Chief, Labor Relations Branch

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

There is one vacancy available. The position may be located in any of the following cities: Washington, DC; Atlanta, GA; Boston, MA; New York City, NY; Chicago, IL; Dallas, TX; Philadelphia, PA; or San Francisco, CA. For detailed office locations, please visit: DOL offices. DELMR develops and administers a comprehensive employee and labor relations program under Title 5. The Labor Relations Branch Chief serves as the Department's senior authority on labor relations, overseeing collective bargaining, contract administration, and the arbitration program, including strategy and risk assessment for complex cases. The role represents the Department in negotiations and third-party proceedings, advises leadership, and supervises Branch staff. Major duties include but are not limited to the following: Lead subordinates in preparing and presenting arbitration cases arising under applicable collective bargaining agreements. Conduct enterprise-level litigation risk assessments in matters arising under Department collective bargaining agreement such as grievances, arbitration cases, unfair labor practice charges, third party adjudications, and related matters. Serve as an expert witness in arbitration, MSPB, FLRA, EEO, administrative, and negotiated grievance proceedings. Develop and recommend new or revised Department policy, standards, procedures and guidelines as a result of grievances, arbitrations, unfair labor practice cases, MSPB cases, research, review of an existing program, changes in OPM laws or regulations, or current developments in employee and labor-management relations. Provide authoritative oral and written advice to requests for technical assistance from DOL supervisors, managers, and leadership regarding day-to-day contract administration and labor relation matters. Ensure uniform interpretation and application of collective bargaining agreements and labor- management relations policies and practices throughout the Department. Determine the statutory or contractual obligation of the Department to communicate, consult, and/or negotiate with the DOL bargaining units regarding conditions of employment on variety of issues pertaining to federal personnel and labor-management relations. Represent the Department in mid-term and term negotiations, including presentation to mediators, the Federal Services Impasse Panel, and the Federal Labor Relations Authority. Draft variety of memoranda, advocacy briefs/ responses, and decision papers concerning a variety of complex, controversial issues in the field of labor relations. Exercise managerial and supervisory authority for subordinate supervisors and staff. Qualifications

For GS-201-15: 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. Applicants must meet ALL of the following examples of specialized experience to qualify for this GS-201-15: Experience applying labor and employment laws, precedent, and practices sufficient to provide high-level support for Department and agency-wide labor-management programs and initiatives, including representation, advocacy, advisory services, and dispute resolution. Experience representing and advising senior Department or agency management officials on personnel issues underlying negotiations, grievance processes, and third-party hearings. Experience interpreting and applying relevant laws, regulations, policies, legal precedents, and other governing authorities to analyze Department or agency-level labor relations matters, including unfair labor practice issues, and develop legally supportable recommendations and courses of action. Experience developing and implementing litigation and hearing strategies, including case theories, witness preparation, advocacy strategies, and risk mitigation.

Education

There is no substitute of education for specialized experience to qualify for this position. 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/13058091 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. Other Information

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. Based on agency needs, additional positions may be filled using this vacancy. DOL may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information. 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. If you believe you have a disability (i.e., physical or mental), 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 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.