Strategic Planning Specialist

To qualify for a Strategic Planning Specialist your resume and supporting documentation must support: A. Specialized Experience: One year of specialized experience that equipped you with the particular competencies to successfully perform the duties of the position and is directly in or related to this position.

To qualify at the GS-13 level, applicants must possess one year of specialized experience equivalent to the GS-12 level or equivalent under other pay systems in the Federal service, military, or private sector. Applicants must meet eligibility requirements including time-in-grade (General Schedule (GS) positions only), time-after-competitive appointment, minimum qualifications, and any other regulatory requirements by the cut-off/closing date of the announcement.

Creditable specialized experience includes: Designing, developing, and implementation of agency sponsored initiatives, projects, or programs. Monitoring and evaluating operations and performance to improve procedures. Planning, directing, and coordinating the accomplishment of new initiatives, projects, or programs, ensuring priorities and metrics are established and milestone schedules were coordinated and published to reflect the agreed upon outcomes.

Consolidating information into briefings, presentations, reports, or other forms of data visualization for presentation. Analyzing organizational-culture, command-climate, or workforce-engagement data including surveys, employee feedback, and performance indicators-to identify trends, root causes, risks, and improvement opportunities.

Developing, implementing, and monitoring organizational-culture or workforce-improvement action plans that establish measurable objectives, milestones, responsible officials, and corrective actions. Advising senior leaders and coordinating cross-functional stakeholders on organizational culture, workforce engagement, change management, and strategies to improve organizational effectiveness and mission execution.

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.

Serves as a senior strategic planning advisor on cross-functional teams, providing analysis and recommendations that support organizational priorities, mission requirements, and senior-leader decisions.,Develops and implements major portions of the strategic plan and annual operating plan, converting strategic objectives into executable initiatives, milestones, performance measures, and accountable actions.,Coordinates enterprise strategic initiatives across organizational elements to align priorities, supporting tasks, timelines, dependencies, and expected outcomes.,Monitors strategic-plan and annual-operating-plan execution, tracks progress against established objectives, identifies implementation barriers, and recommends corrective actions.,Evaluates operations, business information, processes, performance metrics, and mission-support activities to identify risks, shortfalls, inefficiencies, and opportunities for improvement.,Analyzes reports, data, and organizational indicators to identify trends and root causes affecting organizational performance, workforce capability, readiness, and mission execution.,Develops executive-level briefings, decision papers, reports, dashboards, presentations, and data visualizations that provide researched, integrated, and actionable information for senior leaders.,Develops and coordinates strategic communications that inform the workforce and stakeholders of organizational priorities, services, capabilities, initiatives, performance results, and change efforts.,Leads command-climate and organizational-culture assessment efforts by reviewing survey results, employee feedback, workforce concerns, and year-over-year trends.,Identifies culture-related risks, barriers, and improvement opportunities affecting employee engagement, trust, collaboration, retention, leadership effectiveness, and organizational readiness.,Coordinates the Culture Action Team or similar governance forum, develops measurable culture-improvement actions, assigns responsible action owners, monitors milestones, and facilitates resolution of recurring issues.,Advises senior leaders on organizational culture, workforce engagement, and change-management matters, providing evidence-based recommendations and assessing the effectiveness of improvement initiatives.