Program Analyst USMC COOL

Role and Responsibilities
The Program Analyst – USMC COOL provides credentials analysis on USMC Ratings, Designators, Sub-Specialty Codes, Additional Qualification Designations, and Jobs for the Center for Information Dominance (CID), Credentials Program Office.
Primary Objectives of the Program Analyst – USMC COOL

• Conducts analysis of programs for certification, license, and apprenticeship training & opportunities;
  
• Assists the Credentials Program Manager in the development of solution planning for implementation of the USMC’s credentialing program;
  
• Evaluates training opportunities at the USMC’s fourteen (14) Learning Centers and subordinate learning sites to expedite implementation of credentialing goals and objectives;
  
• Investigates, analyzes, and makes recommendations to the Credentials Program Manager on civilian training and education systems to reduce training gap analysis;
  
• Develops methods for applying credentialing related solutions to subordinate training sites;
  
• Liaises with USMC Learning Centers to ensure USMC training databases, including Fleet Training Management and Planning System (FLTMPS), and Total Workforce Management System (TWMS) are reflecting accurate training opportunities and credentialing completion data;
  
• Develops a process for records and general documentation tracking for certifications and licenses affecting USMC Learning Center training resources and requirements;
  
• Analyzes and provides recommendations for archiving the Department of Defense (DoD) Directive 8570.1 Information Assurance credentialing requirements, while maintaining existing program office staffing levels in support of the USMC’s IA/IT community;
  
• Performs analysis and provides written recommendations in support of maintaining USMC’s Credentialing Opportunities Online (COOL) web site, including liaison with other COOL contractors;
  
• Provides training to the USMC Learning Center’s domain personnel on the USMC’s credentialing strategy and implementation process;
  
• Performs technical analysis and identifies and coordinates with other DoD, federal government and civilian credentialing agencies to promote information exchange and data/product sharing of services;
  
• Initiates collaboration with civilian credentialing agencies and credentialing exam providers to identify specific needs associated with credentialing;
  
• Analyzes and provides recommendations to USMC Learning Centers on techniques to adapt existing curriculum, in an effort to improve instructional delivery, on the path toward credentialing.
  Qualifications and Education Requirements
  
  
• Associate’s degree or higher or three (3) years direct experience with the USMC Credentialing Program;
  
• Understanding of the USMC’s Credentialing Program, managing training  and support towards  the process of attaining credentials, as well as, an understanding of civilian credentialing and its ties to USMC requirements;
  
• Knowledge of the science of learning, education theory, and program management in an integrated learning environment;
  
• Experience in methods for assessment of training processes and systems;
  
• Proficient in Microsoft Office products;
  
• Good communication skills;
  
• Prior military experience preferred.

  GBSI is an Equal Opportunity and Affirmative Action Employer committed to providing equal employment opportunity without regard to an individual’s race, color, religion, creed, age, sex (including pregnancy), sexual orientation, gender identity, genetics, marital status, national origin, disability, veteran status, political affiliation or belief.  This equal opportunity applies to every area of employment at GBSI, including recruitment, hiring, training, transfers, promotions, terminations, compensation, and benefits. We continue to affirm our commitment to an inclusive workplace through Affirmative Action Plans that address employment opportunities for qualified women, minorities, veterans, and individuals with disabilities. We welcome and encourage diversity in our workforce.
  Our policies prohibit discrimination and harassment based on race, color, religion, creed, age, sex (including pregnancy), sexual orientation, gender identity, genetics, marital status, national origin, disability, veteran status, political affiliation or belief. It is important that employees and applicants trust that they can address a concern of discrimination or harassment without retribution. GBSI will not tolerate retaliation against an individual who reports, opposes, or participates in an investigation of discriminating or harassment that violates GBSI policies.
  GBSI invites any employee or any applicant for employment to review GBSI’s written Affirmative Action program, absent the data metrics required by §60-741.44(k).   The AAP is available for inspection upon request during the hours of 8:00am - 4:00pm Monday - Friday in the Human Resources department.  Any questions should be directed to Sheila D. Dyer, GBSI’s EEO Administrator.
  No part of this Position Description or of any other shall be construed as an employment contract.  Employment with GBSI is at will and constrained by both the laws of the State of Florida and those of the state wherein the employee performs services for the company.