Management and Program Analyst

Duties

• CBP employees demonstrate the highest level of commitment to protect and serve the United States of America and to exemplify the CBP Core Values of Vigilance, Service to Country and Integrity. Learn more about CBP's mission, core values and careers at https://www.cbp.gov/about Serves as a Workforce Management Analyst responsible for supporting position management, workforce reporting, and personnel action coordination for the Office of Intelligence. The position monitors staffing and position data, reviews workforce documentation for accuracy and policy alignment, maintains organizational tracking tools, and coordinates with internal stakeholders and CBP HRM to support timely and accurate human capital actions. This work supports the CBP Office of Intelligence mission by helping ensure the organization has accurate workforce data, properly documented positions, and effective staffing processes needed to maintain mission-ready intelligence operations. This position starts at a salary of $106,437.00 (GS-13, Step 1) to $138,370.00 (GS-13, Step 10). GS Salary: Visit this link to view the locality pay tables by geographic area. If you do not see your geographic area listed, select the "Rest of United States" pay table. Some positions fall under a special pay rate depending on the series, grade level and location of the position. Please visit this link to view special pay rate charts. Monitoring encumbered and vacant positions to ensure Office of Intelligence position data is accurately recorded and maintained. Reviewing position descriptions, field-initiated requests, and related documentation to ensure accuracy, completeness, and consistency with current policies and procedures. Creating, reviewing, and submitting personnel-related actions through HR Personnel Systems and other internal human capital systems for submission to CBP HRM for final action. Generating and maintaining workforce reports, including updates to the internal Table of Organization tracker, to support position management and workforce planning. Identifying discrepancies in position, staffing, or personnel action data and coordinating with appropriate offices to resolve required corrections.