Position Description

The supervisor functions in either an immediate or intermediate capacity and coordinates the efforts of three or more employees. These employees’ positions may be classified in more than one pay plan (DP, DT, DA, DS, and/or DG), pay band, and/or GS (General Schedule) and/or FWS (Federal Wage System) grade level. He/she establishes long-term task priorities, determines work procedures and methods, and guides employees and/or supervisors’ work. Overall, his/her staff may include Federal civilian employees, military or uniformed service employees, volunteers, or other non-contractor personnel. The supervisor may also perform personal technical work and operate as a working supervisor.

He/she leads his/her organization in realizing both the local Division (i.e., Aircraft or Weapons Division) and the NAVAIR Strategic Plan. The Supervisor carries out the full range of combined technical and administrative direction of others -- as demonstrated by performing three of the first four and a total of six or more of the following:

(1) Plans work and prepares performance plans covering work to be accomplished by subordinates, sets and adjusts short-term priorities, and prepares schedules for completion of work;

(2) Assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees;

(3) Evaluates work performance of subordinates and recommends official performance ratings;

(4) Gives advice, counsel, or instruction to employees on both work and administrative matters;

(5) Interviews candidates for positions in the unit; recommends appointment, promotion, or reassignment to such positions;

(6) Hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher level supervisor or manager;

(7) Effects minor disciplinary measures, such as warnings and reprimands, recommending other action in more serious cases and may issue decisions on serious disciplinary actions recommended by subordinate supervisors, including removals from Federal service;

(8) Identifies developmental and training needs of employees, providing or arranging for needed development and training;

(9) Finds ways to improve production or increase the quality of the work directed; and

(10) Makes appropriate distinctions in levels of performance while equitably applying performance standards.

Additionally, in terms of technical supervision, he/she motivates the employees and/or supervisors under his/her leadership to perform and leads the work unit(s) through developing organizational objectives. He/she also ensures that lower level supervisors develop these for their assigned work unit(s) and employees. The supervisor establishes and communicates these objectives in both group staff and one-on-one meetings to ensure that both new and existing workload of the unit is assigned to, understood by, and successfully completed by his/her employees and/or supervisors. He/she resolves technical problems; reviews work; and provides, finds, and/or researches answers to employees’ and/or supervisors’ questions. Additionally, he/she transmits communiqués to highlight organizational priorities and inform staff members and supervisors of new developments.

Some of the supervisor’s administrative duties consist of completing and/or approving timekeeping documents and leave requests, training requests, travel orders, and miscellaneous forms and/or correspondence (e.g., relating to workplace safety and on-the-job injuries, security-related access and clearance issues, employee separations, etc.). He/she has authority to grant and/or recommend Time-Off, Individual Cash, and other monetary awards. The supervisor also may initiate approval for Recruitment, Relocation, and Retention incentives. He/she may participate in subordinate and/or main pay pool panels to help finalize performance ratings, Payout Points , and salary and bonus distributions for members of the organization. The supervisor also talks with and assists employees in dealing with personal and work-related problems and may arrange for and/or participate in the Civilian Employee Assistance Program counseling process. He/she is empowered by the Command to promote suicide awareness and to take action to prevent suicides from occurring within the total workforce.

Additionally, he/she ensures sound fiscal management by observing and applying STRL position management and classification principles; analyzing, monitoring, and reducing costs; forecasting budgets; and providing information to higher level management on future staffing, facility space, and equipment needs.

In addition, the Level IV supervisor may also act as a project/task team leader/manager for medium to large (or for major subsystems and subunits of very large) technical projects and/or programs or business initiatives and may supervise the team of non-supervisory Pay Band I, II, III and IV level employees assigned to the project/program/task/initiative effort(s). In this capacity, he/she formulates approaches using knowledge of related projects to resolve a variety of technological and/or corporate problems. Some work may require state-of-the-art innovation to take advantage of new concepts in the development of advanced systems and/or the latest technology. The project/task team leader/manager may review proposals for expanded or alternative work proposed by other employees or contractors, and handle major issues and controversies by recommending what work and/or services will be performed and what compromises can be accepted. The project/task team leader/manager may act as the activity’s primary contact point with contractors, other managers, and/or sponsors. He/she develops plans and makes written and oral presentations for those stakeholders on project status, technical problems, scheduling, and costs and/or reviews and evaluates contractor performance for conformance to established criteria.

The supervisor also provides equal employment opportunities and is responsible for effecting and implementing EEO (Equal Employment Opportunity) policy within his/her area of cognizance and responsibility. He/she supports and actively participates in protecting employees and job applicants from employment discrimination that involves:

• unfair treatment because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information;
• harassment by managers, co-workers, or others in the workplace, because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information;
• denial of a reasonable workplace accommodation that the employee needs because of religious beliefs or disability; and
• retaliation because the employee complained about employment discrimination, or assisted with an employment discrimination investigation or lawsuit.

Additionally, the supervisor ensures that employees are free from non-sexual harassment by enforcing the local Command’s anti-harassment policy. Also, he/she maintains EEO-related e-mail messages, documents, and records as required.

Position Duties/Responsibilities

n/a

Minimum Salary

114044

Maximum Salary

175192

Our work in leading-edge defense systems, engineering, computer science, electronics, finance, logistics, and contract management provides our Sailors and Marines with the capabilities they need to accomplish their mission and return home safely.

NAVAIR’s culture is as rich and diverse as its people. Civilians work side-by-side with military personnel to accomplish the NAVAIR mission.