Supervisory Program Manager (HR Coordinator/Strategist)

District of Columbia, D.C
Oct 11, 2021
Oct 16, 2021
Full Time


This position is located in the Department of Labor (DOL), Employment and Training Administration (ETA), Office of Management and Administrative Services (OMAS), located in Washington, DC.

*This position is outside the bargaining unit.*

Learn more about this agency


Supervisory Program Manager performs the following duties:

Serves as the senior advisor on human resources/human capital/talent management matters. Establishes long and short range goals, objectives, and plans for the agency, to ensure that interests and concerns are reflected in agency's goals and objectives. Identifies training needs in human resources topics and either arranges for training or develops training, guidelines and other guidance materials. Serves as the supervisor of employees engaged in a wide variety of administrative, management services, business operations, and planning functions.

Assures reasonable equity (among units, groups, teams, projects, etc.) of performance standards and rating techniques developed by subordinate. Makes decisions on work problems presented by subordinate supervisors, team leaders, or similar personnel, or by contractors. Reviews and approves series disciplinary actions (eg., suspensions) involving nonsupervisory subordinates. Makes decisions on non-routine, costly, or controversial training needs, and training requests related to employees of the unit. Reviews the performance plans of supervisors and senior staff and assigns and reviews work of subordinates. Provides guidance, advice, recommendations over wide variety of human resource operations and employee and labor-management relations matters.

Manages the human resources/human capital/talent management activities of the entire ETA, recommends approval of budgets, spending plans, functional statements, organization charts, and staffing plans for the organization. Develops and coordinates hiring requests with OHR. Coordinates and monitors the hiring process, by tracking requests to completion and ensures that requested hirings are completed. Ensures that PD's are properly classified, paperwork is timely-completed, and that requests are submitted and coordinated with OHR from initial creation through final posting and selection. Works with the ETA leadership and managers on workforce planning efforts involving resources and activities and recommend changes to improve work processes.

Evaluates existing HR practices and workforce talents to develop the strategies and procedures through which ETA can achieve mission and leadership direction. Coordinates regularly with ETA's comptroller to ensure hiring strategies and human resource practices are affordable. Ensures that the organization is staffed and structured in a manner that enables responsiveness to changes within ETA and/or programs, policies, or priorities or other significant development. Plans, directs, and evaluates ETA's critical and operational planning, program development, and administrative and management services programs. Oversees the development of policies, procedures and guidelines in each of the program areas.

Supervises agency's human resources liaison team. Hears and resolves group grievances or serious employee complaints. Maintains an awareness of OMAS' programs and activities through review of a variety of internal and external publications, as through liaison and personal contacts with key- subject matter experts, key ETA agency members, field officials and with counterparts within and outside the agency. Initiates actions to implement new or revised program processes or operational procedures to expedite and facilitate the conduct and fulfillment of OMAS responsibilities.

Meets with program directors to review progress and accomplishments in comparison to goals, objectives and plans and to make changes in response to change in top-level policies and priorities or new developments. Briefs the leadership on significant program planning and operations problems and issues affecting the ETA. Advises program officials in assessing the effectiveness and efficiency of assigned programs. Consults with leadership on evaluating pending appropriations, legislation, especially the feasibility and potential impact of major program proposals and initiatives.

Develops goals and objectives and establishes policies and procedures to accomplish the work of the unit and complies with all legal and regulatory requirement. Develops policy and prepares position papers, reports, and other documents used to provide critical information and recommendations for use by top management. Establishes performance plans and evaluates the performance of immediate subordinates.

Travel Required

Occasional travel - 10% or Less

Supervisory status

Promotion Potential
15 - This position is at the Full Performance Level.


Conditions of Employment

  • Appointment to this position may require a background investigation.
  • Subject to financial disclosure requirements.
  • Must be at least 16 years old and a U.S. Citizen.
  • Requires a supervisory probationary period if one has not been met.
  • Requires a probationary period if the requirement has not been met.

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.

You may not be aware, but in the regulations for agency ethics programs, there are requirements for supervisors. Section 2638.103 of Title 5 of the CFR states:

Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. Supervisors are also responsible for working with agency ethics officials to help resolve conflicts of interests and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. In addition, supervisors are responsible, when requested, for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements.

Notification Concerning COVID-19 Vaccinations. As required by Executive Order 14043 , Federal executive branch employees are required to be fully vaccinated against COVID-19 regardless of the employee's duty location or work arrangement (e.g., telework, remote work, etc.), subject to such exceptions as required by law. If selected, you will be required to be vaccinated against COVID-19 and submit documentation of proof of vaccination by November 22, 2021, or before appointment or onboarding with the agency (if later than November 22, 2021). The agency will provide additional information regarding which forms of documentation can be accepted and how you can request a legally required exception from this requirement.


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 experience in or directly related to the line of work of the position to be filled, and which has equipped the applicant with the particular knowledge, skills and abilities to successfully perform duties of the position.

Specialized Experience: Specialized experience is defined as experience leading a team to perform ALL OF THE FOLLOWING FUNCTIONS:
  • Experience leading, managing and supervising the day to day administrative activities through subordinate staff, providing strategic human capital direction and advisory support services;
  • Experience planning activities in order to evaluate program effectiveness and to make recommendations for process improvement, policy changes, or organizational strategic planning activities; and
  • Experience reviewing and/or approving program area funding activities (i.e., budgets or spending plans, contractual resources, travel, training, employee expenditures, etc.).

Note: In describing your experience, please be clear and specific. We will not make assumptions regarding your experience. Also, applicants may be asked to submit writing samples during the interview process.


There is no substitution of education for experience at the GS-15 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

Position Telework eligibility is determined by management based on position duties during the recruitment process. Employee participation in telework on a routine or situational basis is determined by management primarily based on business needs. Employees participating in telework are subject to the terms and conditions of the Department of Labor's Telework Program.

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 to reflect that you are applying as a ICTAP or CTAP eligible and submit supporting documentation.

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

Leadership: Influences, motivates, and challenges others; adapts leadership styles to a variety of situations.

Personnel and Human Resources: Knowledge of hiring, classification, benefits, labor relations, negotiation, and Federal, state, and local employment regulations.

Workforce Planning:
Knowledge of HR concepts, principles, and practices related to determining workload projections and current and future competency gaps to align human capital with organizational goals.

Organizational Performance Analysis: Knowledge of the methods, techniques, and tools used to analyze program, organizational, and mission performance; includes methods that deliver key performance information (for example, comparative, trend, diagnostic, root cause, predictive) used to inform decisions, actions, communications, and accountability systems.

Strategic Thinking:
Formulates objectives and priorities, and implements plans consistent with the long-term interests of the organization in a global environment. Capitalizes on opportunities and manages risks.

Interpersonal Skills: Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences.

Oral Communication: Expresses information (for example, ideas or facts) to individuals or groups effectively, taking into account the audience and nature of the information (for example, technical, sensitive, controversial); makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately.

Written Communication: Writes in a clear, concise, organized, and convincing manner for the intended audience.

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 samples, writing samples, 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
Not Required

Drug test required

Position sensitivity and risk
High Risk (HR)

Trust determination process

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.

- Resumes are required - provide a resume either by creating one in USAJOBS or uploading one from your computer and USAJOBS profile. To receive full consideration for relevant and specialized experience, please list the month, year, and the number of work hours worked for the experience listed on your resume. We also suggest that you preview the vacancy questions, and confirm that your resume supports your question responses.

- 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.

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 the 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) 30% or More Compensable Disabled Veterans (DAV) (b) Military Spouses (MISP).

- Land Management Eligible(s): 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 .

- 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.

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