Management Analyst

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 11/02/2026. Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-13 position you must have served 52 weeks at the GS-12. The grade may have been in any occupation, but must have been held in the Federal service.

An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade.

Note: Time-In-Grade requirements also apply to some former Federal employees applying for reinstatement, as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. See the Required Document section below for more information regarding the SF-50s needed to verify time-in-grade.

Grade Requirement: IAW 5 CFR 330.607, CTAP eligible applicants must hold at least a GS-13 or equivalent grade (determined by your representative rate) in their permanent position of record by the closing date of this announcement. This must be supported by the SF-50 submitted. See the Required Document section below for more information regarding the SF-50s needed to verify.

You may qualify based on your experience as described below: Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade GS-12 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to: Provided comprehensive administrative and HR management support to the organization by delivering timely, accurate guidance across core human capital functions.

Advised managers, supervisors, and employees on pay administration, leave, duty hours, and related HR matters to ensure consistent application of policy. Prepared, submitted, and monitored personnel actions spanning recruitment, promotions, reassignments, separations, and other lifecycle events to support workforce operations. Performed analytical and evaluative work to assess program operations and organizational efficiency using established methodologies.

Evidence of this specialized experience must be supported by detailed documentation of like duties performed in positions held on your resume. You will also need to provide work experience information such as hours per week, full-time/part-time status, and starting/ending dates of employment (month and year format) to establish you have one (1) full year of specialized experience at the required 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; religions; 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.

Note: Resume must include job title and employer name, number of hours worked per week, start and end dates (including month and year), list of duties and responsibilities for each position held. In addition, if the experience was a federal position, you must list the grade for each position held. Failure to include this information may result in an ineligible rating. A full year of work is considered to be 40 hours of work per week.

Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment.

01Physical Requirements

The work is primarily sedentary, although some slight physical effort may be required. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at http://://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/. The Career Transition Assistance Plan (CTAP) provide eligible displaced VA competitive service employees with selection priority over other candidates for competitive service vacancies.

To be qualified you must submit appropriate documentation (a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting current position, grade level, and duty location) and be found well-qualified for this vacancy. To be found well qualified, applicants must meet the following qualifications: Delivered comprehensive administrative and HR management support by integrating multiple human capital functions to ensure cohesive and compliant organizational operations.

Provided authoritative guidance to managers and employees on pay, leave, duty hours, and related policies, resolving complex HR issues through interpretation of regulatory frameworks. Partnered with HR specialists to design job analyses, rating guides, and recruitment tools that strengthened merit-based hiring across diverse occupational groups. Oversaw preparation, validation, and tracking of personnel actions to maintain accurate workforce records and support full-cycle staffing activities.

Coordinated with HR Servicing Offices to streamline onboarding processes, ensuring timely communication flows and alignment of onboarding requirements. Conducted analytical and evaluative work to assess organizational efficiency and generate actionable findings using established methodologies. Information about ICTAP and CTAP eligibility is on OPM's Career Transition Resources website at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/.

Local Commuting Area: The local commuting area for this position is defined as a radius of 50 miles from Washington, DC. This includes all locations that fall within a 50-mile driving distance from 810 Vermont Ave., NW, Washington, DC 20420.

THIS IS NOT A VIRTUAL POSITION, YOU MUST LIVE WITHIN OR BE WILLING TO RELOCATE WITHIN A COMMUTABLE DISTANCE OF THE DUTY LOCATION Duties include, but are not limited to: Provides overall administrative and human resources management support for the organization. Offers guidance and assistance to supervisors and management at all levels on foundational personnel management practices, with emphasis on employee-management relations.

Interprets administrative policies; participates in the development and implementation of internal policies; defines administrative requirements; and advises senior leadership on HR-related matters. Develop and recommend administrative requirements for a large, complex organization with dispersed field locations. Provides advice and recommendations on administrative issues and proposes improvements to enhance organizational efficiency and the effectiveness of HR services.

Advises managers, supervisors, and employees on the full range of human resources matters, including pay administration, leave, hours of duty, leave donation programs, and related areas. Assists in developing operating procedures and practices that support the full scope of HR activities. Performs PIV sponsorship duties through the USACCESS system for all federal employees, including issuance of new badges and support for expired or lost badges.

Provides advice and guidance to OALC managers, staff, and new employees on travel processes, options, and requirements. The incumbent participates in ad hoc committees established to identify and implement improvements in OALC's HR program delivery. Coordinates with program coordinators for several career intern programs. Serve as a Management Analyst with the Office of Operation and other organizations on administrative and human capital matters that may affect the OALC workforce and mission execution.

Collaborates with servicing HR specialists to develop job analyses, rating guides, selective placement factors, and other recruitment tools for a wide variety of positions. Identifies and targets recruitment sources, including professional associations, publications, and other outreach channels; disseminates vacancy announcements; and serves as the primary point of contact for recruitment activities. Supports staffing and hiring plans for mission accomplishments. Recommend revisions to staffing structures.

The primary purpose of this position is to perform administrative, analytical, and evaluative work related to program operations, management, and organizational efficiency. The incumbent analyzes, evaluates, and enhances the effectiveness of internal administrative operations and supports planning and evaluation of OALC programs. Serves as a staff analyst and advisor to management on the effectiveness and efficiency of OALC and its business units in executing assigned missions and functions.

Works with leadership to conduct short and long term workforce studies to meet staffing requirements and ensure mission accomplishment. The incumbent provides administrative and program coordination support that enables OALC leadership to oversee HR-related operations effectively.

The employee gathers and organizes information for management reports, prepares draft analyses, assists with workload and action tracking, and supports planning activities related to reorganizations, workforce studies, and staffing projections using established methodologies. The employee reviews existing processes and recommends minor procedural improvements to enhance timeliness, accuracy, and compliance of HR program execution within established boundaries.

The incumbent coordinates meetings, drafts correspondence, prepares briefing materials, and tracks action items to ensure leadership has accurate and timely information for decision-making. Work Schedule: Monday - Friday, 8:00am - 4:30pm EST. Compressed/Flexible: Available with supervisory approval. Return to Office (RTO): RTO mandates are in effect and selectees will be required to report to in person work unless they have an approved exemption.

Telework: Available - Ad Hoc telework (situational telework) as determined by the agency policy. Virtual: This is not a virtual position. Position Description/PD#: PD00140A Relocation/Recruitment Incentives: Not Authorized Financial Disclosure Report: Not required Permanent Change of Station (PCS): Not Authorized