SUPERVISORY MANAGEMENT AND PROGRAM ANALYST (BRANCH CHIEF, PLANNING AND PERFORMANCE)


Vacancy ID: 802750   Announcement Number: CIS-802750-CFO   USAJOBS Control Number: 333027600

Occupational/Assessment Questions:

Your responses to the on-line questionnaire must be supported by your resume. Failure to do so may result in an ineligible rating.

FAILURE TO SELECT A RESPONSE TO THIS QUESTION WILL DEFAULT IN A NEGATIVE RESPONSE, WHICH WILL DISQUALIFY YOU FOR THIS POSITION.

1. There is a residency requirement for all applicants not currently employed by U.S. Citizenship and Immigration Services. This residency requirement states that candidates must have, for three of the last five years immediately prior to applying for this position(s); (1) resided in the United States; OR (2) worked for the United States Government as an employee overseas in a Federal or Military capacity; OR (3) been a dependent of a U.S. Federal or Military employee serving overseas. Do you meet these requirements?

A. Yes
B. No
C. The residency requirement does not apply to me because I am currently a U.S. Citizenship and Immigration Services employee.
D. No, however I do fall under the EXCEPTION of state-side coverage.  I understand that I must submit complete state-side coverage information required to make a suitability/security determination at a later time if deemed necessary.

The following questions will only be used to determine whether you meet the minimum qualification requirements for this position. You may wish to consult the vacancy announcement for a description of those requirements. Your resume must support all responses to the minimum qualifications questions.

2. Which of the following statements best describes your experience?

A. I have at least one year specialized experience equivalent to the GS-14 level serving as a program manager responsible for applying and implementing the theories, concepts, and practices of strategic planning and performance measurement for a broad nation-wide program to evaluate the progress toward achieving strategic goals and objectives, recommending solutions to sensitive, controversial, critical and often undefined performance management issues affecting the administration of national programs, and communicating performance results to a variety of stakeholders including agency leadership and oversight bodies; and serving as a project leader responsible for leading an agency or major organizational component in developing performance metrics, data collection strategies, and reporting mechanisms that are valid and defensible, and that demonstrate linkage between budget and performance for national programs, and making recommendations to senior leadership on resource levels and the corresponding performance outcomes or outputs the agency can achieve at these levels
B. My experience does not equal the experience described above.

You must provide the position title(s) and dates of employment referenced in your resume that demonstrate the experience related to your response.

For each item, select the ONE response that most accurately describes your current level of experience and capability using the scale below.

A- I have no experience in performing this work behavior.
B- I have limited experience in performing this work behavior. I have had exposure to this work behavior but would require additional guidance, instruction, or experience to perform it at a proficient level.
C- I have experience performing this work behavior across routine or predictable situations with minimal supervision or guidance.
D- I have performed this work behavior independently across a wide range of situations. I have assisted other in carrying out this work behavior. I seek guidance in carrying out this work behavior only in unusually complex situations.
E- I am considered an expert in carrying out this work behavior. I advise and instruct others in carrying out this work behavior on a regular basis. I am consulted by my colleagues and/or supervisors to carry out this work behavior in unusually complex situations.

3. Interpret and apply the requirements of the Government Performance and Results Act (GPRA) of 1993 and GPRA Modernization Act (GPRA-MA) of 2010 to an agency performance management program.

4. Apply the theories, concepts, and best practices of strategic planning and performance measurement to an agency performance management program.

5. Assist program officials and subject matter experts in the development new or revised performance metrics, targets, and data sources and collection techniques.

6. Develop and implement performance monitoring tools such as executive dashboards and balanced scorecards.

7. Advise senior managers on using performance information to improve executive decision making.

8. Establish linkages between financial resources and performance results and advise program officials on projecting output or outcome changes that would result from changes in resource allocation.

9. Analyze an agency performance management program and its alignment to the agency strategic plan, determine performance management gaps, and recommend performance metrics to close the gaps.

10. Analyze performance metrics, targets, and data collection strategies to assess their accuracy and reliability; advise senior leadership of findings and make recommendations for improvement.

11. Lead the analysis of actual performance results compared to targets and establish causal relationships why targets were not met.

12. Perform short-term or long-term performance improvement studies and projects employing quantitative and qualitative analysis techniques.

13. Communicate organizational priorities, strategies, and other information to subordinate staff.

14. Communicate orally by conducting briefings for high-level executives on program performance, progress toward goals, impediments and opportunities, and recommended action.

15. Develop concise, effective presentations that are tailored to the target audience and that effectively convey the intended message.

16. Use written communications skills to organize, draft, edit, and finalize reports, white papers, business plans, and options analyses.

17. Serve as a liaison to oversight bodies and external stakeholders to represent and defend an agency's positions and priorities.

18. Advise senior leaders on incorporating performance results into their strategic communications.

19. Establish unit goals and individual employee performance goals that are aligned with higher-level organization goals.

20. Ensure employees understand performance expectations and standards, monitor employee performance, and provide regular feedback and guidance.

21. Identify employee training and development needs and advise employees on professional development opportunities.

22. Delegate work responsibilities fairly and effectively and provide follow-up to ensure accountability and completion of assignments within established timeframes.

23. Recognize employee and team accomplishments individually, in public, and to senior leaders.

24. Ensure compliance with all Equal Employment Opportunity policies and principles in staffing decisions.

25. Manage labor and employee relations issues including grievances and discipline.

26. Proactively manage and diffuse interpersonal conflicts to foster a productive working environment.

27. Develop and document new or revised policies and/or standard operating procedures to improve organizational efficiency and effectiveness.

28. Represent the agency at meetings and conferences.

29. As previously explained, your ratings in this Occupational Questionnaire are subject to evaluation and verification based on the documents and references you submit. Later steps in the selection process are specifically designed to verify your ratings. Deliberate attempts to falsify information may be grounds for not selecting you or for dismissing you from the position/agency.

Please take this opportunity to review your ratings to ensure their accuracy. By agreeing to the statement below, you are confirming that you: 1) understand this warning, 2) have reviewed your responses to this questionnaire for accuracy, and 3) verify that your responses accurately describe your current level of experience and capability.

Failure to agree to this statement will disqualify you from further consideration for the position.

A. Yes, I verify that all of my responses to this questionnaire are true and accurate. I accept that if my supporting documentation and/or later steps in the selection process do not support one or more of my responses to the questionnaire that I may be removed from consideration.
B. No, I do not accept this agreement and/or I no longer wish to be considered for this position.