Human Resources Manager


Vacancy ID: 579142   Announcement Number: KS-12-579142-DK   USAJOBS Control Number: 305330300

Occupational/Assessment Questions:

INSTRUCTIONS: This is a status vacancy announcement and only those with government status or special hiring eligibility will be considered through this announcement. Others should apply to the non-status announcement that runs concurrent with this announcement.

1. Select one response from the choices shown below that reflects your eligibility as a Status Applicant.

A. I am a current Federal employee serving in a competitive service appointment with a permanent or career-conditional tenure in a Federal agency. (If you select this response, you must submit a copy of your SF-50 showing your employment with the Federal government AND most recent performance appraisal. If you do not submit this information, you will not receive this type of consideration.) Example of best SF-50's are: last promotion actions, last WIGI or one showing highest-grade level held. If you do not submit the SF-50 or performance appraisal, you will not be considered under this announcement.
B. I am a former civilian Federal employee who achieved career status in the competitive service. (Generally, this means you have served three years in the competitive service of the Federal government and obtained career tenure.) If you select this response you must submit a copy of your SF-50 showing your permanent tenure in the competitive service with the Federal government. If you do not submit this information you will not receive this type of consideration.
C. I am a preference eligible veteran, or I have three or more continuous years of active service, and I am eligible under the Veterans Employment Opportunity Act of 1998 (VEOA). (If you select this response, you must submit a copy of your military discharge certificate DD 214 showing the required military service. To be acceptable, the document must show Character of Service. If you are claiming 10-point veterans' preference, you must also submit an Application for 10-Point Veterans' Preference (SF 15) and the required documentation specified on the reverse of the SF 15. Preference will be granted as appropriate based on the documents received.
D. I am a veteran eligible under the Veterans Recruitment Authority. This authority is available only for grade levels at the GS-11 and below. (If select this response, you must submit a copy of your military discharge certificate DD Form 214 showing the required military service. To be acceptable, the DD Form 214 must show Character of Service. If you are claiming 10-point veterans' preference, you must also submit an Application for 10-Point Veterans' Preference (SF 15) and the required documentation specified on the reverse of the SF 15. Preference will be granted as appropriate based on the documents received.
E. I am a Former Peace Corps Volunteer or VISTA. (If you select this response, you must submit verification of service from the Peace Corps of America or VISTA service.)
F. I am disabled and eligible under a Special Hiring Authority for non-competitive appointment. To be considered under this special authority, you must contact a State vocational rehabilitation agency or, if you are a veteran, a Department of Veterans Affairs vocational rehabilitation counselor and request a "certification" statement that identifies you as a person with a disability and that describes your ability to perform the essential duties of the position in which you are interested.
G. My employment status is not reflected above; therefore I am not eligible to be considered under this vacancy announcement.

The following questions are used to determine if you meet the minimum Specialized Experience requirement.  FAILURE TO RESPOND WILL RESULT IN YOU BEING RATED NOT QUALIFIED FOR THIS POSITION.

2. Please indicate the response that determines how you meet the specialized experience requirement for the GS-12 position.

A. I have one year of specialized experience at the GS-11 or equivalent level. Specialized experience is defined as work in one or more areas of human resources with special emphasis in providing advice/counsel on management-employee relations, i.e. grievances, appeals, disciplinary and performance based actions. Also, experience which includes determining candidate qualifications, preparing job analysis and determining best methods of filling vacancies, and reviewing performance elements and standards to determine program trends and compliance with application regulations and local policies/procedures.
B. I do not meet the qualification requirements listed above.

For the remaining questions: Carefully review the level descriptions listed below.  For each statement, select the ONE response description that is most applicable to your experience as supported by your narrative resume, transcripts, and/or other application material.

A- I have not had education, training or experience in performing this task.
B- I have had education or training in performing the task, but have not yet performed it on the job.
C- I have performed this task on the job. My work on this task was monitored closely by a supervisor or senior employee to ensure compliance with proper procedures.
D- I have performed this task as a regular part of a job. I have performed it independently and normally without review by a supervisor or senior employee.
E- I am considered an expert in performing this task. I have supervised performance of this task or normally the person who is consulted by other workers to assist them in doing this task because of my expertise.

3. Provide advice regarding hours of work, leave and pay entitlements including overtime for FLSA exempt/non exempt employees, premium pay, and federal leave programs in order to record and document time accurately, ensure proper pay and entitlements, and resolve pay and leave problems.

4. Advise supervisors and managers on the appropriate procedures concerning employee conduct and performance problems in order to properly address and document actions taken.

5. Apply appropriate procedures and processes necessary to conduct administrative investigations into allegations of unfair treatment or employee misconduct.

6. Advise management on complex or controversial circumstance including situations that involve employee relations, security, and/or possible criminal activities.

7. Apply the knowledge of the policies, procedures, processes, and legal ramifications of the grievance, complaint, or appeal processes in order to provide appropriate administrative information to managers and employees.

8. Explain to employees, managers, and others the applicability of various employee relations laws, rules, and requirements to determine the appropriateness of various employee relations-related personnel actions.

9. Provide technical guidance regarding employee relations programs and employee grievance cases.

10. Provide counsel and training related to retirement programs.

11. Administer employee benefits program.

12. Provide assistance to upper level management officials in implementing and evaluating human resources policies and procedures to meet operational needs.

13. Serve as an advisor and consultant on the soundness of proposed human resource actions and their conformance with applicable laws and regulations.

14. Apply knowledge of special hiring authorities when performing recruitment actions.

15. Advise and assist managers on the use of Merit and Delegated Examining Unit processes.

16. Advise and assist managers on staffing and recruitment policies.

17. Advise managers on how to develop rating and ranking criteria to be used when issuing vacancy announcements.

18. Draft vacancy announcements for technical and professional jobs.

19. Serve as the delegated examining authority for competitive processes used to fill positions with candidates applying from outside the Federal workforce.

20. Coordinate recruitment activities at universities and with both internal and external employment programs.

21. Classify positions to determine proper series and grade levels.

22. Analyze candidate information such as transcripts, resumes, DD Form 214, SF-50, etc. to determine qualifications and appointment eligibility.

23. Utilize knowledge of veteran's preference to provide advice and guidance regarding eligibility requirements to managers and employees.

24. Apply knowledge of human resource laws, regulations, concepts, principles, and practices sufficient to identify, attract, select, and place the best possible candidates into positions based on agency need.

25. Evaluate positions to determine title, series, and grade and prepare position descriptions and evaluation statements to support classification determinations.

26. Utilize classification standards and guidance to conduct desk audits to analyze the mission, function, intent, and organizational structure to develop accurate position descriptions.

27. Organize, prepare, and present detailed written reports and findings concerning classification audit results.

28. Interpret rules and regulations regarding special salary rates, Fair Labor Standards Act (FLSA), grade and pay retention, recruitment, staffing, and retention flexibilities.

29. Research, analyze, and interpret the U.S. Code (USC), the Code of Federal Regulations (CFR), and other applicable laws and regulations to provide advice management and employees on Civil Rights, Equal Employment Opportunities, and reasonable accommodation issues.

30. Research, analyze, and interpret the U.S. Code (USC), the Code of Federal Regulations (CFR), and other applicable laws and regulations to provide counsel to management and employees on Federal benefits and retirement systems.

31. Research, analyze, and interpret the U.S. Code (USC), the Code of Federal Regulations (CFR), and other applicable laws and regulations pertaining to occupational safety and health laws and principles to provide technical advice to managers and employees.

32. Interpret new Federal human resources laws, regulations, policies, and brief management on requirements and alternatives.

33. Review, analyze, and make suitability determinations on security background investigative results.

34. Research and interpret laws, concepts, regulations, and practices to provide management with flexible alternatives on recruitment and staffing issues.

35. Recommend methods or strategies to resolve problems of long or short term work force planning, downsizing, and/or job turnover.

36. Discuss personnel questions and employment circumstances with customers (internal and external) to properly assess their needs, provide information, resolve problems, and satisfy their expectations.

37. Provide guidance and consultation to agency employees, former employees, annuitants, survivors, and eligible family members regarding health and life insurance, social security benefits, windfall elimination provisions, and retirement benefits affecting social security benefits.

38. Respond to routine and complex inquiries involving one or more functional human resources area (e.g. staffing, employee relations, compensation, etc) to provide advice and guidance to managers and employees.

39. Advise management on how to effectively utilize staffing flexibilities, the position management system, and their effect on employee-management relations.

40. Advise managers and supervisors of various recruitment options to provide the best source of qualified candidates.

41. Advise and assist supervisors, managers, and employees on human resources procedures and processes related to recruitment and placement, classification, performance management, compensations, employee relations, labor relations, and human resources development in order to process related personnel issues.

42. Oversee the daily technical work of personnel staff.

43. Revise existing operating procedures based on new guidelines.

44. Investigate impact of revised departmental procedures on operating procedures of the office.

45. Assign human resources workload and ensure completion within established deadlines.

46. Discuss personnel issues with staff to properly assess their needs, provide information, resolve problems, and satisfy their expectations.

47. Conduct training needs assessments to identify employee development needs.

48. Create and/or deliver employee development and training opportunities to address gaps in existing employee development and training programs.

49. Develop Individual Development Plans (IDPs).

50. Develop performance standards and documenting progress of staff members.

51. Evaluate and make recommendations on award/recognition nominations.

52. Identify and use innovative or creative methods to improve a product or process.

53. Counsel staff members on areas requiring improvement.

54. This position requires you to retain a valid State driver's license. Select one response from the choices shown below.

A. YES, I do have a current, valid State driver's license.
B. NO, I do not have a current valid State driver's license.

Select one of the responses below.  Failure to respond will result in you being rated ineligible for this position.

55. I am aware that knowingly and willfully withholding information or making false statements on this application constitutes and will result in disqualification from the selection process.  If the misrepresentation is discovered after hiring, I may be subject to inquiry and suitable administrative or disciplinary action up to and including dismissal from the Natural Resources Conservation Service.  I understand that under the Americans with Disabilities Act of 1990 and Rehabilitation Act of 1973, it is my responsibility to request any reasonable accommodation which I require to complete the application, testing, and/or hiring procedures.

A. I agree to these conditions and I hereby certify that all statements made by me on this application are true and complete to the best of my knowledge.
B. I do not agree to these conditions and therefore choose not to be considered for the position at this time.

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