Chief, Performance Management Branch

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

The Performance Management Branch Chief in the Office of Human Resources provides Department-level leadership and technical expertise for DOLs performance management program. The position directs program activities and staff and provides authoritative technical advice and guidance to senior officials on complex performance management matters.

Major duties include but are not limited to the following:

• Manage and direct Department-level performance management program activities and oversee the work of subordinate staff responsible for providing performance management services and technical assistance.
• Establish program goals objectives priorities and procedures; monitor program activities and outcomes; and recommend improvements to enhance program effectiveness.
• Provide authoritative technical advice guidance and consultation to senior Department officials managers and supervisors on performance management matters.
• Research interpret analyze and apply Federal laws regulations policies OPM and DOL guidance and other governing authorities related to performance management.
• Develop and implement performance management policies procedures guidance and program requirements.
• Analyze and resolve complex or emerging performance management issues including matters for which established policy or precedent may not provide clear guidance.
• Represent the organization in meetings with senior Department officials other Federal agencies and other stakeholders on significant performance management matters.
• Evaluate performance management program operations and outcomes and recommend improvements to support effective program administration and organizational objectives.

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

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 all of the following examples of specialized experience:

• Experience managing or directing a Department or subcomponent-level performance management program or function including establishing program priorities and objectives overseeing implementation of program requirements evaluating program effectiveness and recommending or implementing program improvements.
• Experience providing and writing authoritative technical advice guidance and consultation to senior Department or agency management officials on performance management matters including analyzing and resolving novel or sensitive issues.
• Experience researching interpreting and applying performance management laws regulations policies guidelines and other governing authorities and implementing performance management policies procedures and program requirements at the Department or component level.

Education

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

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 entering 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