Attorney Advisor (Labor)

Summary

This position serves under the Deputy Chief Counsel and Chief Counsel in the Office of a Member, including the Office of the Chairman, of the Federal Labor Relations Authority (Authority). The incumbent performs professional legal work supporting the Authority's resolution of disputes arising under the Federal Service Labor-Management Relations Statute (Statute), including the preparation of decisions in arbitration, representation, unfair-labor-practice, and negotiability cases.

Duties

The duties and responsibilities described below reflect progressively greater complexity, independence, judgment, and program responsibility from the GS-11 developmental level through the GS-14 full-performance level. CORE DUTIES: GS-11 THROUGH GS-14 At every grade level, the incumbent performs functions related to the disposition of cases before the Authority. The incumbent: Reviews hearing records, briefs, exhibits, and related case documents; analyzes the issues and facts presented; and evaluates the parties' arguments and the applicability of cited precedent. Conducts legal research, applies legal precedent to the issues presented, and exercises judgment based on that research and an understanding of the provisions and intent of the Statute, applicable policies, precedent, government-wide regulations, and other relevant authorities. Discusses proposed approaches to cases with supervisors and managers, particularly the application of Authority precedent to the matter under review, with an emphasis on developing an orderly and consistent body of precedent. Processes cases and prepares decisions as directed by the Member, Chief Counsel, and/or Deputy Chief Counsel. Performs other duties as assigned. GS-11 The incumbent performs the core duties described above with moderate supervision when complex issues are involved and limited supervision when less-complex issues are involved. GS-12 The incumbent performs the core duties described above with moderate supervision when complex issues are involved and limited supervision when less-complex issues are involved. In addition, the incumbent: Conducts post-petition conferences (PPCs) in negotiability cases. Assists with alternative dispute resolution. Prepares training for FLRA parties and neutrals. GS-13 The incumbent performs the core duties described above with limited supervision when complex issues are involved. In addition, the incumbent: Conducts post-petition conferences (PPCs) in negotiability cases and, when necessary, assists less-experienced employees in conducting such conferences. Assists with alternative dispute resolution. Prepares and provides training for FLRA parties and neutrals. Analyzes and develops major policy statements and interpretations of the Statute that apply to the entire federal service labor-management relations program. Provides legal advice and recommendations on issues that contribute to the development of legal positions influencing the Authority's administration of the Statute. Performs special projects assigned by the Member, Chief Counsel, and/or Deputy Chief Counsel, such as overseeing fact-finding proceedings or representing the assigned Member on cross-component committees. GS-14 At the full-performance level, the incumbent is responsible for performing all functions related to the disposition of cases before the Authority. In addition to performing the core duties described above, the incumbent: Guides others in preparing decisions when necessary and appropriate. Conducts post-petition conferences (PPCs) in negotiability cases and, when necessary, assists less-experienced employees in conducting such conferences. Assists with alternative dispute resolution and, as appropriate, conducts alternative dispute resolution proceedings. Prepares and provides training for FLRA parties and neutrals. Analyzes and develops major policy statements and interpretations of the Statute that apply to the entire federal service labor-management relations program. Provides legal advice and recommendations on issues that contribute to the development of legal positions influencing the Authority's administration of the Statute. Drafts regulations. Performs special projects assigned by the Member, Chief Counsel, and/or Deputy Chief Counsel, such as overseeing fact-finding proceedings or representing the assigned Member on cross-component committees. Qualifications

Qualifications for Attorney-Advisor (Labor), GS-0905-11: Applicant must possess the first professional law degree from an American Bar Association accredited law school, have been admitted to a Bar, and have at least one year of professional legal experience; or have completed a year of acceptable performance in the same or closely related work at the GS-9 level. For entry-level hires at the Grade 11 level, superior law student work or activities as demonstrated by one of the following MAY be substituted for the one year of professional legal experience needed to qualify for the GS-11: Academic standing in the upper third of the law school graduating class; Work or achievement of significance on law school's official law review; Special high-level honors for academic excellence in law school, such as election to the Order of the Coif; Winning of a moot court competition or membership on the moot court team that represents the law school in competition with other law schools; Full-time or continuous participation in a legal aid program, as opposed to one-time, intermittent, or casual participation; Significant law-office-clerk experience in labor relations or a related field; or Other equivalent evidence of clearly superior achievement. Qualifications for Attorney-Advisor (Labor), GS-905-12: The applicant must have two years of professional legal experience or an equivalent combination of professional legal experience and education, or must have completed one year of acceptable performance in the same or closely related work at the GS-11 level. Qualifications for Attorney-Advisor (Labor), GS-905-13: The applicant must have three years of professional legal experience or an equivalent combination of professional legal experience and education, of which one year must have been in the labor relations field or other public employment law field; or comparable experience; or must have completed one year of acceptable performance in the same or closely related work at the GS-12 level. Qualifications for Attorney-Advisor (Labor), GS-905-14: The applicant must have four years of professional legal experience or an equivalent combination of professional legal experience and education, of which two years must have been in the labor relations field or other public employment law field; or comparable experience; or have completed one year successfully performing the same or closely-related work at the GS-13 level. Applicants for consideration at Grades 11 and above must have been admitted to a Bar.

Education

Professional legal education beyond the first professional law degree may be substituted for professional legal experience as follows: The second professional law degree (LL.M.) which requires one full year of graduate study may be substituted for one year of professional legal experience. The third professional law degree (S.J.D.) may be substituted for one additional year of professional legal experience. Applicants must be a graduate of a school of law accredited by the American Bar Association and an active member in good standing of the bar of a state, territory of the United States, the District of Columbia, or the Commonwealth of Puerto Rico. How You Will Be Evaluated

We will review your resume and supporting documentation to determine whether you meet the minimum qualification requirements for this position. If you are found qualified, your experience, education, and training will be further evaluated through a job-related assessment questionnaire based on the competencies required to successfully perform the duties of this position. Attention to Detail Decision Making Problem Solving. Self-Management Teaching Others Writing If you are determined to be among the best qualified candidates, your application may be referred to the hiring manager for further consideration, and you may be contacted for an interview. To preview the job questionnaire and application requirements, please follow the instructions provided in the announcement. The FLRA evaluates qualified applicants by comparing each candidate's qualifications to the requirements of the position. This evaluation includes consideration of relevant skills and experience, education and training, performance history, and awards. Please ensure your resume and supporting documentation accurately reflect your qualifications. If it is determined that you have overstated your experience or qualifications, you may be removed from further consideration. Consideration may be given to performance appraisals and incentive awards as indicators of the quality and relevance of your prior experience. Interviews are required for this position. Failure to participate in a scheduled interview may result in removal from further consideration. Other Information

Equal Opportunity Employer - FLRA is an Equal Opportunity Employer. All applicants will receive consideration regardless of race, color, religion, gender, sexual orientation, national origin, age, political affiliation, union affiliation or non-affiliation, marital status, non-disqualifying physical handicap, or any other non-merit reason. Hatch Act - The Hatch Reform Amendments of 1993 (Public Law 103-94) prohibit individuals from requesting, making, transmitting, accepting, or considering political recommendations (as defined in 5 U.S.C. § 2202) in effecting personnel actions. Reasonable Accommodation - FLRA provides reasonable accommodation to applicants with disabilities where appropriate. If you need a reasonable accommodation for any part of the application or hiring process, please notify the FLRA's Human Resources Division. Decisions on reasonable accommodation requests will be made on a case-by-case basis. Transportation and Relocation Expenses Are Not Authorized-FLRA will not pay any travel, transportation, or relocation expenses. Any travel, transportation, and relocation expenses associated with reporting for duty are the responsibility of the selected candidate. Promotion Potential: The full performance level of this position is GS-14. Management may select at any of the grade levels announced (GS-11, GS-12, GS-13 or GS-14) for which an applicant is qualified. Applicants selected below the full performance level of GS-14 will have promotion opportunity to the full performance level without further competition when the incumbent is eligible and recommended by management for promotion. When promotion potential is shown, the agency is not making a commitment and is not obligated to provide future promotions to you if you are selected. Future promotions will be dependent on your ability to perform the duties at a higher level, the continuing need for an employee assigned to the higher level, and administrative approval.