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Band III In addition to Basic requirement stated in the education section, you must have one year (52 weeks) of GAO experience equivalent to the next lower band level (PE-IIB, PA-II, PT-III, or MS-I) overseeing or leading the application of statistical research techniques to collect and interpret data, and the development and application of new economic models. Your experience must also demonstrate substantive knowledge of GAO's programs and activities, its mission, policies, objectives, management principles and processes; and the ability to manage staff, and independently analyze and evaluate the effectiveness of technical services and staff resources. The 52 weeks of specialized experience described above must be completed by May 18, 2025, the effective date of promotion.
At the Band III the incumbent will serve as an Assistant Director providing leadership and consulting services on a broad range of economic issues at all levels of complexity; and provide leadership and guidance to ensure products are sound, fact-based and consistent with professional standards. Duties of Band III Assistant Directors include but are not limited to the following: Provides authoritative advice and guidance to teams on selecting and implementing appropriate economic methodologies for engagements in accordance with GAO standards, e.g., Engagement Assistance Guide for Leading Engagements (EAGLE), Generally Accepted Government Auditing Standards (GAGAS), and professional standards. Provides consultation and support on economic matters in engagement design, data collection, and analysis for engagements based on requests from congressional committees and mandates written into legislation, resolutions, and committee reports. Designs and leads portions of complex engagements and carries out sophisticated qualitative and quantitative economic analysis. Represents the team and agency as a subject matter expert in economics on complex engagements. Anticipates information needs of engagement team members and facilitates making this information readily available. Utilizes negotiation skills to work with team members and agency officials to obtain access to the information needed to answer engagement researchable questions. May serve as a Designated Performance Manager (DPM) responsible for supervising, evaluating and documenting work performance of assigned staff. Identifies training and developmental needs and makes provisions for training as required by performance expectations. Coaches staff in skills development, oversees individual development activities, and provides opportunities to develop increased capabilities through a variety of projects and assignments. Hears and resolves employee complaints, recommends disciplinary measures such as warnings and reprimands, and recommends other action in more serious cases. Refers unresolved grievances or more serious complaints to higher-level management. As required, may be assigned off line duties such as Professional Development Program (PDP) Advisor, staffing manager, recruiter, and others.