Overview

<b>Duties</b><br /><br /><b>Summary</b><br /><br /><strong>Become be a part of one of the largest digital information facilities in the world! </strong>Established by Congress in 1861, GPO is transforming itself as an agency and as a business. Are you a highly motivated individual seeking to work in a fast paced and energetic environment? Are you seeking an employment opportunity to transform a Classification/Pay Branch? If so, come join the GPO Human Capital Operations, Transaction/Classification Branch.<br /> Learn more about this agency <br /><br /><b>Responsibilities</b><br /><br /><ul> <li>Plans, directs and organizes work to be accomplished by subordinates, sets and adjust short-term priorities, and prepares scheduled deadlines for completions of work.</li> <li>Receives, reviews, processes, and final approver on a full range of personnel actions for the agency. Troubleshoots and resolves difficult problems associated with processing Personnel Actions.</li> <li>Assist in developing and updating policy, guidance, regulations and procedures on a wide range of GPO classification, personnel processing and compensation issues.</li> <li>Serves as the technical advisor on position classification issues, reviewing complex position management actions for GPO and performs classification services for a diverse workforce employed under Title 44.</li> <li>Updates, verifies, and conducts quality assurance reviews of civilian employee personnel records.</li> <li>Provides advice, organizational structure and position structures, classification changes, position or employee impact and related actions to ensure compliance with legal and regulatory constraints prior to implementing new structures.</li> <li>Performs a full range of compensation duties for GPO compensation programs. Interprets regulations, policies, directives, and provides accurate pay setting guidance.</li> <li>Researches, prepares and has delegated signature authority for back pay with interest determination decisions in accordance with law, regulations and policies.</li> <li>Conducts comprehensive review and/or approval of personnel actions such as: promotions, reassignments, recruitment incentives, relocation incentives, and retention incentives, student loans</li> <li>Establishes guidelines for Human Capital Specialists and Human Capital Assistants to use for pre-employment process of new hires.</li> <li>Oversees all pre-employment requirements, screens pre-employment forms for accuracy and completeness prior to submission to Security, Medical Department, Human Capital Specialist and Team Lead.</li> </ul> <br /><br /><b>Travel Required</b><br /><br />Occasional travel – You may be expected to travel 10% or less for this position.<br /><br />Supervisory status <br /> Yes <br /><br />Promotion Potential <br /> None <br /><br /></li> <b>Requirements</b><br /><br /><b>Conditions of Employment</b><br /><br /><ul> <li>U.S. Citizenship is Required.</li> <li>Selectees must pass a drug test prior to appointment.</li> <li>Selectee may be required to serve a one-year supervisory probationary period.</li> <li>Males born after 12/03/59 must be registered for Selective Service.</li> <li>Selectee must be able to obtain and maintain Public Trust security clearance.</li> <li>Confidential Financial Disclosure report may be required.</li> <li>Time in Grade requirements must be met.</li> </ul> <br /><br /><b>Qualifications</b><br /><br /><strong>To qualify for the Supervisory Human Capital Specialist, PG -0201-14, you must meet the following requirements: </strong><br /><br />To qualify, applicants must have one year of specialized experience equivalent to at least the next lower grade (PG-13 or equivalent grade level) in the normal line of progression for the occupation in the organization.<br /><br />Specialized experience is defined as: work that involves <strong>(1)</strong> advising executive leadership on developing human resources policy on pay and compensation and classification; <strong>(2)</strong> leading special project teams to develop new compensation and classification policies for an agency; <strong>(3)</strong> supervising the following human resources functions: position classification and management and pay and compensation administration; <strong>(4)</strong> serving as a primary advisor on human resources matters to include providing recommendations on policy directives, solving complex problems, and staying well-informed of new laws and regulations; and developing and/or improving major human resources program areas relating to classification , pay and compensation; <strong>(5) </strong>specialized experience must also include at least three of the four following examples:<br /> – Classifying a wide variety of Federal positions;<br /> -Experience independently reviewing and processing a variety of personnel actions; and providing assistance in a Human Resource office to ensure accuracy and timeliness of personnel actions;<br /> – Implementing standardized position descriptions for a Federal organization;<br /> – Applying HR principles, concepts and practices; providing technical guidance and delivery of personnel and human resources services on human resources issues as it relates to position classification and organizational design;<br /> – Evaluating classification, pay and compensation programs and processes to identify best practices, trends, strengths, and areas of needed improvement.<br /><br />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.<br /><br /><strong>All qualification requirements must be met by the closing date of this announcement (07/16/2019) to be considered. </strong> <br /><br /><b>Education</b><br /><br />Substitution of education in lieu of specialized experience may not be used for this grade level.<br /><br /><b>Additional information</b><br /><br /><strong>Employment of Relatives</strong><br /> 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 <br /><br /><strong>Separated Employees: </strong><br /> 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; FAX – 618-935-3014; or visit the National Archives Website.<br /><br /><strong>Work Life Balance:</strong><br /> The GPO offers Transit subsidy for commuters using public transportation (Metro Bus/Rail, MARC, VRE, etc.).<br /><br /><strong>Background Investigation:</strong><br /> 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 Public Trust security clearance. 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.<br /><br /><strong>The Agency may rescind the tentative offer, if the candidate is unable to obtain an interim clearance.</strong><br /><br /><strong>Schedule A (Disability Appointment):</strong><br /> 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.<br /><br /><strong>Reasonable Accommodation:</strong><br /> This agency provides reasonable accommodation to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process you must contact the HC Specialist on the vacancy announcement at least seven business days before the closing date of this announcement to receive assistance. The decision on granting reasonable accommodation will be made on a case-by-case basis.<br /><br /><strong>Equal Employment Opportunity Policy:</strong><br /> The United States Government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor. <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 />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 and/or Subject Matter Expert (SME) 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.<br /><br />You will be further evaluated on the following Competencies required for the position.<br /><br /><ul><li>Employee Onboarding</li><li>Human Resources Actions Processing</li><li>Human Resources Information Systems</li><li>Position Classification</li><li>Supervision and Managing Human Resources</li><li>Written Communication</li></ul><br /><br />We DO NOT require a separate narrative statement responding to the competencies, however your resume must CLEARLY show possession of these competencies.<br /><br />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. <br /><br /><b>Background checks and security clearance</b><br /><br />Security clearance <br /> Other <br /><br />Drug test required <br /> Yes <br /><br />Position sensitivity and risk <br /> Noncritical-Sensitive (NCS)/Moderate Risk <br /><br />Trust determination process <br /> Credentialing <br /><br /></li> <b>Required Documents</b><br /><br />The following information must be received by 11:59 EST on <ul> <li><strong>Content of Resume:</strong> 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: https: www.usajobs.gov/Help/faq/application/documents/resume/what-to-include/ </li> </ul> <ul> <li><strong>SF-50, Notification of Personnel Action:</strong> – If you are a current or former federal employee, you must submit a Notification of Personnel Action (SF-50) showing the highest grade level held in a 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. Failure to submit the information required will result in an ineligible rating under merit promotion procedures.</li> <li><strong>Recent Performance Appraisal – </strong>Copy of your most recent performance appraisal. If your performance appraisal is not dated <strong>within the last 12 months</strong> or if you are unable to provide a recent performance appraisal, you must provide a written statement explaining why it was not obtainable. Failure to submit required documentation will disqualify you from consideration.</li> <li><strong>DD-214</strong> – 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.</li> <li><strong>VA Letter and SF-15</strong> – 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)</li> <li><strong>Active Duty Service Members</strong> – 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. <strong>NOTE:</strong> 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/ </li> <li><strong>Veterans Employment Opportunities Act (VEOA) documentation</strong>, if applicable. For more information, please go to https: www.fedshirevets.gov/hire/hrp/vetguide/index.aspx .</li> </ul>


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