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 located in the Division of Employee and Labor-Management Relations (DELMR), Office of Human Resources (OHR), OASAM. DELMR develops policy and provides expert advice and guidance to DOL executives, managers, and supervisors on employee and labor relations matters. This includes advice on matters regarding disciplinary and performance-based actions; the negotiation and administration of collective bargaining agreements; and the interpretation and application of collective bargaining agreements as they apply to grievances, arbitration, and unfair labor practice matters. Major duties include but are not limited to the following: Advises managers and supervisors on addressing a wide range of performance and conduct-based matters, ensuring compliance-based outcomes on personnel issues involving time and attendance, discipline, and performance management. Prepares adverse actions and related disciplinary materials consistent with regulatory and policy requirements. Conducts fact-finding activities in response to workplace concerns, obtains and evaluates relevant materials and records, and recommends legally sound strategies and methods for resolution. Assists managers and supervisors with resolving highly technical time and attendance matters involving annual leave, sick leave, leave without pay (LWOP), and leave under the Family and Medical Leave Act (FMLA). Conducts training on employee relations topics, including discipline and adverse action processes, and briefs agency leadership on new or evolving legal requirements for resolving conduct and performance matters. Manages special employee relations projects and initiatives designed to enhance program effectiveness and achieve organizational priorities. At the GS-11/12 developmental capacity, the major duties and responsibilities are similar to those described below at the full performance level of the GS-13 position but with greater guidance from the supervisor or other specialists. Requirements Conditions of Employment Qualifications For GS-11, Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-09, in the Federal Service. For GS-12, 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 GS-11, applicants must meet all of the following examples of specialized experience: Providing management with authoritative, compliance-based advice on resolving a range of employee conduct and performance matters; Researching, interpreting, and applying regulations and policies governing leave administration, discipline, and performance management; Preparing disciplinary and adverse actions consistent with legal requirements; OR Possess a Ph.D. or equivalent doctoral degree or 3 full years of progressively higher level graduate education leading to such a degree or LL.M., if related. OR Possess a combination of specialized experience and graduate level education that provided the specific knowledge, skills and abilities to successfully perform the duties of this position. To combine education and experience, the total percentage of experience at the required grade level compared to the requirement, as well as the percentage of completed education compared to the requirement must equal at least 100 percent. To qualify for GS-12, applicants must meet all of the following examples of specialized experience: Providing management with authoritative, compliance-based advice on resolving a range of employee conduct and performance matters; Researching, interpreting, and applying regulations and policies governing leave administration, discipline, and performance management; Preparing disciplinary and adverse actions consistent with legal requirements; Conducting misconduct investigations and/or related workplace inquiries for purposes of developing a factual record from which sound, legally defensible decisions can be made. There is no substitute of education for specialized experience to qualify for the GS-12 level. Education Any applicant falsely claiming an academic degree from an accredited school will be subject to actions ranging from disqualification from federal employment to removal from federal service. If your education was completed at a foreign college or university, you must show comparability to education received in accredited educational institutions in the United States and comparability to applicable minimum coursework requirements for this position. Click Evaluation of Foreign Education for more information. 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 here for Career Ladder Promotion Information For more information, click Telework Position Information. This is not a remote work position. The selectee will report to the assigned DOL office location in Washington, DC 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.
