Human Resources Specialist

District of Columbia, D.C
Jul 23, 2019
Jul 24, 2019
Human Resources
Full Time


The Office of Inspector General (OIG) is committed to detecting and preventing fraud, waste, and abuse within the U. S. Agency for International Development (USAID). In addition to providing oversight of USAID, the OIG provides oversight of the U. S. African Development Foundation (USADF), the Inter-American Foundation (IAF), the Millennium Challenge Corporation (MCC) and has statutory authorization to conduct reviews and inspections for the Overseas Private Investment Corporation (OPIC).

Learn more about this agency


As a Human Resources Specialist, you will:
  • Advise management in identifying, attracting, and retaining a diverse workforce.
  • Identify and address complex human capital issues related to recruitment and placement objectives, processes, techniques, and methodologies.
  • Perform research, analyze findings and develop recommendation to improve recruitment and placement support for the organizational human capital management plan.
  • Develop and deliver briefings, project papers, status/staff reports and correspondence on a variety of recruiting matters.
  • Responsible for the full range of Foreign Service external placement and recruitment duties for which proactive recruiting strategies are needed.
  • Review policies to evaluate effectiveness and/or prepare recommendations to change policy within specialized HR areas. Identifies key policy issues and develops operating policy, procedures, and guidance pertaining to recruitment, staffing and compensation that requires consideration of the impact of changes made in various program and support services area.
  • Apply a wide range of HR concepts, regulations and practices in the areas of classification. (Such as proper structure of organization, analyze and classify positions, explain standards, classification decisions, complaint and appeals process, etc.
  • Apply a wide range of HR concepts, principle, laws, regulations and practices in the areas of recruitment and placement.
  • Consult with managers, supervisors, employees, etc. to interpret and apply laws, regulations, policies, etc. on various HR functions. Use of current HR database systems to query, retrieve and analyze information. (Such as HRconnect, EPIC, NFC, etc.)
  • Use of HR examining systems for recruitment and placement - Career connector- Monster to include wage grade. Studies and advises managers and supervisors on staffing requirements, resources, and problems in assigned offices involving a high degree of complexity.
  • Advise management on recruitment strategies, sources, special programs, recruitment, relocation, and retention incentive programs.
  • Develop long and short range staffing plans to meet forecasted mission requirements, human capital losses, changes in critical competencies, availability of candidates, career development patterns, and reorganization proposals.
  • Provide guidance on merit system principles, prohibited personnel practices and use of valid selection criteria, and other approaches that may help in staffing the organization and in improving employee productivity, morale, and retention.
  • Execute recruitment, placement, RIF, and related programs for assigned organizations. Takes appropriate steps/actions to appoint, promote, detail, reassign, demote, transfer, RIF, etc., in accordance with established policies, regulations.
  • Research qualifications/ skills needed to conduct job analyses with subject matter experts to distinguish well qualified applicants, the ability to learn the job in reasonable periods of time. Analyzes and classifies individual position descriptions.
  • Determine the correct classification by comparison to existing standards related to the work, and prepares necessary evaluation statements.
  • Determine the responsibilities and extent of authority of the position in relation to other positions, which may seem to overlap.
  • Explain the standards, classification decisions, impact of designated duties on classification, and complaint and appeal procedures to employees, supervisors, and operating officials or managers.

Travel Required

Occasional travel - May be required to travel to international locations

Supervisory status

Promotion Potential


Conditions of Employment

  • U.S. Citizen
  • Must be able to obtain and maintain a Secret security clearance
  • Relocation expenses WILL NOT be paid
  • Designated and/or random drug test required
  • Males born after 12/31/1959, must be registered with the Selective Service

Time-in-grade requirements must be met by the closing date. You must have at least 52 weeks at the next lower grade level, GS-11 or equivalent.


In order to qualify, you must meet the experience requirements described below. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student; social). You will receive credit for all qualifying experience, including volunteer experience. Your resume must clearly describe your relevant experience; if qualifying based on education, your transcripts will be required as part of your application.

This definition of specialized experience is typical of work performed at the next lower grade/level position in the federal service (GS-11).

SPECIALIZED EXPERIENCE: One year of specialized experience at the GS-11 grade level or equivalent which includes (1) Creating assessments and vacancy announcements using federal human resources information systems; (2) applying Office of Personnel Management (OPM) Guide to Processing Personnel Actions to code requests for federal personnel actions; (3) determining applicant qualifications and issuing referrals; (4) ensuring federal priority placement program guidelines are adhered to when filling vacant positions; and (5) interpreting and applying federal civilian recruitment and placement laws, regulations, policies, and practices to provide advice and guidance to managers, supervisors, employees, and applicants.


Additional information

IMPORTANT: If you are found to have rated your self assessment higher than the information in your on-line application, supporting doucmentation narratives, and/or other relevant part of your application package; including attachments, a score will be manually determined that reflects your documented experience. This may result in a lowered score and may also eliminate you from the best qualified list.

The U.S. Agency for International Development is a participant of E-Verify. E-Verify provides an automated link to Federal databases to help employers determine employment eligibility of new hires and the validity of the social security numbers.

Please note that travel and relocation expenses will not be paid.

DIRECT DEPOSIT: All Federal employees are required to have Federal salary payments made by direct deposit to a financial institution of their choosing.

TESTING DESIGNATED POSITIONS: These are Testing Designated Positions (TDPs) under the Agency's approved Drug-Free Work Place Program. All applicants selected for this position will be subject to random drug testing once they begin working for the Agency.

SELECTIVE SERVICE: The Defense Authorization Act of 1986 requires that all male applicants born after 12/31/59 who are required to register under the Military Selective Service Act, be registered or they are not eligible for appointment to this position. For further information concerning Selective Service requirements, please visit .

Interagency Career Transition Program/Career Transition Program (ICTAP/CTAP): This program applies to Federal workers whose positions have been deemed 'surplus' or no longer needed, or an employee has been involuntarily separated from a Federal service position within the competitive service. For information on how to apply and what documents to submit as an ICTAP or CTAP eligible, go to: . ICTAP/CTAP candidates must be rated well-qualified for the position to receive consideration for special priority.

Interchange Agreement with Other Merit Systems: An agency may noncompetitively appoint an employee covered by an interchange agreement to a career or career-conditional appointment subject to the conditions listed below. For more information to determine if you meet this criteria, please go to:

To be eligible for a VEOA appointment, your latest discharge must be issued under honorable conditions (this means an honorable or general discharge), AND you must be either: (1) a preference eligible (defined in title 5 U.S.C. 2108(3)), OR (2) a veteran who substantially completed 3 or more years of active service. Points are not adjudicated and preference is not applied under this type of appointment.

EEO Policy Statement

Reasonable Accommodation


People with Disabilities

OIG prohibits discrimination in the workplace on the basis of race, ethnicity, color, religion, sex (including pregnancy and gender identity), national origin, age, disability, sexual orientation, genetic information, or any other non-merit-based factor.

How You Will Be Evaluated

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

We use a multi-step process to evaluate and refer applicants: Qualified applicants receive a score of 70 to 100. You will be rated on your qualifications for this position as evidenced by the education, experience, and training you report on relative to this position that show the degree to which you possess the competencies listed on this vacancy announcement. Paid or unpaid experience will be considered. USAID must be able to conduct reference checks as part of its assessment process. Applicants who do not permit reference checks from previous employers may be disqualified.

Note: Your answers to the assessment questions, that attest to your work experience, must be supported in your resume.

Qualified candidates will be referred to the hiring agency.

The assessment questionnaire is designed to measure the following compentencies that are required for the position:
  • Recruitment and Placement
  • Customer Service
  • Laws, Policies and Regulations
  • Written Communication
  • Employee Benefits
  • Technology Application
  • Leadership and Management

IMPORTANT: If you are found to have rated your self-assessment higher than the information in your on-line application, supporting documentation narratives, and/or any other relevant part of your application package; including attachments, a score will manually be determined that reflects your documented experience. This may result in a lowered score and may also eliminate you from the best qualified list.

To preview questions please click here .

Background checks and security clearance

Security clearance

Drug test required

Required Documents

  • Resume showing relevant experience.
  • Most recent copy of your SF-50 (Notification of Personnel Action); your document must reflect grade, step, tenure code "1", and type of position occupied. You can find this information in blocks 24 and 34 of your SF-50.
  • Veterans' documentation, if requesting consideration under any veterans' hiring eligibilities such as VRA, preference point entitlement (e,g, DD214, SF-15, and Veteran's Administration Letter). For a detailed list of documents, click here .
  • Supporting documentation if seeking eligibility based any other special hiring authority (e.g., disabled veteran, Schedule A) For a detailed list of documents, click here .
  • Proof of government service documenting that you have met the time-in-grade requirements.
  • INTERAGENCY CAREER TRANSITION ASSISTANCE PLAN (ICTAP): ICTAP provides eligible displaced Federal competitive service employees with selection priority for competitive service vacancies. To receive selection priority, candidates must meet the requirements for the Well Qualified category as described in the vacancy announcement. Candidates must also provide:
      • proof of eligibility with your application. Such proof may include a copy of your written notification of ICTAP eligibility or a copy of your separation Notice of Personnel Action, (SF-50); and
      • proof of your most recent performance rating of at least "fully successful" (Level III) or equivalent.

    For more information visit .

    PROOF OF VEOA ELIGIBILITY: Applicants for consideration under the VEOA appointment authority must submit a copy of your military discharge certificate (DD 214 member 4 copy), official statement of service from your command if you are currently on active duty, or other proof of eligibility. To be acceptable, the document must show Character of Service. For more information visit the Vet Guide .

    Military Spouse Appointing Authority: You may be eligible for an appointment under the Military Spouse Appointing Authority if your enlisted spouse: 1) receives orders specifying a permanent change of station (PCS) (not for training); 2) has a 100% disability rating 3) died while on active duty 4) is currently called to active duty. Each of these categories has different eligibility criteria that must be met. Individuals applying for consideration under this authority MUST provide the applicable supporting documentation (e.g., documentation verifying marriage, copy of your spouse's PCS orders, DD-214, copy of a statement from the Department of Veterans Affairs or a branch of the military certifying the service member's service-connected disability rating, DD-1300, statement from military installation certifying current active duty etc.).

    IMPORTANT NOTICE TO VETERANS : The Office of Personnel Management has published the end date for Operation Iraqi Freedom (OIF) as August 31, 2010. To receive veterans' preference for service during the Enduring Freedom/Iraqi Freedom era, you must have served for more than 180 days between September 11, 2001 and August 31, 2010 OR be in receipt of a campaign badge or expeditionary medal. The updated CFR language is available here . Other qualifying eligibility for preference (e.g., disability) remains unchanged.

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.

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