Summary As a supervisor/manager, the selectee for this position will be eligible to receive a Manager Performance Incentive (MPI) provided eligibility requirements noted in agency policy are met. The MPI is an annual lump-sum incentive payment that considers agency performance, the manager\'s individual performance, and available funding. The incumbent serves as a Supervisory Human Resources Specialist in a Regional office. Responsibilities The incumbent serves as a Supervisory Human Resources Specialist in a Regional office and is responsible for the full range of labor and employee relations activity and supervisory functions, which includes planning, coordinating, directing, and evaluating the work of complex human resource management programs in the areas of labor and employee relations, including grievances and appeals, conduct and discipline, and performance management. The incumbent is a technical authority in union/management relations and advisor to management in the administration and operation of collective bargaining services. The incumbent provides the full range of advisory support associated with the negotiations and administrations of collective bargaining agreements, and on policy issues involving the interpretation of the Federal Labor Management Statute provisions. The incumbent has direct interaction with union officials, including serving as an agency negotiator in negotiating mid-term bargaining. He/She is responsible for reviewing, researching, providing analysis and drafting responses to union initiated requests. He/She may serve as Agency representative at impasse, Federal Labor Relations Authority (FLRA), and other third party proceedings. The incumbent directs the work of subordinate employees at the organizational unit level. Work usually includes routine HR/LER project/program tasks based on established policies, procedures, and guidelines. Managerial duties typically affect employees in one organizational unit, and include: setting priorities; assigning tasks; monitoring and evaluation performance; coaching and developing employee capabilities; approving leave; and taking or recommending corrective/disciplinary action, as appropriate. Defines, plans, and manages assigned budget, staff, and other resources to accomplish project/program objectives; Manages budget requests as needed for additional resources. Contributes to budget planning process and projects short-term future needs. Applies an advanced knowledge of the technical aspects of the work directed, an advanced knowledge of labor and employee relations, human resource, budget, other administrative policies and procedures; and an advanced understanding of the objectives of the major subdivision. Contacts are primarily within the organizational unit/major subdivision and with subordinates, peers, and higher-level managers to discuss the status of projects/programs and to share information. In some areas, may also have frequent contact with customers, other government entities, and other external parties to interpret policies/procedures or for other project/program purposes. Established guidelines, policies, and procedures typically govern work. Resolves routine problems independently, but consults with higher-level management when existing guidelines are not available or applicable to complex problems. May be called upon to assist in the development of new policies and procedures. Individual and organizational performance is typically reviewed periodically by higher level management, often through status reports and organizational performance measures, to ensure timeliness, policy compliance, and alignment with project/program objectives. Work activities impact directly on the objectives of the organizational unit. In some areas, the work may affect the organizational unit\'s internal and external customers. Requirements Conditions of Employment We are not accepting applications from noncitizens. Qualifications To qualify for this position you must demonstrate in your application that you possess at least one year of specialized experience equivalent to FV-I or FG/GS-13 in the Federal Service. Specialized experience is experience that has equipped you with the particular knowledge, skills, and abilities to perform successfully the duties of the position. Specialized experience may include but not limited to: Experience negotiating collective bargaining agreements, providing advice and guidance to management on employee relations (conduct, performance management, discipline, etc), interpreting laws, regulations, policies in order to support a collaborative management/labor environment. Qualifications must be met by the closing date of the vacancy announcement. Applicants should include examples of their specialized experience in their work history. Education Additional Information We may use this vacancy to fill other similar vacant positions. Position may be subject to a background investigation. A one-year probationary period may be required. The person selected for this position may be required to file a financial disclosure statement within 30 days of entry on duty. FAA policy limits certain outside employment and financial investments in aviation-related companies. www.faa.gov/jobs/workinghere/financial-disclosure-requirements The U.S. Department of Transportation strives to ensure that equity, transparency, accountability, collaboration, and communication permeate all that we do for the betterment of the Department, the traveling public, and our nation. As such, DOT values a highly diverse workforce of persons who promote a culture of belonging by respecting the personal dignity and worth of each individual and fostering a positive environment where all feel safe and welcome. If these commitments coincide with your personal ideals and professional aspirations, please consider joining the DOT family. This is a temporary position not-to exceed 2 years; it may be extended, terminated or become permanent without further competition. If this position remains temporary, upon completion of this assignment, the selected employee shall return to his/her original permanent position or an equivalent position in the same commuting area. As a part of the Federal-Wide Hiring Reform Initiative (streamlining the hiring process), the FAA is committed to eliminating the use of the Knowledge, Skills and Ability (KSA) narratives from the initial application in the hiring process for all announcements. Therefore, as an applicant for this announcement, you are NOT required to provide a narrative response in the text box listed below each KSA. In lieu of providing a KSA narrative response in the text box listed below each Leadership and Management Dimensions, in your work history, please include information that provides specific examples of how you meet the response level or answer you chose for each KSA. Your work history examples should be specific and clearly reflect the highest level of ability. Your KSA answers will be evaluated further to validate whether the level that you selected is appropriate based on the work history and experience you provided. Your answers may be adjusted by a Human Resource Specialist as appropriate. Eligible applicants meeting the minimum qualification requirements and selective factor(s), if applicable, may be further evaluated on the Leadership and Management Dimensions listed in the announcement. Based on this evaluation, applicants will be placed in one of the following categories: score order, category grouping, or alphabetical and referred to the selecting official for consideration. This is not a bargaining unit position. Links to Important Information: Locality Pay , COLA
