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Summary Click on "Learn more about this agency" button below for IMPORTANT additional information. The primary purpose of this position is oversight of developmental test and evaluation (DT&E) infrastructure for AFMC, along with enabling cyber-secure, integrated, multi-domain strategies, governance, and mission assurance to deliver and support agile war-winning capabilities. Responsibilities The Deputy Director provides executive leadership, management, and direction for all HQ AFMC/A3/6 functions and activities including formulating military and civilian organizational policy and exercising control over 150 military, civilian, and contractor personnel and authorizations, while overseeing an annual $9M budget. When appropriate, acts on behalf of the HQ AFMC/A3/6 Director. The Deputy Director represents HQ AFMC/A3/6 at official functions and community events and acts as the senior directorate official in the Director's absence. The ability to function, make complex decisions in the absence of the Director is critical requirement. The incumbent is empowered to make technical and executive decisions and commitments on behalf of HQ AFMC/A3/6 in all operational, functional, test, IT/ communications, and programmatic areas of responsibility. The Deputy Director shares tasking and approval authority, decision-making responsibility, and authority to commit personnel, aircraft, munitions, related assets, and financial resources as delegated. The Deputy Director will execute Air Force-level, force provisioning responsibilities in support of MAJCOM requirements and provide day-to-day continuity of operations to sustain the global force management plan. As the principal direct advisor to the HQ AFMC/A3/6 Director, the Deputy Director is responsible for the formulation, establishment, and execution of AFMC operational and test plans, programs, policies, and budgets. As the designated Senior Operations Functional civilian for the Command, the Deputy Director will enhance the professional development of personnel Command-wide by directly mentoring, providing feedback, assessing development plans, participating in HAF-led selection boards for professional development, and managing developmental assignments. The incumbent must understand test capabilities and resources required for testing state-of-the art systems (such as fixed- and rotary-wing aircraft, smart and unguided munitions, electronic combat and C3 systems, etc.). The incumbent must also be knowledgeable regarding cyber operations and corresponding DoD and AF instructions and will be required to integrate the activities of AFMC Authorizing Officials on behalf of the AFMC Command and the Headquarters Air Force A6. The incumbent oversees and advises on the development of AFMC Cyberspace strategy and implementation plans, ensuring synchronization of and providing oversight and guidance for major strategy initiatives for the Cyberspace Mission Area. The incumbent engages in current cyber operations in order to integrate Cyberspace strategies across the command. The incumbent oversees and advises on the development of AFMC policy for the Cyberspace mission area in fulfillment of MAJCOM Cyberspace strategies, while also integrating and synchronizing Cyberspace Operations/warfare policy with Cyberspace support policy. The incumbent provides oversight and advice, participates and maintains situational awareness on the planning, programming, resource allocation, design, procurement, development, test, and implementation of Cyberspace Operations capabilities in fulfillment of MAJCOM Cyberspace Strategies and Policies to ensure Cyberspace dominance in peace, crisis, and war. The incumbent also validates requirements for Cyberspace Operations capabilities. The incumbent coordinates closely with AF senior level officials to ensure warfighter Cyberspace capability issues are clearly represented and successfully advocated. The incumbent captures key requirements to ensure the evolution of Cyberspace Operations is optimized for the warfighter, oversees the development and staffing of key requirements documents as they achieve validation within the MAJCOM and Air Force processes, and aligns leadership positions with AF and DOD efforts to ensure unity of effort is achieved. Requirements Conditions of Employment Qualifications Eligibility will be based upon a clear showing the applicant has training, education and experience of the scope and quality sufficient to effectively carry-out the duties of the position. Candidates must exemplify the corporate perspective, leadership vision, broad experience and character needed in the SES corps not only to satisfy the immediate vacancy, but future vacancies which will occur in a variety of organizations, functions and locations. A. MANDATORY TECHNICAL QUALIFICATIONS (MTQ - NTE 2 Pages Total): A supplemental statement must be submitted separately addressing each TQ. TQs must provide specific examples that address relevant experience and accomplishments. Applicants should focus on recent experience, education, and training, as some Recruitment Panel and Executive Resources Board members may consider experience that's over 10 years old to be outdated. Applicants must reflect superior technical qualifications demonstrated through leadership and management in the following: 1. Demonstrate your experience in supervision of aviation activities, i.e., ground and/or flight test operations, cyber operations/networks, and force readiness/emergency management. Convey a high-level understanding of the technical aspects of aviation operations, rules and procedures; test and evaluation; cyber and information technology operations; force management; and contingency operations. 2. Demonstrate substantial/in-depth operational experience in the management of large, complex business or industrial activities, across air, space and cyber domains. Showcase your professional knowledge, experience, and the impact you had leading test and evaluation, cyber/information technology, and/or line operational organizations. B. MANDATORY EXECUTIVE CORE QUALIFICATIONS (ECQ - NTE 10 Pages Total): The ECQs describe the leadership skills needed to succeed in the Senior Executive Service (SES); they also reinforce the concept of an "SES corporate culture." Submit a supplemental statement of the Executive Core Qualifications (ECQs listed below) in the challenge/context/action/result (C-C-A-R) model format as provided by the Office of Personnel Management (OPM) Guide to SES Qualifications. Applicants should focus on recent experience, education, and training, as some Recruitment Panel, Executive Resources Board, and or OPM Quality Review Board reviewers may consider experience that's over 10 years old to be outdated. [OPM's guidance in the Guide to Senior Executive Service Qualifications (Appendix B)]. Refer to the OPM Guide to SES Qualifications for specific information and guidance on the ECQ requirements, the C-C-A-R model, and examples of good qualifications statements located here. ECQ 1 - LEADING CHANGE. This core qualification involves 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. ECQ 2 - LEADING PEOPLE. This core qualification involves 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. ECQ 3 - RESULTS DRIVEN. This core qualification involves 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. ECQ 4 - BUSINESS ACUMEN. This core qualification involves the ability to manage human, financial, and information resources strategically. ECQ 5 - BUILDING COALITIONS: This core qualification involves 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. In addition, DoD requires an Enterprise Perspective. The individual must possess a broad point of view and an awareness and understanding of individual or organizational responsibilities in relation to DoD or government-wide strategic priorities. Executives should 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. A separate narrative statement is not required--this information should be embedded within the application package [Resume (not to exceed 5 pages) and Technical Qualifications (not to exceed a combined total of 2 pages]. Education A bachelor's degree from an accredited institution is desired. A master's or advanced degree from an accredited institution is highly desired. An undergraduate technical degree or an advanced degree in either a technical or management field is highly desired. Additional Information This is a Critical Acquisition Position (CAP). Unless specifically waived by the appropriate component official (i.e., the Director of Acquisition Career Management for the Component, the Service Acquisition Executive, or the Service Secretary), the following are statutorily mandated requirements (Reference 10 U.S.C. 1731 and 1737): a. Ten (10) years acquisition experience in an AWF position, at least 4 years of which was performed while assigned to a CAP. b. Selectee must execute, as a condition of employment, a written agreement to remain in federal service in this position for at least three years. In signing such agreement, the employee does not forfeit any employment rights, nor does such agreement alter any other terms or conditions of employment. c. Selectee must meet Practitioner level certification requirements in Engineering and Technical Management (ETM) or must be able to meet Practitioner certification within 5 years (60 months) of assignment. d. Selectee must have 4 years of relevant ETM experience with evidence of demonstrated proficiency in ETM competencies. e. Selectee must meet 80 hours of continuous learning requirements within the designated timeframe (80 hours of continuing learning (CL) every 2 years (with a goal of engaging in 40 hours annually)). Veterans' Preference: Veterans' preference is not applicable to the SES. Relocation Authorized: Payment of Permanent Change of Station (PCS) costs is authorized in accordance with the Joint Travel Regulations (JTR). Recruitment/Relocation Incentive: May be offered. Direct Deposit: All federal employees are required to have direct deposit. Tax Law Impact for PCS: On 22-Dec-2017, Public Law 115-97 - the "Tax Cuts and Jobs Act of 2017" suspended qualified moving expense deductions along with the exclusion for employer reimbursements and payments of moving expenses effective 01-Jan-2018 for tax years 2018 through 2025. When you perform a Civilian Permanent Change of Station (PCS) with the government, the Internal Revenue Service (IRS) considers the majority of your entitlements to be taxable. Visit GSA Bulletin FTR 20-04 here for additional information. If you have questions regarding this announcement and have hearing or speech difficulties click here.