Clarification from the agency

This announcement is open to those eligible for the following hiring authorities: Career transition (CTAP, ICTAP, RPL) Federal employees - Competitive service, Individuals with disabilities, Land & base management, Military spouses, and Veterans. For more information on the "Who may apply" eligibility requirements, please refer to the OHRM Status Candidates and Other Candidate Definitions document.

Duties include but not limited to:

Manages the VA's SES performance management process and serves as an expert in the area of SES performance management, SES standards, performance review board process, procedures, and polices; pay issues, SES mid-year reviews, performance awards (including annual bonuses, presidential rank awards and incentive awards), and all associated with SES pay. Incumbent is responsible for the Presidential Rank Award Ceremony.

Participates in the VA Performance Review Board (PRB) processes and functions including the activities associated with the senior executive performance management system. Manage senior executives' performance through approved automated performance system and maintaining the automated performance system annually. Manage Senior Level and Scientific and Professional (SL/ST) performance appraisal system and management of performance plans. The incumbent provides direct advice and guidance on all aspects of these programs. Given the significant, complex, and sensitive nature of these programs, the incumbent must function with wide independence of operation within framework of general policy and guidance from supervisory management. Train and provide customer support to senior executives, managers and HR liaisons on senior executive's performance management key points to be successful and accomplish all expectations.

Provides guidance and advice to senior VA officials on issues concerning the VA Executive Resource Board (ERB) and VA Performance Review Board (PRB) - programs.

In addition, the incumbent performs program, policy, and organizational analysis to support top VA management decision making and strategic planning relating to VA executive and human resources programs and implementing new directions in the VA organizations.

Incumbent manages CSEMO award programs for the senior executive cadre. Provides expert advice and guidance on all aspects of Secretary's Honor awards, Presidential Rank Award Program and other awards that pertain to VA's senior executives. Maintain automated systems for awards (this includes VA tracking system and HR Smart).

Provides a high level of customer service to support HRA and CSEMO strategic goals and objectives. Maintains a strong commitment to meeting customer needs by providing the required services in a timely manner through individual effort or cooperatively through facilitating team resolution/action.

Engages in benchmarking activities. Evaluates internal processes of Executive Resources for possible reengineering or revision. Maintains current knowledge of Executive Resources programs, regulatory changes, and other issues effecting Executive Resources.

Other duties may be assigned.

Promotion Potential: The selectee may be promoted to the full performance level without further competition when all regulatory, qualification, and performance requirements are met. Selection at a lower grade level does not guarantee promotion to the full performance level.

Work Schedule: Monday - Friday, 8:00am - 4:30pm
Compressed/Flexible: May be available
Telework: Not Available
Virtual: This is not a virtual position.
Position Description/PD#: PD41043A and PD41042A
Relocation/Recruitment Incentives: Not Authorized
Financial Disclosure Report: Not required

Conditions of employment

Conditions of Employment

• You must be a U.S. Citizen to apply for this job
• Selective Service Registration is required for males born after 12/31/1959
• You may be required to serve a probationary period
• Subject to background/security investigation
• Selected applicants will be required to complete an online onboarding process
• Acceptable form(s) of identification will be required to complete pre-employment requirements (https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents).
• Effective May 7, 2025, driver's licenses or state-issued identification cards that are not REAL ID compliant cannot be utilized as an acceptable form of identification for employment.

• your performance and conduct;
• the needs and interests of the agency;
• whether your continued employment would advance organizational goals of the agency or the Government; and
• whether your continued employment would advance the efficiency of the Federal service.

Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 05/13/2026.

Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-13 position you must have served 52 weeks at the GS-12. Also,Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-12 position you must have served 52 weeks at the GS-11.

The grade may have been in any occupation, but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade.

Note: Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. See the Required Document section below for more information regarding the SF-50s needed to verify time-in-grade.

Specialized Experience for the GS-13 level of this position: Applicants must have one year of full-time specialized experience equivalent to at least the next lower grade GS-12 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include but are not limited to: 1) Managing performance management process for SES, Senior Leaders (SL), Political Appointees and/or Senior Executive Service Equivalent; 2) Providing a high level of customer service to senior leaders concerning the performance management process; AND 3) Interpreting policy statements and guidelines to senior leaders concerning performance review board process, pay issues, mid-year reviews and/or performance awards. OR Education: Graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-11 grade level OR One year of specialized experience equivalent to at least GS-12.

Specialized Experience for the GS-12 level of this position: Applicants must have one year of full-time specialized experience equivalent to at least the next lower grade GS-11 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include but are not limited to: 1) Assisting with the management of performance management process for SES, Senior Leaders (SL), Political Appointees and/or Senior Executive Service Equivalent; 2) Provides a high level of customer service to senior leaders; AND 3) Interpreting policy statements and guidelines to senior leaders. OR Education: Graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-09 grade level OR One year of specialized experience equivalent to at least GS-11.

You may qualify based on your experience and/or education as described below: You will be rated on the following Competencies for this position:

• Accountability
• Attention to Detail
• Customer Service
• Decision Making
• Flexibility
• Influencing/Negotiating
• Integrity/Honesty
• Interpersonal Skills
• Learning
• Oral Communication
• Reading Comprehension
• Reasoning
• Self-Management
• Stress Tolerance
• Teamwork
• Technical Competence
• Writing

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Note: Resume must include job title and employer name, number of hours worked per week, start and end dates (including month and year), list of duties and responsibilities for each position held. In addition, if the experience was a federal position, you must list series and grade for each position held. Failure to include this information may result in an ineligible rating. A full year of work is considered to be 40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment.

Physical Requirements: Work is usually performed in an office environment. However, inspections; investigations of work requests; evaluations of space and utilities for equipment and other field work require frequent walking, standing, bending, climbing, etc.

For more information on these qualification standards, please visit the United States Office of Personnel Management's website at http://://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.

The Interagency Career Transition Assistance Plan (ICTAP) and Career Transition Assistance Plan (CTAP) provide eligible displaced Federal/VA competitive service employees with selection priority over other candidates for competitive service vacancies. To be qualified you must submit appropriate documentation (a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting current position, grade level, and duty location) and be found well-qualified for this vacancy.

To be found well qualified, applicants must meet the following qualifications: One year developing and analyzing new methods and databases for implementation and evaluation of executive program and performance management systems. Information about ICTAP and CTAP eligibility is on OPM's Career Transition Resources website at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/.

For more information on these qualification standards, please visit the United States Office of Personnel Management's website at http://://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.

Local Commuting Area: The local commuting area for this position is defined as a radius of 50 miles from Washington, DC. This includes all locations that fall within a 50-mile driving distance from 810 Vermont Ave NW, Washington, DC 20420 .

How you will be evaluated

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

IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE.

You will be evaluated based on how well you meet the qualifications listed in this vacancy announcement. Your qualifications will be evaluated based on your application materials (e.g., resume, supporting documents), your responses on the application questionnaire, and your responses to all assessments required for this position.

The USA Hire Assessments includes a cut score based on the minimum level of required proficiency in these critical general competencies. You must meet or exceed the cut score to be considered. You will not be considered for the position if you score below the cut score or fail to complete the assessment.

The application questionnaire includes a passing score based on the minimum level of required proficiency across these critical competencies. You must meet or exceed the passing score to be considered. You will not be considered for the position if you score below the passing score.

Narrative responses are not required at this time. If you are referred for consideration, you may be contacted for an interview. Your resume and/or supporting documentation will be verified. Please follow all instructions carefully. Errors or omissions may affect your rating or consideration for employment.

The Department of Veterans Affairs performs pre-employment reference checks as an assessment method used in the hiring process to verify information provided by a candidate (e.g., on resume or during interview or hiring process); gain additional knowledge regarding a candidate's abilities; and assist a hiring manager with making a final selection for a position.

Area of Consideration: Eligible applicants will be reviewed and referred in the following order:

• All current, permanent VA Employees in the HRA office.
• All other current, permanent VA employees
• All other applicants (if status)

Applicant Count: This announcement will remain open until the closing date, 05/13/2026, or when the applicant count is reached, whichever is earlier. The applicant count is the point at which the first 150 applications are received. All applications submitted that day up to 11:59 p.m. Eastern Standard Time on the date the applicant count is reached will be accepted and considered.