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Summary This Supervisory Program Manager (Regional Director) position is located under the United States Department of Labor (DOL), Employment and Training Administration (ETA), Boston Regional Office. This position is outside the bargaining unit. Responsibilities Duties for this Position Include: Advises and assists the Regional Administrator on strategic planning, policy, program operations, and performance accountability for the development and administration of a national workforce development system Supervises managers, and other employees. Provides program framework, and technical assistance to managers located within assigned regions. Plays a key role in personnel management. Develops robust recruitment strategies; interviews and selects candidates for vacancies and initiates other personnel actions. Provides advice, counsel, and instruction to individual employees on performance, and administrative matters. Establishes performance standards, evaluates performance, and rates subordinate supervisors and employees. Initiates disciplinary measures and adverse actions as needed; and supports Equal Employment Opportunity (EEO) affirmative action plans and objectives. Provides assistance to office staff on personnel matters relating to recruitment, promotions, details, reassignments, grievances, etc. Represents management with NCFLL (union) on grievances, unfair labor disputes, development of Memorandums of Understanding (MOUs), and Labor-Management Relations meetings, as needed. Advises and assists the Regional Administrator and other Employment and Training Administration (ETA) executive staff on all matters within the scope of assigned unit(s)/Division(s) responsibility, develops plans to convert strategic goals into action. Ensures that staff are knowledgeable of the annual performance metrics, and ensures that products are delivered, and deadlines are met. Ensures that implementation of operating plan obligations are met, program performance goals are closely tracked, and prepares suggestions for mid-course corrections. Monitors the performance of the Divisions with respect to the operational plan. Coordinates Division activities with other Divisions and Offices throughout the Employment & Training Administration (ETA). Works as a partner with other Offices to facilitate the achievement of goals. Promotes and sustains positive relationships with customers, stakeholders and partners, to include collaboration with various officials from Federal, State and Local government agencies, in an effort to build support for the overall ETA mission. Works to foster understanding between and among these constituencies about how individual missions, goals, and objectives interact and impact service to workers and employers in the region. Collaborates with the Administrator and senior leadership on all matters pertaining to the regional mission. Utilizing the knowledge of total regional operations and broad managerial capability reviews and evaluates the effectiveness and efficiency with which all regions and staff office performing their mission. Develops and recommends short and long-range program plans taking into consideration management objectives. Directs the assessment of grantee data and ensures timely and responsive technical assistance. Utilizes ETA wide risk analysis techniques and tools that identify grantees at greatest risk. Effectively represents the Department and the Regional Office internally and externally. Effectively communicates Departmental and Agency priorities. Requirements Conditions of Employment Qualifications Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level of GS-14 in the Federal Service. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. Qualifying specialized experience for GS-15 includes ALL of the Following: Managing and leading all aspects of the work for one or more unit(s), including human resources, budget, performance management, and operational/technical programs. Experience managing one or more of the following areas: Unemployment Insurance Programs, Workforce Development Programs, or Grants Management. Promoting, advancing, and maintaining a diverse and inclusive workforce. Experience managing stakeholder relationships and building coalitions or partnerships internally and with other Federal agencies, state and local governments, and/or nonprofit and private sector organizations to meet organizational goals. NOTE: IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE. A writing sample may be included as part of the interview process. Education Additional Information The mission of the Department of Labor (DOL) is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. As such, the Department is committed to fostering a workplace and workforce that promote equal employment opportunity, reflects the diversity of the people we seek to serve, and models a culture of respect, equity, inclusion, and accessibility where every employee feels heard, supported, and empowered. Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATION, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES As a condition of employment, all personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATION You may not be aware, but in the regulations for agency ethics programs, there are requirements for supervisors. Section 2638.103 of Title 5 of the CFR states: Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. Supervisors are also responsible for working with agency ethics officials to help resolve conflicts of interest and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. In addition, supervisors are responsible, when requested, for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements. Supervisory Financial Disclosure (If applicable): This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). Therefore, if selected, you will be required to complete a Confidential Financial Disclosure Report (OGE Form 450) to determine if a conflict or an appearance of a conflict exists between your financial interest(s) and your prospective position with DOL. This information will be required annually. Click here for Telework Position Information This is not a remote work position. The selectee will report to an assigned DOL office location on a regular basis and is eligible for participation in telework as determined by management in accordance with DOL policy. The Department of Labor may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act. All Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71.