Reemployed annuitant: This vacancy does not meet the criteria for appointment of annuitants.
You may qualify for consideration if meeting time-in grade, specialized experience, education requirement, 90 days after competitive appointment requirement, and all other qualification requirements within 30 calendar days after the closing date of the announcement, unless otherwise indicated on the announcement. You must meet the minimum qualification requirements as stated in the Office of Personnel Management (OPM) Operating Manual, Qualification Standards for General Schedule Positions, http://www.opm.gov/qualifications/Standards/group-stds/gs-prof.asp. Specialized Experience: You must have one year of specialized experience at the GS-12 or equivalent level. Specialized experience must be documented in your resume. Specialized experience is defined as: Applies expert-level knowledge of Federal performance management regulations to administer programs, develop policies, analyze data, advise senior leadership, deliver training, and manage HR systems. 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 to paid employment. You will receive credit for all qualifying experience, including volunteer experience.
This position is located within the Labor Management HCRM), HQ (DCAA) where you will serve as the expert for the civilian performance management program, developing procedures, tools, and internal controls to ensure consistency and compliance.
Serves as the lead expert for the agency's civilian performance management program by planning, administering, and evaluating the annual cycle while developing procedures to ensure consistency and compliance.
Provides authoritative advice to leaders and HR professionals on all aspects of performance management, including complex matters, ensuring standards are clear, consistent, and defensible.
Develops analytical tools and conducts studies to assess performance management program effectiveness, identifying trends and weaknesses to formulate recommendations for leadership.
Designs agency-wide training and resources to ensure consistent program application, while managing performance systems, maintaining records, and supporting special human capital projects.