Easter Seals Jobs

Summary This position is assigned to the USDA Forest Service Washington Office, Human Resources Management Staff, and serves as a Deputy Assistant Director of an assigned Human Resources program. As a Deputy Assistant Director, the incumbent shares responsibility with the Deputy Director and Director for providing program leadership and direction. For additional information about the duties of this position, please contact David Warnack, (541) 315-1227, david.warnack@usda.gov Responsibilities Advises on human resources policies and program objectives in terms of support to mission objectives. Provides information as to program accomplishments, citing improvements and concerns in major projects. Proposes and develops strategies, plans, and policies to ensure accomplishment of programs and projects in an efficient and effective manner. Review’s directives, regulations, planning documents and program and policy statements from higher authority, interprets and evaluates to determine merits of new concepts on plans Makes comparative analyses of plans, devises and recommends avenues which will ensure that plans are complete, complement current programs and are in compliance with established policy and objectives. Requirements Conditions of Employment Qualifications In order to qualify, you must meet the eligibility and qualifications requirements as defined below by the closing date of the announcement. For more information on the qualifications for this position, visit the Office of Personnel Management's General Schedule Qualification Standards. Your application and resume must clearly show that you possess the experience requirements. Specialized Experience Requirement: Applicants must have one year of specialized experience equivalent to at least the GS-14 grade level. Specialized experience is defined as four or more of the following: Managing and directing human resources functions and activities, including providing program leadership and direction, policy development, program and management guidance, oversight, strategic planning, and advisory and consultation services; and/or Monitoring and evaluating the performance of human resources services and recommending improvements with the objective of increased effectiveness, efficiency, and savings; and/or Providing advice and guidance in a wide range human resources functions to include but not limited to workforce planning, operational oversite, recruitment and placement, classification, data analysis, and data management; and/or Maintaining continuing surveillance of trends with respect to service operations, customer service, and partnerships with other human resources programs; and/or Consulting with key management officials to resolve issues that involved major precedent-setting cases or human resources program changes. 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; religious; 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. TIME IN GRADE REQUIREMENT: If you are a current federal employee in the General Schedule (GS) pay plan and applying for a promotion opportunity, you must meet time-in-grade (TIG) requirements of 52 weeks of service at the next lower grade level in the normal line of progression for the position being filled. This requirement must be met by the closing date of this announcement. To receive consideration for this position, you must meet all qualification requirements by the closing date of the announcement. Education Please refer to the qualification section. Additional Information This is a temporary promotion not-to-exceed 1 year and may be extended without further competition or may end earlier due to lack of work or funds, or at the discretion of the Hiring Manager. Final determination of the duty station(s) for this position will be made by the selecting official at the time of job offer. Career Transition Assistance Plan (CTAP) or Reemployment Priority List (RPL): To exercise selection priority for this vacancy, CTAP/RPL candidates must meet the basic eligibility requirements and all selective factors. CTAP candidates must be rated and determined to be well qualified (or above) based on an evaluation of the competencies listed in the How You Will Be Evaluated section. When assessed through a score-based category rating method, CTAP applicants must receive a rating of at least 85 out of a possible 100. Land Management Workforce Flexibility Act (LMWFA) provides current or former temporary and term employees the opportunity to compete for permanent competitive service positions. Individuals must have more than 24 months of service without a break between appointments of two or more years and the last temporary or term appointment must have been with the Forest Service. Service must be in the competitive service and have been at a successful level of performance or better. Part-time and intermittent service will be credited only for time actually worked. Non-pay status such as leave without pay is credited for up to six months in a calendar year; anything beyond six months is not credited. Applicants are responsible for providing sufficient information/documentation to determine if the 24 month criteria is met. This temporary promotion may be made permanent without further competition. If the temporary promotion is not made permanent, you will be returned to your permanent position of record with any increases that would have been received if not temporarily assigned. If it is not possible to be returned to the prior position, you should be placed in another position in your agency for which qualified, at the same grade and geographic location as before. Should this not occur, reduction-in-force procedures may be necessary. If you are selected, we will work with you and your supervisor on an agreement covering return rights so every effort will be made to return you to a properly classified position for which qualified and at the same grade level. This is a non-bargaining unit position.