Branch Chief

Summary

The Office of the Assistant Secretary for Administration and Management (OASAM) provides the infrastructure and support that enables the U.S. Department of Labor to perform its mission. OASAM provides leadership and support for information technology human resources management procurement business operations safety and health space management civil rights emergency management security budget and performance.

Duties

This position is located in the Division of Policy and Accountability (DPA) within the Office of Human Resources (OHR) OASAM. DPA creates maintains and communicates DOL and OHR policy to all agency employees. The incumbent provides the research development and establishment of a policy that meets government-wide and Departmental requirements in collaboration with key stakeholders. Major duties include but are not limited to the following:

• Interpret new legislation and regulations to determine their impact on agency programs and identify the need for changes to policy or operations.
• Develop write or recommend new or revised DOL HR policy standards procedures and guidelines based on research review of existing programs changes in law or regulation or current developments in HR functional areas.
• Independently identify opportunities or unresolved issues inherent in new legislative or regulatory proposals based on mastery of the principles concepts laws and regulations and suggests solutions to resolve these issues which may be adopted Department or Government-wide.
• Possess a broad and intensive knowledge of HR program areas and the interrelationship of each OHR Operations Division and collaborate with these divisions and various other functional areas outside of OHR such as Division of Budget & Programs Office of the Chief Financial Officer Office of the Assistant Secretary for Administration and Management and Office of the Secretary to evaluate and improve effectiveness and efficiency of assigned HR programs operations and service delivery.
• Assist in managing DOLs accountability and quality assurance program to include the development analysis and reporting of findings to improve overall HR programs and services across the HR enterprise.
• Coordinate workload priorities with other organization managers and customers as appropriate. Assign work to subordinate employees based on organization priorities and consideration of difficulty and requirements of assignments such that the experience training and abilities of staff are effectively utilized to meet organization and customer needs. Identify the need for changes in priorities and take action to implement such changes.
• Provide advice to the DPA Division Chief on significant issues and problems related to work accomplishment. Establish metrics and analysis systems to ensure actions are timely and reviewed at critical points. Accepts amends or rejects work presented by subordinates.
• Exercise supervisory personnel management responsibilities including but not limited to supporting employee development approving leave schedules planning and scheduling work of employees advising employees regarding policies and procedures selecting or recommending the selection of candidates for vacancies promotions etc. and managing performance.

Requirements

Conditions of employment

• Must be at least 16 years old.
• Must be a U.S. Citizen.
• Candidate required to obtain the necessary security/investigation level.
• Requires a probationary period if the requirement has not been met.
• Subject to financial disclosure requirements.
• Requires a supervisory probationary period if the requirement has not been met.

Qualifications

For GS-15: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level GS-14 in the Federal Service.

Specialized Experience is the experience that equipped the applicant with the particular knowledge skills and abilities (KSAs) to perform the duties of the position successfully and that is typically in or related to the position to be filled. To be creditable specialized experience must have been equivalent to at least the next lower grade level. To qualify for this GSapplicants must meet 4 of the following examples of specialized experience:

• Researching developing and implementing human resources policy that meets government-wide and Departmental requirements and providing authoritative guidance to senior executives and management officials on policy matters including interpretation of new legislation and regulations.
• Directing agency-wide HR programs including accountability and quality assurance initiatives by developing study plans goals objectives and measures of success evaluating program status adjusting priorities and coordinating with higher authority to resolve systemic issues and improve service delivery.
• Advising and representing executive leadership and the HR community providing authoritative consultation and influencing management to implement recommendations on sensitive and controversial administrative matters including labor-management relations performance management strategic planning accountability and legislative analysis.
• Communicating HR policy and guidance across the Department by convening working sessions developing position papers and briefing materials for top management to inform strategic decisions and maintaining a repository of current and historical policies for agency use.
• Planning and directing the work of subordinate employees to include establishing performance standards providing feedback resolving complaints initiating disciplinary actions and identifying employee developmental needs.

Education

There is no substitute of education for specialized experience to qualify for this grade level.

Additional information

DOLs mission is to protect the welfare of workers and job seekers improve working conditions expand high-quality employment opportunities and assure work-related benefits and rights for all workers.

All personnel must undergo a background investigation for access to DOL facilities systems information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATION

5 CFR Section 2638.103: Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. They are also responsible for working with agency ethics officials to help resolve conflicts of interest and enforce government ethics laws and regulations including those requiring certain employees to file financial disclosure reports. Supervisors are responsible for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements.

This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). If selected you will be required to annually complete a Confidential Financial Disclosure Report (OGE Form 450) to determine if a conflict or an appearance of a conflict exists between your financial interest(s) and your prospective position with DOL.

For more information click Telework Position Information.

Based on agency needs additional positions may be filled using this vacancy.

DOL may use certain incentives and hiring flexibilities currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information.

The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicants criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA you may file a complaint of the alleged violation: Guidelines for Reporting Violations of the Fair Chance Act.

All DOL employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71.

If you believe you have a disability (i.e. physical or mental) covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments you will be granted the opportunity to request a RA in your online application. Requests for RA for the USA Hire Competency Based Assessments and appropriate supporting documentation for RA must be received prior to starting the USA Hire Competency Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position after notification of the adjudication of your request you will receive an email invitation to complete the USA Hire Competency Based Assessments based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments if you received the link after the close of the announcement. Please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments.

Candidates should be committed to improving the efficiency of the Federal government passionate about the ideals of our American republic and committed to upholding the rule of law and the United States Constitution.

Required Experience:

Chief