Resource Management Specialist

Applicants must meet all qualifications and eligibility requirements by the closing date of the announcement including time-in-grade restrictions, specialized experience and/or education, as defined below. TIME-IN-GRADE: Current federal employees applying for a promotion opportunity must meet time-in-grade (TIG) requirement of 52 weeks of service at the next lower grade level in the normal line of progression for the position being filled.

FOR THE GS-12 LEVEL: Applicants must have one year of specialized experience (equivalent to the GS-11 level) that may have been obtained in the private or public (local, county, state, Federal) sectors which demonstrates: Develop the strategic recruiting plan to attract highly qualified candidates. Provide guidance, training, and/or recommendations to supervisors on all performance standards and element development.

Advise management officials on recruitment options, to include; case exam, merit promotion, direct hire, non-competitive and/or veteran's hiring authorities. Note: There is no education substitution for 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 and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

The duties may include, but are not limited to:,Manages and monitors progress reviews ensuring all employees have received end of year performance reviews capturing when the review was performed.,Provide guidance and tracking tools for Within Grade Increases (WGI), Career Ladder Promotions, and the like for monitoring and implementation in a timely manner.,Manage tracking of awards for reporting and budget.,Develops the strategic recruiting plan, working closely with Leadership to determine manning requirements, identify recruitment and retention barriers, and develop recruitment and retention strategies,Assist with responding to taskers and managing a strategic hiring plan process.,Provide advisory services to management and administrative staff on internal human resource policies and procedures for the organization.,Trains managers and staff on availability and use of a full range of recruitment flexibilities such as veteran’s authorities, direct hire, and agency specific authorities.,Research qualifications and skills needed and ensures the job analysis is properly formulated with subject matter experts to garner highly qualified applicants.,Collaboratively evaluating trends in missions, technology, manpower, fiscal resources, and other factors influencing future needs.