Fbi Administrative Jobs (NOW HIRING)

Job Opening: 66215
Opening Date: August 6, 2026
Closing Date: August 20, 2026 at 11:59 p.m. (ET)
Job Title Management and Program Analyst GS-13 Full Performance Level GS-13 Division Criminal Justice Information Services (CJIS) Division Section Law Enforcement Engagement and Data Sharing (LEEDS) Section Location Clarksburg, WV Working Hours 8:30 a.m. to 5:00 p.m.
(Hours may vary based on the needs of the Division)
Job Type Full Time/Permanent Who May Apply Current, permanent FBI employees Number of Positions Available 1 Questions Email: HR Specialist T. Loar at tloar@fbi.gov Salary $106,437.00 -- $138,370.00 Additional selections may be made from this announcement to fill positions within the same division when the position includes substantially the same duties, responsibilities, and qualifications.
As of 10/01/2021, the MAPA career ladder has changed and is no longer a GS-7/9/11/12/13. In applying to this position, you will lose the GS-7/9/11/12/13 ladder and will be subject to the new ladder, which is GS-7/9/11, a standalone GS-12, meaning you have to apply and compete for it, and a standalone GS-13, meaning you have to apply and compete for it.
KEY REQUIREMENTS

• Must be a current, permanent FBI employee
• Some travel may be required

PHYSICAL DEMANDS
Work is primarily sedentary, although some slight physical effort may be required.
WORK ENVIRONMENT
Work area is adequately lighted, heated and ventilated. The work environment involves everyday risks or discomforts that require normal safety precautions. Occasional travel may be required.
MAJOR DUTIES

• Serves as an advisor and consultant to executives, managers, and operational personnel by performing functions which include a range of planning, research, analysis, and administrative management functions addressing highly complex issues relative to the Bureau.
• Plans, researches and analyzes a broad range of management/program functions which address diverse and highly complex duties related to a wide array of administrative management issues including, but not limited to, budget and financial management, compliance management, forecasting and planning, policy development, program development and assessment, strategic planning, and/or data analytics that have a direct impact on operations and missions.
• Prepares project plans and/or oversees complex studies that require the analysis of interrelated issues of effectiveness, efficiency, and productivity that affect FBI administrative programs; provides recommendations to problems that impact program goals/objectives; determines required resources; performs appraisal of the utilization of resources in accomplishing objectives and goals; recommends new and/or changes to existing policies; and prepares short- and long-range plans in accordance with FBI policies and directives.
• Develops standards covering complex program functions/missions for new or substantially altered operational missions and programs. This may include methods to improve the effectiveness with which programs are administered, new approaches for program evaluation, new approaches to identify workload factors and performance levels, and new ways to resolve administrative problems and/or administrative regulations/guidelines.
• Conducts highly complex process management/program analyses to identify inefficiencies, streamline processes, eliminate redundancies, develop performance measures, and ensure processes meet valid administrative/program requirements.
• Prepares, presents, and defends recommendations and findings to management in complex written reports, memoranda, executive summaries, and analytical narratives. These may serve as the basis for decisions regarding the continuation, re-direction, or termination of projects.

QUALIFICATIONS & EVALUATIONS
Please ensure that your specialized experience and requirements are clearly identifiable in your resume. Your application will be evaluated using the FBI's Candidate Rating Procedures. Your resume and supporting documents will be reviewed to verify that you meet the job qualifications listed in this announcement. Applicants must meet the qualification requirements by the closing date of this announcement.
If you are found minimally qualified, your application will move forward to additional phases of the review process.
The first five competencies listed below will be used in a Structured Resume Review to objectively evaluate applicant resumes. Do not provide a separate narrative written statement. Rather you must describe in your resume how your past work experience demonstrates that you possess the competencies identified below. Your resume should demonstrate that you possess the following competencies.
Competencies

• Analytic Thinking
• Collaboration
• Communication
• Consultative Services
• Research (Data)
• Business Acumen
• Data Analysis
• Innovative Thinking

Please make sure your specialized experience/requirement(s) can be identified in your resume.
Specialized Experience (SE)
GS-13: Applicant must possess at least one (1) year of SE equivalent to the GS-12 grade level. SE is defined as follows:

• Conducted timely reviews of operating practices to determine compliance with applicable statutes, laws, regulations, and policies and developed recommendations on the efficiency and effectiveness of operations.
• Evaluated and advised on current management/program practices; developed procedures for providing administrative/operational support systems; and tracked goals and objectives.
• Gathered, evaluated and compiled a variety of analytical data and information to report progress, explain problems discerned with the data, and provided recommendations for solutions.
• Prepared presentations, formal and informal reports, correspondence, briefings, charts, tables, and graphs that were distributed throughout an organization.

Education
GS-13: Education may not be substituted for SE at this grade level.
HOW TO APPLY
For detailed instructions related to applying, uploading documents, withdrawing an application or updating your application, please review instructions on How to Apply. If applying online is a hardship, please use the contact information listed in the vacancy announcement prior to the closing date for assistance.
REQUIRED DOCUMENTS
To apply to this position, interested applicants must provide a complete application package by the closing date which includes:

1. Utilizing the Resume Builder, outline your relevant work experience and associated start and end dates. Uploaded resumes will not be reviewed or used for qualification purposes.
2. Other supporting documents (if applicable):
   • College transcripts, if qualifying based on education or if there is a positive education requirement
   • Memorandum for Record (MFR): Work performed outside assigned duties (that would not normally be documented on a SF-50, i. e., back-up duties), has to be documented in detail by an immediate supervisor in order to receive full credit for amount of time worked in that position. If no documentation is furnished no credit will be given for time worked in that position. The following notations must be specified in the documentation:
     • Percent of time worked in the particular position (cannot conflict with main duties)
     • The month/year work began
       Frequency worked (i.e., daily, monthly, etc.)
     • Specific duties performed

Attach the Memorandum for Record to your application in the "Cover Letters and Attachments" section of My Career Tools on the Careers Home page. Please upload the attachment as type "Other."
While applicants might see these documents in their profile, HR Specialists may be unable to access them. Therefore, all applicants MUST upload another copy to ensure that staffing units can review the complete application.
Please note: Failure to provide the necessary and relevant information required by this vacancy announcement may disqualify you from consideration. Incomplete applications will not be supplemented with additional requests for information; your application will be evaluated solely on the information you submit. You must complete the application process and submit all required documents by 11:59 p.m. (ET) on the announcement's closing date.
WHAT TO EXPECT NEXT
Once your complete application is received, we will conduct an evaluation of your qualifications and determine your ranking. The Most Competitive candidates will be referred to the hiring manager for further consideration and possible interview. You will be notified of your status throughout the process.
ADDITIONAL INFORMATION

• Positions with fitness for duty requirements or those that require international travel may require proof of certain vaccinations.
• Limited Movement: Policy has been implemented wherein support employees entering a position may be precluded from moving to another position within the Bureau through reassignment or change to a lower grade for a minimum of 12 months. HRD will waive this limited movement policy for qualified employees, who have received an official notification letter that their current position is being relocated due to an organizational restructuring initiative, so those employees can compete for a position elsewhere. Voluntarily leaving a position with a relocation incentive may result in loss of that incentive. Please notate that you have received an official notification letter within your application.
• Probationary employees are precluded from being considered for all job opportunities until 12-months of their 24-month probationary period has concluded. Probationary employees may be considered for competitive vacancies that are advertised within their respective division or field office after serving 90 days within the FBI.
• Candidates will not be considered if currently on a Performance Improvement Plan (PIP); a Letter of Requirement (LOR); or have failed a PIP or LOR and are currently awaiting the final action by HRD.

a) Performance Improvement Plan (PIP) is a 90-day written developmental plan for an employee whose performance on one or more critical elements is rated "Unacceptable."
b) A Letter of Requirement (LOR) is issued when a supervisor identifies leave abuse and/or when frequent absences negatively impact operations of an office.

• Relocation expenses will be borne by the selectee, except FBI employees returning from LEGAT assignment. Employees returning from LEGAT assignments must advise the Staffing and Administrative Unit / International Operations Division of their application for this position.
• Current tax law may impact your transfer by making some of your moving expense reimbursements taxable. Please contact 304-625-9337 (304-625-XFER) for information regarding taxable expenses.
• Employees selected for promotions at the GS-12 level or higher, selected for a supervisory position at any grade level, or selected for positions where a transfer of location is required, will be processed through the name check program prior to being notified of their selection.

Nepotism
Nepotism is the act of favoring relatives in the hiring process and is prohibited by law. Public officials are prohibited from hiring or promoting relatives or relatives of officials in their chain of command, as well as actively or indirectly endorse a relative's appointment or promotion. During the hiring process, all selected candidates and FBI hiring managers will be required to certify they are not related to anyone involved in the hiring process.
Reasonable Accommodation
The FBI provides reasonable accommodations to qualified applicants with disabilities. If you require a reasonable accommodation during the application and/or hiring process, please contact the Office of Equal Employment Opportunity Affairs (OEEOA) Reasonable Accommodation (RA) Program by email at REASONABLE_ACCOMMODA@fbi.gov, phone at 202-324-2158, or fax at 202-324-3976. This email address is for reasonable accommodation requests only. Do not send applications or unrelated inquiries to this address, as they will not be considered.
Equal Employment Opportunity
The FBI is an Equal Opportunity Employer, and all qualified applicants will receive consideration for this vacancy. Unless explicitly authorized by law, selection will be made without regard to, and there will be no discrimination because of, color, race, religion, national origin, marital status, parental status, physical or mental disability, genetic information, age (40 or over), sex, pregnancy and related conditions, or on the basis of personal favoritism, or any other non-merit factors.
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