The Cryptologic and Cyber Systems Division (CCSD) is looking for one Permanent Full-Time Acquisition Program Management Specialist (GG-1101-12) to work for the Air Force Materiel Command (AFMC) in the Air Force Life Cycle Management Center (AFLCMC) Crypto Modernization Branch (AFLCMC/HNCA) at JBSA-Lackland, TX.

This position can close at any time. Apply Now! This job is open to the public.

Position is in the Excepted Service covered by the Defense Civilian Intelligence Personnel System (DCIPS).

Position Schedule: Full Time

Telework Eligibility: Not Eligible for Telework

Travel Requirements: Up to 25% Travel possible

Security Clearance: TS/SCI

Drug Test: Yes

Salary Range: $90,823 to $118,072 per year

Work Level: Position is Full Performance Level

Appointment: Permanent

Recruitment, Retention, and Relocation incentives may be available (delete if not Applicable)

Description:

In this position you will serve as an acquisition program management specialist, providing oversight and guidance on the development, acquisition, and sustainment of critical cryptologic and cyber systems. You will implement program management principles, manage project schedules and costs, and ensure program objectives are met from development through deployment.

This position is a Defense Civilian Intelligence Personnel Systems (DCIPS) position implemented under Section 504, Title V of Public Law 99-569, Intelligence Authorization Act for Fiscal Year 1987, as codified in Sec 1601, Chap 83 of Title 10 United States Code which sets forth Air Force policies and procedures for DCIPS. This position is in the Excepted Service.

Acquisition program management specialists are responsible for assisting in developing, establishing, implementing, and controlling contractual, financial, and technical aspects of a project/program through designated phases of the acquisition cycle for which no closely related precedents exist. The position provides acquisition

oversight and guidance on development, acquisition and sustainment activities

across multiple branches, programs, and diverse mission disciplines.
• U.S. Citizenship is required
• Must be able to obtain and maintain Top Secret security clearance with Sensitive Compartmented Information (SCI) access.
• This position has been designated by the Air Force as a Testing Designated Position (TDP) under the Air Force Civilian Testing Program. Employees must pass initial and periodic short-notice drug testing. Illegal drug use by employees in sensitive positions presents a clear threat to the mission of the Air Force, national security, and public safety.
• This position is a PM Practitioner Level position. Incumbent must meet appropriate certification requirements IAW the Defense Acquisition Workforce Improvement Act (DAWIA) no later than 60 months after accepting this position
• Employees are expected to meet Continuing Acquisition Education requirements.
• Financial Disclosure: Incumbent is required to file an OGE Form 450, Confidential Financial Disclosure Report, upon appointment and will be required to file annually
• Knowledge of the laws, principles, policies, and practices of systems Acquisition and Program Management.
• Knowledge of business and industrial management, contracting procedures, and technical concepts to evaluate contractor proposals and activities.
• Ability to plan, organize, and manage critical aspects of research, development, production, and support of systems and equipment.
• Skill in communicating clearly and concisely, both orally and in writing, with technical accuracy.

You will be evaluated for this job based on how well you meet the qualifications above.

Your application, resume, C.V., and/or other supporting documentation will be verified. Please follow all instructions carefully. Errors or omissions may affect consideration for employment.

NOTE: A formal pay-setting process will be used to determine your salary. The salary may be at any point in the range listed for this vacancy.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

CCSD performs pre-employment reference checks as an assessment method used in the hiring process to verify information provided by a candidate (e.g., on resume or during interview or hiring process); gain additional knowledge regarding a candidate's abilities; and assist a hiring manager with making a final selection for a position.

Pay-for-Performance (P4P) under DCIPS Banded Structure:

The Defense Civilian Intelligence Personnel System (DCIPS) banded structure emphasizes performance and contribution as the primary drivers of compensation. Here's a simplified overview of the P4P process:
• Performance Planning: The process begins with a performance plan established at the beginning of the appraisal cycle. This plan outlines the employee's objectives, goals, and expectations for the performance period. These objectives are typically aligned with organizational goals and strategic priorities.
• Ongoing Feedback and Communication: Regular communication between the employee and supervisor is critical. This includes providing ongoing feedback on performance, addressing any challenges, and making adjustments to the performance plan as needed.
• Performance Appraisal: At the end of the appraisal cycle, the supervisor conducts a formal performance appraisal. This involves assessing the employee's performance against the established objectives and performance standards. The appraisal typically includes a written narrative and a rating.
• Performance Rating: DCIPS uses a rating scale (usually 5-level) to evaluate performance. The specific rating scale and terminology may vary slightly across different DCIPS elements, but generally, the ratings reflect a range from "Unacceptable" to "Outstanding." Common levels include:

o Outstanding: Consistently exceeds expectations and makes exceptional contributions.

o Exceeds Expectations: Regularly surpasses expectations and demonstrates a high level of performance.

o Fully Successful: Meets expectations and consistently demonstrates the required skills and knowledge.

o Needs Improvement: Performance occasionally falls below expectations and requires improvement in certain areas.

o Unacceptable: Performance consistently falls below expectations and requires significant improvement.
• Pay Pool Distribution: The organization establishes a pay pool based on available funding. This pay pool is then distributed among employees based on their performance ratings and contributions. Higher ratings generally result in larger pay increases.
• Pay Adjustments: Pay adjustments can include:

o Base Pay Increase: A percentage increase to the employee's base salary.

o Bonus: A one-time lump sum payment.

o Other Incentives: Recognition awards, time-off awards, or other non-monetary incentives.
• Link to Career Development: Performance appraisals also inform career development opportunities. High-performing employees may be considered for promotions, special assignments, or training programs.

Key Characteristics of DCIPS Banded P4P:
• Focus on Contribution: Emphasizes the employee's overall contribution to the organization's mission.
• Differentiation of Performance: Aims to differentiate pay based on performance levels, rewarding high performers and addressing underperformance.
• Transparency (Ideally): Strives to be transparent in the process, ensuring that employees understand how their performance is evaluated and how pay decisions are made. (In practice, transparency can vary.)
• Flexibility: Offers flexibility in how pay is distributed, allowing organizations to tailor their compensation strategies to meet their specific needs.

2. Career Advancement under DCIPS Graded Structure:

While the DCIPS banded system is more common, some organizations still use a graded structure similar to the

General Schedule (GS) system. In this case, career advancement typically follows these lines:
• Position Classification: Each position is classified to a specific grade level based on the duties, responsibilities, and required qualifications.
• Promotion Potential: Some positions have promotion potential, meaning that an employee can advance to a higher grade level without changing jobs.
• Competitive Promotions: Many promotions are competitive. Vacancies at higher grade levels are announced, and employees can apply.
• Qualifications: To be eligible for a promotion, an employee must meet the minimum qualifications for the higher grade level, including education, experience, and any required certifications.
• Performance: While not the only factor, performance plays a significant role in promotion decisions. Consistent high performance increases an employee's chances of being selected for a promotion.
• Selection Process: The selection process for competitive promotions typically involves a review of applications, interviews, and sometimes assessments.
• Time-in-Grade Restrictions: Generally, in a graded system, there are time-in-grade restrictions. This means an employee must serve a certain amount of time (usually one year) at their current grade level before being eligible for a promotion to the next higher grade.
• Training and Development: Employees are often encouraged to pursue training and development opportunities to enhance their skills and knowledge and prepare them for future promotions.
• Lateral Transfers: Employees can also advance their careers through lateral transfers to positions at the same grade level that offer different responsibilities or opportunities for growth.

Click the apply button to complete an application and upload resume (PDF or Word Doc) and/or additional documents (Transcripts, certifications, Vet Docs (DD214), SF-50).

U.S. citizenship required.