Clarification from the agency

This job is open to The Public (U.S. Citizens, Nationals, or those who ow allegiance to the U.S.)

The CS provides advisory support to all judicial officers, managers, supervisors, and employees of the USTC on total compensation, including pay and benefits under the TCPMS. The CS is a primary contributor to the OHR's process management and improvement efforts.

1. Analyzes, interprets, develops, and/or implements Federal law and regulations and Court policies and guidance involving benefits and compensation administration to determine the impact on the Court's mission. Serves as the Court's SME and provides advice on the use of Federal benefits and compensation flexibilities required to recruit, manage, and retain employees in all occupations necessary for conducting Court business.

2. Ensures excellence in customer service to Court personnel by providing assistance and guidance to Court personnel on executing Court-wide benefits and compensation policies and issues.

3. Ensures accurate retirement estimates are provided to Court personnel upon request, manages recurring benefits summaries, and consults with Court personnel on Government retirement plans.

4. Conducts education and training on government-wide and unique, Court-specific benefits and compensation programs.

4. Coordinates with other members of OHR, the Office of Financial Management, and supervisors across the Court to maintain accurate benefits and compensation information on the Court's internet and intranet sites.

5. In collaboration with the USTC's Office of Financial Management, assists employees, timekeepers and certifiers in reporting time and attendance accurately and timely.

6. Completes or participates in special projects, assignments, comprehensive studies, and/or working groups in other functional areas of human resources to identify and examine problems or operating issues that may impact Court priorities.

Conditions of employment

CONDITIONS OF EMPLOYMENT:

• Applicants must be United States Citizens or Nationals.

• All Court employees are required to adhere to the Code of Conduct for U.S. Tax Court Employees.

• Employment at the United States Tax Court is subject to the provisions of the United States Tax Court Personnel Management System, a distinct system of personnel management practices specific to the Court as authorized by Public Law 111-366.

• The United States Tax Court Personnel Management System adheres to the provisions set forth in section 2301(b) of title 5, United States Code (Merit Systems Principles) and section 2302(b) of title 5, United States Code (Prohibited Personnel Practices). All United States Tax Court personnel must conduct themselves in accordance with these provisions.

• Appointments under the United States Tax Court Personnel Management System subsequent to January 4, 2011, do not grant the rights to (a) appeal a reduction in grade or removal to the Merit Systems Protection Board under chapter 43 of title 5, United States Code; (b) appeal an adverse action to the Merit Systems Protection Board under chapter 75 of title 5, United States Code; (c) appeal a prohibited personnel practice described under section 2302(b) of title 5, United States Code, to the Merit Systems Protection Board under chapter 77 of that title (d) make an allegation of a prohibited personnel practice described under section 2302(b) of title 5, United States Code, with the Office of Special Counsel under chapter 12 of that title for action in accordance with that chapter; or (e) file an appeal with the Equal Employment Opportunity Commission under part 1614 of title 29 of the Code of Federal Regulations.

• Employment with U.S. Tax Court is "at-will;" employment may be terminated at any time by either party, with or without cause.

• Those who are required must abide by Selective Service registration requirements.

• Appointment to these positions is contingent upon favorable suitability determination and security background checks, which include a credit check and a criminal check.

Qualifications

Basis of Rating: Ratings will be based on an evaluation of experience as it relates to the duties of the position, and on the Special Rating Factors listed below. An applicant must provide detailed information in the application package demonstrating that the Special Rating Factors are satisfied.

An applicant's resume should reflect how that applicant's background and experience relate to the rating factors listed. An applicant may provide a cover letter that outlines his/her relevant experience.

Special Rating Factors: (Knowledge, Skills, and Abilities Required)

1. High skill level and ability in using computer programs such as MS Word, Excel, SharePoint, Teams, Outlook, Adobe Acrobat and government benefits and payroll management tools.
2. Experience in administering benefits under two of the following government retirement systems: Federal Employee Retirement System, Civil Service Retirement System, a special retirement system applicable to a specialized agency or workforce, such as judicial, law enforcement, military, or Congressional systems.
3. Demonstrated human resources skills such as receiving and analyzing information, applying facts to rules, and recommending solutions.
4. Demonstrated ability and skill in analyzing, reviewing, and evaluating established office and/or case management procedures to determine if existing procedures are effective and efficient and to develop new procedures to meet new or changing situations.
5. Ability and skill in drafting human resources documents, demonstrating attention to detail and proper grammar, spelling, and punctuation.
6. Demonstrated ability and skill in effectively communicating with officials, staff, and third parties at all levels with tact, discretion, and professionalism.

How you will be evaluated

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

Ratings will be based on an evaluation of experience as it relates to the duties of the position, and on the Special Rating Factors listed below. An applicant must provide detailed information in the application package demonstrating that the Special Rating Factors are satisfied. An applicant's resume should reflect how that applicant's background and experience relate to the rating factors listed.


NOTE: AN INCOMPLETE APPLICATION WILL NOT BE CONSIDERED.