Duties

Summary

This position is located in the Office of Executive Resources, Human Resources Center (HRC), Office of the Assistant Secretary for Administration and Management (OASAM). The Office is responsible for developing policies and providing human resource services and operational support for the members of the Senior Executive Service (SES) and non-career staff.

This position is outside the bargaining unit.

Learn more about this agency

Responsibilities

Plans, develops, manages and oversees the implementation and administration of the Executive Resources programs and initiatives for the Department of Labor. Oversees the development, recommendation and implementation of DOL-wide policies and procedures related to DOL's Executive Resources program and services.

Provides direction and oversight of the administration of the Department's HR Program for SES positions (career and non-career), Schedule C, Senior Level and Presidential appointees.

Develops new or revises existing policies/guidance for the SES/SL performance management system systems. Oversees the SES/SL performance management appraisal systems and pay and bonus recommendations. Oversees and coordinates the Presidential Rank Award process in DOL.

Provides staff support to the Department's Performance Review Board (PRB) and the Executive Resources Board (ERB) to coordinate with Board members to develop topics/meeting agendas, schedule meetings, prepare issue papers, present material and information and follow- up on Board decisions and actions and/or initiatives.

Identifies and recommends options and solutions for broad reaching human resource issues. Oversees the development of recommendations for major human resource initiatives, streamlines processes as appropriate, integrates related services and provides high quality customer service.

Provides oversight and direction for developing and coordinating the Biennial review and requests for SES and SL positions needs and leads the development of the DOL submission to the Office of Personnel Management. Oversees the management of the allocations to ensure DOL meets the requirements and the needs of DOL's leadership.

Provides technical leadership, advice, guidance and/or recommendations on cross-cutting and innovative issues as they relate to broader management concepts and philosophies involving executive resource activities within the Department to top Agency program policy officials and managers.

Represents the office/organization and/or Department on inter and intra-Agency working groups tasked with programs, initiatives or objectives involving Executive Resource matters within and outside the DOL. Provides management/supervisory direction over assigned staff that is supervised by a subordinate supervisor in day-to- day operations of the Office.

Travel Required

Not required

Supervisory status
Yes

Promotion Potential
15 - This position is at the full promotional potential.

Requirements

Conditions of Employment

• U.S. Citizenship is required.
• Requires a supervisory probationary period if requirement has not been met.
• Background investigation is required if the requirement has not been met.
• Must be at least 16 years of age.
• Subject to financial disclosure requirements.
• Position requires a Public Trust-Moderate Risk background investigation.

Applicants must meet time-in-grade, time-after-competitive-appointment and qualifications requirements within 30 calendar days after the closing date of the vacancy to be eligible for consideration for selection.

Federal Employees Please Note: Your SF-50 must include enough information to be able to determine that time-in-grade requirements have been met and reflects your position title, pay plan/series/grade, tenure and the type of appointment (i.e. competitive/excepted). In some cases you may need to submit more than one SF-50.

Reference the "Required Documents" section for additional requirements.

Qualifications

Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-14, in the Federal Service. Specialized experience is described as experience providing the full range of human resource services for senior executive service (SES), Presidential Appointees, Schedule C, Senior Level/Technical, and Administrative Law Judge positions; leading inter/intra-agency workgroups, seminars, briefings, and conferences; and providing technical advice, interpretation, and recommendations on Department-level policy and guidance related to executive resources.

Education

Education cannot be substituted at this grade level.

Additional information

DOL seeks to attract and retain a high performing and diverse workforce in which employees' differences are respected and valued to better meet the varying needs of the diverse customers we serve. DOL fosters a diverse and inclusive work environment that promotes collaboration, flexibility and fairness so that all individuals are able to participate and contribute to their full potential.

Federal Employees Please Note: Your SF-50 must include enough information to be able to determine that time-in-grade requirements have been met and reflects your position title, pay plan/series/grade, tenure and the type of appointment (i.e. competitive/excepted). In some cases you may need to submit more than one SF-50.

Refer to these links for more information: GENERAL INFORMATION , ADDITIONAL DOCUMENTATION , FORMER FEDERAL EMPLOYEES

How You Will Be Evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

Click here for Evaluation details. For Displaced Employees ONLY: if you meet the eligibility requirements for special priority selection under ICTAP / CTAP , you must be well-qualified for the position to receive consideration for special priority selection. ICTAP/CTAP eligibles will be considered "well-qualified" if they attain at least a rating score of 85 in a numerical rating scheme. Be sure to review DOL Account Eligibility Questions #24 and 27 to reflect that you are applying as an ICTAP/CTAP eligible and submit supporting documentation.

Evaluation Factors (Competencies) - All qualified applicants will be evaluated on the following key competencies:

Organizational Awareness - knows the organization's mission and functions, and it social. Political, and technological systems work and operates effectively within them; this includes the programs, policies, procedures, rules, and regulations of the organization.

Technical Credibility - Understands and appropriately applies procedures, requirements, regulations and policies.

Legal, Government and Jurisprudence - knowledge of laws, legal codes, court procedures, precedents, legal practices and documents, government regulations, executive orders, agency rules, government organization and functions, and the democratic political process.

Strategic Thinking - Formulates effective strategies consistent with the business and competitive strategy of the organization. Examines policy issues and strategic planning with a long term perspective. Determines objectives and set priorities.

Customer Service - Works with clients and customers to assess their needs, provide information or assistance, resolve their problems, or satisfy their expectations; knows about available products and services; is committed to providing quality products and services.

Influencing/Negotiating - Persuades others to accept recommendations, cooperate, or change their behavior; works with others towards an agreement; negotiates to find mutually acceptable solutions.

The information you provide may be verified by a review of your work experience and/or education, by checking references and through other means (ex. interview). Your evaluation may also include a review by an HR Specialist or panel and may include other assessment tools (ex. interview, structured interview, written test, work sample, etc). The examining Human Resources Office (HRO) makes the final determination concerning applicant ratings. Your resume MUST provide sufficient information to substantiate your vacancy question responses. If not, the HRO may amend your responses to more accurately reflect the level of competency indicated by the content of your resume.

To preview questions please click here .

Background checks and security clearance

Security clearance
Other

Drug test required
No

Required Documents

The following documents must be submitted by 11:59 p.m. (ET) on the vacancy closing date. Warning: If you submit a document using the same document title, the 2nd submission will OVERWRITE the 1st submission. Also, do not upload password protected documents.

The following documents are required from all applicants (PLEASE READ CAREFULLY):

ARE YOU A CURRENT OR FORMER FEDERAL EMPLOYEE? If applying as a status candidate with current or former Federal Service, please provide a copy of your last or most recent SF-50, "Notification of Personnel Action" which shows your appointment eligibility for the position for which you are applying. Your SF-50 must identify the highest grade you held on a permanent basis, Pay Plan/Pay Schedule, Series, and Grade/Pay Band, and career status. Multiple SF-50 may be submitted to demonstrate your highest previous rate and eligibility.

*WARNING: An award SF-50 (ex. cash or time off award) may not indicate grade, step and competitive status. For current DOL employees, an award SF-50 DOES NOT indicate grade and step.

- Most recent performance appraisal/evaluation signed and dated within 18 months is requested by the agency, but will not disqualify candidates if not submitted. If not submitted during the application process, one may/will be requested at the time of the interview if the opportunity is extended. Applies to current and former Federal employees.

- Land Management Eligibles: a copy of your most recent Notification of Personnel Action (SF-50 or equivalent) proving your eligibility for appointment under the Land Management Workforce Flexibility Act. This service must have been performed in the competitive service, under a time limited appointment in a Land Management Agency, as defined by P.L. 114-328. For more information, click here .

The following documents are required if applicable:

- Displaced Employee Placement Documents - Only required if requesting priority consideration under ICTAP / CTAP Eligibility.

- DD-214 - verifying military service, eligibility for consideration under the Veterans Employment Opportunity Act (VEOA) and showing character of discharge (ex. Member Copy 4 and 2 are acceptable vs. Copy 1 which is not acceptable to adjudicate veteran's preference)

- Special/Non-Competitive Appointing Authority Documents - Applicants who are eligible for consideration, and wish to be considered, under one of the following non-competitive hiring authorities must submit appropriate documentation (click on the links below to see the documentation requirements.

(A) Military Spouses (MISP)

- Cover Letters are not mandatory and will not be used to verify experience, but may be submitted

Applicants selected for employment who are not current DOL employees will be required to provide proof of citizenship , and the E-Verify system will be used to confirm the employment eligibility of all new hires.

If you are relying on your education to meet qualification requirements:

Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education .

Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.