Select at least one occupational specialty code. The specialty code(s) for this position are 001, 002 and 003. Please note that you must select at least one specialty code but may select multiple codes if desired. Each code is defined below:
001 - Open to All
002 - Competitive Merit Promotion. This includes current Federal employees who serve under a competitive career or career-conditional appointment in the competitive service, reinstatement eligibles (former Federal employees who served under a career appointment in the competitive service) and VEOA eligibles (veterans with preference and veterans who have been honorably discharged and substantially completed at least 3 years of continuous active duty service. You must provide qualifying documentation (i.e. SF-50 or veterans documentation).
003 - Noncompetitive and Special Hiring Authorities. This includes applicants who are eligible for noncompetitive or special appointment authorities such as: 30% or more compensably disabled veterans, Veterans' Recruitment Appointment (VRA - for positions at GS-11 and below), and persons with disabilities (Schedule A), military spouse preference, Federal employees in excepted positions covered under an interchange agreement, and other eligible special hiring authorities (such as Peace Corps, Boren Fellows, etc.). This also includes applicants who previously held, or currently hold, this position and grade with the same promotion potential as announced for this 752684. For more information about special hiring authorities, visit: http://www.opm.gov/hr_practitioners/lawsregulations/appointingauthorities/index.asp. You must provide qualifying documentation for a noncompetitive or special hiring authority.
Complete this section ONLY IF you are a surplus or displaced Federal employee requesting special priority consideration under the Career Transition Assistance Plan (CTAP) or the Interagency Career Transition Assistance Plan (ICTAP). To be considered, you must be a surplus or displaced Federal employee as defined in the regulations, be applying for a vacancy at or below the grade level of the position from which you have been or are being separated (and with no greater promotion potential than your position), and be occupying or have been displaced from a position in the same local commuting area as the vacancy.
Note: To receive consideration for the CTAP or ICTAP, you must submit the necessary supporting documentation as specified in the vacancy announcement.
1. From the descriptions below, select one statement that best describes how your experience compares to the minimum qualifications for this Lead Human Resources Specialist at the GS-14 level.A. I have at least one full year of specialized experience comparable in scope and responsibility to the GS-13 level in the Federal service (obtained in either the public or private sectors). This experience must include activities such as: 1) advising managers on human resource laws, regulations, policies, and methods specific to position classification; 2) analyzing, interpreting, and implementing human resource management practices, procedures, and techniques; and 3) evaluating and making plans and proposals for complex human resource classification projects or reviews. NOTE: The contents of your resume must fully support this response.
KNOWLEDGE OF HUMAN RESOURCES LAWS, REGULATIONS, POLICIES AND METHODS TO ADVISE MANAGERS AND TO PROVIDE EXPERT GUIDANCE TO OTHER HUMAN RESOURCES SPECIALISTS
For each task listed below, select the statement from A through E that best describes your level of experience, education, and/or training. If you leave any question blank your score will be negatively impacted. ATTENTION: For each question below, you must document your skill level in your resume. This means, for example, that if you rate yourself at the expert level (E) for a skill or task, you must document when you have supervised or trained others doing that skill or task. If you rate yourself at the independent level (D), you must show that you did the task as a regular and recurring part of a job. We will verify that you have documented your skills in your resume and your score will be lowered for skills that are not documented.A- I have not had education, training, or experience in performing this task.
2. Advise managers on human resources laws, regulations, policies, and methods specific to position classification.
3. Provide position classification guidance to other specialists.
4. Maintain and ensure position classification accuracy and consistency in interpreting and applying position classification standards.
5. Review position classification appeal packages for major program implications.
6. Advise the head of an office on how to best improve human resource programs or services.
7. Manage or lead classification projects to meet established milestones.
KNOWLEDGE OF HUMAN RESOURCES MANAGEMENT PRACTICES, PROCEDURES, AND TECHNIQUES IN ORDER TO CONDUCT STUDIES AND IMPLEMENT FINDINGS
8. Evaluate and make plans and proposals for complex classification projects.
9. Evaluate the quality of classification services provided.
10. Develop, interpret and analyze classification data and reports.
11. Identify and propose solutions to classification program issues.
12. Develop a solution to an operational or policy barrier that may hinder an organization in reaching their goals and objectives.
ABILITY TO PROVIDE CUSTOMER SERVICE
13. Assess the needs of senior officials and provide the needed information or assistance.
14. Resolve complex or unprecedented classification issues on behalf of managers.
15. Provide quality human resources services to an organization.
ABILITY TO COMMUNICATE EFFECTIVELY ORALLY
16. Defend or provide clarification on human resources-related policies or procedures to a group audience with different levels of technical expertise on the subject.
17. Conduct a human resources-related briefing and/or training workshop tailored to a specific audience.
18. Facilitate a meeting with managers and other personnel to discuss program issues.
19. Influence managers, clients, or stakeholders to implement a recommendation that may be met with resistance due to organizational conflict, competing objectives or resource problems.
ABILITY TO COMMUNICATE EFFECTIVELY IN WRITING
20. Write a brief for top-level management officials on a new program initiative.
21. Write operational procedures governing classification processes for a human resources program or office.
22. Explain in writing how human resources-related laws, regulations, precedents, and practices are applied or interpreted (i.e., in response to an applicant, organizational, or Congressional inquiry that may have legal implications).
23. Develop policies, regulations, and procedures that guide human resources operations.
24. Prepare special reports and studies relating to position classification.