Job Overview


Protect the Merit Principles and promote an effective Federal Workforce free of Prohibited Personnel Practices.

MSPB carries out its statutory responsibilities and authorities primarily by adjudicating individual employee appeals and by conducting merit systems studies. In addition, MSPB reviews the significant actions of the Office of Personnel Management to assess the degree to which those actions may impact merit.

About the Position:

The Senior Executive Service (SES) is comprised of the men and women charged with leading the continuing transformation of government. These leaders possess well-honed executive skills and share a broad perspective of government and a public service commitment which is grounded in the Constitution. SES employees are also eligible for bonuses and awards based on performance. Veteran’s preference is not applicable to the SES. Selectee is subject to a one-year probationary period, unless previously completed under an SES appointment. Visit for additional information and benefits for SES employees.

As the guardian of merit systems in the Federal Government, MSPB has a statutory mission to conduct special studies on the civil service and report results to the President and Congress. As Director of MSPB’s Office of Policy and Evaluation (OPE), you will— 

  •  Lead a program of research on Federal human resources policy and practice to support strong viable merit systems and ensure that Federal workforce is managed in a manner consistent with the merit system principles (MSPs) and free from prohibited personnel practices (PPPs). 
  • Carry out the MSPB’s statutory responsibility to review significant actions of the U.S. Office of Personnel Management (OPM) to determine if they are in accordance with the MSPs and free from PPPs. 
  • Support MSPB review of OPM regulations to assure that those regulations do not require commission of a PPP.
  • Develop and implement outreach strategies to increase awareness of MSPB’s work and implementation of its recommendations among stakeholders including the President, Congress, Federal agency executives and human capital leaders, and employee and professional organizations. You will be a key face of the Board’s merit systems studies function.
  • Support MSPB implementation of the GPRA Modernization Act (GPRAMA) and conduct internal program evaluation. 
  • Lead a staff of professional human resources specialists and research psychologists.

MSPB has a collegial work environment and provides the opportunity to work with considerable independence. More information about MSPB and its research can be found on the OPE Web page (the studies tab on


Major duties include:

  • Develop and manage the merit systems studies and OPM significant actions review programs to accomplish MSPB’s mission.
  • Lead the planning,  execution, and issuance of special studies and reviews of merit systems to 1) ensure that the Federal civil service is free from PPPs and adheres to the MSPs; 2) identify and examine issues and concerns in the management of Federal merit systems; 3) recommend legislative changes or systemic changes in regulations, polices or procedures; and 4) make recommendations on human capital policy and practice to stakeholders to promote efficient and effective management of the Federal workforce.
  • Review regulations of the Office of Personnel Management, in collaboration with the MSPB’s Office of General Counsel.
  • Represent MSPB in meetings with high level officials from other government agencies, staff of congressional committees, members of the media, and officials of other nations.
  • Serve as the principal policy advisor to the agency for assigned functions, advising the Chairman on controversial or sensitive matters, including emerging policy issues and MSPB's relationships with other Federal agencies.
  • Monitor and manage relationships with other Federal agencies to assure that MSPB can carry out its statutory merit studies and OPM review functions.
  • Support MSPB’s corporate management responsibilities by directing or supporting strategic planning, internal program evaluations, and performance reporting and improvement.
  • Lead, develop, and motivate an independent, collegial professional staff of HR specialists and research psychologists.