Summary As a supervisor/manager, the selectee for this position will be eligible to receive a Manager Performance Incentive (MPI) provided eligibility requirements noted in agency policy are met. The MPI is an annual lump-sum incentive payment that considers agency performance, the manager's individual performance, and available funding. This position is located within the Office of Airports (ARP), Airports Safety and Standards (AAS-1). Responsibilities Manages day-to-day operations and provides technical advice, guidance, subject-matter expertise and recommendations to the Director/Deputy Director of the Office of Airports Safety and Standards. Provides expert technical advice, guidance and support to the Director (AAS-1) and/or Deputy Director (AAS-2) of the Office of Airports Safety and Standards to address diverse complex issues which often cross multiple programs and/or functional areas, including airport engineering, data and airspace, emerging entrants, safety and operations, aviation research and international programs. Reviews all incoming technical and sensitive matters to determine those that should be brought to the prioritized attention of AAS-1/AAS-2, along with comments and recommendations. Oversees and manages the day-to-day operations of AAS to ensure that organizational functions are prioritized and effectively planned to meet agency and organizational strategic goals and objectives. Applies a detailed knowledge of the technical aspects of the work that is directed; a detailed knowledge of programs, budget, human resource management, and other administrative policies and procedures; and a comprehensive understanding of the objectives of the AAS divisions, ARP and/or the FAA. Also applies a thorough understanding of the principles of management and strategic planning, and the ability to integrate the work of multiple organizational units/projects/ programs to accomplish mission objectives. Supervises non-management staff that directly support AAS-1 and AAS-2; assigns tasks and responsibilities; coaches and develops staff; monitors and evaluates performance of employees; approves leave; and approves corrective/disciplinary actions, as appropriate. Works closely with the staff to ensure continuous improvement(s) to office processes such as tracking of correspondence and scheduling of meetings. Defines, acquires, and allocates budget, staff, and other resources to accomplish objectives for multiple organizational units/projects/programs and across multiple functions and/or disciplines. Manages budget and either reallocates resources among organizational units/projects/programs or acquires additional resources as needed. Leads and integrates the budget planning processes for all organizational units/projects/programs under his/her control, and projects both short-term and long-term future needs. Participates in planning efforts that cross-organizational lines within the AAS divisions and across the ARP. Aids and ensures proper coordination in responding to inquiries from Congressional staff, FOIA requests, briefing papers, talking points and general correspondence. Coordinates correspondence for review by Executives and managers, including Congressional responses, briefing papers, approval letters, and guidance to sponsors associated with all aspects of airport standards and development. Communicates and promotes awareness of new FAA initiatives, statutory programs and newly approved policy and guidance. Creates positive working relationships to ensure coordinated responses; and alignment and clarity on priorities. Builds and develops relationships with key personnel to ensure successful completion of complex projects. Communicates regularly with other ARP Headquarters Offices and regional and field offices, to stay abreast of key planning, programming, engineering, safety, and emerging entrants issues occurring at obligated primary and non-primary airports throughout the Country. Establishes relationships and works across FAA LOBs to collaborate on policy and guidance and on cross-organization issues. Requirements Conditions of Employment We are not accepting applications from noncitizens. Qualifications To qualify for this position, you must demonstrate in your application that you possess at least one year of specialized experience equivalent to the FV-J/GS-14 level. This experience is typically related to the line of work of the position to be filled and which has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of the position. To be creditable, specialized experience must have been at least equivalent to the next lower level in the normal line of progression for the occupation in the organization. ----------------------------------------------------------------------------------------------------------------------------------------- SPECIALIZED EXPERIENCE IS DEFINED AS: Experience in working in constantly changing, high demand environments that require constant adaptation to management needs. AND; Experience providing technical guidance to staff and representing management at senior-level technical meetings. AND; Experience operating as a trusted confidant and representing Executives at various internal and external engagements. ----------------------------------------------------------------------------------------------------------------------------------------- You should include relevant examples of the specialized experience in your work history. Errors or omissions may impact your rating or may result in you not being considered. Answer all questions to the best of your ability. DO NOT ASSUME THAT BECAUSE YOU HOLD, OR HAVE HELD THIS POSITION, YOU WILL AUTOMATICALLY BE FOUND ELIGIBLE. You may be asked to provide evidence or documentation that you have this type of experience later in the selection process. Your responses are subject to verification through job interviews, or any other information obtained during the application process. Any exaggeration of your experience or any attempt to conceal information can result in disqualification. *Applicants who fail to demonstrate possession of any of the above criteria AND who do not provide the required documentation will receive no further consideration for this position.* Applicants may be asked to verify information on your application for employment with the FAA. **All qualification requirements must be met by the closing date of this vacancy announcement.** Education Education cannot be substituted for experience. Additional Information We may use this vacancy to fill other similar vacant positions. Position may be subject to a background investigation. A one-year probationary period may be required. The U.S. Department of Transportation strives to ensure that equity, transparency, accountability, collaboration, and communication permeate all that we do for the betterment of the Department, the traveling public, and our nation. As such, DOT values a highly diverse workforce of persons who promote a culture of belonging by respecting the personal dignity and worth of each individual and fostering a positive environment where all feel safe and welcome. If these commitments coincide with your personal ideals and professional aspirations, please consider joining the DOT family. NOTES: 1.This position is covered by the FAA Core Compensation plan. Additional information about Core Compensation is available at: https://www.faa.gov/jobs/working\_here/benefits. 2. As a part of the Federal-Wide Hiring Reform Initiative (streamlining the hiring process), the FAA is committed to eliminating the use of the Knowledge, Skills and Ability (KSA) narratives from the initial application in the hiring process for all announcements. Therefore, as an applicant for this announcement, you are NOT required to provide a narrative response in the text box listed below each Managerial Selection Factor. In lieu of providing a narrative response in the text box listed below each Managerial Selection Factor, in your work history, please include information that provides specific examples of how you meet the response level or answer you chose for each. Your work history examples should be specific and clearly reflect the highest level of ability. Your answers will be evaluated further to validate whether the level that you selected is appropriate based on the work history and experience you provided. Your answers may be adjusted by a human resource specialist as appropriate. 3. Unless previously completed, the incumbent must satisfactorily complete a 1-year probationary period to remain in this supervisory or managerial position. 4. Eligible applicants meeting the minimum qualification requirements and/or selective placement factor(s) (SPF) may be further evaluated on the Leadership & Management Dimensions and/or Technical Requirements listed in the announcement. Based on this evaluation, applicants will be placed in one of the following categories: (1) score order; (2) category grouping; or (3) alphabetical; or (4) priority grouping referred to the selecting official for selection consideration. 5. Some, all, or none of the applicants may be interviewed. 6. This Level 6 (High Risk; Public Trust) position requires favorable adjudication of a Background Investigation (BI) background investigation prior to appointment, unless a waiver is obtained. This is not a bargaining unit position. Links to Important Information: Locality Pay, COLA