Skip to main content Skip to footer site map
This Position Is No Longer Available

Job Title:  Assistant Human Resources Officer
Department:  National Aeronautics and Space Administration
Agency:  Dryden Flight Research Center
Job Announcement Number:  DF13C0030

This position is closed and no longer accepting online applications through USAJOBS.

The contents of the announcement can still be viewed.
$107,701.00 to $140,008.00 / Per Year
Wednesday, June 19, 2013 to Friday, July 19, 2013
Full Time - Permanent
1 vacancy in the following location:
Edwards AFB, CAView Map
Open to current Federal employees serving on a career or career-conditional appointment, former Federal employees eligible for reinstatement, or those eligible for non-competitive appointment under special authorities. NASA term employees with term conversion eligibility under P.L. 108-201 may also apply. Veterans who are preference eligibles or who have been separated from the armed forces under honorable conditions after 3 or more years of continuous active service may apply.


NASA, the world's leader in space and aeronautics is always seeking outstanding scientists, engineers, and other talented professionals to carry forward the great discovery process that its mission demands. Creativity. Ambition. Teamwork. A sense of daring. And a probing mind. That's what it takes to join NASA, one of the best places to work in the Federal Government.

Functions as the Deputy/Assistant Human Resources Officer, Lead Classification Specialist, and the Employee Relations Officer. Assists the Human Resources Officer by providing leadership and direction during the conduct of all office activities.

Travel and relocation expenses are not authorized.


  • Occasional travel may be required
  • Position subject to pre-employment background investigation
  • A one-year probationary period may be required


Back to top

Encumbent acts for the Human Resources Officer in their absence. Serves as the Center's Lead Classification Specialist, Employee Relations Officer, Awards Officer, and Lead for Workplace Effectiveness. Responsible for leading the center's workplace effectiveness activities and developing appropriate policies, processes and systems regarding performance management, employee recognition, employee morale and productivity and other related functions. Serves as the Lead and technical expert on special projects and studies on interdisciplinary human capital issues.

As the Lead Classification Specialist, classifies positions, performs desk audits, advises on position management and assists lower-graded employees on classification issues.

Provides managers with interpretations of the agency's and center's employee relations procedures, practices, policies, and guidelines when the issues involved are new, highly controversial, precedent setting and/or involve more than one area of Human Resources policy. Reviews employee relations program activities and provides advice on complex and multi-faceted issues. As the center representative, assists the agency in issuing guidance to clarify issues, resolve conflicting guidance, and/or to alleviate other potential or existing problems, such as those pertaining to adverse actions or other official recognition of conduct and performance problems. Serves as the center technical expert on performance and conduct-based actions and related employee relations program policies and practices. Responds to program issues where there is the potential for serious impact on the center's mission, such as complaints, grievances, and appeals that overlap the EEO or other areas. Assesses the impact of new practices or pursuing certain actions in light of their perceived impact on the center or agency.

Considers and evaluates the impact of strategic human capital changes in legislative and regulatory requirements. Performs Human Resource-related studies requiring detailed documentation, extensive research, and authoritative interpretations of the spirit and letter of the law, executive orders, court decisions, regulations, and broad policy statements that provide the framework for major agency or center program decisions.

Serves as a technical expert in handling difficult, complex, sensitive cases, projects, or studies involving multiple controversial Human Resources issues that have agency-wide or center-wide effect, and/or affect large numbers of individuals, including employees, annuitants, and job applicants. Advises senior management and staff members on preparation of position papers, reports, studies, summaries, and formal actions where there are few guidelines and broadly stated objectives.

Counsels managers on performance situations with potential to generate administrative or negotiated agreement grievances, EEO complaints, or other processes that detract from the morale and productivity of the organization, such as performance-based adverse actions.

Assists in the preparation of Human Resource Specialist's performance plans, ratings, IDPs, etc.

Serves as a senior level advisor for the agency on award and recognition program issues. Advises senior managers on the execution of employee performance plans within the constructs of the goals and mission of the organization. Reviews employee performance plans for equity and quality, and provides specific guidance on the use or withholding of awards. Develops and encourages the use of innovative employee recognition tools and techniques throughout the organization.


Back to top

Applicant must have one year of specialized experience equivalent to the next lower grade, which has equipped the applicant with the particular competencies needed to successfully perform the duties of the position described above.

Competencies most important for this position include accountability, customer service, decisiveness, flexibility, integrity, interpersonal skills, oral and written communication, problem solving and resilience.

Specialized experience is defined as experience in assisting in the planning, developing, and managing a spectrum of Human Resources functions, including but not limited to staffing and recruitment, employee and labor relations, workforce planning, position classification, and training and development.

In addition to the above, specialized experience is defined as experience planning, developing , and implementing employee relations functions, such as advising and assisting managers and supervisors in correcting employee conduct and performance deficiencies, recommending appropriate actions, preparing and coordinating proposed actions and decisions, and responding to employee grievances and appeals; overseeing performance evaluation programs, including training supervisors in their responsibilities, ensuring actions are completed on time and according to regulatory and policy guidelines; and managing awards programs.

U.S. citizenship is required.


Resumes will be rated by an automated system (Resumix) that matches the competencies extracted from the candidate's resume to the competencies identified by the selecting official for the position. Candidates will be evaluated on the competencies they possess that are directly related to the duties of the job, as described in this announcement. Candidates should refer to NASA's Applicant Guide for assistance in developing a complete resume. NASA will not accept separate KSA statement.

A category rating method will be used to evaluate candidates. All candidates will be assigned to either a 70, 80, or 90 pt. quality category based on the degree to which their competencies meet the position requirements. All candidates in the 90 pt group, which is the highest quality category, may be referred for consideration. A human resources specialist will validate the qualifications of those candidates eligible to be referred to the selecting official. In certain instances when a large candidate pool exists within the highest quality category, additional weighting of scores may occur to further distinguish best qualified candidates. For the purpose of the Career Transition Assistance Program (CTAP) and the Interagency Career Transition Assistance Program (ICTAP), candidates rated in the top quality category are considered well-qualified.


Back to top
NASA offers excellent benefit programs and competitive salaries. To learn more about pay and benefits at NASA, click HERE.


Individuals who have special priority selection rights under the Agency Career Transition Assistance Program (CTAP) or the Interagency Career Transition Assistance Program (ICTAP) must be well qualified for the position to receive consideration for special priority selection. See 'How You Will Be Evaluated' for definition of well qualified.

Federal employees seeking CTAP/ICTAP consideration must indicate their eligibility when applying for a position. The USAJOBS resume asks you to identify your ICTAP eligibility; the NASA Supplemental Information asks you to identify your CTAP eligibility. If you are selected for the position, you must be prepared to submit proof that you meet the requirements for CTAP/ICTAP. This includes a copy of the agency notice, a copy of their most recent Performance Rating and a copy of their most recent SF-50 noting current position, grade level, and duty location.

U.S. citizenship is required.

Qualified NASA term employees who have term conversion eligibility under the NASA Flexibility Act of 2004 will be referred and considered equally with other NASA permanent employees under internal competitive placement procedures.

Your USAJOBS account asks you to assign a name to each of your resumes. When you apply to a NASA position, we will show you the text of the resume you have submitted, but we do not maintain the name you have assigned to that resume. If you wish to keep track of that information, we recommend you make note of it at the time you apply.

Any applicant tentatively selected for this position may be required to undergo a pre-employment background investigation.

Current Federal employees must meet time in grade and three months after competitive appointment restrictions by the closing date of the announcement.

Occasional travel may be required.


Back to top
This vacancy is being filled through NASA STARS, an automated Staffing and Recruitment System. NASA partners with USAJOBS in providing a seamless application process. Before you begin the application process, please read the vacancy announcement carefully and have all required information available. You may begin the process of submitting your resume by clicking on the 'Apply Online' link.

In order to be considered, you must submit a resume completed on the USAJOBS site. When completing your USAJOBS resume, please remember that NASA limits resumes to the equivalent of approximately SIX typed pages, or approximately 22,000 characters including spaces. You will NOT be allowed to complete the application process if your resume is too long or if your resume was uploaded to USAJobs from a second source. Additionally, NASA does not accept documents attached through USAJobs' document attachment feature.

Once you submit your resume to NASA, you will be asked to complete a short series of additional questions. You must finish the entire process in order to have a complete application package and receive consideration. Your answers will not be saved unless you finish the entire application.

You may edit a previously-submitted application, if the announcement is still open.For more information, see the Applicant Guide.

If you are unable to apply electronically for this position, submit your resume and supplemental questions to: National Aeronautics and Space Administration (NASA), Resume Operations Center, Mailstop: HS50, Marshall Space Flight Center, AL 35812. DO NOT submit your resume directly to the Center advertising this vacancy. Mailed resumes must be received by the close of business on the closing date of the announcement. Hard copy resumes requirements are provided at: Hard Copy Resume Requirements.

If you are a first time applicant, we recommend that you review NASA's Applicant Guide to ensure that you are providing a complete resume. Failure to submit the supplemental data and a resume that contains all of the required information may result in loss of consideration for positions in which you are interested.

All applications must be received no later than midnight Eastern Time on the closing date of the announcement.


NASA's application process has been specifically developed to ensure that we only ask you for the information we absolutely need to evaluate your qualifications and eligibility. In order to apply for this position, you only need to submit your resume and answer the screening questions and supplemental information. No additional documentation is accepted at the time of application. (For example you need not submit narrative 'KSA' statements; they are not required and will not be evaluated.) In this way we allow you to focus on preparing a resume that best describes your background and abilities. For assistance in preparing your resume, consult the Applicant Guide.

Nothing further is required until requested by the Human Resources Office. At that point, we may ask you to submit documentation to support statements made in your resume. For example, we may ask you to provide academic transcripts or proof of Federal employment status. If you are claiming veterans' preference, we may ask you to submit proof of veterans preference (DD-214, and, if claiming 10-point preference, SF-15 plus proof required by that form). If you fail to provide the required documents within the stated time period, we may withdraw a job offer and/or remove you from further consideration.


Nancy Campbell
Agency Information:
NASA's Resume Operations Center
Mailstop HS50
Marshall Space Flight Center, AL


Candidates for NASA positions are evaluated using our automated staffing and recruitment system, NASA STARS, which compares your skills and experience as described in your resume with the requirements of the position. If you are found to be a highly qualified candidate, you will be referred to the selecting official for further consideration. (In some cases, individuals with priority for special consideration must be considered and selected before other candidates.) Whether or not you are contacted for an interview depends upon the location of the position and the judgment of the selecting official.

At NASA, we pride ourselves on efficient and timely recruitment actions, and you can normally expect to learn the outcome of the selection process in a fairly short period of time. In addition, to ensure that you can measure progress for yourself, NASA provides you with regularly updated information on the status of the vacancy announcement.

Back to top
EEO Policy Statement | Reasonable Accommodation Policy Statement | Veterans Information | Legal and Regulatory Guidance