Industrial/Organizational Psychologist, PhD - Full Performance

Job Description

WE ARE THE NRO

The National Reconnaissance Office (NRO) focuses on designing, building, launching, and maintaining America's intelligence satellites. Whether creating the latest innovations in satellite technology, contracting with the most cost-efficient industrial supplier, conducting rigorous launch schedules, or providing the highest-quality products to our customers, we never lose focus on who we are working to protect: our Nation and its Citizens.

Visit us at NRO.gov.

Basic Eligibility For A Position With The NRO

U.S. Citizenship is required

You must be able to obtain and maintain a TS/SCI security clearance

You will be subject to pre-employment and periodic drug testing

You will be subject to pre-employment and periodic polygraph examinations

Where You Will Work

Response The NRO Office of Human Resources (OHR) is seeking a PhD level Industrial/Organizational (I/O) Psychologist to serve as a HR Specialist in its Workforce Strategy Group (WSG). WSG develops, oversees, and supports the achievement of the NRO Enterprise-wide Workforce Strategy and related strategic plans and efforts, and leads the NRO’s Strategic Workforce Planning analyses and reporting. The I/O Psychologist/HR Specialist (I/OP HRS) serves as a key and influential member of the WSG team. WSG leads highly visible, impactful, and innovative projects and programs focused on: the NRO Workforce Strategy and cascading strategic plans; Strategic Workforce Planning-focused programs; strategic communication with the NRO workforce, NRO leadership, Intelligence Community (IC), and various oversight entities regarding various NRO strategic plans, advancements, and accomplishments; NRO organizational health and culture analyses and assessments; organizational and employee life cycle-related survey development, execution, and evaluation; and potential strategic integrations with the IC, Department of Defense (DoD), and federal government. The I/OP HRS will maintain awareness of best practices for organizational workforce strategy and strategic workforce planning, and adapt/customize these best practices for application at the NRO. In coordination with the Chief of WSG (C/WSG), Deputy Chief of WSG (DC/WSG), and WSG team, the I/OP HRS will provide support for the execution of NRO, OHR, and WSG priorities, activities, and deliverables.

Your resume may be considered for other positions which your skills and experience may be a good match.

This is a full-time position that is open until filled.

Who May Apply

This position is open to the public.

Federal government employees MUST currently be at the grade level or higher as indicated in this announcement. This is NOT a promotion opportunity for current Federal government employees. If selected for the position, Federal government employees will transition laterally at their current grade level and step.

Federal applicants who exceed the advertised grade may voluntarily request acceptance at the lower grade IAW DoD 1400.25 Volume 2006.

The NRO is only accepting external applicants for this job announcement. Current NRO Cadre employees should apply internally.

This position may not qualify for the appointment of a Reemployed Federal Annuitant IAW DoDI 1400.25 Volume 300.

What You Will Be Doing

Support the C/WSG, DC/WSG, and WSG team in the management of and/or contribution toward a portfolio of projects regarding research, analysis, design, delivery, and/or evaluation of strategic human capital activities and initiatives that may impact/be impacted by: strategic workforce planning, learning and training, competency-based management, skill and talent gap assessment and closure, organizational design, recruitment and hiring, training and development, performance management, succession planning, workforce demographics, workforce diversity and inclusion, career pathing/planning, workforce development, position allocation and management, workforce policies, organizational culture, organizational change management, strategic communications, and survey/assessment design, execution, and evaluation.

Illuminate organizational dynamics by designing and executing scientifically defensible quantitative, qualitative, and mixed method data-gathering, analysis, and data management efforts of varying complexity and using a wide range of data-driven methods. Possible topical areas include leader perceptions, employee and candidate engagement, workforce program effectiveness, and the impact of culture on organizational change and performance.

Review cutting edge and best practice programs in government, industry/private sector, academia, and professional associations to benchmark successful practices, programs, and data/analysis. Leverage creativity, innovation, critical thinking, and influence to translate these practices into internal programs that enhance the ability of the NRO workforce to achieve its mission.

Recommend innovative or novel means of analyzing, conveying, visualizing, and presenting data to technical and non-technical audiences to achieve clarity and understanding.

Identify and capture workforce trend data, ensure data/analysis limitations are identified and accurately conveyed in reports and briefs, and identify challenges, risks, root causes, and opportunities with datasets and recommend solutions.

Support the development, review, editing, and delivery of a wide range of internal and external deliverables to oversight entities, leadership teams, and IC and DoD partner organizations.

Support WSG responses and contributions to the NRO’s and OHR Front Office’s ad hoc requests and for informational/data calls and queries for internal and external partners and oversight entities.

Liaise with NRO Parent Element (PE) and Directorate and Office (D&O) representatives to discover unique organizational and workforce dynamics impacting discrete and overall aspects of the NRO workforce strategy, and recommend and initiate partnership and research opportunities to advance the goal of understanding and promoting shared values, vision, and practices where appropriate.

Maintain flexibility and quality in light of changing prioritizations across multiple simultaneous demands, deliverables, and customers.

Utilize subject matter expertise to complement, enhance, and review/edit WSG government and contractor team work products prior to delivery to internal and external stakeholders while ensuring consistency of presentation in established/approved deliverables and maintaining alignment with milestones, deadlines, and priorities.

What You Need

PhD in Industrial, Organizational, I/O Psychology, or closely related field from an accredited college/university.

Knowledge of organizational culture and dynamics, organizational design, strategy, change management, strategic workforce planning, and assessment initiatives and activities

Skill and experience in designing, executing, and analyzing quantitative and qualitative research on organizational culture and performance, management and employee relationships, military and civilian interactions, and similar dynamics

Ability to clearly connect data to conclusions and explain assumptions and limits of research

Ability to leverage technology to produce insightful, grounded data visualization and clear and compelling briefs, white papers, talking points, and other deliverables

Knowledge of federal human capital lifecycle and of federal, IC, DoD, and NRO HR policies, processes, practices, and systems

Skill and experience in managing projects and programs, especially research projects and programs, of varying size, depth, breadth, and focus, including scoping and planning, documentation, quality review/control, resource management, schedule, and evaluation

Ability to design, develop, deliver, and evaluate robust and effective organizational assessment activities and initiatives, and providing customized insights into tactical/operational steps for strategic transformation

Ability to confidently brief senior-level leadership in ambiguous and potentially contentious analytical findings

Skill and experience consulting and interacting productively with Military, federal civilian, academic, and private industry and academia members and leaders regarding organizational and human relational dynamics as these apply to workforce strategy and strategic workforce planning

Ability to build collaborative, consultative, and effective relationships across the NRO, IC, and DoD organizations

Ability to manage multiple tasks and often rapidly-shifting priorities with short, competing timelines and deliverables

Ability to leverage advanced oral and written communication skills, especially to negotiate with and influence others

Ability to be a creative and critical thinker, develop solutions, and facilitate problem solving

Qualifying experience may have been acquired in any public or private sector job, but will clearly demonstrate past experience in the application of the particular competencies/knowledge, skills, and abilities necessary to successfully perform and is typically in or directly related to the duties of the position as described above. Experience must be reflected in your resume.

Other Information

Overtime Statement: MAY be required to work other than normal duty hours, which may include evenings, weekends, and/or holidays.

Travel Statement: MAY be required to travel in military or commercial aircraft to perform temporary duty assignments.

Financial Disclosure: MAY be required to file an OGE Form 450, Confidential Financial Disclosure Report, upon appointment and will be required to file annually.

Defense Acquisition Workforce Improvement Act (DAWIA) coded positions: If selected for a DAWIA coded position, the incumbent must meet appropriate certification requirements IAW the Defense Acquisition Workforce Improvement Act (DAWIA) no later than 24 months after accepting this position. Individual shall maintain, at a minimum 80 continuous Learning Points every 24 months via the services acquisition management system. DAWIA requirements may be located at the Defense Acquisition University website.

Geographic Mobility Agreement: MAY be subject to directed reassignment as required to address mission effectiveness, and/or career development.

Information Assurance (IA): Must achieve the appropriate IA certification within six months of assignment.

Emergency Essential: Certain positions MAY be deemed emergency essential and incumbents must be willing to meet all position requirements.

Location

Chantilly, VA 20151

Salary

2023 salary range for the Washington, DC area: GG-12 $94,199 – $122,459

**This position is a Full performance level DCIPS position. The NRO is accepting applications from U.S. Citizens and current Federal Government employees for this position. To qualify for the position, Federal government employees MUST currently be at the GG – 12 grade level and may ONLY apply for a lateral reassignment at their current grade level and step. Federal applicants who exceed the advertised grade may voluntarily request acceptance at the lower grade per IAW DoD 1400.25 Volume 2006.

Hiring Incentives

The NRO may offer hiring incentives and other entitlements at management’s discretion.

Trial Period

All new DCIPS employees will be required to serve a 2-year trial period.

Veterans’ Preference

DoD Components with DCIPS positions apply Veterans’ Preference to preference eligible candidates as defined by Section 2108 of Title 5 USC, in accordance with the procedures provided in DoD Instruction 1400.25, Vol 2005, DCIPS Employment and Placement. If you are a veteran claiming veterans’ preference, as defined by section 2108 of Title 5 USC, you must submit documents verifying your eligibility upon request.

Equal Employment Opportunity Policy

The United States Government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.

Equal Employment Opportunity (EEO) for federal employees & job applicants

Reasonable Accommodation Policy

Federal agencies must provide reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation for any part of the application process should follow the instructions in the job opportunity announcement. For any part of the remaining hiring process, applicants should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.

A reasonable accommodation is any change to a job, the work environment, or the way things are usually done that enables an individual with a disability to apply for a job, perform job duties or receive equal access to job benefits.

Under the Rehabilitation Act of 1973, federal agencies must provide reasonable accommodations when:

An applicant with a disability needs an accommodation to have an equal opportunity to apply for a job.

An employee with a disability needs an accommodation to perform the essential job duties or to gain access to the workplace.

An employee with a disability needs an accommodation to receive equal access to benefits, such as details, training, and office-sponsored events.

You can request a reasonable accommodation at any time during the application or hiring process or while on the job. Requests are considered on a case-by-case basis. Please send your request to .

Privacy Act Notice

Privacy Act Notice (PL 93-579): We use this information to determine qualifications for employment. This is authorized under Title 5 U.S.C. 3302 and 3361.

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