Branch Chief

Clarification from the agency

Open to current and former Federal employees with competitive status; ICTAP and CTAP eligibles in the local commuting area; Veterans' Employment Opportunity Act (VEOA) eligibles; Military Spouse eligibles; Land Base Management eligibles; those eligible under an Interchange Agreement; 30% disabled veterans; Schedule A eligibles (persons with disabilities).

This position is located in the Division of Policy and Accountability (DPA) within the Office of Human Resources (OHR), OASAM. DPA creates, maintains, and communicates DOL and OHR policy to all agency employees. The incumbent provides the research, development, and establishment of a policy that meets government-wide and Departmental requirements, in collaboration with key stakeholders. Major duties include, but are not limited to, the following:

• Interpret new legislation and regulations to determine their impact on agency programs and identify the need for changes to policy or operations.
• Develop, write, or recommend new or revised DOL HR policy, standards, procedures, and guidelines based on research, review of existing programs, changes in law or regulation, or current developments in HR functional areas.
• Independently identify opportunities or unresolved issues inherent in new legislative or regulatory proposals based on mastery of the principles, concepts, laws, and regulations, and suggests solutions to resolve these issues, which may be adopted Department or Government-wide.
• Possess a broad and intensive knowledge of HR program areas and the interrelationship of each OHR Operations Division, and collaborate with these divisions and various other functional areas outside of OHR such as Division of Budget & Programs, Office of the Chief Financial Officer, Office of the Assistant Secretary for Administration and Management, and Office of the Secretary to evaluate and improve effectiveness and efficiency of assigned HR programs operations and service delivery.
• Assist in managing DOL's accountability and quality assurance program to include the development, analysis, and reporting of findings to improve overall HR programs and services across the HR enterprise.
• Coordinate workload priorities with other organization managers and customers as appropriate. Assign work to subordinate employees based on organization priorities and consideration of difficulty and requirements of assignments such that the experience, training, and abilities of staff are effectively utilized to meet organization and customer needs. Identify the need for changes in priorities and take action to implement such changes.
• Provide advice to the DPA Division Chief on significant issues and problems related to work accomplishment. Establish metrics and analysis systems to ensure actions are timely and reviewed at critical points. Accepts, amends, or rejects work presented by subordinates.
• Exercise supervisory personnel management responsibilities, including but not limited to supporting employee development, approving leave schedules, planning and scheduling work of employees, advising employees regarding policies and procedures, selecting or recommending the selection of candidates for vacancies, promotions, etc., and managing performance.

Conditions of employment

• Must be at least 16 years old.
• Must be a U.S. Citizen.
• Candidate required to obtain the necessary security/investigation level.
• Requires a probationary period if the requirement has not been met.
• Subject to financial disclosure requirements.
• Requires a supervisory probationary period if the requirement has not been met.

Qualifications

For GS-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. To qualify for this GS-201-15, applicants must meet 4 of the following examples of specialized experience:

• Researching, developing, and implementing human resources policy that meets government-wide and Departmental requirements and providing authoritative guidance to senior executives and management officials on policy matters, including interpretation of new legislation and regulations.
• Directing agency-wide HR programs, including accountability and quality assurance initiatives, by developing study plans, goals, objectives, and measures of success, evaluating program status, adjusting priorities, and coordinating with higher authority to resolve systemic issues and improve service delivery.
• Advising and representing executive leadership and the HR community, providing authoritative consultation and influencing management to implement recommendations on sensitive and controversial administrative matters, including labor-management relations, performance management, strategic planning, accountability, and legislative analysis.
• Communicating HR policy and guidance across the Department by convening working sessions, developing position papers and briefing materials for top management to inform strategic decisions, and maintaining a repository of current and historical policies for agency use.
• Planning and directing the work of subordinate employees to include establishing performance standards, providing feedback, resolving complaints, initiating disciplinary actions, and identifying employee developmental needs.

How you will be evaluated

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

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/13078142

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.

The following documents must be submitted by 11:59 p.m. (ET) on the vacancy closing date.

ELIGIBILITY REQUIREMENTS: Applicants must meet the eligibility requirements of time-in-grade (52 weeks at the next lower grade), time-after-competitive-appointment (90 days), and minimum qualifications (52 weeks equivalent to the next lower grade in federal service). These requirements must be met within 30 days of 10/07/2026 the announcement closing date.

The following documents are required from all applicants (PLEASE READ CAREFULLY):

• FEDERAL STATUS APPLICANTS: When applying as a status candidate with current or former Federal Service, please provide a copy of your last or most recent SF-50, Notification of Personnel Action which shows your appointment eligibility for the position for which you are applying. Your SF-50 must identify the highest grade you held on a permanent basis, Pay Plan/Pay Schedule, Series, Grade/Pay Band, and career status. Multiple SF-50 may be submitted to demonstrate your highest previous rate and eligibility.

*WARNING: An award SF-50 (ex. cash or time off award) may not indicate grade, step, and competitive status. For current DOL employees, an award SF-50 DOES NOT indicate grade and step.

• Resumes are required - provide a resume either by creating one in USAJOBS or uploading one from your computer and USAJOBS profile. To receive full consideration for relevant and specialized experience, please list the month, year, and number of work hours worked for the experience listed on your resume. We also suggest that you preview the vacancy questions and confirm that your resume supports your question responses.
• Most recent performance appraisal/evaluation signed and dated within 18 months is requested by the agency but will not disqualify candidates if not submitted. If not submitted during the application process, one may/will be requested at the time of the interview if the opportunity is extended. *In most cases, ICTAP/CTAP applicants must submit this document - please see ICTAP/CTAP links below for more details.

The following documents are required (if applicable):

• Displaced Employee Placement Documents - Only required if requesting priority consideration under Interagency Career Transition Assistance Plan (ICTAP) and Career Transition Assistance Plan (CTAP) Eligibility. Click/Review these ICTAP/CTAP links to confirm what must be submitted as proof that the requirement has been met.
• DD-214 - verifying military service, eligibility for consideration under the Veterans Employment Opportunity Act (VEOA), and showing the character of discharge (ex. Member Copy 4 and 2 are acceptable vs. Copy 1 which is not acceptable to adjudicate veteran's preference)
• Special/Non-Competitive Appointing Authority Documents - Applicants who are eligible for consideration, and wish to be considered, under one of the following non-competitive hiring authorities must submit appropriate documentation (click on the links below to see the documentation requirements): (a) Persons with Severe Disabilities (SCHEDULE A) (b) 30% or More Compensable Disabled Veterans (DAV) (c) Military Spouses (MISP).
• Land Management Eligible(s): a copy of your most recent Notification of Personnel Action (SF-50 or equivalent) proving your eligibility for appointment under the Land Management Workforce Flexibility Act. This service must have been performed in competitive service, under a time-limited appointment in a Land Management Agency, as defined by P.L. 114-328. For more information, click here.

Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATIONS, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES

Do not upload password-protected documents.

Applicants selected for employment who are not current DOL employees will be required to provide proof of citizenship, and the E-Verify system will be used to confirm the employment eligibility of all new hires.

As a condition of employment for accepting this position, you may be required to serve a 1-year probationary period during which we will evaluate your fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider:

- your performance and conduct;
- the needs and interests of the agency;
- whether your continued employment would advance organizational goals of the agency or the Government; and
- whether your continued employment would advance the efficiency of the Federal service.

Upon completion of your probationary period, your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.

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