<b>Duties</b><br /><br /><b>Summary</b><br /><br />This position is located in the Department of Labor, Division of Policy Development, Office of the Deputy Assistant Secretary within the Office of Disability Employment Policy (ODEP). The incumbent serves as a Supervisory Policy Advisor by providing expert policy and program analysis and recommendations relating to the employment of individuals with disabilities, particularly related to youth policy. <br /><br />This position is outside the bargaining unit.<br /><br />Learn more about this agency <br /><br /><b>Responsibilities</b><br /><br />As the Youth Team Supervisory Policy Advisor, participates with the Assistant Secretary, Deputy Assistant Secretary, and other policy officials to develop nationwide policies, plans, and programs which promote the employment of youth with disabilities.<br /><br />Serves as a recognized authority on disability employment and youth with disabilities policy issues and defines, plans, conducts, and supervises the conduct of highly complex studies, projects, and analyses relating to the policy development functions of the Office. Assignments focus on the primary mission of the Office of Disability Employment Policy to increase employment opportunities for people with disabilities.<br /><br />Directs and manages the work of the Youth Team and initiates, plans, and supervises the activities and functions of the team. Establishes work groups within the team as necessary, defines short-term and long-range objectives and goals, monitors projects and programs to ensure that deadlines and goals are achieved, and ensures that program plans and work products focus on ODEP's core mission. <br /><br />Represents the Assistant Secretary and/or the Office of Disability Employment Policy in contacts within the Department, with officials in other Federal agencies, with Congress and key stakeholders in the public and private sectors.<br /><br />Coordinates assigned functions and programs with staff within and outside of the Department, explains the goals and mission of the Department's disability employment policy efforts and programs, and elicits support for cooperative ventures or partnerships. Utilizes a comprehensive knowledge of the requirements of the Government Performance Modernization Act and its application by DOL in its annual and long-term strategic performance planning.<br /><br />Uses a broad knowledge of the legislative requirements of the Workforce Investment Act, the Rehabilitation Act; titles II (Social Security), XVI (Supplemental Security), XIX (Medicaid) of the Social Security Act, and transition provisions of IDEA. <br /><br /><b>Travel Required</b><br /><br />Not required<br /><br />Supervisory status <br /> Yes <br /><br />Promotion Potential <br /> 15 – This position is at the Full performance level. <br /><br /></li> <b>Requirements</b><br /><br /><b>Conditions of Employment</b><br /><br /><ul> <li>Appointment to this position may require a background investigation.</li> <li>Requires a Supv. probationary period if the requirement has not been met.</li> <li>U.S. Citizenship.</li> <li>Must be at least 16 years of age.</li> <li>Subject to financial disclosure requirements.</li> <li>Position requires Public Trust-Moderate Risk Background Investigation</li> </ul> <br /><br />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. <br /><br />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. <br /><br />Reference the "Required Documents" section for additional requirements. <br /><br />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:<br /><br />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.<br /><br /><b>Qualifications</b><br /><br />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 which has equipped the applicant with the competencies necessary to successfully perform the duties of the position to be filled.<br /><br />Specifically, specialized experience is defined as: (1) experience interpreting and implementing the legislative requirements of the Workforce Investment Act, the Rehabilitation Act; titles II (Social Security), XVI (Supplemental Security), XIX (Medicaid) of the Social Security Act and the transition provisions of The Individuals with Disabilities Education Act (IDEA); (2) experience leading the development of policy designed to increase the hiring of people with disabilities (3) experience in the development of briefing and outreach materials related to transition of youth with disabilities.<br /><br />If interviewed, applicants may be asked to provide written examples of their work in the above areas of required specialized experience.<br /><br /><b>Education</b><br /><br />There is no educational requirement for this position. Applicants must meet the specialized experience described in this vacancy announcement. <br /><br /><b>Additional information</b><br /><br />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. <br /><br />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. <br /><br />Refer to these links for more information: GENERAL INFORMATION , ADDITIONAL DOCUMENTATION , FORMER FEDERAL EMPLOYEES <br /><br />Additional selections may be made if authorized. <br /><br /><b>How You Will Be Evaluated</b><br /><br />You will be evaluated for this job based on how well you meet the qualifications above.<br /><br />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 #23 and 26 to reflect that you are applying as an ICTAP/CTAP eligible and submit supporting documentation.<br /><br />Evaluation Factors (Competencies) – All qualified applicants will be evaluated on the following key competencies:<br /><br /><strong>Technical Knowledge</strong> – Uses knowledge that is acquired through formal training or extensive on-the-job experience to perform ones job; works with, advises others on related issues.<br /><br /><strong>Strategic Thinking</strong> – Formulates effective strategies consistent with the business and competitive strategy of the organization in a global economy. Examines policy issues and strategic planning with a long term perspective.<br /><br /><strong>Policy Development</strong> – Identifies problems; determines accuracy and relevance of information; conceives and implements demonstrations or research to validate desired policy direction; uses sound judgment to generate and evaluate alternatives, and to make recommendations.<br /><br /><strong>Managing Human Resources</strong> – Plans, distributes, coordinates and monitors work assignments of others; evaluates work performance and provides feedback to others on their performance; utilized and developed and that they are tread in a fair and equitable manner.<br /><br /><strong>Leadership/Team Building</strong> – inspires, motivates and guides others toward goal accomplishment; coaches, mentors, and challenges subordinates; fosters commitment and team spirit; works with others to achieve goals.<br /><br /><strong>Oral/Written Communication</strong> – Expresses information to individuals or groups effectively, and taking into account the audience and nature of the information; communicates information in a succinct and organized manner, taking into account the audiences and nature of the information.<br /><br />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). <strong>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.</strong><br /><br /><b>To preview questions please click here .</b> <br /><br /><b>Background checks and security clearance</b><br /><br />Security clearance <br /> Other <br /><br />Drug test required <br /> No <br /><br /></li> <b>Required Documents</b><br /><br />The following documents must be submitted by 11:59 p.m. (ET) on the vacancy closing date. <strong>Warning: If you submit a document using the same document title, the 2nd submission will OVERWRITE the 1st submission.</strong> Also, do not upload password protected documents. <br /><br /><strong>The following documents are required from all applicants (PLEASE READ CAREFULLY):</strong><br /><br /><strong>ARE YOU A CURRENT OR FORMER FEDERAL EMPLOYEE?</strong> 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. <br /><br />*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. <br /><br />- 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. <br /><br />- 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 .<br /><br /><strong>The following documents are required if applicable:</strong><br /><br />- Displaced Employee Placement Documents – Only required if requesting priority consideration under ICTAP / CTAP Eligibility.<br /><br />- 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)<br /><br />- 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):<br /><br />(a) Persons with Severe Disabilities (SCHEDULE A) <br />(b) Military Spouses (MISP) <br /><br />- Cover Letters are not mandatory and will not be used to verify experience, but may be submitted<br /><br />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.<br /><br /><b>If you are relying on your education to meet qualification requirements:</b><br /><br />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 . <br /><br />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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