- Position Title
- Fish and Willdife Administrator
- Agency
- Interior, US Fish and Wildlife Service
- Announcement Number
- R1-21-11095777-SG (MP) Opens in new window
- Open Period
- Monday, May 3, 2021 to Friday, May 14, 2021
For preview purposes only. To apply, please return to the USAJOBS announcement and click the Apply button.
Eligibilities
1.
Are you a current or former federal employee displaced from the agency hiring for this position?
If yes, confirm:
• you are located in the same local commuting area of the vacancy; AND,
• you are applying to a position that is at or below the grade level of the position from which you were or will be separated; AND,
• you are applying to a position that does not have greater promotion potential than the position from which you were or will be separated; AND,
• your last performance rating of record is at least fully successful or the equivalent.
For more information, review the USAJOBS Help Center.
To verify your eligibility, you must submit supporting documentation such as a Reduction in Force (RIF) separation notice or a Proposed Removal/Separation notice to include your latest performance rating (if the notice does not have this information included, you must submit a copy of your most recent performance appraisal) and a copy of your latest Notification of Personnel Action, Standard Form 50.
If yes, confirm:
• you are located in the same local commuting area of the vacancy; AND,
• you are applying to a position that is at or below the grade level of the position from which you were or will be separated; AND,
• you are applying to a position that does not have greater promotion potential than the position from which you were or will be separated; AND,
• your last performance rating of record is at least fully successful or the equivalent.
For more information, review the USAJOBS Help Center.
To verify your eligibility, you must submit supporting documentation such as a Reduction in Force (RIF) separation notice or a Proposed Removal/Separation notice to include your latest performance rating (if the notice does not have this information included, you must submit a copy of your most recent performance appraisal) and a copy of your latest Notification of Personnel Action, Standard Form 50.
2.
Are you a current permanent Department of the Interior or it's bureaus on a competitive career or career conditional appointment?
To verify your eligibility, you must submit a copy of your latest Notification of Personnel Action, Standard Form 50 (SF-50) or equivalent personnel action form reflecting your permanent, competitive status. Your latest SF-50 (or equivalent personnel action form) must reflect:
• Career or Career-conditional (Tenure field is 1 or 2); AND,
• your status in the competitive service (Position Occupied field is 1).
To verify your eligibility, you must submit a copy of your latest Notification of Personnel Action, Standard Form 50 (SF-50) or equivalent personnel action form reflecting your permanent, competitive status. Your latest SF-50 (or equivalent personnel action form) must reflect:
• Career or Career-conditional (Tenure field is 1 or 2); AND,
• your status in the competitive service (Position Occupied field is 1).
3.
Are you a current or former federal employee displaced from a position in a Federal agency other than the agency hiring for this position? If yes, confirm:
• you are located in the same local commuting area of the vacancy; AND,
• you are applying to a position that is at or below the grade level of the position from which you were or will be separated; AND,
• you are applying to a position that does not have greater promotion potential than the position from which you were or will be separated; AND,
• your last performance rating of record is at least fully successful or the equivalent. For more information, review the USAJOBS Help Center.
To verify your eligibility, you must submit supporting documentation such as a Reduction in Force (RIF) separation notice to include your latest performance rating (if the notice does not have this information included, you must submit a copy of your most recent performance appraisal) and a copy of your latest Notification of Personnel Action, Standard Form 50.
• you are located in the same local commuting area of the vacancy; AND,
• you are applying to a position that is at or below the grade level of the position from which you were or will be separated; AND,
• you are applying to a position that does not have greater promotion potential than the position from which you were or will be separated; AND,
• your last performance rating of record is at least fully successful or the equivalent. For more information, review the USAJOBS Help Center.
To verify your eligibility, you must submit supporting documentation such as a Reduction in Force (RIF) separation notice to include your latest performance rating (if the notice does not have this information included, you must submit a copy of your most recent performance appraisal) and a copy of your latest Notification of Personnel Action, Standard Form 50.
4.
Are you a current or former employee of a Land Management Agency and are serving or served under a time-limited competitive service appointment? You may be eligible to compete under the Land Management Workforce Flexibility Act, P.L. 114-47.
Current land management agency appointees must have initially been hired under competitive procedures for a time-limited appointment; must have served under one or more time-limited appointments by a land management agency for a period totaling more than 24 months without a break in service of two or more years; and must have performed at an acceptable level during each period of service.
Former land management agency employees must have initially been hired under competitive procedures for a time-limited appointment; must have served under one or more time-limited appointments by a land management agency for a period totaling more than 24 months without a break in service of two or more years; and must have performed at an acceptable level during each period of service; must have been separated (with respect to their most recent separation) for reasons other than misconduct or performance, and must apply for a position covered by these provisions within two years of their most recent date of separation.
You must provide documentation showing all required periods of service (generally SF-50s) and acceptable performance (generally performance appraisal ratings or references from supervisors if employed for periods of time too short to require an appraisal.)
Current land management agency appointees must have initially been hired under competitive procedures for a time-limited appointment; must have served under one or more time-limited appointments by a land management agency for a period totaling more than 24 months without a break in service of two or more years; and must have performed at an acceptable level during each period of service.
Former land management agency employees must have initially been hired under competitive procedures for a time-limited appointment; must have served under one or more time-limited appointments by a land management agency for a period totaling more than 24 months without a break in service of two or more years; and must have performed at an acceptable level during each period of service; must have been separated (with respect to their most recent separation) for reasons other than misconduct or performance, and must apply for a position covered by these provisions within two years of their most recent date of separation.
You must provide documentation showing all required periods of service (generally SF-50s) and acceptable performance (generally performance appraisal ratings or references from supervisors if employed for periods of time too short to require an appraisal.)
Assessment 1
Basic Education Requirement
For each question, choose the response that best describes your experience and training. Mark only one response for each question. Please note that your answers will be verified against the information you provided in your resume or application and information provided by your references.
1.
Basic Education Requirement
Minimum Qualification - GS-14
2.
Minimum Qualification GS-14
Mastery of the professional concepts, principles, and practices of fish and wildlife biology in order to direct and control scientific/program activities.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
3.
Administer a complex natural resource program with responsibility for planning, coordinating, and evaluating program activities.
4.
Advise, guide, and direct on-the-ground implementation of conservation programs (i.e. fisheries and wildlife, endangered species, conservation genetics, habitat restoration, environmental contaminants, and wetlands).
5.
Apply new scientific findings or advances in fish and wildlife biology to solve problems that are unique, novel, or highly controversial using the principles of adaptive management.
6.
Execute natural resource management plans for a national wildlife refuge, refuge complex, [e.g., comprehensive conservation plan(s), habitat management plan(s), visitor services plan(s)], and/or another federal land management or marine conservation unit.
Knowledge of conceptual and technological advances in resource management sufficient to be recognized as an authority in order to influence others and gain the acceptance of the Service's approaches, findings, and recommendations involving significant scientific and socioeconomic matters.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
7.
Lead landscape level planning initiatives in collaboration with other agencies, partners, and special interest groups.
8.
Develop networks or build alliances with internal and external partners to find common ground, collaborate, build strategic relationships, resolve problems, and achieve fish and wildlife conservation goals.
9.
Develop and implement collaborative strategies that leverage the interdependent interest of diverse partners in accomplishing the organization conservation goals.
10.
Develop and implement long-range plans for a management unit with diverse functions and broad geographic responsibilities.
11.
Evaluate program performance and identify potential barriers to the accomplishment of an organization's strategic direction and make adjustments and changes needed for mission success.
Knowledge of related disciplines, such as ecology, botany, hydrology, and forestry, in order to facilitate an ecosystem approach as well as direct multiple-use resource program planning; understand and address competing environmental variables, their relationship to Service goals, the management and development of resources, and their socioeconomic and political implications to those resources
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
12.
Lead landscape level planning initiatives in collaboration with other agencies, partners, and special interest groups.
13.
Evaluate natural resource management plans (e.g., comprehensive conservation plans, habitat management plans, recovery plans, or visitor services plans) to make determinations as the content, timing, and ongoing applicability of conservation approaches.
14.
Coordinate activities that cross watershed, state, and ecoregional boundaries, and include the application of consistent policy guidance and use of technical data with a wide variety of resource initiatives on topics that involve conflicting priorities stemming from multiple stakeholders.
15.
Establish broad and diverse partnerships that operate on a landscape-scale and conserve significant habitats of regional and national significance.
Knowledge of pertinent Federal and State legislation and decisions, such as those related to environmental damage assessment, endangered species, environmental contaminants, criminal trespass, water rights, etc., in order to ensure compliance with laws, regulations, and precedent actions.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
16.
Provide expert guidance on a wide range of regulations (e.g., the Endangered Species Act, Marine Mammal Protection Act, Fish and Wildlife Coordination Act, National Environmental Policy Act, Migratory Bird Treaty Act, CERCLA, Oil Pollution Act, Superfund, Service policies and directives, Executive Orders, other statutes, interagency MOUs and MOAs, and other established precedents and procedures) to ensure organizational compliance.
17.
Provide expert advice or assistance to aid in the development of regional and national natural resource policies, plans, or programs as a recognized authority in fish and wildlife legal or policy matters.
18.
Advise higher management on issues that may set regional or national precedence when formulating new policy and procedures for fish and wildlife conservation
19.
Advise higher management and subordinates on climate change adaptation planning activities and/or issues.
Skill in establishing positive working relationships with people that have widely varying backgrounds, objectives, and goals, including persons and groups with diverse cultural backgrounds.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
20.
Coordinate with field, regional, or national offices to ensure effective internal policy application and effective internal communications are maintained.
21.
Ensure cooperative and productive cross-ecosystem and inter- and intra-regional partnerships with multiple stakeholders, often with divergent philosophies, so appropriate actions can be taken to protect the public interest in fish,
wildlife, and plant resources.
wildlife, and plant resources.
22.
Work with a variety of groups in collaborative or adversarial situations to address or negotiate issues of local or national significance, such as cooperative programs to increase protection or enhancement of fish, wildlife, or habitat
resources, to implement endangered species and/or marine mammal policy guidance, or to develop ecosystem-level planning endeavors.
resources, to implement endangered species and/or marine mammal policy guidance, or to develop ecosystem-level planning endeavors.
23.
Exercise a high degree of initiative, independence, professionalism, sound judgment, sensitivity, diplomacy, etc. to maintain positive working partnerships with multiple stakeholders to facilitate the sharing of information.
Mastery of oral communication in order to negotiate controversial issues and persuade others regarding the validity of findings and recommendations; to present briefings; to serve as a leader and advocate of Service programs and practices; to guide others in carrying out complex work; and to facilitate cooperation and consensus among parties with diverse interests and agendas.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
24.
Facilitate decision-making and negotiate with others on natural resource program goals/issues.
25.
Negotiate complex, controversial or sensitive issues of a regional scope, including situations that may require coordination and negotiation with a diverse group of individuals to resolve problems.
26.
Influence persons to gain acceptance of agency positions, practices, or policies with impacts beyond the local work unit that affect resources on an area-wide, state-wide, region, national, and/or international scale.
27.
Serve on a federal inter-agency or non-federal inter-organizational committee or task group, to solve complex national and/or international wildlife conservation related problems, and develop consensus in working with groups outside your organization.
28.
Communicate in an effective and persuasive manner with a wide range of individuals, groups, agencies, or organizations.
Skill in written communication in order to review and edit documents and correspondence, write reports and justifications; document analyses of problems and issue scientific findings and action recommendations; address administrative matters and communicate guidance and instructions in situations where complex, interagency procedures vary and diverse scientific, political, and economic considerations are at issue.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
29.
Use various written communication methods to persuasively articulate concerns, conclusions, recommendations, and positions that align with the organization's mission.
30.
Demonstrate a mastery of written communication skills; work products are well written, free of grammatical errors, consistently formatted, tailored to their intended audience, and require few, if any, managerial/supervisory edits.
31.
Review written communication of subordinates, provide constructive feedback to improve the quality of written products by subordinates, and develop standards for written products within a work unit to meet leadership standards and organizational communication standards, partner needs, and Internet or other externally-facing published content standards.
32.
Respond to the needs of customers, partners, organizational leadership, peers, and subordinates through clear written communication.
33.
Write briefing papers, policies, correspondences, communication plans, etc. that articulate concerns, recommendations, and/or conclusions, which inform and persuade leadership.
Skill in applying supervisory/managerial principles, methods and techniques in order to direct and motivate a diverse staff; and, a high degree of leadership knowledge and skill in order to implement agency changes through the integration of a highly specialized and scientifically sophisticated workforce.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
34.
Perform a full range of managerial duties over assigned staff including direction, supervision and oversight while ensuring equal opportunity for all employees.
35.
Oversee (e.g., plan, distribute, and coordinate) the work of others, taking into account factors such as organizational priorities and employees' capabilities to ensure staff is fully utilized.
36.
Evaluate the work performance of subordinates through mid-year reviews, annual personnel evaluations, performance plans, and career development plans, providing thoughtful and constructive feedback on performance strengths or weaknesses to allow them to develop to their full potential.
37.
Negotiate resolutions to differences of opinions or manage personnel concerns (e.g., grievances, appeals, or disciplinary actions) between employees, managers, groups, volunteers, or other staff.
38.
Maintain positive long-term working relationships by encouraging an organizational culture that promotes the free exchange of ideas and opportunities, sustained superior performance, scientific and professional integrity, appreciation of diversity, and continuous learning.