Duties

Summary

This position is located in the Department of Labor (DOL), Office of the Assistant Secretary for Administration and Management (OASAM), Office of Human Resource (OHR), the Division of Work Life and Engagement (DWE), the Work Life, Leave, and Workplace Flexibilities Branch located in Washington, D.C.

This position is outside the bargaining unit.

No PCS is authorized.

Learn more about this agency

Responsibilities

The incumbent Provides authoritative oral or written advice and assistance to all levels of management and employees on assigned personnel program functions, including identifying and interpreting established rules, regulatory requirements, policies, procedures, or standards. Plans, administers and coordinates designated specialized human resource program functions, analyzing and resolving problems, determining the best course of action in implementing organizational goals; in carrying out local policies and procedures; in ensuring that the program satisfies local goals and processes; and in ensuring that the program(s) complies with regulatory requirements. Ensures program compliance with Department regulations and OPM and other regulations and requirements.

Plans and coordinates award ceremonies managing the decision process involving Secretary Assistant Secretary, and Deputy Assistant Secretary, OASAM. Recommends new policies and programs and develops and implements assigned programs or portions of programs which contribute to a model Department-wide Human Resource program. This covers the wide array of Federal benefits and Work Life programs, including telework, jobshare, alternative work schedules, and various benefit programs as well as Department-wide awards and suggestion programs. Represents the Office at meetings with other government agencies, private industry, and conferences advocating work life, benefits, awards, and suggestion program issues. Researches and studies trends and challenges encountered in the public and private sectors related to work life, benefits and other areas of responsibility. As a member of a team, develops strategies for streamlining processes and ideas for effective use of staff and monetary resources, and participates fully in making substantial decisions about how the work of the team is accomplished. Counsels employees on various benefits, policies, and procedures, or provides referrals to appropriate staff or resources on the various Office programs. Develops training materials and conducts training sessions related to appropriate subject matter based on Office responsibilities. Develops position papers on new and emerging personnel management programs and concepts, and makes recommendations on the most advantageous Departmental position.

Travel Required

Not required

Supervisory status
No

Promotion Potential
13 - This position is at the Full Promotion Potential (FPL).

Requirements

Conditions of Employment

• U.S. Citizenship.
• Must be at least 16 years of age.
• Requires a probationary probation period if not previously met.
• Candidate required to obtain the necessary security/investigation level.

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

GS-13: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-12, in the Federal Service.

Specifically, applicants must have specialized experience in telework and work schedule administration; and the ability to review, develop, implement, and coordinate policy with respect to assigned human resource program matters in these or related area(s).

Education

Education or the substitution of education for experience is not qualifying for the GS-13 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:

Oral and Written Communication: Uses correct English grammar, punctuation, and spelling to communicate information in a clear, succinct and organized manner. Composes written information, which may include technical material, that is appropriate for the intended audience. Makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately.

Customer Service: Works with clients and customers (that is, any individuals who use or receive the services or products that your work unit produces, including the general public, individuals who work in the agency, other agencies, or organizations outside the Government) 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 to all clients, especially senior executives.

HR Program Knowledge and Application: Experience applying human resources policies, regulations, guidelines, and programs and processes; knowledge of HR concepts, principles, and practices related to worklife, leave , benefits and pay rules and regulations.

Planning and Organizing: Ability to plan, organize, evaluate and direct a wide variety of highly diverse program and administrative activities. Ability to apply advanced project management and Organizational principles, practices, theories, and methodology to analysis work assignments when planning, organizing, implementing when performing work.

Policy and Strategic Planning (Policy Analysis): Ability to conduct analysis of moderately complex policy, reports and other sources of information to determine implications, impact on service delivery, make sound conclusions and comprehensive recommendations. Strategically plan, analyze, and develop recommendations on and development of policy.

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.