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During Crisis Management Team activation, must be able to run around-the-clock shift operations. Directly supervise several civilian personnel providing mission-oriented business process support and a few employees in the Current Operations Division day staff providing information technology and knowledge management support.
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Creditable specialized experience includes: Applying transportation and traffic management policies, principles, regulations and of standard transportation and movement procedures; administrative, personnel and training policies, regulations, and guidelines to provide staff assistance to subordinate activitiesEvaluating current and proposed programs, and recommend improvements based upon management, judgment, and technical considerations pertaining to transportation and traffic management.
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This is a(n) General Administration and Management Career Field position. Positions are open to current students pursuing a qualifying degree or certificate in an accredited high school, college (including 4-year colleges/universities, community colleges, and junior colleges); professional, technical, vocational, and trade school; advanced degree programs; or other qualifying educational institution on at least a half-time basis (as defined by the institution in which the student is enrolled.
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Leads centralized agency oversight of financial management policy, financial management internal controls, enterprise risk management, and audit response and sustainment; Oversees workflow of subordinate government staff and contracted staff engaged in the interpretation and development of financial management policy and guidance, annual planning of the Risk Management Internal Control (RMIC) program, Chief Financial Officer's Act of 1990 compliance, and audit response activities.
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Within the Department of Defense (DoD), the appointment of retired military members within 180 days immediately following retirement date to a civilian position is subject to the provisions of 5 United States Code 3326.
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This position is covered by the Department of Defense Priority Placement Program. Federal annuitant information: The selection of an annuitant is subject to the Department of Defense and Department of the Navy policy on the employment of annuitants.
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You will conduct inspections to investigate compliance with applicable standards for water and wastewater, air, above ground and underground storage tanks, spill prevention, clean-up actions, waste management, and natural and cultural resources.
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Successful completion of a Degree: biological sciences, agriculture, natural resource management, chemistry, or related disciplines appropriate to the position. Combination of education and experience in one of the above majors that includes at least 24 semester hours in biological sciences, agriculture, natural resource management, chemistry, or a discipline related to this position plus appropriate experience or additional education.
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0401 General Natural Resources Management And Biological Sciences. Portsmouth Naval Shipyard, ME. Current permanent employees of BSO NV25 and DoD Military Spouse Preference (MSP) eligibles. Successful completion of a curriculum leading to a bachelor's degree in an appropriate scientific field, e.g., engineering technology, physics, chemistry, architecture, computer science, mathematics, hydrology, or geology, may be accepted in lieu of a bachelor's degree in engineering, provided the applicant has had at least 1 year of professional engineering experience acquired under professional engineering supervision and guidance.
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Current Department of Defense (DOD) Civilian Employee (non-Army) Selection is subject to restrictions resulting from Department of Defense referral system for displaced employees.
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Serves as a Management Assistant in a Contract Management Office (CMO) within Defense Contract Management Agency (DCMA) with primary responsibility for providing administrative and technical support to the Commander/Director and Deputy.
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Retired Civil Service Employee: Employment of retired Federal employees receiving an annuity is subject to the requirements of the Department of Defense (DoD) policy guidance. 0089 Emergency Management Specialist.
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Land Management Workforce Flexibility Act. Receive data and enter into the student information management database. Prepare reports from the student information management system database.
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Your resume must demonstrate at least one year of specialized experience equivalent to the next lower pay band, NH-03 (GS-13 Equivalent), in the Federal service or equivalent experience in the private or public sector leading program or project management operations, requirements, or functions (e.g. contracting, budget planning and execution, systems acquisition, costs, performance, schedules, or strategic planning) for the development, acquisition, maintenance, or modernization of ships.
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You will serve as Maintenace Supervisor for teh management/technical direction of Shop operations. You will provide adminstrative supervision/management over shop operations. Certain current or former term or temporary federal employees of a land or base management agency.
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management job Company: Department Of Defense
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.