Deputy Director, Human Capital Client Services (MAP)
- Full Time
Occasional travel - Approximately 10% of travel is required.
Relocation expenses reimbursed No
Time-in-grade/band requirements must be met by the closing date of the announcement unless eligible for special hiring authority, reinstatement eligible, non-current Federal employee applying as a VEOA eligible which do not require time-in-grade/band.
Applicants must meet ALL application requirements, to include a complete online resume, by 11:59 p.m. EASTERN TIME ZONE (ETZ) on the closing date of this announcement. Applicants must meet all qualification requirements by the closing date of this announcement.
This position requires the submission of a Financial Disclosure Form, SF 450
Qualification requirements in the vacancy announcement are based on the U.S. Office of Personnel Management (OPM) Qualification Standards Handbook, which contains federal qualification standards. This handbook is available on the Office of Personnel Management website located at www.opm.gov/qualifications.
Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employments. You will receive credit for all qualifying experience, including volunteer experience.
Applicants must possess one year of specialized experience equivalent to the ZA-4 or GS-14 in the Federal Service. Specialized experience is experience that has equipped the applicant with the particular competencies/knowledge, skills and abilities to successfully perform the duties of the position. This experience need not have been in the federal government.
Specialized experience for this position is defined as meeting all of the following:
- Demonstrate experience in managing/leading multiple HR disciplines in a Federal HR operational unit;
- Exhibit HR knowledge in giving authoritative advice to senior officials and members of top management on human resources programs and policies such as human capital strategy, workforce planning, recruiting and staffing, position management, performance management, learning management, employee relations, labor relations, retirement and benefits;
- Direct the development and implementation of local Human Capital management policies and programs to implement and achieve long-range Human Capital strategic plans.
- Effectively communicate, both orally and in writing, to present, defend and negotiate agency positions as a recognized representative of senior administrative management.
- Demonstrate managerial skills in planning and/or directing work to include leading, coaching, mentoring and/or evaluation of HR teams and professionals; managing time and resources to ensure completion of assignments within established time frames.
This Job Opportunity Announcement may be used to fill other Deputy Director, Human Capital Client Services, ZA-0201-5 positions within the Office of the Secretary in the same geographical location with the same qualifications and specialized experience.
The ZA-5 is equivalent to the grades 15 on the GS pay scale.
A probationary period may be required.
Career Transition Assistance Program (CTAP) and Interagency Career Transition Assistance Program (ICTAP) candidates will be eligible if it is determined that they have exceeded the minimum qualifications for the position by attaining at least a rating of 85 out of 100. Information about CTAP eligibility is on the Office of Personnel Management's Career Transition Resources website at: http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/.
CTAP applicants MUST submit the following documents:
- A copy of your RIF separation notice, notice of proposed removal for declining a directed geographic relocation outside of the local commuting area; a Certificate of Expected Separation (CES); or certification that you are in a surplus organization or occupation (this could be a position abolishment letter, a notice eligibility for discontinued service retirement, or similar notice).
- A copy of your SF-50 "Notification of Personnel Action", noting current position, grade/band level, and duty location;
- A copy of your latest performance appraisal including your rating; and
- Any documentation from your bureau/operating unit that shows your current promotion potential.
ICTAP applicants MUST submit the following documents:
- A copy of your RIF separation notice, notice of proposed removal for declining a directed geographic relocation outside of the local commuting area; notice of disability annuity termination; certification from your former agency that it cannot place you after your recovery from a work-related compensable injury; or certification from the National Guard Bureau or Military Department that you are eligible for disability retirement.
- A copy of your SF-50 "Notification of Personnel Action", documenting your RIF separation, noting your position, grade/band level, and duty location, and/or Agency certification of inability to place you through RPL, etc.;
- A copy of your latest performance appraisal including your rating; and
- Any documentation from your agency that shows your current promotion potential.
The following links provide information on various hiring authorities that may enable you to apply through merit assignment procedures, or be eligible for a non-competitive appointment.Read more
You will be evaluated for this job based on how well you meet the qualifications above.
Your resume, optional cover letter and supporting documentation will be reviewed to determine if you meet the minimum qualifications for the position. If you meet the minimum qualifications stated in the job opportunity announcement, we will compare your resume, optional cover letter and supporting documentation to your responses on the scored occupational questionnaire (True/False, Yes/No, Multiple Choice questions). Your resume and/or optional cover letter must support your responses to the scored occupational questionnaire, or your score may be lowered. The best qualified candidates will be identified for referral to the hiring manager and may be invited for an interview.
Evaluations: The scored occupational questionnaire will evaluate you on the following competencies; please do not provide a separate written response:
- Ability to manage, through subordinate supervisors, a complex or large bureau-level office; or manages human capital functions of a large line component, applying skill in establishing objectives and assessing progress and skill in coordinating activities of several units and making adjustments to meet changing requirements within available resources.
- Ability to represent the organizations and the bureau with strategic partners within and outside your organization.
- Mastery and skill in the application of Federal and agency regulations, policies, and procedures on Human Resources Management functions, including Human Capital Strategy, Workforce Planning, Recruiting and Staffing, Position Classification, Employee and Labor Relations, Performance Management, Retirement, Benefits, Pay, Awards, Training, Employee Development, and Executive Resources, to develop policies and provide guidance and advice.
- Demonstrated experience in establishing, assessing and aligning workforce development strategies; characteristics and future needs based on an agency's mission and strategic plan; identifying best practices and applying methods for measuring intellectual capital and identifying links to organizational performance and growth.
- Knowledge and skill in the application of the methods and techniques for providing timely, reliable, and accurate client service and support to effectively meet customer needs.
- Knowledge and skill in the application of analytical and evaluative methods and techniques, including quantitative and qualitative techniques, to study and measure program effectiveness and management efficiency.
PERFORMANCE APPRAISAL AND/OR INCENTIVE AWARD: If applicable, performance appraisals and/or Incentive award documentation may be submitted and will be forwarded to the selecting official as support in consideration of your application in the evaluation process. To receive due weight, you must submit a recent performance appraisal (dated within 18 months) showing the official rating of record, signed by a supervisor, or statement why the performance appraisal is unavailable (do not submit a performance plan) and/or incentive award documentation (i.e. superior performance awards, special act or achievement awards, quality step increases, etc.). Due weight shall be given to performance appraisals and awards in accordance with 5 CFR 335.103(b)(3), during the interview/selection process conducted by the hiring manager.
To preview questions please click here. Read more Security clearance Other Drug test required Yes