Summary This position is part of the Defense Human Resources Activity. The incumbent will be responsible for providing expertise in SAPR strategy and communication. Communicating the SAPRO team's objectives, milestones and deadlines, as well as advising on problem solving methods and/or techniques. Balances the day to day work load on time sensitive projects and support in understanding SAPR policies and procedures. Responsibilities As a SEXUAL ASSAULT PREVENTION AND RESPONSE STRATEGY OFFICER at the GS-0301-15 some of your typical work assignments may include: 1. As the Senior Strategy Advisor, provides expertise in SAPR strategy and communication. Communicates the SAPRO team's objectives, milestones and deadlines, as well as advising on problem solving methods and/or techniques. Balances the day to day work load on time sensitive projects and support in understanding SAPR policies and procedures. Provides direction to team members on training requirements and provides budgetary requests to Deputy Director on strategic and communication program needs. Monitors and reports program status to the Deputy Director and briefs progress in staff meetings to the Director. Oversees preparation, presentation and communication of final work related products to the Deputy Director. Analyzes and improves effectiveness and efficiency of work processes. Integrates legal reviews and policy considerations into an informed and integrated strategic plan. 2. Develops long term strategic goals and objectives for SAPRO. Identifies, analyzes and oversees highly sensitive issues that affect integration of the strategic plan between the Services and the Office of the Secretary of Defense. Responsible for the clarification, understanding, and implementation of the strategic plans, policies and initiatives ensuring both the content and the spirit of the OSD guidance are implemented into action. Possesses the ability to identify potential barriers and apply solutions to overcome such barriers. Facilitates changes in fluid structures ensuring smooth transitions. Maintains the SAPR Strategic Calendar of significant strategic events, high-payoff tasks, and strategy milestones. Maintains Director's priorities and incorporates them into strategic plan assessments. Conducts annual review of the SAPR Strategic Plan and integrates oversight and tracking of Prevention Strategy tasks. Responsible for the maintenance of the SAPR Strategy Business Rules. 3. Based on proven leadership abilities, provides advice and guidance to the Director, Deputy Director, the Services and/or other program leads within SAPRO on a broad range of strategic and/or communication related matters. Coordinates and oversees program actions that can extend to the Executive Office of the President, Members of Congress, Senior Service Leadership, and OSD. Based on expertise, leads special projects, studies, reports and briefings. 4. Establishes and maintains appropriate working relationships with DoD and Federal entities and the private sector. Must be able to represent the Director, SAPRO at various meetings, conferences, and seminars where it is necessary for interpretation and articulation of official OSD policies pertaining to assigned areas. 5. Manages SAPR communications activities designed to educate and inform various audiences of DoD's efforts to prevent and respond to sexual assault in the military, including the development of communications products such as briefings, speeches, remarks, press releases, media tools, marketing, multimedia products and maintenance of a comprehensive website designed to serve as the authoritative repository for the SAPR communications and policies. Requirements Conditions of Employment Qualifications You may qualify at the GS-15, if you fulfill the following qualifications: A. One year of specialized experience equivalent to the GS-14 grade level in the Federal service: 1. Developing, revising and adapting a comprehensive SAPRO Strategic and Communication Plans, ensuring the successful implementation and execution of SAPRO's Strategic and Communication Plans. 2. Working under broadly defined functions and independently determines daily priorities for the Strategic and Communication Team. Incumbent has authority to determine the scope and the objectives of projects and provide in-depth guidance and recommendations to the Deputy Director and Director as the subject matter expert. Incumbent works under loose guidelines and provides updates to supervisor. 3. Drafting high level correspondence, packages and policy for final approval. Utilizing comprehensive knowledge and skill in strategy and communications to provide complex public policy answers to Congress. Ability to provide strategic solutions to highly sensitive topics within the Sexual Assault community. 4. Using legislation and legislative processes to assess change in strategy based on Congressional hearings and decisions. Incumbent possess skills to communicate through multiple sources and multiple levels of the Federal Government. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Education Substitution of education may not be used in lieu of specialized experience for this grade level. Additional Information Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, the veteran must be a preference eligible or a veteran separated after 3 years or more of continuous active service performed under honorable conditions. Interagency Career Transition Assistance Programs: This program applies to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: 1) meet ICTAP eligibility criteria; 2) be rated well-qualified for the position; Well qualified is defined as possessing the type and quality of experience that exceeds the positions minimum qualifications. and 3) submit the appropriate documentation to support your ICTAP eligibility. For more information: https://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility requirements: Special Hiring Authority for Veterans Special Hiring Authority for Certain Military Spouses Other Special Appointment Authorities - Subpart F Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/register/) The selecting official may choose to conduct interviews, and once the selection is made, you will receive a notification of the decision. NOTE: Declining to be interviewed or failure to report for a scheduled interview will be considered as a declination for further consideration for employment against this vacancy. Selective Service Requirement: Please visit http://www.sss.gov for more information. For more information, please visit https://www.dla.mil/Portals/104/Documents/Careers/downloads/DoDGenAppInfo%2012-1-2020.pdf?ver=ECNbdsHtGilTd3OENN4A0Q%3d%3d Re-employed Annuitant: This position does not meet criteria for re-employed annuitant. The DoD criteria for hiring Re-employed Annuitants can be found at: https://www.esd.whs.mil/Portals/54/Documents/DD/issuances/140025/1400.25-V300.pdf Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level).