Renata Lefebvre

Program Manager · GS-14 · CNIC Headquarters

Match to an opportunity
Active in poolTop SecretCohort 4Program ManagementLegacy (pre-10/1/2025)
1 of 5 executive core qualifications have no source data for this alumnus — legacy assessment scores are shown below, crosswalked to the current framework.
Executive core qualifications

Scored against the current five-ECQ framework.

ECQ1 · ECQ2 · ECQ3 · ECQ4 · ECQ54/5 assessed
Commitment to the Rule of Law and the Principles of the American FoundingNo source data
Knowledge of the American System of Government · Commitment to the Rule of Law · Civic-Mindedness
Driving Efficiency2.7 / 5.0 · Developing
Fiscal Responsibility · Managing Resources · Leveraging Technology
Merit and Competence2.2 / 5.0 · Developing
Technical Skill · Problem Solving · Agility and Resilience
Leading People4.1 / 5.0 · Solid
Accountability · Developing Others · Executive Judgement
Achieving Results2.6 / 5.0 · Developing
Operational Mindset · Innovation · Strategic Thinking
Demonstrated
Solid
Developing
No source data
Contact and posture
Email

renata.lefebvre.civ@example-navy.test

Phone

(703) 555-4617

Duty location

Washington Navy Yard, DC

Parent command

CNIC

Mobility

Regionally mobile

Occupational series

0340

Retirement eligible

2038

Leverage

Matched to 1 detail

Last leveraged: Jan 21, 2026
Skills
Budget Formulation (Financial & Resource)Change Management (Human Capital & Organization)Software Acquisition (Digital & Data)Life Cycle Sustainment (Logistics & Sustainment)
Growth areas

Development targets recorded at program exit.

Operating above the program levelBuilding comfort with ambiguity and incomplete dataCoaching and developing senior subordinatesSuccession planning within own organization
Legacy assessment, crosswalked

This alumnus was assessed under the legacy framework. Mappings are informative, not equivalent — read the confidence note before treating a legacy score as current evidence.

Leading Change → Achieving Results, Merit and Competence
Partial confidence2.9 / 5.0
Vision and strategic change split across Innovation, Strategic Thinking, and Agility and Resilience.
Leading People → Leading People
Direct confidence4.1 / 5.0
Only ECQ carried forward by name. Underlying competencies still shifted.
Results Driven → Achieving Results, Merit and Competence
Strong confidence2.5 / 5.0
Splits cleanly into Operational Mindset and Problem Solving / Technical Skill.
Business Acumen → Driving Efficiency
Strong confidence2.8 / 5.0
Financial, resource, and technology management consolidate under Driving Efficiency.
Building Coalitions → Leading People
Weak confidence3.9 / 5.0
No dedicated successor. Partnering and influence survive only inside Executive Judgement.
Assignment history
Civilian Hiring Reform Task ForceASN M&RA / OCHR · 120-day detail
Jan 21, 2026 – Jul 20, 2026 · Completed with follow-on assignment