Job Title: Deputy Chief Human Capital Officer
Posted by: U.S. Nuclear Regulatory Commission on Jan 07, 2021
Location:
Rockville , MD 20852Job Description:
Background
The U.S. Nuclear Regulatory Commission (NRC) is proud to be ranked as a BEST Place to Work in the Federal Government. We've earned our top ratings by creating a work environment rich in opportunity, diversity, leadership training, teamwork, and work life balance. Help guide our nation into the next generation of nuclear safety! Begin a challenging career with the U.S. Nuclear Regulatory Commission where you can be part of a select group of professionals who protect people and the environment with the peaceful use of nuclear materials in medicine, industry and research.
Duties
This is a Senior Executive Service (SES) position and is located in the Office of the Chief Human Capital Officer, Rockville, MD.
The Deputy Chief Human Capital Officer (DCHCO) assists the Director in providing overall leadership and management of agency human capital (HC) and human resources (HR) planning, policy, and program development. Develops and implements the HC strategic plan and operating plan, and performance plan, consistent with agency-wide programmatic goals and objectives. Leads the development and implementation of the agency strategic workforce planning process (in collaboration with the agency Assistant for Operations).
Assists the Director in providing overall leadership and management of agency HC planning, policy, and program development and implementation.
Duties include, but are not limited to:
Leads in the development of the agency's strategic human capital plan and strategic workforce planning process. Develops and implements the HR strategic plan, performance plan, and operating plan consistent with agency-wide programmatic goals and objectives.
Advises NRC senior management in the planning and implementation of human capital goals consistent with agency policies and mission. Establishes accountability for achievement of human capital goals; monitors performance and provides feedback.
Serves as chairperson of the agency Human Capital Council; facilitates discussion and decisions as appropriate and serves as executive sponsor of the NRC’s SES Career Development Program.
Plans and implements NRC policies, programs, and services to provide for employment services and operations, employee and labor relations, organizational development, and workforce information and analysis.
Plans, implements and provides agency wide training and development policies and programs designed to establish, maintain, and enhance the regulatory, technical, professional, and leadership skills needed by NRC employees to accomplish the mission of the agency.
Administers and manages the NRC work life services and occupational safety and health programs, including oversight of the workers' compensation and employee assistance programs, and the headquarters child-care facility, health unit, and fitness center.
Provides advice and support for the planning, development, implementation, oversight, and evaluation of HR information systems.
Leads budget formulation and execution activities, including effective and efficient resource utilization of the agency human capital budget including the human resources management and training and development product lines and of the human resources office budget to support the mission of the agency.
Establishes policy guidance and criteria for implementation of human resources programs in the NRC’s regional offices; assesses the effectiveness of established human resources programs; and determines whether the regions are implanting the programs in a manner consistent with program requirements.
Develops and implements recruitment, development and retention strategies to achieve a high-quality diverse workforce with the skills needed to accomplish program goals and objectives. Identifies critical skill and training needs of the organization and identifies and implements human capital strategies to close critical skill gaps. Ensures that staff recruitment, development and retention strategies promote workforce diversity and diversity management.
Qualifications
Applications will be accepted from All Groups of Qualified Individuals Within the Civil Service. Current Senior Executive Service (SES) members, SES Reinstatement Eligibles, and Graduates of an Office of Personnel Management (OPM) approved SES Candidate Development Program should apply through this announcement.
You must have substantial supervisory or executive leadership experience which demonstrates the ability to successfully carryout the roles and responsibilities described above, typically evidenced by experience in progressively more responsible executive leadership positions.
To meet the minimum qualification requirements for this position, you must show that you possess the five Executive Core Qualifications (ECQs) and the Professional/Technical Qualifications (PTQs) listed below. Applicants who do not meet or do not demonstrate possession of the ECQs and PTQs in their application will be eliminated from further consideration.
Use the following approach to describe your accomplishments:
Challenge-Context-Action-Result (CCAR) Model
Use one to two examples of relevant experience for each ECQ. The number of examples is not as important as ensuring that your experience matches the ECQ criteria.
Challenge - Describe a specific problem or goal.
Context - Describe the individuals and groups you worked with, and/or the environment in which you worked, to address a particular challenge (e.g., clients, co-workers, members of Congress, shrinking budget, low morale).
Action - Discuss the specific actions you took to address a challenge.
Result - Give specific examples of measures/outcomes that had some impact on the organization. These accomplishments demonstrate the quality and effectiveness of your leadership skills.
Each accomplishment should be clear, concise, and emphasize your level of responsibilities, the scope and complexity of the programs, activities, or services you managed; program accomplishments; policy initiatives undertaken; level of contacts; the sensitivity and criticality of the issues you addressed; and the results of your actions. You should use action-oriented leadership words to describe your experience and accomplishments (e.g., Led the development and implementation of….) and quantify your experience wherever possible to demonstrate your accomplishments (e.g., number of employees supervised; size of budget managed; amount of money saved, etc.). Please limit your written statements to no more than two pages per ECQ. You must provide the names, email addresses, and telephone numbers of responsible individuals who can verify the information provided for each ECQ.
EXECUTIVE CORE QUALIFICATIONS (ECQs):
Applicants must submit online written statements (narrative or bullet format acceptable) describing accomplishments that would satisfy the ECQs. You must address each ECQ separately and are required to respond to all ECQs. Current career SES members, former career SES members eligible for reinstatement, and SES Candidate Development graduates (with OPM QRB certification) are encouraged, but not required, to address the ECQs to be considered.
Executive Core Qualifications:
1. ECQ 1 - Leading Change: 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. Competencies: Creativity and Innovation, External Awareness, Flexibility, Resilience, Strategic Thinking, Vision
2. ECQ 2 - Leading People: 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. Competencies: Conflict Management, Leveraging Diversity, Developing Others, Team Building
3. ECQ 3 - Results Driven: 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. Competencies: Accountability, Customer Service, Decisiveness, Entrepreneurship, Problem Solving, Technical Credibility
4. ECQ 4 - Business Acumen: The ability to manage human, financial, and information resources strategically. Competencies: Financial Management, Human Capital Management, Technology Management
5. ECQ 5 - Building Coalitions: 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. Competencies: Partnering, Political Savvy, Influencing/Negotiating
PROFESSIONAL/TECHNICAL QUALIFICATIONS (PTQs)
All applicants must submit online written statements (narrative or bullet format acceptable) of accomplishments that would satisfy the following PTQs. You must address each PTQ separately. Abbreviated responses to the PTQs, such as "significant experience" or "see resume" do not provide enough information and will not be considered. PTQ’s must be submitted in the space provided. You will not be considered for this position if you leave any of the PTQ’s unanswered.
PTQ1 - Experience leading an agency-level HC management program, which includes designing, developing, and implementing the full scope of HC programs; including experience developing and implementing human capital strategies linked to the mission and business goals of the agency
PTQ 2 - Demonstrated experience working across organizational boundaries and establishing trust business partners to balance interests of a variety of customers including readjusting priorities to respond to pressing and changing customer needs.
PTQ 3 - Experience leading an organization to improve administrative operations using business process modernization, setting priorities for current and future initiatives, allocating resources, and providing oversight of various complex and sensitive programs. Experience in leveraging data to improve performance and generate results.
How to Apply
Visit www.nrc.gov Review the NRC Opportunities page and click on “view a list of current NRC vacancies, please visit USAJobs EXIT.” Find the Deputy Chief Human Capital Officer Job Announcement Number OCHCO-2021-0002 and apply on-line by February 8, 2021. If you are viewing this opportunity after February 8th please visit NRC’s website and discover additional opportunities for which you might be interested.
The U.S. Nuclear Regulatory Commission (NRC) is proud to be ranked as a BEST Place to Work in the Federal Government. We've earned our top ratings by creating a work environment rich in opportunity, diversity, leadership training, teamwork, and work life balance. Help guide our nation into the next generation of nuclear safety! Begin a challenging career with the U.S. Nuclear Regulatory Commission where you can be part of a select group of professionals who protect people and the environment with the peaceful use of nuclear materials in medicine, industry and research.
Duties
This is a Senior Executive Service (SES) position and is located in the Office of the Chief Human Capital Officer, Rockville, MD.
The Deputy Chief Human Capital Officer (DCHCO) assists the Director in providing overall leadership and management of agency human capital (HC) and human resources (HR) planning, policy, and program development. Develops and implements the HC strategic plan and operating plan, and performance plan, consistent with agency-wide programmatic goals and objectives. Leads the development and implementation of the agency strategic workforce planning process (in collaboration with the agency Assistant for Operations).
Assists the Director in providing overall leadership and management of agency HC planning, policy, and program development and implementation.
Duties include, but are not limited to:
Leads in the development of the agency's strategic human capital plan and strategic workforce planning process. Develops and implements the HR strategic plan, performance plan, and operating plan consistent with agency-wide programmatic goals and objectives.
Advises NRC senior management in the planning and implementation of human capital goals consistent with agency policies and mission. Establishes accountability for achievement of human capital goals; monitors performance and provides feedback.
Serves as chairperson of the agency Human Capital Council; facilitates discussion and decisions as appropriate and serves as executive sponsor of the NRC’s SES Career Development Program.
Plans and implements NRC policies, programs, and services to provide for employment services and operations, employee and labor relations, organizational development, and workforce information and analysis.
Plans, implements and provides agency wide training and development policies and programs designed to establish, maintain, and enhance the regulatory, technical, professional, and leadership skills needed by NRC employees to accomplish the mission of the agency.
Administers and manages the NRC work life services and occupational safety and health programs, including oversight of the workers' compensation and employee assistance programs, and the headquarters child-care facility, health unit, and fitness center.
Provides advice and support for the planning, development, implementation, oversight, and evaluation of HR information systems.
Leads budget formulation and execution activities, including effective and efficient resource utilization of the agency human capital budget including the human resources management and training and development product lines and of the human resources office budget to support the mission of the agency.
Establishes policy guidance and criteria for implementation of human resources programs in the NRC’s regional offices; assesses the effectiveness of established human resources programs; and determines whether the regions are implanting the programs in a manner consistent with program requirements.
Develops and implements recruitment, development and retention strategies to achieve a high-quality diverse workforce with the skills needed to accomplish program goals and objectives. Identifies critical skill and training needs of the organization and identifies and implements human capital strategies to close critical skill gaps. Ensures that staff recruitment, development and retention strategies promote workforce diversity and diversity management.
Qualifications
Applications will be accepted from All Groups of Qualified Individuals Within the Civil Service. Current Senior Executive Service (SES) members, SES Reinstatement Eligibles, and Graduates of an Office of Personnel Management (OPM) approved SES Candidate Development Program should apply through this announcement.
You must have substantial supervisory or executive leadership experience which demonstrates the ability to successfully carryout the roles and responsibilities described above, typically evidenced by experience in progressively more responsible executive leadership positions.
To meet the minimum qualification requirements for this position, you must show that you possess the five Executive Core Qualifications (ECQs) and the Professional/Technical Qualifications (PTQs) listed below. Applicants who do not meet or do not demonstrate possession of the ECQs and PTQs in their application will be eliminated from further consideration.
Use the following approach to describe your accomplishments:
Challenge-Context-Action-Result (CCAR) Model
Use one to two examples of relevant experience for each ECQ. The number of examples is not as important as ensuring that your experience matches the ECQ criteria.
Challenge - Describe a specific problem or goal.
Context - Describe the individuals and groups you worked with, and/or the environment in which you worked, to address a particular challenge (e.g., clients, co-workers, members of Congress, shrinking budget, low morale).
Action - Discuss the specific actions you took to address a challenge.
Result - Give specific examples of measures/outcomes that had some impact on the organization. These accomplishments demonstrate the quality and effectiveness of your leadership skills.
Each accomplishment should be clear, concise, and emphasize your level of responsibilities, the scope and complexity of the programs, activities, or services you managed; program accomplishments; policy initiatives undertaken; level of contacts; the sensitivity and criticality of the issues you addressed; and the results of your actions. You should use action-oriented leadership words to describe your experience and accomplishments (e.g., Led the development and implementation of….) and quantify your experience wherever possible to demonstrate your accomplishments (e.g., number of employees supervised; size of budget managed; amount of money saved, etc.). Please limit your written statements to no more than two pages per ECQ. You must provide the names, email addresses, and telephone numbers of responsible individuals who can verify the information provided for each ECQ.
EXECUTIVE CORE QUALIFICATIONS (ECQs):
Applicants must submit online written statements (narrative or bullet format acceptable) describing accomplishments that would satisfy the ECQs. You must address each ECQ separately and are required to respond to all ECQs. Current career SES members, former career SES members eligible for reinstatement, and SES Candidate Development graduates (with OPM QRB certification) are encouraged, but not required, to address the ECQs to be considered.
Executive Core Qualifications:
1. ECQ 1 - Leading Change: 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. Competencies: Creativity and Innovation, External Awareness, Flexibility, Resilience, Strategic Thinking, Vision
2. ECQ 2 - Leading People: 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. Competencies: Conflict Management, Leveraging Diversity, Developing Others, Team Building
3. ECQ 3 - Results Driven: 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. Competencies: Accountability, Customer Service, Decisiveness, Entrepreneurship, Problem Solving, Technical Credibility
4. ECQ 4 - Business Acumen: The ability to manage human, financial, and information resources strategically. Competencies: Financial Management, Human Capital Management, Technology Management
5. ECQ 5 - Building Coalitions: 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. Competencies: Partnering, Political Savvy, Influencing/Negotiating
PROFESSIONAL/TECHNICAL QUALIFICATIONS (PTQs)
All applicants must submit online written statements (narrative or bullet format acceptable) of accomplishments that would satisfy the following PTQs. You must address each PTQ separately. Abbreviated responses to the PTQs, such as "significant experience" or "see resume" do not provide enough information and will not be considered. PTQ’s must be submitted in the space provided. You will not be considered for this position if you leave any of the PTQ’s unanswered.
PTQ1 - Experience leading an agency-level HC management program, which includes designing, developing, and implementing the full scope of HC programs; including experience developing and implementing human capital strategies linked to the mission and business goals of the agency
PTQ 2 - Demonstrated experience working across organizational boundaries and establishing trust business partners to balance interests of a variety of customers including readjusting priorities to respond to pressing and changing customer needs.
PTQ 3 - Experience leading an organization to improve administrative operations using business process modernization, setting priorities for current and future initiatives, allocating resources, and providing oversight of various complex and sensitive programs. Experience in leveraging data to improve performance and generate results.
How to Apply
Visit www.nrc.gov Review the NRC Opportunities page and click on “view a list of current NRC vacancies, please visit USAJobs EXIT.” Find the Deputy Chief Human Capital Officer Job Announcement Number OCHCO-2021-0002 and apply on-line by February 8, 2021. If you are viewing this opportunity after February 8th please visit NRC’s website and discover additional opportunities for which you might be interested.
Education Level:
High school or ged
Pay Rate:
Over $100,000
HR. Website URL:
https://www.nrc.gov/about-nrc/employment.html
Security Clearance:
None
Travel Requirements:
Light
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About U.S. Nuclear Regulatory Commission
The U.S. Nuclear Regulatory Commission (NRC) is an independent agency that was established by the Energy Reorganization Act of 1974 and began operations in 1975. NRC’s mission is to license and regulate the Nation’s civilian use of radioactive materials to provide reasonable assurance of adequate protection of public health and safety and to promote the common defense and security and to protect the environment. In carrying out its mission it exercises the following vision: Demonstrate the Principles of Good Regulation (independence, openness, efficiency, clarity, and reliability) in performing our mission. NRC’s scope of responsibility includes: the regulation of commercial nuclear power plants, research and test reactors, nuclear fuel cycle facilities, medical, academic, and industrial uses of radioactive materials; the decommissioning of these facilities and sites; and, the transport, storage, and disposal of radioactive materials and wastes. NRC issues licenses for civilian uses of radioactive materials, oversees the licensees, and certifies standard nuclear reactor designs and spent fuel storage casks and transportation packages. It also licenses the import and export of radioactive materials; participates in international nuclear activities, including multilateral and bilateral safety and security activities; and works closely with its international counterparts to enhance nuclear safety and security worldwide. To accomplish its overall mission NRC has identified two Strategic Goals—To ensure the safe and secure use of radioactive materials. We need a wide variety of administrative and technical staff to accomplish our objectives. We hire engineers, scientists, security specialists, information technology professionals, financial analysts, and a range of other occupations. We’re constantly looking for outstanding individuals at all levels – recent grads, mid-career professionals, and senior leaders.
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