Management and Program Analyst

Customs and Border Protection•Washington, DC

1d•Onsite

About The Position

This position is with the Department of Homeland Security, U.S. Customs and Border Protection (CBP), Office of Acquisition, Immediate Office of the Assistant Commissioner, in Washington, DC. The analyst serves as a principal expert authority for enterprise-level management and program analysis, strategic planning, program evaluation, resource planning, workforce analysis, and organizational improvement. The role leads strategic program planning, analysis, and studies; develops recommendations to address systemic inefficiencies; establishes governance frameworks, policies, and administrative standards; develops major analytical projects and new approaches; interprets high-level directives, legislative mandates, regulations, executive direction, and agency priorities; and provides confidential advisory services and analytical support to senior leaders and Senior Executive Service members. The analyst advises senior leaders on workforce, organizational, and administrative matters affecting Office of Acquisition personnel and operations. The role develops and pilots resource-planning methodologies and decision-support models that assess workforce capacity, workload demands, budget constraints, acquisition timelines, and operational risk, then recommends prioritization, process improvements, and organizational adjustments. It also provides consultation on complex operational, administrative, workforce, and technical issues; prepares confidential analytical reports that translate workforce data into executive decision-making frameworks; and maps recruitment workflows, identifies bottlenecks, analyzes hiring pipeline performance, and recommends streamlined procedures. The position is at the GS-14 level, with a stated salary range of $143,913 to $187,093. Telework is not available, except that exemptions may be available in very limited cases.

Requirements

U.S. citizenship.
At least one year of specialized experience equivalent to the next lower grade level, including leading enterprise-level management and program analysis initiatives; developing and implementing multi-year plans, governance frameworks, policies, standard operating procedures, administrative standards, and process improvements; advising senior leaders on complex operational, administrative, workforce, resource, and technical issues; and performing workforce and resource planning analysis.
Applicants must meet applicable time-in-grade requirements by 10/20/2026; current federal employees must have served 52 weeks at the next lower grade or equivalent grade band.
Males born after 12/31/1959 must be registered with Selective Service.
Applicants not currently employed by CBP must generally have physically resided in the United States or its protectorates for at least three of the last five years, subject to possible exceptions or a waiver.
Must undergo required pre-employment processes, including a background investigation; drug testing may apply under the DHS Drug-Free Workplace Plan.
Must meet all qualification requirements, including education if applicable, subject to verification.
Resume must explicitly demonstrate the required specialized experience.

Responsibilities

Serve as a confidential advisor to senior leaders and Senior Executive Service members, providing authoritative advice, analysis, and recommendations on workforce, organizational, and administrative matters affecting Office of Acquisition personnel and operations.
Develop and pilot resource-planning methodologies and decision-support models addressing workforce capacity, workload demands, budget constraints, acquisition timelines, and operational risk.
Use analysis to recommend resource prioritization, process improvements, and organizational adjustments to improve mission alignment, efficiency, and program effectiveness.
Provide authoritative consultation on complex operational, administrative, workforce, and technical issues, including onboarding delays, conflicting resource requirements, performance-management inconsistencies, acquisition workflow failures, and redundant administrative functions.
Prepare confidential analytical reports that translate workforce data into actionable executive decision-making frameworks.
Map recruitment workflows, identify systemic bottlenecks, analyze hiring pipeline performance, and recommend streamlined procedures.
Lead and execute strategic program planning, analysis, and studies.
Develop strategic recommendations to resolve systemic inefficiencies and establish governance frameworks, policies, and administrative standards.
Develop major analytical projects and studies that define new approaches.
Interpret high-level directives, legislative mandates, regulatory requirements, executive direction, and agency priorities.