Program Integration SME

Responsibilities:

• Provide system and program acquisition support, as defined in DoDI 5000.02
• Measure the efficiency and productivity of multiple acquisition programs; implement qualitative and quantitative research techniques - gather, analyze, and measure
• Support activities that assist the program manager in assessing what programs are within schedule and cost baselines
• Recommend viable solutions to complex program acquisition problems and pursue alternative courses of action.
• Draft and author quality acquisition and program documentation (briefings, documents, plans, etc.)
• Plan, research, analyze, and assess system acquisition in terms of development, production, and deployment of weapons systems and associated equipment; formulate plans, and recommend effective strategies in meeting cost, schedule, and performance objectives
• Support and develop acquisition reports, including statutory and regulatory reports (i.e. DAES, MAR, etc.).
• Support program management reviews, senior-level meeting/reviews and IMP/IMS reviews
• Apply advanced technical/professional knowledge as well as a comprehensive understanding and ability to apply associated standards, procedures, and practices in their area of expertise (Program Office, Enterprise and Staff Level Support interface)
• Establish and implement division processes to ensure efficient review, coordination, and approval of all division tasks, briefings, acquisition documentation, acquisition reporting, and organizational management
• Interpret complex requests/tasks from higher-level organizations (including PEO Staff, Air Staff, DoD Staff, and Congressional Staff) and construct, organize, and implement data calls across multiple functional disciplines within the division to efficiently/timely develop an appropriate response for senior leader review.
• Consolidate/synthesize data inputs from multiple programs, data inputs from multiple functional disciplines, and independent research into coherent products to support senior leadership decision processes and products.
• Other Duties at assigned.

Minimum Qualification:

• Active Secret Clearance
• Bachelor's Degree
• Expert knowledge of DoD Acquisition and DoDI 5000 series
• 10+ years of experience working in DoD acquisition programs
• Must have direct experience with acquisition reporting, including but not limited to DAES, MAR, Selective Acquisition Review (SAR), and GAO audits
• Desirable to have experience in more than one acquisition discipline, especially program management and financial management.

Preferred Qualifications:

• Master's Degree
• 15 + years of experience leading and managing programs in a DoD environment
• Experience interacting with PEO Staff, Air Force and/or DoD Headquarter Staff. Highly desired to have held a position on Air Force Headquarter Staff, preferably at SAF/AQ and/or PEO Staff

All positions at Applied Research Solutions are subject to background investigations. Employment is contingent upon successful completion of a background investigation including criminal history and identity check.

This contractor and subcontractor shall abide by the requirements of 41 CFR 60-741.5(a). This regulation prohibits discrimination against qualified individuals on the basis of disability, and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified individuals with disabilities.

This contractor and subcontractor shall abide by the requirements of 41 CFR 60-300.5(a). This regulation prohibits discrimination against qualified protected veterans, and requires affirmative action by covered contractors and subcontractors to employ and advance in employment qualified protected veterans.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)