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Vacancy Details

Grade: 12

1 [341] Choose the statement that best describes your specialized experience that qualifies you for this GS-12 position. Answer to this question is required
  • I possess at least one year of specialized experience equivalent to the GS-11 as described in the vacancy announcement. This experience is well described in my application.
  • I do not meet the one year specialized experience requirement as described in the vacancy announcement.
2 [964] Select the statement(s) that best describe the technical knowledge you have provided to managers and supervisors on employee relation matters. Answer to this question is required
  • I have advised management on appropriate procedures and practices involved in developing employee performance plans, conducting appraisal interviews, and submitting and justifying employee award nominations.
  • I have identified due process rights under applicable laws, policy, and negotiated language to provide appropriate notice to both the manager and the employee about the employee`s right and possible forums for review.
  • I have developed and presented employee relations information for briefings, meetings, conferences, or training seminars (i.e., conduct, discipline, performance management, ethics, leave and grievance procedures).
  • I have served as a technical advisor at MSPB or EEOC hearings.
  • I have composed detailed written documents for management to use in effecting disciplinary actions and adverse actions.
  • I have prepared Agency case files to be submitted to MSPB.
  • I have developed local human resources policy for employee relations.
  • None of the above.
3 [54151] Select the statement(s) that describe(s) your employee relations experience. Answer to this question is required
  • I have reviewed complaints or grievances and performed fact finding.
  • I have provided advice on the process of disciplinary and adverse action, grievance and appeals.
  • I have provided comments on the soundness of cases comparing them to applicable laws and regulations.
  • I have developed and conducted employee relations training and orientation and informational programs.
  • I have attended a basic course on Employee Relations.
  • I have experience as a staff member assisting a senior employee in 1 or more of the following areas: Workplace Violence; Labor Relations; Employee Relations; and Voluntary Dispute Intervention. This experience demonstrates technical knowledge and responsibility for projects, personnel policies, or programs and practices of subject-matter areas.
  • I have experience as a staff member in 2 or more of the following areas: Workplace Violence; Labor Relations; Employee Relations; and Voluntary Dispute Intervention. This experience demonstrates technical knowledge and responsibility for projects, personnel policies, or programs and practices of subject-matter areas.
  • I have applied knowledge of existing Federal Human Resource (HR) policies, guidance, and practice to independently perform assignments in 1 or more of the following HR disciplines: Workplace Violence; Labor Relations; Employee Relations; and Voluntary Dispute Intervention.
  • I have developed and presented employee relations information for briefings, meetings, conferences, or training seminars (i.e., conduct, discipline, performance management, ethics, leave and grievance procedures).
  • I have assisted in developing local HR policy for employee relations.
  • I have composed detailed written documents for management to use in effecting disciplinary actions and adverse actions.
  • I have identified due process rights under applicable laws, policy, and negotiated language to provide appropriate notice to both the manager and the employee about the employee`s right and possible forums for review.
  • I have maintained the agency case file.
  • I have prepared agency case file(s) to be submitted to the U.S. Merit Systems Protection Board (MSPB).
  • I have advised management on appropriate procedures and practices involved in developing employee performance plans, conducting appraisal interviews, and submitting and justifying employee award nominations.
  • I have engagedin negotiations with Union officials.
  • I have provided notice to Union officials regarding changes in conditions of employment.
  • I have responded to Unfair Labor Practice filings.
  • I have responded to Union requests for information.
  • I have experience with starting and terminating Union dues.
  • None of the above.
4 [3330] Select the statement(s) that best describes the technical knowledge you have provided to managers and supervisors on employee conduct issues. Answer to this question is required
  • Provide advice and assistance to management in the resolution of misconduct problems avoiding adverse actions.
  • Provide counseling to managers and employees concerning workplace conflict.
  • Compose detailed written documents for management to use in effecting disciplinary actions and adverse actions related to conduct.
  • Handle conduct problems that end in adverse/disciplinary actions and are challenged on appeal, grievance, or EEO complaint.
  • Ensure appropriateness of penalty and regulatory compliance for adverse/disciplinary actions, such as, suspensions, terminations, removals, and change to a lower grade.
  • Develop guides and train managers and supervisors in the concepts, principles, and procedures for dealing with conduct issues.
  • None of the above.
5 [3333] Select the statement(s) that best describes the technical knowledge you have provided to managers and supervisors on employee performance-based issues. Answer to this question is required
  • Provide advice and assistance to managers and supervisors to resolve performance-based problems by correcting performance deficiencies and returning the employee to a satisfactory level of performance.
  • Provide tools, advice, and assistance to managers and supervisors on performance-based problems which end in adverse/disciplinary actions that have been challenged on appeal, grievance, or EEO complaint.
  • Compose detailed written documents for management to use including performance improvement plans, etc. that relate to performance-based actions.
  • Ensure appropriateness of penalty and regulatory compliance for adverse/disciplinary actions, such as, suspensions, terminations, removals, and change to a lower grade.
  • Develop guides and train managers and supervisors in the concepts, principles, and procedures for performance-based actions.
  • None of the above.
6 [3337] Do you have expert knowledge of performance based actions? Answer to this question is required
  • Yes
  • No
7 [3891] Select the organization(s) for which you have represented an agency regarding controversies or adversarial processes involving employee relations. Answer to this question is required
  • Office of Personnel Management
  • Office of Workers' Compensation
  • Federal Labor Relations Authority
  • Merit Systems Protection Board
  • State Unemployment Compensation
  • Equal Employment Opportunity Commission
  • Federal or District Courts working with Department of Justice
  • Other Federal Government Agency
  • None of the above
8 [57625] Select the response(s) that describe your responsibility/experience for managing a Human Resources program. Answer to this question is required
  • I have designed, developed, and oversaw a comprehensive Labor Relation/Employee Relation program.
  • I have ensured program activities delivered are aligned with and deliver results consistent with a strategic plan and/or established business goals.
  • I have ensured program activities reflect current industry best practices.
  • I have ensured essential information was effectively provided to managers and staff.
  • I have ensured quality of program by establishing/applying performance measures and internal controls.
  • I have managed services provided on a reimbursable basis.
  • None of the above.
9 [3334] Select the statement(s) that best describe the technical knowledge you have provided to managers and supervisors on performance management. Answer to this question is required
  • Provide advice and assistance to managers and supervisors in the concepts, practices and procedures involved in developing employee performance plans.
  • Provide advice and assistance to managers and supervisors in the concepts, practices and procedures involved in conducting appraisal interviews.
  • Develop guides and train managers and supervisors in the concepts and procedures of the performance management system.
  • Provide advice and assistance to managers and supervisors in the concepts, practices and procedures involved in developing submitting and justifying employee award nominations.
  • None of the above.
10 [55705] Do you have experience in performing legal research; interpreting law and legal case decisions, applying it in writing; communicating it to a variety of clients (e.g. attorneys, supervisors, employees), and writing comprehensive legal documents and correspondence? Answer to this question is required
  • Yes
  • No
11 [3335] Select the statement(s) that best describe your experience identifying and analyzing Human Resource (HR) issues; making logical decisions; and providing solutions. Answer to this question is required
  • Identified and analyzed problems to distinguish between relevant and irrelevant information in order to make rational decisions.
  • Developed comprehensive material for reports, briefings or meetings of senior management officials regarding HR issues.
  • Developed HR policies, regulations, procedures and plans for implementation by senior officials in meeting the organization`s goals and objectives.
  • Interpreted and applied statutes and regulations to resolve an HR problem or issue.
  • Explored and implemented automated solutions to HR organizational problems.
  • Prepared and presented HR analytical information to senior management officials within the organization.
  • Used qualitative data and analytical tools in making decision concerning HR issues.
  • Explained or justified decisions, conclusions, findings and recommendations to management officials within the organization.
  • I have been recognized through performance appraisals and/or awards for my work in identifying and analyzing HR problems, making logical decisions, and providing solutions.
  • None of the above.
12 [7143]Select the statement(s) that best describe the resources you have used in researching employee relations cases and decisions. Answer to this question is required
  • 5 CFR 432, Performance based Reduction in grade and removal actions.
  • 5 CFR 752, Adverse Actions.
  • Federal Labor Relations Authority decisions.
  • Merit Systems Protection Board decisions.
  • Office of Personnel Management decisions.
  • Title 5, USC, Chapter 75 - Adverse Actions.
  • Title 5, USC, Chapter 43 - Performance Appraisal.
  • Comptroller General decisions.
  • Equal Employment Opportunity Commission decisions.
  • None of the above.
13 [2835] Select the statement(s) that best describe(s) the written materials that you have routinely developed on Human Resources (HR) policies and procedures. Answer to this question is required
  • I have prepared PowerPoint briefings for meetings or conferences.
  • I have prepared formal responses to applicants, employees and/or managers to explain complex or sensitive HR policies and/or decisions.
  • I have developed and issued organizational policy and procedural guidelines.
  • I have prepared position papers that included analysis and recommendations for managers to consider.
  • None of the above.
14 [10634] Please select the type(s) of written product(s) you have produced as a regular part of your job in a human resources (HR) environment. Answer to this question is required
  • I have written material for briefings, meetings, or conferences on HR issues.
  • I have written products to explain complex, controversial HR agency policies or programs.
  • I have written agency-wide HR policy and procedural materials for dissemination to headquarters, field or bureau level components.
  • I have issued position papers or summary reports on organizational data, which included analysis and recommendations of HR issues.
  • I have reviewed written HR material, and suggested improvements, for technical accuracy, adherence to policy, organization of material, clarity of expression, and appropriateness for intended audiences.
  • My written products have been recognized as high-quality, e.g., through performance appraisal and/or awards.
  • None of the above.
15 [55467] Please select the type(s) of written products you have produced as a regular part of your job in a human resources environment. Answer to this question is required
  • Counseling
  • Warning
  • Reprimand
  • Suspension
  • Removal for probationary employee
  • Removal for non-probationary employee
  • Removal based upon medical inability to perform
  • Response to grievance
  • Performance improvement plan
  • Performance plan
  • Leave restriction notice
  • Response to union information request
  • Response to union allegation of an unfair labor practice
  • Management proposal or counterproposal
  • Legal brief
  • Policy
  • Standard operating procedure
  • Training materials
  • None of the above
16 [60524] This position requires the skill to communicate in both formal and informal settings, including communicating effectively with the organization's executives and management officials as well as with employees, external organizations and Department level officials. The individual will represent the Division at key meetings of the organization and/or Department level workgroups. Select the response that best represents your interpersonal communication experience. Answer to this question is required
  • As part of my duties and responsibilities, I have routinely justified, persuaded, negotiated, or resolved matters involving significant or controversial employee relations matters or issues. This included communicating effectively and harmoniously with senior management, employee organizations and/or individuals at all levels in the public Federal and private sectors to convey the relevant policies, regulations and procedures.
  • As part of my duties and responsibilities, I have regularly represented my office's policies and/or procedures and lead discussions and participated in workgroups on employee relations matters. This included using effective communication skills to again a desired outcome or compliance from individual or groups skeptical or in disagreement with the policy, procedure or regulation.
  • As part of my duties and responsibilities, I have regularly participated in discussions in which the purpose was to plan, coordinate, consult on work efforts or resolve operating or procedural problems in employee relations programs. This included influencing or motivating individuals for groups who are working toward mutual goals and who have basically cooperative attitudes.
  • As part of my duties and responsibilities, I have regularly provided advice and assistance to those seeking employment related services from my office. Typically, the interaction would include acquiring, clarifying or exchanging facts and information needed to complete assignments.
  • None of the above.
17 [60533] Select the statement(s) that best describes the technical assistance you have provided to managers and supervisors on employee performance-based issues. Answer to this question is required
  • Provide advice and assistance to managers and supervisors to resolve performance-based problems by correcting performance deficiencies and returning the employee to a satisfactory level of performance.
  • Provide tools, advice, and assistance to managers and supervisors on performance-based problems which end in adverse/disciplinary actions that have been challenged on appeal, grievance, or EEO complaint.
  • Compose detailed written documents for management to use including performance improvement plans, etc. that relate to performance-based actions.
  • Ensure appropriateness of penalty and regulatory compliance for performance based actions, such as terminations, removals and change to lower grade.
  • Develop guides and train managers and supervisors in the concepts, principles, and procedures for performance-based actions.
  • None of the above.
18 [2983] Select the type(s) of experience(s) you have had in communication. Answer to this question is required
  • Provided briefings/updates to supervisors, coworkers, or others on a regular basis.
  • Coordinated meetings or workshops.
  • Delivered presentations to groups at work or in other environments.
  • Successful completion of college-level speech courses, Toastmasters, etc.
  • Taught a class, provided one-on-one instruction, or similar experience.
  • Made presentations to groups of less than 10.
  • Made presentations to groups of more than 10, but less than 50.
  • Made presentations to gatherings of over 50.
  • I have no experience in presenting material orally, but believe I could do so.
19 [56490] Select the customer service-related task(s) that you have performed to meet customer needs. Answer to this question is required
  • I have coordinated or conducted meetings with managers and staff.
  • I have established or revised work priorities.
  • I have evaluated and modified services provided.
  • I have directly investigated and resolved customer issues.
  • I have followed up on resolution of customer issues and notified customers of the status of their inquiries or issues.
  • I have developed or conducted customer surveys.
  • I have provided customer service that was favorably recognized by a colleague, supervisor, or the customer.
  • None of the above.

Grade: 13

1 [342] Choose the statement that best describes your specialized experience that qualifies you for this GS-13 position. Answer to this question is required
  • I possess at least one year of specialized experience equivalent to the GS-12 as described in the vacancy announcement. This experience is well described in my application.
  • I do not meet the one year specialized experience requirement as described in the vacancy announcement.
2 [964] Select the statement(s) that best describe the technical knowledge you have provided to managers and supervisors on employee relation matters. Answer to this question is required
  • I have advised management on appropriate procedures and practices involved in developing employee performance plans, conducting appraisal interviews, and submitting and justifying employee award nominations.
  • I have identified due process rights under applicable laws, policy, and negotiated language to provide appropriate notice to both the manager and the employee about the employee`s right and possible forums for review.
  • I have developed and presented employee relations information for briefings, meetings, conferences, or training seminars (i.e., conduct, discipline, performance management, ethics, leave and grievance procedures).
  • I have served as a technical advisor at MSPB or EEOC hearings.
  • I have composed detailed written documents for management to use in effecting disciplinary actions and adverse actions.
  • I have prepared Agency case files to be submitted to MSPB.
  • I have developed local human resources policy for employee relations.
  • None of the above.
3 [54151] Select the statement(s) that describe(s) your employee relations experience. Answer to this question is required
  • I have reviewed complaints or grievances and performed fact finding.
  • I have provided advice on the process of disciplinary and adverse action, grievance and appeals.
  • I have provided comments on the soundness of cases comparing them to applicable laws and regulations.
  • I have developed and conducted employee relations training and orientation and informational programs.
  • I have attended a basic course on Employee Relations.
  • I have experience as a staff member assisting a senior employee in 1 or more of the following areas: Workplace Violence; Labor Relations; Employee Relations; and Voluntary Dispute Intervention. This experience demonstrates technical knowledge and responsibility for projects, personnel policies, or programs and practices of subject-matter areas.
  • I have experience as a staff member in 2 or more of the following areas: Workplace Violence; Labor Relations; Employee Relations; and Voluntary Dispute Intervention. This experience demonstrates technical knowledge and responsibility for projects, personnel policies, or programs and practices of subject-matter areas.
  • I have applied knowledge of existing Federal Human Resource (HR) policies, guidance, and practice to independently perform assignments in 1 or more of the following HR disciplines: Workplace Violence; Labor Relations; Employee Relations; and Voluntary Dispute Intervention.
  • I have developed and presented employee relations information for briefings, meetings, conferences, or training seminars (i.e., conduct, discipline, performance management, ethics, leave and grievance procedures).
  • I have assisted in developing local HR policy for employee relations.
  • I have composed detailed written documents for management to use in effecting disciplinary actions and adverse actions.
  • I have identified due process rights under applicable laws, policy, and negotiated language to provide appropriate notice to both the manager and the employee about the employee`s right and possible forums for review.
  • I have maintained the agency case file.
  • I have prepared agency case file(s) to be submitted to the U.S. Merit Systems Protection Board (MSPB).
  • I have advised management on appropriate procedures and practices involved in developing employee performance plans, conducting appraisal interviews, and submitting and justifying employee award nominations.
  • I have engagedin negotiations with Union officials.
  • I have provided notice to Union officials regarding changes in conditions of employment.
  • I have responded to Unfair Labor Practice filings.
  • I have responded to Union requests for information.
  • I have experience with starting and terminating Union dues.
  • None of the above.
4 [3330] Select the statement(s) that best describes the technical knowledge you have provided to managers and supervisors on employee conduct issues. Answer to this question is required
  • Provide advice and assistance to management in the resolution of misconduct problems avoiding adverse actions.
  • Provide counseling to managers and employees concerning workplace conflict.
  • Compose detailed written documents for management to use in effecting disciplinary actions and adverse actions related to conduct.
  • Handle conduct problems that end in adverse/disciplinary actions and are challenged on appeal, grievance, or EEO complaint.
  • Ensure appropriateness of penalty and regulatory compliance for adverse/disciplinary actions, such as, suspensions, terminations, removals, and change to a lower grade.
  • Develop guides and train managers and supervisors in the concepts, principles, and procedures for dealing with conduct issues.
  • None of the above.
5 [3333] Select the statement(s) that best describes the technical knowledge you have provided to managers and supervisors on employee performance-based issues. Answer to this question is required
  • Provide advice and assistance to managers and supervisors to resolve performance-based problems by correcting performance deficiencies and returning the employee to a satisfactory level of performance.
  • Provide tools, advice, and assistance to managers and supervisors on performance-based problems which end in adverse/disciplinary actions that have been challenged on appeal, grievance, or EEO complaint.
  • Compose detailed written documents for management to use including performance improvement plans, etc. that relate to performance-based actions.
  • Ensure appropriateness of penalty and regulatory compliance for adverse/disciplinary actions, such as, suspensions, terminations, removals, and change to a lower grade.
  • Develop guides and train managers and supervisors in the concepts, principles, and procedures for performance-based actions.
  • None of the above.
6 [3891] Select the organization(s) for which you have represented an agency regarding controversies or adversarial processes involving employee relations. Answer to this question is required
  • Office of Personnel Management
  • Office of Workers' Compensation
  • Federal Labor Relations Authority
  • Merit Systems Protection Board
  • State Unemployment Compensation
  • Equal Employment Opportunity Commission
  • Federal or District Courts working with Department of Justice
  • Other Federal Government Agency
  • None of the above
7 [57625] Select the response(s) that describe your responsibility/experience for managing a Human Resources program. Answer to this question is required
  • I have designed, developed, and oversaw a comprehensive Labor Relation/Employee Relation program.
  • I have ensured program activities delivered are aligned with and deliver results consistent with a strategic plan and/or established business goals.
  • I have ensured program activities reflect current industry best practices.
  • I have ensured essential information was effectively provided to managers and staff.
  • I have ensured quality of program by establishing/applying performance measures and internal controls.
  • I have managed services provided on a reimbursable basis.
  • None of the above.
8 [54152] Select the statement that best describes your experience with performance appraisal and awards program. Answer to this question is required
  • I have served as a Human Resources Team Leader or Officer with responsibility for the performance appraisal and awards program for an organization, including setting policy and procedures, establishing goals and measurements, providing expert level guidance and assistance on the program.
  • I have served as a expert for the performance appraisal and awards program for an organization, responsible for providing guidance, consultation, policy development and providing procedural interpretation to Human Resources servicing specialists.
  • I have served as a senior or lead Human Resource specialist responsible for interpreting or applying a wide range of performance appraisal and awards concepts, policies, procedures and practices.
  • I have served as a journey level Human Resources specialist responsible for interpreting or applying performance appraisal and awards concepts, policies, procedures and practices for positions in the competitive and excepted service.
  • I have familiarity with performance appraisal and awards programs but no direct journey-level experience.
  • None of the above.
9 [3334] Select the statement(s) that best describe the technical knowledge you have provided to managers and supervisors on performance management. Answer to this question is required
  • Provide advice and assistance to managers and supervisors in the concepts, practices and procedures involved in developing employee performance plans.
  • Provide advice and assistance to managers and supervisors in the concepts, practices and procedures involved in conducting appraisal interviews.
  • Develop guides and train managers and supervisors in the concepts and procedures of the performance management system.
  • Provide advice and assistance to managers and supervisors in the concepts, practices and procedures involved in developing submitting and justifying employee award nominations.
  • None of the above.
10 [55705] Do you have experience in performing legal research; interpreting law and legal case decisions, applying it in writing; communicating it to a variety of clients (e.g. attorneys, supervisors, employees), and writing comprehensive legal documents and correspondence? Answer to this question is required
  • Yes
  • No
11 [3335] Select the statement(s) that best describe your experience identifying and analyzing Human Resource (HR) issues; making logical decisions; and providing solutions. Answer to this question is required
  • Identified and analyzed problems to distinguish between relevant and irrelevant information in order to make rational decisions.
  • Developed comprehensive material for reports, briefings or meetings of senior management officials regarding HR issues.
  • Developed HR policies, regulations, procedures and plans for implementation by senior officials in meeting the organization`s goals and objectives.
  • Interpreted and applied statutes and regulations to resolve an HR problem or issue.
  • Explored and implemented automated solutions to HR organizational problems.
  • Prepared and presented HR analytical information to senior management officials within the organization.
  • Used qualitative data and analytical tools in making decision concerning HR issues.
  • Explained or justified decisions, conclusions, findings and recommendations to management officials within the organization.
  • I have been recognized through performance appraisals and/or awards for my work in identifying and analyzing HR problems, making logical decisions, and providing solutions.
  • None of the above.
12 [7143]Select the statement(s) that best describe the resources you have used in researching employee relations cases and decisions. Answer to this question is required
  • 5 CFR 432, Performance based Reduction in grade and removal actions.
  • 5 CFR 752, Adverse Actions.
  • Federal Labor Relations Authority decisions.
  • Merit Systems Protection Board decisions.
  • Office of Personnel Management decisions.
  • Title 5, USC, Chapter 75 - Adverse Actions.
  • Title 5, USC, Chapter 43 - Performance Appraisal.
  • Comptroller General decisions.
  • Equal Employment Opportunity Commission decisions.
  • None of the above.
13 [2835] Select the statement(s) that best describe(s) the written materials that you have routinely developed on Human Resources (HR) policies and procedures. Answer to this question is required
  • I have prepared PowerPoint briefings for meetings or conferences.
  • I have prepared formal responses to applicants, employees and/or managers to explain complex or sensitive HR policies and/or decisions.
  • I have developed and issued organizational policy and procedural guidelines.
  • I have prepared position papers that included analysis and recommendations for managers to consider.
  • None of the above.
14 [10634] Please select the type(s) of written product(s) you have produced as a regular part of your job in a human resources (HR) environment. Answer to this question is required
  • I have written material for briefings, meetings, or conferences on HR issues.
  • I have written products to explain complex, controversial HR agency policies or programs.
  • I have written agency-wide HR policy and procedural materials for dissemination to headquarters, field or bureau level components.
  • I have issued position papers or summary reports on organizational data, which included analysis and recommendations of HR issues.
  • I have reviewed written HR material, and suggested improvements, for technical accuracy, adherence to policy, organization of material, clarity of expression, and appropriateness for intended audiences.
  • My written products have been recognized as high-quality, e.g., through performance appraisal and/or awards.
  • None of the above.
15 [55467] Please select the type(s) of written products you have produced as a regular part of your job in a human resources environment. Answer to this question is required
  • Counseling
  • Warning
  • Reprimand
  • Suspension
  • Removal for probationary employee
  • Removal for non-probationary employee
  • Removal based upon medical inability to perform
  • Response to grievance
  • Performance improvement plan
  • Performance plan
  • Leave restriction notice
  • Response to union information request
  • Response to union allegation of an unfair labor practice
  • Management proposal or counterproposal
  • Legal brief
  • Policy
  • Standard operating procedure
  • Training materials
  • None of the above
16 [60524] This position requires the skill to communicate in both formal and informal settings, including communicating effectively with the organization's executives and management officials as well as with employees, external organizations and Department level officials. The individual will represent the Division at key meetings of the organization and/or Department level workgroups. Select the response that best represents your interpersonal communication experience. Answer to this question is required
  • As part of my duties and responsibilities, I have routinely justified, persuaded, negotiated, or resolved matters involving significant or controversial employee relations matters or issues. This included communicating effectively and harmoniously with senior management, employee organizations and/or individuals at all levels in the public Federal and private sectors to convey the relevant policies, regulations and procedures.
  • As part of my duties and responsibilities, I have regularly represented my office's policies and/or procedures and lead discussions and participated in workgroups on employee relations matters. This included using effective communication skills to again a desired outcome or compliance from individual or groups skeptical or in disagreement with the policy, procedure or regulation.
  • As part of my duties and responsibilities, I have regularly participated in discussions in which the purpose was to plan, coordinate, consult on work efforts or resolve operating or procedural problems in employee relations programs. This included influencing or motivating individuals for groups who are working toward mutual goals and who have basically cooperative attitudes.
  • As part of my duties and responsibilities, I have regularly provided advice and assistance to those seeking employment related services from my office. Typically, the interaction would include acquiring, clarifying or exchanging facts and information needed to complete assignments.
  • None of the above.
17 [60533] Select the statement(s) that best describes the technical assistance you have provided to managers and supervisors on employee performance-based issues. Answer to this question is required
  • Provide advice and assistance to managers and supervisors to resolve performance-based problems by correcting performance deficiencies and returning the employee to a satisfactory level of performance.
  • Provide tools, advice, and assistance to managers and supervisors on performance-based problems which end in adverse/disciplinary actions that have been challenged on appeal, grievance, or EEO complaint.
  • Compose detailed written documents for management to use including performance improvement plans, etc. that relate to performance-based actions.
  • Ensure appropriateness of penalty and regulatory compliance for performance based actions, such as terminations, removals and change to lower grade.
  • Develop guides and train managers and supervisors in the concepts, principles, and procedures for performance-based actions.
  • None of the above.
18 [2983] Select the type(s) of experience(s) you have had in communication. Answer to this question is required
  • Provided briefings/updates to supervisors, coworkers, or others on a regular basis.
  • Coordinated meetings or workshops.
  • Delivered presentations to groups at work or in other environments.
  • Successful completion of college-level speech courses, Toastmasters, etc.
  • Taught a class, provided one-on-one instruction, or similar experience.
  • Made presentations to groups of less than 10.
  • Made presentations to groups of more than 10, but less than 50.
  • Made presentations to gatherings of over 50.
  • I have no experience in presenting material orally, but believe I could do so.
19 [56490] Select the customer service-related task(s) that you have performed to meet customer needs. Answer to this question is required
  • I have coordinated or conducted meetings with managers and staff.
  • I have established or revised work priorities.
  • I have evaluated and modified services provided.
  • I have directly investigated and resolved customer issues.
  • I have followed up on resolution of customer issues and notified customers of the status of their inquiries or issues.
  • I have developed or conducted customer surveys.
  • I have provided customer service that was favorably recognized by a colleague, supervisor, or the customer.
  • None of the above.
20 [3337] Do you have expert knowledge of performance based actions? Answer to this question is required
  • Yes
  • No

Grade: All Grades

[16869] Please note that ALL candidates must submit a resume online and complete the entire application (Resume, Core Questions, Vacancy Questions) process.Ensure that your resume thoroughly supports your responses to the job specific questions and that it contains the names, titles, and phone numbers of your most current and previous supervisors so that we may contact them. Please also be sure that your preference regarding contacting your current supervisors is shown in the User Information area. Applicants are strongly encouraged to complete all questions. High self-assessment in the application questions that is not supported by information in your resume may prevent you from being found best qualified, in which case your application will not be referred to the selecting official.
1 [31608] I understand the resume I have submitted for this position will be thoroughly reviewed to determine whether my experience and/or educational background is sufficient to meet basic and/or specialized experience requirements as outlined in this announcement. I also understand that if the information provided in my resume is not sufficient to support my responses to the vacancy announcement questions, it will affect the overall assessment of my application package. Answer to this question is required
  • Yes
  • No
[31648] When you are finished with the question phase of this announcement, you will be shown a list of documents that may include documents that do not apply to you. Review the list and the required documents section of the vacancy to determine which, IF ANY, are required for your application to be considered a complete application. Please do not submit documents that are not requested.
  • If you are not a veteran, the DD-214 and the SF-15 do not apply to you.
  • If you are not applying to an engineering position, the P.E. license or EIT exam does not apply to you.
  • If you are not requesting consideration under a special appointing authority, the special appointing authority documents do not apply to you.
If any of the requested documentation pertains to you, you have the option to fax using the fax coversheets provided, upload to this system or you may transfer the documentation from your USAJOBS account. Please note documents are NOT automatically transferred from USAJobs. Contact the office no later than the closing date, if you require assistance.
2 [3057] By responding to this question, you acknowledge that you have reviewed the Required Documents section of this announcement to determine which documents, if any, you need to provide in support of this application. Answer to this question is required
  • Yes
  • No
3 [31609] I understand that if I do not submit all REQUIRED documents by the closing date, it will affect the overall assessment of my application package. Answer to this question is required
  • Yes
  • No
4 [54657] Select your most recent work performance evaluation (includes pass in pass/fail systems). Answer to this question is required
  • My most recent work performance evaluation was satisfactory or better.
  • My most recent work performance evaluation was below satisfactory.
  • I have never received a performance appraisal or review for any position.
5 [35568] Select the response that is the GS equivalent grade level of the highest grade to which you have held on a permanent basis or have competed for promotion potential. Please ensure that you have also provided a supporting SF-50. Without the supporting SF-50, we may not be able to consider your application for this position. Answer to this question is required
  • I have not held a government position.
  • 04
  • 05
  • 06
  • 07
  • 08
  • 09
  • 10
  • 11
  • 12
  • 13
  • 14
  • 15
6 [59279] In the past three years, have you had one or more of the following Awards: monetary, time-off, or other? Answer to this question is required
  • Yes
  • No
7 [59280] If you are a Federal employee, is your most recent performance rating equivalent to a "Pass", "Fully Successful", "Satisfactory" or better? Answer to this question is required
  • Yes
  • No
  • I am a Federal employee, but have not received a performance rating.
  • Not applicable, I am not a Federal employee.
8 [587] Federal applicants must have served 52 weeks at the next lower grade to satisfy time-in-grade. Please include the date of your last promotion (in mm/dd/yy format). Maximum length of 20 characters. Answer to this question is required
9 [586] How did you initially hear about this position? Answer to this question is required
  • Email notification
  • Agency website
  • USAJobs (OPM) website
  • Newspaper advertisement
  • Magazine advertisement
  • Commercial employment site (i.e. Careerbuilder, Monster)
  • Placement office (Federal, State, College or University)
  • Friend or relative
  • Job Fair
  • Minority professional network
  • Other
    9.1 [5063] Please indicate how you heard about this position. Maximum length of 250 characters.