Section Chief

Office of Human Resources Management•Lakewood, CO

19h

About The Position

The Section Chief directs a wide variety of training and organizational development assignments, including courses, projects, tasks, and initiatives. The Workforce and Skills Management Branch advances continuous learning, leadership development, career growth, and workforce readiness across the employee lifecycle. The role leads an enterprise portfolio of workforce development, learning, leadership, career development, and organizational capability programs in support of GSA’s strategic priorities and workforce needs. It guides the design, implementation, continuous improvement, and evaluation of agency-wide learning and talent development initiatives. The Section Chief also leads organizational capability assessments, workforce development needs analyses, and the development of integrated learning, performance improvement, organizational development, or workforce planning solutions. The position applies qualitative and quantitative analysis to evaluate organizational performance and learning effectiveness, identify trends, and recommend improvements. It develops related policies, standards, guidance, governance processes, and performance measures. The role builds partnerships with internal organizations, government agencies, academic institutions, vendors, and professional organizations to identify emerging trends, practices, and technology solutions. The Section Chief communicates program expectations and work assignments, reviews staff assignments and participant development activities, and provides technical and supervisory guidance. It reviews work for accuracy and policy compliance, addresses work problems, supports employee performance improvement, and identifies and arranges developmental training. The position is at the GS-14 level. The announcement states that one vacancy is currently being filled, with additional vacancies potentially filled as needed.

Requirements

U.S. citizenship or national status as defined in the announcement.
Meet all eligibility criteria within 30 days of the closing date.
Meet time-in-grade within 30 days of the closing date, if applicable.
Register with the Selective Service if a male born after December 31, 1959.
If applicable, disclose current or recent political appointment service as described in the announcement.
Serve a one-year probationary period, if required.
Pass a Tier 2 background investigation.
Serve a one-year supervisory or managerial probationary period, if required.
Specialized experience leading or directing professional or technical staff in executing learning technology, instructional design, and related human capital initiatives, demonstrating at least four of the six listed experience areas: designing, developing, or coordinating employee training, learning programs, or workforce development activities; leading organizational development efforts to identify performance or skill gaps and recommend improvements; tracking, reviewing, or analyzing training participation, evaluation results, or program data; coordinating with employees, supervisors, subject matter experts, or external partners on training schedules, requirements, and participant needs; preparing employee-development or organizational-capability materials and resources; and providing administrative or technical support for career development, leadership development, learning management, or workforce development initiatives.
Resume must not exceed two pages and must provide enough detail to assess qualifications; the announcement recommends including relevant employment dates, hours worked per week, and descriptions of qualifying experience.

Nice To Haves

Experience gained through a National Service program such as Peace Corps or AmeriCorps is encouraged and may be included on the resume.

Responsibilities

Plan, direct, and oversee enterprise workforce development, learning, leadership, career development, and organizational capability programs.
Lead the design, implementation, continuous improvement, and evaluation of agency-wide learning and talent development initiatives.
Assess organizational capability and workforce development needs; conduct competency and skills analyses; recommend integrated learning, performance improvement, organizational development, or workforce planning solutions.
Use qualitative and quantitative analysis to evaluate organizational performance and learning effectiveness, identify trends, and recommend improvements.
Develop policies, standards, guidance, governance processes, and performance measures related to workforce development, career development, learning management, instructional design, leadership development, and organizational capability.
Establish and maintain partnerships with internal organizations, government agencies, academic institutions, vendors, and professional organizations.
Communicate and plan program expectations and work assignments with program participants.
Conduct quarterly reviews of staff work assignments and program participant development activities.
Provide technical and supervisory guidance to staff members and program participants.
Review work for accuracy and compliance with instructions and policy, recommend improvements to work methods when needed, and make decisions on work problems presented by subordinates.
Identify individual performance deficiencies and assist employees in improving performance and achieving quality work results.
Identify employee development and training needs and provide or arrange needed developmental training.