Human Resources Specialist (Quality Assurance)

Clarification from the agency

This announcement is open to those eligible for the following: Career transition (CTAP, ICTAP, RPL), Federal employees - Competitive service, Individuals with disabilities, Land & Base Management, Military spouses, and Veterans Hiring Paths.

Major duties include:

• Conducting compliance reviews and audits of HR operations, personnel records, official personnel folders, and HR transaction files to assess accuracy, completeness, and adherence to Federal statutes, VA policy, and OPM guidance.
• Analyzing audit and review findings to identify trends, root causes, and systemic issues; developing and recommending corrective actions and process improvements.
• Preparing written audit findings, compliance reports, and briefing materials for HR leadership and stakeholders, applying recognized audit reporting standards (criteria, condition, cause, effect, recommendation).
• Monitoring changes in Federal laws, regulations, OPM guidance, and VA policy; analyzing the compliance implications of such changes and providing findings and recommendations to inform HRSC's compliance posture.
• Communicating quality assurance findings, compliance requirements, and process changes to HR staff, program offices, and delegated offices.
• Supporting the Quality Management team in needs assessments and program impact evaluation of HRSC's human capital strategy, services, and practices.
• Providing insight and subject-matter expertise on internal control activities and monitoring mechanisms, identifying and documenting risk to HR program quality and compliance to support HRSC's internal control program, consistent with the GAO Green Book.

The incumbent operates with substantial independence as a technical authority in quality management, compliance, and internal control matters, exercising judgment to interpret and adapt guidance in areas where established policy is incomplete or does not yet exist - which, in a program this new, is often the case.

Work Schedule: Monday - Friday, 8:00am - 4:430pm
Compressed/Flexible: May be available at Manager's discretion.
Telework: Ad-Hoc telework (situational telework) as determined by the agency policy.
Virtual: This is not a virtual position.
Position Description/PD#: PD09002A
Relocation/Recruitment Incentives: Not Authorized
Financial Disclosure Report: Not required
Permanent Change of Station (PCS): Not Authorized

Conditions of employment

• You must be a U.S. Citizen to apply for this job
• To be considered for this position, you must complete all required steps in the process. In addition to the application and questionnaire, this position requires an online assessment. The online assessment measures critical general competencies required to perform the job.
• Selective Service Registration is required for males born after 12/31/1959
• You may be required to serve a probationary period
• Subject to background/security investigation
• Selected applicants will be required to complete an online onboarding process
• Acceptable form(s) of identification will be required to complete pre-employment requirements (https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents).
• Effective May 7, 2025, driver's licenses or state-issued identification cards that are not REAL ID compliant cannot be utilized as an acceptable form of identification for employment.

As a condition of employment for accepting this position, you may be required to serve a one year probationary period or two year trial 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 one year probationary period or two year trial period your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.

Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 08/11/2026.

Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-13 position you must have served 52 weeks at the GS-12. The grade may have been in any occupation, but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade. Time-In-Grade requirements also apply to some former Federal employees applying for reinstatement, as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. See the Required Document section below for more information regarding the SF-50s needed to verify time-in-grade.

The BASIC REQUIREMENT for the HR Specialist GS-0201 series is presumed met if found qualified at the GS-0201-7 level and above.

To qualify for this position at the GS-13 level, you must meet one of the following listed Criteria:

Criteria 1 - Graduate Degree and Specialized Experience: Successful completion of a graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-11 grade level. Such experience may be gained in administrative, professional, technical or other responsible work positions in the public (i.e., Government or military) or private sector. Specialized experience at this level includes performing HR program work in one or more HR disciplines with a developing understanding of how that work supports the broader Human Capital Program. Qualifying specialized experience includes:

• Applying foundational knowledge of Federal HR regulations to the work performed;
• Drafting written summaries, findings, or briefing material components for supervisory review;
• Identifying and documenting discrepancies, gaps, or issues for resolution by a supervisor or senior HR specialist;
• Performing HR program work - such as processing, reviewing, or supporting HR transactions, records, or program activities - under supervision, with growing awareness of the regulatory and programmatic context of that work.

-OR-

Criteria 2 - Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-12 grade level in federal service that demonstrates HR management knowledge, concepts and principles and the performance of work in one or more of the HR specialty areas with demonstrated understanding of how that work fits within, supports, and impacts the broader Human Capital Program. Such experience may be gained in administrative, professional, technical or other responsible work positions in the public (i.e., Government or military) or private sector. Qualifying specialized experience includes:

• Preparing written analyses, findings, reports, or briefing materials for supervisory or leadership review;
• Applying knowledge of Federal HR regulations and internal control principles to identify risk or process gaps and recommend corrective action;
• Analyzing HR processes, transactions, or program outcomes to identify issues, trends, or improvement opportunities, and communicating those findings to others;
• Performing HR program work with a demonstrated understanding of the regulatory, policy, or programmatic context in which that work operates, and of the downstream effects of errors, gaps, or inconsistencies in that work.

Quality Ranking Factors (QRFs):
QRFs are not mandatory for employment but may be considered by the Selecting Official when ranking candidates.

Auditing - Demonstrated ability to apply accepted auditing standards and methodologies to compliance, program, or economy and efficiency audits; independently plan and execute audits or reviews, including defining scope, gathering and testing evidence, and reaching supported conclusions; conduct both broad-based and targeted compliance reviews across multiple program areas or offices.

Audit Reporting - Demonstrated ability to independently produce audit or compliance findings and reports organized using recognized audit reporting elements (criteria, condition, cause, effect, and recommendation); analytically sound, identifying root causes and presenting actionable, evidence-supported recommendations that withstand review by senior leadership and external oversight bodies, such as the VA Office of Inspector General, the Government Accountability Office, and the Merit Systems Protection Board.

Internal Controls - Demonstrated ability to evaluate internal control activities (e.g., authorizations, verifications, reconciliations) and assess their operating effectiveness; distinguish material weaknesses or systemic root-cause deficiencies from isolated surface-level errors; apply a recognized internal control framework, such as the GAO Green Book or the Committee of Sponsoring Organizations (COSO) framework, to structure findings; and translate control gaps into corrective action recommendations that address underlying process failures.

Physical Requirements: The regular and recurring work of the position involves sitting at a desk, conferences, meetings, etc., and occasional visits to activity work sites. No special physical exertion is required.

For more information on these qualification standards, please visit the United States Office of Personnel Management's website at http://://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.

The Interagency Career Transition Assistance Plan (ICTAP) and Career Transition Assistance Plan (CTAP) provide eligible displaced Federal/VA competitive service employees with selection priority over other candidates for competitive service vacancies. To be qualified you must submit appropriate documentation (a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting current position, grade level, and duty location) and be found well-qualified for this vacancy. To be found well qualified, applicants must meet the following qualifications: Design, implement, or evaluate internal control activities (e.g., authorizations, verifications, reconciliations) within an HR or comparable administrative program; Assess the operating effectiveness of existing controls, not merely their existence or documentation; Distinguish material weaknesses or systemic/root-cause deficiencies from isolated, surface ­level errors; Apply a recognized internal control framework (e.g., GAO Green Book/ COSO) to structure findings and recommendations; Translate control gaps into corrective action recommendations that address the underlying process failure.

Information about ICTAP and CTAP eligibility is on OPM's Career Transition Resources website at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/.

Local Commuting Area: The local commuting area for this position is defined as a radius of 50 miles from Washington, DC. This includes all locations that fall within a 50-mile driving distance from 810 Vermont Ave NW, Washington, DC 20420.

How you will be evaluated

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

IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE.

Resume must include job title and employer name, number of hours worked per week, start and end dates (including month and year), list of duties and responsibilities for each position held. In addition, if the experience was a federal position, you must list series and grade for each position held. Failure to include this information may result in an ineligible rating. A full year of work is considered to be 40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment.

You will be evaluated based on how well you meet the qualifications listed in this vacancy announcement. Your qualifications will be evaluated based on your application materials (e.g., resume, supporting documents), your responses on the application questionnaire, and your responses to all assessments required for this position.

You will be assessed on the following Competencies for this position:

• Accountability
• Attention to Detail
• Customer Service
• Decision Making
• Flexibility
• Influencing/Negotiating
• Integrity/Honesty
• Interpersonal Skills
• Learning
• Reading Comprehension
• Reasoning
• Self-Management
• Stress Tolerance
• Teamwork

• Compliance
• Internal Controls
• Personnel and Human Resources
• Quality Assurance
• Risk Management
• Technology Application
• Writing

The USA Hire Assessments includes a cut score based on the minimum level of required proficiency in these critical general competencies. You must meet or exceed the cut score to be considered. You will not be considered for the position if you score below the cut score or fail to complete the assessment.

Overstating your qualifications and/or experience in your application materials or application questionnaire may result in your removal from consideration. Cheating on an assessment may also result in your removal from consideration.

The application questionnaire includes a passing score based on the minimum level of required proficiency across these critical competencies. You must meet or exceed the passing score to be considered. You will not be considered for the position if you score below the passing score.

If you are referred for consideration, you may be contacted for an interview. Your resume and/or supporting documentation will be verified. Please follow all instructions carefully. Errors or omissions may affect your rating or consideration for employment.

The Department of Veterans Affairs performs pre-employment reference checks as an assessment method used in the hiring process to verify information provided by a candidate (e.g., on resume or during interview or hiring process); gain additional knowledge regarding a candidate's abilities; and assist a hiring manager with making a final selection for a position.

Area of Consideration: Eligible applicants will be reviewed and referred in the following order:

• CTAP eligibles
• All current, permanent VA Employees in the HRSC
• All other current, permanent VA employees
• ICTAP eligibles
• All other applicants (if status)

To apply for this position, you must provide a complete Application Package which includes:

• Resume

*FOR CURRENT OR FORMER FEDERAL EMPLOYEES: Please view the 'Current and Former Federal Employees: Validating Time-in-Grade and Eligibility' section below to ensure you are submitting the proper SF-50/s Notification of Personnel Actions.

The following documents are accepted, and may be required if applicable to your eligibility and/or qualifications for this position. Please make sure you have included other documents required for your application, such as a copy of your transcript (if using education to qualify), SF-50's (current/former Federal employees), documentation to support Veterans Preference claims, or ICTAP/CTAP documentation (for displaced Federal employees). You will not be contacted for additional information.

• Cover Letter
• DD-214/ Statement of Service
• Disability Letter (Schedule A)
• Disability Letter (VA)
• Other (1)
• PCS Orders
• Performance Appraisal
• Professional Certification
• Proof of Marriage Status
• Resume
• Separation Notice (RIF)
• SF-15
• SF-50/ Notification of Personnel Action
• Transcript

Failure to submit any of the above required documents applicable to your submission may result in loss of consideration and a rating of ineligible due to an incomplete application package. It is the applicant's responsibility to verify that their application package (resume, supporting documents, and responses to the questionnaire) is complete, accurate, and submitted by the closing date. We will not contact applicants for additional documentation, nor will we accept late or missing documents after the close of the announcement.

Current and Former Federal Employees: Validating Time-in-Grade and Eligibility

Required document to demonstrate eligibility:

• Most recent SF-50, Notification of Personnel Action, which for current employees, must be effective the first pay period (01/11/2026 or later) of the current calendar year. The SF-50 should note your current position or most recently held position, tenure, type of position occupied (i.e., Excepted or Competitive), grade level and duty location. (Text version SF-50s or Request for Personnel Action SF-52s are not acceptable.) Non-GS employees (including Federal Wage System and pay band employees) who do not receive annual pay adjustments in January, must submit a SF-50 dated within one year of the closing date of this announcement.

Required document/s to demonstrate Time-in-Grade (TIG):
TIG requirements apply to applicants who are current Federal employees and have held a GS grade at any time in the past 52 weeks, some former Federal employees applying for reinstatement, and current employees applying for a Veterans Employment Opportunities Act of 1998 (VEOA) appointment.

Applicants who must meet TIG, in addition to their most recent SF-50, must submit:

• Official SF-50 that shows you hold or held the grade (or a higher grade) for the position you are applying for, or
• Official SF-50/s that show you held the next lower grade for at least one year for the position you are applying for. (Multiple SF-50s may need to be submitted to show this.)

Examples of appropriate SF-50s to include (in addition to your most recent SF-50) to meet TIG requirements include:

• Within grade increases (WGI) at the highest grade held; or
• Promotions to the highest grade held with an effective date that occurred more than one year from the closing date of the JOA; or
• SF-50s at the highest grade held with an effective date that occurred more than 1 year from the closing date of the JOA.

NOTE: Do not submit Award SF-50s (or other SF-50s that do not provide sufficient information to verify time-in-grade.)

Veterans' Preference: When applying for Federal Jobs, eligible Veterans should claim preference for 5pt (TP), 10pt (CP/CPS/XP), or for Sole Survivor Preference (SSP) in the questionnaire. You must provide a legible copy of your DD214(s) which shows dates and character of service (honorable, general, etc.). If you are currently serving on active duty and expect to be released or discharged within 120 days you must submit documentation related to your active duty service which reflects the dates of service, character of service (honorable, general, etc.), and dates of impending separation. Additionally, disabled Veterans and others eligible for 10-point preference (such as widows or mothers of eligible Veterans) must also submit an SF-15 "Application for 10 Point Veteran Preference" with required proof as stated on the form. Documentation is required to award preference. For more information on Veterans' Preference, please visit http://www.fedshirevets.gov/job/vetpref/index.aspx.

IF APPLYING AS A CTAP/ICTAP ELIGIBLE:
You must submit the following documentation demonstrating eligibility for CTAP/ICTAP:

• Resume
• Agency Reduction in Force notice;
• Most recent SF-50 noting current position, grade level, and duty location
• Most recent performance appraisal (must be fully successful or above)

Next steps