Supervisory Cybersecurity Workforce Specialist

Specialized Experience: You qualify for the GS-15 grade level if you possess one year of specialized experience, equivalent to the GS-14 grade level in the federal government, performing duties such as: Leading the research, design, and testing of talent management solutions specifically focused on performance management, employee development, career progression frameworks, and employee feedback mechanisms.

Overseeing and administering performance appraisal and review processes, including managing employee recognition programs and evaluating employee impact. Establishing and operationalizing professional development and career progression standards, including overseeing development review processes and employee continual learning plans. Managing employee feedback programs by collecting data, analyzing feedback trends, and presenting actionable recommendations to advisory boards or senior leadership.

Developing, updating, and implementing human capital policy documents and procedures for creating and maintaining cybersecurity workforce standards in accordance with applicable statutes and regulations. Assisting in the development of workforce strategy and planning documents by conducting research; sourcing and editing content; and making recommendations. Substitution of education in lieu of specialized experience may not be used for this grade level.

All qualifications and eligibility requirements must be met by the closing date of the announcement. Time-in-grade: Current General Schedule (GS) federal employees, and those that have served in GS positions within the last 52 weeks, must have served 52 weeks at the next lower grade, or a combination of the next lower grade level and an equivalent band in the federal service by the closing of this announcement.

Note: Current or former Federal employees MUST submit a copy of their SF-50 Form which shows competitive service appointment ("position occupied" block 34 on the SF-50 should show a "1"), tenure group (block 24 should show a 1 or 2), grade, and salary.

If you are applying for a higher grade, please provide the SF-50 Form which shows the length of time you have been in your current/highest grade (examples of appropriate SF-50s include promotions, With-in Grade/Range Increases, and SF-50s dated a year apart within the same grade/job). If you have promotion potential in your current position, please provide proof. Employees applying with an interchange agreement must provide proof of their permanent appointment.

IF YOU DO NOT SUBMIT ALL OF THE REQUIRED DOCUMENTATION, YOU WILL NOT RECEIVE CONSIDERATION AS A STATUS CANDIDATE. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional, philanthropic, religious, spiritual, community, student, social).

Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees.

If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, Non-career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office. As a condition of employment for accepting this position, you will be serving in a position in Schedule Policy/Career of the Excepted service. You will obtain competitive status after two years of service in this position [if applicable].

Your employment in this position will be at-will. Merit Systems Protection Board (MSPB) appeals of adverse actions concerning performance, discipline, and other matters arising under chapters 23, 43, and 75 of title 5, United States Code will not be available to an individual serving in this position. The DHS Office of General Counsel will enforce prohibitions on prohibited personnel practices and not the Office of Special Counsel.

As a Supervisory Cybersecurity Workforce Specialist, GS-0301-15, your typical work assignments may include the following: Oversees the operationalization of newly established human capital policies and procedures across multiple functional areas; establishes and implements quality assurance standards for internal controls and accountability to ensure compliance and consistency of quality work performed.

Develops and presents briefing, written analyses, and various documents that communicate Cybersecurity Talent Management System (CTMS) positions to gain support and cooperation towards achieving CTMS goals and objectives with stakeholders and partner human capital representatives within OCHCO and across DHS offices and components. Serves as a Department representative to councils, committees, and forums on the development and implementation of federal-wide approaches to cybersecurity workforce challenges.

Serves as a supervisor over assigned organization that supports the design, implementation and operationalization of human resources policies, programs, and procedures for CTMS. Develops, updates, or implements human capital policies, guidance, or procedures in collaboration with legal counsel or compliance teams to ensure talent management systems operate in accordance with applicable statutes and regulations.

Leads the research, design, and testing of talent management solutions specifically focused on performance management, employee development, career progression frameworks, and employee feedback mechanisms. Provides consultative support across the entire employee lifecycle (from onboarding through offboarding) to employees and internal stakeholders regarding performance management, talent development, and career progression.

• Oversees and administers performance appraisal and review processes, including managing employee recognition programs and evaluating mission impact.
• Establishes and operationalizes professional development and career progression standards, including overseeing development review processes and employee continual learning plans.
• Conducts competency-focused research and collaborating with assessment teams to develop, refine, and align qualifications and assessment instruments for both hiring and career advancement.

Manages employee feedback programs by collecting data, analyzing feedback trends, and presenting actionable recommendations to advisory boards or senior leadership. All DHS-HQ announcements have a 5 business day open period due to the number of applications received. View common definitions of terms found in this announcement: Common Definitions.