Chief Information Officer and Deputy Director of Plans & Integration

Summary Click on "Learn more about this agency" button below for IMPORTANT additional information. The primary purpose of this position is to lead and direct the integration of technology and business processes to optimize Human Resources capabilities and services across the entire Air Force. Responsibilities The Chief Information Officer and Deputy Director, Plans and Integration, directs a significant number of complex and diverse programmatic issues, policies, and transformation efforts for the Department of the Air Force. The incumbent will be responsible for the development and transformation of Human Resources (HR) management business systems and processes, including the Enterprise Resource Planning (ERP) for HR systems. This individual will function with substantial independence and has the authority to advise, coordinate, and direct the development of HR business processes and programs necessary to achieve compatible functional HR systems within the Air Force and Department of Defense technology environment. As CIO/Deputy Director, you will: Serve as the principal advisor for modernizing and integrating the Air Force's Human Resources (HR) systems and processes. Provide integrated technology and business process solutions for both wartime and garrison HR requirements to optimize capabilities for the Total Force. Lead the development of the HR enterprise architecture, portfolio management, and governance for over 160 information technology (IT) systems. Direct a senior government staff and provides oversight for over 300 military, civilian, and contractor personnel. Oversee the execution of the $220M annual Human Resources Management IT portfolio. Represent the Air Force with senior officials from the Department of Defense, other Services, members of Congress, and private industry on HR management IT systems, processes, and policies. Requirements Conditions of Employment Qualifications Eligibility will be based upon a clear showing the applicant has education, training, 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. Candidates will not be hired based on their race, sex, color, religion, or national origin. In accordance with new OPM requirements to streamline Senior Executive Service (SES) hiring, applicants are no longer required to submit lengthy narrative essays, including those for Executive Core Qualifications (ECQs) or Mandatory Technical Qualifications (TQs), when applying. Instead, the initial application will be resume-only, capped at two pages. This change streamlines the application process and more closely aligns with private industry practices. Applicants identified for potential selection will have their ECQs assessed by undergoing a structured interview with the Office of Personnel Management (OPM) Qualifications Review Board (QRB). To meet the minimum qualification requirements for this position, you must show that you possess the education, Technical Qualifications (TQ), and Executive Core Qualifications (ECQ) related to this position within your resume (not to exceed 2 pages). Resumes over the 2-page limit will be disqualified. Your resume should include examples of experience, education, and accomplishments applicable to the qualification(s). If your resume does not reflect demonstrated evidence of the ECQs and TQs, you may not receive further consideration for the position. TECHNICAL QUALIFICATIONS (TQs): Your resume should demonstrate accomplishments that satisfy the technical qualifications. TQ1: Provides integrated technology and business process solutions for both wartime and garrison human resources (HR) requirements. Advises, coordinates and directs actions to achieve optimal HR business capabilities in the total force (military, civilian, Reserve component) manpower, personnel and services communities, Department of the Air Force-wide (DAF). Provides expert guidance and assistance to create comprehensive and integrated HR capabilities that enables the manning of DAF units, as well as the personnel readiness and wellbeing of Airmen through technology systems, programs, implementation of policies, business processes and procedures. TQ2: Responsible for the development of the DAF HR IT enterprise architecture, portfolio management, and governance across six sub-domains and 100+ IT systems while leading large-scale enterprise IT modernization initiatives. Demonstrates expert proficiency in modern and multi-cloud architectures, driving the adoption and management of Software as a Service (SaaS), Platform as a Service (PaaS), and Data as a Service (DaaS) to deliver secure, scalable, and resilient capabilities. Advises the A1 and subordinate staff on policy matters involving security, integration, and the operational effectiveness of HR management systems and processes supporting HR operations throughout the Total Force (AD, Civ, ANG, AFR, Space Force). EXECUTIVE CORE QUALIFICATIONS (ECQs): All new appointees to the Senior Executive Service (SES) under a career appointment will be assessed for executive competency against the five mandatory ECQs: ECQ 1. Commitment to the Rule of Law and the Principles of the American Founding: Demonstrated knowledge of the American system of government, commitment to uphold the Constitution and the rule of law, and commitment to serve the American people. ECQ 2. Driving Efficiency: Demonstrated ability to strategically and efficiently manage resources, budget effectively, cut wasteful spending, and pursue efficiency through process and technological upgrades. ECQ 3. Merit and Competence: Demonstrated knowledge, ability, and technical competence to effectively and reliably produce work that is of exceptional quality. ECQ 4. Leading People: Demonstrated ability to lead and inspire a group toward meeting the organization's vision, mission, and goals, and to drive a high-performance, high-accountability culture. This includes, when necessary, the ability to lead people through change and to hold individuals accountable. ECQ 5. Achieving Results: Demonstrated ability to achieve both individual and organizational results, and to align results to stated goals from superiors. Please note: If you are a member of the SES or have been certified through successful participation in an OPM approved SES Candidate Development Program, or have SES reinstatement eligibility, you must attach proof (e.g., SF-50 or Certification by OPM's SES Qualifications Review Board) of your eligibility for noncompetitive appointment to the SES. Education A bachelor's degree from an accredited institution is highly desired. A master's or advanced degree in Information Technology, Information Resource Management or other related field is highly desired. Additional Information In addition, DoW 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 DoW or government-wide strategic priorities. Executives must demonstrate an 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. This information should be embedded within the resume. Tiering: The Department of the Air Force structures its SES positions into tiers to determine the pay range for each position. The categories are based on the position scope, breadth, functions, and placement within the structure of organizational levels across the Department. Salary: $151,662.00 - $209,600.00 per annum. (Air Force Tier 1) SES members are eligible for bonuses and/or ranks and stipends in addition to annual salary. SES members are eligible for Performance-Based Salary increases and/or bonuses. This is a SES Career Reserved position and is assigned a precedence priority code of DV-6, Tier 1 for protocol purposes. Area of Consideration: Applications will be accepted from all qualified persons. Mobility: Organizational and geographical mobility is essential in developing and managing SES and DISES leaders and generally is a key to advancement. Therefore, mobility is a condition of employment and appointed SES and DISES members will be required to sign a Reassignment Rights and Obligation Agreement. 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 DoW Policy on The Employment of Annuitants. Click here for more information. Direct Deposit: All federal employees are required to have direct deposit. 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. 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. If you have questions regarding this announcement and have hearing or speech difficulties click here.