Program Manager (APG, MD)

DescriptionTitle : Program Manager (contingent upon award)The Program Manager will assist in the preparation of acquisition documentation, to include but not limited to simplified acquisition management plans, acquisition strategies, acquisition plans, acquisition program baselines, and milestone decision review packages.

Documents shall be prepared IAW DoD policies and procedures for the procurement of material and shall be sufficiently complete, accurate, and timely to establish program goals, objectives, and milestones and support milestone decision authority decisions.

Responsibilities : Review and analyze the status of program, to include program documentation, acquisition phases, timing and scope of decision reviews, decision levels, and acquisition strategies, and make recommendations for tailoring an acquisition approach which best fits the conditions of that program.

Recommendations shall minimize the time it takes to satisfy the validated need, consistent with common knowledge, sound business management practice, applicable laws and regulations, and the time-sensitive nature of the user’s requirement.

Provide presentation materials and publications to include PowerPoint presentations, publications, video presentations, web site design, charts, and other visual aids for use by PD Aerostats during briefings and programmatic exhibits / displays.

Coordinate and attend meetings as requested by the Government. Prepare meeting announcements, agendas, presentation materials, meeting minutes, and after action correspondence for the Government's review and approval.

Participate during the meetings concerning technical or management matters.Develop integrated master schedules (IMS) that illustrate, by activities and events, the sequence of work identified for each program or project managed.

Include all established program milestones, reviews, submittals, deliveries and other significant events and activities that are necessary to relate planning to performance and cost objectives for each program or project.

The IMS shall identify the critical path necessary for program / project success and updated as frequently as required for accuracy regarding program status.

Analyze each IMS to detect actual or potential problem areas which impact scheduled program activities and events and provide risk management recommendations for solutions.

The IMS shall be generated using Microsoft Project and Microsoft PowerPoint.Initiate, oversee, and manage integrated product teams (IPT) to develop and implement future requirements resulting in effective contract strategies.

Apply managerial and executive skills to review, analyze and evaluate program development, progress and performance. Execute higher-level authority directives and provide support implementing program office decisions.

Develop and review staff actions to ensure completeness, accuracy, consistency and adequacy and participate in long-range planning.

Execute continuous risk management to manage potential risks in order to ensure the cost, schedule, and performance objectives in the acquisition program baseline (APB) are achieved within program funding.

Identify and manage program risks, both technical and non-technical, before cost, schedule, or performance impacts occur.

Assist the Government with creating, editing, and reviewing technical documentation to include, but not limited to program plans, acquisition documentation, specifications, manuals, field bulletins, technical guides, and memos.

Other duties as assigned.Adhere to company's AS9100 and QMS policies, procedures, and guidelines.Education / Experience : 7 or more years exp providing program manager support at the Federal Government or DoD.

A BA, BS or higher may be substituted for 3 years of experience as long as the degree is in a related field.Security clearance required.

QualificationsEducationRequiredBachelors or betterEqual Opportunity Employer / Protected Veterans / Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)