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GS-0343 Management and Program Analyst resume example (GS-9, 2 pages)
This is a two-page federal resume for a GS-0343 Management and Program Analyst job at GS-9. It is written the way OPM now requires. Jason is a fictional Air Force manpower analyst, a Technical Sergeant with 14 years in, the last eight spent on studies, metrics, and briefings. If you are a veteran, a spouse, or already in federal service and going for an analyst seat, this is the format the rater expects. Under it: why each block is built the way it is, the words the announcement uses, and a free score on your own federal resume.
The example
Fictional sample. The person, the supervisor, the units, and the numbers are illustrative. Rendered by BMR's Federal Traditionaltemplate, the same one a user's resume prints on.
Management analyst with 14 years of Air Force service, the last 8 in manpower and organizational analysis, separated September 2025. Planned and led independent management studies, developed performance measures, evaluated program effectiveness, and briefed recommendations to senior leaders for organizations of 60 to 3,000 positions. Lean Six Sigma Green Belt. Active Secret clearance.
Security Clearance: Secret | Citizenship: U.S. Citizen | Veterans Preference: 5-Point
Related Competencies: Analytical skills, research methods, written and oral communication, problem solving
Led the requirements section of a wing manpower office supporting 3,000 military and civilian positions across 12 organizations. Owned the study schedule, the manpower data system, and the advice commanders received on organization structure and staffing.
MANAGEMENT AND ORGANIZATIONAL STUDIES. Planned and led 6 independent management studies of wing organizations ranging from 60 to 400 positions. Defined the study method, measured workload against Air Force manpower standards, mapped each process, and documented findings. Leadership adopted the recommendations in 5 of 6 studies, realigning 38 positions to higher-priority work.
REPORTS, BRIEFINGS, AND POLICY RECOMMENDATIONS. Wrote study reports and decision papers and briefed findings to squadron and group commanders (O-5 and O-6). Advised leaders on organization structure, position realignments, and workload priorities, and drafted 3 wing-level policy changes that were signed.
DATA SYSTEMS. Maintained authorized position data for 3,000 positions in the Manpower Programming and Execution System (MPES) and reconciled it against funding documents each quarter, correcting 140 records in the first year.
SUPERVISION. Supervised and trained 4 junior analysts, wrote their performance reports, set the section's study schedule, and reviewed every study before it went to leadership.
Analyst in the same wing manpower office. Carried assigned studies end to end, built the office's first program dashboard, and facilitated process improvement events for base support units.
MANAGEMENT STUDIES. Planned and led 3 independent management studies of base support organizations, defining the study method, collecting workload data, and presenting findings and recommendations to the organization's commander.
PERFORMANCE MEASURES AND PROGRAM EVALUATION. Developed performance metrics for 4 base support programs (lodging, vehicle operations, civil engineering customer service, and personnel processing). Built the monthly dashboard leadership used to track them and evaluated program effectiveness against targets each quarter.
PROCESS IMPROVEMENT. Facilitated 6 continuous process improvement events as a Lean Six Sigma Green Belt. One event cut the in-processing cycle for new arrivals from 12 days to 5, affecting about 1,800 people a year.
CUSTOMER SUPPORT. Answered manpower and organization questions from 30 unit manpower monitors, trained new monitors twice a year, and held a 2-day response standard.
Analyst in a wing manpower office supporting about 2,400 positions. Conducted assigned studies, ran workload data collection, and kept the manpower database current.
WORKLOAD MEASUREMENT AND STUDIES. Collected and analyzed workload data for 14 work centers and completed 5 manpower studies under senior analyst review. Applied Air Force manpower standards to determine required positions and documented every variance.
ORGANIZATION STRUCTURE. Processed about 60 organization change requests a year, checked each against Air Force organization policy, and recommended approval or corrections to the wing commander's staff.
REPORTS AND DATA. Prepared quarterly manpower reports for group commanders and maintained authorization records for 2,400 positions with a 99% accuracy rate on the annual audit.
BRIEFINGS. Briefed study results to unit leaders and prepared the slides and talking points the office chief used at the wing commander's quarterly review.
Journeyman in a base personnel office serving about 3,500 members and families.
PERSONNEL PROCESSING. Processed about 1,200 personnel actions a year (assignments, reenlistments, and evaluations) in the Military Personnel Data System (MilPDS) with a 98% first-time accuracy rate.
CUSTOMER SERVICE AND RECORDS. Ran a customer service desk, resolved pay and records questions, and maintained personnel records to Air Force standards.
TRAINING. Trained 3 new Airmen on personnel systems and procedures and wrote the desk guide the office used for evaluation processing.
PERSONNEL ACTIONS. Processed in-processing, out-processing, and records updates for a wing of about 4,500 members under supervision, meeting suspense dates on every action in 2013.
RECORDS AND CORRESPONDENCE. Prepared official correspondence and maintained personnel files to Air Force records standards.
Bachelor of Science in Business AdministrationWayland Baptist University, San Antonio, TX | Dec 2023 | GPA: 3.4/4.0
Associate of Applied Science in Human Resource ManagementCommunity College of the Air Force, Maxwell AFB, AL | Jun 2019
Lean Six Sigma Green BeltAir Force Continuous Process Improvement Program | Issued: 2020
Job-related trainingManpower Apprentice Course, Keesler AFB (2017); Air Force Manpower Standards and Work Measurement Course (2018); Continuous Process Improvement Facilitator Course (2019); Noncommissioned Officer Academy (2022)
AwardsAir Force Commendation Medal (2); Air Force Achievement Medal
Veterans' preference5-point preference. DD-214 and supporting documents provided under Required Documents.
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Why this example works
- The target line names the job and the grade before anything else.
"Management and Program Analyst, GS-0343-09." The HR specialist checks your resume against one job. Say which one on line three.
- Every job block carries the fields the rater needs to credit the time.
Employer, title, dates with month and year (the day is fine too), and hours per week. Leave off hours per week and the rater may not be able to count that job at all. That is one of the most common ways a strong applicant gets screened out.
- The bullets are short paragraphs, not one-liners.
Each opens with a header in caps the rater can scan (MANAGEMENT AND ORGANIZATIONAL STUDIES). Then two to four sentences: what he did, how, how big, and what came of it. A one-line civilian bullet does not give HR enough to grade.
- The headers are the series' own words.
"Management and organizational studies." "Performance measures and program evaluation." "Process improvement." "Policy recommendations." Those phrases come straight from the 0343 duties OPM lists. The rater matches your lines to the job post, so use the job post's words.
- The top job proves the GS-9 requirement on its own.
GS-9 asks for one year at the GS-7 level doing independent analytical studies. Bullet one says "planned and led 6 independent management studies" and "defined the study method." That sentence exists to answer that requirement.
- Older jobs shrink instead of vanishing.
The two personnel jobs from 2011 to 2017 get two or three bullets each. They are still there, still dated, still carry hours per week, so the rater can count all 14 years. They just do not spend the page space the analyst work needs.
- Military rank is shown as a grade, not hidden.
"Grade: E-6 (Technical Sergeant)" sits where a federal job would show GS-11. It is optional, and it helps a rater see the level of the work.
- Nothing OPM leaves out is on the page.
No Social Security number, no photo, no age, no references, no KSA essays, no skills list. Clearance, citizenship, and preference sit in one line. Preference is proven by the DD-214 under Required Documents, not by a paragraph in the resume.
The translation, military line to federal line
| How an EPR or a duty description says it | What the 0343 rater is looking for |
|---|---|
| NCOIC, Manpower and Organization, 502 ABW/FSM | Manpower Requirements Section Chief, wing Manpower and Organization Office; 40 hrs/wk; Grade: E-6 |
| Performed manpower requirements determination | Planned and led independent management studies; defined the study method; measured workload against standards |
| Applied Air Force Manpower Standards (AFMS) | Measured workload against Air Force manpower standards and documented variances |
| Led CPI / AFSO21 events | Facilitated continuous process improvement events (Lean Six Sigma Green Belt); cut a 12-day cycle to 5 |
| Built the wing's UMD in MPES | Maintained authorized position data for 3,000 positions in the manpower data system; reconciled against funding documents |
| Processed organization change requests (OCRs) | Analyzed organization structures; recommended approval or corrections under Air Force organization policy |
| Briefed the wing commander | Briefed findings to squadron and group commanders (O-5 and O-6); advised leadership on organization and staffing |
| Drafted wing supplements | Prepared policy recommendations; drafted 3 wing-level policy changes that were signed |
| Supervised 4 Airmen; wrote EPRs | Supervised and trained 4 junior analysts; wrote performance reports; reviewed every study |
| MilPDS actions, 3F0X1 | Processed about 1,200 personnel actions a year in the Military Personnel Data System |
The words the announcement uses
The words a 0343 announcement uses, and what GS-9 requires.
Duties the announcement lists
- Analyze management processes and organizational structures
- Conduct organizational studies
- Develop performance metrics and measures
- Evaluate program effectiveness and efficiency
- Implement process improvements
- Prepare policy recommendations
- Prepare reports, briefings, and presentations on analytical findings
- Advise leadership on organizational and management issues
Competencies the questionnaire tends to rate
- Analytical skills
- Research methods
- Written communication
- Oral communication
- Problem solving
- Critical thinking
What GS-9 requires (OPM, Administrative and Management Positions group standard): one year of specialized experience equivalent to GS-7, OR a master's or equivalent graduate degree, OR two full years of progressively higher-level graduate education, OR a combination. GS-11 moves that to one year at GS-9, or a Ph.D. or three years of graduate education. The 0343 series has no individual occupational requirement beyond the group standard.
Sources: OPM qualification standard for the 0343 series and the group standard for Administrative and Management Positions; USAJOBS help, "What should I include in my federal resume?"; OPM Merit Hiring Plan resources, applicant guidance on the two-page resume limit. All read 2026-09-08. Title 5 positions; Title 38 and hybrid Title 38 positions are exempt from the two-page limit.
Backgrounds that lead here
The 0343 series is named on 151 of BMR's military job guides. These are the direct matches; each guide shows the federal series, the civilian titles, and the pay for that code.
- Air Force 3F3X1 ManpowerThis example
- Air Force 2R0X1 Maintenance Management Analysis
- Marine Corps 0171 Manpower Information Systems Analyst
- Marine Corps 3451 Financial Management Resource Analyst
- Army 42A Human Resources Specialist
- Navy YN Yeoman
- Marine Corps 0111 Administrative Specialist
- Army 92A Automated Logistical Specialist
Keep going
- GS-0343 Management and Program AnalystThe series guide: grades, pay, how to qualify
- 2-page federal resume examples: OPM format, section by section
- Federal resume examples 2026: samples that work
- Specialized experience on federal resumes
- GS-0343 Management Analyst resume for military leaders
- 0343 pay scale 2026
Frequently asked questions
Can I qualify for GS-9 with military experience only?
Often, yes. GS-9 asks for one year of specialized experience at the GS-7 level, or a master's degree, or a mix of the two. A mid-career NCO who ran studies, built metrics, or wrote advice that leaders acted on can usually show that year. The catch is the word "equivalent." Your resume has to show the work at that level, in the job post's words, with the hours per week and the dates the rater needs to count it. That is what Jason's top block does.
Do I have to list my supervisor and my salary?
No. USAJOBS requires the employer, the job title, start and end dates with month and year, and hours per week for each job. Series and grade are required only for past federal jobs. Supervisor name and phone are optional. They are worth adding for your most recent job, with "may contact" or "do not contact." Salary is not on OPM's list at all. This example leaves it off and shows the rank as the grade instead.
Where do the KSAs go if there are no essays?
Into the resume. OPM's 2010 hiring reform ended long KSA essays as the first step of an application. Most job posts now use a question set plus your resume. When it asks if you have "conducted organizational studies," the rater looks for that phrase in a job block with dates and hours. That is why each bullet here opens with the competency in caps. Some jobs still ask for a short write-up later in the process. Read Required Documents before you apply.
Build the federal version of yours
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