Supervisory Personnel Security Specialist

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 (DOL) 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. Responsibilities This position is located within the U.S. Department of Labor (DOL), Office of the Assistant Secretary for Administration and Management (OASAM), Office of Human Resources (OHR), Division of Personnel Security (DPS). In this position, your primary responsibility is overseeing functions pertaining to all 5 vetting scenarios of Trusted Workforce (TW) 2.0 to include overseeing pre-screen risk determinations, adjudicating suitability, national security background investigations and continuous vetting finds in support of TW 2.0 for people appointed to covered positions. Major duties for this position include but are not limited to the following: Evaluate character and conduct concerns involving applicants, appointees, employees, and contractor personnel, as applicable, under 5 CFR part 731 and other governing fitness authorities. Assess the significance of substantiated conduct, relevant circumstances, rehabilitation, and position requirements while distinguishing agency-delegated authority from matters reserved to the Office of Personnel Management (OPM). Advise Department of Labor officials, managers, human resources staff, and legal counsel on complex suitability, fitness, national security, and credentialing issues. Recommend adjudication requirements, explain adverse-determination procedures and employee rights, and represent the organization in developing interagency guidance and operating procedures. Direct assigned professional, technical, clerical, and administrative staff; establish priorities; plan work; and assign responsibilities according to case complexity, employee capability, and program needs. Carry out supervisory responsibilities consistent with internal management controls, ethical standards, and safety and occupational health obligations. Oversee the validation, assessment, and resolution of continuous-vetting alerts, self-reported information, and agency referrals. Determine whether information warrants additional inquiry, updated adjudication, documented mitigation, continued monitoring, or referral for protective action, and maintain a documented rationale for each disposition. Establish performance standards, evaluate work quality and productivity, provide timely feedback and instruction, and address performance deficiencies. Identify developmental needs and provide or arrange training, mentoring, and assignments that strengthen technical proficiency and support organizational objectives. Oversee electronic case information, eligibility records, adjudicative documentation, and program-management data. Ensure records are accurate, complete, appropriately protected, and maintained in accordance with applicable access, privacy, retention, and information-security requirements. Apply applicable Personal Identity Verification (PIV) credentialing standards to determine or recommend eligibility for routine access to Federal facilities and information systems. Coordinate credential issuance, denial, suspension, or revocation with responsible officials while maintaining the distinctions among credentialing, suitability, fitness, and national security determinations. Oversee initial vetting, continuous vetting, upgrades in trust, transfers of trust, and reestablishment of trust. Establish coordinated workflows, decision points, responsibilities, and controls to support consistent processing throughout the personnel vetting lifecycle. Translate applicable requirements of 5 CFR parts 731 and 1400; Executive Orders 12968, 13467, and 13764, as amended; the Intelligence Reform and Terrorism Prevention Act of 2004; HSPD-12; and governing executive-agent guidance into Departmental policies, standard operating procedures, adjudication tools, and internal controls. Requirements Conditions of Employment Qualifications You must meet the Specialized Experience to qualify for this position as described below. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) 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. For this position, the next lowest grade is the GS-13. Qualifying specialized experience for this position includes meeting all of the following: Experience managing and conducting complex personnel security adjudications involving national security eligibility, suitability, and fitness determinations. Experience analyzing background investigation reports, derogatory information, subject responses, and continuous vetting findings to determine adjudicative significance. Experience applying national security adjudicative guidelines, the whole-person concept, and applicable suitability and fitness standards to evaluate disqualifying and mitigating information. Experience preparing and reviewing documented adjudicative analyses, determinations, and recommendations related to national security eligibility, suitability, and fitness. Experience providing expert guidance on the adjudication of information developed through Trusted Workforce initiatives, Continuous Vetting, and Continuous Evaluation. Education Additional Information The mission of the Department of Labor (DOL) 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. Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATIONS, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES As a condition of employment, 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 Full performance level is GS-14. You may not be aware, but in the regulations for agency ethics programs, there are requirements for supervisors. Section 2638.103 of Title 5 of the CFR states: 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. Supervisors 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. In addition, supervisors are responsible, when requested, 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 supervisory financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). Therefore, if selected, you will be required to 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. This information will be required annually. For more information, click Telework Position Information. This is not a remote work position. The selectee will report to an assigned DOL office location on a regular basis and is eligible for participation in telework as determined by management in accordance with DOL policy. Based on agency needs, additional positions may be filled using this vacancy. The Department of Labor 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 applicant's 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 following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act. Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions. All applicants tentatively selected for this position will be required to submit to screening for illegal drug use prior to appointment. All Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71.