Summary
The Office of the Assistant Secretary for Administration and Management (OASAM) provides the infrastructure and support that enables the U.S. Department of Labor to perform its mission. OASAM provides leadership and support for information technology, human resources management, procurement, business operations, safety and health, space management, civil rights, emergency management, security, budget, and performance.
Duties
This position is located in the Division of Policy and Accountability (DPA) within the Office of Human Resources (OHR), OASAM. DPA creates, maintains, and communicates DOL and OHR policy to all agency employees. The incumbent provides the research, development, and establishment of a policy that meets government-wide and Departmental requirements, in collaboration with key stakeholders. Major duties include, but are not limited to, the following: Interpret new legislation and regulations to determine their impact on agency programs and identify the need for changes to policy or operations. Develop, write, or recommend new or revised DOL HR policy, standards, procedures, and guidelines based on research, review of existing programs, changes in law or regulation, or current developments in HR functional areas. Independently identify opportunities or unresolved issues inherent in new legislative or regulatory proposals based on mastery of the principles, concepts, laws, and regulations, and suggests solutions to resolve these issues, which may be adopted Department or Government-wide. Possess a broad and intensive knowledge of HR program areas and the interrelationship of each OHR Operations Division, and collaborate with these divisions and various other functional areas outside of OHR such as Division of Budget & Programs, Office of the Chief Financial Officer, Office of the Assistant Secretary for Administration and Management, and Office of the Secretary to evaluate and improve effectiveness and efficiency of assigned HR programs operations and service delivery. Assist in managing DOL's accountability and quality assurance program to include the development, analysis, and reporting of findings to improve overall HR programs and services across the HR enterprise. Coordinate workload priorities with other organization managers and customers as appropriate. Assign work to subordinate employees based on organization priorities and consideration of difficulty and requirements of assignments such that the experience, training, and abilities of staff are effectively utilized to meet organization and customer needs. Identify the need for changes in priorities and take action to implement such changes. Provide advice to the DPA Division Chief on significant issues and problems related to work accomplishment. Establish metrics and analysis systems to ensure actions are timely and reviewed at critical points. Accepts, amends, or rejects work presented by subordinates. Exercise supervisory personnel management responsibilities, including but not limited to supporting employee development, approving leave schedules, planning and scheduling work of employees, advising employees regarding policies and procedures, selecting or recommending the selection of candidates for vacancies, promotions, etc., and managing performance.
Education
There is no substitute of education for specialized experience to qualify for this grade level.
How you will be evaluated
Your evaluation will be based on how well you meet the qualifications outlined in this vacancy announcement, as demonstrated through your resume and supporting documentation. You may preview application questions for this vacancy here: https://apply.usastaffing.gov/ViewQuestionnaire/13078142 USA Hire You will be assessed on the following competencies (knowledge, skills, abilities, and other characteristics): Accountability Customer Service Decisiveness Flexibility Interpersonal Skills Problem Solving Resilience The information you provide may be verified by a review of your paid, unpaid, and volunteer, as it demonstrates the competencies or skills required for the position to be filled. Your evaluation may include an interview, reference checks, or other assessment conducted by HR specialists, subject matter experts, or panel members and may include other assessment tools (ex. interview, structured interview, written test, work sample, etc.). INFORMATION FOR ICTAP/CTAP ELIGIBLE(S) ONLY: If you are eligible for special priority selection under ICTAP/CTAP, you must be well-qualified for the position to receive consideration. ICTAP/CTAP eligible(s) will be considered well-qualified if they attain at least a rating score of 85 in a numerical rating scheme. Be sure to review the eligibility questions to reflect that you are applying as an ICTAP or CTAP eligible and submit supporting documentation.