Human Resources Specialist (Performance Management)

Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level). Applicants must meet all eligibility and qualification requirements no later than the closing date of this announcement.

TIME-IN-GRADE: Current career or career-conditional employees of the Federal government, or former career or career-conditional employees, who have a break in service of less than one year, are required to meet the time-in-grade restriction of one year of Federal experience at the next lower grade, with few exceptions outlined in 5 CFR 300.603(b).

You may qualify at the GS-14 level, if you fulfill the following qualification requirement: One year of specialized experience equivalent to the GS-13 grade level in the Federal service that demonstrates your experience in all of the following: 1) Providing advice to supervisors and employees regarding both GS and SES (executive) performance appraisal standards, which may include advising on the Office of Personnel Management's newest performance management standards; 2) Assisting with the operation and administration of a Federal Government performance management information system, such as USAPerformance; 3) Serving as senior manager or lead of an Agency's performance management program, to include providing expert advice within relevant Federal rules and regulations, such as 5 CFR 430/432; and 4) Leading trainings/briefings for agency employees on performance management.

Note: Education is not substitutional at this grade level. 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. This announcement may be used to fill similar positions, if additional vacancies occur.

Advises and assists supervisors and managers in the development of performance objectives and recognizing performance. Develops, reviews and revises DFC performance management policies governing GS, AD and SL positions. Keeps OHRM and DFC leadership informed of critical issues affecting the implementation of the performance management process; provides recommendations to senior management on key decision points; and seeks senior management guidance on complex or high-impact matters.

Plans and administers the annual performance management cycle, including communications to supervisors regarding performance plan establishment, midpoint reviews, and year-end closeout. Collaborates with executive leadership, Human Resources, supervisors, budget staff, and other stakeholders to monitor the timely completion of performance plans, midyear reviews, and annual evaluations.

Administers discretionary awards programs by communicating procedures and budget guidance to offices; receiving and evaluating award nominations for compliance with policies; providing approval or denial recommendations to Human Resources leadership; and processing approved awards to ensure timely payment. Please Note: This is not a Bargaining unit position.