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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 to provide total force ISR and career field talent management policy, guidance, and oversight to deliver mission-ready capabilities. Responsibilities Provides total force Intelligence readiness and career field talent management policy, guidance, and oversight to deliver mission-ready capabilities. Focal point for Intelligence warfighting readiness and global force management. Responsible for the ISR Senior Language Authority who oversees foreign language readiness and resources. Responsible for career field talent management to guide training, education, and development. Advances Total Force Integration and organizational design to optimize resources across the Department of Defense (DoD) and the intelligence community (IC). Oversees manpower, Joint Duty Assignments, and Military Personnel Appropriation Man-Day Programs. Establishes effective strategies, develops plans, and formulates policy for continued improvement and integration of AF ISR analytics Air Force-Wide and across the IC. Integrates internal and external program and policy issues in establishing goals and priorities. Directs reviews and adjustments of long range and strategic plans as needed based on changes in national intelligence goals, technology, and resource constraints. Seizes upon the opportunities offered by new technologies and directs achievable, affordable and technologically sound solutions to the General/Flag Officers, and DISES / SES, supporting the missions of the National and Service ISR Commanders. Resolves enterprise-wide and complex problems that are unique in scope and subject to many variables for which very few existing solutions apply. In addition, ensures key national and Air Force goals, priorities, and values guide the IC planning process, and forecasts for technology advances are fully assessed and integrated into the IC strategic plan. Limited DoD, AF, and Intelligence Community (IC) guidelines regarding human capital planning and intelligence resources are available concerning the ISR programs delivering capabilities to the Defense-wide operations and IC. When new concepts or technologies are developed for which no precedents or limited guidelines exist, the incumbent uses sound judgement in formulating, evaluating, and monitoring the ISR program. The incumbent utilizes the existing laws, Director, National Intelligence (DNI) guidance, and limited DoD policy and regulations for the principles and concepts of public administration and management. Incumbent must exercise originality, innovation, integrity, and judgment in interpreting the spirit and intent and applying general guidance from senior AF, DoD, and IC leadership. Directly responsible to the Deputy Chief of Staff (DCS), Intelligence, on issues dealing with the development, coordination, and articulation of Intelligence Readiness and Talent Management requirements and capabilities to carry out Intelligence functions. Exercises unrestricted authority in deciding means and methods to achieve specific goals and objectives. The incumbent requires unparalleled Human Capital and Readiness knowledge and extensive involvement in all programs that permit the DCS, Intelligence to accomplish its programs. Ensures effective participation in Air Force, DoD and IC planning with links to the Air Force Corporate Structure. Coordinates and integrates AF-wide Capability Planning & Analysis (CP&A) supporting Planning, Programming, Budgeting and Execution. Integrates Intelligence Human Capital and Readiness into future Air Force and Joint operational concepts; provides strategic estimates and ISR planning expertise. Conducts cost-benefit analysis, analysis of alternatives, and risk assessments. Conceive and develop approaches, methodologies, and constructs to solve problems, unanticipated fiscal constraints, and unique intelligence requirements. Influence and orchestrate considerable resources at the service and national levels needed to meet technical and scientific challenges of the information age, providing solutions for problems of national intelligence importance and responsibility. Represents the Air Force with a wide range of key internal and external officials. Establishes, develops, and maintains contact with officials of the DNI, Office of the Under Secretary of Defense for Intelligence & Security (OUSDI&S), Combatant Commands, Combat Support Agencies, other Department of Defense (DoD) components, other executive and legislative agencies, other Headquarters Air Force (HAF) and Secretary of the Air Force (SAF) organizations, and professional societies. Often represents HQ USAF/A2 at national, DoD and IC forums. Briefs senior Air Force, DNI and OUSDI&S staffs. Contact and coordination is performed routinely with other agencies, industry and the academic community, i.e., senior authorities of the military services, DoD, interagency programs with congressional staff and other federal and national agencies. Incumbent deals directly with the chief executive officers and senior management personnel of many corporate partners. 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. In accordance with new OPM requirements to streamline Senior Executive Service (SES) hiring, applicants are no longer required to submit lengthy narrative essays, including those for Executive Core Qualifications (ECQs) or Mandatory Technical Qualifications (TQs), when applying. Instead, the initial application will be resume-only, capped at two pages, streamlining the process to align with private industry practices. Candidates identified for potential selection will be assessed against the ECQs by undergoing a structured interview assessment with OPM's Qualifications Review Board (QRB). This interview, based on the new Executive Core Qualifications, will replace the previous narrative essay requirement at this subsequent stage of the hiring process. Qualification Requirements: Your 2-page resume must demonstrate the Mandatory Technical Qualifications (MTQs) listed below. Your resume should include examples of experience, education, and accomplishments relative to the technical qualifications. If your resume does not reflect demonstrated evidence of these qualifications, you may not receive consideration for the position. At this time, only a resume (capped at 2 pages) is required. A panel may assess whether you possess the required ECQs and MTQs through resume review, assessments, and/or interview in a later stage of the hiring process. 1. Demonstrated knowledge and personal experience leading, directing, and managing corporate-level human capital and talent management functions, activities, programs in the federal government (with a specific focus on the Intelligence Community) or private industry. 2. Demonstrated expertise and experience in leading the development and implementation of major intelligence initiatives and programs to include Intelligence Community requirements and processes, specific knowledge of existing and proposed national policies relating to intelligence readiness, talent management, and force management requirements. 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. JOINT DUTY ASSIGNMENT REQUIREMENT: Joint IC Duty certification is a prerequisite for appointment to senior executive, senior professional, and DCIPS positions classified above GG grade 15. NOTE: Applicants without Joint Duty Credit are still highly encouraged to apply for the position and this requirement can be waived. Candidates for this position will be reviewed for receipt of joint duty credit. You must provide evidence of having obtained joint duty credit by submitting a previously approved Joint Duty Claim Form(s) or by requesting approval of a joint duty claim by submitting the Joint Duty Claim Form with supporting documentation. Your claim will be reviewed, approved/disapproved and returned to you. Information, to include forms and instructions on joint duty can be found on the JDA website by clicking the link below. JDA Website and from: https://www.dni.gov/index.php/careers/joint-duty. Education Education: Bachelor's Degree desired; Master's or Advanced Degree in Strategic Intelligence or Business Management desired ADDITIONAL INFORMATION: The mission of the United States Air Force is to fly, fight and win...airpower anytime, anywhere. To achieve that mission, the Air Force has a vision of Global Vigilance, Reach and Power. That vision orbits around three core competencies: Developing Airmen, Technology-to-Warfighting and Integrating Operations. Core competencies and distinctive capabilities are based on a shared commitment to three core values -- integrity first, service before self, and excellence in all we do. SALARY: $184,363.00 - $207,500.00 per annum. (Air Force Tier 1) Defense Intelligence Senior Executive Service members are eligible for performance-based salary increases and/or bonuses. AREA OF CONSIDERATION: Applications will be accepted from all qualified persons. SES members are eligible for Performance-Based Salary increases and/or bonuses. This is a SES Career Reserved position and is assigned a precedence priority code of DV-6/ Brig Gen, Tier 1 for protocol purposes. MOBILITY: Organizational and geographical mobility is essential in developing and managing DISES leaders and generally is a key to advancement. Therefore, mobility is a condition of employment and appointed DISES members will be required to sign a Reassignment Rights and Obligation Agreement. Additional Information Veterans' Preference: Veterans' preference is not applicable to the DISES. 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. Employed Annuitants (Reemployed Annuitants): Applicants in receipt of an annuity based on civilian employment in the Federal Service are subject to the DoD Policy on The Employment of Annuitants. Click here for more information. Direct Deposit: All federal employees are required to have direct deposit. Disabled veteran leave is available to a Federal employee hired on/after 5 Nov 2016, who is a veteran with a service-connected disability rating of 30% or more. For more information, click here. 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.