Sales Business Development-Federal Program Manager
Cisco
- Developing and implement contract and program management policies, procedures, best industry practices, and standards.
- Providing leadership and direction to project managers and teams, ensuring that they have the resources and support vital to deliver successful projects.
- Monitoring progress and identifying potential risks.
- Developing and implementing mitigation strategies to address contractual risks and issues.
- Facilitating communication between cross-organizational and functional teams, stakeholders, and the customer.
- Providing regular status updates and contractual/programmatic reports to senior management and USG customers.
- Leading program reviews to evaluate performance and identify areas for improvement.
- Collaborating with other functional areas of the organization to ensure alignment and integration of strategic/sales activities.
- Leading continuous improvement efforts to enhance program management processes and tools.
- 7+years of Federal Government Project/Program Management experience.
- Hold an Active TS/SCI Clearance (FSP Preferred).
- Communicate directly with the customer on the government domain
- Regularly meet with customers on site at government facilities and various locations; candidate must reside in VA or MD based on client locations.
- Knowledge of US government/military contracting regulations and processes (FAR/DFAR).
- PMP or DAWIA certification (Preferred).
- Outstanding communication, presentation, and interpersonal skills.
- Experience optimizing and automating processes, preferably with Artificial Intelligence tools.
When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate's hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.
U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings.
Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco’s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco’s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community.
Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows:
.75% of incentive target for each 1% of revenue attainment up to 50% of quota;
1.5% of incentive target for each 1% of attainment between 50% and 75%;
1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation.
For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.