Federal Reserve Board of Governors
Manager, Personnel Security - MGT (Finance)
Requires strong analytical abilities and good oral and written communication skills acquired through a Bachelor's degree or equivalent work experience and nine years of specific work experience in personnel security. Must possess expert knowledge and have experience in a wide range of concepts, principles, and practices associated with a personnel security program. Must also possess specific knowledge of suitability and investigative requirements in order to assist the Personnel Security Officer in the denial or granting of clearances. Incumbent must meet the Board's standards for employment and successfully pass a background security investigation to include a fingerprint check, name check, and credit check before being appointed into this position. Position requires a Top Secret clearance with CIA Special Access Approval. Proficient in the use of e-Quip, e-Clearance, and OPM fingerprint systems highly desirable. Must be knowledgeable of Presidential Directives and Federal Registry Guidelines pertaining to National Security and suitability.
Manages the day-to-day operations, production goals, and staff within the Personnel Security Office. Provides clear strategic direction, identifies customer needs, and develops metrics to monitor work processes. Embodies a strong customer service philosophy and ensures this focus is delivered by staff to clients in support of their objectives. Ensures deadlines are met, and budget/procurement guidelines are followed. Responsible for business processes, business applications, and systems that encompass many components and technologies of a personnel security program which are considered critical to the Division of Management, the Board, and the Federal Reserve System.
The Mgr, Personnel Security creates and implements criteria for determining the sensitivity of positions and determines whether special investigative requirements apply for the varying clearance levels. Creatively resolves complex issues within given constraints and creates efficient and effective business processes and solutions.
The work affects the overall success or failure of the Board's personnel security program. Recommendations and actions of the manager can also affect the operation and efficiency of critical business processes at the Board and throughout the System. Additionally, failure to properly administer the personnel security program could severely jeopardize the Board's credibility in adjudicating, managing, and granting of security clearances. Actions, decisions, and results directly affect the timeliness, security, effectiveness, and efficiency of work done by division staff members at all levels and may affect the Board's compliance with laws, regulations, initiatives, technology, and financial auditing requirements. Failure to meet auditing and evolving compliance requirements may subject the Board to financial and reputational risks.
The Mgr, Personnel Security serves as a member of the Unit's senior staff. As such, the incumbent has regular contact with all levels of Board staff, Federal Reserve System personnel, and personnel security staff of other federal agencies. Incumbent must possess professional communication skills because he or she will serve as subject matter expert for both the Personnel Security Office and the Board. Incumbent will regularly communicate with his or her counterparts outside the Board which include System staff, contractors, and vendors.
Performs the full range of supervisory responsibilities to include setting staff priorities, establishing work objectives, monitoring work assignments, evaluating staff performance, and making recommendations regarding promotions, salary actions and training. Directly responsible for ensuring the proper administration of the Board's Performance Management Program within the Personnel Security Office and responsible for completing performance appraisals on direct reports and then reviewing the completed performance appraisals with those direct reports. Performs staff evaluations and make recommendations regarding hiring, terminations, pay or performance. Serves as a coach and mentor for subordinates.