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 experience which has equipped the applicant with the competencies necessary to successfully perform the duties of the position to be filled. Specifically, specialized experience is defined as: (1)documented knowledge of the legislative requirements of and experience with the implementation of the Workforce Investment Act, the Rehabilitation Act; titles II (Social Security), XVI (Supplemental Security), XIX (Medicaid) of the Social Security Act and the transition provisions of IDEA; (2)documented experience leading the development of policy (including legislative and regulatory recommendations, and various forms of policy guidance) designed to increase the hiring of people with disabilities, especially the hiring of youth with disabilities and (3) experience in the development of briefing and outreach materials related to transition of youth with disabilities. If interviewed, applicants may be asked to provide written examples of their work in the above areas of required specialized experience.
There is no educational requirement for this position.
Applicants must meet time-in-grade and time-after-competitive-appointment requirements, as well as qualifications requirements, within 30 calendar days after the closing date of the vacancy announcement to be eligible for consideration for selection. Please reference the "Required Documents" section for additional requirements.
HOW YOU WILL BE EVALUATED:
Applicants will be scored on a scale of 70 to 100 or ranked based on quality groups. They may or may not receive individual scores. Based on your answers to the Vacancy Specific Questions, an automated scoring system will be used to initially rate and rank your applications. Your self-determined rating, resume and supporting documentation will then be reviewed. All information that you provide may be verified by a review of the work experience and/or education as shown in the entirety of your application, by checking references and through other means, such as the interview process. Your evaluation may also include a review by a Human Resources Specialist or panel and may include other assessments such as an interview, a panel review, written test, writing sample, etc. The examining Human Resources Office (HRO) makes the final determination concerning applicant ratings. It is essential that your resume provide sufficient information to substantiate your responses in the self-assessment vacancy questions. If your responses are not adequately substantiated by your resume, the HRO will amend your responses to more accurately reflect the level of competency that is indicated by the content of your resume. For Displaced Employees ONLY: if you meet the eligibility requirements for special priority selection under ICTAP/CTAP, you must be well-qualified for the position to receive consideration for special priority selection. ICTAP/CTAP eligibles will be considered "well-qualified" if they attain at least a rating score of 85 in a numerical rating scheme. Be sure to review DOL Account Core Questions #24 and 27 to reflect that you are applying as an ICTAP/CTAP eligible and submit supporting documentation. Evaluation Factors (Competencies) - All qualified applicants will be evaluated on the following key competencies: Technical Knowledge - Uses knowledge that is acquired through formal training or extensive on-the-job experience to perform ones job; works with, understands and evaluates technical information related to disability employment initiatives and programs; advises others on related issues. Strategic Thinking - Formulates effective strategies consistent with the business and competitive strategy of the organization in a global economy. Examines policy issues and strategic planning with a long term perspective. Determines objectives and sets priorities; anticipates potential threats or opportunities. Problem Solving for Policy Development - Identifies problems; determines accuracy and relevance of information; conceives and implements demonstrations or research to validate desired policy direction; uses sound judgment to generate and evaluate alternatives, and to make recommendations. Managing Human Resources - Plans, distributes, coordinates and monitors work assignments of others; evaluates work performance and provides feedback to others on their performance; ensures that staff are appropriately selected, utilized and developed and that they are tread in a fair and equitable manner. Leadership - inspires, motivates and guides others toward goal accomplishment; coaches, mentors, and challenges subordinates; adapts leadership styles to a variety of situations; models high standards of honesty, integrity, trust, openness, and respect for the individual by applying these values to daily behaviors. Team Building - Manages group processes; encourages and facilitates cooperation, pride, trust and group identity; fosters commitment and team spirit; works with others to achieve goals. Oral Communication - Expresses information (for example, ideas or facts) to individuals or groups effectively, and taking into account the audience and nature of the information (for example, technical, sensitive, controversial); makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately. Written Communication - Recognizes or uses correct English grammar, punctuation, and spelling; communicates information (for example, facts, ideas, or messages) in a succinct and organized manner, taking into account the audiences and nature of the information; produces written information, which may include technical material that is appropriate for the intended audience, including drafting of policy products.
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