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Position opening: Director, National Personnel Records Center (long)
National Archives and Records Administration
Senior Executive Service Position
VACANCY No. SES00-01
OPEN DATE: 3-13-00
CLOSING DATE: 4-14-00
Position: Director, National Personnel Records Center
Organization: National Archives and Records Administration, Office of
Regional Records Services
Duty Station: St. Louis, MO (relocation expenses may be paid)
Area of Consideration: All qualified applicants
Salary: $113,719 - 130,200 (salary range includes locality adjustment)
NARA's Mission: The National Archives and Records Administration (NARA),
an independent Federal agency, is at the forefront in fields from document
preservation to electronic records. Exciting developments in these fields,
along with NARA's growing leadership in information technologies, make it a
vital and interesting place to work. By ensuring ready access to essential
evidence -- documentation from all three branches of the Federal Government
of the rights and entitlements of citizens, the actions for which Federal
officials are accountable, and the national experience -- NARA is uniquely
important in a democratic system that depends upon the preservation and
availability of such documentation.
At more than thirty sites across the country - regional archives and
records services facilities, Presidential libraries, and three major
buildings in the Washington, DC, area - NARA safeguards and makes available
millions of records in a variety of media ranging from our Declaration of
Independence and Constitution to a rapidly increasing number of modern
electronic files. NARA each year welcomes to its exhibits nearly two
million visitors and serves the needs of thousands of researchers. NARA
assists Federal agencies in documenting their activities; publishes the
Federal Register and other official documents; oversees Federal
declassification policies; and makes grants supporting initiatives to
document American history.
About us: The National Personnel Records Center (NPRC) is comprised of two
facilities. The first, which provides storage and reference service on the
military personnel and medical records of retired and discharged veterans of
the United States Armed Forces, is located in suburban north central St. Louis
county with easy access to major interstate highways, Lambert International
Airport, and the many amenities of the St. Louis metropolitan area. The
facility has a full service cafeteria, fitness center, jogging path, free
parking, and a childcare center. The second facility provides storage and
reference service on the personnel and medical records of former and retired
civilian employees of the United States Government and also services the
records of the Internal Revenue Service and other Federal agencies. This
records storage facility overlooks the Mississippi River and is located in the
city of St. Louis just ten minutes south of downtown in a residential/light
industrial area.
Major Duties: The Director of NPRC manages a national records depository
for military and Federal civilian service records. NPRC has more than 3.6
million cubic feet of records storage capacity and responds to more than
1.9 million inquiries annually. Military service records are vitally
important to documenting the rights and entitlements of the Nation's
veterans and have been scheduled for permanent retention in the National
Archives for use by veterans, their descendants, and scholars. The
director provides executive leadership to major program initiatives
including: implementing the decision to retain military service files as
permanent records, establishing a preservation program to prevent
deterioration of permanent records, planning for the construction of a new
archival storage facility, reengineering business processes and applying
information technology to improve customer service, collaborating with the
Defense Department to implement a system for the electronic servicing of
military personnel records. Leads NPRC in implementing the recently
enacted reimbursable records center program which provides that storage,
reference service, and related services will be provided to Federal
agencies on a reimbursable basis. Directs a staff of 550 employees.
Qualifications Required: Entry into the Senior Executive Service (SES)
requires demonstrated executive experience in all five of the Executive
Core Qualifications (ECQ) listed below. Applicants must also meet the
professional/technical qualifications. Experience must be at a level of
difficulty and responsibility comparable to the GS-15 level in the Federal
service.
If you are selected for initial appointment to the SES, your qualifications
must be certified by a Qualifications Review Board (QRB) at the Office of
Personnel Management. The QRB will review your ECQs to ensure you meet the
qualifications for entry into the SES.
You may be required to undergo a background investigation before
appointment to this position.
You must complete a 1-year probationary period if you have not previously
completed a probationary appointment in the SES.
How to apply: Please provide the following:
A resume, Optional Form 612, Optional Application for Federal Employment,
Standard Form 171, Application for Federal Employment, or any other format.
Your application should thoroughly describe experience, education and
accomplishments relevant to this position.
For each period of experience, include: dates covered; name and address of
employer; grade or salary level; and number of employees supervised.
A narrative statement that describes your experience, education, and
accomplishments as they relate to (1) each of the Executive Core
Qualifications, and (2) the professional/technical qualifications. Clear,
concise examples that show the level of accomplishment and degree of
responsibility should be provided for each factor.
If you are currently on a career SES appointment you are not required to
submit a narrative ECQ statement. If you are a graduate of an OPM approved
SES Candidate Development Program you should submit evidence that you
completed the program in lieu of a narrative ECQ statement.
Send your application to:
National Archives at College Park
Human Resources Services Division (NHH)
8601 Adelphi Road
College Park, MD 20740-6001
Applications must be received or post-marked by the closing date.
For additional information, call (301) 713-6760.
PROFESSIONAL/TECHNICAL QUALIFICATIONS:
1. Program Management -- Professional management experience that demonstrates
a knowledge of the principles, concepts, practices, and methods of program
management in a records management, archival administration, or records center
environment.
2. Business Management -- Demonstrated ability to manage an organization.
Demonstrated knowledge of management principles that relate to planning,
organizing, directing, implementing, evaluating, and leading a diverse team of
professional, technical, and administrative personnel. Ability to envision
desired program outcomes, establish goals and objectives, and to react
proactively to changing conditions and situations. Ability to achieve program
results through effective use of financial and human resources.
3. Customer Service -- Demonstrated ability to develop, implement, and manage
a program tailored to meet customer and stakeholder needs and achieve a high
level of customer satisfaction. Ability to design, plan, and implement
innovative programs that use state-of-the-art technology to meet customer
needs.
4. Communications -- Demonstrated ability to represent an organization and
effectively communicate both orally and in writing to staff, management
officials, and customers. Ability to negotiate with a diverse constituency of
individuals with conflicting agendas. Ability to network and develop
alliances with external groups such as the public, Federal agencies, veterans
groups, professional organizations, and the academic community.
EXECUTIVE CORE QUALIFICATIONS
1. Leading Change -- The ability to develop and implement an organizational
vision which integrates key national and program goals, priorities, values,
and other factors. Inherent to it is the ability to balance change and
continuity--to continually strive to improve customer service and program
performance within the basic Government framework, to create a work
environment that encourages creative thinking, and to maintain focus,
intensity and persistence, even under adversity.
Key Characteristics:
a. Exercising leadership and motivating managers to incorporate vision,
strategic planning, and elements of quality management into the full range of
the organization's activities; encouraging creative thinking and innovation;
influencing others toward a spirit of service; designing and implementing new
or cutting edge programs/processes.
b. Identifying and integrating key issues affecting the organization,
including political, economic, social, technological, and administrative
factors.
c. Understanding the roles and relationships of the components of the national
policy making and implementation process, including the President, political
appointees, Congress, the judiciary, state and local governments, and interest
groups; and formulating effective strategies to balance those interests
consistent with the business of the organization.
d. Being open to change and new information; tolerating ambiguity; adapting
behavior and work methods in response to new information, changing conditions,
or unexpected obstacles; adjusting rapidly to new situations warranting
attention and resolution.
e. Displaying a high level of initiative, effort, and commitment to public
service; being proactive and achievement-oriented; being self-motivated;
pursuing self-development; seeking feedback from others and opportunities to
master new knowledge.
f. Dealing effectively with pressure; maintaining focus and intensity and
remaining persistent, even under adversity; recovering quickly from setbacks.
2. Leading People -- The ability to design and implement strategies which
maximize employee potential and foster high ethical standards in meeting the
organization's vision, mission, and goals.
Key Characteristics:
a. Providing leadership in setting the workforce's expected performance levels
commensurate with the organization's strategic objectives; inspiring,
motivating, and guiding others toward goal accomplishment; empowering people
by sharing power and authority.
b. Promoting quality through effective use of the organization's performance
management system (e.g., establishing performance standards, appraising staff
accomplishments using the developed standards, and taking action to reward,
counsel, or remove employees, as appropriate).
c. Valuing cultural diversity and other differences; fostering an environment
where people who are culturally diverse can work together cooperatively and
effectively in achieving organizational goals.
d. Assessing employees' unique developmental needs and providing developmental
opportunities which maximize employees' capabilities and contribute to the
achievement of organizational goals; developing leadership in others through
coaching and mentoring.
e. Fostering commitment, team spirit, pride, trust, and group identity; taking
steps to prevent situations that could result in unpleasant confrontations.
f. Resolving conflicts in a positive and constructive manner; this includes
promoting labor/management partnerships and dealing effectively with employee
relations matters, attending to morale and organizational climate issues,
handling administrative, labor management, and EEO issues, and taking
disciplinary actions when other means have not been successful.
3. Results Driven -- This core qualification stresses accountability and
continuous improvement. It includes the ability to make timely and effective
decisions and produce results through strategic planning and the
implementation and evaluation of programs and policies.
Key Characteristics:
a. Understanding and appropriately applying procedures, requirements,
regulations, and policies related to specialized expertise; understanding
linkages between administrative competencies and mission needs; keeping
current on issues, practices, and procedures in technical areas.
b. Stressing results by formulating strategic program plans which assess
policy/program feasibility and include realistic short- and long-term goals
and objectives.
c. Exercising good judgment in structuring and organizing work and setting
priorities; balancing the interests of clients and readily readjusting
priorities to respond to customer demands.
d. Anticipating and identifying, diagnosing, and consulting on potential or
actual problem areas relating to program implementation and goal achievement;
selecting from alternative courses of corrective action, and taking action
from developed contingency plans.
e. Setting program standards; holding self and others accountable for
achieving these standards; acting decisively to modify them to promote
customer service and/or the quality of programs and policies.
f. Identifying opportunities to develop and market new products and services
within or outside of the organization; taking risks to pursue a recognized
benefit or advantage.
4. Business Acumen -- The ability to acquire and administer human, financial,
material, and information resources in a manner which instills public trust
and accomplishes the organization's mission, and to use new technology to
enhance decision making.
Key Characteristics:
a. Assessing current and future staffing needs based on organizational goals
and budget realities. Applying merit principles to develop, select, and manage
a diverse workforce.
b. Overseeing the allocation of financial resources; identifying
cost-effective approaches; establishing and assuring the use of internal
controls for financial systems.
c. Managing the budgetary process, including preparing and justifying a budget
and operating the budget under organizational and Congressional procedures;
understanding the marketing expertise necessary to ensure appropriate funding
levels.
d. Overseeing procurement and contracting procedures and processes.
e. Integrating and coordinating logistical operations
f. Ensuring the efficient and cost-effective development and utilization of
management information systems and other technological resources that meet the
organization's needs; understanding the impact of technological changes on the
organization.
5. Building Coalitions/Communication -- The ability to explain, advocate and
express facts and ideas in a convincing manner, and negotiate with individuals
and groups internally and externally. It also involves the ability to develop
an expansive professional network with other organizations, and to identify
the internal and external politics that impact the work of the organization.
Key Characteristics:
a. Representing and speaking for the organizational unit and its work (e.g.,
presenting, explaining, selling, defining, and negotiating) to those within
and outside the office (e.g., agency heads and other Government executives;
corporate executives; Office of Management and Budget officials; Congressional
members and staff; the media; clientele and professional groups); making clear
and convincing oral presentations to individuals and groups; listening
effectively and clarifying information; facilitating an open exchange of
ideas.
b. Establishing and maintaining working relationships with internal
organizational units (e.g., other program areas and staff support functions);
approaching each problem situation with a clear perception of organizational
and political reality; using contacts to build and strengthen internal support
bases; getting understanding and support from higher level management.
c. Developing and enhancing alliances with external groups (e.g., other
agencies or firms, state and local governments, Congress, and clientele
groups); engaging in cross-functional activities; finding common ground with a
widening range of stakeholders.
d. Working in groups and teams; conducting briefings and other meetings;
gaining cooperation from others to obtain information and accomplish goals;
facilitating "win-win" situations.
e. Considering and responding appropriately to the needs, feelings, and
capabilities of different people in different situations; is tactful and
treats others with respect.
f. Seeing that reports, memoranda, and other documents reflect the position
and work of the organization in a clear, convincing, and organized manner.
Note: Additional information on the SES and how to address qualifications can
be found on the following web site: http://www.opm.gov/ses/html/sesguide.htm
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