Senior Instructional Systems Specialist

About this role

In order to qualify for this position, you must have at least one year of specialized experience at the next lower grade level (GG-13) in the Federal service or equivalent experience in the private or public sector. SPECIALIZED EXPERIENCE is defined as experience applying instructional systems design methods-such as ADDIE and performance consulting -to develop and maintain high quality technical training. Experience must include partnering with subject matter experts to design and develop modern learning solutions, including eLearning and multimedia-enhanced content.

Additional required experience includes conducting training needs assessments using statistical techniques, applying learning metrics and evaluation models to measure training effectiveness, and managing projects or contracts to deliver training programs on time and within budget. The ideal candidate will be able to demonstrate the following: Demonstrated expertise applying instructional systems design (ISD) methodologies, adult learning principles, and performance consulting techniques to analyze organizational performance needs and design, develop, implement, evaluate, and maintain effective learning solutions.

Examples may include: applying the ADDIE model, Systems Approach to Training (SAT), performance consulting methodologies, adult learning theory, competency-based learning, curriculum development, and instructional design best practices to create instructor-led, virtual, blended, and online learning solutions. Demonstrated knowledge of instructional systems design principles required to analyze, design, develop, implement, evaluate, and continuously improve professional, technical, supervisory, leadership, scientific, and administrative training programs.

Examples may include developing enterprise learning solutions that improve employee performance, technical competency, organizational effectiveness, and workforce capability. Demonstrated knowledge and skill in conducting training needs assessments, analyzing learning data, evaluating training effectiveness, and applying learning analytics to improve organizational performance. Examples may include collecting and interpreting qualitative and quantitative data, conducting learner evaluations, measuring training effectiveness, and applying evaluation methodologies such as the Kirkpatrick Model or comparable evaluation frameworks.