Management and Program Analyst, Workforce Planning

About the role

Responsible for providing workforce planning support to ATO service units within an assigned service area.

What you will do

• The Management and Program Analyst performs multiple and varying assignments under the limited direction of a manager, project/program manager, team leader, or more experienced professional.
• Acts as an individual contributor and/or member of a team.
• Applies experience and advanced knowledge of analytical and evaluative techniques to accomplish assignments to assess workforce planning and effectiveness of management processes.
• Serves as an individual contributor, providing analytical data to support strategic planning, staffing requirements and objectives.
• Interprets and applies internal Air Traffic Organization (ATO) workforce planning and other established policies and procedures as guidance for most assignments but allow considerable discretion to select the most appropriate approaches or recommend new approaches.
• Assignments regularly require the interpretation of internal and external policies and extrapolation from precedents.
• Analyzes and evaluates workforce planning, staffing, and position management data using quantitative and qualitative methods to identify trends, assess program effectiveness, and recommend process improvements.
• Conducts workforce research and studies to determine staffing requirements.
• Coordinates actions with ATO management and budget officials to obtain and validate information used to assess workforce requirements, develop hiring strategies, and support management decision-making.
• Conducts workforce planning and organizational analyses to identify workforce trends, staffing requirements, hiring progress, and effects on organizational objectives.
• Collects, validates, and analyzes workforce data and provides information used in workforce tracking tools and reporting mechanisms to support the analysis of workforce requirements.
• Tracks workforce data and analyzes quantitative and qualitative information to assess compliance with applicable policies and procedures.
• Maintains workforce tracking tools, metrics, dashboards, and reports used by management to monitor workforce initiatives and assess progress toward hiring and workforce planning goals.
• Demonstrates considerable independence in planning time and helping a manager, project/program manager, and/or team leader to plan and use assigned resources to accomplish projects/programs/activities.
• May identify and request additional resources, as needed.
• Contacts are typically internal and external, with regular contacts among major subdivisions and Technical Operations (AJW), customers, and other external parties to share information about the FAA and explain the applications of policies and procedures.
• Works across functional and/or organizational lines to assist customers in creating, tracking, and analyzing hiring plans, strategies, and tracking tools.
• Resolves most problems and work issues without the assistance of a manager, project/program manager, team leader, or more experienced professional.
• Refers to managers or more experienced professionals on problems requiring their attention.
• May help them develop and recommend solutions.
• The work is reviewed periodically, typically at major milestones and at completion, for policy compliance and alignment with the requirements of projects and/or other work activities.
• The work activities typically support and may be vital to the success of projects and/or activities for one or more organizational units, including Technical Operations (AJW), Air Traffic Services (AJT), Mission Support Services (AJV), and other Service Units across the ATO.
• In some specialties, the work may affect internal and external customers.

Requirements

• We are not accepting applications from noncitizens.

How you will be evaluated

IMPORTANT: Applicants may be rated on the extent and quality of experience, education, and training relevant to the duties of the position(s). All answers provided in the on-line process must be substantiated. Ensure that your application package/resume supports your responses.

Documents you must provide

• If you are an FAA employee, you MUST provide a copy of your SF-50 (Notification of Personnel Action) containing information in Blocks 15, 17, 18, 19, 22, and 24 so it can be used to verify your position title, series, grade, tenure, and organization of record by the closing date of the announcement.
• (EXCLUDES Monetary/Time Off Awards which do not display Occupational Series, Salary or Career Level/Pay Band).
• Failure to provide the required documentation by the closing date of this announcement will result in non-consideration for this position.
• If you are an FAA employee, you MUST provide a copy of your SF-50 (Notification of Personnel Action) containing information in Blocks 15, 17, 18, 19, 22, and 24 so it can be used to verify your position title, series, grade, tenure, and organization of record by the closing date of the announcement.
• You may fax your SF-50 or upload it into the on-line application.
• If faxing the SF-50, please ensure you include the vacancy announcement number on the faxed copy.
• If you are an FAA employee, you can access and print your SF-50 from the eOPF system ***

What to expect next

Once we receive your complete application, the Human Resources Office will conduct an evaluation of your qualifications. Eligible and qualified candidates will be referred to the hiring manager for consideration. You will be contacted directly if selected for an interview.

For instructions on how to check the status of your application, please go to: USAJOBS Help Guide. Important - If you make any changes to your application, you must resubmit it. If you make changes to your application and do not resubmit it, your changes will not be considered part of your application package, and only your previously submitted application will be evaluated.

All qualified applicants will be considered regardless of political affiliation, race, color, religion, national origin, gender, sexual orientation, marital status, age, disability, or other non-merit factors. DOT provides reasonable accommodations to applicants with disabilities.

If you need a reasonable accommodation for any part of the application and hiring process, please notify the agency contact listed in the Agency Contact Information section of this announcement or the hiring manager. An employee with a disability must notify the decision-maker of the accommodation request.

Job applicants and employees are required to follow up oral requests in writing. Decisions on granting reasonable accommodation will be made on a case-by-case basis. Additional information on reasonable accommodations procedures or on EEO Programs is available on Office of Civil Rights (ACR) or by contacting the local FAA Civil Rights Office.

Additional information

We may use this vacancy to fill other similar vacant positions. Position may be subject to a background investigation. A one-year probationary period may be required.

The person selected for this position may be required to file a financial disclosure statement within 30 days of entry on duty.

FAA policy limits certain outside employment and financial investments in aviation-related companies. *** As a part of the Federal-Wide Hiring Reform Initiative (streamlining the hiring process), the FAA is committed to eliminating the use of the Knowledge, Skills and Ability (KSA) narratives from the initial application in the hiring process for all announcements.

Therefore, as an applicant for this announcement, you are NOT required to provide a narrative response in the text box listed below each Leadership and Management Dimension and Technical Requirement.

In lieu of providing a KSA narrative response in the text box listed below each KSA, in your work history, please include information that provides specific examples of how you meet the response level or answer you chose for each KSA. Your work history examples should be specific and clearly reflect the highest level of ability.

Your KSA answers will be evaluated further to validate whether the level that you selected is appropriate based on the work history and experience you provided. Your answers may be adjusted by a Human Resource Specialist as appropriate.

Eligible applicants meeting the minimum qualification requirements and selective factor(s), if applicable, may be further evaluated on the KSAs listed in the announcement. Based on this evaluation, applicants will be placed in one of the following categories: score order, category rating, or alphabetical order and referred to the selecting official for consideration.

Interviews: Some, all or none of the applicants may be interviewed. FAA's Core Compensation Pay Plan: This position is covered by the FAA Core Compensation plan. Additional information about core compensation is available on the following website: *** This is not a bargaining unit position.

Links to Important Information: Locality Pay, COLA