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Vacancy Details

Grade: 14

1 GS-14: Do you have one year of specialized experience, equivalent to the GS-13 level, as defined in the vacancy announcement? Answer to this question is required
  • Yes
  • No
2 Indicate the type(s) of personnel actions on which you have provided advice or guidance to managers or human capital staff. (Select all that apply.) Answer to this question is required
  • Official Reprimand
  • Suspension
  • Misconduct Removal
  • Performance Removal
  • Security Clearance Revocation or Removal
  • None of the above
3 Indicate the types of labor relations actions on which you have provided advice or guidance to managers or human capital staff. (Select all that apply.) Answer to this question is required
  • Grievance.
  • Request for information.
  • Impact and implementation bargaining.
  • Collective bargaining agreement negotiations.
  • None of the above.
4 From the list below select the Employee Relations functional areas you have performed. (Choose all that apply) Answer to this question is required
  • Advise managers or employees on issues/problems related to conduct (e. g. absence and leave abuse, work place issue, employee disputes, etc.) in accordance with laws, regulations, and practices.
  • Advise managers or employees on issues/problems related to performance in accordance with laws, regulations, and practices.
  • Assess employee relation cases involving grievances, disciplinary actions or adverse actions to determine the most appropriate course of action.
  • Interpret laws, regulations and policies to recommend appropriate disciplinary action or other corrective techniques for conduct and performance problems.
  • None of the above.
5 Select all of the following human resources activities in which you have experience. Answer to this question is required
  • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
  • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
  • Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
  • Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
  • Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
  • Identify staff vacancies and recruit, interview and select applicants.
  • Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
  • Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.
  • Represent organization at personnel-related hearings and investigations.
  • Administer compensation, benefits and performance management systems, and safety and recreation programs.
  • None of the above
6 From the list below, select the response(s) that best describe your experience with performance management and recognition and awards programs. Answer to this question is required
  • I have implemented new performance management programs.
  • I have implemented new recognition and awards programs for employees.
  • I have audited performance plans and ratings to ensure compliance with regulations and policies.
  • I have developed performance management policies and procedures.
  • I have advised management officials on goal writing methodologies.
  • I have assisted management officials in preparing performance ratings.
  • I have reviewed employee awards to ensure equity.
  • I have developed employee recognition and awards policies and procedures.
  • I have conducted performance management training to management officials.
  • I have conducted training to management officials on employee recognition and awards programs.
  • I have audited employee awards programs to ensure compliance with regulations and policies.
  • None of the above
7 From the list below, select the type(s) of products you have independently written as a regular part of your job. Answer to this question is required
  • I have written position papers on controversial issues with options, alternatives, and recommendations.
  • I have written human capital directives and policies for the Agency.
  • I have written reports for reviews and studies which presented analyses, results, recommendations, observations or findings.
  • I have written standard operating procedures, instructions or guidelines for implementing new initiatives, practices or requirements.
  • I have developed correspondence that consolidated input from a number of different sources, including contradictory viewpoints.
  • I have prepared Agency responses to Congressional inquiries.
  • I have written memoranda that conveyed complex issues or persuasive arguments for obtaining support for a position.
  • I have developed written materials for briefings, meetings, or conferences.
  • None of the above
8 3116307 From the list below, select the statement(s) that best describe(s) your ability to communicate technical and non-technical labor relations information in writing. Answer to this question is required
  • I have communicated Analysis and Evaluation reports.
  • I have prepared correspondence for use outside of my organization, (Congressional responses, responses to the general public, etc.).
  • I have prepared formal instructions or directives.
  • I have prepared internal operating procedures.
  • I have prepared grievance decisions.
  • I have prepared Union notifications.
  • I have prepared unfair labor practices (ULP) position statements.
  • I have prepared collective bargaining agreements.
  • I have prepared negotiability appeals with FLRA.
  • I have prepared exceptions to arbitration awards.
  • None of the above.
9 Select the statement(s) that reflect your experience in the application of performance-based management practices. Answer to this question is required
  • I have developed output measures to track the internal performance of work groups that I have supervised.
  • I have developed outcome measures to track internal performance of work groups that I have supervised.
  • I have developed outcome measures as indicators of success in achieving the organization's overall program, project purpose, or goal.
  • None of the above.
10 3116297 From the list below, select the statement(s) that best identifies the laws, regulations, and guidance you have researched, interpreted, and applied on a regular basis. Answer to this question is required
  • I routinely research, interpret and apply the Code of Federal Regulations (Title 5 CFR).
  • I routinely research, interpret and apply United States Code (Title 5).
  • I routinely research, interpret and apply Agency Orders.
  • I routinely research, interpret and apply Collective Bargaining Agreements.
  • I routinely research, interpret and apply Merit Systems Protection Board documents and decisions.
  • I routinely research, interpret and apply Westlaw.
  • I routinely research, interpret and apply Equal Employment Opportunity Commission documents and decisions.
  • I routinely research, interpret and apply Federal Labor Relations Authority decisions.
  • I routinely research, interpret and apply National Labor Relations Board documents and decisions.
  • I routinely research, interpred and apply Cyberfeds information.
  • None of the above
11 Select the response(s) that best describe(s) your experience interacting with people in various work situations to achieve solutions: Answer to this question is required
  • I have served as a spokesperson for an organization.
  • I have facilitated activities between organizational entities
  • I have mediated or facilitated problem resolution.
  • I have independently conducted meetings.
  • I have independently planned meetings.
  • I have served on panels, committees, or task forces on technical issues.
  • None of the above.
12 Select one description that best represents your highest level of experience in interacting with various groups and individuals. Answer to this question is required
  • Experience that involves routinely working with external management officials to resolve unique or complex issues in a way that reflects a partnership or shared problem solving, such as sharing options and initiating ongoing contacts with managers to foster strong working relationships.
  • Experience that involves routinely working with internal managers to resolve issues and problems that arise on a daily basis. This involves briefing managers on new or revised regulations and discussing policy alternatives.
  • Experience that involves routinely educating, advising, or participating in meetings with groups or individuals when contacted to address issues or problems. This includes developing rapport and establishing credibility to resolve issues that are mutually satisfactory to programs and all parties.
  • Experience that involves explaining agency policy and regulations and providing background of the rationale for such policies, and using negotiating techniques to ensure full compliance.
  • None of the above.
13 Select the statement(s) that represent the duties you have performed to ensure success in the work being accomplished. Answer to this question is required
  • Set team goals.
  • Reviewed the work of team members.
  • Set program or project goals and objectives.
  • Monitored program and/or organizational accomplishments.
  • Tracked program-related performance measures.
  • Established program delivery cost controls.
  • Established quality control and quality assurance processes.
  • Set due dates.
  • Planned and adjusted work operations to meet changing requirements within available resources.
  • Led a team or group with various levels of experience, skills, orientation, or perspective.
  • Established office policies, standard operating procedures, etc. for my work unit.
  • Prepared schedules for completion of work.
  • Assigned work to team members based on priorities.
  • None of the above.
14 Evaluates performance, communicates any deficiencies and takes corrective action to improve performance. Answer to this question is required
  • I have not had education, training or experience in performing this task.
  • I have had education or training in performing the task, but have not yet performed it on the job.
  • 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.
  • I have performed this task as a regular part of my job. I have performed it independently and normally without review by a supervisor or senior employee.
  • I am considered an expert in performing this task. I have supervised performance of this task or am normally the person who is consulted by other workers to assist them in doing this task because of my expertise.
15 From the list below, select the response(s) that describe your supervisory experience. Answer to this question is required
  • I have interviewed candidates for positions.
  • I have recommended and/or selected individuals for appointment, promotion or reassignment.
  • I have worked with employees to identify their developmental and training needs based on organizational goals and budget realities.
  • I have developed performance standards for employees
  • I have coached employees to assure their progress and commitment to meeting organizational goals.
  • I have provided feedback to employees on performance to include progress, challenges, successes and lessons learned.
  • I have recognized and rewarded employees for their contributions to overall organizational performance.
  • None of the above
16 Select the statement(s) that describe(s) your experience with strategic and/or workforce planning. Answer to this question is required
  • I have developed annual work plans that support the strategic and/or workforce plan of an organization.
  • I have completed elements of an annual work plan and accounted for results of that plan.
  • I have developed or made significant contributions to the strategic and/or workforce plan of an organization.
  • I have redefined program goals as a result of changes in policy or organizational missions.
  • I have established workforce planning goals as part of a team and held my organization accountable for achieving those goals.
  • I have incorporated and implemented corporate management goals and objectives into the subordinate activities of the organization.
  • I have developed long-term innovative programs to improve the workforce of an organization.
  • None of the above.
17 Indicate the workforce planning activities for which you have been responsible as a regular part of a job. To claim credit for a product in response to this question, you must have completed – from start to finish – the activity over the course of a year. Assisting with an activity is not sufficient to claim credit for purposes of this response. (Select all that apply.) Answer to this question is required
  • Align workforce requirements directly to the agency’s strategic and annual business plans.
  • Develop a comprehensive picture of where gaps exist between competencies the workforce currently possesses and future competency requirements.
  • Determining what the current workforce resources are and how they will evolve over time through turnover, etc.
  • Developing specifications for the kinds, numbers, and location of workers and managers needed to accomplish the agency’s strategic requirements.
  • Determining what gaps exist between the current and projected workforce needs.
  • Identify and implement gap reduction strategies.
  • Make decisions about how best to structure the organization and deploy the workforce.
  • Identify and overcome internal and external barriers to accomplishing strategic workforce goals.
  • None of the above.
18 From the list below, select the supervisory task(s) that you have performed on a regular and recurring basis. (Select all that apply): Answer to this question is required
  • Oversaw, directed or developed work to be accomplished by subordinates
  • Set and adjusted priorities
  • Prepared schedules for completion of work
  • Responsible for the first line supervision of employees
  • Assigned work to subordinates based on priorities, consideration of the difficulty of assignments, and the capabilities of employees
  • Developed performance standards and evaluated employees' work
  • Gave advice, counsel or instruction to employees on both work and administrative matters
  • Interviewed candidates for positions in a unit
  • Recommended and/or selected individuals for appointment, promotion, or reassignment
  • Worked with employees to identify their developmental and training needs based on organizational goals and budget realities
  • Conducted workforce/succession planning
  • Delegated authority to the lowest levels
  • Resolved office conflicts through meetings
  • Resolved office conflicts by providing written guidance
  • Resolved office conflicts through mediation or other forms of alternative dispute resolution
  • Addressed employee conduct issues by taking appropriate human resources actions such as oral admonishments or suspensions
  • Coached, counseled and/or disciplined employees on performance issues
  • Coached, counseled and/or disciplined employees on conduct issues
  • Followed necessary steps when an employee's performance did not improve
  • Developed performance improvement plans
  • Recognized and rewarded employees for their contributions
  • I have not performed any of the above listed supervisory tasks
19

3193998 Please indicate where and when you obtained each of the specialized experience requirements listed in the Qualifications section of this Job Opportunity Announcement. Include in your response: (1) the area of specialized experience; (2) the place of employment; and, (3) the specific dates of employment the experience was gained in MM/DD/YYYY - MM/DD/YYYY format. Your response must be supported by your resume.

Example: Experience in developing and delivering presentations and training; ABC Company; 10/01/2016 - 05/15/2018.

Maximum length of 5000 characters. Answer to this question is required

Grade: All Grades

All FEMA employees are subject to 24-hour on-call in the event of an emergency and all Federal employees may be subject to emergency deployment. In the event of an emergency deployment, travel requirements may be extensive in nature (weeks to months), with little advance notice, and may require relocation to emergency sites, some of which are quite austere. The length of deployment may last anywhere from days to months, depending upon the nature of the emergency or disaster.
Every FEMA employee is considered an emergency manager and each employee has regular and recurring emergency management responsibilities, although not every position requires routine deployment to disaster sites. Your emergency management duties may vary depending on the needs of the Agency, your particular skills, and certain personal circumstances. All positions may require irregular work hours, work at locations other than the official duty station, and may include duties other than those specified in the employee's official position description.
1 Are you able to meet this commitment? Answer to this question is required
  • Yes
  • No
2 3225314 Current and former Stafford Act employees who can document 64 or more hours of paid time, per pay period, with no breaks in service* for 78 or more consecutive pay periods since August 1, 2014 are eligible to be considered for this Merit Promotion Job Opportunity Announcement.  Do you meet this eligibility standard? (*Note: A “break in service” is defined as 3 or more days in non-pay status, except as allowed under 5 CFR § 315.201(b)(3)(ii) for special circumstances such as military deployment, etc.). Answer to this question is required
  • Yes
  • No
3107226 Please note that effective January 1, 2010, the Office of Personnel Management (OPM) must authorize any employment offers we make to current or former (within the last 5 years) political Schedule A, Schedule C, or non-career Senior Executive Service (SES) employees in the Executive Branch. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, or non-career SES employee in the Executive Branch, you must disclose this information to the Human Resources Office. Failure to disclose this information could result in disciplinary action including removal from Federal service.
3 3107228 Are you currently serving, or have served within the last five years, as a political Schedule A, Schedule C, or non-career Senior Executive Service (SES) employee in the Executive Branch? Answer to this question is required
  • Yes
    3.1 3107314 Please provide the following information regarding your political appointment(s): 1. Official Title of Position; 2. Type of Appointment (i.e. Schedule A, Schedule C, or non-career SES); 3. Name of Agency; 4. Date Position began; and 5. Date Position ended Maximum length of 1000 characters.
  • No
4 3225388 How did you hear about this Federal Emergency Management Agency (FEMA) job opportunity? Answer to this question is required
  • FEMA’s Facebook
  • FEMA’s Twitter
  • FEMA’s LinkedIn
  • FEMA’s GlassDoor
  • Careers.FEMA.gov website
  • Monster.com
  • Indeed
  • Zip Recruiter
  • USAJobs
  • State or Local Employment Office
  • DHS/FEMA Hiring Event (in person)
  • Conference or Meeting
  • Career / Job Fair
  • Conference or Meeting
  • FEMA Hiring Event (virtual)
  • FEMA Recruiter
  • Professional Organization
  • Through my college or university
  • FEMA Employee referral
  • Newspaper
  • Radio
  • Other
    4.1 3095446 Please specify how you learned about this Federal Emergency Management Agency job opportunity. Maximum length of 250 characters.
5 3176176 Are you applying for consideration under the Land Management Workforce Flexibility Act? Answer to this question is required
  • Yes
    5.1 3176178 I understand if I am selected, I will be required to submit copies of my Notification of Personnel Actions (SF-50’s) and performance appraisals for each period of employment being used to determine my eligibility for consideration under the Land Management Workforce Flexibility Act. 
    • Yes
    • No
  • No
6 3225319  Are you applying for consideration as a current or former competitive service time-limited employee of a U.S. Department of Defense (DOD) Industrial Base Facility or Major Range and Test Facilities Base(s) under provisions contained in Section 1132 of Public Law (P.L.) 114-328? Answer to this question is required
  • Yes
    6.1

    I understand if I am selected, I will be required to submit copies of my Notification of Personnel Actions (SF-50’s) and performance appraisals for each period of employment being used to document my eligibility.  I also understand that eligibility requirements validation will be conducted by FEMA Human Resources personnel prior to appointment.

    • Yes
    • No
  • No
7 3125488 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. I understand a high self-assessment in the application questions that is not supported by information in my resume may prevent me from being found best qualified, in which case my application will not be referred to the selecting official. Answer to this question is required
  • Yes
  • No
8 3125489 I acknowledge that I have reviewed the Required Documents section of this announcement to determine which documents, if any, I need to provide in support of this application. Answer to this question is required
  • Yes
    8.1 3149447 I understand that if I do not submit all REQUIRED documents that are complete, openable and readable by the closing date, it will affect the overall assessment of my application package.
    • Yes
    • No
  • No
9 Please take this opportunity to review your ratings to ensure their accuracy. By agreeing to the statement below, you are confirming that you understand this statement, have reviewed your responses to this questionnaire for accuracy, and verify that your responses accurately describe your current level of experience and capability. Failure to agree to the statement below will disqualify you from further consideration for the position Answer to this question is required
  • Yes, I verify that all of my responses to this questionnaire are true and accurate. I accept that if my supporting documentation and/or later steps in the selection process do not support one or more of my responses to the questionnaire that my application may be rated lower and/or I may be removed from further consideration.
  • No. I do not accept this agreement and/or I no longer wish to be considered for this position.