Director, Economic and Manpower Analysis Division at Department of Defense

Sensitive Compartmented Information

Duties

Major duties and responsibilities include, but are not limited to: Conducts studies of economic issues associated with the defense program. These studies, which typically are highly technical in nature, cover a wide range of different topics, which include, but are not limited to the following: (1) choices among pricing ( e.g., of launch services for spacecraft) or payment arrangements (e.g., of voluntary separation incentives) and the effects of different incentives (2) determinants of price level and capacity changes in key defense sectors, and the implications for those sectors of changes in various federal economic policies (e.g., on taxation, environmental pollution, and trade barriers); (3) effects of alternative levels of defense spending on key economic indicators (e.g., unemployment rates and inflation rates) and the implications of trends in the US and global economies for the level of resources likely to be available to DoD; (4) methods of cost-benefit analysis; (5) the implications for DoD's positions in various labor markets and trends in private sector compensation; and (6) analysis of and implications on the Defense Industrial Base of actions taken by the Department. The results of these studies are used by the Secretary and Deputy Secretary of Defense in decisions on the overall level of defense spending and often contribute to policy statements by senior DoD officials before the Congress and in other major public forums. Conducts analyses of military and civilian manpower, personnel policies, and requirements, including, but not limited to, compensation and benefits, recruiting, retention, work force requirements, personnel policies, quality of life concerns, and health care. The results of these analyses directly impact DoD defense agency programs. Identifies: funding required to support current policies and objectives; alternative programs to meet objectives; and the feasibility of proposed programs in the light of overall DoD fiscal constraints. Directs, reviews, and evaluates proposed defense agency programs in terms of national security objectives, mission requirements, and the extent to which the proposed programs meet requirements. Develops and evaluates alternative programs to meet planning requirements and objectives. Initiates and conducts an active program of research into economic issues of major concern to the Secretary and Deputy Secretary of Defense. Anticipates the emergence of economic issues that will warrant study, and initiates efforts to provide the necessary results in a timely manner. Studies may be conducted in-house or with contractor support. Provides technical guidance to the defense agencies and military departments on the conduct of economic analyses. Guidance covers such matters as the methods of measuring benefits and costs; measurement of the discount rate; and comparison of alternative projects with different lives. Also provides technical guidance on studies involving formal economic modeling and reviews the results of such studies. Provides guidance for costing methodologies of manpower in workforce decisions and maintains a tool for use throughout the Department on manpower costing. Assists the Deputy Director, Capability Enablers (CE) and Deputy Director, Program Evaluation in the execution of their responsibilities to the Director, CAPE for the administration of the program review. Reviews the reasonableness of the costs in the Program Objective Memoranda of defense programs under his or her cognizance. Represents the Deputy Director (CE) and Director, CAPE on steering groups, inter-departmental committees, and similar bodies. Works closely with key staff members from the services, OSD, and other government agencies. Directs and supervises a staff of highly trained and qualified operations research analysts, medical comptrollers, and other professionals, additionally exercising the authority to call upon any element of the Department of Defense for such assistance as he/she may require. Maintains surveillance over and provides technical monitoring of contract research studies.

Requirements

You must be a U.S. citizen to qualify for this position. All newly appointed Career SES leaders must sign the Reassignment Rights Obligations Agreement as a condition of appointment into the SES. You must submit to a drug test and receive a negative drug test before you can be appointed into this position. Designated and/or Random Drug Testing required. In order to qualify for this position, you must be able to obtain a Top Secret security clearance and access to Sensitive Compartmented Information (TS/SCI). Submit resume and all other required documents online by 11:59 PM Eastern Standard Time on 09/26/2025 The individual selected will be required to file an 'Executive Branch Personnel Financial Disclosure Report (OGE-278) in accordance with the Ethics in Government Act of 1978. You will serve a one-year probationary period unless you have previously completed the probationary period in the SES. Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/Home/Registration).

Qualifications

Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Candidates will not be hired based on their race, sex, color, religion, or national origin. To meet the minimum qualification requirements for this position, you must show that you possess the Executive Core Qualifications (ECQ), and Technical Qualifications (TQ) related to this position within your resume - NOT TO EXCEED 2 PAGES. Resumes over the 2-page limit will be disqualified. Please see "Required Documents" section below for all resume formatting requirements. Your resume should include examples of experience, education, and accomplishments applicable to the qualification(s). If your resume does not reflect demonstrated evidence of these qualifications, you may not receive consideration for the position. Do NOT submit a separate narrative statement specifically addressing the Executive Core Qualifications (ECQs) or the Technical Qualifications (TQs). TECHNICAL QUALIFICATIONS (TQs): Your resume should demonstrate accomplishments that would satisfy the technical qualifications: TQ 1: Demonstrated expertise in the principles, theories, and methods of microeconomics, macroeconomics and econometrics and their applications to national security issue, as well as in-depth knowledge of force planning and analysis involving the following: military and civilian manpower, defense industrial base, military and civilian compensation and benefits, military health system. TQ 2: Knowledge of the concepts and procedures used in a major resource allocation system such as the DoD's Planning, Programming, Budgeting, and Execution system (PPBES). EXECUTIVE CORE QUALIFICATIONS (ECQs): In addition to the Technical Qualification Requirements listed above, all new entrants into the Senior Executive Service (SES) under a career appointment will be assessed for executive competency against the following five mandatory ECQs. If your 2-page resume does not reflect demonstrated evidence of the ECQs and TQs, you may not receive further consideration for the position. There are five ECQs: ECQ 1: Commitment to the Rule of Law and the Principles of the American Founding - This core qualification requires a 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. Sub-Competencies: Knowledge of the American System of Government: Demonstrates understanding and appreciation of the American system of government, including the Constitution, the Bill of Rights, separation of powers, federalism, and the historical development of the American Nation. Commitment to the Rule of Law: Upholds the principles of the American Founding, including equality under the law and democratic self-government. Ensures the law is applied fairly and consistently. Civic-Mindedness: Stays up-to-date on important developments in American government and aligns organizational objectives and practices with presidential and public interests. Demonstrates a commitment to serve the American people. ECQ 2: Driving Efficiency - This core qualification involves the demonstrated ability to strategically and efficiently manage resources, budget effectively, cut wasteful spending, and pursue efficiency through process and technological upgrades. Sub-Competencies: Fiscal Responsibility: Strategically manages, allocates and monitors financial resources. Aligns priorities and initiatives to justify budget proposals. Monitors expenditures, cuts unnecessary costs, and uses cost-benefit analysis to set priorities. Managing Resources: Manages resources efficiently and effectively based on current and projected organizational goals, skills, budget considerations, and staffing needs. Leveraging Technology: Explores emerging technology and potential applications. Incorporates technology to enhance efficiency and achieve results. Ensures access to and security of technology systems. ECQ 3: Merit and Competence - This core qualification involves the demonstrated knowledge, ability and technical competence to effectively and reliably produce work that is of exceptional quality. Sub-Competencies: Technical Skill: Possesses the requisite technical knowledge and subject matter expertise to consistently produce timely, high-quality work. Is considered a strong contributor in his or her domain. Problem Solving: Engages in critical and data-driven thinking when diagnosing root causes and evaluating options. Identifies and promptly addresses the most pressing, high-priority problems. Agility and Resilience: Anticipates and adapts to change, new ideas, new information, and new conditions. Is committed to continuous improvement. Deals effectively with pressure and remains optimistic and persistent, even under adversity. ECQ 4: Leading People - This core qualification involves the 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. Sub-Competencies: Accountability: Ensures that employees are appropriately recruited, selected, appraised, trained, and retained. Takes swift action to address performance- or conduct-based deficiencies in employees supervised. Holds self and others accountable for measurable high-quality, timely, and cost-effective results. Developing Others: Recognizes and rewards outstanding achievement in others. Develops the ability of others to perform and contribute to the organization by providing opportunities to learn through formal and informal methods. Cultivates a dynamic environment in which employees are not afraid to make mistakes. Executive Judgement: Makes well-reasoned, timely, and effective decisions and considers short- and long-term implications. Communicates effectively with stakeholders across all organizational levels, sharing and guarding information where appropriate. ECQ 5: Achieving Results - This core qualification involves the demonstrated ability to achieve both individual and organizational results, and to align results to stated goals from superiors. Sub-Competencies: Operational Mindset: Effectively translates strategies into actionable steps and processes. Partners effectively with stakeholders to drive adoption and addresses blockers to ensure successful implementation. Innovation: Applies creativity to improving products and processes, challenges convention, takes measured risks, and considers ways to simplify and remove unnecessary requirements. Strategic Thinking: Formulates objectives and priorities and implements plans consistent with the long-term interests of the organization by evaluating conditions, resources, capabilities, constraints, and organizational goals and values. Note: If you are a member of the SES or have been certified through successful participation in an OPM approved SES Candidate Development Program (SESCDP), or have SES reinstatement eligibility, you must attach proof (e.g., SF-50, Certification by OPM's SES Qualifications Review Board (QRB)) of your eligibility for noncompetitive appointment to the SES. See "Required Documents" section for additional information.

Education

THIS POSITION HAS A POSITIVE EDUCATION REQUIREMENT. TRANSCRIPTS MUST BE PROVIDED. Basic Requirements: Degree: in operations research; or at least 24 semester hours in a combination of operations research, mathematics, probability, statistics, mathematical logic, science, or subject-matter courses requiring substantial competence in college-level mathematics or statistics. At least 3 of the 24 semester hours must have been in calculus. For more information, go to: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/1500/operations-research-series-1515/

Other Information

DoD Joint Enterprise-Wide Experience Statement: In addition, DoD requires an Enterprise Perspective. This individual must have the ability to apply a broad point of view and an awareness and understanding of individual or organizational responsibilities in relation to DoD or government-wide strategic priorities is required. Executives must demonstrate 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. Veterans preference is not applicable to the Senior Executive Service. Applications MUST be submitted through USAJobs. Mobility: Organizational and geographical mobility is essential in developing and managing SES leaders. Individuals selected for SES positions members may be subject to reassignment across geographical, organizational, and functional lines, and may be required to sign a Reassignment Rights and Obligation Agreement. Tiering: The Office of the Secretary of Defense 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. Equal Employment Opportunity (EEO) Policy Statement: http://www.eeoc.gov/federal/index.cfm Employment Information Resources - Resource Center: https://help.usajobs.gov/how-to OPM must authorize any employment offers made to current or former (within the last 5 years) political Schedule A, Schedule C, or Non-career SES employees in the executive branch. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, or Noncareer SES employee in the executive branch, you must disclose that to the Human Resources Office. Submit resume and all other required documents online by 11:59 PM Eastern Standard Time on 09/26/2025