Summary DELMR develops Department of Labor (DOL) policy and provides expert advice and guidance to DOL executives, managers, and supervisors on employee and labor relations matters, including disciplinary and performance-based actions, negotiation, and administration of collective bargaining agreements, as well as interpretation and application of Departmental/union-negotiated agreements as they apply to grievances, arbitration, and unfair labor practice matters. Responsibilities There is one vacancy available. The position may be located in any of the following cities: Washington, DC; Atlanta, GA; Boston, MA; New York City, NY; Chicago, IL; Dallas, TX; Philadelphia, PA; or San Francisco, CA. For detailed office locations, please visit: DOL offices. The salary range shown reflects the pay scale for all listed locations. If selected, your salary will be set based on the duty location assigned. Major duties include but are not limited to the following: Address and resolve the most complex, sensitive regional-related investigative employee/labor relations issues/situations. Perform comprehensive, in-depth reviews and analyses, consistency reviews, comparability studies. Conduct complex and/or sensitive Title V investigations by developing a comprehensive and legally sufficient evidentiary record and related Report of Investigation. Exercise managerial and supervisory authority for subordinate staff including, but not limited to: assigning and reviewing work; establishing positions, selecting candidates for employment and promotion; establishing performance standards and appraising performance; recommending awards; resolving minor grievances and complaints; identifying training needs; approving leave requests; supporting Equal Employment Opportunity (EEO) affirmative actions plans and objectives. Review and assess subordinates' reports to ensure thorough fact-finding, use of applicable legal authorities, and sound analysis. Establish analytical measures and criteria to ensure subordinates' work is reviewed at critical points and progresses in a timely manner. Regularly review applicable procedures, regulations, law, and prior cases to identify and implement process improvements to improve the quality, timeliness, and efficiency of the Branch's work. Establish, develop, and maintain productive working relationships with internal and external personnel and stakeholders. Assess customer satisfaction and resolve problems. Coordinate investigations with applicable stakeholders and OHR and/or agency subcomponents. Fully apprise agency officials of investigation status, explain applicable organizational policy and procedures, and resolve problems that arise. Fully evaluate reports by analyzing facts and performing appropriate research and prepare detailed responses. Make recommendations for unresolved or questionable problems. Prepare reports or presentations that clearly and concisely provide a synopses of approaches used, comprehensive description of conclusions drawn, and incorporated cogent recommendations to alleviate or minimize impact on plans, policies, programs, systems or practices. Notify and brief relevant stakeholders (e.g. SOL, OIG, etc.) and leadership when issues arrive that are contentious, have the potential for reputational harm to the Department, and/or are otherwise unduly contentious. Requirements Conditions of Employment Qualifications You must meet the Specialized Experience to qualify for Chief, Administrative Investigations Branch, as described below. 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 (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. Applicants must meet all of the examples of specialized experience below to be found qualified for this position: Plan, conduct, and oversee Title V administrative investigations used to support federal personnel decisions; Interpret and apply federal misconduct regulations and relevant caselaw to support accurate, consistent, and legally sound determinations in administrative investigations; Conduct comprehensive investigations by performing in-depth interviews, reviewing, and assessing electronic and paper records, identifying discrepancies, and analyzing evidence to produce thorough and objective investigative reports for sensitive or technical cases. Education There is no substitute of education for specialized experience to qualify for this position. 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 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. Supervisory Financial Disclosure: This position is subject to the confidential 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. The Department of Labor may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Based on agency needs, additional positions may be filled using this vacancy. 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 Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71.
