- Position Title
- Supervisory Concessions Management Specialist
- Agency
- National Park Service
- Announcement Number
- IM-1541-GRCA-23-11704178-MP Opens in new window
- Open Period
- Wednesday, October 26, 2022 to Tuesday, November 8, 2022
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:
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.
- 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 career/career-conditional Department of the Interior Federal employee and meet the following Competitive Merit Promotion Eligibility:
Current Department of the Interior Federal employee with a career or career- conditional appointment in the competitive service that holds, or have held a career or career-conditional position at a lower grade level as the position being announced.
To verify your eligibility as a current Department of the Interior Federal employee, you must provide a copy of your current Notification of Personnel Action, Standard Form 50 (SF-50) reflecting your competitive status showing that you are a current Department of The Interior employee. All required documentation will be outlined in the Job Opportunity Announcement.
Current Department of the Interior Federal employee with a career or career- conditional appointment in the competitive service that holds, or have held a career or career-conditional position at a lower grade level as the position being announced.
To verify your eligibility as a current Department of the Interior Federal employee, you must provide a copy of your current Notification of Personnel Action, Standard Form 50 (SF-50) reflecting your competitive status showing that you are a current Department of The Interior employee. All required documentation will be outlined in the Job Opportunity Announcement.
3.
Are you a current or former employee of a land management agency (Forest Service; Bureau of Land Management; National Park Service; Fish and Wildlife Service; Bureau of Indian Affairs; or Bureau of Reclamation) who:
To verify your eligibility, you must provide documentation for the Land Management Workforce Flexibility Act (LMWFA) eligibility, which includes ALL Appointment AND Termination SF-50s for EACH appointment as well as ALL performance evaluations, for each qualifying period of temporary employment claimed.
For more information, review Land Management Workforce Flexibility Act (LMWFA).
- was originally hired to a time-limited position under a competitive appointment; and,
- served one or more time-limited appointments at a land management agency for a period totaling more than 24 months without a break in service of two or more years; and,
- performed at an acceptable level of service during each period of service; and,
- if no longer employed by the land management agency, have been separated for no more than two years, and departed that position in good standing.
To verify your eligibility, you must provide documentation for the Land Management Workforce Flexibility Act (LMWFA) eligibility, which includes ALL Appointment AND Termination SF-50s for EACH appointment as well as ALL performance evaluations, for each qualifying period of temporary employment claimed.
For more information, review Land Management Workforce Flexibility Act (LMWFA).
4.
Are you a current career/career-conditional Department of the Interior Federal employee and meet the following Non-competitive Merit Promotion Eligibility:
Current Department of the Interior Federal employee with a career or career-conditional appointment in the competitive service that hold, or have previously held a career or career-conditional position at the same or higher grade level with the same or higher promotion potential as the position being announced.
To verify your eligibility as a Department of the Interior Federal employee, you must provide a copy of your current Notification of Personnel Action, Standard Form 50 (SF-50) reflecting your competitive status showing that you are a current Department of the Interior employee. All required documentation will be outlined in the Job Opportunity Announcement.
Current Department of the Interior Federal employee with a career or career-conditional appointment in the competitive service that hold, or have previously held a career or career-conditional position at the same or higher grade level with the same or higher promotion potential as the position being announced.
To verify your eligibility as a Department of the Interior Federal employee, you must provide a copy of your current Notification of Personnel Action, Standard Form 50 (SF-50) reflecting your competitive status showing that you are a current Department of the Interior employee. All required documentation will be outlined in the Job Opportunity Announcement.
Preferences
1.
My performance is at an acceptable level and I am not serving under a formal Performance Improvement Plan (PIP).
A review of your resume and supporting documentation will be made and compared against your responses to the Assessment Questionnaire to determine if you are qualified for this job. If your resume is incomplete or does not support the responses provided in the Assessment Questionnaire, or if you fail to submit all required documentation, you will be rated 'ineligible', 'not qualified', or your score will be adjusted accordingly. If a determination is made that you have inflated your qualifications or experience, you can lose consideration for this position. Please follow all instructions carefully; errors or omissions can affect your rating.
Assessment 1
1.
From the descriptions below, select the response that best describes how your experience meets the minimum qualification requirement for the Supervisory Concessions Management Specialist, GS-1101-14 position. Your resume must clearly support the response you selected, or you will be rated as not qualified.
Managing Human Resources. Plans, distributes, coordinates, and monitors work assignments of others; evaluates work performance and provides feedback to others on their performance; ensures that staff are appropriately selected, utilized, and developed, and that they are treated in a fair and equitable manner.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
2.
Perform the full range of supervisory functions such as recruiting, hiring, developing performance standards, completing appraisals and training plans, counseling staff members, overseeing leave and attendance, addressing conduct issues, and resolving conflicts.
3.
Supervise a diverse subordinate staff of at least six, professional and administrative staff in the areas of concessions management, asset management, and administration.
4.
Identify development needs of employees to train, motivate, and inspire them to enhance performance.
Planning and Evaluating. Organizes work, sets priorities, and determines resource requirements; determines short- or long-term goals and strategies to achieve them; coordinates with other organizations or parts of the organization to accomplish goals; monitors progress and evaluates outcomes.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
5.
Develop long and short-term organizational goals and monitor progress to ensure goals are accomplished.
6.
Evaluate the services provided to customers through observation and customer feedback to advise management on the performance of concessioners or hospitality industry business.
7.
Analyze multiple complex commercial business operations to identify opportunities and problems, and make recommendations to organization management to improve visitor and employee services and facilities.
8.
Participate in commercial services planning effort/s such as commercial services strategy, park general management plan or area plans, and associated environmental and/or historic compliance, to ensure sound and multi-disciplinary planning of commercial services.
9.
Develop contracting strategies to ensure quality visitor services consistent with protection of the park environment along with short and long term management goals.
Decision Making. Specifies goals and obstacles to achieving those goals, generates alternatives, considers risks, and evaluates and chooses the best alternative in order to make a determination, draw conclusions or solve a problem.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
10.
Review requests for new or adjusted commercial services and advise management on appropriateness, feasibility and desirability of proposed services.
11.
Advise organization management on controversial issues related to hospitality services, and provide recommendations for resolution of problems or appropriate actions.
12.
Analyze annual operational and contract compliance data to recommend annual concessioner or hospitality ratings.
13.
Prepare briefings and reports that clearly and concisely present commercial services issues to organization's management to facilitate management-level decision-making.
Partnering. Develops networks and builds alliances; collaborates across boundaries to build strategic relationships and achieve common goals.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
14.
Facilitate discussions with existing operators and/or interdisciplinary park staff to target desirable and appropriate services to be provided through future contracts.
15.
Serve as team member with participants from various levels in the organization to prepare prospectus and contract documents, with someone other than local staff serving as team lead.
16.
Lead meetings for the purpose of explaining, discussing and resolving issues with higher levels of the organization.
17.
Consult and negotiate with professionals, management officials, local contractors, business people, general public, and government officials that have led to problem identification and cooperative solutions to problems, and /or initiate new policies or procedures.
Technical Competence. Uses knowledge that is acquired through formal training or extensive on the job experience to perform one's job; works with, understands, and evaluates technical information related to the job; advises others on technical issues.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
18.
Manage a large multi-contract concessions management program (> $200M annual gross revenue) for a complex environmental or outdoor installation.
19.
Manage a hospitality-service concessions program including areas of planning, operations support, evaluation, financial oversight, asset management and lead liaison responsibility.
20.
Direct and oversee others in designing, conducting, and documenting rate comparability studies and make recommendations for rate approvals or conduct a market analysis to determine rates in hospitality industry.
21.
Conduct field evaluations or concessioner or hospitality industry operations to ensure services are consistent with the requirements of a contract, permit or license.
22.
Review annual and multi-year maintenance and project plans, and recommend approval or adjustment of plans and projects, to best meet contract and agency objectives.