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 in the Office of the Assistant Secretary for Administration and Management (OASAM), Business Operations Center (BOC), Office of Worker Safety, Health, and Environment (OWSHE), Branch of Worker's Compensation. The employee develops and recommends policies and procedures for managing the DOL's worker's compensation program; and provides guidance and support to agencies, regions, and employees on all aspects of Federal Employee Compensation Act (FECA) compensation matters. Major duties for this position include but are not limited to: Provide technical advice and guidance to management, supervisors, employees, and program officials on FECA requirements and workers' compensation policies, regulations, practices, and processes. Analyze and evaluate complex workers' compensation program issues and performance data to identify problems, draw conclusions, and recommend improvements to program effectiveness and efficiency. Plan, assign, prioritize, monitor, and evaluate the work of subordinate employees and provides supervisory leadership to ensure timely and effective accomplishment of program responsibilities. Plan, coordinate, and direct workers' compensation reporting and data analysis activities to monitor costs, claims timeliness, return-to-work efforts, lost production days, and overall program performance. Develop and deliver workers' compensation training, guidance, desk aids, and other communication tools for coordinators, managers, supervisors, employees, and other program stakeholders. Evaluate agency and regional workers' compensation programs and action plans and provides recommendations to improve program effectiveness, efficiency, compliance, and service delivery. Requirements Conditions of Employment Qualifications You must meet the Specialized Experience to qualify for this Worker's Compensation Program Manager 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. Qualifying specialized experience for GS-13 includes meeting ALL of the following: Managing or administering a workers' compensation program, including responsibility for program operations, program compliance, and the administration of workers' compensation cases Developing and implementing workers' compensation program policies, procedures, or standard operating procedures to ensure consistent program administration and compliance with applicable requirements Providing technical advice and guidance on Federal Employees' Compensation Act (FECA) requirements and workers' compensation processes to management officials, supervisors, employees, or other stakeholders Analyzing workers' compensation program data, trends, and performance measures to identify program deficiencies or operational issues and recommending corrective actions or program improvements Leading or supervising employees responsible for workers' compensation program activities, including assigning or reviewing work and providing technical direction or guidance. 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 ACCOMMODATION, 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 interests 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 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 Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71.
