Skip to main content

Vacancy Details

Grade: 15

Specialized experience is experience that provided the ability to successfully manage a complex civilian Human Resources (HR) program. The experience must demonstrate an in depth knowledge of at least two, as well as an understanding of the interrelationships of all, of the following HR specializations: (a) staffing and placement; (b) position classification and organizational management; (c) employee relations; (d) labor management relations; or (e) performance management and benefits.
1 Do you have one year of specialized experience that is equivalent to at least the GS-14 grade level in the Federal service as stated above? Answer to this question is required
  • Yes
  • No

Grade: All Grades

1 Which of the following most accurately describes your highest level of experience that demonstrates your potential to supervise a group of employees? Answer to this question is required
  • I have not held senior, lead, or supervisory positions. I perform the duties and responsibilities of my position with general directions for common assignments but require more specific direction and guidance from higher level specialists or supervisors for more complex or politically sensitive assignments.
  • I have not held senior, lead, or supervisory positions. I independently perform the duties and responsibilities of my position; determine the course of action to take, plan and carry out my assignments, consult with others as necessary, and resolve any conflicts. I keep my supervisor advised of progress, any controversial conflicts or issues, and/or matters that may affect policy or have far-reaching implications.
  • I have held a lead or senior position or positions with formal responsibility for providing technical guidance and instructions on policy, procedures, regulations, or complex assignments to others in the organization.
  • I have served as a project leader, established and communicated the project objectives, assigned work to others, monitored the progress of the assignments, provided guidance and instruction as needed to members of the group, evaluated and/or rewarded the contributions of the individual team members, and assured that the project objectives were successfully met.
  • I have held a position or positions with supervisory responsibilities which included: development of goals, milestones, and work plans; balanced and distributed employees' workload; evaluated job performance; mediated or negotiated resolutions to employee problems and conflicts; recommended employees for recognition, promotion, developmental training; and recommended or hired new employees.
2 In the past 5 years, I supervised or led teams with the following number of employees: Answer to this question is required
  • Three to four.
  • Five to ten
  • 11 to 20
  • 21 to 100
  • 100 plus
  • None of the above.
3 Which of the following best describes your project management experience? Answer to this question is required
  • I have been assigned to carry out components of projects but have not been assigned leadership, supervisory, or management responsibilities.
  • I have assisted in the management of projects by performing key tasks such as developing project plans, scheduling milestones, developing requirements, estimating costs and budgets, and monitoring and drafting progress reports.
  • I have been a project manager with responsibility to formulate, execute and complete projects lasting from a few weeks to several months in duration. I have led and directed project team members, obtained necessary project approvals and authorizations, and reported progress and results attained upon completion.
  • I have been a project manager for one or more complex projects of long duration e.g., one or more years. I have been responsible for negotiating budgets, controlling costs, securing required human and technology resources, planning and executing the work plan and directing assigned team members in producing quality deliverables, results and outcomes.
  • I have been assigned formal leadership, supervisory, or management responsibilities of subordinate project managers who are responsible for performing the key tasks of project management.
  • None of the above.
4 I have independently provided consultation services in the following areas of staffing and position classification for Senior Executive Service/Senior Level positions: Answer to this question is required
  • Advice to managers, with options and guidance, on the restructuring of their organizations.
  • Researched various Human Resources topics, regulations, laws, and other guidance to provide advice to managers who are facing unique or complex staffing situations.
  • Researched various Human Resources topics to provide advice to managers who are facing unique situations in the areas of position classification and/or compensation.
  • Led a team in organizational design or equivalent study.
  • None of the above.
5 I have experience applying human resources (HR) concepts, laws, regulations, principles, practices, policies, and precedents in order to identify, evaluate, and recommend solutions to HR issues and problems in the following HR specialty fields: Answer to this question is required
  • Classification
  • Compensation
  • Staffing
  • Benefits
  • Employee relations
  • Labor relations
  • Executive resources
  • Workforce planning
  • None of the above
6 I have analyzed workforce data and developed recommendations for inclusion in a long-range workforce strategic plan based on my organization?s human capital goals. Answer to this question is required
  • True
  • False
7 I have successfully developed performance measures and monitored and analyzed their progress in the following human capital or human resources related program areas: Answer to this question is required
  • Employee Relations
  • Labor Relations
  • Employee Development
  • Organization Development
  • Workforce Planning
  • None of the Above
8 Select the choices below that describe your experience providing quality customer service: Answer to this question is required
  • Routinely communicated with customers to provide timely and complete information.
  • Shared customer feedback with team members to improve customer service.
  • Developed initiatives to improve customer service
  • Regularly received recognition from customers for providing high quality customer service.
  • Worked collaboratively with customers to trouble shoot project issues.
  • Developed problem solving strategies for customers that had broad application.
  • None of the above.
9 Select the response which most closely describes your oral communication proficiency as it relates to workforce planning or organizational development activities. These activities should have been carried out on a regular or reoccurring basis with independence and positive results. Answer to this question is required
  • Present workforce planning or organizational development information to management officials and other staff within the organization; conduct staff meetings or meetings on such program areas; and explain program procedures and practices to employees and managers in the organization.
  • Brief top management on workforce planning or organizational development proposals or programs; defend positions on issues related to such programs; address internal groups or local customers on key workforce planning and organizational development functions and policies; and serve as a spokesperson for a workforce planning or organizational development program area.
  • Present workforce planning or organizational development information to top management when the point of view expressed is controversial or likely to be met with opposition; conduct presentations to external groups on controversial or complex topics; explain or defend workforce planning and organizational development policies and practices to external audiences; and chair workforce planning or organizational development related internal task forces or special committees.
  • Serve as organization's workforce planning or organizational development representative or spokesperson in adverse situations or when topic of discussion is not clearly defined; hold employee forums or program conferences and serve as the key speaker; chair workforce planning or organizational development related interagency task forces/committees; and serve on formal workforce planning or organizational development panels or at hearings to provide expert advice on technical or policy matters.
  • None of the above
10 Which of the following best describes your experience reviewing and recommending changes to standards, programs or policies related to organizational development activities and initiatives? Answer to this question is required
  • I have not performed these job functions.
  • I have performed similar or directly related job functions and my experience and training have prepared me to perform these functions successfully.
  • I have assisted others in reviewing and recommending changes to organizational development programs or policies.
  • I have performed this task as a part of a job that I have held and have routinely been responsible for reviewing and recommending changes to national standards, programs or policies related to organizational development activities and initiatives.
  • I have extensive experience reviewing and recommending changes to national standards, program or policies related to organizational development activities and initiatives. I am an expert in these functions and have carried them out successfully to attain measurable program improvements on behalf of my employer.
11 As a regular and recurring part of my job, I have independently researched, analyzed, and interpreted laws, regulations, policies, and procedures regarding the following programs in order to provide guidance and assistance to employees and/or managers. Answer to this question is required
  • Retirement
  • Disability retirement
  • Insurance (health and/or life)
  • Worker's compensation
  • Pay administration
  • None of the above
12 Which of the following best describes your experience administering Federal civil service retirement programs? Answer to this question is required
  • I have no experience.
  • 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.
  • I have experience performing this work behavior across routine or predictable situations with minimal supervision or guidance.
  • 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 unusually complex situations.
  • 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.
13 I have achieved a high level of technical proficiency (assignments are carried out independently, results are usually accepted without revisions) in performing the following benefits administration functions: Answer to this question is required
  • Compute retirement estimates using retirement estimate software
  • Provide retirement counseling services (explain and answer questions regarding retirement estimate computation, options regarding annuity, survivor benefits, benefit coverage, etc.)
  • Provide advice and assistance to injured employees and supervisors regarding the worker?s compensation program (e.g., forms completion, record maintenance, claims follow-up, etc.)
  • Respond to inquiries regarding the Thrift Savings Plan (or other 401(k)-type program), including eligibility, forms completion, effective dates, investment options, contribution allocations, loans, withdrawal options, etc.
  • Respond to inquiries regarding the Federal Employees Group Life Insurance Program (or other group life-insurance program), including eligibility, forms completion, open season, effective dates, options, coverage, premiums, etc.
  • Respond to inquiries regarding the Federal Employees Health Benefits Program (or other group health insurance program), including eligibility, forms completion, open season, effective dates, qualifying life events, coverage, premiums, temporary continuation of coverage, etc.
  • Respond to inquiries regarding unemployment compensation
  • None of the above
14 Which of the following best describes your experience evaluating employee's personnel records when a retirement coverage error is identified? Answer to this question is required
  • I have no experience.
  • 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.
  • I have experience performing this work behavior across routine or predictable situations with minimal supervision or guidance.
  • 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 unusually complex situations.
  • 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.
15 Select only those responses that best describes your frequent and recurring experience with employee benefits programs. Answer to this question is required
  • Provide information on Federal health benefits and life insurance options and processes to employees.
  • Counsel employees about Federal retirement systems (CSRS and FERS).
  • Explain Social Security Systems relationship with Federal retirement programs to employees.
  • Determine the amount of retirement contributions, refunds of contributions, payment, and repayments needed for service credit and whether the requirements for payments of a survivor annuity or lump sum are satisfied.
  • Gather information and present technical data on various routine employee benefits functions, such as health benefits open season, life insurance, Flexible Spending Accounts (FSA), Long Term Care Insurance (LTC), Thrift Savings Plan (TSP), Temporary Continuation of Coverage (TCC), etc.
  • Counsel and advise employees regarding military benefits and prior Government service as they apply to retirement and benefits programs.
  • Counsel employees on the process and options when submitting retirement applications.
  • Research, interpret, and apply basic laws, regulations, and policies on the Thrift Savings Plan programs.
  • None of the above.
16 From the following list of talent engagement and performance management functions, select only those that you have developed an expertise (able to perform the most difficult assignment independently without close supervision or guidance): Answer to this question is required
  • Career Planning & Development
  • Performance Management
  • Compensation & Benefits
  • Worker's Compensation Program Support and Guidance
  • Employee Retention Programs
  • Worklife Programs
  • Labor and Employee Relations
  • Separations Management
  • Retirement Program Management
  • None of the above.
17 I have experience processing the following types of human resource actions (check all that apply): Answer to this question is required
  • Military Service Credit.
  • FERS/CSRS Civilian Deposit.
  • Service Computation Date changes.
  • Peace Corps Service Deposit.
  • Disabled Veteran Leave.
  • Military Leave.
  • Retirement Estimates.
  • None of the Above.
18 I have applied pay administration laws, rules, and regulations in order to determine the appropriate rate of pay for the following: Answer to this question is required
  • Pay upon initial appointment
  • Pay actions involving application of Highest Previous Rate (HPR) and the Maximum Payable Rate (MPR) rules
  • Pay upon promotion
  • Pay upon promotion or reassignment that requires the application of special salary rates or locality pay rates
  • Pay actions involving pay banding systems
  • Pay upon change to lower grade
  • Severance pay
  • Superior qualifications appointments
  • Grade and pay retention
  • Movement between pay systems (e.g., from Federal Wage System to General Schedule)
  • None of the above
19 Of the following compensation and leave administration functions, select only those for which you have achieved a high level of technical proficiency (assignments are carried out with independence, results are usually accepted without revisions): Answer to this question is required
  • Set and adjust pay in accordance with new pay schedule adjustments [General Schedule (GS), Federal Wage System (FWS)].
  • Set and adjust pay assuring that superior qualification determinations, recruitment, relocation, and retention incentives are in accordance with policy, procedures and agency guidance.
  • Provide guidance in the interpretation of an agency's policy and procedures governing hours of duty, work schedules (including alternative work schedules).
  • Provide guidance and assistance on the application of rules and regulations concerning Federal leave, especially the Family and Medical Leave and Family Friendly Sick Leave Acts
  • Application of single agency compensation authorities.
  • None of the above.
20 Do you have experience performing audits of human resources recruitment/staffing activities or functions? Choose the response that best describes your highest level of experience auditing a human resources recruitment and staffing function or activity: Answer to this question is required
  • I do not have experience performing this task.
  • I have education and/or training in auditing human resources recruitment and staffing functions or activities but have not yet performed it on the job.
  • I have assisted a senior level specialist or supervisor to review a recruitment and staffing function or activity. I received oversight and guidance in performing this task and reported final audit findings to a senior specialist for additional review.
  • I have experience independently auditing staffing/recruitment activities for a staffing program. I review files and documentation for accuracy and compliance to regulations and established procedures and provide information on required corrections and recommendations for improvements. 
  • I am highly skilled at conducting audits of recruitment and staffing activities and perform this function on a regular and recurring basis as a part of a job that I have held. I review the staffing actions of other HR specialists to ensure compliance with applicable requirements and to identify deficiencies or problems; and have provided on-the job staffing training to other staffing specialists.
  • I am responsible for a national level or organization-wide staffing function and serve as the lead auditor for multiple offices responsible for staffing and recruitment activities. I have frequently reviewed questionable staffing actions of other HR specialists and identified appropriate corrective actions and I have led audit teams to review actions for systemic problems.
21 I have experience performing the following training related tasks for topics in the recruitment and placement program area: Answer to this question is required
  • Developed training materials for use within a local HR office/region.
  • Conducted training for small groups (up to 50) employees and/or managers.
  • Developed training materials for use in national training that is agency-wide/corporate-wide.
  • Conducted training for large groups (51 or more) employees and/or managers.
  • Developed/organized training materials for junior or lower graded HR specialists on various recruitment and placement subjects.
  • Provided direct training and coaching to junior or lower graded HR specialists on various recruitment and placement subjects.
  • None of the above.
22 From the choices provided, please select the responses that indicate your experience in applying, interpreting, and assuring compliance with the Code of Federal Regulations, Office of Personnel Management and agency regulations, policies, and procedures for staffing and placement activities: Answer to this question is required
  • Provide advice and assistance to managers and operating Human Resources Offices on grievances and other third party disputes involving recruitment and placement issues.
  • Research and provide advice to operating Human Resources Specialists on recruitment and placement issues.
  • Develop guidance and other informational and training materials for managers and employees on one or more areas of an employment program.
  • Act as the agency`s expert witness in third party hearings involving recruitment and placement issues.
  • None of the above.
23 Please choose all of the answers that apply to your experience relating to Employee Engagement program management: Answer to this question is required
  • Develops, implements, and assess the performance and effectiveness of customer strategies and action plans. 
  • Conducts action planning training sessions to ensure development and implementation of related policies and procedures.
  • Provides advisory and consultant services to support strategic planning and policy direction.
  • Provides organizational development consultation and guidance.
  • Develops and executes engagement and Employee Viewpoint Survey (EVS) strategies and related project and communication plans.
  • Coordinates and facilitates action to ensure and promote participation Employee Viewpoint Surveys (EVS).
  • Coordinates analysis of survey results.
  • Develops briefings and presentations regarding survey results.
  • None of the above.
24 Of the following employee relations functions, select only those activities for which you have achieved a high level of technical proficiency (assignments are carried out independently; results are usually accepted without revisions): Answer to this question is required
  • Provide guidance and assistance to management officials on the application of rules and regulations concerning federal leave programs, including annual leave, sick leave, and family-friendly leave.
  • Provide guidance and assistance to management officials on the provisions and application of the Family and Medical Leave Act.
  • Provide advice and assistance to management officials on employee medical concerns which may impact an employee�s ability to perform the duties of his/her job.
  • Provide guidance and assistance to management officials on federal regulations and agency policy governing hours of duty and work schedules, including alternative work schedules.
  • Provide guidance and assistance to management officials on the application of federal regulations and agency policy concerning telework.
  • None of the above.
25 Please indicate the response that most closely indicates your experience in the area of Reasonable Accommodations. Answer to this question is required
  • I have no experience in the area of reasonable accommodations
  • I am knowledgeable but not proficient in this area; lacking extensive experience in the area of reasonable accommodations.
  • I am knowledgeable and experienced in the area of reasonable accommodations. I am prepared to discuss my experience at an interview.
  • I am very knowledgeable and have extensive experience in the area of reasonable accommodations. I am prepared to discuss my accomplishments at an interview.
26 Choose the response that best describes your experience with disciplinary and adverse actions in the Federal service: Answer to this question is required
  • I have developed and interpreted agency policy in the areas of poor performance, misconduct, disciplinary and adverse actions; served on internal or external study work groups, task forces, or as expert or consultant. I have analyzed interrelated problems and issues that affect agency disciplinary and adverse action programs.
  • I have expert technical knowledge of poor performance, misconduct, disciplinary and adverse action policy and have interpreted such policy.
  • I have experience that demonstrates technical knowledge of the adverse action and disciplinary programs, practices, and policies.
  • None of the above