Summary Click on "Learn more about this agency" button below for IMPORTANT additional information. The primary purpose of this position is to Oversee the Manpower requirements policy, processes, and operations across the Air Force and implements the Manpower Programming and Execution System (MPES) for the Air Force. Responsibilities Ensures the vision, strategies, and programs align to meet the Air Force enduring mission. Participates with the director, in developing an Air Force strategic manpower plan that articulates how the Air Force strategy priorities and vectors will be realized through the achievement of goals and objectives. Provides strategic direction, oversight, and guidance related to the continuous assessment and monitoring of unit sizes to ensure compliance with prescribed guidance. Formulates long- and short-range planning guidance to meet current and future needs of the Air Force. Implements decisions or recommendations that may significantly change manpower and organizational requirements, policies or programs across the Air Force. Develops methodologies to determine Total Force manpower requirements, including the mix of active duty and civilian end strengths to meet home station and full wartime needs. The incumbent advocates for and defends Air Force manpower requirements, ensuring total force readiness and guides the development of a wide array of programming factors used by the directorate in the manpower programming process. Participates with the director in leading the validation and documentation of all Air Force manpower requirements ranging from home station to full wartime operations. Defends the Air Force manpower requirements for the Total Force as an integral part of the Program Objective Memorandum (POM) and the President's Budget (PB) submission. Directs requirements documentation reflecting manpower resources allocation supporting organization, training, and equipping mission in a home station environment, and manpower resources utilization required to support mobilization, deployment, employment, and continuing in place mission sustainment ranging from contingencies to full wartime operation articulated in the National Security Strategy and recurring manpower resource utilization for crisis actions and operation other than war. Oversees and directs the development and programming. Develops and maintains Air Force organization policy for active reserve forces. Provides policy guidance on all matters relating to setting manpower requirement levels including the development of Manpower Requirement Determination tools. Provides oversight and guidance on military and civilian personnel appropriate accounts to maintain accurate and timely on-board strength accounting and work year execution to ensure compliance with congressionally enacted National Defense Authorization Act (NDAA) specifications and restrictions to include military personal appropriates (MPA) manday resources. Oversees management and operation of the Manpower MPA Man-Day Management System (M4S). Develops guidance for commercial service management to include competitive sourcing, in-sourcing, and business process re-engineering initiatives. With the Director, confers, advises, and discusses manpower organizational and planning strategies, policies, and objectives with key stakeholders and top senior officials of the Air Force, DoD, and congressional staff. Collaborates with senior leaders within the Deputy Chief of Staff, Manpower, Personnel, and Services, the Air Force Personnel Center to ensure future manpower and personnel programs and human resource management are complimentary and fiscally informed. Negotiates and settles matters regarding significant or controversial manpower issues. Participates in high-level meetings, conferences, or presentations considering Air Force allocations and resources. As Deputy Director, participates with the Director in providing executive, managerial, administrative, and technical oversight and direction through five division chiefs to approximately 50+ person directorate staff and oversight to 350 Air Force Manpower Analysis Agency staff in performance of the mission. Manages AF/A1M program responsibilities and performs a full range of managerial and supervisory duties for AF/A1M including work assignments, review of progress, evaluation of performance, determination of technical adequacy, and all aspects of personnel management for assigned personnel. Incumbent serves as the Technical Expert for the Air Force Management Engineering program, the Air Force senior Manpower Civilian Career Field Manager (CFM), and the senior functional Manpower advisor to the Air Force Corporate Structure (AFCS). In this role, the deputy director works closely with the Air Force Manpower Analysis Agency to develop manpower determinants and management advisory studies and assessments to support Air Force mission sets, providing commanders at all levels the tools and information they need to make resource decisions and improve performance management, and overall training for the manpower community. Requirements Conditions of Employment Qualifications Eligibility will be based upon a clear showing the applicant has training, education and experience of the scope and quality sufficient to effectively carry-out the duties of the position. Candidates must exemplify the corporate perspective, leadership vision, broad experience and character needed in the SES corps not only to satisfy the immediate vacancy, but future vacancies which will occur in a variety of organizations, functions and locations. A. MINIMUM QUALIFICATIONS: 1. A bachelor's degree from an accredited institution is desired. A master's or advanced degree from an accredited institution is highly desired. An undergraduate technical degree or an advanced degree in either a technical or management field is highly desired B. MANDATORY TECHNICAL QUALIFICATIONS (MTQ - NTE 2 Pages Total): A supplemental statement must be submitted separately addressing each TQ. TQs must provide specific examples that address relevant experience and accomplishments. Applicants should focus on recent experience, education, and training, as some Recruitment Panel and Executive Resources Board members may consider experience that's over 10 years old to be outdated. Applicants must reflect superior technical qualifications demonstrated through leadership and management in the following: 1.Expert understanding of manpower resource management at HQ Air Force level or above including a detailed understanding of the Department of Defense (DoD) Planning, Programming, and Budget Execution System (PPBE) as it relates to developing, defending and amending military department/defense agency programs and budgets. Demonstrated skill in developing and applying manpower policies, organizational structures and manpower requirement sizing methodologies, a working knowledge of the National Defense Authorization Act and the National Defense Strategy Review Process, and a detailed knowledge of the Air Force Manpower Resource Allocation Process. 2.Demonstrated executive-level experience formulating and implementing manpower policies within the Department of Defense or a similar organization of equivalent size and scope as well as demonstrated proficiency in leading executive-level decision-making processes at both the department and national levels. C. MANDATORY EXECUTIVE CORE QUALIFICATIONS (ECQ - NTE 10 Pages Total): The ECQs describe the leadership skills needed to succeed in the Senior Executive Service (SES); they also reinforce the concept of an "SES corporate culture." Submit a supplemental statement of the Executive Core Qualifications (ECQs listed below) in the challenge/context/action/result (C-C-A-R) model format as provided by the Office of Personnel Management (OPM) Guide to SES Qualifications. Applicants should focus on recent experience, education, and training, as some Recruitment Panel, Executive Resources Board, and or OPM Quality Review Board reviewers may consider experience that's over 10 years old to be outdated. [OPM's guidance in the Guide to Senior Executive Service Qualifications (Appendix B)]. Refer to the OPM Guide to SES Qualifications for specific information and guidance on the ECQ requirements, the C-C-A-R model, and examples of good qualifications statements located here. ECQ 1 - LEADING CHANGE. This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment. ECQ 2 - LEADING PEOPLE. This core qualification involves the ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts. ECQ 3 - RESULTS DRIVEN. This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks. ECQ 4 - BUSINESS ACUMEN. This core qualification involves the ability to manage human, financial, and information resources strategically. ECQ 5 - BUILDING COALITIONS: This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals. In addition, DoD requires an Enterprise Perspective. The individual must possess a broad point of view and an awareness and understanding of individual or organizational responsibilities in relation to DoD or government-wide strategic priorities. Executives should demonstrate ability to work with internal and external partners to support national security objectives. This perspective is typically gained through a variety of diverse work experiences. A separate narrative statement is not required--this information should be embedded within the application package [Resume (not to exceed 5 pages) and Technical Qualifications (not to exceed a combined total of 2 pages]. Education Education: A bachelor's degree from an accredited institution is desired. A master's or advanced degree from an accredited institution is highly desired. An undergraduate technical degree or an advanced degree in either a technical or management field is highly desired. Additional Information Veterans' Preference: Veterans' preference is not applicable to the SES. Relocation Authorized: Payment of Permanent Change of Station (PCS) costs is authorized in accordance with the Joint Travel Regulations (JTR). Recruitment/Relocation Incentive: May be offered. Direct Deposit: All federal employees are required to have direct deposit. Disabled veteran leave is available to a Federal employee hired on/after 5 Nov 2016, who is a veteran with a service-connected disability rating of 30% or more. For more information, click here. Tax Law Impact for PCS: On 22-Dec-2017, Public Law 115-97 - the "Tax Cuts and Jobs Act of 2017" suspended qualified moving expense deductions along with the exclusion for employer reimbursements and payments of moving expenses effective 01-Jan-2018 for tax years 2018 through 2025. When you perform a Civilian Permanent Change of Station (PCS) with the government, the Internal Revenue Service (IRS) considers the majority of your entitlements to be taxable. Visit GSA Bulletin FTR 20-04 here for additional information. If you have questions regarding this announcement and have hearing or speech difficulties click here.