What are the responsibilities and job description for the Operations & Readiness Strategy Analyst position at SPS?
Operations & Readiness Strategy Analyst Job Responsibilities :
Develops / recommends operations and readiness strategy for the US Army Materiel Command G-3 Operations and Readiness Directorate. A secret security clearance is required. This is a contingent position.
- Provides input for the daily / weekly / monthly updates for HQAMC CG and Staff to support HQDA, Chief of Staff, Army, and to prepare G3 senior leader read-ahead(s) for meetings and provides input to placemats that track significant logistics and contracting issues in support of Combatant Commanders.
- Prepares, recommends, and suggests changes to and release of correspondence for use by the Director / Deputy Director.
- Explains / recommends plans of actions, identifies issues, gathers relevant data, conducts meetings to adjudicate findings and inputs data necessary to generate operational plans and strategies.
- Reviews incoming and outgoing requirements, provides status updates, and be prepared to brief the status to the HQAMC senior leadership and the command.
- Reviews and analyzes Chief of Staff of the Army (CSA), ACOM, and AMC Major Subordinate Command (MSC) briefings, Situation Reports (SITREPs), AMC Command Operating Picture (COP) reports and numerous other Command Briefings. Maintains Situational Awareness (SA) of external EXSUMs and reviews AMC General Officer (GO) / Senior Executive Service (SES) / Counsel of Colonels (COC) responses and Command Briefings concerning AMC Enterprise missions, tasks, and equity concerns.
- Adheres to the company's AS9100 and QMS policies, procedures, and guidelines.
- Other duties as assigned.
Education / Skills :
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities
The 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)
