Summary Click on "Learn more about this agency" button below for IMPORTANT additional information. The primary purpose of this position is to serve as the executive-level Director for the Headquarters Air Force DAF Force Resilience Directorate, which oversees and implements the Department of the Air Force's DAF Force Resilience Program to include Integrated Primary Prevention for interpersonal and self-directed violence, True North Program, and Community Action Boards and Teams throughout the DAF. Responsibilities The Directorate has responsibility and oversight for a significant number of varied and complex integrated primary prevention and sexual assault response policies. Provides standardized policies, practices, programs, and activities that support resilience, prevention of harmful behaviors, and the roles of the Installation Primary Prevention Workforce (IPPW) and Sexual Assault Response Workforce (SARW), True North Program Manager (TNPM), and Installation True North Program Manager (ITNPM). This also includes any other personnel or functions identified to assist in the implementation of programs and activities that support resilience, interpersonal and self- directed violence prevention. Directs DAF-wide Primary Prevention and Response Resilience activities. Manages the development of DAF-wide, long- range plans, program goals, policies, and procedures. Develops goals and objectives that integrate the AF objectives. Reviews and structures organization to optimize use of resources and maximize efficiency and effectiveness of the organization. Balances workload and provides overall direction and vision to the subordinate unit chiefs on a wide range of resilience issues. Establishes metric and analysis systems for units managed to assess efficiency, effectiveness, and compliance with regulatory procedures. Evaluates requirements for additional resources submitted by subordinate supervisors, and balances organization needs with overall mission requirements and resource interests. Maintains oversight of Integrated Resilience Policy. Establishes and enforces standards in financial and other aspects of performance. Provides reasonable assurance that primary prevention/response programs meet defined user needs, contribute to the achievement of Air Force mission objectives, and are running efficiently and effectively. Provides timely and effective resolution of audits; establishes mechanisms to ensure that corrective actions adequately resolve identified deficiencies and reduce the potential for recurrence. Directs the development and promulgation of policies and programs to implement and achieve long-range strategic plans. Oversees financial, materiel, manpower and information resources needed to carry out AF-wide DAF Force Resilience programs. Determines the most economical means of effectively achieving program objectives. Considers military-civilian force mix, outsourcing, and technology changes to resolve requirements/resource disconnects. Advocates and justifies positions to the DCS, Manpower, Personnel and Services; ASAF Manpower and Reserve Affairs, the Vice Chief of Staff of the Air Force (VCSAF), Chief of Staff of the Air Force (CSAF) and the Secretary of the Air Force (SecAF) as necessary. The incumbent directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher-level management. Selects or recommends candidates for selection, promotion, or reassignment of personnel to subordinate positions. Provides leadership by establishing workforce performance levels commensurate with the Air Force's strategic objectives. Incumbent guides the workforce toward goal accomplishment and empowers them to take ownership in assigned projects. Initiates recognition and disciplinary action for personnel, as necessary. This position will engage government, academia, and industry to advance research-based programs and activities that support resilience; approve required training for the Integrated Primary Prevention Workforce (IPPW) and other Sexual Assault Response Workforce (where appropriate) in the implementation of this publication; develop and standardize metrics and methods (e.g., tools and instruments) to measure the effectiveness of programs and activities that support resilience and Interpersonal and Self-Directed Violence (ISDV). Data metric tools will identify organizational gaps, needs, and requirements; and ensure aggregate ISDV data elements (e.g., protective and risk factors for sexual assault, domestic abuse, child maltreatment, harassment, and suicide) required for identifying and understanding trends are made available to IPPW. Personal/Representational responsibilities - Represents the DAF with a wide range of key internal and external officials. Establishes, develops, and maintains contact with officials in the Office of the Secretary of Defense (OSD), DoD Components, other executive and legislative agencies, other HQ USAF and SAF organizations, and professional societies. 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. Master's degree in the Behavioral Sciences 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. Demonstrated executive-level leadership experience which demonstrate a mastery of a wide range of public health, social science and social work principles and concepts which provide strategies supporting the resolution of complex problems related to victim advocacy, response to interpersonal self-directed violence including prevention of and response to sexual violence or other violence types. 2. Demonstrated executive-level experience formulating and implementing technical policies within the Department of Defense or a similar organization of equivalent size and scope as well as demonstrated proficiency in 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. Employed Annuitants (Reemployed Annuitants): Applicants in receipt of an annuity based on civilian employment in the Federal Service are subject to the DoD Policy on The Employment of Annuitants. Click here for more information. 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.