Duties

Summary

This primary purpose of this position is to conduct research on and make recommendations for operational changes in laws or regulations on GPO policies and procedures regarding Benefits and Worker's Compensation. The incumbent assists the supervisor in areas for improvement in Standard Operation Procedures (SOPs) and recommendations to the GPO Benefits Officer. Provides expert advisory services to top-level managers, and resolves complex problems in various interrelated HR functional areas.
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Responsibilities

• Conducts and administers the retirement program for Agency employees.
• Provide expert guidance and consultation to employees regarding retirement eligibility, retirement options, creditable service, continuation of applicable benefits into retirement, and retirement preparations.
• Provide information necessary to assist employees of the Agency garner the maximum gains from available benefits. Prepares Agency correspondence on sensitive, complex, or highly contested case matters and retirement determinations.
• Prepares annuity estimates on routine and complex cases (e.g., hard to prove medical cases, etc.) for voluntary, disability, early-out, discontinued service retirement, death in service and employee deposits, re-deposits, and military deposits.
• Counsels or advises individual client employees on sensitive or serious problems related to benefits coverage coverage.
• Assist managers and human resources staff in making proper referrals to external resources for employees with sensitive or serious problems that are directly related to benefit entitlements.
• Prepare for the annual Federal Benefits Open Season Fair. Provide information to employees on benefits updates for the new coverage by using a variety of communication methods.
• Provide employees and survivors of deceased employees? estimates of expected benefits along with applicable resources.
• Conduct a qualitative analysis and evaluation of the orientation process and recommend process improvements.
• Serves as the liaison to payroll for resolutions to issues involving benefits, retirement, leave, awards and workers compensation administration.
• Provides staff support in the administration of the Federal Employees Compensation Act for GPO, a significant organizational segment of the Legislative Branch.
• Analyzes proposed legislative changes to the FECA and its implementing regulations and makes recommendations on such changes, including preparation of agency response.
• Performs substantive review of complex workers? compensation claims and documentation determining not only completeness and timeliness, but also reviewing for accuracy and consistency.
• Prepares a variety of reports and letters such as letters to providers in an effort to clarify requests from the Department of Labor.

Travel Required

Not required

Supervisory status
No

Promotion Potential
13

Requirements

Conditions of Employment

• U.S. Citizenship is Required.
• Selectees must pass a drug test prior to appointment.
• Selectee may be required to serve a one year probationary period.
• Males born after 12/03/59 must be registered for Selective Service.
• Selectee must be able to obtain and maintain a Moderate Risk Public Trust Security Clearance
• A Confidential Financial Disclosure report may be required.
• TIME-IN-GRADE REQUIREMENTS: Applicants must meet time-in-grade requirements to be considered eligible. Applicants must have served 1 year at the next lower grade level or equivalent grade level of federal service to qualify.

Qualifications

To qualify for the Human Capital Specialist (Benefit and Workers Compensation), PG -0201-12/13, you must meet the following requirements:

Specialized Experience for the PG 0201-12:
To minimally qualify for the PG-12 level, you must have one year of specialized experience at the PG-11 (or equivalent) grade level or higher. Examples of qualifying specialized experience are: typically gained in the functional areas of Employee Benefits, Retirement Counseling, and the application of the Federal Employees Compensation Act (FECA. Examples of specialized experience typically include:
1) administering and providing advisory services on the workers compensation program processes, procedures, required documentation, on the submission requirements of federal leave programs, workplace flexibilities, tour of duty, group life insurance, health benefits, and the Thrift Savings Plan programs; and
2) providing direction to employees, and management on simple leave and benefits issues, general information about retirement benefits, initiating forms to elect health benefits, or life insurance coverage options; and providing general information about the administration of Work life/Employee benefits' programs; and
3)informing employees and supervisors on the latest information in workers compensation, retirement and federal benefits (i.e., leave programs, FEHB, etc.); and
4) preparing communications to inform employees of current and future requirements and information relating to federal benefits, retirement, and workers compensation; as well as, existing and new policies and regulations for Work-life/Employee benefits programs.

Specialized Experience for the PG-0201-13:

To minimally qualify for the PG-13 level, you must have one year of specialized experience at the PG-12 (or equivalent) grade level or higher. Examples of qualifying specialized experience are: typically gained in the functional areas of Employee Benefits, Retirement Counseling, and the application of the Federal Employees Compensation Act (FECA. Examples of specialized experience typically include:
1) administering and providing advisory services on the workers compensation program processes, procedures, required documentation, on the submission requirements of federal leave programs, workplace flexibilities, tour of duty, group life insurance, health benefits, and the Thrift Savings Plan programs; and
2) serving as the technical advisor or specialist on complex leave and benefits issues, including complex case resolution for FERCA retirement issues, informing on sensitive and complex Workers Compensation cases; resolution of health benefits issues; further advising on insurance coverage options; as well as, resolving problems in the administration of Work life/Employee benefits programs; and
3) training employees and supervisors regarding the latest information on all workers compensation, retirement and federal benefits (i.e., leave programs, FEHB, etc.); and
4) preparing advisory communications to inform employees of current and future requirements relating to federal benefits, retirement, and workers compensation; as well as, on existing and new policies and regulations on Work-life/Employee benefits programs.

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, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Only experience and education obtained by the closing date of this announcement will be considered.

All qualification requirements must be met by the closing date of this announcement (09/22/2021) to be considered.

Education

There is no substitution of education in lieu of specialized experience.

Additional information

Employment of Relatives
Section 3110 of Title 5, U.S. Code, prohibits a Federal official from appointing, promoting, or advocating the appointment or promotion of a relative in the agency where the official is serving or exercises jurisdiction. In addition, Section 2302(b)(7) of Title 5, U.S. Code, makes it a "prohibited personnel practice" for a person in authority to "appoint, employ, promote, advance, or advocate for the appointment, employment, promotion, or advancement of a relative." For further information visit: https://www.law.cornell.edu/uscode/text/5/3110 and https://www.law.cornell.edu/uscode/text/5/2302

Separated Employees:
If you have separated from Federal Government employment, you may obtain a copy of your SF-50 via: National Personnel Records Center, Annex, 1411 Boulder Boulevard, Valmeyer, IL, 62295; or visit the National Archives Website.
Work Life Balance:
The GPO offers Transit subsidy for commuters using public transportation (Metro Bus/Rail, MARC, VRE, etc.).

GPO Telework Program: The official worksite for the selectee is the duty station identified in this vacancy announcement. Please note, effective September 7, 2021 GPO will move to the GPOSAFE Step 3 which is our permanent operating status. GPO supports the use of telework, each telework arrangement is unique. This position may be authorized for telework and/or flexible work arrangements as determined by agency policy and any applicable collective bargaining agreements. The selectee will have the option of applying for the telework program, with the understanding that they must obtain supervisory approval for participation. Telework eligibility should be discussed during the interview process. This position is Telework Eligible.

GPO Remote Work Policy: GPO offers a flexible work arrangement in which an employee can work most or all of the time from a different geographic area. Remote workers will be expected to be able to perform job duties on the date of their entrance on duty and/or the date of the telework agreement. Final pay will be determined upon selection with regard to locality pay and location of selectee. This position is not eligible for Remote work.
Background Investigation:
To ensure the accomplishment of its mission, the GPO requires every employee to be reliable and trustworthy. To meet those standards, all selected applicants must undergo and successfully completed a background investigation for a Moderate Risk- Public Trust suitability. This review could include financial issues such as delinquency in the payment of debts, child support and/or tax obligations, as well as certain criminal offenses and illegal use or possession of drugs. Depending on the type of background investigation required, the security process may take between 6 weeks to 12 months.

Schedule A (Disability Appointment):
Documentation of eligibility for employment under Schedule A can be obtained from a licensed medical professional (e.g., a physician or other medical professional certified by a state, the District of Columbia, or a U.S. territory to practice medicine); a licensed vocational rehabilitation specialist (i.e., state or private); or any Federal agency, state agency, or agency of the District of Columbia or a U.S. territory that issues or provides disability benefits. The letter must be printed on a "medical professional's" letterhead and signed.

How You Will Be Evaluated

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

Your resume will be evaluated to determine if you meet the minimum qualifications required; and on the extent to which your application shows that you possess the competencies associated with this position. To determine if you are qualified for the job, a review of your resume and supporting documentation may be made and compared against your responses to the vacancy questionnaire. You will receive a numeric rating based on your responses to the questionnaire. Your rating is based on both your responses to the questionnaire and information stated in your application. Please make sure that your self-ratings are supported by information in your application. The Human Capital Specialist may verify your qualifications and self-ratings during the application and selection process through quality review, interview questions, work samples, demonstrations, reference checks, and other means. Inflated qualifications may result in you being excluded from further consideration for this position.

You will be further evaluated on the following Competencies required for the position.

• Compensation
• Employee Benefits
• Oral Communication
• Technical Competence

Writing Assessment: Candidates will be subject to a writing assessment during the interview process.

We DO NOT require a separate narrative statement responding to the competencies, however your resume must CLEARLY show possession of these competencies.

If you meet the qualifications stated above and you are among the top candidates your application may be referred to the Selecting Official for further review.

Background checks and security clearance

Security clearance
Other

Drug test required
Yes

Position sensitivity and risk
Moderate Risk (MR)

Trust determination process
Suitability/Fitness

Required Documents

The following information must be received by 11:59 EST on

• Content of Resume: Your resume, or other written form you choose to describe your job-related experiences are used to verify your qualifications. It is important that your resume reflects the duties and responsibilities under each position you have held with each employer. In describing your experience, please be clear and specific. It is your responsibility to make sure your resume states complete information for each job entry (beginning and ending dates of employment stated as MM/YYYY; and total number of hours worked per week). If your resume does not provide enough information regarding your work history for us to make a creditable qualification determination, your application package may be rendered disqualified and you will no longer be considered for this position. To assist you in sending in a complete resume, use the checklist at: Click Here
• SF-50, Notification of Personnel Action- If you are a current or former federal employee, you must submit a SF-50 showing the highest grade level held in the position for which you are using to qualify. Your SF-50 must also include the Position Title and Series, Step, Salary, Tenure, Position Occupied, and promotion potential (if applicable) to verify your status and eligibility. If you are unable to provide your most recent SF-50, you should submit a written statement explaining why it was not obtainable. This explanation should include your Position Title and Series, Step, Salary, Tenure, Position Occupied, and promotion potential. Failure to submit the required SF50 document or statement of explanation will result in an ineligible rating under merit promotion procedures.
• Recent Performance Appraisal -If you are a current or former federal employee, you must submit your current Fiscal Year (FY2020) Performance Appraisal showing you have performed at an acceptable level. If you are unable to submit your current Fiscal Year (FY2020) Performance Appraisal you must submit a written explanation as to why it was not obtainable. In this explanation you should include your final rating. Failure to submit your current Fiscal Year (FY2020) Performance Appraisal or a written statement explaining why it was not obtainable will disqualify you from further consideration.
• DD-214 - If you are claiming Veterans' Preference, provide a copy of your DD-214 (Member Copy 4) Certificate of Release or Discharge from Active Duty, or other equivalent documentation to prove your entitlement and to verify your type of discharge. Failure to provide this information may result in your application not receiving preference.
• VA Letter and SF-15 - If you are claiming Veterans' Preference based on a Compensable Disability, Widow or Spouse Entitlement, or as a Purple Heart recipient, you must submit your DD-214 or other proof of entitlement as described above; and SF-15, and the required proof of disability, i.e., Department of Veterans Affairs letter dated 1991 or later. Failure to provide this documentation may result in your application not receiving preference. (Please see veteran eligibility documentation for more information on veterans preference in federal hiring).
• Active Duty Service Members - If you are veteran who has not yet been discharged, you may provide a statement of intent to discharge from your agency to receive Veterans Preference under the VOW (Veteran Opportunity to Work) to Hire Heroes Act of 2011. Agencies are required to accept, process, and grant tentative veterans' preference to those active duty service members who submit a certification (in lieu of a DD-214) along with their job application materials. Agencies must verify the individual meets the definition of 'preference eligible' under 5 U.S.C. 2108 prior to appointment. A '"certification" is any written document from the armed forces that certifies you are expected to be discharged or released from active duty service in the armed forces under honorable conditions within 120 days after the certification is submitted by the applicant. The certification letter should be on letterhead of the appropriate military branch of the service and contain (1) the military service dates including the expected discharge or release date; and (2) the character of service. NOTE: If you provide a certification at the time of application, your preference eligibility will be verified prior to appointment. More information may be found at http://www.opm.gov/policy-data-oversight/veterans-employment-initiative/vet-guide/
• Veterans Employment Opportunities Act (VEOA) documentation, if applicable. For more information, please go to https://www.fedshirevets.gov/hire/hrp/vetguide/index.aspx .