This position is located in the Office of the Deputy Assistant Secretary of Defense for Civilian Personnel Policy (ODASD (CPP)), Office of the Assistant Secretary of Defense for Manpower and Reserve Affairs (OASD (M&RA)), Office of the Under Secretary of Defense for Personnel and Readiness (OUSD (P&R)). The ODASD (CPP) portfolio includes oversight for all CPP and programs for a workforce of over 900,000 Appropriated Fund, Non-Appropriated Fund, and Foreign National civilian employees.

Duties

Incumbent typical work assignments may include the following: Serves as a Senior Human Resource Specialist in the External Affairs Directorate with managing and administering the congressional, legislative, and media/external engagement portfolio for all aspects of civilian personnel policy in the HR functions of recruiting, hiring, staffing, examinations for employment, background and investigations, appointment, assignment, promotion, workforce shaping through actions such as reduction-in-force, transition tools to facilitate civilian employee transition, development of policy for the placement of displaced employees. Provides staff guidance on processes and standards for Congressional correspondence and reporting requirements, legislative actions, and media communications plans related to civilian human resource management policies. Manages civilian human resources portfolio requirements and tracks status of taking actions in support of the DoD legislative process. Directs the congressional, legislative, labor/employee relations, and media strategies and priorities as assigned by the Principal Director (PD) Office of Civilian Personnel Policy. Serves as a senior advisor to the Principal Director (CPP) and the DASD (CPP) on a wide variety of high priority and/or time­ sensitive civilian personnel policy projects and initiatives related to the congressional, legislative, and media/external engagement portfolio and other significant areas as necessary.

Requirements

• U.S. Citizenship is required
• Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/Home/Registration)
• May be required to successfully complete a probationary/trial period
• Must be determined suitable for federal employment
• Required to participate in the direct deposit program
• This position is subject to pre-employment and random drug testing
• This position is subject to the DoD Priority Placement Program
• The incumbent must be able to obtain and maintain a Top Secret security clearance. A Special Background Investigation (SBI) is required with favorable adjudication by a determining authority.
• The employee may be required to work other than normal duty hours, which may include evenings, weekends, and/or holidays and/or overtime.
• The employee may be required up to 20% occasional travel away from your normal duty station for official business on military or commercial aircraft.
• Relocation incentive may be authorized in accordance with regulatory requirements
• Recruitment Incentive may be authorized in accordance with regulatory requirements
• Superior Qualifications may be authorized in accordance with regulatory requirements
• Advanced Leave Accrual may be authorized in accordance with regulatory requirements

Qualifications

For qualifications determinations, it is recommended that applicants include their months and hours worked per week for each employment listed on their resume. If a determination is not able to be made about the length of your creditable experience for qualification requirements, you will be removed from consideration. Read more about what should I include in my federal resume? at https://www.usajobs.gov/Help/faq/application/documents/resume/what-to-include/ You may qualify at the GS-15 level, if you fulfill the following qualification requirement: One year of specialized experience equivalent to the GS-14 grade level in the Federal service (experience may have been gained in the private sector) that demonstrates your ability in: Applying mastery skill in the application of a wide variety of civilian personnel laws and regulations as published in Title 5, Title 10, Title 32, Title 38, and other applicable titles on the U.S. Code (USC), the U.S. Code of Federal Regulations (CFR), U.S. Office of Personnel Management (OPM) guidance and manuals, OPM classification and qualification standards, Joint Travel Regulations (JTR), DoD administrative procedures, Comptroller General, Civilian Board of Contract Appeals (CBCA), Employees Compensation Appeals Board (ECAB), U.S. Equal Employment Opportunity Commission (EEOC), Federal Labor Relations Authority (FLRA), U.S. Merit Systems Protection Board (MSPB), and Federal court decisions; as well as seasoned program management skills sufficient to develop policies involving the full spectrum of human resources functions ( e.g., recruitment and placement, position classification, reduction-in-force, employee compensation and promotion of employees). Applying mastery knowledge and skill in developing appropriate interventions for management on significant civilian personnel policy issues and concerns, an intimate knowledge of the DoD mission, and an understanding of the needs and issues of OSD, the Military Departments, and the Defense Agencies and Defense Field Activities to successfully develop and assess program initiatives. Applying mastery knowledge and technical expertise in legislative, media, and other external processes and protocols, and their impact on civilian workforce matters. 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. ACTIVE DUTY SERVICE MEMBERS: The VOW Act Chapter 21 of Title 5, United States Code (U.S.C.), Section 2108a, requires Federal agencies treat active duty service member as veterans, disabled veterans, and preference eligible, when they submit, at the time they apply for a Federal job, a "certification" of active service in lieu of a DD-214, assuming the service member is otherwise eligible. A "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. The service member's military service dates are necessary in order to determine whether he or she meets the definition of "veteran" under 5 U.S.C. 2108(1). The "certification" must reflect the service member is expected to be discharged or released from active duty service in the armed forces under honorable conditions not later than 120 days after the date of submission. The "certification" must be signed by, or by direction of, the adjutant, personnel officer, or commander of your unit or higher headquarters and must indicate when your terminal leave will begin (if applicable), your rank, dates of active duty service, the type of discharge and character of service (i.e. honorable). Further, under paragraph (h) of the rule, agencies are required to verify a qualifying separation from military service prior to appointment, through the DD-214 or other appropriate documentation. Your preference and/or appointment eligibility will be verified prior to appointment. Active duty members that fail to provide a valid "certification" of service with their initial application will be found "not eligible." Military members may be appointed before the effective date of their military retirement/separation if member is on terminal leave. Current or Former Political Appointees: Beginning January 1, 2010, agencies must seek prior approval from OPM before they can appoint a current or recent political appointee to a competitive or non-political excepted service position at any level under the provisions of title 5, United States Code. If you are currently or have been within the last 5 years, a political Schedule A, Schedule C, or Non-career SES employee in the executive branch, you MUST disclose that to the Human Resources Office. Submit a copy of your applicable SF-50, along with a statement that provides the following information regarding your most recent political appointment: Position title; Type of appointment (Schedule A, Schedule C, Non-career SES, or Presidential Appointee); Agency; and, Beginning and ending dates of appointment. All qualifications, education, and time-in-grade requirements must be met by the closing date of this announcement and clearly documented in your resume. Effective 5/25/2022, we will use the resume's employment dates and grade information in conjunction with the provided SF-50 at the lower grade level to give credit for time in grade requirements. We will confirm time in grade at the job offer stage if needed. At a minimum, you are still required to provide an SF-50 at the lower grade level for promotion eligibility consideration when applying for a promotion for GS-positions. Additional vacancies may be filled by this announcement.

Education

Education cannot be substituted for experience.

Contacts

• Address Office of the USD for Personnel and Readiness Human Resources Directorate 4800 Mark Center Drive Alexandria, VA 22350 US
• Name: Washington HQ Services
• Phone: 000-000-0000
• Email: [email protected]