This position is located in the United States Holocaust Memorial Museum (USHMM), Office of Human Resources, Washington, DC.
Qualification requirements in the vacancy announcements are based on the U.S. Office of Personnel Management (OPM) Qualification Standards Handbook, which contains federal qualification standards. This handbook is available on the Office of Personnel Management's website located at: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards. 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. SPECIALIZED EXPERIENCE: You qualify for the GS-14 grade level if you possess one year of specialized experience, equivalent to the GS-13 (or equivalent) grade level in the Federal government, performing the following duties: Advising Museum managers and supervisors on the rules, regulations, and procedures for the effective and efficient hiring, managing, developing, and administering of appropriate entitlements for federal employees; Providing guidance and leadership to human resources (HR) staff members on the interpretation, application and execution of comprehensive federal HR management rules, regulations and procedures for carrying out the Museum’s federal HR programs (i.e., staffing, position classification, performance management, employee relations, employee development, employee pay and benefits, personnel security, and federal HR systems (FPPS), Employee Express and other federal systems); Researching and interpreting the Code of Federal Regulations (CFR), the Federal Register, Office of Personnel Management (OPM) guidelines, and Museum policy to advise others and for developing proposals for policy directives, procedures and operating manuals for efficient and systematic implementation of HR activities and operations; AND Leveraging HR data to perform analytics, develop reports, assess and predict trends, perform strategic management of human resources, and provide recommendations to senior leadership. Time-in-Grade Requirements: Under competitive merit promotion procedures, any individual who is currently holding, or who has held within the previous 52 weeks, a General Schedule position under a non-temporary appointment in the competitive or excepted service, must meet "time-in-grade" requirements (have served 52 weeks at the next lower grade of the grade for which you are applying). Time-In-Grade requirements also apply to current employees applying for a Veterans Employment Opportunities Act of 1998 (VEOA) appointment. NOTE: All current or former Federal employees must provide a copy of their SF-50 (you may need to submit more than one), "Notice of Personnel Action" that indicates proof of status and time-in-grade eligibility. The SF-50 must include your position, title, series, grade, step, tenure (1 or 2), and type of service (Competitive or Excepted). ***Failure to submit required documentation will result in an ineligible rating.
The United States Holocaust Memorial Museum is a federally chartered, nonpartisan institution that was created by the US Congress to serve as America’s national memorial to the victims of the Holocaust and an educational institution dedicated to the history and lessons of the Holocaust. The Museum seeks to educate Americans from all 50 states and all walks of life as well as international audiences. The Museum has three areas of expertise: Holocaust remembrance, Holocaust scholarship and education, and genocide prevention. In carrying out its important memorial and educational mission, the Museum is guided by its institutional values for our workplace: Honor the memory of the victims; carry out our work with dignity, humility, integrity and respect for others; and strive for excellence through teamwork, rigor, and a culture of continuous learning. Consistent respect for others is the foundation for trust, collegiality and inclusion. Duties include: Performs research using the Code of Federal Regulations (CFR), the Federal Register, Office of Personnel Management (OPM) guidelines, and Museum policy to advise others and ensure compliance with Federal and Museum human resources requirements. Develops proposals for policy directives, procedures and operating manuals required for efficient and systematic implementation of a wide variety of topics related to human resources activities and operations considering the Museum’s status and operations as a public-private partnership. Responsible for working on tracking and ensuring compliance with Executive Orders, as they relate to Federal human resources management. Develops technically sound and comprehensive materials on complex subjects that may not currently exist to improve the effectiveness and quality of federal human resources administration and management advising on requirements for staffing, position classification, performance management, employee relations, employee development, employee pay and benefits, personnel security, and federal HR systems (FPPS), Employee Express and other federal systems. Serves as the facilitator with other HR technical experts, outside the Museum, on areas such as federal HR systems, automating manual federal processes and recordkeeping, personnel security, employee benefits, and unusually complex pay cases. Areas of expertise include position design and classification, recruiting, selecting, establishing pay and entitlements, and documenting a wide variety of unique appointments and HR actions (including appointments, promotions, reassignments, reinstatements, transfers, conversions, details, and other actions) to support the Museum’s operational and strategic plan goals. Serves as the federal HR data expert for the development of reports, use of HR data for analytics, identifying erroneous and missing data within the systems USHMM utilizes, and coaches and mentors’ junior federal staff on the capture, recordation, and reporting of accurate, comprehensive federal HR data. Develops and implements clean-up plans when deficiencies are found in federal HR data. Expert knowledge of a wide range of qualitative and/or quantitative methods sufficient to design and conduct comprehensive HR research for matters characterized by factors that can be broad and sometimes difficult to determine in advance. Uses expert knowledge and appropriate reference materials and resources to identify and propose solutions to HR management issues that are characterized by their breadth, importance, and severity.