Director

Employer
USAJobs
Location
Washington, D.C
Posted
Feb 27, 2021
Closes
Mar 04, 2021
Function
Executive, Director
Hours
Full Time
Duties

Summary

This position is in the Office of Public Affairs and Consumer Education (OPACE), Freedom of Information Act Staff (FOIAS) within the Food Safety and Inspection Service (FSIS) bureau of the U.S. Department of Agriculture. The Director and the Staff's primary mission is to develop and manage processes to ensure that appropriate, timely, and consistent action is taken with respect to public disclosure of information under the Freedom of Information Act (FOIA) and Privacy Act (PA).
Learn more about this agency

Responsibilities

  • Plans, evaluates, and implements FSIS FOIA/PA program and policies.
  • Manages a system for ensuring responses to FOIA/PA requests are complete, consistent, and timely.
  • Monitors incoming FOIA/PAs to identify issues of importance to FSIS and to ensure coordinated responses.
  • Develops, implements, and manages processes that ensure accurate implementation of the Freedom of Information Act (5 U.S.C. 552) and the Privacy Act of 1974 (5 U.S.C. 552a) throughout FSIS.
  • Writes and/or edits information on FOIA programs, policies, functions, and research.
  • Prepares probing and innovative analyses explaining complex issues with a broad impact.
  • Directs the development of written products characterized by substantial breadth and depth.
  • Participates with the OPACE AA and DAA in developing systems for controlling and locating FOIA/PA requests and reports relating to FSIS FOIA/PA activities.
  • Provides indirect technical guidance over those in other offices throughout FSIS who are engaged in record searches for the office.
  • Plans work and determines approaches; makes assignments; oversees execution; established deadlines; provides administrative and technical guidance.
  • Makes recommendations on major issues such as organizational goals, challenges to organizational design, or the overhaul of conventional practices to meet new challenges.
  • Ensures the compliance, analysis, and assessments are adhered to according to the PA and related privacy laws and policies by providing oversight of FSIS privacy practices.
  • Directs/oversees the development of long-range strategic goals, policies and procedures, records retention schedule, and transfer of records, etc.
  • Evaluates and analyzes requests and communicates FSIS positions to officials representing law firms, labor union officials, media, industry organizations, and privately held companies.
  • Assesses and enhances program and policy efficiency and effectiveness and makes, coordinates and/or recommends improvements.


Travel Required

Occasional travel - You may be expected to travel for this position.

Supervisory status
Yes

Promotion Potential
None

Requirements

Conditions of Employment

  • You must be a US Citizen or US National.
  • Males born after 12/31/1959 must be Selective Service registered or exempt.
  • Subject to satisfactory adjudication of background investigation and/or fingerprint check.
  • Successful completion of one year probationary period, unless previously served.
  • Subject to one year supervisory/managerial probationary period unless prior service is creditable. New USDA supervisors must successfully complete all components of the required training program before the end of their probationary period.
  • Direct Deposit ? Per Public Law 104-134 all Federal employees are required to have federal payments made by direct deposit to their financial institution.
  • Selectee must be able to obtain and maintain a Public Trust security clearance. If selected you may be subject to a National Agency Check and Inquiry (NACI).


Qualifications

Applicants must meet all qualifications and eligibility requirements by the closing date of the announcement including time-in-grade restrictions, specialized experience and/or education, as defined below.

Time in grade: Applicants must have one year at the GS-14 grade level to be considered for the GS-15 grade level.
Specialized Experience: In order to meet the specialized experience requirement, you will need to have completed 52 weeks of progressively responsible specialized experience at or equivalent to the GS-14 grade level. This experience may be gained under GS, PHHRS, another pay band system, or any combination of GS, pay band, or other experience.

The specialized experience for this position includes:
  • Managing a team and directing process analysis and evaluations to plan, evaluate, and implement policies.
  • Experience applying, writing and/or editing regulations, statutes, and laws to ensure compliance.
  • Ability to quickly evaluate and analyze requests and communicate an organization's positions to officials representing law firms, labor union officials, media, industry organizations, and privately held companies.

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). Volunteer work helps build critical competencies and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

For more information on the qualifications for this position, click here: OPM Administrative and Management Group Standard

Education

This job does not have an education qualification requirement.

Additional information

  • *Career Transition Assistance Plan (CTAP), Reemployment Priority List (RPL), or Interagency Career Transition Assistance Plan (ICTAP): For information on how to apply as a CTAP, RPL, or ICTAP eligible see Career Transition . To exercise selection priority for this vacancy, CTAP/RPL/ICTAP candidates must meet the basic eligibility requirements and all selective factors. CTAP/ICTAP candidates must be rated and determined to be well qualified (or above) based on an evaluation of the competencies listed in the How You Will Be Evaluated section. When assessed through a score-based category rating method, CTAP/ICTAP applicants must receive a rating of at least 85 out of a possible 100.
  • *This announcement may be used to fill multiple vacancies.
  • *This position is eligible for telework and other flexible work arrangements. Employee participation is at the discretion of the supervisor.
  • *Persons with disabilities who require alternative means for communication of program information (Braille, large print, audiotape, etc) should contact: USDAs TARGET Center at 202-720-2600 (voice and TDD).
  • *It is the policy of the Government not to deny employment simply because an individual has been unemployed or has had financial difficulties that have arisen through no fault of the individual. To see more information visit CHCO Council .
  • *If you are selected, you may need to complete a Declaration for Federal Employment (OF-306) prior to being appointed to determine suitability for Federal employment and to authorize a background investigation. False statements or responses on a resume or application can jeopardize employment and may be grounds for disciplinary action, including removal from Federal service
  • *If you are newly hired, the documentation you present for purposes of completing the Department Homeland Security (DHS) Form I-9 on your entry-on-duty date will be verified through the DHS "E-VERIFY" system. Federal law requires the use of E-VERIFY to confirm the employment eligibility of all new hires. Under this system, the new hire is required to resolve any identified discrepancies as a condition of continued employment. To learn more about E-Verify, including your rights and responsibilities, visit E-Verify .
  • *Veterans who are preference eligible or who have been separated from the armed forces under honorable conditions after three years or more of continuous active service are eligible for consideration under the Veteran's Employment Opportunity Act (VEOA) .
  • *Farm Service Agency (FSA) County Employees: Permanent County employees without prior Federal tenure who are selected for a Civil Service position under Public Law 105-277 will be given a career-conditional appointment and must serve a 1-year probationary period.
  • *Special Hiring Authorities Information: See Feds Hire Vets for more information regarding applying under the Veteran's Recruitment Act (VRA), 30 percent disabled veterans, certain military spouses, and Schedule A Disabled.
  • *Land Management Workforce Flexibility Act (LMWFA) provides current or former temporary or term employees of federal land management agencies opportunity to compete for permanent competitive service positions. Individuals must have more than 24 months of service without a break between appointments of two or more years. Service must be in the competitive service and have been at a successful level of performance or better. Refer to PUBLIC LAW 114-47 for more information.


How You Will Be Evaluated

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

You will be evaluated based on your qualifications for this position as evidenced by the experience, education, and training you described in your application package, as well as the responses to the Assessment Questionnaire to determine the degree to which you possess the knowledge, skills, abilities and competencies listed below:
  • Attention to Detail
  • Technical Competence Accountability Planning and Evaluating Administration &Management
  • Leadership
  • Written Communication Strategic Thinking
Your application, including the online Assessment Questionnaire, will be reviewed to determine if you meet (a) minimum qualification requirements and (b) the resume supports the answers provided to the job-specific questions. Your resume must clearly support your responses to all the questions addressing experience and education relevant to this position. Applicants who meet the minimum qualification requirements and are determined to be among the best qualified candidates will be referred to the hiring manager for consideration. Noncompetitive candidates and applicants under some special hiring authorities need only meet minimum qualifications to be referred.

Note: If after reviewing your resume and/or supporting documentation, a determination is made that you have inflated your qualifications and or experience, your score may be adjusted to more accurately reflect your abilities, or you may be found ineligible. Please follow all instructions carefully. Errors or omissions may affect your rating. Providing inaccurate information on Federal documents could be grounds for non-selection or disciplinary action up to including removal from the Federal service.

The following documents are required for your applicant package to be complete. Our office cannot be responsible for incompatible software, your system failure, etc. Encrypted documents will not be accepted. Failure to submit required, legible documents may result in loss of consideration.

Background checks and security clearance

Security clearance
Not Required

Drug test required
No

Position sensitivity and risk
Non-sensitive (NS)/Low Risk

Trust determination process
Credentialing

Required Documents

Resume that includes: 1) personal information such as name, address, contact information; 2) education; 3) detailed work experience related to this position as described in the major duties including work schedule, hours worked per week, dates of employment; title, series, grade (if applicable); 4) other qualifications.

College Transcripts if education is required for meeting basic qualifications and/or used as a substitute for specialized experience. An unofficial copy is sufficient; however, if selected, an official transcript will be required prior to entering on duty. Education must have been successfully completed and obtained from an accredited school, college, or university. Foreign education must be evaluated by an approved organization. There are private organizations that specialize in this evaluation and a fee is normally associated with this service. For a list of private organizations that evaluate education, visit the NACES website. All transcripts must be in English or include an English translation. For additional information, refer to the U.S. Department of Education website at US Dept. of Education .
You must submit the documents below if you claim any of the following:
Current and Former Federal employees:
  • Most recent non-award Notification of Personnel Action (SF-50) showing you are/were in the competitive service, highest grade held (or promotion potential) on a permanent basis, position title, series and grade AND
  • Most 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. A performance plan is not an acceptable substitute.
  • Current Permanent FSA County Employees: Most recent non-award Notification of Personnel Action (SF-50/equivalent) showing highest grade or promotion potential held on a permanent basis, position title, series and grade AND most recent performance appraisal (dated within 18 months) per above.

    Veteran Hiring Authorities; VEOA, VRA and 30% Disabled Veterans : DD-214, Certificate of Release from Active Duty showing dates of service and discharge under honorable conditions. Disabled veterans must include VA letter & SF-15 if claiming 10 pt. preference. Current active duty members must submit certification that they are expected to be discharged or released from active duty under honorable conditions no later than 120 days after date the certification is submitted. For more information see Veterans Preference Information.

    Land Management Workforce Flexibility Act:
    • a.Copies of Notification of Personnel Action(s) (SF-50s) showing the employee has served in appropriate appointment(s) for a period/periods that total more than 24 months without a break between appointments of two or more years. (Include initial hire actions, extensions, conversions and separation SF-50s for each period of work).
    • b. Documentation of Acceptable Performance for Service Time:
      • 1. Performance rating(s) showing an acceptable level of performance for period(s) of employment counted towards their eligibility, signed by supervisor(s); or
      • 2. If documentation of rating does not exist for one or more periods, a statement from the employee's supervisor(s) or other individual in the chain of command indicating an acceptable level of performance for the period(s) of employment counted towards their eligibility; or
      • 3. Applicants who do not provide a performance appraisal or other performance documentation for any period that they are using for eligibility under the LMWFA, shall provide:
        • a. A stated reason as to why the appraisal/documentation is not available; and
        • b. A statement that their performance for all periods was at an acceptable level, their most recent separation was for reasons other than misconduct or performance, and they were never notified that they were not eligible for rehire based on performance. This shall be in lieu of providing copies of the performance appraisals.
    Schedule A, Persons with Disabilities Appointment: Letter from a physician, local, state or federal rehabilitation office citing eligibility under 5 CFR 213.3102 (u). See eCFR Part 213 .

    Surplus or displaced employees eligible for CTAP, RPL, or ICTAP Priority: Proof of eligibility (RIF separation notice, notice of proposed removal for declining a transfer of function or directed reassignment to another commuting area, notice of disability annuity termination), SF-50 documenting separation (as applicable), and your most recent SF-50 noting position, grade level, and duty location with your application per 5 CFR 330.
    Peace Corps Volunteers/Personnel: Documentation of no less than 36 months of continuous service without a break of 3 days or more and separated within the last 3 years.
    Other Special Hiring Authorities: If claiming eligibility under a Special Hiring Authority not listed above submit appropriate supporting documentation. See Hiring Authorities .

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