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. Responsibilities This position is in the Processing Branch within the Compensation and Processing Division. The Specialist serves as a technical expert responsible for executing personnel actions and resolving complex issues related to a wide range of personnel and payroll transactions across multiple automated HR systems and databases. The Specialist also provides authoritative guidance, training, and assistance on the interpretation and application of personnel processing regulations and procedures. Major duties include but are not limited to the following: Reviews and processes personnel actions by verifying prior Federal service, determining service computation dates, and confirming all supporting documents are complete and accurate. Provides technical guidance on payroll and personnel action policies, regulatory requirements, and recordkeeping procedures. Processes a wide range of personnel and payroll actions using automated HR and payroll systems, ensuring accuracy, compliance, and required documentation. Reviews the personnel action suspense reports, conducts research and analysis, and identifies the proper course of action to resolve processing and pay issues. Communicates and coordinates with employees, NFC, subject matter experts, and users to resolve technical pay or other processing issues related to personnel transactions. Conducts new employee on-boarding to include recording attendance, explaining various required on-boarding documents, and swearing in of new hires. Ensures new hire documents are complete and signed and completes E-verify requirements for authorization of employment. Monitors automated HR processing reports to ensure the accurate interface between automated personnel/payroll systems and ensure accurate personnel and payroll action processing. Analyzes trends and recurring issues, recommends system improvements and provides findings and solutions to management. Requirements Conditions of Employment Qualifications Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-11, 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. To qualify for this GS-201-12, applicants must meet all of the following examples of specialized experience: Experience conducting research to determine the correct nature of action and the corresponding Nature of Action Code (NOAC), and Legal Authority Code(s) (LAC) from the Guide to Processing Personnel Actions (GPPA) to process a variety of federal personnel actions using interconnected HR and payroll systems. Experience processing personnel actions in automated HR and payroll systems and verifying all data fields such as tenure, service computation dates, within-grade increase due dates, and probationary periods are accurate and compliant with applicable regulations. Experience reviewing and analyzing Federal personnel action history to identify discrepancies and take appropriate steps to resolve and update the record using interconnected HR and payroll systems. Experience applying federal pay setting regulations to set pay on a wide variety of federal personnel actions to include accessions, promotions, change to lower grades and changes in pay between pay plans. Education There is no substitute of education 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 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 Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71. Reasonable Accommodation (RA) Requests: 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. To determine if you need a RA, please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments.
