Human Resources Specialist (Recruitment & Placement)

Summary
Explore a new career with the BLM - where our people are our greatest natural resource.
This position is located with the BLM Fire & Aviation Directorate, Division of Support Services, Branch of Human Resources, located at the National Interagency Fire Center (NIFC), in Boise, Idaho. Information about the area can be found at https://www.boisechamber.org/
We expect to fill one position at this time; however, additional positions may be filled from this announcement if they become available.
This job is open to

• Career transition (CTAP, ICTAP, RPL)
  Federal employees who meet the definition of a "surplus" or "displaced" employee.
• Family of overseas employees
  Family members of a federal employee or uniformed service member who is or was, working overseas.
• Federal employees - Competitive service
  Current or former competitive service federal employees.
• Individuals with disabilities
• Land & base management
  Certain current or former term or temporary federal employees of a land or base management agency.
• Military spouses
• Peace Corps & AmeriCorps Vista
• Special authorities
  Individuals eligible under a special authority not listed above, but defined in the federal hiring regulations.
• Veterans

Clarification from the agency
All current career/career-conditional or former federal employees with reinstatement eligibility; Veterans' Employment Opportunity Act (VEOA) and 30 Percent or More Disabled Veterans (30% DV); Land Management Workforce Flexibility Act (LMWFA) and former Public Land Corps (PLC) eligibles. CTAP and ICTAP eligibles within the local commuting area and Special Hiring Authorities (i.e. Peace Corps Eligibles, Schedule A, etc.).
Duties

• Serves as a technical advisor to serviced organizations providing comprehensive classification and position management products. Serves as a Senior HR Specialist to other lower graded HR Specialist and HR Assistant(s).
• Provides classification advisory services on all manner of positions in the supported organization(s). Provides advisory and support services in all program areas, such as classification, recruitment and placement and personnel processing.
• Trains supervisors and management officials on position management and writing position descriptions.
• Trains managers, supervisors, and employees on a wide range of recruitment and placement topics and develop strategies and solutions to HR management issues.
• Develops recruitment strategies to address specific resource or program needs. Informs and educates supervisors, managers, and employees of legal, regulatory, and Bureau staffing and placement requirements.
• Conducts or assists managers in conducting job analysis on a wide variety of complex positions by analyzing the knowledge, skills and abilities (KSAs) required to perform stated work requirements.
• Answers complaints/inquiries from applicants regarding qualifications ratings, referral status, and selections.
• Advises management and junior HR staff on capabilities and use of automated systems, recommending innovative methods and strategies to address staffing problems related to job turnover, workforce planning, etc.
• Interprets and applies the full range of HR methods, principles, and practices relating to recruitment and placement. Guides managers in developing job analysis and selecting appropriate criteria for evaluating job candidates in complex positions.
• Counsels and advises on difficult and complex issues relevant to assigned functions, e.g. job analysis, task statements, employment opportunities, recruitment, selection, etc.
• Advises selecting officials of procedures and requirements governing Certificates of Eligibles, category rating, and rules covering applicants with veterans preference.
• Conducts job analysis, creates crediting plans, prepares promotion and placement announcements, and issues referral certificates.
• Makes applicant/candidate qualification determinations in accordance with OPM qualification standards and established rating schedules and adjudicates Veterans' Preference and ensures applicants meet appointment eligibility requirements.
• Responds to requests for reconsideration by employees, employee groups or management. Provides technical guidance, counsel, and reviews of personnel actions processed. Serves as a source of expertise for new or lower graded employees.
• Examines pay and leave situations, defining problem areas, determining alternatives, advising supervisors of requirements, and following through to ensure that employees are paid in accordance with laws and regulations.
• Performs other duties as assigned.

Requirements
Conditions of Employment

• U.S. Citizenship is required.
• Be sure to read the How to Apply and Required Documents Sections.
• You cannot hold an active real estate license: nor can you have an interest or hold stocks in firms with interest in Federal Lands.
• Direct Deposit Required.
• Appointment will be subject to a favorably adjudicated background/suitability investigation/determination.
• Your resume must contain enough information to show that you meet the qualification requirements as defined in the announcement. In addition, your responses to the questions must adequately reflect in your resume.
• May require completion of a one year probationary period.

Qualifications
Specialized Experience:
In order to be rated as qualified for this position, we must be able to determine that you meet the minimum qualification requirements - please be sure to include this information in your resume. No assumptions will be made about your experience.
For GS-11: You must possess one-full year (12 months) of specialized experience at the GS-09 level, or equivalent, in difficulty and complexity as indicated by the following examples:

• Researching, interpreting, adapting, and applying human resource laws, personnel regulations, Executive Orders, policies, practices and procedures, and/or precedents pertaining to staffing, recruitment and placement
• Advising management officials on various recruitment methods and strategies;
• Reviewing and consulting, in conjunction with the hiring manager, on job analysis and crediting plans;
• Adjudicating applicant qualifications in various types of professional, nonprofessional, and wage grade series for rating/ranking;
• Utilizing automated staffing and recruitment delivery systems;

OR- Education: Ph. D or equivalent doctoral degree, or 3 full years of progressively higher-level graduate education leading to such a degree directly related to the knowledge, skills, and abilities necessary to do the work of the position-
OR- Combination of Education and Experience: You may meet qualifications requirement for this position with an equivalent combination of specialized experience and appropriate graduate education.
For GS-12: You must possess one (1) full year of specialized experience at or equivalent to the GS-11 level that is equivalent in difficulty and complexity as indicated by the following examples:

• Researching, interpreting, adapting, and applying human resource laws, personnel regulations, Executive Orders, policies, practices and procedures, and precedents pertaining to staffing, recruitment and placement;
• Advising management officials on various recruitment methods and strategies;
• Reviewing and consulting, in conjunction with the hiring manager, on job analysis and crediting plans;
• Adjudicating applicant qualifications in various types of professional, nonprofessional, and wage grade series for rating/ranking;
• Utilizing automated staffing and recruitment delivery systems;
• Analyzing and resolving uncommon recruitment and placement issues, personnel processing actions, and pay setting issues, providing timely monitoring and reporting on the status and progress of work.

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.
You must meet all qualification requirements within 30 days of the closing date of the announcement.
Federal employees in the competitive service are also subject to the Time-In-Grade requirement in accordance with 5 CFR 300.604. If you are a current Federal employee in the General Schedule (GS) pay plan and applying for a promotion opportunity, you must have completed a minimum of 52 weeks at the next lower grade level.
If selected at the lower grade, subsequent promotion to the next grade level will be processed without further competition dependent upon administrative approval and the continuing need for an actual assignment and performance of higher-level duties.
Salary Information:
GS-11: $69,107 to $89,835
GS-12: $82,830 to $107,680
Incentives:
Certain incentives (such as Recruitment, Relocation or Student Loan Repayment) may be authorized to eligible selectees. If eligible and qualified, you may be offered a recruitment or relocation incentive. The decision to offer an incentive will be made on a case-by-case basis and is neither promised nor guaranteed. For information visit: Recruitment Incentive or Relocation Incentive or Student Loan Repayment.
Education
Proof of Education:
All applicants who are using education or a combination of education and experience to qualify must submit copies of official or unofficial transcripts which include grades, credit hours earned, major(s), grade point average or class ranking, institution name, and student name. If any required coursework is not easily recognizable on transcripts, or if you believe a portion of a particular course can be credited toward meeting an educational requirement, you must also provide a memorandum on letterhead from the institution's registrar, dean, or other appropriate official stating the percentage of the course that should be considered to meet the requirement and the equivalent number of units. Unofficial transcripts are acceptable; however, if you are selected for the position, you will be required to produce the original official transcripts.
Pass/Fail Courses:
If more than 10 percent of your undergraduate course work (credit hours) were taken on a pass/fail basis, your claim of superior academic achievement must be based upon class standing or membership in an honor society.
Graduate Education:
One academic year of graduate education is considered to be the number of credits hours your graduate school has determined to represent one academic year of full-time study. Such study may have been performed on a full-time or part-time basis. If you cannot obtain your graduate school's definition of one year of graduate study, 18 semester hours (or 27 quarter hours) should be considered as satisfying the requirement for one year of full-time graduate study.
Foreign Education:
If you are using education completed in foreign colleges or universities to meet the qualification requirements, you must show the education credentials have been evaluated by a private organization that specializes in interpretation of foreign education. For further information, visit: http://www.ed.gov/about/offices/list/ous/international/usnei/us/edlite-visitus-forrecog.html
Additional information
Verify Employment Eligibility (E-Verify):
DOI uses E-Verify to confirm employment eligibility of all newly hired employees. To learn more about E-Verify, including your rights and responsibilities, please visit www.dhs.gov/e-verify.
Career Transition Assistance Plan (CTAP)/lnteragency Career Transition Assistance Program(ICTAP):
CTAP provides eligible surplus and displaced Federal competitive service employees with selection priority over other candidates for competitive service vacancies. Information about CTAP/ICTAP eligibility is available from OPM's Career Transition Resources website at CTAP or ICTAP. If your agency has notified you in writing that you are a surplus or displaced employee eligible for CTAP consideration or that you are a displaced employee eligible for ICTAP consideration, you may receive selection priority if: 1) This vacancy is within your CTAP/ICTAP eligibility; 2) You apply under the instructions in this announcement; and 3) You are found well qualified for this vacancy. You must provide proof of eligibility with your application to receive selection priority. Such proof may include a copy of your written notification of CTAP/ICTAP eligibility, or a copy of your separation personnel action form.
CTAP and ICTAP eligibles will be considered well qualified if they receive a minimum score of 90 based on the rating criteria used for this position.
Permanent Change in Station (PCS):Travel and relocation expenses will be paid consistent with the Federal Travel Regulation, Chapter 302, and Departmental policy. Selectee will be responsible for tax obligations related to payments for moving expenses - 2017 Tax Cuts and Job Act, Public Law 115-97. See "Other" section for additional information on 2017 Tax Cuts as related to Permanent Change in Station (PCS).

• Tax Law Impact for PCS: On 22-Dec-2017, Public Law 115-97 - the "Tax Cuts and Jobs Act of 2017 suspended qualified moving expense deductions along with the exclusion for employer reimbursements and payments of moving expenses effective 01-Jan-2018 for tax years 2018 through 2025. The law made taxable certain reimbursements and other payments, including driving mileage, airfare and lodging expenses, en-route travel to the new duty station, and temporary storage of those items. The Federal Travel Regulation Bulletin (FTR) 18-05 issued by General Services Administration (GSA) has authorized agencies to use the ...