Strategic Planning Specialist.

Defense Logistics Agency; Battle Creek (MI); On-site; USD 80,000 - 120,000; Full time

Job summary

Defense Logistics Agency in the United States seeks a Strategic Planning Specialist to lead cross-functional analysis, translate strategic objectives into executable initiatives, and monitor progress toward mission priorities. You will develop executive briefings, dashboards, and data visualizations for senior leaders, while guiding culture and change-management initiatives across the organization.

The role emphasizes coordinating enterprise strategies, assessing risks, and recommending

Qualifications

• Specialized experience designing, developing, and implementing agency initiatives, projects, or programs.
• Monitoring and evaluating operations and performance to improve procedures.
• Planning and coordinating initiatives with milestones, priorities, and measurable outcomes.
• Consolidating information into briefings, reports, or data visualizations for leadership.
• Advising senior leaders on organizational culture and workforce engagement.

Responsibilities

• Serves as a senior strategic planning advisor on cross-functional teams, providing analysis and recommendations that support organizational priorities, mission requirements, and senior-leader decisions.
• Develops and implements major portions of the strategic plan and annual operating plan, converting strategic objectives into executable initiatives, milestones, performance measures, and accountable actions.
• Coordinates enterprise strategic initiatives across organizational elements to align priorities, supporting tasks, timelines, dependencies, and expected outcomes.
• Monitors strategic-plan and annual-operating-plan execution, tracks progress against established objectives, identifies implementation barriers, and recommends corrective actions.
• Evaluates operations, business information, processes, performance metrics, and mission-support activities to identify risks, shortfalls, inefficiencies, and opportunities for improvement.
• Analyzes reports, data, and organizational indicators to identify trends and root causes affecting organizational performance, workforce capability, readiness, and mission execution.
• Develops executive-level briefings, decision papers, reports, dashboards, presentations, and data visualizations that provide researched, integrated, and actionable information for senior leaders.
• Develops and coordinates strategic communications that inform the workforce and stakeholders of organizational priorities, services, capabilities, initiatives, performance results, and change efforts.
• Leads command-climate and organizational-culture assessment efforts by reviewing survey results, employee feedback, workforce concerns, and year-over-year trends.
• Identifies culture-related risks, barriers, and improvement opportunities affecting employee engagement, trust, collaboration, retention, leadership effectiveness, and organizational readiness.
• Coordinates the Culture Action Team or similar governance forum, develops measurable culture-improvement actions, assigns responsible action owners, monitors milestones, and facilitates resolution of recurring issues.
• Advises senior leaders on organizational culture, workforce engagement, and change-management matters, providing evidence-based recommendations and assessing the effectiveness of improvement initiatives.

Skills

Strategic planning

Data analysis

Executive briefing

Cross-functional teamwork

Change management

Performance measurement

Job description

• Serves as a senior strategic planning advisor on cross-functional teams, providing analysis and recommendations that support organizational priorities, mission requirements, and senior-leader decisions.


• Develops and implements major portions of the strategic plan and annual operating plan, converting strategic objectives into executable initiatives, milestones, performance measures, and accountable actions.


• Coordinates enterprise strategic initiatives across organizational elements to align priorities, supporting tasks, timelines, dependencies, and expected outcomes.


• Monitors strategic-plan and annual-operating-plan execution, tracks progress against established objectives, identifies implementation barriers, and recommends corrective actions.


• Evaluates operations, business information, processes, performance metrics, and mission-support activities to identify risks, shortfalls, inefficiencies, and opportunities for improvement.


• Analyzes reports, data, and organizational indicators to identify trends and root causes affecting organizational performance, workforce capability, readiness, and mission execution.


• Develops executive-level briefings, decision papers, reports, dashboards, presentations, and data visualizations that provide researched, integrated, and actionable information for senior leaders.


• Develops and coordinates strategic communications that inform the workforce and stakeholders of organizational priorities, services, capabilities, initiatives, performance results, and change efforts.


• Leads command-climate and organizational-culture assessment efforts by reviewing survey results, employee feedback, workforce concerns, and year-over-year trends.


• Identifies culture-related risks, barriers, and improvement opportunities affecting employee engagement, trust, collaboration, retention, leadership effectiveness, and organizational readiness.


• Coordinates the Culture Action Team or similar governance forum, develops measurable culture-improvement actions, assigns responsible action owners, monitors milestones, and facilitates resolution of recurring issues.


• Advises senior leaders on organizational culture, workforce engagement, and change-management matters, providing evidence-based recommendations and assessing the effectiveness of improvement initiatives.

Duties

• Serves as a senior strategic planning advisor on cross-functional teams, providing analysis and recommendations that support organizational priorities, mission requirements, and senior-leader decisions.


• Develops and implements major portions of the strategic plan and annual operating plan, converting strategic objectives into executable initiatives, milestones, performance measures, and accountable actions.


• Coordinates enterprise strategic initiatives across organizational elements to align priorities, supporting tasks, timelines, dependencies, and expected outcomes.


• Monitors strategic-plan and annual-operating-plan execution, tracks progress against established objectives, identifies implementation barriers, and recommends corrective actions.


• Evaluates operations, business information, processes, performance metrics, and mission-support activities to identify risks, shortfalls, inefficiencies, and opportunities for improvement.


• Analyzes reports, data, and organizational indicators to identify trends and root causes affecting organizational performance, workforce capability, readiness, and mission execution.


• Develops executive-level briefings, decision papers, reports, dashboards, presentations, and data visualizations that provide researched, integrated, and actionable information for senior leaders.


• Develops and coordinates strategic communications that inform the workforce and stakeholders of organizational priorities, services, capabilities, initiatives, performance results, and change efforts.


• Leads command-climate and organizational-culture assessment efforts by reviewing survey results, employee feedback, workforce concerns, and year-over-year trends.


• Identifies culture-related risks, barriers, and improvement opportunities affecting employee engagement, trust, collaboration, retention, leadership effectiveness, and organizational readiness.


• Coordinates the Culture Action Team or similar governance forum, develops measurable culture-improvement actions, assigns responsible action owners, monitors milestones, and facilitates resolution of recurring issues.


• Advises senior leaders on organizational culture, workforce engagement, and change-management matters, providing evidence-based recommendations and assessing the effectiveness of improvement initiatives.

Requirements

Conditions of employment

• Must be a U.S. citizen


• Tour of Duty: Set Schedule


• Security Requirements: Non-Critical Sensitive with Secret Access


• Appointment is subject to the completion of a favorable suitability or fitness determination, where reciprocity cannot be applied; unfavorably adjudicated background checks will be grounds for removal.


• Fair Labor Standards Act (FLSA): Exempt


• Selective Service Requirement: Males born after 12-31-59 must be registered or exempt from Selective Service.


• Recruitment Incentives: Not Authorized


• Bargaining Unit Status: No


• Selectees are required to have a REAL ID or other acceptable identification documents to access certain federal facilities. See https://www.tsa.gov/real-id for more information.

Qualifications

To qualify for a Strategic Planning Specialist your resume and supporting documentation must support:

• Specialized Experience: One year of specialized experience that equipped you with the particular competencies to successfully perform the duties of the position and is directly in or related to this position. To qualify at the GS-13 level, applicants must possess one year of specialized experience equivalent to the GS-12 level or equivalent under other pay systems in the Federal service, military, or private sector. Applicants must meet eligibility requirements including time-in-grade (General Schedule (GS) positions only), time-after-competitive appointment, minimum qualifications, and any other regulatory requirements by the cut-off/closing date of the announcement. Creditable specialized experience includes:


• Designing, developing, and implementation of agency sponsored initiatives, projects, or programs.


• Monitoring and evaluating operations and performance to improve procedures.


• Planning, directing, and coordinating the accomplishment of new initiatives, projects, or programs, ensuring priorities and metrics are established and milestone schedules were coordinated and published to reflect the agreed upon outcomes.


• Consolidating information into briefings, presentations, reports, or other forms of data visualization for presentation.


• Analyzing organizational-culture, command-climate, or workforce-engagement data including surveys, employee feedback, and performance indicators-to identify trends, root causes, risks, and improvement opportunities.


• Developing, implementing, and monitoring organizational-culture or workforce-improvement action plans that establish measurable objectives, milestones, responsible officials, and corrective actions.


• Advising senior leaders and coordinating cross-functional stakeholders on organizational culture, workforce engagement, change management, and strategies to improve organizational effectiveness and mission execution.

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

• 302.106, DLA will provide Section 508 conformant ICT to employees with disabilities. All ICT interfaces with the public related to vacancy announcements and career transition opportunities must conform to the applicable requirements in the current ICT Standards and Guidelines (36 C.F.R.
  


• 1194).
  

For Important General Applicant Information And Definitions Go To

Reemployed Annuitants:

This position does not meet criteria for appointment of Reemployed Annuitants. The DoD criteria for hiring Reemployed Annuitants can be found at:

Information For Veterans Is Available At

Drug-Free Workplace Policy

The Defense Logistics Agency (DLA) is committed to maintaining a safe, drug-free workplace. All DLA employees are required to refrain from illegal drug use on and off duty. DLA conducts pre-employment, reasonable suspicion, post-accident, and random drug testing.

Applicants tentatively selected for employment in testing designated positions will undergo a urinalysis to screen for illegal drug use prior to appointment. Refusal to undergo testing or testing positive for illegal drugs will result in withdrawal of the tentative job offer and a six-month denial of employment with DLA from the date of the drug test. Employees in drug testing designated positions are subject to random drug testing. A negative drug test result must be received by HR within 30 calendar days after the EOD (i.e., start date). The selectee's inability successfully pass; or refusal to conduct the test may result in: 1) the tentative or FJO being withdrawn during the recruitment process; or 2) subsequently being removed from Federal service for failure to meet a condition of employment. You may be required to sign a \"Drug Test Statement of Understanding\" if you are selected for this position.

The DLA drug testing panel tests for the following substances: marijuana, cocaine, opiates, heroin, phencyclidine, amphetamines, methamphetamines, fentanyl, norfentanyl, methylenedioxymethamphetamine (MDMA), methylenedioxyamphetamine (MDA), and opioids.

ADVISORY: Use of cannabidiol (CBD) products may result in a positive drug test for marijuana. DLA employees are subject to Federal law and under Federal law, Marijuana is illegal.

Additional guidance on writing a federal resume can be found at:

Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution.

A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding.

Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.