Clarification from the agency

All current Federal employees; Former Federal Senior Executives with Reinstatement eligibility and SESCDP applicants with QRB certification.

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We strongly encourage applicants to read the entire announcement before submitting their applications.

The Director, Talent Acquisition provides executive leadership in the design, development, implementation and delivery of comprehensive and efficient IRS-wide human capital programs. The programs led include internal and external recruitment and hiring, position classification and position management, program execution and program evaluations, competency modeling and assessments, personnel security and suitability, and HR information technology.

The Director Talent Acquisition performs the following duties and responsibilities:

• Ensures recruitment and retention of the IRS workforce, contractors, consultants and special-hire appointees is consistent with the interests of national security and the integrity of the tax system. Provides oversight to ensure IRS compliance with Treasury Department (Treasury) standards to protect classified national security information and plans, develops, directs and implements a comprehensive IRS-wide personnel security and investigations program that complies with federal and national level personnel security policies and guidelines.
• Serves as the principal advisor and expert consultant to the IRS Human Capital Officer and other executives on policy implementation, operational and transitional matters related to Federal talent acquisition programs. Implements HR policy and provides overall program direction, goals, strategies, and performance measures aligned with the IRS and the Human Capital Office strategic plans and business visions. Leads and directs the design, development, and delivery of a comprehensive, integrated set of human resources (HR) guidance, programs, and systems that effectively provide superior customer service and ensure fairness and equity.
• Provides executive leadership and direction over recruitment and hiring programs ensuring compliance and adherence to federal HR laws, regulations, and policy. Ensures the service delivery model for hiring and recruitment is executed effectively and efficiently for the IRS enterprise and meets IRS needs. Develops and implements IRS-wide position classification and management programs, ensuring compliance with the requirements specified in the Office of Personnel Management (OPM) classification standards and related IRS policies and guidelines.
• Delivers executive leadership and direction for the personnel security/suitability program, ensuring compliance with requirements set in accordance with OPM's Suitability and Credentialing Executive Agent. Ensures appropriate background investigations and security clearances are completed and conducted in a consistent, equitable, and timely manner to mitigate risks of employing untrustworthy or unsuitable individuals. Interprets and assists IRS offices in implementing national, Treasury, and IRS personnel security policies. Provides supplemental program advice and policy guidance through instructional memorandum addressing specific problems or topics when significant suitability or security information is developed. Ensures IRS compliance with Executive Order 12958, as amended, including required training, oversight, and liaison with Treasury with respect to handling, processing, and disposition of classified information and sensitive but unclassified information.
• Provides oversight to ensure IRS compliance with Executive Order 12958, as amended, including required training, oversight, and liaison with Treasury Director, Office of Security Programs with respect to the handling, processing and disposition of classified and sensitive but unclassified information.
• Develops and maintains personal relationships with top management officials and maintains communications on problems and program matters. Consults with executives and managers to determine HR needs and priorities. Acquires and administers resources to accomplish the mission of the organization effectively and efficiently. Formulates, executes, and monitors the financial plan for the Talent Acquisition organization. Ensures timely execution of program activities and proper application of IRS and government-wide policies and regulations, while managing resources and maintaining uniform standards.

WHERE CAN I FIND OUT MORE ABOUT OTHER IRS CAREERS? If you want to find out more about IRS careers, visit us on the web at www.jobs.irs.gov

Conditions of employment

If selected for this position, you will be required to:

• Be a U.S. citizen to qualify for this position.
• Be geographically mobile to accomplish the Service's mission.
• Complete a one-year probationary period (unless already completed).
• Certify you have registered with the Selective Service System, if you are a male applicant born after December 31, 1959, or certify you are exempt from having to do so.
• Complete a Declaration for Federal Employment to determine your suitability for Federal employment.
• Provide information to successfully complete a background investigation. Applicants must have a successfully adjudicated FBI criminal history record check (fingerprint check) and a NACI or equivalent.
• Go through a Personal Identity Verification (PIV) process that requires two forms of identification as listed on Form I-9 (http://www.uscis.gov/files/form/I-9_IFR_02-02-09.pdf); of which one must be a valid state or federal government-issued picture identification. Federal law requires verification of the identity and employment eligibility of all new hires in the U.S. Employees must maintain PIV credential eligibility during their service with the Department of the Treasury.
• Complete verification of identity and employment eligibility as required by Federal law for all persons hired to work in the United States. The IRS participates in e-Verify (Employment Verification) and may provide information from your Form I-9 to the Social Security Administration (SSA) and/or the Department of Homeland Security (DHS) to secure a work authorization. You will receive written instructions and contact information for SSA and DHS if this information cannot be confirmed.
• File a Confidential Financial Disclosure Report (sf278) within 30 days of appointment and annually.
• The Fair Chance to Compete for Jobs Act prohibits the Department of Treasury and its bureaus from requesting an applicant's criminal history record before that individual receives a conditional offer of employment. In accordance with 5 U.S. Code § 9202(c) and 5 C.F.R § 920.201 certain positions are exempt from the provisions of the Fair Chance to Compete Act. Applicants who believe they have been subjected to a violation of the Fair Chance to Compete for Jobs Act, may submit a written complaint to the Department of Treasury by email at, FairChanceAct@treasury.gov. To learn more, please visit our page at: Treasury.gov/fairchanceact.

Qualifications

You must upload your responses to the Executive Core Qualifications (ECQs).

As a basic requirement for entry into the SES, applicants must provide evidence of progressively responsible leadership and supervisory experience indicative of senior executive level management capability and directly related to the skills and abilities outlined under ECQs and Technical Qualifications (TQs) listed below. Typically, experience of this nature will have been gained at or above the GS-15 grade level in the federal service or its equivalent leadership level within state or local government, private sector or non-government organization. As such, your resume should demonstrate you have the knowledge, skills, and abilities to successfully fulfill responsibilities inherent in most SES positions such as:

• Directing the work of an organizational unit;
• Ensuring the success of one or more specific major programs or projects;
• Monitoring progress toward strategic organizational goals, evaluating organizational performance and taking action to improve performance; and
• Supervising the work of other managers and exercising important policy-making, policy determining, or other executive functions.

Failure to meet the basic qualification requirements and address all mandatory ECQs and TQs will result in your application being disqualified.

Current career SES members, former career SES members with reinstatement eligibility, and SES Candidate Development Program graduates who have been certified by OPM do NOT need to address the ECQs, however, are required to address the TQs in the resume.

Executive Core Qualifications (ECQs): The ECQs were designed to assess executive experience and potential not technical expertise. They measure whether an individual has the broad executive skills needed to succeed in a variety of SES positions. All applicants must submit a written narrative to address the ECQs. Your narrative must address each ECQ separately and should contain at least two examples per ECQ describing your experiences and accomplishments/results. The narrative should be clear, concise, and emphasize your level of responsibilities, scope and complexity of programs managed, program accomplishments, policy initiatives undertaken and the results of your actions. Applicants should not enter "Refer to Resume" to explain your answer. The ECQ narrative must not exceed 10 pages.

1. Leading Change: This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment. (Competencies: creativity and innovation, external awareness, flexibility, resilience, strategic thinking, vision)
2. Leading People: This core qualification involves the ability to lead people toward meeting the organizations vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts. (Competencies: conflict management, leveraging diversity, developing others, team building)
3. Results Driven: This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high quality results by applying technical knowledge, analyzing problems, and calculating risks. (Competencies: accountability, customer service, decisiveness, entrepreneurship, problem solving, technical credibility)
4. Business Acumen: This core qualification involves the ability to manage human, financial, and information resources strategically. (Competencies: financial management, human capital management, technology management)
5. Building Coalitions: This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals. (Competencies: partnering, political savvy, influencing/negotiating)

Fundamental Competencies: These competencies are the foundation for success in each of the Executive Core Qualifications: Interpersonal Skills, Oral Communication, Continual Learning, Written Communication, Integrity/Honesty, Public Service Motivation. The Fundamental Competencies are crosscutting; and should be addressed over the course of each ECQ narrative.

Additional information about the SES and ECQs can be found on the Office of Personnel Management (OPM) SES Website. You are strongly encouraged to review OPMs Guide to SES qualifications for specific examples and guidance on writing effective ECQ narrative statements.

Applicants should follow the Challenge, Context, Action and Result (CCAR) model outlined in the OPM Guide to SES qualifications.

• Challenge - Describe a specific problem or goal.
• Context - Describe the individuals and groups you worked with, and/or the environment in which you worked, to address a particular challenge (e.g., clients, co-workers, members of Congress, shrinking budget, low morale).
• Action - Discuss the specific actions you took to address a challenge.
• Result - Give specific examples of measures/outcomes that had some impact on the organization. These accomplishments demonstrate the quality and effectiveness of your leadership skills.

Mandatory Technical Qualifications (TQs):

In addition to specialized experience, applicants must possess the following technical qualifications that represent the knowledge, skills, and abilities essential to perform the duties and responsibilities of the position. Please provide examples within your resume and explain the complexity of the knowledge possessed and the sensitivity of the issue(s) you handled. Your résumé must show you possess the following TQs:

1. Human Resources Management: Demonstrated executive with expert knowledge and operational experience in Federal talent acquisition programs including recruitment and hiring, classification and position management, and personnel security/suitability.
2. Change Management: Executive- level experience leading transformation and change management initiatives for a large, complex, multi-layered human capital organization providing strategic enterprise-wide solutions and consultation, forward thinking alternatives, and establishing metrics needed to enhance/improve talent acquisition programs and services.

To ensure full credit for your work experience, please indicate dates of employment by month/year, and indicate number of hours worked per week, on your resume.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

Applicants will be evaluated on the quality and extent of their leadership skills, technical experience and accomplishments, as described in their Executive Core Qualifications (ECQs) and Technical Qualifications (TQs).

Applicants will be rated and ranked by a senior executive panel and those determined best qualified may be referred to participate in a selection interview. Highly qualified candidates may undergo an interview and a reference check. The IRS Executive Resources Board will review results and make recommendations on final selections to the appointing authority.

Certification by the Office of Personnel Management's Qualifications Review Board is required to be appointed to this position.