Summary
As a Director, CABS Center, you will serve as the Director,Commissions and Boards (CABS) Center, and provide technical expertise and comprehensive research for human resources management services to Presidential Boards, Commissions, and small government/quasi government agencies. Location of position: Office of Human Resources Management (OHRM), Washington, D.C. We are currently filling one vacancy, but additional vacancies may be filled as needed.
Duties
· Interfaces with the Office of the General Counsel, the Office of Government Ethics, the Office of Personnel Management, Office of Management and Budget, Department of State, Government Accountability Office, and other offices on behalf of CABs clients, stakeholders and partners. · Interfaces with legislative staff, the Executive Office of the president, and the Committee Management Secretariat regarding new legislation for new Commissions, Boards and small agencies. Interprets enabling and subsequent legislation impacting clients. · Provides leadership, expert assistance and authoritative advice on interpretation of governing policy in designated all human resources areas. Researches the most sensitive, complex or otherwise controversial issues, utilizing all resources available. In those cases where existing agency policy does not cover the problem or issue under review, the incumbent consults references such as United States Code and the Code of Federal Regulations, Comptroller General and GAO audit decisions, and other legal precedents available; interprets these legal sources, and develops definitive policy recommendations based on extensive analysis. Findings and recommendations ensure that agency policy remains in conformance with ongoing governmental, Presidential and/or Congressional initiatives. · Performs special assignments as directed, which may concern any phase of the CABS operation and which may require research in analyzing, appraising and evaluating operational plans and necessitate numerous contacts, clearances and arrangements with internal and external organizational entities with diversified missions. Organizes resources to carry out projects and takes necessary steps for implementation. · Advises OHRM and CABS agencies on important matters relating to the management of large, complex projects that are highly sensitive, emotionally charged or otherwise have potential far-reaching implications. Implements decisions made by higher level agency management officials, oftentimes facilitating the work of other agency employees to accomplish desired objectives. Ensures that the decisions are reflected in legislative and policy proposals, in internal and external directives and subsequently, in organizational operating procedures. · Establishes and maintains cooperative working relationships with GSA business partners and client organizations. Ensures compliance with Federal laws and regulations and GSA regulations, policies, and procedures. Participates with other OHRM officials and leadership in the development of policies, procedures, plans, objectives, goals and programs of the organization, and for input into national policies, programs, objectives and goals. · Attends staff meetings, OHRM leadership meetings and/or other conferences advising on recruitment/staffing matters, furnishing technical advice, and implementing processes. The incumbent facilitates long range recruitment and staffing missions and organizational plans/changes and/or updates. Keeps the supervisor informed of major phases of HR policy, regulatory requirements, and related administrative tools/practices. · Understands the clients' business needs and assists in the creation and application of recruitment/staffing solutions. Advises and assists clients on all human resource management issues related to recruitment/staffing. Collaborates with other GSA HR personnel regarding the enhancement and maintenance of a recruitment/staffing program designed to maintain the high competence and character of the Federal civil service and its reputation for integrity, continuity, nonpartisanship, equality of opportunity, merit and responsiveness to the public good.
Requirements
If selected, you must meet the following conditions: Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C or NonCareer SES employee in the Executive Branch, you must disclose this information to the HR Office. Failure to disclose this information could result in disciplinary action including removal from Federal Service. Serve a one year probationary period, if required. Undergo and pass a background investigation (Tier 2 investigation level). Serve a one year supervisory or managerial probationary period, if required. Participate in the Continuity of Operations Plan (COOP), which includes attending meetings and planning activities; and carrying out mission-critical work at a designated location other than your primary work site (which may be outside of your commuting area).
How you will be evaluated
A panel of Subject Matter Experts (SMEs) will review the application of qualified candidates and assign a score for each of the five required Knowledge, Skills, and Abilities (KSAs) based on the experience documented in the resume and narrative responses. Ability to assume a leadership role to engage with Government officials and client organizations to present HR capabilities, resolve controversial client relationship issues while remaining current on evolving industry standards and expectations. Knowledge of Federal Human Resources laws, regulations, directives and objectives to provide leadership, assistance and authoritative advice on interpretation of governing policy in the designated program area. Knowledge of business practices in Government to analyze business requirements, assess feasibility and define current and future business environments. Skill in oral communication to present technical or non-technical data based on analysis and evaluation. Ability to establish and maintain effective relationships with a wide range of clients and stakeholders at all levels. Demonstration of these KSAs must be supported by your resume. Applicants should also make note of each KSA, as you will be asked to address them later in the application process. Consideration will be given to performance appraisals and incentive awards in merit promotion selection decisions in accordance with 5 CFR 335.103(b)(3). You should list any relevant performance appraisals and incentive awards in your resume so that information will be taken into consideration during the selection process. If selected, you may be required to provide supporting documentation. If you are eligible under the GSA's Career Transition Assistance Plan (CTAP), your resume must clearly demonstrate experience in at least 3 of the 5 required Knowledge, Skills, and Abilities (KSAs) to receive priority consideration. You may preview questions for this vacancy.