Senior Technical Leader -Chief /Program Protection Security and Intelligence (DC)

The selected individual will be responsible for:
- Responsible for development, implementation, and sustainment of the organization's Enhanced Operational Support and Operations Security (OPSEC) programs supporting multiple facilities, and numerous assets employed throughout the continental U.S. (CONUS), including continuous training of over 200 assigned personnel, and hundreds of rotational personnel receiving support under the organization's mission requirements.
- Responsible for organizing, codifying, and managing the organization's Specialized Sensitive Support program employing highly sophisticated measures to protect the organization's most critical assets and ensuring that: programmatic activities are consistent with DoW Policy and U.S. Code including development of all foundational and supporting documentation throughout the program life cycle; training support packages are developed and implemented through testing and evaluation of employees to meet certification requirements established in DoW policy; due diligence is conducted to periodically evaluate individual tenets of the program as considered in DoW policy.
- Responsible for development and implementation of the organization's Counterintelligence program primarily focused on: conducting Insider Threat and internal incident response; investigations/inquiries of security incidents that threaten the security of the organization's information and assets; and in addition, developing/implementing the Incident Response Policy and Standard Operating Procedures (SOPs) to be followed.
- Develops and implements program protection plans and security strategies at various facilities. Establishes and oversees a comprehensive security program that includes Personnel Security (PERSEC), Insider Threat, Operational Security (OPSEC), Information Security (INFOSEC), Industrial and Information Assurance. Responsible for the physical security and access control program at various sites to preclude unauthorized access to facilities and information. Develops and implements security and awareness programs for personnel assigned to or visiting assigned sites. Analyzes, plans, and implements operational security procedures to ensure business continuity and crisis resilience in support of NS/EP and the previously identified security disciplines.
- Applying highly specialized knowledge and guidance to COOP support programs. Reviewing, evaluating, and modifying TF policies, as required;
- Monitoring operations to identify, develop, and refine broad-based strategies to improve the overall operational effectiveness and efficiency of policy and procedures;
- Developing, directing, and modifying NS/EP support focused on critical, long-range strategic emergency and mobilization policies for specialized and critical elements of supported organizations;
- Providing oversight to sensitive programs and contributing directly to the development of concepts and implementation plans that receive the careful attention of senior leaders in the U.S. Government;
- Serving as the senior security policy expert for specialized projects and missions, including: COOP facilities acquisition and maintenance program requirements; development of concepts and requirements for the demobilization of COOP resources and emergency action procedures to include required documentation for the control and use of facilities in the event of an emergency; and execution of interagency coordination procedures to ensure compatibility of emergency plans;
- Representing the TF at meetings and conferences, advising key leadership on interagency NS/EP policies, memoranda of agreements, and operational readiness programs designed to maximize national strategic capabilities;
- Evaluating, reviewing and advising key leadership on alternative operational concepts based on risk assessment and vulnerability reports of operational approaches;
- Evaluating and analyzing all new and revised U.S. Government and DoD directives and regulations related to COOP and NS/Emergency Management policy to ensure consistency and compatibility with TF policy objectives;
- Engaging with stakeholders, clients, and overseers about the TF mission and activities.

Conditions of employment

• Employment is contingent upon successful completion of a security background investigation and polygraph.

Qualifications

TQ 1: Professional Achievements
Specific Technical/Professional Achievement focuses on personal technical achievement which demonstrates innovative research and/or breakthrough successes. While achievement may take the form of participation in group efforts, the candidate under review should be distinguished from the accomplishments of the team as a whole and evaluated in terms of the impact of individual skills and knowledge on the team effort.
Competencies:
- Expertise and Depth: Demonstrates recognized expertise and depth and/or breadth in the aspirant's field. Consistently demonstrates specific technical achievements and accomplishments (i.e. developed techniques and methods, inventions, or legal, fiscal, and/or other major contributions) that evidence mission impact that can be directly tied to an articulated mission need.
- Problem Solving - Identifies and solves critical and/or sensitive problems by finding opportunities for improvement and addressing them through practical, sustainable responses resulting in significant Agency and/or IC-wide impact. Adapts to changing situations/priorities by modifying plans, programs and/or policies as appropriate, positively affecting major organizations and/or customers/stakeholders and/or redirecting activities towards new strategic thrusts.
- Flexibility - Is open to change and new information; rapidly adapts to new information, changing conditions, or unexpected obstacles.
- Innovative Research - Demonstrates innovative research and/or breakthrough successes by applying knowledge of the scientific principles, methods and processes used; develops new insights into situations; questions conventional approaches; encourages new ideas and innovations; designs and implements new or cutting-edge programs/processes.
- Applied Expertise to Multiple Domains -Demonstrates understanding of various disciplines and concepts; utilizes that knowledge to approach increasingly complex problems from multiple directions

TQ 2: Technical/Professional Development of Others
Technical/Professional Development of Others focuses on the transfer of skills to others, especially to the next generation of experts. Covered in this category are not only concrete skills and knowledge, but such intangibles as how to approach problems, how to balance risk against the chance of success, factors in building problem-solving teams, how to communicate effectively, and the like. Developing skills in others can be accomplished in a multitude of ways beyond mentoring, including but not limited to, building curriculum, teaching, or transferring knowledge through papers and talks.
Competencies:
- Developing Others - Establishes mentoring relationships with one or more individuals by providing guidance, direction, and advice through formal or informal mentoring. Ensures their skills are transferred to others in support of the development of the next generation of experts in their domain. Actively supports hiring, promotion processes, retention and other agency wide initiatives to support building and sustaining an expert workforce.
- Contributes to a culture that promotes collaboration and productivity.
- Participation in the Community - Leads and influences boards, committees, panels, etc. of significance to the growth of a technical community of significance to NSA; actively participates in efforts aimed at conveying knowledge, such as seminars and conferences, teaching at the NCS, conducting on-the-job training, etc.
- Ability to Communicate - Demonstrates executive level writing and oral communication skills; demonstrates effective listening and grounds communication in language and framing that exhibits understanding of the audience and allows the relaying of complex topics..

TQ 3: Technical/Professional Leadership/Decision Making
Technical/Professional Decision Making focuses on the extent to which the employee is developing as a technical leader. At the highest levels this leadership should be unquestioned. In this area also fall such intangible components of leadership as perseverance and dependability
Competencies:
- Standing in Field - Demonstrates experience as a strong and credible technical leader. Provides high-impact expert advice to top management, peers and/or customers, partners or national leaders.
- Ability to Influence - Provides high-impact expert advice to top management, peers and/or customers, partners or national leaders. Persuades others; builds consensus through give and take; gains cooperation from others to obtain information; displays persistence to find solutions and accomplish goals. Communicates confidently and skillfully with internal and external audiences.
- Role in Decision Making - Makes sound and timely decisions to carry out ideas, develop systems or execute programs.

TQ 4: Continued Technical/Professional Development
Continued Technical/Professional Development focuses on the continuous enhancement of technical/professional skills and knowledge. Formal training, "stretch" assignments, research and writing projects, interaction with other experts, and other activities appropriate to the particular discipline should be evaluated as part of the appraisal process.
Competencies:
- Complexity - Seeks opportunities to increase understanding of complex and highly technical subjects, including participating in specific areas to deepen area of expertise.
- Broadening of Vision - Acquires expertise in other disciplines, leading to additional opportunities and impacts. Examines biases and seeks insights to avoid stereotypical responses and behavior.
- Ongoing Education - Demonstrates continual learning through formal training, 'stretch' assignments, research and writing projects, interaction with other experts, and other activities appropriate to the particular discipline.

TQ 5: LEADING THE INTELLIGENCE ENTERPRISE
This core qualification is comprised of the Intelligence Community (IC)-specific "joint" competencies of Collaboration and Integration, Enterprise Focus, and Value-Centered Leadership.
Competencies:
- Collaboration and Integration - Share information and knowledge to achieve results by creating an environment that promotes employee engagement, collaboration, integration, information and knowledge sharing, and the candid, open exchange of different points of view.
- Enterprise Focus - Demonstrate a deep understanding of how the mission, structures, leaders, and cultures of the various DoD and IC components interact and connect.
- Value-Centered Leadership - Advance and reinforce DoD and IC core values: A Commitment to selfless service and excellence in support of the IC's mission, as well as to preserving, protecting, and defending the Nation's laws and liberties; the integrity and Courage (moral, intellectual, and physical) to seek and speak the truth, to innovate, and to change things for the better, regardless of personal or professional risk; and Collaboration as members of a single IC-wide team, respecting and leveraging all members of the IC, their background, their sources and methods, and their points of view.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

The successful candidate should have significant experience in one or more of the following functional areas: strategic planning, leading, directing, and conducting Specialized Sensitive Support, Enhanced Operational Support, OPSEC, CI, and Program Security. The incumbent should have a demonstrated history of performing well under pressure, be capable of multitasking, and comfortable dealing with senior leaders and high-level customers. The ability to portray a positive, proactive, diplomatic and professional demeanor with interagency partners and clients is critical.

The selected individual must demonstrate mastery in the five Defense Intelligence Senior Level (DISL) core qualifications: (1) Technical/Professional Achievements, (2) Technical/Professional Development of Others, (3) Technical/Professional Leadership/Decision Making, (4) Continued Technical/Professional Development, and (5) Leading the Intelligence Enterprise.

**VETERANS AND TRANSITIONING SERVICE MEMBERS**
Thank you for your service! The National Security Agency (NSA) is part of the Defense Civilian Intelligence Personnel System (DCIPS). All positions at NSA are in the Excepted Service under Title 10, United States Codes (U.S.C.), Section 1601 appointment authority.

Veterans' Preference In accordance with the procedures provided in DoD Instruction 1400.25, Volume 2005, "DoD Civilian Personnel Management System: Defense Civilian Intelligence Personnel System Employment and Placement," NSA applies veterans' preference, as defined by Section 2108 of Title 5, U.S.C., to eligible candidates. If you are claiming veterans' preference, you are required to provide acceptable documentation of your preference eligibility upon application.
Acceptable documentation includes:
- DD-214: "Certificate of Release or Discharge from Active Duty," which shows dates of service and discharge under honorable conditions (Copy 4);
OR
- Certification of Service:
A written document on letterhead from the appropriate branch of the armed forces that certifies the service member is expected to be discharged or released from active duty service in the armed forces under honorable conditions not later than 120 days after the date the certification is signed. The certification should include the military service dates, including the expected discharge or release date;
AND
- Standard Form 15 (SF-15)
Application for 10-point Veteran Preference (http://www.opm.gov/forms/pdf_fill/sf15.pdf).

If you are claiming a service-connected disability of 30 percent or more, the documentation you provide must specifically demonstrate this level of disability;
AND
- VA Letter of Disability (for 10pt and Sole Survivorship rating)

You may obtain a letter from the Department of Veterans Affairs reflecting your level of disability for preference eligibility by visiting a VA Regional Office, contacting a VA call center, or online (https://www.ebenefits.va.gov/).

**Failure to provide sufficient documentation of veterans' preference eligibility may preclude NSA from identifying you as a preference eligible candidate during the hiring selection process.

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