Deputy Associate Director, Center for Leadership, Performance, and Accountability

Summary Under the general direction of the Associate Director for Workforce Policy and Innovation (WPI), the Deputy Associate Director, Center for Leadership, Performance, and Accountability (DAD LPA), serves as a senior executive responsible for shaping and directing Governmentwide policy governing employee accountability, performance management, executive resources, labor-management relations, learning and development, and workforce culture. Learn more about this agency Duties As the DAD LPA you will be part of Workforce Policy and Innovation. The DAD LPA establishes the strategic framework and oversees the implementation of regulations, policies, and guidance that promote high performance, integrity, and responsible stewardship of public resources across the Federal enterprise. The position provides executive leadership to ensure that agencies operate legally sound, merit-based, and mission-aligned systems for managing executive personnel, performance, conduct, and workforce development. This work has governmentwide impact, affecting CFO Act, Title 5, and independent regulatory agencies, and influencing policy and oversight for millions of federal employees. If selected, you will be responsible for: Enterprise Leadership and Policy Stewardship Serving as the Governmentwide executive authority for employee accountability, executive personnel management, performance systems, and workforce culture policy. Leads the development, promulgation, and modernization of regulations and guidance to ensure consistent, legally defensible, and mission-aligned implementation across agencies. Advising senior leadership on the implications of proposed legislation, regulatory changes, and policy reforms affecting performance management, executive resources, employee conduct, and labor relations. Ensures all policies support merit system principles, Administration priorities, and enterprise accountability objectives. Employee Accountability and Performance Management Providing executive direction for Governmentwide performance management systems for executive and non-executive personnel. Establishes frameworks that promote clear performance expectations, timely feedback, and appropriate corrective or disciplinary action when necessary. Leading modernization and reform initiatives to strengthen accountability in policy-influencing and mission-critical positions. Ensures disciplinary systems, reductions-in-force, removals, and appeals processes are applied consistently and in compliance with statutory and regulatory requirements. Integrating accountability policy with broader enterprise risk management and internal control frameworks to strengthen oversight and improve organizational performance outcomes. Executive Resources and Senior Personnel Management Providing executive oversight of Governmentwide policies governing the Senior Executive Service (SES), senior professionals (SL/ST), and political resource management. Directs enterprise frameworks for executive position management, merit staffing, performance management, compensation, awards, accountability actions, and workforce restructuring. Overseeing administration of Presidential Rank Awards, SES Qualifications Review Board processes, executive data systems, and statutory reporting requirements. Ensures executive personnel systems operate with integrity, transparency, and compliance with Title 5 authorities and related statutes. Providing authoritative guidance and technical leadership to agencies on executive resource management, ensuring consistency, defensibility, and alignment with enterprise workforce strategy. Labor-Management Relations and Regulatory Engagement Overseeing Governmentwide policy frameworks governing labor-management relations and employee rights. Ensures policies appropriately balance management authority, employee protections, and mission effectiveness. Representing OPM in engagements with oversight and adjudicatory bodies, including the Federal Labor Relations Authority (FLRA) and the Merit Systems Protection Board (MSPB), and in high-level interagency and external forums. Evaluating the effectiveness of labor-management and accountability systems in advancing organizational reform and improving strategic human capital outcomes. Organizational Culture, Learning, and Workforce Development Providing strategic direction for Governmentwide learning and development policy and workforce culture initiatives. Promotes alignment between performance management, employee engagement, organizational development, and continuous learning frameworks. Overseeing development of policies and programs that strengthen leadership capability, workforce engagement, and organizational health. Ensures workforce development and wellness initiatives support productivity, ethical conduct, and mission accomplishment. Governance, Oversight, and Interagency Leadership Establishing oversight mechanisms to evaluate compliance, assess program effectiveness, and drive continuous improvement across all LPA functional areas. Integrates performance metrics and audit findings into strategic policy refinement and reform initiatives. Collaborating extensively with Federal agencies, oversight bodies, OMB, GAO, labor organizations, and other stakeholders to coordinate policy development and implementation. Represents WPI and LPA in senior-level forums to advance recommendations, policy options, and enterprise reform strategies. Requirements Conditions of employment Must be a U.S. Citizen or National Subject to a 1-year supervisory probationary period (unless already completed). Complete a Declaration for Federal Employment to determine your suitability for Federal employment, at the time requested by the agency If you are a male applicant born after December 31, 1959, certify that you have registered with the Selective Service System or are exempt from having to do so. File a Public Financial Disclosure Report OGE-278e within 30 days of appointment and annually from then on. You may be required to obtain and maintain an interim and/or final security clearance prior to entrance on duty. Failure to obtain and maintain the required level of clearance may result in the withdrawal of a job offer or removal. This is not a remote position, selectee will be required to report to the duty station on a regular basis. Telework may be authorized. There are three key documents that contain important information about your rights and obligations. Please read and retain these documents: Noncriminal Justice Applicant's Privacy Rights, for those who undergo an FBI fingerprint-based criminal history record check for personnel vetting, which includes Rap Back, FD-258 Privacy Act Statement - FBI (this is the same statement used when your fingerprints are submitted as part of your background investigation), and SEAD-3-Reporting-U.pdf (dni.gov), (applicable to those who hold a sensitive position or have eligibility for access to classified information) Qualifications Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Candidates will not be hired based on their race, sex, color, religion, or national origin. To meet the minimum qualification requirements for this position, you must show that you possess the Executive Core Qualifications (ECQs) and Technical Qualifications (TQs) related to this position within your resume - NOT TO EXCEED 2 PAGES. Resumes over the 2-page limit, will not be reviewed beyond page 2 or may be disqualified. Your resume should include examples of experience, education, and accomplishments applicable to the qualification(s). If your resume does not reflect demonstrated evidence of these qualifications, you may not receive consideration for the position. There is NO requirement to prepare a narrative statement specifically addressing the Executive Core Qualifications (ECQs) or the Technical Qualifications (TQs). TECHNICAL QUALIFICATIONS (TQs): Your resume should demonstrate accomplishments that would satisfy the technical qualification(s). Demonstrated executive-level mastery of Federal human resources management laws, regulations, and policies governing executive resources, performance management, and employee accountability within large, complex, multi-layered organizations. Experience must include interpreting and applying authorities to design, oversee, or modernize legally sound and merit-based systems that support organizational performance and defensible personnel actions. Demonstrated executive-level experience leading enterprise-wide reform initiatives that strengthen accountability, improve performance outcomes, and advance a high-performance workforce culture. Experience must include establishing measurable goals, implementing governance and oversight mechanisms, and delivering sustained, organization-wide results in a complex stakeholder environment. EXECUTIVE CORE QUALIFICATIONS (ECQs): In addition to the Technical Qualification Requirements listed above, all new entrants into the Senior Executive Service (SES) under a career appointment will be assessed for executive competency against the following five mandatory ECQs. If your 2-page resume does not reflect demonstrated evidence of the ECQs and TQs, you may not receive further consideration for the position. There are five ECQs: ECQ 1: Commitment to the Rule of Law and the Principles of the American Founding - This core qualification requires a demonstrated knowledge of the American system of government, commitment to uphold the Constitution and the rule of law, and commitment to serve the American people. ECQ 2: Driving Efficiency - This core qualification involves the demonstrated ability to strategically and efficiently manage resources, budget effectively, cut wasteful spending, and pursue efficiency through process and technological upgrades. ECQ 3: Merit and Competence - This core qualification involves the demonstrated knowledge, ability and technical competence to effectively and reliably produce work that is of exceptional quality. ECQ 4: Leading People - This core qualification involves the demonstrated ability to lead and inspire a group toward meeting the organization's vision, mission, and goals, and to drive a high-performance, high-accountability culture. This includes, when necessary, the ability to lead people through change and to hold individuals accountable. ECQ 5: Achieving Results - This core qualification involves the demonstrated ability to achieve both individual and organizational results, and to align results to stated goals from superiors. Note: If you are a member of the SES or have been certified through successful participation in an OPM approved SES Candidate Development Program (SESCDP), or have SES reinstatement eligibility, you do not need to respond to the ECQs. Instead, you should attach proof (e.g., SF-50, Certification by OPM's SES Qualifications Review Board (QRB)) of your eligibility for noncompetitive appointment to the SES. For more information regarding the ECQs, refer to Hiring and Talent Development for the Senior Executive Service. Education This position does not have an education requirement. Additional information Recruitment or relocation incentives may be authorized. Relocation expenses (Permanent Change in Station costs) will not be paid. Actual salary for Senior Executive Service positions may vary depending on the scope and the complexity of the qualifications and current compensation of the selectee. Veteran's Preference does not apply to the Senior Executive Service. Mobility: Organizational and geographical mobility is essential in developing and managing SES leaders. Individuals selected for SES positions members may be subject to reassignment across geographical, organizational, and functional lines, and may be required to sign a Reassignment Rights and Obligation Agreement. Equal Employment Opportunity (EEO) Policy Statement: http://www.eeoc.gov/federal/index.cfm Employment Information Resources - Resource Center: https://help.usajobs.gov/how-to Males born after 12-31-1959 must be registered or exempt from Selective Service (see https://www.sss.gov/RegVer/wfRegistration.aspx) OPM must authorize any employment offers made to current or former (within the last 5 years) political Schedule A, Schedule C, or Non-career SES employees in the executive branch. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, or Noncareer SES employee in the executive branch, you must disclose that to the Human Resources Office. Expand Hide  additional information Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Benefits A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new windowLearn more about federal benefits. Review our benefits Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.