Human Resources Officer


Vacancy ID: 914902   Announcement Number: PWROPI-13-084 MP   USAJOBS Control Number: 346204000

Social Security Number

Enter your Social Security Number in the space indicated. Providing your Social Security Number is voluntary, however, we cannot process your application without it.


Vacancy Identification Number

914902


1. Title of Job

Human Resources Officer


2. Biographic Data

3. E-Mail Address

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4. Work Information

If you are applying by the OPM Form 1203-FX, leave this section blank.

5. Employment Availability

If you are applying by the OPM Form 1203-FX, leave this section blank.

6. Citizenship

Are you a citizen of the United States?


7. Background Information

If you are applying by the OPM Form 1203-FX, leave this section blank.

8. Other Information

If you are applying by the OPM Form 1203-FX, leave this section blank.

9. Languages

If you are applying by the OPM Form 1203-FX, leave this section blank.

10. Lowest Grade

Enter the lowest grade you are willing to accept.


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11. Miscellaneous Information

If you are applying by the OPM Form 1203-FX, leave this section blank.

12. Special Knowledge

If you are applying by the OPM Form 1203-FX, leave this section blank.

13. Test Location

If you are applying by the OPM Form 1203-FX, leave this section blank.

14. Veteran Preference Claim

Enter your veterans' preference claim. If you are claiming veterans preference YOU MUST submit supporting documentation as specified in the announcement, or you will be considered as a non-preference eligible.


15. Dates of Active Duty - Military Service

These dates are required if you have claimed veterans' preference, unless you have claimed preference as a widow or spouse. Please use this format: (mm/dd/yyyy)


16. Availability Date

Enter the date you are available to begin work. mm/dd/yyyy
17. Service Computation Date

If you are applying by the OPM Form 1203-FX, leave this section blank.

18. Other Date Information

If you are applying by the OPM Form 1203-FX, leave this section blank.

19. Job Preference


1 Transfer - I am a current DOI employee serving under a career or career-conditional appointment in the competitive service. Attached is a copy of my SF-50 verifying my eligibility.
2 Repromotion - I am currently employed in DOI on a permanent, competitive appointment at the full performance level (or higher) of this position, or formerly held the full performance level (or higher) of this position on a permanent, competitive appointment in DOI.
3 None of the above applies to me.

20. Occupational Specialties

The specialty codes for this position are 002 and 003. Please note that you must select at least one specialty code but may select multiple codes. (NOTE: If you are applying for 002 or 003 and you are a Federal employee AND a veteran, YOU MUST submit your SF-50, or you will be rated ineligible for not proving that you meet time-in-grade.) Each code is defined below:

002 - Competitive merit promotion. This includes current Department of the Interior (DOI) employees who serve under a competitive career or career-conditional appointment in the competitive service. You must provide qualifying documentation, i.e. SF-50, to prove eligibility under this specialty code.

003 Noncompetitive merit promotion. This includes current DOI applicants who previously held, or currently hold, this position and grade with the same promotion potential as announced for this position. You must provide qualifying documentation to prove eligibility for noncompetitive consideration.


002 Competitive Merit Promotion
003 Noncompetitive Merit Promotion

21. Geographic Availability

The location code for this position is:


530085053 Ashford, WA
531700009 Port Angeles, WA

22. Transition Assistance Plan

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. To receive consideration for the CTAP or ICTAP, you must submit the necessary supporting documentation as specified in the vacancy announcement.


23. Job Related Experience

If you are applying by the OPM Form 1203-FX, leave this section blank.

24. Personal Background Information

If you are applying by the OPM Form 1203-FX, leave this section blank.

25. Occupational/Assessment Questions:

Minimum Qualifications

1. From the description below, select the one response that best describes how your background meets the minimum qualifications requirement for the Human Resources Officer, GS-0201-13 position.

A. I possess one year of specialized experience comparable in scope and responsibility to the GS-12 level in the Federal service (obtained in either the public or private sectors) which involved: 1) Applying knowledge, familiarity and understanding of 3 of the 4 primary human resource functions (recruitment/staffing; performance management; pay/compensation; employee/labor relations) on a day-to-day basis; 2) analyzing complex human resources issues to evaluate various processes, procedures, accomplishments, and performance metrics; 3) providing oversight of various human resources programs and/or functions (i.e. recruitment/staffing; performance management; pay/compensation; employee/labor relations); and 4) serving as a technical advisor to management on a variety of human resources policies, procedures, and guidelines.
B. I do not possess the type of specialized experience described above.


Knowledge of human resources regulations, processes, and procedures associated with recruitment/staffing

For each task in the following groups, choose the statement from the list A through E below that most accurately describes your current level of experience and capability.

A- I have no experience in performing this work behavior.
B- I have limited experience in performing this work behavior. I have had exposure to this work behavior but would require additional guidance, instruction, or experience to perform it at a proficient level.
C- I have experience performing this work behavior across routine or predictable situations with minimal supervision or guidance.
D- I have performed this work behavior independently across a wide range of situations. I have assisted others in carrying out this work behavior. I seek guidance in carrying out this work behavior only in unusual complex situations.
E- I am considered an expert in carrying out this work behavior. I advise and instruct others in carrying out this work behavior on a regular basis. I am consulted by my colleagues and/or superiors to carry out this work behavior in unusually complex situations.

2. Consult managers on a variety of personnel actions (i.e. appointments, extensions, promotions, reassignments, change to lower grade, non-pay status etc.)

3. Use an automated human resource system such as the Federal Personnel and Payroll System (FPPS) (or equivalent) to enter data, retrieve reports and/or track personnel actions.

4. Advise managers on a variety of recruiting and hiring flexibilities to explain their options.

5. Assist in the classification of new and/or revised position descriptions.

6. Provide guidance to managers on workforce structuring and succession planning.

Knowledge of human resources regulations, processes, and procedures associated with performance management

7. Assist with developing employee performance standards and/or appraisals.

8. Provide guidance on evaluating and rating employee performance using a benchmark of standards.

9. Plan work and set expectations for employees.

10. Provide guidance on rewarding employee performance and/or development.

11. Track, monitor and evaluate employee performance.

Knowledge of human resources regulations, processes, and procedures associated with pay/compensation

12. Provide general advice to management and staff related to pay inquiries and administration.

13. Oversee compensation, recruitment and retention tools for hires (i.e. highest previous rate, superior qualifications, relocation and retention bonuses, etc.)

14. Provide guidance on employee benefits and entitlements.

15. Provide technical guidance and procedural advice on flexibility's and appropriate uses of leave.

Knowledge of human resources regulations, processes, and procedures associated with employee/labor relations

16. Advise management and ensure that disciplinary and adverse actions comply with policies and regulations.

17. Investigate a variety of human resources related issues (e.g. equal employment opportunity, employee disputes, ethical conduct, discrimination complaints, etc.) for the purpose of ensuring that legally compliant resolutions are arrived in a timely manner.

18. Provide advice to supervisors on how to correct poor performance and employee misconduct.

19. Direct the initiation and administration of disciplinary and non-disciplinary adverse actions.

20. Represent management in union negotiations and disputes. 

Ability to identify and develop appropriate interventions for management on significant human resources issues and concerns

21. Recognize the internal and external politics that impact the work of the organization and work within those parameters to accomplish goals.

22. Manage and oversee short- and long-term planning and priority setting for program management.

23. Use resourcefulness in developing alternative methods when faced with unplanned change or obstacles.

24. Assess the effectiveness of program strategies and operations to make recommendations for change.

25. Assess current and future staffing needs based on organizational goals and budget realities.

Ability to communicate orally

26. Present oral briefings on program status and accomplishments.

27. Work with managers in resolving problems, analyzing alternatives, and developing solutions to human resources problems.

28. Communicate organizational strategies, goals, objectives, or priorities on a regular basis.

29. Provide technical advice on various human resources functions and/or issues.

Ability to communicate in writing

30. Prepare official correspondence or reports in final format.

31. Write justifications to support requests for program needs.

32. Prepare written reports on program status and accomplishments.

33. Notify individuals or offices in writing of decisions, problems, or further actions needed.

34. Develop standard operating procedures for an office or program.