Program Manager

Found in: beBee jobs US - 2 weeks ago

Vint Hill Farms Military Installation, United States Department Of Transportation Full time
Summary

As a supervisor/manager, the selectee for this position will be eligible to receive a Manager Performance Incentive (MPI) provided eligibility requirements noted in agency policy are met.

The MPI is an annual lump-sum incentive payment that considers agency performance, the manager's individual performance, and available funding.

This position serves as the Program Manager, District Executive Advisor (DEA) for the ATO Washington District.

Duties

The incumbent provides support to the GM/AGM regarding the day-to-day administrative functions of a District, which includes a large number of geographically disbursed air traffic facilities, under normal supervision.

Assisting the GM/AGM in achieving goals, maximizing administrative services; strategic and facility planning; and integrating consensus building across ATO Service Units.

Directs/supervises a team of professionals responsible for broad range of district-wide administrative functions, programs and initiatives.

Managerial duties affect employees and managers in more than one organizational unit/project/program and include:

planning; communicating the organization's vision and objectives; setting priorities; assigning tasks and responsibilities; monitoring and evaluating performance; coaching and developing employee capabilities; approving leave; and taking, recommending or approving corrective/ disciplinary actions as appropriate.

Provides comprehensive advice and guidance to management officials at all levels throughout the District.

Provides guidance for the preparation, presentation, formulation, justification and execution of administrative process and programs, which includes an in-depth knowledge of organizational agreements, Memorandums of Understanding, applicable precedents, agency manuals, directives, and research materials.

Exercises a high level of judgment in the performance of his/her duties by independently looking for alternative strategies to adapt to the changing requirements of the NAS.

Applies an advanced knowledge of the technical aspects of the work directed, an advanced knowledge of budget, human resource, and other administrative policies and procedures, and an advanced understanding of the objectives of the major subdivision.

In coordination with Human Resources (AHR), this position is responsible for personnel programs and policy compliance within the District, e.g., Fair Labor Standards Act, pay, hours of work, leave, Family and Medical leave Act and labor distribution reporting.

Provides direct oversight of the District operational budget, to include reporting requirements, purchasing, travel, Personnel, Compensation and Benefits, and staffing, etc.

Represents the GM/AGM in budgetary matters when required. Develops implementation strategies for the District, consistent within the ATO strategic plans. Develops and recommends changes in the program objectives, operations and resource utilization. Plans for and integrates new programs or new staff into existing programs in order to maximize effectiveness.

Contacts are primarily within the organizational unit, major subdivision and the LOB/SO with subordinates, peers, and higher-level managers to discuss the status of projects/programs and to plan for the future.

Supports District management officials with the administrative processes in relation to work environment issues, sensitive employee matters, or any controversial dealings.

Oversees administrative investigations. Serves as the primary liaison between the District and Executive Staff, Service Center and Human Resources. Work is typically governed by established policies, procedures, and organizational objectives that frequently leave room for discretion. Resolves all but unique problems without the intervention of higher-level management. Regularly called upon to identify problem areas and to develop and recommend new policies and procedures for resolution.

Individual and organizational performance is typically reviewed periodically by higher level management, usually through status reports and organizational performance measures.

Work activities typically impact directly on project/program objectives for more than one organizational unit and for the major subdivision. Work frequently affects the major subdivision's internal and external customers.

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