Supervisory Airway Transportation Systems Specialist

Has responsibility for overall administrative and technical direction of the assigned workforce consisting of Airway Transportation Systems Specialists (ATSS) and support staff involved in providing National Air Space (NAS) services to enroute/terminal air traffic control to commercial airlines and general aviation aircraft for a defined area. Reports directly to a District Manager (DM) or District Facilities Manager (DFM).

Directs the work of subordinate employees for at least one organizational unit/project/program within a major subdivision. May be responsible for supervising employees in more than one SSC/duty location. Duties typically include planning/communicating the organizations 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 action as appropriate.

Exercises authority for supervisory responsibilities over staff including staff scheduling and approval of leave. Assures equity of performance standards and rating techniques developed for addition to evaluating work performance justifies recommendations for awards/bonuses for positions in the unit for higher-level approval. Performs critical aspects of the budget planning process including projecting short-term and long-term future needs and justifying resource requirements.

Identifies developmental training needs of employees and self and requests for and/or arranges needed developmental and operational training. Communicates unconventional training requests with higher level management to determine accessibility available funding and best use of resources. Gives advice counsel or instruction to employees on technical operational and/or administrative matters. Hears and resolves complaints from employees at the informal stage referring group grievances and more serious unresolved complaints to the higher-level manager. Effects minor disciplinary measures such as warnings and reprimands recommending other action in more serious cases. Fosters a fair and equitable work environment.

Applies advanced knowledge of the technical aspects of the work directed and advanced knowledge of budget human resources and other administrative policies and procedures and an advanced understanding of the objectives of the organization. Responsible for applying program resources to meet defined requirements.

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. May have frequent contact with customers other government entities and other external parties to interpret policies/procedures or for other project/program purposes. Has authority to make commitments for subordinate organizational units within guidelines.

Defines acquires and allocates budget staff and other resources necessary to accomplish the goals and/or objectives of the SSC. Participates in planning and executing organizational goals utilizing strategic planning and sound management principles in order to accomplish mission objectives.

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. Consults with higher level management to ensure the alignment of projects/programs with the tactical (short-term) objectives of the major subdivision.

Conditions of employment

• US Citizenship is required.
• Selective Service Registration is required for males born after 12/31/1959.
• Must submit an SF50 (See Required Documents).
• Designated or Random Drug Testing required.
• Your resume must include job title series grade salary full-time or part-time status duties start and end dates and supervisor name.
• Interviews will be conducted IAW applicable FAA Policy.
• A current SF-50 must be submitted.
• SF-52s will not be accepted.

Qualifications

Candidates must have One Year (52 weeks) of Specialized Experience that is typically in or related to the line of work of the position to be filled and which has equipped the applicant with the particular knowledge skills and abilities (reference Managerial Selection Factors) to successfully perform the duties of that position.

To be creditable Specialized Experience must have been at least equivalent to the next lower level in the normal line of progression for the occupation in the organization. For the FV-J level you must demonstrate in your application that you possess at least One Year (52-weeks) of Specialized Experience equivalent to the FV-I level or FG/GS-13 level.

SPECIALIZED EXPERIENCE includes experience which demonstrates applied knowledge of and experience in technology system interrelationships and management of civilian or military automated aviation navigation and electronics systems.

Applicants must include examples of specialized experience in their work history.

Qualifications must be met by the closing date of this vacancy announcement.

Leadership and Management Dimensions: As a part of the Federal-Wide Hiring Reform Initiative (streamlining the hiring process) the FAA is committed to eliminating the use of the Knowledge Skills and Ability (KSA) narratives from the initial application in the hiring process for all announcements. Therefore as an applicant for this announcement you are NOT required to provide a narrative response in the text box listed below each KSA.

In lieu of providing a KSA narrative response in the text box listed below each KSA section in your work history please include information that provides specific examples of how you meet the response level or answer you chose for each KSA. Your work history examples should be specific and clearly reflect the highest level of ability.

Your KSA answers will be evaluated further to validate whether the level that you selected is appropriate based on the work history and experience you provided. Your answers may be adjusted by a Human Resource Specialist as appropriate. Based on this evaluation applicants will be placed in one of the following categories: score order category grouping or alphabetical and referred to the selecting official for consideration.