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RECMGMT-L  March 2000

RECMGMT-L March 2000

Subject:

Position at NARA - Director, National Personnel Records

From:

Nancy Allard <[log in to unmask]>

Reply-To:

Records Management Program <[log in to unmask]>

Date:

Tue, 14 Mar 2000 07:58:46 -0500

Content-Type:

text/plain

Parts/Attachments:

Parts/Attachments

text/plain (461 lines)

Please respond to the address and phone number contained in the
following notice:

National Archives and Records Administration

Senior Executive Service Position

VACANCY No. SES00-01

OPEN DATE:  3-13-00

CLOSING DATE:  4-14-00

Position: Director, National Personnel Records Center

Organization: National Archives and Records Administration, Office
of 
Regional Records Services 

Duty Station: St. Louis, MO (relocation expenses may be paid)

Area of Consideration: All qualified applicants 

Salary: $113,719 - 130,200 (salary range includes locality adjustment)

NARA's Mission:  The National Archives and Records Administration (NARA), 
an independent Federal agency, is at the forefront in fields from document 
preservation to electronic records.  Exciting developments in these fields, 
along with NARA's growing leadership in information technologies, make
it a 
vital and interesting place to work. By ensuring ready access to essential 
evidence -- documentation from all three branches of the Federal
Government 
of the rights and entitlements of citizens, the actions for which Federal 
officials are accountable, and the national experience -- NARA is uniquely 
important in a democratic system that depends upon the preservation
and 
availability of such documentation. 

At more than thirty sites across the country - regional archives
and 
records services facilities, Presidential libraries, and three
major 
buildings in the Washington, DC, area - NARA safeguards and makes available 
millions of records in a variety of media ranging from our Declaration
of 
Independence and Constitution to a rapidly increasing number of
modern 
electronic files.  NARA each year welcomes to its exhibits nearly
two 
million visitors and serves the needs of thousands of researchers.  NARA 
assists Federal agencies in documenting their activities; publishes
the 
Federal Register and other official documents; oversees Federal 
declassification policies; and makes grants supporting initiatives
to 
document American history.  

About us:  The National Personnel Records Center (NPRC) is comprised of
two 
facilities.  The first, which provides storage and reference service on
the 
military personnel and medical records of retired and discharged
veterans of 
the United States Armed Forces, is located in suburban north central
St. Louis 
county with easy access to major interstate highways, Lambert
International 
Airport, and the many amenities of the St. Louis metropolitan area.  The 
facility has a full service cafeteria, fitness center, jogging path, free 
parking, and a childcare center.  The second facility provides storage
and 
reference service on the personnel and medical records of former and retired 
civilian employees of the United States Government and also services the 
records of the Internal Revenue Service and other Federal agencies.  This 
records storage facility overlooks the Mississippi River and is located
in the 
city of St. Louis just ten minutes south of downtown in a
residential/light 
industrial area.  

Major Duties: The Director of NPRC manages a national records
depository 
for military and Federal civilian service records.  NPRC has more than
3.6 
million cubic feet of records storage capacity and responds to more than 
1.9 million inquiries annually.  Military service records are
vitally 
important to documenting the rights and entitlements of the
Nation's 
veterans and have been scheduled for permanent retention in the
National 
Archives for use by veterans, their descendants, and scholars.  The 
director provides executive leadership to major program initiatives 
including:  implementing the decision to retain military service files
as 
permanent records, establishing a preservation program to prevent 
deterioration of permanent records, planning for the construction of a
new 
archival storage facility, reengineering business processes and
applying 
information technology to improve customer service, collaborating with
the 
Defense Department to implement a system for the electronic servicing
of 
military personnel records.  Leads NPRC in implementing the
recently 
enacted reimbursable records center program which provides that
storage, 
reference service, and related services will be provided to Federal 
agencies on a reimbursable basis.  Directs a staff of 550 employees.
 

Qualifications Required: Entry into the Senior Executive Service
(SES) 
requires demonstrated executive experience in all five of the
Executive 
Core Qualifications (ECQ) listed below.  Applicants must also meet
the 
professional/technical qualifications.  Experience must be at a level
of 
difficulty and responsibility comparable to the GS-15 level in the Federal 
service.  

If you are selected for initial appointment to the SES, your
qualifications 
must be certified by a Qualifications Review Board (QRB) at the Office
of 
Personnel Management.  The QRB will review your ECQs to ensure you meet
the 
qualifications for entry into the SES.  

You may be required to undergo a background investigation before 
appointment to this position.  

You must complete a 1-year probationary period if you have not
previously 
completed a probationary appointment in the SES.  

How to apply:  Please provide the following:

A resume, Optional Form 612, Optional Application for Federal
Employment, 
Standard Form 171, Application for Federal Employment, or any other format. 
Your application should thoroughly describe experience, education
and 
accomplishments relevant to this position.  

For each period of experience, include: dates covered; name and address
of 
employer; grade or salary level; and number of employees supervised.
 

A narrative statement that describes your experience, education,
and 
accomplishments as they relate to (1) each of the Executive Core 
Qualifications, and (2) the professional/technical qualifications.  Clear, 
concise examples that show the level of accomplishment and degree
of 
responsibility should be provided for each factor.  

If you are currently on a career SES appointment you are not required
to 
submit a narrative ECQ statement.  If you are a graduate of an OPM approved 
SES Candidate Development Program you should submit evidence that
you 
completed the program in lieu of a narrative ECQ statement.  

Send your application to:

National Archives at College Park
Human Resources Services Division (NHH)
8601 Adelphi Road
College Park, MD 20740-6001

Applications must be received or post-marked by the closing date.

For additional information, call (301) 713-6760. 

PROFESSIONAL/TECHNICAL QUALIFICATIONS:

1.  Program Management -- Professional management experience that demonstrates 
a knowledge of the principles, concepts, practices, and methods of program 
management in a records management, archival administration, or records
center 
environment.  

2.  Business Management -- Demonstrated ability to manage an
organization.  
Demonstrated knowledge of management principles that relate to
planning, 
organizing, directing, implementing, evaluating, and leading a diverse
team of 
professional, technical, and administrative personnel.  Ability to envision 
desired program outcomes, establish goals and objectives, and to
react 
proactively to changing conditions and situations.  Ability to achieve
program 
results through effective use of financial and human resources. 

3.  Customer Service -- Demonstrated ability to develop, implement, and
manage 
a program tailored to meet customer and stakeholder needs and achieve a
high 
level of customer satisfaction.  Ability to design, plan, and
implement 
innovative programs that use state-of-the-art technology to meet customer 
needs. 

4.  Communications -- Demonstrated ability to represent an organization
and 
effectively communicate both orally and in writing to staff,
management 
officials, and customers.  Ability to negotiate with a diverse
constituency of 
individuals with conflicting agendas.  Ability to network and
develop 
alliances with external groups such as the public, Federal agencies, veterans 
groups, professional organizations, and the academic community.  


EXECUTIVE CORE QUALIFICATIONS

1.  Leading Change -- The ability to develop and implement an
organizational 
vision which integrates key national and program goals, priorities, values, 
and other factors. Inherent to it is the ability to balance change
and 
continuity--to continually strive to improve customer service and program 
performance within the basic Government framework, to create a work 
environment that encourages creative thinking, and to maintain
focus, 
intensity and persistence, even under adversity.

Key Characteristics:
a.      Exercising leadership and motivating managers to incorporate vision, 
strategic planning, and elements of quality management into the full
range of 
the organization's activities; encouraging creative thinking and
innovation; 
influencing others toward a spirit of service; designing and
implementing new 
or cutting edge programs/processes.
b.      Identifying and integrating key issues affecting the
organization, 
including political, economic, social, technological, and
administrative 
factors.
c.      Understanding the roles and relationships of the components of
the national 
policy making and implementation process, including the President, political 
appointees, Congress, the judiciary, state and local governments, and
interest 
groups; and formulating effective strategies to balance those
interests 
consistent with the business of the organization.
d.      Being open to change and new information; tolerating ambiguity;
adapting 
behavior and work methods in response to new information, changing conditions, 
or unexpected obstacles; adjusting rapidly to new situations
warranting 
attention and resolution.
e.      Displaying a high level of initiative, effort, and commitment
to public 
service; being proactive and achievement-oriented; being
self-motivated; 
pursuing self-development; seeking feedback from others and
opportunities to 
master new knowledge. 
f.      Dealing effectively with pressure; maintaining focus and
intensity and 
remaining persistent, even under adversity; recovering quickly from setbacks.

2.  Leading People -- The ability to design and implement strategies which 
maximize employee potential and foster high ethical standards in
meeting the 
organization's vision, mission, and goals. 

Key Characteristics:
a.      Providing leadership in setting the workforce's expected
performance levels 
commensurate with the organization's strategic objectives;
inspiring, 
motivating, and guiding others toward goal accomplishment; empowering
people 
by sharing power and authority.
b.      Promoting quality through effective use of the organization's
performance 
management system (e.g., establishing performance standards, appraising
staff 
accomplishments using the developed standards, and taking action to reward, 
counsel, or remove employees, as appropriate).
c.      Valuing cultural diversity and other differences; fostering an
environment 
where people who are culturally diverse can work together cooperatively
and 
effectively in achieving organizational goals.
d.      Assessing employees' unique developmental needs and providing
developmental 
opportunities which maximize employees' capabilities and contribute to
the 
achievement of organizational goals; developing leadership in others through 
coaching and mentoring.
e.      Fostering commitment, team spirit, pride, trust, and group identity; taking 
steps to prevent situations that could result in unpleasant
confrontations.
f.      Resolving conflicts in a positive and constructive manner; this
includes 
promoting labor/management partnerships and dealing effectively with employee 
relations  matters, attending to morale and organizational climate issues, 
handling administrative, labor management, and EEO issues, and
taking 
disciplinary actions when other means have not been successful.

3.  Results Driven -- This core qualification stresses accountability
and 
continuous improvement. It includes the ability to make timely and effective 
decisions and produce results through strategic planning and the 
implementation and evaluation of programs and policies.

Key Characteristics:
a.      Understanding and appropriately applying procedures,
requirements, 
regulations, and policies related to specialized expertise;
understanding 
linkages between administrative competencies and mission needs;
keeping 
current on issues, practices, and procedures in technical areas.
b.      Stressing results by formulating strategic program plans which
assess 
policy/program feasibility and include realistic short- and long-term
goals 
and objectives. 
c.      Exercising good judgment in structuring and organizing work and
setting 
priorities; balancing the interests of clients and readily
readjusting 
priorities to respond to customer demands.
d.      Anticipating and identifying, diagnosing, and consulting on potential or 
actual problem areas relating to program implementation and goal
achievement; 
selecting from alternative courses of corrective action, and taking action 
from developed contingency plans.
e.      Setting program standards; holding self and others accountable
for 
achieving these standards; acting decisively to modify them to
promote 
customer service and/or the quality of programs and policies. 
f.      Identifying opportunities to develop and market new products
and services 
within or outside of the organization; taking risks to pursue a
recognized 
benefit or advantage.

4.  Business Acumen -- The ability to acquire and administer human, financial, 
material, and information resources in a manner which instills public
trust 
and accomplishes the organization's mission, and to use new technology
to 
enhance decision making.

Key Characteristics:
a.      Assessing current and future staffing needs based on
organizational goals 
and budget realities. Applying merit principles to develop, select, and
manage 
a diverse workforce.
b.      Overseeing the allocation of financial resources;
identifying 
cost-effective approaches; establishing and assuring the use of
internal 
controls for financial systems.
c.      Managing the budgetary process, including preparing and
justifying a budget 
and operating the budget under organizational and Congressional
procedures; 
understanding the marketing expertise necessary to ensure appropriate
funding 
levels.
d.      Overseeing procurement and contracting procedures and
processes.
e. Integrating and coordinating logistical operations
f. Ensuring the efficient and cost-effective development and
utilization of 
management information systems and other technological resources that
meet the 
organization's needs; understanding the impact of technological changes
on the 
organization.

5.  Building Coalitions/Communication -- The ability to explain,
advocate and 
express facts and ideas in a convincing manner, and negotiate with individuals 
and groups internally and externally. It also involves the ability to
develop 
an expansive professional network with other organizations, and to identify 
the internal and external politics that impact the work of the
organization.

Key Characteristics:
a. Representing and speaking for the organizational unit and its work
(e.g., 
presenting, explaining, selling, defining, and negotiating) to those within 
and outside the office (e.g., agency heads and other Government
executives; 
corporate executives; Office of Management and Budget officials;
Congressional 
members and staff; the media; clientele and professional groups);
making clear 
and convincing oral presentations to individuals and groups;
listening 
effectively and clarifying information; facilitating an open exchange
of 
ideas.
b. Establishing and maintaining working relationships with internal 
organizational units (e.g., other program areas and staff support functions); 
approaching each problem  situation with a clear perception of
organizational 
and political reality; using contacts to build and strengthen internal
support 
bases; getting understanding and support from higher level management.
c. Developing and enhancing alliances with external groups (e.g.,
other 
agencies or firms, state and local governments, Congress, and
clientele 
groups); engaging in cross-functional activities; finding common ground
with a 
widening range of stakeholders.
d. Working in groups and teams; conducting briefings and other
meetings; 
gaining cooperation from others to obtain information and accomplish goals; 
facilitating "win-win" situations.
e. Considering and responding appropriately to the needs, feelings,
and 
capabilities of different people in different situations; is tactful and 
treats others with respect.
f. Seeing that reports, memoranda, and other documents reflect the position 
and work of the organization in a clear, convincing, and organized
manner.

Note:  Additional information on the SES and how to address
qualifications can 
be found on the following web site: 
http://www.opm.gov/ses/html/sesguide.h= 
tm


Posted by:

Nancy Allard
Policy and Planning Staff
National Archives and Records Administration


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