95332419Q0054 Amend 2 Attach Position Description.docx

95332420Q0054 Amendment 2 DCO Finance, Investment, and Trade (FIT) Director Full-Time PSC Position Description

1. Introduction and Background

MCC’s mission is to provide grant assistance to support economic growth and poverty reduction in select developing countries with a demonstrated commitment to just and democratic governance, economic freedom, and investments in their citizenry. MCC’s partner countries enter into a five-year agreement (Compact) with MCC that includes a plan for achieving shared development objectives and the responsibilities of each country in achieving those objectives. Our model is defined by core principles, of selectivity, country ownership, transparency, and a focus on results.

Our values identify who we are and what is important to us. Our Values are CLEAR: Embrace Collaboration, Always Learn, Practice Excellence, Be Accountable and Respect individuals and ideas. MCC’s values define how we behave on a daily basis, both as individuals and as an institution, in pursuit of our mission. They guide how we make decisions, set priorities, address challenges, manage tradeoffs, recruit and develop staff, and work together with our country partners and stakeholders.

2. Scope of Position

The Department of Compact Operations (DCO) is responsible for developing and implementing MCC’s large-scale grant programs (compacts). The department ensures that MCC compacts are designed and implemented in compliance with agency standards for procurement, financial management, environmental and social performance, and gender integration.

This position is located within Finance, Investment and Trade Practice Unit (FIT) of the Infrastructure, Environment and Private Sector (IEPS) Division, Department of Compact Operations (DCO), Millennium Challenge Corporation (MCC). This position is not authorized to supervise and Federal employees.

This position is not authorized to supervise any Federal employees.

3. Personal Services Contract

MCC is authorized to enter into a contract with an individual as a Personal Services Contractor (PSC) under the authority of Section 614(a) (8) of the Millennium Challenge Act of 2003.

A personal services contract is different from non-personal services Government contract, which establishes an independent contract relationship. Under a non-personal services contract, the contractor or employees of the contractor are subject to the technical direction but not the supervision of the MCC. As defined by the Federal Acquisition Regulation (FAR) 37.104, a personal services contract is characterized by the employer-employee relationship it creates between the Government and the contractor personnel. Thus, the PSC is subject to the relatively continuous technical direction, supervision, and control of the MCC. PSCs may be assigned inherently governmental duties (see FAR 7.502). By law and by the contract’s terms, the PSC is subject to most of the laws, rules and regulations applicable to the direct hire employee such as MCC regulations, conflict of interest, under some circumstances MCC authorized employment security clearances and financial disclosure. However, under the MCC personal services contract authority, PSCs are not employees for purposes of laws administered by the Office of Personnel Management (OPM). The following elements apply to this contract:

1) Performance in Washington, D.C., US, MCC eligible countries, other US and foreign cities (as required for outreach purposes), and/or at the PSC’s home of record.

2) Principal tools and equipment furnished by the Government.

3) Services are applied directly to the integral effort of agencies or an organizational subpart in furtherance of assigned function or mission.

4) Comparable services, meeting comparable needs, are performed in the same or similar agencies using civil service personnel.

5) The need for the type of service provided can reasonably be expected to last beyond 1 year.

6) The inherent nature of the service, or the manner in which it is provided, reasonably requires directly or indirectly, Government direction or supervision of contractor employees in order to—

i. Adequately protect the Government’s interest;

ii. Retain control of the function involved; or

iii. Retain full personal responsibility for the function supported in a duly authorized Federal officer or employee.

4. Key Requirements

Awardee must satisfy the following key requirements:

· U.S. citizenship.

· Must be able to obtain and maintain a federal security clearance.

· Performance in Washington, DC USA, MCC eligible countries, other US and foreign cities (as required for outreach purposes), and/or at the PSC’s home of record.

· Domestic and international travel may be required.

· Statement of Employment & Financial Interest (e.g., Office of Government Ethics “OGE Form-450” or similar statement) may be required.

· Active System for Award Management (www.sam.gov) registration (this is a free, Government website) and be listed as sole-proprietor.

· Designated and/or random drug testing may be required.

5. Duties

a) Major Duties and Responsibilities

1. Identify and collaborate with private sector partners, country partners, donor organizations, and non-governmental organizations on efforts to further the objectives of MCC and compact programs. Identify opportunities to leverage private sector knowledge and resources to enhance impact from MCC-funded programs. Develop agreements to secure these partnerships that demonstrate added value to MCC and compact programs.

2. Provide technical leadership on public-private partnerships, enterprise development, business climate, financial services, and other projects designed to catalyze private investment. Lead country-specific outreach to the private sector on partnership and investment opportunities related to MCC compacts

3. Integrate private sector engagement throughout compact development and implementation, such that compact programs have a prominent private sector component.

4. Identify expertise, innovations, sustainable business models, shared value approaches, and technologies within the business community that could benefit MCC partner countries and contribute to the objectives of MCC investments.

5. Develop key metrics for measuring progress toward results. Monitor, track and facilitate resolution of project problems and issues, and provide status reports to senior staff. Monitor and report on progress of missions in the field.

6. Develop and implement communications and stakeholder engagement approaches to effectively communicate results, attract more partners and build advocacy for MCC. Serve as a spokesperson for private sector engagement at key events. Work closely with DCO management to conduct outreach to U.S.-based private businesses, business associations, and other private sector stakeholders to build awareness of MCC’s compact programs and develop partnerships.

7. Review quarterly disbursement requests for private-sector activities and monitor Compact budgets and procurement plans for assigned countries.

8. Provide MCC partners with advice and assistance, as appropriate, to address financial and private sector problems and improve the chances for success of ongoing and planned project and operations.

9. Work with MCC country teams as well as MCC counterparts to develop, validate and document financial and private sector development projects and programs.

10. Contribute to the overall effective implementation of MCC’s Private Sector strategy, taking on initiatives and assignments as agreed with the DCO’s Global Practice Leader for Private Sector.

11. Performs other related duties as assigned.

b) Travel

The incumbent will be required to undertake 4-8 international trips annually.

c) Supervisory Controls

As a recognized authority in the analysis and evaluation of financial and private sector development programs and issues, the employee is subject to administrative and policy direction concerning overall project priorities and objectives by the Senior Director, Private Sector development Group. The employee is typically delegated complete responsibility and authority to plan, schedule, and carry out major projects concerned with the analysis and evaluation of programs or organizational effectiveness. Analyses, evaluations, and recommendations developed by the employee are normally reviewed by management officials only for potential influence on broad agency policy objectives and program goals as well as for the utilization of best practices and adherence to MCC policy and practice guidelines. Findings and recommendations are normally accepted without significant change.

d) Guidelines

Guidelines consist of broad administrative and program policy statements, basic legislation, related court decisions, or local laws that require extensive interpretation. The employee uses judgment and discretion in determining intent, and in interpreting and revising existing policy and regulatory guidance for use by others within or outside the employing organization. The employee is recognized as an expert in the development and/or interpretation of guidance on program planning and evaluation in a specialized area.

e) Complexity

Work consists of a variety of duties to plan and direct work efforts to address program issues where existing policies and precedents are inadequate or do not exist. The incumbent determines what needs to be done by conducting extensive research and analysis to assess the nature and scope of problems/issues and to develop comprehensive solutions. Assignments are complicated by the need to deal with subjective concepts and findings and conclusions are highly subjective and not readily susceptible to verification through replication of study methods or reevaluation of results. Options, recommendations, and conclusions take into account and give appropriate weight to uncertainties about the data and other variables which affect long-range program performance.

f) Scope and Effect

The purpose of the work is to analyze and evaluate major aspects of substantive, MCC mission-oriented programs. The employee develops long-range program plans, goals, objectives, and milestones to evaluate the effectiveness of substantive MCC programs. The employee resolves problems or copes with issues which directly affect the accomplishment of principal MCC program goals and objectives. The employee develops regulations or guidelines for the conduct of program operations, or new criteria for measuring program accomplishments. Study reports contain findings and recommendations of major significance to MCC top management and often serve as the basis for new administrative systems, program initiatives or regulations.

g) Personal Contacts/Purpose of Contacts

Personal contacts are with individuals outside the agency and may include consultants, contractors, or business executives in a moderately unstructured setting. Contacts also include employees at all levels of the Corporation and with MCC counterparts on Compact country teams (MCAs). The purpose of contacts is to influence managers or other officials to accept and implement findings and recommendations on organizational improvement or program effectiveness issues. The employee may encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems.

h) Physical Demands

The work is primarily sedentary. Travel may be required

i) Work Environment

Work is performed in an office setting.

6. Position Security Level

Secret Clearance (Noncritical Sensitive/Moderate Risk (T-3))

The PSC start date is contingent upon a successful background investigation conducted by the MCC Security Office (MCC Domestic & International Security (DIS)).