About this role
Job SummaryThis position is located in the Bureau of Human Resources, Office of Grievance (HR/G). The Grievance Staff investigates grievances and prepares recommendations, in the form of decision letters and settlement agreements, for the signature of the Deputy Assistant Secretary for Human Resources, for the resolution of grievances submitted under the Foreign Service Grievance System and the Civil Service Administrative Grievance System.
QualificationsApplicants must meet all the required qualification requirements described below by the closing date of this announcement. NOTE: Applicants must meet time-in-grade and time after competitive appointment requirements, by the closing date of this announcement. Time-In-Grade Requirements: Federal applicants must have served 52 weeks at the next lower grade to satisfy time-in-grade restrictions, per 5CFR 300, Subpart F. Applicants must have 1 year of specialized experience equivalent to the GS-12 level in the Federal service which provided the applicant with the particular knowledge, skills and abilities to perform the duties of the position. Qualifying specialized experience must demonstrate the following: Experience examining organizational functions, workloads, and operating practices to determine how effectively work is being performed. Experience conducting administrative management studies and developing written recommendations to address organizational issues and management concerns. Experience tracking staffing resources and maintaining workforce allocation data to support management decisions. There is no substitute of education for specialized experience for the GS-13 position.
Major DutiesAdjusts the scope and focus of studies based on management's directions to either select specific problematic organizational entities or operations or conduct broader surveys to verify the adequacy of current staffing levels and competencies.Drafts reports of findings and offers recommendations for improvements in the organization's structure, staffing level and distribution, occupational competencies, work methods, procedures, or other factors as appropriate.Presents Bureau management officials with proposed organizational designs and explains their potential impact on personnel.Develops a system of recording, tracking, and controlling the allocation of staffing resources within the Bureau.