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This position is located in the Department of Health And Human Services, Office of Inspector General, Office of Management and Policy.
This job will close at 11:59p.m. EST on the date we have received 100 applications which may be sooner than the closing date.
The salary range reflects Washington, D.C. locality pay. Upon, selection, the salary will be adjusted for the specific duty location.
06/27/2022 to 06/30/2022
$106,823 - $138,868 per year
GS 13
2 vacancies in the following location:
Yes
Not applicable, this is a remote position.
Occasional travel - You may be expected to travel for this position.
No
Permanent
Full-time
Competitive
None
No
No
HHS-OIG-MP-22-11548453
661995500
Federal employees who meet the definition of a "surplus" or "displaced" employee.
Current or former competitive service federal employees.
Certain current or former term or temporary federal employees of a land or base management agency.
Individuals eligible under a special authority not listed above, but defined in the federal hiring regulations.
Current Federal employees serving under career or career-conditional competitive service appointments, former Federal employees with reinstatement eligibility, or persons eligible for non-competitive appointment under special appointment authorities. Veterans who are preference eligible or separated from the armed forces under honorable conditions after 3 or more years of continuous service may apply under the Veterans Employment Opportunity Act (VEOA).
Has full technical responsibility for independently carrying out complex studies and projects involving human resource management program development and/or program evaluation, or for providing complex management operations services. Provides management advisory services activities at high levels within the agency. Analyzes significant human resource management issues and problems and develops expert-level recommendations and alternative solutions.
Provides day-to-day assistance, interpretation, information and guidance on the full range of employee relations problems and issues which affect the function to include organizational goal performance, individual performance, performance appraisal systems, pay-for-performance compensation systems, employee relations (ER) training programs, etc. Contacts with the various offices are frequently under stressful conditions requiring a high degree of expertise and diplomacy to achieve prompt resolutions of problems between parties with widely varying degrees of employee relations expertise. Conducts on-site technical assistance visits as required to keep abreast of local conditions and to promote program objectives.
Identifies actual and potential problems in the employee relations program and develops recommended solutions. Develops guidance of program objectives for dissemination to supervisors and managers via policies, reports, emails, etc. Reviews existing and proposed policies, regulations from federal, executive, congressional, HHS or other sources. Identifies matters of agency-wide significance and coordinates actions as necessary with other staff offices, or OPM. Either individually or as a member of a team, conducts studies of highly sensitive and/or major problem areas of ER where investigations seek to prevent as well as resolve ER questions. Gathers data and establishes cooperative relationships with other components and government agencies. Researches precedent decisions and keeps abreast of latest developments of the MSPB arbitration meetings.
Serves as Subject Matter Expert (SME) and technical advisor for disciplinary and adverse action and performance-based action procedures. Provides advice and guidance to supervisors and managers and information to employees regarding employee relations issues as they relate to involuntary terminations (resignation, termination of temporary appointments, termination of probationary/trial period employees); adverse actions (removal, suspension, change to lower grade for cause); and both disciplinary actions (admonishments, reprimands) and non-disciplinary actions (counseling, investigations, within-grade increase denials, Performance Improvement Plans (PIP). Studies and analyzes other proposed or established employee relations programs laws and regulations in the areas of grievance/appeal procedures, voluntary actions, performance-based actions, etc.
Acts as technical advisor at formal and informal proceedings, developing the agency's position and, when necessary, represents the agency position along with legal staff before administrative adjudicative bodies such as MSPB, EEOC, etc. Formulates approaches and strategies to resolve issues such as performance grievances, adverse actions, involuntary actions, etc. Personal contacts regularly include officials of HHS, OIG, OPM and other pertinent organizations. Evaluates program operations through informal contacts on day-to-day operations and formally through participation in on-site evaluations. Conducts on-going ER training and review and/or develops policies and SOP's, as needed.
Examines performance management problems and operating issues, particularly those involving complex matters not covered by precedent. Develops solutions and appropriate interventions. Recommends changes to established procedures and practices or alternative approaches to resolve recurring problems and/or issues. Provides technical assistance to specialists and employment law attorneys, as well as supervisors and employees. Keeps abreast of new developments and regulatory guidance from higher authority.
Serves as technical expert in major functions of employee relations (e.g., organizational development, adverse actions, performance management.) Reviews policy and procedures to ensure consistency and recommend modifications as required. Provides policy guidance and advice to the OIG components. Provides day-to-day assistance, interpretation, information and guidance on the full range of employee relations problems and issues which affect the function to include organizational goal performance, individual performance, performance appraisal systems, pay-for-performance compensation systems, employee relations (ER)training programs.
Serves as agency or office representative in discussions, working groups, and both formal and informal inter-agency advisory forums to present, defend office or Agency positions as recognized representative of senior administrative management.
Recruitment Incentives: Payment for relocation expenses are not authorized for this position. A recruitment bonus will not be offered. Repayment of student loans will not be offered. Private sector work experience may be approved as credit for your Annual Leave accrual.
Security and Background Requirements: A background security investigation will be required for all appointees. Appointment will be subject to the applicant's successful completion of a background security investigation and favorable adjudication. Failure to successfully meet these requirements may be grounds for appropriate personnel action. In addition, if hired, a background security reinvestigation or supplemental investigation may be required at a later time. Applicants are also advised that all information concerning qualifications is subject to investigation. False representation may be grounds for non-consideration, non-selection and/or appropriate disciplinary action.
E-Verify: If you are selected for this position, the documentation that you present for purposes of completing the Department of Homeland Security (DHS) Form I-9 will be verified through the DHS "E-Verify" System. Federal law requires DHS to use the E-Verify System to verify employment eligibility of all new hires, and as a condition of continued employment obligates the new hire to take affirmative steps to resolve any discrepancies identified by the system. The U.S. Department of Health and Human Services is an E-Verify Participant.
Direct Deposit: All Federal employees are required to have Federal salary payments made by direct deposit to a financial institution of their choosing.
Career Transition Program (CTAP) and Interagency Career Transition Assistance Program (ICTAP) Documentation: If you are a displaced or surplus Federal employee eligible for consideration under the CTAP or ICTAP, you MUST submit proof of eligibility. Appropriate documentation such as a reduction-in-force (RIF) separation notice, an SF-50 reflecting your RIF separation, or a notice of proposed removal for declining a directed reassignment or transfer of function to another commuting area. You MUST also submit documentation to reflect your current (or last) performance rating of record along with your application package. Those eligible for consideration will need to be rated as well-qualified at 85.0 or above on the rating criteria for this position in order to exercise selection priority. For more information about ICTAP, go to: http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition.
EEO Statement: HHS is an equal opportunity employer. Selection for this position will be based solely on merit without regard to race, color, religion, age, gender, national origin, political affiliation, disability, sexual orientation, marital or family status, or other differences.
You will be evaluated for this job based on how well you meet the qualifications above.
Additional selections may be made for similar positions across the Department of Health and Human Services (HHS) within the local commuting area(s) of the location identified in this announcement. By applying, you agree to have your application shared with interested selecting official(s) at HHS. Clearance of CTAP/ICTAP will be applied for similar positions across HHS.
Your eligibility for consideration and qualifications for the position will be determined based upon a review of your detailed resume and your responses to job specific self-assessment questions. Your resume will be evaluated based on evidence of your ability to demonstrate possession of any specialized experience and how well your background and experience relates to the self-assessment questions in the job announcement.
The self-assessment questions relate to the following knowledge, skills, abilities, and competencies (KSA's). You do not have to provide a narrative response to the KSA's.
All applicants are required to submit the following supporting document type(s):
Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education.
Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.
To begin the process, click the Apply Online button to create an account or log in to your existing USAJOBS account. Follow the prompts to complete the assessment questionnaire. Please ensure you click the Submit My Answers button at the end of the process.
A complete application package for this vacancy must be received on-line via the USA Staffing web site by 11:59 PM (EST) on 07/01/2022 to receive consideration. Mailed/emailed applications will not be accepted.
Note: To return to a previously Saved or Incomplete application you may use the following link: https://applicationmanager.gov.
If you are unable to apply online and have the required information, please call 1-478-744-2360 to start your Alternate Application. You will connected with a member of our staff who will initiate the Alternate Application process. More information on the Alternate Application process can be viewed at the following link: https://help.usastaffing.gov/Apply/index.php?title=Alternate_Application_Information.
Questions regarding this vacancy or the application process should be directed to the HR Specialist. The HR Specialist can be reached at (855) 291-2284. Someone is available to answer phone calls and emails from 9:00 AM through 5:00 PM Eastern Time, Monday through Friday excluding Federal holidays.
This announcement may be used to fill one or more vacancies.
Once the online questionnaire is received you will receive an acknowledgement email that your submission was successful. The most highly qualified candidates will be referred to the hiring manager for further consideration and possible interview.
You will receive notice via email or by mail, if no email address was provided by you during the application process, once this process is completed.
The Federal hiring process is set up to be fair and transparent. Please read the following guidance.
This job originated on www.usajobs.gov. For the full announcement and to apply, visit www.usajobs.gov/job/661995500. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.
Learn more about
The Health and Human Services Office of Inspector General has been at the forefront of the nation's efforts to fight waste, fraud and abuse and to improving the efficiency of more than 100 U.S. Department of Health and Human Services (HHS) programs. Our vision is to drive positive change in HHS programs and in the lives of the people served by these programs.
The Office of Inspector General (OIG) for HHS fights fraud, waste and abuse in HHS programs including Medicare, Medicaid, Healthcare Marketplaces, NIH, FDA, CDC and more. OIG HHS is the largest Federal inspector general's office, employing a nationwide network of auditors, investigators, attorneys, and evaluators to provide program recommendations to decision-makers, distribute educational resources to the industry and public, and investigate cases to root out fraud.
OIG is ranked as the #1 agency in HHS by the Partnership for Public Service's "The Best Places to Work in the Federal Government" 2020 ratings.
For more information about the HHS Office of Inspector General, go to http://oig.hhs.gov/.
