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Centurion Consulting Group

We are hiring a Project Manager under the LCAT of Program Manager II with subject matter expertise in the professional fields of practice needed to empirically and rigorously assess federal workforces along the dimensions (e.g., organizational development, human resources, leadership development, change management, industrial/organizational psychology, etc.). Additional experience conducting workforce analyses for agencies similar to OSMRE both in terms of the nature of the work (e.g., environmental specialist, grant management specialist, etc.) and the size of the workforce (e.g., small federal agency) is required.

Familiarity is required with pertinent executive and legislative requirements is essential (e.g., Surface Mining Control and Reclamation Act 1977 (SMCRA Title 4& Title 5), Bipartisan Infrastructure Law (BIL), Executive Order 14035 (DEIA))

Place of Performance: Contractor will perform most of the contract virtual for most of the contract, however, it will be required to travel on occasion.

Period of Performance: One 12-month base with four three-month option periods. The exercise of any option is at the government’s sole discretion.

The Project Manager will have the following minimum education and experience:

  • M.A. or equivalent (Most advanced Professional degree in relevant field)
  • At least 10 years of relevant experience managing a diverse pool of technical personnel working on contracts
  • Experience designing and conducting comprehensive workforce analyses and providing actionable recommendations based on empirical findings
  • At least 4 years of experience managing a federal government contract.
  • Demonstrated expertise and experience as described above (e.g., resume reflects responsibilities and projects similar in nature and scope to the workforce analyses OSMRE seeks to conduct)

Project Scope Overview:

Perform a comprehensive workforce analysis that includes best practices in workforce management and incorporates Agency and federal government initiatives and directives. Primary objectives of the workforce analysis include:

Organizational Structure

  • Assess organizational structure and staffing and its effectiveness at executing the mission. Review leadership and reporting structure to maximize strategic and collaborative delivery on mission. Evaluate organizational structure in relation to clarity in roles, redundancy and/or gaps, division of duties, and succession planning. Evaluate headquarters and regional structure (to include virtual positions) to determine operational efficiencies and ability to carry out the mission.
  • Assess the current management of Agency positions and develop a framework for an effective position management program.
  • Review the types, grades, and numbers of positions in comparison with functions and workload; review position descriptions for accuracy and clarity; compute supervisory ratios; and assess career paths, career ladders, and the balance between mission support positions and those assigned to perform the mission-oriented functions of the organization.

Workforce Capacity

  • Identify spectrum of core and technical competencies and skills required for the bureau’s workforce.
  • Assess mission critical positions against the necessary competency proficiency levels to identify gaps where the agency needs to develop workforce planning initiatives.
  • Analyze options to eliminate, restructure and/or merge existing capabilities
  • Evaluate the agency’s ability to support the capacity needs of its workforce through onboarding, training, professional development, and mentorship.
  • Assess leadership competencies per SES skills and abilities to address developmental needs for managers, competency gaps, and prepare effective succession and decision-making practices (e.g., priority setting, resource allocation, staffing, use of evidence for making improvements, and so forth)
  • Determine if employees are being provided with the training and tools necessary to perform their work efficiently and effectively.
  • Assess current bureau staff capacity to implement Title I, II, and III of the Evidence Act and identify gaps.

Recruitment and Retention

  • Analyze human capital strategies in recruitment and selection to attract, support and retain a diverse workforce with the appropriate knowledge, skills, and attitudes.
  • Evaluate the Agency’s ability to recruit and fill mission critical positions in a timely and strategic manner.
  • Assess human capital methodologies to optimize resource allocation through workforce forecasting and succession planning, monitoring progress, and analyzing trends to inform the need for shifts in direction.
  • Evaluate ability to maintain a diverse talent pipeline and fill vacancies within a timely manner to meet critical needs.
  • Assess knowledge and training of program directors and managers to be strategic partners with human capital specialists in ensuring that recruitment and retention efforts are successful. Determine if all employees are provided equal opportunities to advance and receive rewards, and if achievements are recognized and celebrated.
  • Assess management’s response to performance issues and how they are addressed and resolved.
  • Evaluate performance management system and its effectiveness at addressing poor performance and rewarding high performers while maintaining equity and contributing to retention of a high caliber workforce.

Work Culture

  • Assess work culture regarding employee connection to the mission, job satisfaction, work environment, communication, and collaboration.
  • Evaluate the degree to which Agency leadership has responded to requests for feedback.
  • Determine the level of information sharing and the transparency of decision-making.
  • Examine the types of interaction among employees to determine if they are collaborative, supportive, and task oriented.
  • Evaluate the success of leadership in fostering effective change management.
  • Assess management of information resources including documents (policies, procedures, guidance, reports, training resources, agency internal SharePoint sites internal and external, and documentation of special projects) and processes (calendaring, file naming, file management, meeting management and documentation, and records management.


Position Details:

Clearance: Ability to Obtain a Public Trust

US Citizenship or Authorization to work in US required

Travel: < 10% (CONUS)

Centurion Consulting Group, LLC is an Equal Opportunity Employer EOE M/F/D/V

No third parties or subcontractors

REF: JOB-4793

    • Location: Remote
    • Date posted: