Human Resources Specialist (Labor and Employee Relations)

Summary

This vacancy is for a GS-0201-12/13, Human Resources Specialist (Labor and Employee Relations) located in the Department of Homeland Security, U.S. Coast Guard, OFFICE OF CIVILIAN WORKFORCE RELATIONS. Duty station will be dertermined based on the selection.

Salary Range

Washington, D.C. & Baltimore, MD $101,401 - $156,755

Norfolk, VA & Elizabeth City, NC $89,939 - $139,036

Miami, FL $94,383 - $145,906

Boston, MA $100,371 - $155,164

This job is open to

Clarification from the agency

Status Candidates, Merit Promotion, Current Federal Employees, Former Federal Employees, CTAP, ICTAP, VEOA, 30% Disabled, Schedule A, Individuals with Disabilities, Military Spouses, Land and Base Management, Peace Corps, Americorps, Vista For definitions of common terms found in this announcement:

Duties

You will serve as a Human Resources Specialist (Labor and Employee Relations) and be responsible for providing all operational service delivery and oversight to the Coast Guard's (CG) complex and dynamic labor/employee relations programs. You will also have the responsibility for a wide variety of issues that range from routine to highly complex and provides administrative services sand technical support to customers, employees, supervisors, and management officials.

Being a Coast Guard civilian makes you a valuable member of the Coast Guard team. Typical work assignments include:

Provide advisory services to management on wide-range of employee relations matters, including performance, conduct, and medical related cases ensuring actions comply statutory, regulatory, and agency policy requirements.

Providing Labor Relations advisory services to managers when negotiating contracts and other bargaining initiatives.

Researching a wide range of HR case law, principles, practices and regulations sufficient to perform detailed analysis.

Determining appropriate changes or corrective action required for administrative audits and investigative reports.

Delivering briefings to senior managers to encourage understanding and acceptance of findings and recommendations.

Analyzes complex, precedent issues to develop strategic approaches that align labor and employee relations activities.

Requirements

Conditions of Employment

All qualification requirements must be met by the closing date of the announcement.

Do NOT include the following types of information in your resume:

Social Security Number (SSN)

Date of Birth (DOB)

Photos of yourself (if included on your resume you will not be considered for this position)

Personal information: such as age, gender, religious affiliation, etc. Key Requirements:

To ensure the accomplishment of our mission, DHS requires every employee to be reliable and trustworthy. To meet those standards, all selected applicants must undergo and successfully pass a background investigation for Moderate Risk/Public Trust c as a condition of placement into this position. This may include e.g., a credit check after initial job qualifications are determined, a review of financial issues such as delinquency in the payment of debts, child support and/or tax obligations, as well as certain criminal offenses and illegal use or possession of drugs".

Must be a U.S. Citizen or National.

Must be registered or exempt from the Selective Service. See

A one-year probationary period may be required.

This is not a Bargaining Unit position.

Time-in-Grade requirement must be met by the closing date of the vacancy.

All Federal employees are required to have Federal salary payments made by direct deposit.

Qualifications

To qualify at the GS-12 grade level, applicants must have at least one (1) full year of specialized experience equivalent to at least the GS-11 grade level in the federal sector. Specialized experience is experience that has equipped you with the particular ability, skill, and knowledge to successfully perform the duties of this position and is typically in or related to this line of work.

NOTE: All experience statements (i.e., duties, specialized experience, or occupational assessment questionnaire) copied from this announcement and pasted into your resume will not be considered as a demonstration of your qualifications for this position.

Specialized experience must include the following:

Providing advice and guidance to managers on labor management and employee relations issues within serviced organizations; and

Researching and interpreting federal/local laws/policies and case law to provide advice and guidance to management officials on a variety of Human Resources labor management and employee relations issues; and

Recommending appropriate resolutions to interrelated Human Resources labor management and employee relations issues; and

Interpreting negotiated collective bargaining agreements to advise management on union-related matters; and

Advising management officials on adverse actions, disciplinary actions, performance-based actions, grievances, unfair labor practices, and union requests for information. To qualify at the GS-13 grade level, applicants must have at least one (1) full year of specialized experience equivalent to at least the GS-12 grade level in the federal sector. Specialized experience is experience that has equipped you with the particular ability, skill, and knowledge to successfully perform the duties of this position and is typically in or related to this line of work.

Recommending operating policy, standard operating procedures, and due process requirement concerning labor and employee relations; and

Ensuring the utilization of civilian personnel resources within the framework of legislative, OPM, MSPB, FLRA, Departmental and agency requirement, policies, and guidance; and

Conducting special studies, research, and analyses on a wide range of labor and employee management issues; and

Drafting informal and formal discipline, performance plans, and management guidance concerning conduct and performance issues; and

Assisting others in reviewing and interpreting data and discuss operating issues in relation to labor and employee relations; and

Representing management regarding labor and employee relations issues in arbitration and before various Federal panels; and

Participates in Federal, Departmental, and agency meetings, conferences, panels and committees representing the agency's interest. NOTE: Education can not be substituted for experience at this grade level.

National Service Experience (i.e., volunteer experience): 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.

The Office of Personnel management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule, C, Non-career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office.

Education

This position does not have a positive education requirement. If you are including education on your resume, report only attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education. See Required Documents section for detail.

Only experience obtained by the closing date of this announcement will be considered.

Additional information

Any Offers of employment made pursuant to this announcement will be consistent with all applicable authorities, including Presidential Memoranda, Executive Orders, interpretive U.S. Office of Personnel Management guidance and U.S. Office of Management and Budget plans and policies concerning hiring. These authorities are subject to change.

Due Weight

Due weight will be given to performance appraisals and incentive awards in merit promotion selection decisions in accordance with 5 CFR 335.103(b)(3).

E-Verify

DHS uses E-Verify, an Internet-based system, to confirm the eligibility of all newly hired employees to work in the United States. Learn more about, including your rights and responsibilities.

Fair Chance Act

The Fair Chance to Compete for Jobs Act prohibits the Department of Homeland Security and its Components from requesting an applicant's criminal history record before that individual receives a conditional offer of employment. In accordance with and certain positions are exempt from the provisions of the Fair Chance to Compete Act. Applicants who believe they have been subjected to a violation of the Fair Chance to Compete for Jobs Act, may submit a written complaint to .

Suitability Statement

If you receive a conditional offer of employment for this position, you will be required to complete an, and to sign and certify the accuracy of all information in your application, prior to entry on duty. False statements on any part of the application may result in withdrawal of offer of employment, dismissal after beginning work, fine, or imprisonment.

Shared Certificates Statement

Applying to this announcement certifies that you give permission for DHS to share your application with others in DHS for similar positions.

Special Employment Consideration

The Department of Homeland Security encourages persons with disabilities to apply, to include persons with intellectual, severe physical or psychiatric disabilities, as defined by 5 CFR 213.3102(u), and or Disabled Veterans with a compensable service-connected disability of 30 percent or more as defined by 5 CFR 315.707.,,, and possess a wealth of unique talents, experiences, and competencies that can be invaluable to the DHS mission. If you are a member of one of these groups, you may not have to compete with the public for federal jobs. To determine your eligibility for non-competitive appointment and to understand the required documentation, click on the links above or contact the servicing Human Resources Office listed at the bottom of this announcement.

If selection is made below the full performance level, the incumbent may be promoted up to the target grade without further competition, if all legal and regulatory requirements are met and when recommended by the supervisor. However, promotion to the full performance level is not guaranteed and is dependent on successful performance at the lower grade level(s).

If you need a reasonable accommodation for the application and hiring process, please contact . Decisions on granting reasonable accommodation will be made on a case-by-case basis. Visit

How You Will Be Evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

Your resume, optional cover letter and supporting documentation will be reviewed to determine if you meet the minimum qualifications for the position. If you meet the minimum qualifications stated in the job opportunity announcement, we will compare your resume, optional cover letter and supporting documentation to your responses on the scored occupational questionnaire (True/False, Yes/No, Multiple Choice questions). Your resume and/or optional cover letter must support your responses to the scored occupational questionnaire, or you may be rated ineligible . The best qualified candidates will be identified for referral to the hiring manager and may be invited for an interview.

The assessment questionnaire is designed to measure your ability in the following competencies:

Employee Relations

Influencing/Negotiating

Labor Relations

Oral Communication

Strategic Thinking

Written Communication

To preview the announcement questionnaire, click here:

Veterans Employment Opportunities Act (VEOA): To be eligible for a VEOA appointment, the veteran must be 1) be a preference eligible; or 2) be a veteran separated after 3 or more years of continuous active service performed under honorable conditions. In addition, you must submit the supporting documents listed under the required documents section of this announcement. (Note: Veteran's preference does not apply under Merit Promotion procedures. View VEOA information on .

Career Transition Assistance Plan (CTAP) and Interagency Career Transition Assistance Plan (ICTAP) documentation.

CTAP and ICTAP Eligibles: CTAP and ICTAP candidates will be eligible for selection priority if it is determined that they have exceeded the minimum qualifications for the position by attaining at least a rating of 85 out of 100. Information about CTAP and ICTAP eligibility is on the Office of Personnel Management's Career Transition Resources website at: CTAP applicants MUST submit the following documents: A copy of your RIF separation notice, a copy of your latest performance appraisal including your rating, a copy of your most recent SF-50 "Notification of Personnel Action", noting current position, grade level, and duty location, any documentation from your agency that shows your current promotion potential.

ICTAP applicants MUST submit the following documents: A copy of your RIF separation notice, a copy of your latest performance appraisal including your rating, a copy of your SF-50 "Notification of Personnel Action", documenting your RIF separation, noting your position, grade level, and duty location, any documentation from your agency that shows your current promotion potential. View information about on OPM's Career Transition Resources website.

Required Documents

Resume showing relevant work/volunteer experience, education, and training. Include the start and end dates (from month/date/year to month/date/year) and the number of hours per week worked/volunteered.

SF-50, Notification of Personnel Action (if applicable for Time in Grade and/or Eligibility):

You must submit a copy of your most recent SF-50(s) that verify your eligibility for consideration as a current or former federal applicant; and

Your SF-50 must verify your highest competitive grade, time-in-grade, your current promotion potential or full performance level and proof of permanent appointment if applying based on an interchange agreement. DO NOT submit an award SF-50 or pay adjustment SF-50 as these often do not verify grade or eligibility.

For consideration for a promotion, Box 4 of the SF-50 must show a date that is at least 52 weeks prior to the job announcement closing. Recommend submitting your last promotion SF-50 or within-grade increase SF-50.

Veterans' preference documentation (Member Copy 4 of DD-214, Revised October 2013 SF-15 and VA letter, if applicable. NOTE: The revised October 2013 SF-15 is the latest copy and all others are not usable. Please see

Veterans claiming 5 point veterans' preference must submit legible Member 4 Copy DD214(s) indicating Character of Service.

30% Disabled Veterans must submit their Member Copy 4 DD-214(s), which includes Character of Service, and VA Disability Letter with percentage of disability OR documentation of disability determination from a branch of the Armed Forces which reflects a compensable service-connected disability of 30% or more.

Other 10 point Preference Eligibles must submit applicable Member Copy 4 DD-214(s), which includes Character of Service, and provide documentation of 10 point preference described on the back of the SF-15.

If you are a current active duty military member who does not have a DD214 and is claiming eligibility under the Veterans Opportunity to Work (VOW) Act, you must submit certification from the Armed Forces indicating you will be discharged/released under honorable conditions from active duty within 120 days