For more information on the Department of Justice and the United States Attorneys' Offices, visit http://www.justice.gov/usao/. As needed, additional positions may be filled using this announcement.

Duties

If selected for this position, you will join a well-respected team that is responsible for Human Resources policy development for the Executive Office for United States Attorneys (EOUSA) and United States Attorney's Offices (USAO) nationwide. As the senior Human Resources Specialist for pay and compensation programs you will: Serve as the subject matter expert and senior advisor in the development, implementation, operation and ongoing assessment of the pay and compensation program, with particular emphasis on the Administratively Determined (AD) pay system for Assistant United States Attorneys authorized by Title 28 USC 548 policies and guidance. Provide expert level policy development, interpretation, and implementation services on compensation matters to senior leadership, personnel staff, human resources officers and subject-matter experts at the Department of Justice. Develop and implement employee compensation policies affecting both classified, competitive service employees and unclassified, excepted service employees. Prepare responses to external program review findings and recommendations regarding major, controversial, and unprecedented pay and compensation issues. Develop and review pay and compensation policies, regulations and activities affecting both classified, competitive service employees, and unclassified, excepted service employees, e.g. attorneys. Develop program goals and long-range program plans that significantly impact HR operations on a nation-wide basis. Participate in or develops conferences, seminars or similar meetings designed to inform personnel officers, senior management, and staff specialists of program changes and new developments and to coordinate implementation of new programs. Conduct special studies as directed of projects that are highly complex, unprecedented, or controversial that do not fall within the established functional purview of other organizational components. Recommend program modifications to promote overall human resources management efficiency and effectiveness which may include highly complex, difficult, or controversial extensions of traditional personnel procedures, interpretations, and approaches to meet unique and idiosyncratic operational situations. Develop positions on the development of pay and compensation based on expert knowledge of the mission, function, programs, organization, management and trends of all United States Attorney Offices.

Requirements

• You must be a U.S. Citizen or National.
• Background investigation, credit check, and drug test required.
• You must be registered for Selective Service, if applicable.
• If selected, you may be required to complete a one year probationary period.
• Time-in-Grade: Federal employees must meet time-in-grade requirements within 30 days after the closing date of this announcement.
• You must meet all qualification requirements within 30 days after the closing date of this announcement and before placement in the position.

Qualifications

Specialized Experience GS-14: In order to qualify at the GS-14 level you must possess at least 52 weeks of specialized experience equivalent to the GS-13 level in Federal service. Specialized experience is defined as serving as a program manager or senior advisor in the development, implementation, operation and ongoing assessment of pay and compensation programs; having a mastery of advanced human resources principles, concepts, and practices; performing as the agency's focal point for technical guidance on the pay and compensation system and ensuring the principles, practices, and techniques of pay and compensation programs are administered equitably throughout a complex organization with a diverse population. Interagency Career Transition Assistance Plan (ICTAP) - The ICTAP provides eligible displaced Federal competitive service employees with selection priority over other candidates for competitive service vacancies. If your agency has notified you in writing that you are a displaced employee eligible for ICTAP consideration, you may receive selection priority if: 1) this vacancy is within your ICTAP eligibility; 2) you apply under the instructions in the announcement; and 3) you are found well-qualified for this vacancy. To be well-qualified, you must satisfy all qualification requirements for the vacant position and receive a score of 85 or better on established ranking criteria. You must provide proof of eligibility to receive selection priority. Such proof may include a copy of your written notification of ICTAP eligibility or a copy of your separation personnel action form. Additional information about ICTAP eligibility is at: http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. Career Transition Assistance Plan (CTAP) - The CTAP provides eligible surplus and displaced competitive service employees in the Department of Justice with selection priority over other candidates for competitive service vacancies. If your Department of Justice component has notified you in writing that you are a surplus or displaced employee eligible for CTAP consideration, you may receive selection priority if: 1) this vacancy is within your CTAP eligibility, 2) you apply under the instructions in this announcement, and 3) you are found well-qualified for this vacancy. To be well qualified, you must satisfy all qualification requirements for the vacant position and receive a score of 85 or better on established ranking criteria. You must provide a copy of your written notification of CTAP eligibility with your application. Additional information about CTAP eligibility is at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. Veterans Employment Opportunity Act (VEOA) -VEOA allows eligible veterans to apply and compete for positions announced under merit promotion procedures when the hiring agency is recruiting from outside its own workforce. To be eligible for a VEOA appointment, a veteran must be honorably separated and either a preference eligible or have substantially completed three (3) or more years of continuous active military service. If you are applying for a Merit Promotion announcement and wish to be considered under VEOA, you must submit a copy of the Member Copy 4 of your DD-214, in addition to any other required documents listed on this announcement. Special Employment Consideration - Persons with disabilities, veterans with a compensable service-connected disability of 30% or more, certain other veterans, spouses of certain members of the armed forces, and returning Peace Corps volunteers are examples of individuals who are potentially eligible for non-competitive appointments. For further information, click on the links provided below . You must specify in your online questionnaire under what authority you wish to be considered and submit appropriate documentation to verify your eligibility. Noncompetitive Appointment Authorities Links:https://www.opm.gov/policy-data-oversight/hiring-information/competitive-hiring/#url=Types-of-Appointments

Contacts

• Address Office of the Chief Human Resources Officer 175 N Street NE 3CON Washington, DC, DC 20530 US
• Name: Carol McCoy
• Phone: 202-252-5300
• Email: [email protected]