CCSD is looking for one Full-Time Supervisory Acquisition Program Management Specialist (GG-1101-14) to work for the Air Force Materiel Command (AFMC) in the Air Force Life Cycle Management Center (AFLCMC) at JBSA Lackland, TX.

In this position you will serve as the Acquisition Branch Chief and are responsible for 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. Providing acquisition oversight and guidance on development, acquisition and sustainment across the branch, programs, activities and diverse mission disciplines under the Defensive Cyber Systems Branch in collaboration with other branch leadership. Responsibilities include engaging with stakeholders, contractors, senor leaders internal/external to the organization to establish relationships, refine requirements, and oversee/execute acquisition activities to delivery and sustain defensive cyber capabilities. This person will supervise employees and enable branch wide acquisition activities and contract oversight by collaborating with other branch personnel ensuring acquisition efforts are in alignment with operational needs.

This position can close at any time. Apply Now!

Security Clearance: TS/SCI

Drug Test: Yes

Salary Range: $127,624 to $165,917

Recruitment, Retention, and Relocation incentives may be available

AFCS Benefits:

Paid Time Off:
• 11 Federal Holidays each year
• 13 sick leave days earned per year (accumulative)

Paid Vacation Time:
• 13-26 days per year based on length of employment

Health Insurance:
• No waiting period to qualify for you and your family

Retirement:
• Immediate coverage by the Federal Employees Retirement System (FERS)
• Basic Benefits Plan
• Social Security
• Thrift Savings Plan (TSP), similar to a 401(k) (Automatically receive 1% agency contributions and up to 5% matching)
• 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 is an Acquisition Program Management Advanced Certification position and incumbent must meet appropriate certification requirements IAW the Defense Acquisition Workforce Improvement Act (DAWIA) no later than 24 months after accepting this position.
• Employees are expected to meet Continuing Acquisition Education requirements.
• Incumbent is required to file an OGE Form 450, Confidential Financial Disclosure Report, upon appointment and will be required to file annually
• Comprehensive knowledge of principles, policies, practices, regulations and acquisition laws and program management support; and the mission, roles, functions, organizational structures, and operation of the DOD, Air Force, and organizations that govern, interface with and/or influence systems acquisition and integrated life-cycle management processes.
• Expert knowledge of qualitative and quantitative techniques for gathering, analyzing, and measuring the effectiveness, efficiency and productivity of acquisition programs and support activities to ensure that programs are within schedule, baselines, cost, etc.; and of the activities and purpose of functional support personnel and ability to coordinate such aspects of system acquisition as engineering, contracting, program control, configuration, test, manufacturing, and integrated logistics support to effectively implement program direction.
• Skill in using a high degree of originality and judgement; periodically and comprehensively assesses branch programs' goals, objectives, financial plans and budget estimates and approves strategic way ahead.
• High level ability to gather and analyze a variety of program information; plan, organize, integrate and manage a variety of acquisition functions and personnel in providing program support; and make sound judgments concerning program activities and progress.
• Ability to plan, organize, and direct teamwork, and to negotiate with management to accept and implement recommendations, where the proposals involve substantial resources, require extensive modifications to program documents, established procedures, or may be in conflict with the desires of customer activities

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.
• 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

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.