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 (DOL) 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 within the U.S. Department of Labor (DOL), Office of the Assistant Secretary for Administration and Management (OASAM), Office of Human Resources (OHR), Division of Personnel Security (DPS). In this position, your primary responsibility is overseeing functions pertaining to all 5 vetting scenarios of Trusted Workforce (TW) 2.0 to include overseeing pre-screen risk determinations, adjudicating suitability, national security background investigations and continuous vetting finds in support of TW 2.0 for people appointed to covered positions. Major duties for this position include but are not limited to the following: Evaluate character and conduct concerns involving applicants, appointees, employees, and contractor personnel, as applicable, under 5 CFR part 731 and other governing fitness authorities. Assess the significance of substantiated conduct, relevant circumstances, rehabilitation, and position requirements while distinguishing agency-delegated authority from matters reserved to the Office of Personnel Management (OPM). Advise Department of Labor officials, managers, human resources staff, and legal counsel on complex suitability, fitness, national security, and credentialing issues. Recommend adjudication requirements, explain adverse-determination procedures and employee rights, and represent the organization in developing interagency guidance and operating procedures. Direct assigned professional, technical, clerical, and administrative staff; establish priorities; plan work; and assign responsibilities according to case complexity, employee capability, and program needs. Carry out supervisory responsibilities consistent with internal management controls, ethical standards, and safety and occupational health obligations. Oversee the validation, assessment, and resolution of continuous-vetting alerts, self-reported information, and agency referrals. Determine whether information warrants additional inquiry, updated adjudication, documented mitigation, continued monitoring, or referral for protective action, and maintain a documented rationale for each disposition. Establish performance standards, evaluate work quality and productivity, provide timely feedback and instruction, and address performance deficiencies. Identify developmental needs and provide or arrange training, mentoring, and assignments that strengthen technical proficiency and support organizational objectives. Oversee electronic case information, eligibility records, adjudicative documentation, and program-management data. Ensure records are accurate, complete, appropriately protected, and maintained in accordance with applicable access, privacy, retention, and information-security requirements. Apply applicable Personal Identity Verification (PIV) credentialing standards to determine or recommend eligibility for routine access to Federal facilities and information systems. Coordinate credential issuance, denial, suspension, or revocation with responsible officials while maintaining the distinctions among credentialing, suitability, fitness, and national security determinations. Oversee initial vetting, continuous vetting, upgrades in trust, transfers of trust, and reestablishment of trust. Establish coordinated workflows, decision points, responsibilities, and controls to support consistent processing throughout the personnel vetting lifecycle. Translate applicable requirements of 5 CFR parts 731 and 1400; Executive Orders 12968, 13467, and 13764, as amended; the Intelligence Reform and Terrorism Prevention Act of 2004; HSPD-12; and governing executive-agent guidance into Departmental policies, standard operating procedures, adjudication tools, and internal controls.
How you will be evaluated
Your resume and supporting documentation will be used to evaluate your qualifications. You may preview application questions for this vacancy here: https://apply.usastaffing.gov/ViewQuestionnaire/13084138 If you meet the minimum qualifications, you will be evaluated against the evaluation factors below and will be placed into a category based on your vacancy question responses. Category A - Meets the basic qualification requirements for the vacancy and has successful experience in the same or similar job that has demonstrated superior proficiency in applying critical competencies required by this position to work of increased levels of difficulty and complexity. Category B - Meets the basic qualification requirements for the vacancy and demonstrates satisfactory proficiency in the critical competencies required by this position. Category C - Meets the specialized experience described in the minimum qualification requirements section of this announcement and demonstrates proficiency in the basic competencies. Click here for Evaluation details. 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 USA Hire Assessments includes a cut score based on the minimum level of required proficiency in these critical general competencies. You must meet or exceed the cut score to be considered. You will not be considered for the position if you score below the cut score or fail to complete the assessment. The information you provide may be verified by a review of your paid, unpaid, 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.