Administrative Officer

Summary Serves as an Administrative Officer for the Office of Airports (ARP) and is responsible for providing advice and guidance to management and staff on a variety of administrative management functions and services. Responsibilities Serves as the primary focal point responsible for coordinating, developing, preparing, monitoring and executing the annual operating budget. Provides guidance, assistance and implements recommendations on the execution of the annual budget. Prepares annual financial operating plans, initiates and executes quarterly reviews, and completes monthly budgetary requirements. Maintains fiscal controls (cuff records/spreadsheets) to ensure compliance with stated allocations and allotments. Evaluates and monitors expenditures; and makes recommendations based on trends, deficiencies, and known or anticipated program requirements. Independently applies experience and knowledge to develop budgetary reports. Coordinates with management and the Airports budget team to ensure all hiring and recruitment activities and plans are initiated, developed and managed to applicable staffing levels; ensures end-of-year hiring numbers are obtained and are consistent with Airports priorities. Develops, tracks, maintains and distributes specialized reports and metrics to improve resource utilization. Monitors and prepares appropriate documentation in support of procurement activities such as office supplies, materials, equipment, and contractual services. Monitors costs and tracks expenditures for budgetary purposes. Approves procurement requests, monitors costs, and tracks expenditures for budgetary purposes. Maintains and conducts review of monthly and quarterly status reports on ARP contracts; coordinates documents/contracts/actions with the designated Contracting Officer's Representative (COR). May serve as a COR on selected contracts. Initiates, prepares and forwards documents for processing in support of requests for personnel actions. Applies advanced experience and knowledge of administrative procedures to develop and distribute status updates and reports to senior management. Provides advice, guidance and support to senior management with preparation of position descriptions, job analysis tools, pay/decision tools, and other general correspondences required by AHR for staffing and classification requests. Provides advice and guidance to the administrative staff on policies, procedures and processes related to organizational programs. Develops, establishes, and independently achieves goals and objectives for the organization, ensuring consistency with agency goals and objectives. Requirements Conditions of Employment We are not accepting applications from noncitizens. Qualifications To qualify for this position you must demonstrate in your application that you possess at least one year of specialized experience equivalent to the FV-H, FG/GS-12 level. This experience is typically related to the line of work of the position to be filled and which has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of the position. To be creditable, specialized experience must have been at least equivalent to the next lower level in the normal line of progression for the occupation in the organization. ----------------------------------------------------------------------------------------------------------------------------------------- SPECIALIZED EXPERIENCE IS DEFINED AS: Experience preparing, executing and managing budgets; providing recommendation on budget allocations and/or adjustments, as needed. OR; Experience organizing and maintaining annual budgetary records, applying, interpreting and analyzing complex policies to make budgetary decisions and recommendations. AND; Experience coordinating sensitive staffing and/or personnel related matters with management and the Office of Human Resources for follow up action. OR; Experience interpreting and providing guidance to management and staff on established or complex staffing and/personnel policies and procedures. ----------------------------------------------------------------------------------------------------------------------------------------- You should include relevant examples of the specialized experience in your work history. Errors or omissions may impact your rating or may result in you not being considered. Answer all questions to the best of your ability. DO NOT ASSUME THAT BECAUSE YOU HOLD, OR HAVE HELD THIS POSITION, YOU WILL AUTOMATICALLY BE FOUND ELIGIBLE. You may be asked to provide evidence or documentation that you have this type of experience later in the selection process. Your responses are subject to verification through job interviews, or any other information obtained during the application process. Any exaggeration of your experience or any attempt to conceal information can result in disqualification. *Applicants who fail to demonstrate possession of any of the above criteria AND who do not provide the required documentation will receive no further consideration for this position.* Applicants may be asked to verify information on your application for employment with the FAA. **All qualification requirements must be met by the closing date of this vacancy announcement.** Eligible applicants meeting the minimum qualification requirements and/or selective placement factor(s) (SPF) may be further evaluated on the Knowledge, Skills and Abilities (KSA) and/or Quality Ranking Factor (QRF) listed in the announcement. Based on this evaluation, applicants will be placed in one of the following categories: (1) score order; (2) category grouping; (3) alphabetical; or (4) priority grouping, and referred to the selecting official for selection consideration. Education Education cannot be substituted for experience. Additional Information We may use this vacancy to fill other similar vacant positions. Position may be subject to a background investigation. A one-year probationary period may be required. The U.S. Department of Transportation strives to ensure that equity, transparency, accountability, collaboration, and communication permeate all that we do for the betterment of the Department, the traveling public, and our nation. As such, DOT values a highly diverse workforce of persons who promote a culture of belonging by respecting the personal dignity and worth of each individual and fostering a positive environment where all feel safe and welcome. If these commitments coincide with your personal ideals and professional aspirations, please consider joining the DOT family. Leave Enhancement: FAA organizations may offer enhanced annual leave accrual to newly appointed or reappointed employees. In order to receive consideration for such a benefit, applicants' prior non-Federal service or active duty uniformed service must directly relate to the duties of the position to which appointed. Granting enhanced annual leave is at the sole discretion of the hiring organization, and granting such benefit is not an entitlement nor guaranteed to any newly hired employee. NOTES: 1. This position is covered by the FAA Core Compensation plan. Additional information about Core Compensation is available at: https://www.faa.gov/jobs/working\_here/benefits. 2. As a part of the Federal-Wide Hiring Reform Initiative (streamlining the hiring process), the FAA is committed to eliminating the use of Knowledge, Skills and Ability (KSA) narratives from the initial application in the hiring process for all announcements. Therefore, as an applicant, you are NOT required to provide a narrative response in the text box listed below each KSA. In lieu of providing a KSA narrative response in the text box listed below each KSA section, in your work history, please include information that provides specific examples of how you meet the response level or answer you chose for each KSA. Your work history examples should be specific and clearly reflect the highest level of ability. Your KSA answers will be evaluated further to validate whether the level that you selected is appropriate based on the work history and experience you provided. Your answers may be adjusted by a human resource specialist as appropriate. 3. Some, all, or none of the applicants may be interviewed. 4. This Level 5 (Moderate Risk; Public Trust) position requires favorable adjudication of a Minimum Background Investigation (MBI) background investigation prior to appointment, unless a waiver is obtained. 5. This announcement is also being advertised under VA #AWA-ARP-24-3668BR-92166. Please review both vacancy announcements before making application to determine your eligibility to apply. This is not a bargaining unit position. Links to Important Information: Locality Pay, COLA