Chief of Staff

Summary

The Office of the Assistant Secretary for Administration and Management (OASAM) provides the infrastructure and support that enables the U.S. Department of Labor to perform its mission. OASAM provides leadership and support for information technology, human resources management, procurement, business operations, safety and health, space management, civil rights, emergency management, security, budget, and performance.

Duties

As the Chief of Staff in the Office of Human Resources (OHR), the primary purpose of this position is to perform senior level analytical, advisory, and coordination functions that support the Chief Human Capital Officer (CHCO) by driving strategic alignment, ensuring effective execution of priorities, and overseeing complex cross-directorate initiatives and operational activities. The incumbent is responsible for performing duties that include, but are not limited to, the following: Establishes high level administrative guidelines, standards, and protocols for Office of Human Resources (OHR) and provides authoritative administration, advice, guidance, and assistance to the Chief Human Capital Officer (CHCO). Provides leadership and guidance in the conduct of special long and short-range management studies or projects of major concern to the CHCO. Provides direction to the CHCO and senior staff on matters where the CHCO has delegated responsibility. Develops position and policy statements for use by the CHCO and other OASAM officials in Congressional hearings and other executive-level meetings. Provides expert consultation and managerial assistance to OHR Division Chiefs and other top DOL officials. Evaluates organizational effectiveness and structure including workload and staffing analyses, communication flow, position morale, productivity and working relationships, and recommends appropriate changes in organizational structure, functions and/or delegations of authority for the OHR. Ensures the organization's strategic plans, mission, vision, and values are communicated and integrated into OHR Divisions strategies, goals, and objectives. Plans work to be accomplished by subordinates; makes assignments based on capability and expertise; evaluates performance; gives advice or instruction to subordinates on work and administrative matters ensuring staff comply with guidance, regulations, and the unit's goals and communicates updates, objectives, and results with subordinates. Responsible for the technical and administrative supervision of staff administrative work to carry out the mission of the organization. This also requires managing work through a subordinate supervisor. Provides advice and guidance on problems, program responsibilities, projects or studies. Continuously benchmarks operations to assess the efficiency and effectiveness of the services provided by the unit. Monitors the progress of work and, when necessary, adjusts to facilitate productivity and/or timeliness. Qualifications

Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-14, in the Federal Service. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. To qualify for this GS-301-15, applicants must meet all of the following examples of specialized experience: Lead executive-level HR strategic planning initiatives to develop recommendations, establish organizational priorities, and advance mission objectives. Evaluate organizational structures, workforce requirements, and operational effectiveness to recommend changes that improve efficiency, productivity, communication, and workforce performance. Plan and direct projects or special studies to address emerging legislative, operational, or organizational challenges. Provide executive advisory services and coordinate with senior leaders, oversight entities, and external stakeholders to respond to audits and data calls, develop policy positions, and support organizational decision-making. Supervise and lead professional and administrative staff by planning work, assigning priorities, evaluating performance, and ensuring compliance with organizational goals and regulatory requirements.

Education

There is no substitute of education for specialized experience to qualify for this grade level. How You Will Be Evaluated

Your evaluation will be based on how well you meet the qualifications outlined in this vacancy announcement, as demonstrated through your resume and supporting documentation. You may preview application questions for this vacancy here: https://apply.usastaffing.gov/ViewQuestionnaire/13107230 USA Hire You will be assessed on the following competencies (knowledge, skills, abilities, and other characteristics): Accountability Customer Service Decisiveness Flexibility Interpersonal Skills Problem Solving Resilience The information you provide may be verified by a review of your paid, unpaid, and volunteer, as it demonstrates the competencies or skills required for the position to be filled. Your evaluation may include an interview, reference checks, or other assessment conducted by HR specialists, subject matter experts, or panel members and may include other assessment tools (ex. interview, structured interview, written test, work sample, etc.). INFORMATION FOR ICTAP/CTAP ELIGIBLE(S) ONLY: If you are eligible for special priority selection under ICTAP/CTAP, you must be well-qualified for the position to receive consideration. ICTAP/CTAP eligible(s) will be considered well-qualified if they attain at least a rating score of 85 in a numerical rating scheme. Be sure to review the eligibility questions to reflect that you are applying as an ICTAP or CTAP eligible and submit supporting documentation. If you believe you have a physical or mental disability covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a Reasonable Accommodation (RA) in your online application. Requests for RA for the USA Hire Competency Based Assessments and appropriate supporting documentation for RA must be received prior to starting the USA Hire Competency Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments if you received the link after the close of the announcement. Please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments. Other Information

Applicants must meet all legal and regulatory requirements. DOL's mission is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. All personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before entering on duty: BACKGROUND INVESTIGATION 5 CFR Section 2638.103: Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. They are also responsible for working with agency ethics officials to help resolve conflicts of interest and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. Supervisors are responsible for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements. This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). If selected, you will be required to annually complete a Confidential Financial Disclosure Report (OGE Form 450) to determine if a conflict or an appearance of a conflict exists between your financial interest(s) and your prospective position with DOL. For more information, click Telework Position Information. The selectee will report to the assigned DOL office location on a regular basis and be eligible for telework as determined by agency policy. This is not a remote position. Based on agency needs, additional positions may be filled using this vacancy. DOL may use certain incentives and hiring flexibilities to attract highly qualified candidates. Click for more information: Pay, Leave, and Workforce Flexibilities. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation: Guidelines for Reporting Violations of the Fair Chance Act. All DOL employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71.