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. Incumbent serves Serves as the first level Operations Engineering Support Center Manager within Technical Operations. Responsibilities The Incumbent reports directly to the Technical Operations, Technical Services Organization, Operations Engineering Support Group (OESG) Manager and directs the work of subordinate employees at the organizational level. Directs the work of subordinate employees at the organizational unit level. Work includes routine project/program tasks based on established policies, procedures, and guidelines. Managerial duties affect employees in one organizational unit and include setting priorities, assigning tasks, monitoring and evaluating performance, coaching and developing employee capabilities, approving leave, and taking or recommending corrective/disciplinary action as appropriate. Applies a comprehensive knowledge of the technical aspects of the work directed, a detailed knowledge of budget, human resources, and other administrative policies and procedures, and a detailed understanding of the objectives of the organizational unit. Provides first level technical and administrative direction of the assigned workforce consisting of specialists who provide in-depth technical expertise, evaluate and optimize the performance of facilities and services in the NAS, and analyze alternate courses of action in the improvement of the NAS. Oversees an interdisciplinary technical team that performs professional engineering and/or project management work that could be local, limited to one Service Area, or be nationally focused. Uses assigned budget, staff, and other resources to accomplish project/program objectives. Manages budget and requests additional resources as needed. Contributes to the budget planning process and project short-term/future needs. Contacts are primarily within the organizational unit/major subdivision with subordinates, peers, and higher-level managers. Resolves routine problems independently, but consults with higher-level management when existing guidelines are not available or applicable to complex problems. Exercises the full range of supervisory responsibilities, including oversight of technical operations; setting priorities; assigning tasks and responsibilities; monitoring and evaluating staff performance; coaching and developing staff; approving leave; participating in employee selections; approving personnel actions (i.e. promotions, awards, reassignments, etc.); and taking corrective/disciplinary actions, as appropriate. Established guidelines, policies, and procedures typically govern work. Resolves routine problems independently, but consults with higher-level management when existing guidelines are not available or applicable to complex problems. May be called upon to assist in the development of new policies and procedures. Individual and organizational performance is typically reviewed periodically by higher-level management, often through status reports and organizational performance measures, to ensure timeliness, policy compliance, and alignment with project/program objectives. 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 FV-I, FG/GS-13. Specialized experience is experience that has equipped you with the particular knowledge, skills, and abilities to perform successfully the duties of the position. Specialized experience is: Technical experience gained in positions within organizations that are responsible for design, development, operations, maintenance performance and evaluation of the NAS. This experience may be acquired through functions such as the acquisition and development of NAS programs and systems; the operations and maintenance functions in field facilities, and the evaluation and performance functions in District Offices, regional offices and/or headquarters. Applicants should include examples of specialized experience in their work history. Qualifications must be met by the closing date of this vacancy announcement. Errors or omissions may impact your rating or may result in you not being considered for the job. Education Education may not 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. The locality rates for each location is shown below: El Segundo, CA -35.84% Locality (Salary Range $126,282 - $195,774) Fremont, CA - 45.41% Locality (Salary Range $135,179 - $209,566) Rancho Cordova, CA - 29.16% Locality (Salary Range $120,072 - $186,147) San Diego, CA - 33.05% Locality (Salary Range $123,689 - $191,753) Anchorage, AK - 31.96% Locality (Salary Range $122,675 - $190,182), Cost of Living Allowance (COLA): 1.69% Longmont, CO - 29.88% Locality (Salary Range $120,742 - $187,184) Las Vegas, NV - 19.23% Locality (Salary Range $110,841 - $171,835) Salt Lake City, UT - 16.82% Locality (Salary Range $108,601 - $168,362) Auburn and Des Moines, WA - 30.81% Locality (Salary Range $121,606 - 188,525) 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 Leadership and Management Dimension and Technical Requirements. In lieu of providing a narrative response in the text box listed below each Leadership and Management Dimension and Technical Requirement in your work history, it is mandatory to 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. Failure to address all of the four of the Managerial Selection Factors may result in a finding of ineligible. Eligible applicants meeting the minimum qualification requirements may be further evaluated on the Leadership and Management Dimensions and Technical Requirements listed in the announcement. Based on this evaluation, applicants will be placed in one of the following categories: score order, category grouping, or alphabetical order and referred to the selecting official for consideration. Interview Policy: One, some, none, or all of the applicants may be interviewed. This is not a bargaining unit position. Links to Important Information: Locality Pay, COLA