- Position Title
- Management & Program Analyst
- Agency
- Veterans Affairs, Veterans Health Administration
- Announcement Number
- IMP-10853307-20-BC Opens in new window
- Open Period
- Tuesday, June 30, 2020 to Monday, July 6, 2020
For preview purposes only. To apply, please return to the USAJOBS announcement and click the Apply button.
Eligibilities
1.
Are you a Veterans Health Administration employee?
This includes: Career/Career Conditional or Excepted Service (i.e. Canteen, Hybrid, Title 38, etc. and meets interchange agreement requirements). This does not include temporary, term or temporary intermittent.
This includes: Career/Career Conditional or Excepted Service (i.e. Canteen, Hybrid, Title 38, etc. and meets interchange agreement requirements). This does not include temporary, term or temporary intermittent.
Preferences
1.
Select the locations you want to be considered for. You must choose at least one location.
2.
Select the lowest grade you are willing to accept for this position.
Assessment 1
This position includes a skill, knowledge, ability or other worker characteristic basic to -and essential for- satisfactory performance of the job. Selective Placement Factors are a prerequisite to appointment and represent minimum requirements for a position. Applicants who do not meet it are ineligible for further consideration. Evidence of the Selective Placement Factor must be reflected in your resume.
1.
Selective Placement Factor: The Selective Placement Factor for this position is: Do you have experience utilizing Human Resource Management Systems such as Manager Self-Service, HR Smart and eOPF?
2.
Area of Consideration: Are you a current Human Resources Specialist Employee or have you ever been a Human Resources Specialist employee in the Veterans Health Administration (VHA). (appropriate HR SF-50 required)
Select the appropriate answer to each of the following questions based upon your current level of experience that demonstrate the following:
3.
Specialized Experience GS-7: Do you have one year of specialized experience equivalent to at least the next lower grade, GS-5, in the normal line of progression for the occupation in the organization? Examples of specialized experience would typically include, but are not limited to: having knowledge of management principles, organizational theory, and techniques of analysis and evaluation, along with knowledge of standardized administrative practices and procedures to conduct studies of clerical work processes in various organizations to identify, analyze, and recommend solutions to problems in organizational structure, staffing, administrative procedures, work processes, or workload distribution; Knowledge of administrative regulations and operating procedures plus skill in applying fact-finding and investigative techniques (e.g., employee/supervisor interviews, review of work procedures, instructions, records, and files) to gather clear-cut factual evidence of administrative waste and abuse, or compliance with regulations; Knowledge of established management principles, pertinent administrative regulations, and staffing guidelines plus skill in applying fact-finding and work measurement techniques to conduct position management studies of clerical, trades, technician, and administrative support positions within a single organizational component at the operating level. Assignments require skill in preparing and delivering briefings to managers on study findings and recommendations.
4.
Education GS-7: Do you have 1 full year of graduate level education or superior academic achievement.
Select “Yes” or “No” to the following question(s).
5.
Combination GS 7: Do you have a combination of specialized experience and education beyond 6 months at the graduate level.
6.
Specialized Experience GS-9: Do you have one year of specialized experience equivalent to at least the next lower grade, GS-7, in the normal line of progression for the occupation in the organization? Examples of specialized experience would typically include, but are not limited to: hving knowledge of management principles, organizational theory, and techniques of analysis and evaluation, along with knowledge of standardized administrative practices and procedures to conduct studies of clerical work processes in various organizations to identify, analyze, and recommend solutions to problems in organizational structure, staffing, administrative procedures, work processes, or workload distribution; Knowledge of administrative regulations and operating procedures plus skill in applying fact-finding and investigative techniques (e.g., employee/supervisor interviews, review of work procedures, instructions, records, and files) to gather clear-cut factual evidence of administrative waste and abuse, or compliance with regulations; Knowledge of established management principles, pertinent administrative regulations, and staffing guidelines plus skill in applying fact-finding and work measurement techniques to conduct position management studies of clerical, trades, technician, and administrative support positions within a single organizational component at the operating level. Assignments require skill in preparing and delivering briefings to managers on study findings and recommendations.
7.
Education GS-9: Do you have a master's or equivalent graduate degree or 2 full years of progressively higher level graduate education leading to such a degree or LL.B. or J.D., if related?
8.
Combination GS 9: Do you have a combination of specialized experience and education beyond 1 year at the graduate level?
9.
Specialized Experience GS-11: Do you have one year of specialized experience equivalent to at least the next lower grade, GS-5, in the normal line of progression for the occupation in the organization? Examples of specialized experience would typically include, but are not limited to: knowledge and skill in applying analytical and evaluative methods and techniques to issues or studies concerning the efficiency and effectiveness of program operations carried out by administrative or professional personnel, or substantive administrative support functions
(i.e., internal activities or functions such as supply, budget, procurement, or personnel which serve to facilitate line or program operations). knowledge of pertinent laws, regulations,
policies and precedents which affect the use of program and related support resources (people, money, or equipment) in the area studied. Projects and studies typically require knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; The assignments require knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity. Knowledge is applied in developing new or modified work methods, organizational structures, records and files, management processes, staffing patterns, procedures for administering program services, guidelines and procedures, and automating work processes for the conduct of administrative support functions or program operations.
(i.e., internal activities or functions such as supply, budget, procurement, or personnel which serve to facilitate line or program operations). knowledge of pertinent laws, regulations,
policies and precedents which affect the use of program and related support resources (people, money, or equipment) in the area studied. Projects and studies typically require knowledge of the major issues, program goals and objectives, work processes, and administrative operations of the organization; The assignments require knowledge and skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity. Knowledge is applied in developing new or modified work methods, organizational structures, records and files, management processes, staffing patterns, procedures for administering program services, guidelines and procedures, and automating work processes for the conduct of administrative support functions or program operations.
10.
Education GS-11: Do you have a Ph.D. or equivalent doctoral degree or 3 full years of progressively higher level graduate education leading to such a degree or LL.M., if related?
11.
Combination GS 11: Do you have a combination of specialized experience and education beyond 1 year at the graduate level?
12.
Specialized Experience GS-12: Do you have one year of specialized experience equivalent to at least the next lower grade, GS-5, in the normal line of progression for the occupation in the organization? Examples of specialized experience would typically include, but are not limited to: Determining the workload-based staffing levels required to achieve an organization's mission, functions and tasks. Identifies potential redundancies or gaps in functional requirements and ensures standardization across like functions. Makes applicable recommendations to executive leadership to improve operational efficiencies and planning effectiveness within the VA, VHA, and network program offices and functions; Participates and collaborates in the development of detailed manpower requirements (e.g., industry benchmarks, staffing standards, succession plans, time studies, modeling's, simulations, etc.); Utilizing HR programs and HRIS in order to provide expert technical guidance and service throughout the network. Utilization of the HRIS system will be required for reports and the analysis portion of this position. Must have the ability to navigate the system and analyze the data regarding manpower and staffing requirements. Ensures validated manpower and position requirements are appropriately documented; Providing technically accurate analysis and evaluation in order to develop justifiable, sound recommendations for resource allocation to executive leadership; Representing the network by participating in top-level planning discussions with various levels of leaders, technical, professional, management and administrative personnel regarding program resources and management approaches; Must have the stature, foresight, maturity, and ability to negotiate and reach amicable solutions to complex and controversial problems and Ability to interpret guidance and information from Department's Governance Structures, or SECVA.
Time in Grade is the 52 week requirement that Federal Employees in competitive service General Service (GS) positions at the GS-5 and above.
13.
Time in Grade GS 7: Do you possess 52 weeks at the GS-5 level or above?
14.
Time in grade does not apply to me as I am a current federal employee under a pay system other than General Schedule (GS), i.e. Wage Grade.
15.
Time in Grade GS 9: Do you possess 52 weeks at the GS-7 level or above?
16.
Time in grade does not apply to me as I am a current federal employee under a pay system other than General Schedule (GS), i.e. Wage Grade.
17.
Time in Grade GS 11: Do you possess 52 weeks at the GS-9 level or above?
Select “Yes” or “No” to the following question(s).
18.
Time in grade does not apply to me as I am a current federal employee under a pay system other than General Schedule (GS), i.e. Wage Grade.
19.
Time in Grade GS 12: Do you possess 52 weeks at the GS-11 level or above?
Select “Yes” or “No” to the following question(s).
20.
Time in grade does not apply to me as I am a current federal employee under a pay system other than General Schedule (GS), i.e. Wage Grade.
For the following item(s), choose the ONE statement from the list below that best describes your knowledge, skill and ability.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
21.
Provides technically accurate analysis and evaluation in order to develop justifiable sound recommendations for resource allocation to executive leadership.
22.
Communicates effectively (e.g., oral and written) with all levels of leaders, technical, professional, management, and administrative personnel. The incumbent must have the stature, foresight, maturity, and ability to negotiate and reach amicable solutions to complex and controversial problems.
23.
Participates and collaborates in the development of detailed manpower requirements (e.g., industry benchmarks, staffing standards, succession plans, time studies, modeling's, simulations, etc.).
24.
Represents the network by participating in top-level planning discussions with various levels of leaders, technical, professional, management and administrative personnel regarding program resources and management approaches.
25.
Ability to interpret guidance and information from Department's Governance Structures, or SECVA.
26.
Utilizes HR programs and HRIS in order to provide expert technical guidance and service throughout the network. Utilization of the HRIS system will be required for reports and the analysis portion of this position.
27.
Have the ability to navigate the system and analyze the data regarding manpower and staffing requirements.
28.
Ensures validated manpower and position requirements are appropriately documented.
29.
Determines the workload-based staffing levels required to achieve an organization's mission, functions, and tasks.
30.
Identifies potential redundancies or gaps in functional requirements and ensures standardization across like functions.
31.
Makes applicable recommendations to executive leadership to improve operational efficiencies and planning effectiveness within the VA, VHA, and network program offices and functions.
This section is used to certify the accuracy of your application package. Please respond yes or no to the following statement.
32.
I certify that my responses to this questionnaire and the resume and documents provided in my application are true and accurate to the best of my knowledge.