Deputy Administrator

Summary

This Senior Executive Service position is located in the Department of Homeland Security (DHS), Federal Emergency Management Agency (FEMA), United States Fire Administration, in Emmitsburg, Maryland.

The incumbent serves as the principal advisor to the Fire Administrator, or in his/her absence, to the Administrator of the Federal Emergency Management Agency (FEMA), regarding the National Fire Problem, views and policies of the Nation's Fire Service and fire service stakeholder community.

Duties

In this position, the incumbent's principal responsibilities are to ensure financial, programmatic, statutory, and regulatory compliance in the Agency's policies, procedures, investments, and budget activities and provide executive direction and advice to subordinate staff and program officials agency-wide, with respect to USFA programs.

Additional responsibilities include maintaining a close collaboration with the National Preparedness Directorate, as well as other FEMA/Disaster Readiness Support (DRS) components and other Federal departments and agencies, to synchronize first responder preparedness and training activities across the Federal government.

The incumbent also participates in the FEMA's strategic and systems planning, budgeting, and long-term strategic planning initiatives, councils and working groups. Ensures USFA strategic plan, goals, and objectives are aligned with FEMA and the Department of Homeland Security (DHS).

Specific responsibilities include:

• Recommends appropriate methods of accomplishing DRS and FEMA policy objectives within the context of existing Federal Fire programs and the priorities and positions of the fire service stakeholders, requiring extensive discussion with both national, regional and local fire service organizations and with the broader national fire community that not only includes fire departments, but also public and private code organizations, manufacturers, fire protection engineers, and institutions, private industry, and the insurance industry.
• Coordinates the development, direction, management and evaluation of all USFA programs and staff resources. Responsible for knowledge of and appropriate reaction to all applicable federal statutes and regulations governing the management of programs resources and personnel.
• In the absence of the Fire Administrator, or upon his/her direction, assumes all appropriate authorities and responsibilities. Responsible for maintaining close and continuous contact with public and private sector elements of the national fire community, both to ensure awareness of evolving issues and the multiplicity of organizational and institutional positions and to present and explain current Federal fire programs and policies, as well as their underlying rationale. Develops a successful integration of key national strategy and agency goals with fire service and fire community stakeholder objectives and priorities. Based upon this collaboration, the senior executive must develop an overall program plan which prioritizes and makes more effective use of USFA programs and resources in achieving the stated objectives. Key elements in such a plan must include appropriate strategies by reacting to contingencies that may impact on program execution and maximizing leverage to achieve impact through involving national, state and local public and private sector organizations in USFA program initiatives.
• Based on guidance provided by the Fire Administrator, the incumbent is responsible for overall management of the USFA's programs and resources. Directs the proper implementation of congressional, executive branch, and agency budgetary, administrative (i.e., procurement, travel, printing, etc.) and personnel regulations and policies. Directs and evaluates all USFA programs and both supervisory and subordinate staff, both in terms of program accomplishment of USFA program objectives and in terms of adherence to appropriate regulation and policies.
• Responsible for (1) carrying out EEO policies and communicating support of those policies to subordinates; (2) assuring equality in determining qualifications, selections, assignments, training, promotions, details, discipline and awards to employees; (3) ensuring that minorities and women are considered for training opportunities and are also nominated/appointed to boards and committees; and (4) coordinating efforts with EEO officials during the development and execution of policies and practices affecting personnel.

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