For each task in the following group, choose response below that best describes your experience and/or training. Darken the oval corresponding to that statement in Section 25 of the Qualifications and Availability Form C. Please select only one letter for each item.A- Yes
1. Career Transition Assistance Plan (CTAP) -1 am a current or former DOI employee displaced from a position in a in the same local commuting area of the vacancy. I have a current (or last) performance rating of record of at least fully successful or the equivalent. Applicants eligible under CTAP are provided priority selection for vacancies within the local commuting area for which they apply and are well qualified. NOTE: If you indicate "yes" for this statement, you must submit copies of the appropriate documentation, such as a reduction in force (RIF) separation notice, a SF-50 reflecting your RIF separation, or a notice of proposed removal for declining a directed reassignment or transfer of function to another commuting area. You must also submit documentation to reflect your current (or last) performance rating of record.
2. Current Competitive Service Employee -1 am currently employed as a federal civilian under a competitive career or career-conditional appointment. (NOTE: If you check this response, you MUST submit a copy of your most recent career or career-conditional SF-50 (not award) AND if the most recent SF-50 does not show your highest grade held, then you must also submit a copy of an SF-50 that reflects your highest grade held on a permanent basis).
3. Reinstatement-l was formerly employed as a federal civilian under a permanent competitive service appointment, but I am not a current federal employee or not currently in the competitive service. I was previously a career employee or I was a career-conditional employe at the time of separation and it has been less than three years since my separation or more than three years since my separation and I am a preference eligible veteran. (NOTE: If you check this response, you MUST submit copy of your most recent competitive career or career-conditional separation SF-50 AND if your separation SF-50 does not show the highest grade held on a permanent basis).
4. Veteran Special Hiring Authority-l have never been a permanent (competitive service, career or career-conditional) federal civilian employee; however, I am a veteran who is eligible for one of the Special Hiring Authorities for veterans: 30% Disabled Veteran, Veterans Employment Opportunity Act (VEOA), or Veterans Recruitment Appointment (VRA). (Note: If you check this response, you must submit the required proof along with your application/resume package, such as copies of your DD-214S and if you are a disabled veteran, complete and submit the SF-15, along with your VA letter or other supporting documentation. See the Vet Guide for information on the Special Hiring Authorities for veterans: http://www.opm.gov/veterans/html/vetsinfo.aspttAppoint
5. Interchange Agreements With Other Merit Systems and Other Appointing Authorities -1 am not a current or former Competitive service permanent (career or career-conditional) employee or veteran; however, I am currently employed for a federal agency which has an interchange agreement with the U. S. Office of Personnel Management that permits movement between merit systems (e.g., TSA, DCIPS, FAA, etc.) or I am employed in an agency that permits appointment to competitive service (e.g., postal service, GAO, Admin Office of the US Courts, etc); and I meet the conditions for appointment. For more information, go to http://www.opm.gov/employ/html/sroa2.asp. Note: If you check this response, you MUST submit a copy of your most recent SF-50. or equivalent employment document.
6. Other Special Non-Competitive Hiring Authorities (5 CFR 315 Subpart F) -1 am not a current or former Competitive Service permanent (career/career-conditional) employee, veteran nor do I qualify under one of the other categories mentioned above; however, I have current, or if applicable, former service under a special authority described in 5 CFR 315 Subpart F such as, an action volunteer, peace corps, oversees, Canal Zone/Panama Canal, national guard, White House staff or office of the President, or Vice President etc., and I meet the conditions for appointment. For more information go to Subpart F of the Code of Federal Regulations, Part 315, sections 315.601 through 315.610 at http://www.access.gpo.gov/nara/cfr/waisidx_07/5cfr315_07.html
7. People with Disabilities -1 have a physical or mental impairment that substantially limits one or more major life activities. [NOTE: If you check this response, you MUST submit a certification statement from a state Vocational Rehabilitation Service (state or private), Department of Veterans Affairs, a licensed medical professional (e.g., a Physician or other medical professional duly certified by a State, the District of Columbia, or a U. S. territory, to practice medicine); or any Federal agency, State agency or agency of the District of Columbia or U. S. territory that issues or provides disability benefits.]
8. Interagency Career Transition Assistance Plan (ICTAP) -1 am a current or former federal employee displaced from a position in a Non-DoD federal agency (e.g., IRS, VA, Dept of Labor, etc.) in the same local commuting area of the vacancy. I have a current (or last) performance rating of record of at least fully successful or the equivalent. Applicants eligible under ICTAP are provided priority selection for vacancies within the local commuting area for which they apply and are well qualified. NOTE: If you indicate "yes" for this statement, you must submit copies of the appropriate documentation, such as a reduction in force (RIF) separation notice, a SF-50 reflecting your RIF separation, or a notice of proposed removal for declining a directed reassignment or transfer of function to another commuting area. You must also submit documentation to reflect your current (or last) performance rating of record.
9. From the descriptions below, select the one response that best describes the specialized experience that demonstrates your ability to perform the duties of a Human Resources Assistant, GS-0203-06 position. Read all responses before making your selection. MARK ONLY ONE RESPONSE. If you select more than one response, or leave this question blank, you will be rated ineligible. If you do not meet these minimum requirements, you will be considered not qualified and will not receive consideration for this position.
YOUR RESUME OR APPLICATION MATERIALS YOU SUBMIT FOR THIS ANNOUNCEMENT MUST SUPPORT THE ANSWER YOU CLAIM UNDER THIS AND OTHER QUESTIONS. IF NOT, YOU WILL BE FOUND NOT QUALIFIED OR YOUR SCORE WILL BE LOWERED.
10. From the descriptions below, select the one response that best describes the specialized experience that demonstrates your ability to perform the duties of a Human Resources Assistant, GS-0203-07 position. Read all responses before making your selection. MARK ONLY ONE RESPONSE. If you select more than one response, or leave this question blank, you will be rated ineligible. If you do not meet these specialized experience requirements you will be considered not qualified and will not receive consideration for this position. at the GS-07 level.
KSA-1. Knowledge of a body of HR rules, regulations, and procedures related to recruitment and staffing, employee/labor relations, employee benefits, and employee development to serve as a technical assistant and perform a full range of human resources support activities.
For the questions below, please select from A through E to indicate the skill level that you possess for each task listed. The questions were developed based on the knowledge, skills, abilities, and competencies needed to perform the work of this position. Be sure to describe your experience that supports your answers to the questions below, in your resume or application materials. It is important that your application package submitted, including a resume or application form, clearly shows how you possess the experience and skills levels you claim in this questionnaire. Each of your responses must be clearly supported by your education, training, and/or specific work experience you describe in your application packet submitted for this position (application form or resume, transcripts, list and description of training completed and/or other items you submit). If not, your score will be lowered or you will be found not qualified. The information you provide will be verified. Any exaggeration of your experience, false statements, or attempts to conceal information may be grounds for rating you ineligible, not hiring you, or for firing you after you begin work.
11. Provides technical assistance to managers, supervisors, employees, and higher-grade specialists in human resources functions such as staffing, pay administration, employee/labor relations, employee development, and position management.
12. Serves as contact on all aspects of personnel and payroll processing and systems.
13. Applies comprehensive knowledge of human resources rules, procedures, and techniques to process a full range of personnel actions for wage graded and general schedule positions.
14. Determines appropriate authority, action, pay, and benefits for a variety of actions including assignments in student appointments and appointments under special hiring authorities.
15. Applies personnel and pay regulations, rules, and agency policy to determine pay rate, benefits entitlements, step increases, tenure, probationary periods, leave category, premium pay, special rates, and allowances for all employees.
16. Provides guidance and information to employees and supervisors on pay and benefits issues.
17. Serves as the personnel records administrator.
18. Applies laws, regulations, and policies pertaining to pay setting, within-grade increases, grade and pay retention, pay adjustments, promotions, change-to-lower-grade, appointments, reassignments, and reemployment issues.
19. Advises managers and supervisors regarding potential pay ramifications of proposed personnel actions.
20. Serves as a technical advisor on pay and leave administration issues.
21. Ensures that staffing and other employment matters are conducted in accordance with negotiated bargaining unit agreements.
22. Explains and advises supervisors and employees on procedures involving disciplinary actions, performance standards, appeals, and grievance procedures.
23. Provides customer service and assistance and explains rules and regulations to applicants and employees who may not be familiar with human resources practices and procedures.
24. Researches and resolves problems or complaints, audits employee records for accuracy and regulatory compliance.
KSA-3. Knowledge of office automation software processing procedures to execute basic office automation functions such as storing and retrieving electronic documents or files, inserting and deleting text, printing, retrieving data from specified electronic records, and transmitting and receiving electronic mail.
25. Serves as liaison with Federal Personnel Payroll System (FPPS) help desk and system administrator to resolve complex system-related processing and payroll problems.
26. Uses the FPPS system and other databases to design and produce a variety reports and documents for use in analysis and monitoring of human resources management functions.
27. Reviews requisitions for accuracy and compliance with applicable laws, rules, and regulations.
28. Ensures time and attendance reports and other payroll actions are completed accurately, and comply with payroll laws, regulations, and policies.
29. Enters, audits, and reviews time and attendance data.
30. Prepares a variety of reports for use by HR, supervisors, and managers.
31. Provides a variety of computerized queries and reports using automated software systems such as USAJOBS, USAStaffing, Federal Personnel Payroll System (FPPS), timekeeping programs, etc.
32. Receives and processes requests for a variety of personnel actions and completes required tasks associated with processing and legally approving personnel actions.
33. Ensures accuracy and appropriateness of coding and associated documentation.
34. Initiates all types of personnel actions in the automated personnel processing system as required.
35. Maintains controls to ensure that requested actions are initiated and processed in a timely manner.
KSA-4. Skill in oral and written communications in order to explain processes and procedures related to human resources programs. Ability to use courtesy, tact and diplomacy in dealing with the supervisors, managers, employees, applicants, and other customers.
36. Provide clerical and administrative support on human resources issues; interpret, explain and implement human resources regulations and processes.
37. Develop a working relationship with supervisors, managers, peers or other areas within an organization.
38. Analyze administrative operations effectiveness, efficiency and productivity; and make recommendations for improvements.
39. Process a wide variety of documents, forms, letters and memos using office automation software such as Microsoft Office.
40. Process personnel actions using the Federal Personnel Processing System (FPPS) or similar automated system.
41. Use the internet to research and define personnel laws, regulations and related information.
42. Maintains up-to-date organizational charts and position description books.
KSA-5. Ability to communicate effectively orally and in writing.
43. Provide customer service to a large group of customers geographically dispersed.
44. Respond to customer inquiries and concerns orally.
45. Respond to customer inquiries and concerns in writing.
46. Prepare personnel bulletins, policy statements and processing guides.
47. Explain technically complex personnel policies and procedures to supervisors, employees and applicants.