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 The incumbent serves as a branch chief for the Division of Worklife and Engagement (DWE), Office of Human Resources (OHR). DWE develops human resources management programs and policies and provides enterprise-wide advice and technical assistance in the areas of worklife program administration, absence and leave program administration, workplace flexibilities, pay incentives, awards and recognition, and employee engagement. Major duties include but are not limited to the following: Serves as the expert for the agency on worklife and engagement programs and provides oversight, and customer service for a variety of programs and services supporting these areas. Develops, implements, and maintains Departmental worklife and engagement strategies aimed at improving program awareness and participation. Determines worklife and engagement program objectives and strategies; coordinates with other parts of the organization to accomplish goals. Plans, organizes, and conducts research and analysis on complex issues that involve major areas of uncertainty in approach, methodology, or interpretation to identify appropriate solutions. Renders advice, and/or counsels subordinates on both work assignments and administrative matters. Monitors and evaluates the progress and outcomes of operational plans; anticipates potential threats or opportunities. Assesses and revises policies and procedures as needed to find ways to improve the quality, timeliness, and efficiency of work. Plans work to be accomplished by subordinates, sets and adjust short/long term priorities, and prepares schedules. Develops, modifies, interprets performance standards and holds employees responsible for the satisfactory completion of work assignments. Initiates action to correct performance or conduct problems. Requirements Conditions of Employment Qualifications 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. To qualify for this GS-201-15, applicants must meet 5 of the following examples of specialized experience: Provide technical expertise and authoritative resources to ensure effective administration of the agency's worklife and engagement programs and services. Provide technical expertise and authoritative guidance on workplace flexibilities, including telework and remote work. Develop agency-wide guidance such as standard operating procedures, position papers, reports, and leadership briefings to establish consistent interpretation and implementation of worklife policies, procedures, and initiatives. Identify, develop, and implement training for managers, supervisors, and employees to enhance understanding, compliance, and effective engagement with worklife and employee engagement programs and policies. Serve as a Subject Matter Expert on work groups, advisory groups, or committees to contribute specialized knowledge and inform decision making related to worklife and engagement initiatives. Recommend options and solutions to resolve sensitive and controversial worklife related issues in support of informed leadership decisions and effective program outcomes. Education Additional Information DOL's mission 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 All personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before entering on duty: BACKGROUND INVESTIGATION 5 CFR Section 2638.103: 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. They 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. Supervisors are responsible 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). If selected, you will be required to annually 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. 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. DOL 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: Guidelines for Reporting Violations of the Fair Chance Act. All DOL employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71.
