - Makes sound and timely decisions to carry out ideas, develop systems or execute programs. TQ 4: Continued Technical/Professional Development Continued Technical/Professional Development focuses on the continuous enhancement of technical/professional skills and knowledge. Formal training, "stretch" assignments, research and writing projects, interaction with other experts, and other activities appropriate to the particular discipline should be evaluated as part of the appraisal process. Competencies: - Complexity - Seeks opportunities to increase understanding of complex and highly technical subjects, including participating in specific areas to deepen area of expertise. - Broadening of Vision - Acquires expertise in other disciplines, leading to additional opportunities and impacts. Examines biases and seeks insights to avoid stereotypical responses and behavior. - Ongoing Education - Demonstrates continual learning through formal training, 'stretch' assignments, research and writing projects, interaction with other experts, and other activities appropriate to the particular discipline. TQ 5: LEADING THE INTELLIGENCE ENTERPRISE This core qualification is comprised of the Intelligence Community (IC)-specific "joint" competencies of Collaboration and Integration, Enterprise Focus, and Value-Centered Leadership. Competencies: - Collaboration and Integration - Share information and knowledge to achieve results by creating an environment that promotes employee engagement, collaboration, integration, information and knowledge sharing, and the candid, open exchange of different points of view. - Enterprise Focus - Demonstrate a deep understanding of how the mission, structures, leaders, and cultures of the various DoD and IC components interact and connect. - Value-Centered Leadership - Advance and reinforce DoD and IC core values: A Commitment to selfless service and excellence in support of the IC's mission, as well as to preserving, protecting, and defending the Nation's laws and liberties; the integrity and Courage (moral, intellectual, and physical) to seek and speak the truth, to innovate, and to change things for the better, regardless of personal or professional risk; and Collaboration as members of a single IC-wide team, respecting and leveraging all members of the IC, their background, their sources and methods, and their points of view.
Pay, Benefits, & Work Schedule Pay: Salary offers are based on candidates' education level and years of experience relevant to the position and also take into account information provided by the hiring manager/organization regarding the work level for the position. Salary Range: DISL Tier 1 - $195,200 - $209,600 Salary range varies by location, work level, and relevant experience to the position. The incumbent of this position is designated as an Emergency Employee (EE), Non-Combat Essential (NCE) for purposes of weather-related events and/or in support of emergency operations, humanitarian missions, disaster relief, or other expeditionary missions in the continental United States that are not considered "combat" locations. This position may require sudden operational and/or training deployments, with little or no advance warning provided. Employee may be subject to 24-hour on-call duty. In an emergency, this service may require irregular working hours, work at locations other than the official duty station, and may include duties other than those specified in the employee's official position description. Employee must be able to relocate to emergency sites with little advance notice and function under increased mental and physical stress. Employee must physically be able to move and assemble equipment weighing at least 50 pounds. The incumbent is subject to random drug testing and subject to random polygraph testing. This position requires a TOP SECRET clearance and T5, T5R or equivalent personnel security investigation.
Apply soonest, as job postings can close earlier than stated end dates due to changes in requirements. It is important to review and note the minimum qualifications, as only those applicants who meet the required qualifications will be contacted to continue the employment process. Please populate the resume tool to showcase any relevant work experience and education related to the position and answer any applicable screening questions. Information collected will be used to determine eligibility, and failure to provide accurate information may result in disqualification for this position. A confirmation email will be sent after submission of the first application and also after any future updates to submitted applications. **Due to time sensitive communications regarding applications, please ensure your spam filters are configured to accept email from [email protected]. For job vacancies that include stated testing requirements, also include the following: @uwe.nsa.gov, @nsa.gov, and @pearson.com** U.S. Citizenship is required for all applicants. NSA is an equal opportunity employer and abides by applicable employment laws and regulations. All applicants and employees are subject to random drug testing in accordance with Executive Order 12564. Employment is contingent upon successful completion of a security background investigation and polygraph. Reasonable accommodations may be provided to applicants with disabilities during the application and hiring process where appropriate. For current DISLs, you must submit a copy of your most recent SF-50 in addition to your resume. For all non-DISL applicants you must address the Technical Qualifications in your resume. Failure to submit either an SF-50 or resume write-up will disqualify you from consideration.
**VETERANS AND TRANSITIONING SERVICE MEMBERS** Thank you for your service! The National Security Agency (NSA) is part of the Defense Civilian Intelligence Personnel System (DCIPS). All positions at NSA are in the Excepted Service under Title 10, United States Codes (U.S.C.), Section 1601 appointment authority. Veterans' Preference In accordance with the procedures provided in DoD Instruction 1400.25, Volume 2005, "DoD Civilian Personnel Management System: Defense Civilian Intelligence Personnel System Employment and Placement," NSA applies veterans' preference, as defined by Section 2108 of Title 5, U.S.C., to eligible candidates. If you are claiming veterans' preference, you are required to provide acceptable documentation of your preference eligibility upon application. Acceptable documentation includes: - DD-214: "Certificate of Release or Discharge from Active Duty," which shows dates of service and discharge under honorable conditions (Copy 4); OR - Certification of Service: A written document on letterhead from the appropriate branch of the armed forces that certifies the service member is expected to be discharged or released from active duty service in the armed forces under honorable conditions not later than 120 days after the date the certification is signed. The certification should include the military service dates, including the expected discharge or release date; AND - Standard Form 15 (SF-15) Application for 10-point Veteran Preference (http://www.opm.gov/forms/pdf_fill/sf15.pdf). If you are claiming a service-connected disability of 30 percent or more, the documentation you provide must specifically demonstrate this level of disability; AND - VA Letter of Disability (for 10pt and Sole Survivorship rating) You may obtain a letter from the Department of Veterans Affairs reflecting your level of disability for preference eligibility by visiting a VA Regional Office, contacting a VA call center, or online (https://www.ebenefits.va.gov/). **Failure to provide sufficient documentation of veterans' preference eligibility may preclude NSA from identifying you as a preference eligible candidate during the hiring selection process.
