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Summary This position is part of the Organization of the Joint Chiefs of Staff. The incumbent will be responsible for The incumbent serves as the Director, Office of Irregular Warfare and Competition (OIWC) for the JS J7. Responsibilities As a SUPERVISORY IRREGULAR WARFARE ASSESSMENT ANALYST at the GS-0301-15 some of your typical work assignments may include: Serves as the principle staff member responsible for the development and conduct of the CJCS Joint Irregular Warfare Assessment (JIWA) of the Armed Forces to include the activities of SFA and Counter Threat Finance (CTF) as stipulated in accordance with DoD directives and instructions. Supervises the development and execution of business processes to ensure IW, AC, and SFA specific joint force development issues are seamlessly integrated and addressed through established joint development processes including material and non-material capability development, lessons learned, doctrine, concept development and experimentation, training and education. Leads and coordinates Joint Staff execution and tracking of specified tasks assigned to CJCS in DoD Directive 3000.07. Plans and assigns work to be accomplished by subordinates; accepts, rejects or modifies work products submitted by subordinates. Serves as the J7 staff point of contact for strategic competition initiatives. Leads and coordinates refinement and implementation of the Joint Concept for Competing. Serves as the J7 staff point of contact to coordinate, prioritize, and recommend J7 senior leader partner engagements to further J7 mission requirements. Requirements Conditions of Employment Qualifications You may qualify at the GS-15, if you fulfill the following qualifications: A. One year of specialized experience equivalent to the 14 grade level in the Federal service: Manages and assesses a wide variety of issues associated with joint concept, wargaming and seminar programs applying knowledge of senior military development decision-making processes and governance structure (Doctrine, Training, and Education). Applies a wide range of qualitative and quantitative analytical and evaluation methods to identify and advise senior military management officials on problems and programs within assigned area of responsibility (AOR) using concepts, principles, practices and techniques of program and management analysis. Provides advice and coordination of senior military matters applying senior military and combatant command structures, regional politico-military issues, and interagency coordination processes. Applies recommendations and senior military development issues stemming from joint concepts, wargaming and seminar programs utilizing senior military regulations and doctrine. Provides advice and coordination on U.S. military, Interagency, and Allied & Partner efforts to conduct and counter strategic competition initiatives. 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. Education Substitution of education may not be used in lieu of specialized experience for this grade level. Additional Information Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, the veteran must be a preference eligible or a veteran separated after 3 years or more of continuous active service performed under honorable conditions. Interagency Career Transition Assistance Programs: This program applies to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: 1) meet ICTAP eligibility criteria; 2) be rated well-qualified for the position; Well qualified is defined as possessing the type and quality of experience that exceeds the positions minimum qualifications. and 3) submit the appropriate documentation to support your ICTAP eligibility. For more information: https://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility requirements: Persons with Disabilities - Schedule A Special Hiring Authority for Veterans Special Hiring Authority for Certain Military Spouses Other Special Appointment Authorities - Subpart F Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/register/) The selecting official may choose to conduct interviews, and once the selection is made, you will receive a notification of the decision. NOTE: Declining to be interviewed or failure to report for a scheduled interview will be considered as a declination for further consideration for employment against this vacancy. Selective Service Requirement: Please visit http://www.sss.gov for more information. For more information, please visit https://www.dla.mil/Portals/104/Documents/Careers/downloads/DoDGenAppInfo%2012-1-2020.pdf?ver=ECNbdsHtGilTd3OENN4A0Q%3d%3d Re-employed Annuitant: This position Does not meet criteria for re-employed annuitant. The DoD criteria for hiring Re-employed Annuitants can be found at: https://www.esd.whs.mil/Portals/54/Documents/DD/issuances/140025/1400.25-V300.pdf Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level).