As a supervisor/manager, the selectee for this position will be eligible to receive a Manager Performance Incentive (MPI) provided eligibility requirements noted in agency policy are met. The MPI is an annual lump-sum incentive payment that considers agency performance, the managers individual performance, and available funding.
Serves as a Supervisory Airway Transportation Systems Specialist (SSC Manager), and is the front-line manager for the Indianapolis ARTCC AUTO SSC (WCP13-ZID).
Duties Help
Incumbent has responsibility for overall administrative and technical direction of the assigned workforce consisting of Airway Transportation Systems Specialists (ATSS) and support staff involved in providing National Air Space (NAS) services to En Route/Terminal air traffic control to the commercial airlines, and general aviation aircraft for a defined area. Reports directly to a District Manager (DM) or District Facilities Manager (DFM).
Directs the work of subordinate employees for one organizational unit/project/program within a major subdivision. Duties typically include planning/communicating the organizations vision and objectives, setting priorities, assigning tasks and responsibilities, monitoring and evaluating performance, coaching and developing employee capabilities, approving leave, and taking, recommending, or approving corrective/disciplinary action as appropriate.
Exercises authority for supervisory responsibilities over staff, including staff scheduling and approval of leave. Assures equity of performance standards and rating techniques developed for subordinates. In addition to evaluating work performance, justifies recommendations for awards/bonuses for positions in the unit for higher-level approval.
Applies a comprehensive knowledge of the technical aspects of the work directed, a detailed knowledge of budget, human resource, and other administrative policies and procedures, and a detailed understanding of the objectives of the organizational unit.
Uses assigned budget, staff, and other resources to accomplish project/program objectives. Manages budget and requests additional resources, as needed.
Identifies developmental training needs of employees and self and requests for and/or arranges needed developmental and operational training. Communicates unconventional training requests with higher level management to determine accessibility, available funding and best use of resources. Gives advice, counsel or instruction to employees on technical, operational, and/or administrative matters. Hears and resolves complaints from employees at the informal stage, referring group grievances and more serious, unresolved complaints to the higher level manager. Effects minor disciplinary measures, such as warnings and reprimands, recommending other action in more serious cases. Fosters a fair and equitable work environment.
Established guidelines, policies, and procedures typically govern work. Resolves routine problems independently, but consults with higher-level management when existing guidelines are not available or applicable to complex problems. May be called upon to assist in the development of new policies and procedures.
Contacts are primarily within the organizational unit/major subdivision with subordinates, peers, and higher-level managers to discuss the status of projects/programs and to share information.
Individual and organizational performance is typically reviewed periodically by higher-level management, often through status reports and organizational performance measures, to ensure timeliness, policy compliance, and alignment with project/program objectives.
Work activities typically impact directly on the objectives of the organizational unit. In some areas, the work may affect the organizational units internal and external customers.
