About this role
Job SummaryThis position is part of the Defense Security Cooperation Agency. The incumbent will be responsible for providing strategies and corrective measures for the daily administration of performance management systems, including DPMAP. Apply performance management principles to address performance and employee recognition issues, advise supervisors, managers, and employees on appraisal and awards programs, and conduct training on performance management tools and processes.
QualificationsYou may qualify at the GS-12, if you fulfill the following qualifications: A. One year of specialized experience equivalent to the GS-11 grade level in the Federal service: providing strategies and corrective measures on the day-to-day administration of performance management systems like the Defense Performance Management and Appraisal Program (DPMAP); using knowledge of Performance Management principles and practices to address performance and employee recognition issues; advising supervisors/managers and employees on how to effectively use the employee appraisal system and the awards programs; conducting training sessions to educate agency supervisors/managers and employees on the performance management tool.; OR You may qualify at the GS-13, if you fulfill the following qualifications: A. One year of specialized experience equivalent to the GS-12 grade level in the Federal service: providing comprehensive advice and guidance on the administration of performance management systems like the Defense Performance Management and Appraisal Program (DPMAP); developing and conducting training sessions to educate agency on the performance management tool and processes; assisting supervisors/managers with writing SMART critical elements and standards; providing advice and technical services correcting/addressing performance deficiencies and regulatory requirements, agency policies and practices to resolve grievances and appeals. 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.
Major DutiesAs a HUMAN RESOURCES SPECIALIST (PERFORMANCE MANAGEMENT) at the GS-0201-12/13 some of your typical work assignments may include: Serve as the senior advisor in program and policy management/oversight for Performance Management (PM), Incentive Awards, and the Work Life Programs, which include workplace flexibilities such as Alternative, Telework, the Employee Assistance Program, and Health and Wellness Work Schedules. Provide expertise regarding PM policy as well as the development, implementation, and evaluation of the program. Provide initial assistance on individual disciplinary cases, analyze cases, assist in preparing notices of proposed adverse actions, advise on penalty guides, and assist managers in conducting pertinent inquiries. Advise, assist, coach, and counsel management and organization on the day-to-day administration of the PM and Awards program. Advise management regarding mandatory requirements such as employee performance plan issuances, quarterly and midpoint reviews, final performance reviews, appraisals, feedback, and performance-based awards. Manage the implementation of the PM system, to include conducting training sessions and developing processes to educate agency supervisors/managers and employees about existing performance processes and systems. Develop and recommend changes to communications and reminders of the PM program. Provide authoritative assistance regarding performance appraisal procedures and processes, training, and reporting on performance evaluation results. Assist with the establishment of critical elements and standards and alignment of employee plans with organizational goals and overall adequacy of employee performance plans. Research fact, legal precedents, and defines legal and factual parameters/issues on performance and award related matters. Provide initial assistance on individual disciplinary cases, analyze cases, assist in preparing notices of proposed adverse actions, advising on penalty guides, and assist managers in conducting pertinent inquiries.