Innovation Risk and Performance Manager - Department Of Labor
Boston, MA 02108
About the Job
Duties
For the GS-0301-15- Innovation, Rick, and Performance Manager:
Advisor to the Director in the areas of innovation, continuous improvement, enterprise risk management, and performance management.Lead and facilitate cross-agency brainstorming and focused planning sessions with internal and external stakeholders. Leads collaborative efforts to institute new and creative means that strategically advance the VETS' goals.Develop and advise on comprehensive program studies, strategic assessments, best practices, and analyses of alternative solutions to support agency business transformation.Promote and communicate business transformation, reform, redesign, innovation, and culture change focused on continuous improvement and resource-informed application of resources.Develop and execute strategic plans, oversees change management mechanisms, project management of cross-agency initiatives, and management and implementation of programmatic changes.Lead the VETS internal control program and ensures systems are in place and operative to make certain Agency resources and programs are efficiently and effectively managed.Evaluate overall program effectiveness by review and analysis of narrative and statistical reports, by a discussion with Agency leaders, and through conferences with both internal and external participants.Oversee the formulation of VETS performance policies and guidance related to the development of the Agency Management Plan, strategic plans, performance measures, milestones, budget initiatives, and others.Requirements Conditions of EmploymentMust be at least 16 years old.Must be a U.S. Citizen.Candidate required to obtain the necessary security/investigation level.Requires a probationary period if the requirement has not been met.Subject to financial disclosure requirements.Requires a supervisory probationary period if the requirement has not been met. QualificationsYou must meet the Specialized Experience to qualify for the Innovation, Risk, and Performance Manager, as described below.For GS-15 : Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level GS-14 in the Federal Service.Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level.Qualifying specialized experience for includes all of the following:Experience with program management, enterprise risk management, performance, and analysis and applying that knowledge to solve programmatic or organizational problems.Experience with leading transformational organizational change, vision, and strategy in addition to proven abilities in leading and influencing senior-level managers and staff.Experience managing an enterprise and internal control program that aligns with Agency strategy and is relevant for both senior-level management and operations and in accordance with OMB regulations.This position is outside the bargaining unit.EducationThis position does not have educational requirements. Education cannot be substituted for experience.Additional informationThe mission of the Department of Labor (DOL) is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. As such, the Department is committed to fostering a workplace and workforce that promote equal employment opportunity, reflects the diversity of the people we seek to serve, and models a culture of respect, equity, inclusion, and accessibility where every employee feels heard, supported, and empowered.Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATION, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEESAs a condition of employment, all personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATIONYou may not be aware, but in the regulations for agency ethics programs, there are requirements for supervisors. Section 2638.103 of Title 5 of the CFR states: Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. Supervisors are also responsible for working with agency ethics officials to help resolve conflicts of interest and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. In addition, supervisors are responsible, when requested, for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements.Supervisory Financial Disclosure (If applicable): This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). Therefore, if selected, you will be required to complete a Confidential Financial Disclosure Report (OGE Form 450) to determine if a conflict or an appearance of a conflict exists between your financial interest(s) and your prospective position with DOL. This information will be required annually.Based on agency needs, additional positions may be filled using this vacancy.The Department of Labor may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act. Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions.
All Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71. Help
A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new windowLearn more about federal benefits.
Review our benefitsEligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.How You Will Be EvaluatedYou will be evaluated for this job based on how well you meet the qualifications above.Evaluation Factors (Competencies) - All qualified applicants will be evaluated on the following key competencies:Change ManagementCreativity and InnovationInternal ControlsPerformance ManagementPlanning and EvaluatingRisk ManagementClick here for Evaluation details.You may preview questions for this vacancy here: The information you provide may be verified by a review of your paid, unpaid, volunteer, and other lived experience, as it demonstrates the competencies or skills required for the position to be filled. Your evaluation may include an interview, reference checks, or other assessment conducted by HR specialists, subject matter experts, or panel members and may include other assessment tools (ex. interview, structured interview, written test, work sample, etc.). The examining Office of Human Resources (OHR) makes the final determination concerning applicant ratings. Your resume MUST provide sufficient information to substantiate your vacancy question responses. If not, the OHR may amend your responses to more accurately reflect the level of competency indicated by the content of your resume.INFORMATION FOR ICTAP/CTAP ELIGIBLE(S) ONLY: If you are eligible for special priority selection under ICTAP/CTAP, you must be well-qualified for the position to receive consideration. ICTAP/CTAP eligible(s) will be considered well-qualified if they attain at least a rating score of 85 in a numerical rating scheme. Be sure to review the eligibility questions to reflect that you are applying as an ICTAP or CTAP eligible and submit supporting documentation.
For the GS-0301-15- Innovation, Rick, and Performance Manager:
Advisor to the Director in the areas of innovation, continuous improvement, enterprise risk management, and performance management.Lead and facilitate cross-agency brainstorming and focused planning sessions with internal and external stakeholders. Leads collaborative efforts to institute new and creative means that strategically advance the VETS' goals.Develop and advise on comprehensive program studies, strategic assessments, best practices, and analyses of alternative solutions to support agency business transformation.Promote and communicate business transformation, reform, redesign, innovation, and culture change focused on continuous improvement and resource-informed application of resources.Develop and execute strategic plans, oversees change management mechanisms, project management of cross-agency initiatives, and management and implementation of programmatic changes.Lead the VETS internal control program and ensures systems are in place and operative to make certain Agency resources and programs are efficiently and effectively managed.Evaluate overall program effectiveness by review and analysis of narrative and statistical reports, by a discussion with Agency leaders, and through conferences with both internal and external participants.Oversee the formulation of VETS performance policies and guidance related to the development of the Agency Management Plan, strategic plans, performance measures, milestones, budget initiatives, and others.Requirements Conditions of EmploymentMust be at least 16 years old.Must be a U.S. Citizen.Candidate required to obtain the necessary security/investigation level.Requires a probationary period if the requirement has not been met.Subject to financial disclosure requirements.Requires a supervisory probationary period if the requirement has not been met. QualificationsYou must meet the Specialized Experience to qualify for the Innovation, Risk, and Performance Manager, as described below.For GS-15 : Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level GS-14 in the Federal Service.Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level.Qualifying specialized experience for includes all of the following:Experience with program management, enterprise risk management, performance, and analysis and applying that knowledge to solve programmatic or organizational problems.Experience with leading transformational organizational change, vision, and strategy in addition to proven abilities in leading and influencing senior-level managers and staff.Experience managing an enterprise and internal control program that aligns with Agency strategy and is relevant for both senior-level management and operations and in accordance with OMB regulations.This position is outside the bargaining unit.EducationThis position does not have educational requirements. Education cannot be substituted for experience.Additional informationThe mission of the Department of Labor (DOL) is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. As such, the Department is committed to fostering a workplace and workforce that promote equal employment opportunity, reflects the diversity of the people we seek to serve, and models a culture of respect, equity, inclusion, and accessibility where every employee feels heard, supported, and empowered.Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATION, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEESAs a condition of employment, all personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATIONYou may not be aware, but in the regulations for agency ethics programs, there are requirements for supervisors. Section 2638.103 of Title 5 of the CFR states: Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. Supervisors are also responsible for working with agency ethics officials to help resolve conflicts of interest and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. In addition, supervisors are responsible, when requested, for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements.Supervisory Financial Disclosure (If applicable): This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). Therefore, if selected, you will be required to complete a Confidential Financial Disclosure Report (OGE Form 450) to determine if a conflict or an appearance of a conflict exists between your financial interest(s) and your prospective position with DOL. This information will be required annually.Based on agency needs, additional positions may be filled using this vacancy.The Department of Labor may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act. Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions.
All Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71. Help
A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new windowLearn more about federal benefits.
Review our benefitsEligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.How You Will Be EvaluatedYou will be evaluated for this job based on how well you meet the qualifications above.Evaluation Factors (Competencies) - All qualified applicants will be evaluated on the following key competencies:Change ManagementCreativity and InnovationInternal ControlsPerformance ManagementPlanning and EvaluatingRisk ManagementClick here for Evaluation details.You may preview questions for this vacancy here: The information you provide may be verified by a review of your paid, unpaid, volunteer, and other lived experience, as it demonstrates the competencies or skills required for the position to be filled. Your evaluation may include an interview, reference checks, or other assessment conducted by HR specialists, subject matter experts, or panel members and may include other assessment tools (ex. interview, structured interview, written test, work sample, etc.). The examining Office of Human Resources (OHR) makes the final determination concerning applicant ratings. Your resume MUST provide sufficient information to substantiate your vacancy question responses. If not, the OHR may amend your responses to more accurately reflect the level of competency indicated by the content of your resume.INFORMATION FOR ICTAP/CTAP ELIGIBLE(S) ONLY: If you are eligible for special priority selection under ICTAP/CTAP, you must be well-qualified for the position to receive consideration. ICTAP/CTAP eligible(s) will be considered well-qualified if they attain at least a rating score of 85 in a numerical rating scheme. Be sure to review the eligibility questions to reflect that you are applying as an ICTAP or CTAP eligible and submit supporting documentation.
Source : Department Of Labor