Senior Advisor - SI Enablement and Data Strategy

About the role

The Division of Enforcement (ENF), Office of Super Intelligence (SI) and Analytics (OSIA), is seeking an Information Technology Specialist (Senior Advisor - SI Enablement and Data Strategy).

As a Senior Advisor - SI Enablement and Data Strategy, you will serve as the Division's authority on its data: what it holds, where and how it holds it, what it can obtain, its condition, and how it may be used.

What you will do

• The Senior Advisor - SI Enablement and Data Strategy represents the Division on agency data governance bodies, advises the Chief of OSIA and Division leadership on data strategy and readiness for SI, finds new ways to put the Division's data to work, and is a key member of the OSIA leadership team.
• In this role as a Senior Advisor - SI Enablement and Data Strategy, you will be responsible for: Serving as the ENF's senior advisor and subject matter expert on data science, data strategy, governance, and architecture, including the data foundations for the Division's use of SI; developing and maintaining ENF's Data Strategy in alignment with the SEC Data Strategy, in coordination with the Office of the Chief Data Officer (OCDO); and working with the Chief of the OSIA and ENF leadership to ensure the Division's data enables its work, supports data-driven decisions, and improves operational efficiency.
• Leading ENF's representation on agency data working groups, governance committees, and related bodies, including those convened by OCDO, and representing ENF's data interests on SI and other agency bodies, including those convened by the Chief SI Officer; tracking and influencing SEC-wide data initiatives and decisions and seeking alignment with ENF's approach; and keeping the Division informed so it builds on what already exists rather than recreating it.
• Developing and maintaining, in coordination with OCDO, a comprehensive inventory of data assets created, collected, controlled, or maintained by ENF, and identifying ways to improve, enrich, and strengthen them; working with ENF Data Stewards on standardization, sharing, and publication in accordance with applicable law; and ensuring ENF data conforms to agency standards and data management best practices.
• Assessing the readiness of ENF data for analytics and SI use, including quality, structure, accessibility, and provenance, and recommending how to close gaps, including where agency infrastructure limits access; leading the Division's decisions on where and how ENF data is held, in consultation with OCDO and the Office of Information Technology, partnering with the ENF offices, groups, and units that own, maintain, and use the Division's data and systems, and with OCDO and the Office of Information Technology, on solutions for data integration, storage, and technologies optimized for analytics and SI; and ensuring ENF data is easy to use, broadly available with appropriate permissions, integrated into the Division's applications and analytical tools, and managed in a way that keeps the Division flexible and nimble as technologies, requirements, and priorities change.
• Proposing datasets and dataset risk categorizations and overseeing data controls within ENF; coordinating ENF's data-related risk management and compliance obligations, including privacy, records, and data sharing requirements, with the Office of Chief Counsel (OCC), the Division's Chief Risk and Compliance Officer, the Chief Information Security Officer (CISO) and other relevant agency offices; working with OCC and OCDO to clarify permitted uses of ENF data, including in SI tools; advising the Division's SI governance process on the data considerations raised by requests to acquire, enable, or build SI capabilities; and helping develop policies and procedures implementing new data management requirements.
• Identifying innovative ways to use data to advance the Division's work across investigations, litigation, and operations; finding efficiencies through data, including processes where better use of data can reduce manual effort, and data assets and subscriptions that can be shared, reused, or jointly acquired rather than duplicated; and advising on sourcing and integrating new data, including external sources and data exchanged with other Divisions, Offices, and agencies.
• Serving as a key member of the OSIA leadership team, working closely with the Chief on the Office's priorities, planning, and operations; planning and managing important data initiatives and projects from inception through execution, including scope, milestones, dependencies, and stakeholder coordination, and helping other initiatives across the Division get to execution by working through obstacles; and connecting OSIA with the rest of the Division and the agency, representing the Chief and the Office in internal and external forums as needed, and taking on special projects at the Chief's direction.

How you will be evaluated

Your resume and application package will first be reviewed to determine whether you meet the minimum qualification requirements outlined in the announcement. Please do not submit an Accomplishment Record at this time. If you are found minimally qualified, the Office of Human Resources will contact you to request an Accomplishment Record.

You will have 3 business days from the date of the request to submit it.

Failure to submit the Accomplishment Record on time will remove you from further consideration.

A response is required even if an Accomplishment Record was submitted at time of application. Because of the short turnaround time, you are strongly encouraged to begin preparing your Accomplishment Record in advance. Once your Accomplishment Record is received, a rating panel will review both your resume and your narrative responses.

Your Accomplishment Record must clearly demonstrate your proficiency in the competencies listed in the Qualifications section. Click here for guidance on writing your Accomplishment Record. Your resume must provide evidence that supports the claims in your Accomplishment Record.

Each narrative must describe one specific, relevant example from your experience or training. Responses are limited to 300 words per competency; any text beyond this limit will not be reviewed.

Accomplishment Record Format: Competency Title Position title and dates from your resume that this experience was obtained Describe the situation (i.e., the challenged faced, the problem solved) Describe the specific actions you took State the outcome, results, or long-term impact of your accomplishment Name and email address of someone who can verify this information Reference checks may be conducted as part of the final selection process, and you will be notified before any contacts are made.

Basis for Rating: The rating panel will evaluate applicants' accomplishment records and resume, then place them into one of the following categories: Highly Qualified - Meets the minimum qualification requirements and has extensive skills and experience in most of the job related competencies.

Well Qualified - Meets the minimum qualification requirements and has a moderate amount of skills and experience in most of the job related competencies. Qualified - Meets the minimum qualification requirements, but may have a limited amount of experience in several of the job related competencies.

Top ranked applicants will be referred to the hiring office for further review and consideration. The hiring office may directly contact recommended candidates for interview(s). To preview the Questionnaire, click ***

Documents you must provide

• Your responses to the Questionnaire.
• Required: Resume - Resumes should include relevant work experience, with specific employment dates, that demonstrates qualifications for the specialized experience and competencies as outlined above.
• If your resume does not reflect demonstrated evidence of these qualifications, you may not receive consideration for the position.
• Resumes that exceed two pages will be deemed ineligible and receive no further consideration.
• For resume writing tips, visit USAJOBS and the SEC careers page.
• Required, if applicable: CTAP documentation (a copy of a separation notice or other proof of eligibility for priority selection; a copy of an SF-50, Notification of Personnel Action, showing current position, grade, promotion potential, and duty location; AND a copy of your most recent performance appraisal.) SEC EMPLOYEES: OHR will verify your competitive service eligibility via the SEC's personnel database.

What to expect next

You will be notified of your application status through USAJOBS at four points during the hiring process, as applicable.

You can check the status of your application by accessing the USAJOBS website at *** and clicking on "Track Your Online Application." By submitting your application, you are certifying the accuracy of the information contained in your application.

If you make a false statement in any part of your application, you may not be hired, you may be terminated after you begin work, or you may be fined or jailed. After making a tentative job offer, we will conduct a suitability/security background investigation.

You will be required to submit official documentation before appointment.

The agency will then verify the information provided on your application (i.e., degree, Veterans' Preference, certification of disability, etc.).

Additional information

Supplementary vacancies may be filled in addition to the number stated in this announcement and may be filled from any division or office within the agency. SEC COMPENSATION PROGRAM: Total salary (base pay + locality) is dependent upon duty location. The overall salary range listed above is provided for informational purposes.

The pay for current SEC employees will be determined according to the procedures specified in the agency's policy. If your selection results in a change in grade from an SK-15 to an SK-16, you will maintain your current salary. IMPORTANT INFORMATION FOR SURPLUS OR DISPLACED FEDERAL EMPLOYEES: If you have never worked for the federal government, you are not I/CTAP eligible.

To receive selection priority for this position, you must: (1) meet CTAP or ICTAP eligibility criteria; the questionnaire asks you to identify your ICTAP/CTAP eligibility (2) be rated well-qualified; and, (3) submit the appropriate documentation to support your CTAP or ICTAP eligibility. View information about I/CTAP eligibility on OPM's Career Transition Resources website.

Disability Employment: For information on disability appointments, click here. Reasonable Accommodation: If you are an applicant who needs a reasonable accommodation to participate in the SEC application process due to a medical disability, please contact ***. For religious-based accommodations, please contact *** .

Please be sure to submit your request at least 5 business days in advance of the date you need the requested accommodation. Equal Employment Opportunity (EEO) Information for SEC Job Applicants: For more information, please click here.

The Fair Chance Act prohibits specific inquiries concerning an applicant's criminal or credit background unless the hiring agency has made a conditional offer of employment to the applicant.

An applicant may submit a complaint, or any other information, to the agency within 30 calendar days of the date of alleged non-compliance by contacting the Legal and Policy Office in the Office of Human Resources at ***.