Deputy IC Procurement Executive.
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must only include sections when posting has real specific content. We need to parse the job posting.
The posting includes:
- Duties: description of IC CFO leads etc. Then "Major Duties And Responsibilities" with bullet-like sentences (though not bullet list). We need to convert to - for any list of duties/requirements/benefits. The text is paragraph sentences; we can treat each sentence as a list item? The instruction: "Use
- for any list of duties/requirements/benefits". The posting has duties described in prose; not explicit list. We could still wrap each duty sentence in
- . But we need to preserve all substantive info. Could also keep as
for prose and only use
- if there is a list. The posting does not have explicit bullet list markers. However we could interpret each sentence as an item. Safer: keep duties as
paragraphs. But instruction says use
- for any list of duties/requirements/benefits. If not a list, we can use
. Probably fine.
We need sections: About the role? Not present explicitly. Could create "About the role" heading with summary? But we must not invent content. So we should not create sections without real content. The posting has "Duties" heading, "Major Duties And Responsibilities", "Requirements", "Qualifications", "Additional information". We can map these to sections: Responsibilities (duties), Requirements, Qualifications, Benefits? There's mention of benefits in Additional information: "A career with the U.S. government provides employees with a comprehensive benefits package." That's vague; not specific benefits. Should we include Benefits section? The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It mentions benefits package but not specific. Likely we should not create Benefits section because no specific benefits listed. Pay: there is salary determination section with details about rank-in-person system, GS-15, etc. That is specific content about pay. So we should include Pay section. Schedule: not mentioned. So omit.
We also have "Additional information" containing interview travel, salary determination, relocation expenses, reasonable accommodations, EEO, etc. Some of that is boilerplate (EEO, equal-opportunity, scam-warning) which we must remove. Also we must remove duplicated lines, cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. So we need to strip those.
We need to preserve all substantive information: duties, responsibilities, requirements, qualifications, pay/salary determination, relocation expenses, reasonable accommodations (maybe keep as part of Additional information? Could be its own section? Not among allowed headings; we could put under "Additional information" but not a standard heading. The instruction says use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but suggests we should use those. Probably we should map content to those headings where possible. For "Additional information" we could split: Salary determination -> Pay section. Relocation expenses maybe could be part of Benefits? Not specific. Reasonable accommodations maybe part of Requirements? Not exactly. Could be its own section but not in list; maybe we can omit if not fitting. However we must preserve all substantive info; we could include a
under a generic heading like "Additional Information" but instruction says use those headings; but not strictly forbidden to add other headings? It says "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." The e.g. suggests those are examples, not exclusive. But to be safe, we can use those headings where applicable and maybe add a generic "Additional Information" heading if needed. However the instruction: "Prefer a few substantive sections over many thin ones." So we could combine relocation and reasonable accommodations into a "Additional Information" section.
Let's extract substantive content:
Duties:
- The Intelligence Community (IC) Chief Financial Officer (CFO) leads IC-wide efforts to develop, determine, and present the National Intelligence Program (NIP) budget to the Office of Management and Budget and Congress on behalf of the Director of National Intelligence.
- The IC CFO also leads IC resource, performance, and financial management as well as procurement oversight and facilities activities.
- Additionally, IC CFO, through the CFE, provides oversight of ODNI resources, managing formulation, justification, execution, contracts, manpower, financial audits, and ODNI budget matters in coordination with the IC, OMB, DoW, and Congress.
- The IC CFO serves as the single point of integration for all performance- and budget-related activities across the 18 NIP elements.
Major Duties And Responsibilities:
- Work in tandem with the IC Procurement Executive to develop and execute a strategic plan for acquisition policy, capabilities, and programs that increases innovation and effective public-private partnerships across the entirety of the IC.
- Oversee procurement policy activities across the IC and set strategies to develop the vision, goals and objectives and direction of policy activities for IC-wide procurement policies and activities that align with the National Intelligence Strategy DNI strategic goals and objectives.
- Support a flexible acquisition environment that facilitates rapid exploitation of emerging technologies and innovation within industry though the use of innovative contracting vehicles such as OTAs, CRADAS, etc.
- Develop and maintain a network of senior level contacts within the DoW and the IC to ensure a continuing dialogue and active insight into ongoing and planned procurement efforts, policy developments and technology activities.
- Maintain effective working relationships with other ODNI and IC components and other government agencies to address issues that span multiple mission or program areas.
- Oversee the identification, analysis, and participation in the development of acquisition strategies based on requirements (e.g., technical, management, cost, past performance) and establish initial contracting documentation (e.g., Acquisition Plan, source selection plan, Statement of Work) consistent with laws, regulations, policy, and other guidelines.
- Engage relevant parties to prepare negotiation strategies and positions and lead a team to reach agreements on cost/price, and terms and conditions during pre-award and contract administration.
Requirements (Conditions of employment):
- Must be a U.S. Citizen residing in the United States
- Appointment is subject to a suitability or fitness determination, as determined by a completed background investigation.
- Must be able to obtain and maintain a Top Secret security clearance based on an SBI with eligibility for sensitive compartmented information (SCI)
- Male applicants born after December 31, 1959, must complete a Pre-Employment Certification Statement for Selective Service Registration.
- A two-year trial period is required for all new permanent appointments to the ODNI.
Qualifications:
- This is an excepted service GS-15 position open to the public and all current federal employees at the GS-15 and one level below.
- Current federal employees at the GS-15 and one level below may apply to this position, and if selected will maintain pay set at their current grade and step.
- Current federal employees at grade levels GS-13 and below are not eligible for this position and their application will not be forwarded to the hiring manager.
- All current federal employees that apply for this position must submit their most recent SF-50, Notification of Personal Action (i.e., dated within the last 52 weeks from the closing date of this vacancy announcement) to verify their status of eligibility.
- Mandatory Requirements:
- Proven technical competencies to conduct a wide range of acquisition life cycle activities from acquisition planning through contract award and subsequent closeout activities.
- "Cradle to grave", cost plus, indefinite delivery indefinite quantity, firm fixed price contracts cost and price analysis and negotiation experience.
- Superior ability to leverage technical proficiency to plan for, acquire, organize, integrate, develop, and prioritize human, financial, material, information and other resources to accomplish their organization's mission and objectives.
- Superior ability to determine and allocate appropriate levels and mixtures of resources needed for all areas of responsibility with the superior ability to redirect resources as the emphasis of the overall program changes.
- Superior ability to set priorities, organize and utilize time and resources efficiently and effectively to achieve the desired results, consistent with the organization's goals and objectives.
- Superior ability to provide sound advice, new insights and innovative solutions to subordinates, high level program managers, executives, directors and other acquisition officials pertaining to contracting programs, statutes, procedures, problems, and solutions.
- Superior ability to exercise logic and good judgment to determine accuracy, relevance to data, and make effective decisions based on the interpretation of contracting regulations and practices which affect various organizational units and at various levels.
- Superior skill in developing the acquisition strategy as it relates to the Acquisition Plan.
- Superior capability to use initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods, criteria, or proposed new policies.
- Superior skill in preserving the consistency and integrity of the federal acquisition process (e.g., protecting the proprietary information, avoiding conflicts of interest, and appropriately marking documents when acquiring supplies and services with appropriate funds).
- Strong program management, strategic planning skills, including the ability to conduct program and management assessments, to identify needs and requirements, and to develop non-linear process improvement recommendations for implementation across the ODNI.
- Superior interpersonal, communication, and networking skills, and demonstrated ability to build an sustain professional networks and exert influence across the ODNI and/or other government agencies.
- Desired Requirements:
- Extensive knowledge of the IC mission, objectives, and policies.
- Expert experience working issues/projects/programs with other members of the Intelligence Community and Oversight bodies.
- Education: Bachelors Degree
Additional information (substantive):
- JOB INTERVIEW TRAVEL: Candidates from outside the Washington Metropolitan Area (WMA) may be selected for a telephone, teleconference, or in-person interview.
- SALARY DETERMINATION: The ODNI uses a rank-in-person system in which rank is attached to GS employees on the basis of individual qualifications, experience, and performance. Individuals whose current GS grade is equivalent to the grade of the advertised position will retain their current grade and step. Individuals who transfer to the ODNI from a non-GS pay scale will have base pay converted to the appropriate GS grade and step as determined by the Chief of Human Resource Management. In some cases when a current federal civilian employee applies for an ODNI position that is a lower grade than his or her personal grade, the candidate's personal grade will be downgraded to the grade of the advertised ODNI position and pay will be set at the step that is closest to, and not less than, the employee's current annual base rate of pay, not to exceed the maximum step rate of the GS grade to which assigned.
- RELOCATION EXPENSES: For new ODNI employees, reimbursement for relocation is discretionary based on availability of funds.
- REASONABLE ACCOMMODATIONS: The ODNI provides reasonable accommodations to otherwise qualified applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, please notify the Reasonable Accommodations Office Representative by email at DNI_COO_HRM_RA_ALL@odni.gov, by telephone at (703)275-3900 or by FAX at (703)275-1277. Your request for reasonable accommodations will be addressed on a case-by-case basis. PLEASE DO NOT SUBMIT YOUR APPLICATION TO THE REASONABLE ACCOMMODATION EMAIL ADDRESS. THIS EMAIL IS FOR REASONABLE ACCOMMODATION REQUESTS ONLY.
- The ODNI is an equal opportunity employer and abides by applicable employment laws and regulations. (EEO boilerplate - remove)
- 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
- for any list of duties/requirements/benefits". The posting has duties described in prose; not explicit list. We could still wrap each duty sentence in
- . But we need to preserve all substantive info. Could also keep as
for prose and only use
- if there is a list. The posting does not have explicit bullet list markers. However we could interpret each sentence as an item. Safer: keep duties as
paragraphs. But instruction says use
- for any list of duties/requirements/benefits. If not a list, we can use
. Probably fine. We need sections: About the role? Not present explicitly. Could create "About the role" heading with summary? But we must not invent content. So we should not create sections without real content. The posting has "Duties" heading, "Major Duties And Responsibilities", "Requirements", "Qualifications", "Additional information". We can map these to sections: Responsibilities (duties), Requirements, Qualifications, Benefits? There's mention of benefits in Additional information: "A career with the U.S. government provides employees with a comprehensive benefits package." That's vague; not specific benefits. Should we include Benefits section? The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It mentions benefits package but not specific. Likely we should not create Benefits section because no specific benefits listed. Pay: there is salary determination section with details about rank-in-person system, GS-15, etc. That is specific content about pay. So we should include Pay section. Schedule: not mentioned. So omit. We also have "Additional information" containing interview travel, salary determination, relocation expenses, reasonable accommodations, EEO, etc. Some of that is boilerplate (EEO, equal-opportunity, scam-warning) which we must remove. Also we must remove duplicated lines, cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. So we need to strip those. We need to preserve all substantive information: duties, responsibilities, requirements, qualifications, pay/salary determination, relocation expenses, reasonable accommodations (maybe keep as part of Additional information? Could be its own section? Not among allowed headings; we could put under "Additional information" but not a standard heading. The instruction says use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but suggests we should use those. Probably we should map content to those headings where possible. For "Additional information" we could split: Salary determination -> Pay section. Relocation expenses maybe could be part of Benefits? Not specific. Reasonable accommodations maybe part of Requirements? Not exactly. Could be its own section but not in list; maybe we can omit if not fitting. However we must preserve all substantive info; we could include a
under a generic heading like "Additional Information" but instruction says use those headings; but not strictly forbidden to add other headings? It says "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." The e.g. suggests those are examples, not exclusive. But to be safe, we can use those headings where applicable and maybe add a generic "Additional Information" heading if needed. However the instruction: "Prefer a few substantive sections over many thin ones." So we could combine relocation and reasonable accommodations into a "Additional Information" section. Let's extract substantive content: Duties: - The Intelligence Community (IC) Chief Financial Officer (CFO) leads IC-wide efforts to develop, determine, and present the National Intelligence Program (NIP) budget to the Office of Management and Budget and Congress on behalf of the Director of National Intelligence. - The IC CFO also leads IC resource, performance, and financial management as well as procurement oversight and facilities activities. - Additionally, IC CFO, through the CFE, provides oversight of ODNI resources, managing formulation, justification, execution, contracts, manpower, financial audits, and ODNI budget matters in coordination with the IC, OMB, DoW, and Congress. - The IC CFO serves as the single point of integration for all performance- and budget-related activities across the 18 NIP elements. Major Duties And Responsibilities: - Work in tandem with the IC Procurement Executive to develop and execute a strategic plan for acquisition policy, capabilities, and programs that increases innovation and effective public-private partnerships across the entirety of the IC. - Oversee procurement policy activities across the IC and set strategies to develop the vision, goals and objectives and direction of policy activities for IC-wide procurement policies and activities that align with the National Intelligence Strategy DNI strategic goals and objectives. - Support a flexible acquisition environment that facilitates rapid exploitation of emerging technologies and innovation within industry though the use of innovative contracting vehicles such as OTAs, CRADAS, etc. - Develop and maintain a network of senior level contacts within the DoW and the IC to ensure a continuing dialogue and active insight into ongoing and planned procurement efforts, policy developments and technology activities. - Maintain effective working relationships with other ODNI and IC components and other government agencies to address issues that span multiple mission or program areas. - Oversee the identification, analysis, and participation in the development of acquisition strategies based on requirements (e.g., technical, management, cost, past performance) and establish initial contracting documentation (e.g., Acquisition Plan, source selection plan, Statement of Work) consistent with laws, regulations, policy, and other guidelines. - Engage relevant parties to prepare negotiation strategies and positions and lead a team to reach agreements on cost/price, and terms and conditions during pre-award and contract administration. Requirements (Conditions of employment): - Must be a U.S. Citizen residing in the United States - Appointment is subject to a suitability or fitness determination, as determined by a completed background investigation. - Must be able to obtain and maintain a Top Secret security clearance based on an SBI with eligibility for sensitive compartmented information (SCI) - Male applicants born after December 31, 1959, must complete a Pre-Employment Certification Statement for Selective Service Registration. - A two-year trial period is required for all new permanent appointments to the ODNI. Qualifications: - This is an excepted service GS-15 position open to the public and all current federal employees at the GS-15 and one level below. - Current federal employees at the GS-15 and one level below may apply to this position, and if selected will maintain pay set at their current grade and step. - Current federal employees at grade levels GS-13 and below are not eligible for this position and their application will not be forwarded to the hiring manager. - All current federal employees that apply for this position must submit their most recent SF-50, Notification of Personal Action (i.e., dated within the last 52 weeks from the closing date of this vacancy announcement) to verify their status of eligibility. - Mandatory Requirements: - Proven technical competencies to conduct a wide range of acquisition life cycle activities from acquisition planning through contract award and subsequent closeout activities. - "Cradle to grave", cost plus, indefinite delivery indefinite quantity, firm fixed price contracts cost and price analysis and negotiation experience. - Superior ability to leverage technical proficiency to plan for, acquire, organize, integrate, develop, and prioritize human, financial, material, information and other resources to accomplish their organization's mission and objectives. - Superior ability to determine and allocate appropriate levels and mixtures of resources needed for all areas of responsibility with the superior ability to redirect resources as the emphasis of the overall program changes. - Superior ability to set priorities, organize and utilize time and resources efficiently and effectively to achieve the desired results, consistent with the organization's goals and objectives. - Superior ability to provide sound advice, new insights and innovative solutions to subordinates, high level program managers, executives, directors and other acquisition officials pertaining to contracting programs, statutes, procedures, problems, and solutions. - Superior ability to exercise logic and good judgment to determine accuracy, relevance to data, and make effective decisions based on the interpretation of contracting regulations and practices which affect various organizational units and at various levels. - Superior skill in developing the acquisition strategy as it relates to the Acquisition Plan. - Superior capability to use initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods, criteria, or proposed new policies. - Superior skill in preserving the consistency and integrity of the federal acquisition process (e.g., protecting the proprietary information, avoiding conflicts of interest, and appropriately marking documents when acquiring supplies and services with appropriate funds). - Strong program management, strategic planning skills, including the ability to conduct program and management assessments, to identify needs and requirements, and to develop non-linear process improvement recommendations for implementation across the ODNI. - Superior interpersonal, communication, and networking skills, and demonstrated ability to build an sustain professional networks and exert influence across the ODNI and/or other government agencies. - Desired Requirements: - Extensive knowledge of the IC mission, objectives, and policies. - Expert experience working issues/projects/programs with other members of the Intelligence Community and Oversight bodies. - Education: Bachelors Degree Additional information (substantive): - JOB INTERVIEW TRAVEL: Candidates from outside the Washington Metropolitan Area (WMA) may be selected for a telephone, teleconference, or in-person interview. - SALARY DETERMINATION: The ODNI uses a rank-in-person system in which rank is attached to GS employees on the basis of individual qualifications, experience, and performance. Individuals whose current GS grade is equivalent to the grade of the advertised position will retain their current grade and step. Individuals who transfer to the ODNI from a non-GS pay scale will have base pay converted to the appropriate GS grade and step as determined by the Chief of Human Resource Management. In some cases when a current federal civilian employee applies for an ODNI position that is a lower grade than his or her personal grade, the candidate's personal grade will be downgraded to the grade of the advertised ODNI position and pay will be set at the step that is closest to, and not less than, the employee's current annual base rate of pay, not to exceed the maximum step rate of the GS grade to which assigned. - RELOCATION EXPENSES: For new ODNI employees, reimbursement for relocation is discretionary based on availability of funds. - REASONABLE ACCOMMODATIONS: The ODNI provides reasonable accommodations to otherwise qualified applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, please notify the Reasonable Accommodations Office Representative by email at DNI_COO_HRM_RA_ALL@odni.gov, by telephone at (703)275-3900 or by FAX at (703)275-1277. Your request for reasonable accommodations will be addressed on a case-by-case basis. PLEASE DO NOT SUBMIT YOUR APPLICATION TO THE REASONABLE ACCOMMODATION EMAIL ADDRESS. THIS EMAIL IS FOR REASONABLE ACCOMMODATION REQUESTS ONLY. - The ODNI is an equal opportunity employer and abides by applicable employment laws and regulations. (EEO boilerplate - remove) - 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
- for any list of duties/requirements/benefits. If not a list, we can use
- if there is a list. The posting does not have explicit bullet list markers. However we could interpret each sentence as an item. Safer: keep duties as