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Summary As an Administrative Judge (AJ) of the U.S. Merit Systems Protection Board, the incumbent hears and decides appeals from Federal employees, applicants for Federal employment, and Federal annuitants concerning any matter over which the Board has appellate jurisdiction. Responsibilities The duties described are for the full-performance level. At developmental grade levels, assignments will be of more limited scope, performed with less independence and limited complexity. The duties may include, but are not limited to: Conduct status and prehearing conferences in order to explore the possibility of settlement and to narrow and simplify the issues in the case. Advise the parties with regard to their respective burden of proof, duties, and responsibilities. Oversee the discovery process; advise the parties with respect to settlement negotiations and provide them with help in facilitating that process; conduct hearings; and issue decisions. The AJ has significant discretion in managing his/her caseload in accordance with Board Policy concerning quality, production, and timeliness. The AJ's initial decisions may form the bases for subsequent precedential Board or court decisions. The above description of duties represents the position of an AJ who is at the full performance level, routinely assigned the most complicated and sensitive cases. Requirements Conditions of Employment Qualifications To qualify, you must be duly licensed and authorized to practice as an attorney under the laws of a state, Territory, or the District of Columbia and meet the following requirements by the closing date of the announcement. GS-0905-14: The first professional law degree (LL.B. or J.D.) plus one of the following: a. Superior law student work plus three years of professional legal experience in employment law applicable to federal employees and agencies, one of which must be at a level of difficulty comparable to the GS-905-13; or b. Four years of professional legal experience in employment law applicable to federal employees and agencies, one of which must be at level of difficulty comparable to the GS-905-13; or c. Second professional law degree (LL.M.) plus three years of professional legal experience in employment law applicable to federal employees and agencies, one of which must be at the level in difficulty comparable to the GS-905-13. GS-0905-15: The first professional law degree (LL.B. or J.D.) plus one of the following: a. Superior law student work plus four years of professional legal experience in employment law applicable to federal employees and agencies, one of which must be at a level of difficulty comparable to the GS-905-14; or b. Five years of professional legal experience in employment law applicable to federal employees and agencies, one of which must be at level of difficulty comparable to the GS-905-14; or c. Second professional law degree (LL.M.) plus four years of professional legal experience in employment law applicable to federal employees and agencies, one of which must be at the level in difficulty comparable to the GS-905-14. Education Please see educational qualification requirement information above. Transcripts are required. Additional Information Persons with disabilities who require alternative means for communication of program information (Braille, large print, audiotape, etc) should contact: 1-800-877-8339. MSPB IS AN EQUAL OPPORTUNITY PROVIDER AND EMPLOYER and employment decisions are based on merit factors only. If you believe that you have been discriminated against in an employment decision by this agency, you have the right to seek counseling to resolve your complaint. You must do so within 45 days of the alleged discrimination action. If you desire to seek counseling, call the MSPB Office of Equal Employment Opportunity at 202 653-6772, Ext 4405. Worksite Information: This position may be eligible to telework and for flexible work arrangements as determined by agency policy and any applicable collective bargaining agreements. Additional information regarding ad hoc, occasional, or reoccurring telework may be obtained at a later time from the hiring manager or program during the hiring process.