Performance Management Officer

Office of the Assistant Secretary for Administration and Management•Washington, DC

About The Position

The Performance Management Officer is located in the U.S. Department of Labor (DOL), Office of the Assistant Secretary for Administration and Management (OASAM), Office of Human Resources (OHR). The role serves as the Department’s senior executive for an integrated performance management framework that connects individual and organizational performance with DOL’s mission, strategic objectives, agency priorities, and measurable results. It establishes strategic direction and an enterprise framework for performance planning, monitoring, employee development, assessment, recognition, and performance improvement. The position serves as the Department’s principal executive liaison and authoritative representative on employee performance-management matters with OPM, DOL agency and component leadership, and other stakeholders. It provides executive leadership and direction for the PMO organization and exercises supervisory, managerial, and human capital responsibilities for a Department-level organization. The role also provides authoritative guidance on complex employee and labor relations matters and oversees the Division Chief responsible for personnel security operations and programs. Candidates must demonstrate the Executive Core Qualifications (ECQs) and Mandatory Technical Qualifications (MTQs) in a resume of no more than two pages. The position has no positive education requirement. Appointment to the SES is subject to approval by OPM’s Qualifications Review Board unless the applicant qualifies for a noncompetitive appointment.

Requirements

Must be a U.S. citizen.
Must meet the Executive Core Qualifications (ECQs) and Mandatory Technical Qualifications (MTQs), demonstrated in a resume of no more than two pages.
TQ 1: Demonstrated experience administering enterprise-wide employee performance management programs that align employee performance with organizational goals.
TQ 2: Demonstrated experience administering human capital accountability programs, such as employee and labor relations or personnel security and suitability.
Must possess technical and management experience and the knowledge and skills required to perform the position’s duties.
Must have experience at a major management level, normally equivalent to GS-15 in the federal service.
Must meet the five ECQs: commitment to the rule of law and principles of the American founding; driving efficiency; merit and competence; leading people; and achieving results.
If appointed as a new career SES entrant, must receive approval from OPM’s Qualifications Review Board unless eligible for noncompetitive SES appointment.
Must complete a one-year SES probationary period if not previously covered.
Must complete a Declaration for Federal Employment when requested; appointment may require a background investigation and interim and/or final security clearance.
If a male applicant born after December 31, 1959, must certify Selective Service registration or exemption.
May be subject to pre-employment and random drug tests; a tentatively selected applicant must undergo screening for illegal drug use before appointment.
Must file Confidential Financial Disclosure Report OGE-278e within 30 days of appointment and annually thereafter.
Must disclose current or recent (within the last five years) political Schedule A, Schedule C, or non-career SES employment in the executive branch to the Human Resources Office.
Resume must use a font size of at least 10 points and margins of at least one inch; resumes exceeding two pages may be disqualified or not reviewed beyond page two.

Responsibilities

Serve as the Department’s principal executive liaison and authoritative representative on employee performance-management matters with OPM, DOL agency and component leadership, and internal and external stakeholders.
Provide executive leadership and direction for the PMO organization and carry out supervisory, managerial, and human capital responsibilities for a Department-level organization.
Provide authoritative guidance on complex employee and labor relations matters, including employee conduct, performance-based and adverse actions, labor-management relations, and workforce accountability matters involving significant risk.
Oversee the Division Chief responsible for personnel security operations and programs; establish strategic priorities and expectations and evaluate program effectiveness, risk mitigation, and responsiveness to emerging requirements.
Establish an integrated performance management framework connecting individual and organizational performance to DOL’s mission, strategic objectives, agency priorities, and measurable organizational results.
Set strategic direction and an enterprise framework for performance planning, monitoring, employee development, assessment, recognition, and performance improvement.