- Position Title
- Sexual Misconduct Response Unit Director
- Agency
- Offices, Boards and Divisions
- Announcement Number
- JMD-AAGA-23-11955847-ST Opens in new window
- Open Period
- Tuesday, May 9, 2023 to Tuesday, May 30, 2023
For preview purposes only. To apply, please return to the USAJOBS announcement and click the Apply button.
Eligibilities
1.
Do you claim Veterans’ Preference?
2.
Are you the spouse of a deployed, disabled, or deceased member of the military?
Federal agencies can use the military spouse non-competitive hiring process to fill positions on either a temporary or permanent basis.
You may be eligible if you are:
- A spouse of an active duty member of the armed forces. OR
- A spouse of a service member who is 100% disabled due to a service-connected injury. OR
- A spouse of a service member killed while on active duty.
You are no longer eligible if you remarry. You must meet certain criteria for each of these eligibility categories. Your eligibility does not entitle you to a job within the Federal Government. You must still apply and meet qualification standards and additional requirements, such as a background investigation. Learn more about the specific criteria for military spouses...
- To verify your eligibility for option 1: You must submit a copy of the PCS (permanent change of station) orders indicating you are authorized to relocate on those orders.
- To verify your eligibility for options 2 and 3: You must submit the Application for 10-Point Veteran Preference, Standard Form 15 and all supporting documentation identified on that document (e.g., Certificate of Release or Discharge from Active Duty, DD-214 (copy indicating character of service) or other proof of service which includes character of service; death certificate and documentation identifying marital status at the time of death; disability letter from the Department of Veterans Affairs or Armed Service, etc..
3.
Are you a current or former employee of a Base Facilities or Land Management agency?
For Land Management employees: You must meet all the following criteria to claim this eligibility. You must provide a copy of your latest Notification of Personnel Action, Standard Form 50 (SF-50) and performance appraisal that demonstrates you meet the requirements outlined in the Land Management Workforce Flexibility Act.
- You worked for a land management agency.
- Your job was a term or temporary job in the competitive service.
- You worked for a land management agency for more than 24 months - it doesn't have to be continuous, as long as there's no break of two or more years.
- You received acceptable performance ratings throughout your term or temporary employment.
- You did not leave your job due to misconduct or performance.
For Base Facilities Management employees: You must be on a time-limited (a term or temporary appointment) employee of a Defense Industrial Base Facility or the Major Range and Test Facilities Base, you must meet all of the following criteria to claim this eligibility. You will need to submit your most recent Notification of Personnel Action (SF-50) form. See Base Management on USAJOBS for more information.
- You're a current or former employee of a Defense Industrial Base Facility or the Major Range and Test Facilities Base.
- Your job is or was a time-limited appointment in the competitive service.
- You were originally hired under open, competitive examination under Sub-chapter I of Chapter 33 of such title to the time-limited appointment.
4.
Are you a current or former federal employee displaced from the Department of Justice?
To be eligible under CTAP you must meet all of the following:
To verify your eligibility: You must submit appropriate supporting documentation, such as a Reduction in Force (RIF) separation notice or a Proposed Removal/Separation notice, You must submit a copy of your most recent performance appraisal and a copy of your latest Notification of Personnel Action (SF-50) form.
To be eligible under CTAP you must meet all of the following:
- You are located in the same local commuting area of this 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 from; 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 from; AND,
- Your last performance rating of record is at least fully successful, or the equivalent.
To verify your eligibility: You must submit appropriate supporting documentation, such as a Reduction in Force (RIF) separation notice or a Proposed Removal/Separation notice, You must submit a copy of your most recent performance appraisal and a copy of your latest Notification of Personnel Action (SF-50) form.
5.
Are you a foreign service employee meeting either of the conditions stated below?
Have you completed at least 1 year of continuous service immediately before separation from one or more non-temporary Foreign Service appointments, in the Foreign Service immediately before separation from an unlimited, career-type appointment in that Service?
-OR-
Are you a current or former limited non-career appointee with the Foreign Service and have at least 48 months of continuous service, a performance rating of satisfactory or better, and if a former employee, no more than a one year break in service since your qualifying appointment?
To verify your eligibility: You must submit a copy of your Notification of Personnel Action, Standard Form 50 (SF- 50) reflecting your non-temporary status. If you are outside of the 3-year requirement but are entitled to veteran's preference, you must submit a copy of your latest Certificate of Release or Discharge from Active Duty, DD-214 (copy indicating character of service) or other proof of your service which includes character of service.
Have you completed at least 1 year of continuous service immediately before separation from one or more non-temporary Foreign Service appointments, in the Foreign Service immediately before separation from an unlimited, career-type appointment in that Service?
-OR-
Are you a current or former limited non-career appointee with the Foreign Service and have at least 48 months of continuous service, a performance rating of satisfactory or better, and if a former employee, no more than a one year break in service since your qualifying appointment?
To verify your eligibility: You must submit a copy of your Notification of Personnel Action, Standard Form 50 (SF- 50) reflecting your non-temporary status. If you are outside of the 3-year requirement but are entitled to veteran's preference, you must submit a copy of your latest Certificate of Release or Discharge from Active Duty, DD-214 (copy indicating character of service) or other proof of your service which includes character of service.
6.
Are you an employee that was involuntarily separated from another agency due to a reduction-in-force (RIF)?
The Inter-agency Career Transition Assistance Plan (ICTAP) is an inter-agency program that helps "surplus" or "displaced" federal employees improve their chances of finding a new job at another agency (not their current or former agency), by giving these employees selection priority over other applicants from outside the agency.
You may be eligible for ICTAP if:
- You're a current federal employee who meets the definition of a "surplus" or "displaced employee—you've received official notice that your job is no longer needed or that you will lose your job by Reduction-in-Force (RIF).
- The agency you're applying to is accepting applications from outside of their workforce.
- The job you're applying to is in the local commuting area.
- You meet the qualifications and other requirements of the job you're applying for.
For example, if you work for the Department of Defense and receive a Reduction in Force (RIF) separation notice, you can apply for a competitive service job in the local commuting area at the Department of Justice.
To verify your eligibility: You must submit appropriate 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.
7.
Competitive Merit Promotion Eligibility for Current or Former Federal Employees
Are you a current or former Federal employee who:
To verify your eligibility:
You must submit a copy of your most recent SF-50, Notification of Personnel Action, showing your position title/series/grade/step, service type, appointment type, tenure, and your organization.
Please do not submit an award SF-50.
Are you a current or former Federal employee who:
- Has held a career or career-conditional appointment in the competitive service AND
- Has not held the grade level of the position being advertised AND/OR
- Has not held the promotion potential of the position being advertised?
To verify your eligibility:
You must submit a copy of your most recent SF-50, Notification of Personnel Action, showing your position title/series/grade/step, service type, appointment type, tenure, and your organization.
Please do not submit an award SF-50.
8.
Non-Competitive Merit Promotion Eligibility for Current or Former Federal Employees
Are you a current or former Federal employee who has:
To verify your eligibility:
You must submit a copy of your most recent SF-50, Notification of Personnel Action, showing your position title/series/grade/step, service type, appointment type, tenure, your organization, and your full performance level. Block 24 of your SF-50 must be a "1" or "2" AND block 34 must be a"1." Please do not submit an award SF-50.
Are you a current or former Federal employee who has:
- held a career or career-conditional appointment in the competitive service; AND
- held the target grade level of the position being advertised; OR
- held the promotion potential to the target grade level of the position being advertised?
To verify your eligibility:
You must submit a copy of your most recent SF-50, Notification of Personnel Action, showing your position title/series/grade/step, service type, appointment type, tenure, your organization, and your full performance level. Block 24 of your SF-50 must be a "1" or "2" AND block 34 must be a"1." Please do not submit an award SF-50.
9.
Are you a former Peace Corps volunteer or VISTA member meeting the conditions below?
You're eligible if you have at least two years of service with the Peace Corps or one year of service with AmeriCorps VISTA.
Your non-competitive eligibility lasts for one year after completing your Peace Corps or AmeriCorps service. Federal agencies may extend the period for up to three years if, after your completed service, you are:
You're eligible if you have at least two years of service with the Peace Corps or one year of service with AmeriCorps VISTA.
Your non-competitive eligibility lasts for one year after completing your Peace Corps or AmeriCorps service. Federal agencies may extend the period for up to three years if, after your completed service, you are:
- In the military service.
- Studying at a recognized institution of higher learning.
- Involved in another activity, which in the agency's view, warrants an extension.
Your non-competitive eligibility does not entitle you to a job within the federal government. You must still apply and meet qualification standards and additional requirements, such as a background investigation.
When applying for a job, include your Peace Corps or AmeriCorps VISTA certification of service documents with your application and make sure to mention your non-competitive eligibility status on your resume. See National Service Organizations, Peace Corps & VISTA on USAJOBS for more information...
10.
Are you claiming eligibility based on an OPM interchange agreement or other special authority?
You may be eligible under a special authority if you are a:
- Former employee of the Canal Zone Merit System or Panama Canal Employment System.
- Former employee who served in the Office of the President or Vice-President or on the White House Staff.
- Former incumbent of a position brought into the competitive service.
- Disabled veteran who has completed a training course under Chapter 31 of title 38, United States Code.
- Former ACTION volunteer.
- Current or former Foreign Service officer or employee.
- Former employee of the Panama Canal Commission located in the United States.
- Current or former employee of the U.S. Postal Service.
There are specific eligibility requirements for each of these special hiring authorities. Please read OPM's code of federal hiring regulations for more details.
11.
Are you an overseas employee or family member of an overseas employee moving back to the U.S.?
For more information, review USAJOBS Former Overseas Employees resources...
If you're currently overseas with a family member, and moving back to the United States, you may be eligible for a competitive service job without having to compete with the public, if you meet all of the following:
- You're living overseas with a family member, who is officially assigned to an overseas duty station.
- You're the family member's spouse, domestic partner, or unmarried child younger than 23.
- You've worked at least 52 weeks in an appropriated fund position, under a local hire appointment.
- You've received a successful (or equivalent) performance rating during your time on the job.
If you're eligible, you can:
- Apply for competitive service jobs, within the United States, and agencies can hire you directly without having to compete with the public.
- Apply to merit promotion jobs, if the job application states "open to family of overseas employees".
For more information, review USAJOBS Former Overseas Employees resources...
12.
Are you applying for eligibility based on the Schedule A hiring authority for the employment of persons with severe physical, intellectual, or psychiatric disabilities?
Schedule A refers to a special hiring authority that gives Federal agencies an optional, and potentially quicker, way to hire individuals with disabilities. Applying under Schedule A offers an exception to the traditional competitive hiring process. You can apply for jobs using Schedule A, if you are a person with an intellectual disability, a severe physical disability, or a psychiatric disability. Learn more about Schedule A...
Notes about Schedule A eligibility:
Schedule A refers to a special hiring authority that gives Federal agencies an optional, and potentially quicker, way to hire individuals with disabilities. Applying under Schedule A offers an exception to the traditional competitive hiring process. You can apply for jobs using Schedule A, if you are a person with an intellectual disability, a severe physical disability, or a psychiatric disability. Learn more about Schedule A...
Notes about Schedule A eligibility:
- You must provide "proof of a disability" documentation with your application, stating that you have an intellectual disability, severe physical disability or psychiatric disability. You can get this letter from your doctor, a licensed medical professional, a licensed vocational rehabilitation specialist, or any federal, state, or local agency that issues or provides disability benefits.
- Veterans with a 30% (or greater) disability rating from the Department of Veterans Affairs (VA) can qualify for Schedule A by submitting your VA Letter as part of your application and by claiming this eligibility option.
- Appointments under Schedule A are in the Excepted Service, but are eligible for conversion to the Competitive Service after 2 years with a successful performance rating and at the recommendation of management. (If you are already in a competitive service appointment, you would be converted back to the excepted service if you take an appointment under Schedule A.)
13.
Are you eligible under the Veterans Employment Opportunity Act of 1998 (VEOA)?
VEOA is a special hiring authority, which gives eligible Veterans access to positions that otherwise may have only been available to current competitive service employees. In VEOA appointments, preference eligibles and Veterans are not given preference, but they are allowed to compete for job opportunities that are not offered to other external candidates. A VEOA eligible who is selected will be given a career or career-conditional appointment.
Eligibility To verify your eligibility under VEOA you will need to submit appropriate supporting documentation that verifies your Veteran status, which may include a DD-214 (Certificate of Release or Discharge from Active Duty), an SF-15 (Application of 10-point Veterans Preference), or comparable documentation.
VEOA eligibility applies to the following categories of Veterans:
VEOA is a special hiring authority, which gives eligible Veterans access to positions that otherwise may have only been available to current competitive service employees. In VEOA appointments, preference eligibles and Veterans are not given preference, but they are allowed to compete for job opportunities that are not offered to other external candidates. A VEOA eligible who is selected will be given a career or career-conditional appointment.
Eligibility To verify your eligibility under VEOA you will need to submit appropriate supporting documentation that verifies your Veteran status, which may include a DD-214 (Certificate of Release or Discharge from Active Duty), an SF-15 (Application of 10-point Veterans Preference), or comparable documentation.
VEOA eligibility applies to the following categories of Veterans:
- Preference eligibles
- Service personnel separated after three or more years of continuous active service performed under honorable conditions.
14.
Are you a Veteran with a Service-connected disability of 30% or more?
You may qualify as a disabled Veteran if you separated from active duty under honorable conditions, and you must have a service-connected disability rating of 30% of more, as determined by the Department of Veterans Affairs. You may also qualify for this eligibility if you were awarded a Purple Heart for your service. For more information, review USAJOBS Veterans resources...
To verify your eligibility: You must submit a copy of your latest Certificate of Release or Discharge from Active Duty (DD-214) form, please submit the Member #4 copy. Additionally, you will need to submit the SF-15, Application of 10-point Veterans Preference form, and your VA Letter with the disability rating.
You may qualify as a disabled Veteran if you separated from active duty under honorable conditions, and you must have a service-connected disability rating of 30% of more, as determined by the Department of Veterans Affairs. You may also qualify for this eligibility if you were awarded a Purple Heart for your service. For more information, review USAJOBS Veterans resources...
To verify your eligibility: You must submit a copy of your latest Certificate of Release or Discharge from Active Duty (DD-214) form, please submit the Member #4 copy. Additionally, you will need to submit the SF-15, Application of 10-point Veterans Preference form, and your VA Letter with the disability rating.
Preferences
1.
In the last five years (from the closing date of this announcement) have you served, or are you currently serving, as an Executive Branch Political, Schedule C, or Non-career Senior Executive Services appointee? You can find out if you have held one of these appointment types by looking at the SF-50s in your Electronic Official Personnel Folder (eOPF), in Section 5 where the legal authorities are listed.
- A political appointee is an appointment made by the President with or without confirmation by the Senate (5 CFR 213.3102(c)) OR an assistant position to a top-level federal official if filled by a person designated by the President as a White House Fellow (5 CFR 213.3102(z)).
- A Schedule C appointee occupies a position excepted from the competitive service because of the confidential or policy-determining nature of the position duties (5 CFR 213.3301 and 5 CFR 213.3302).
- A noncareer SES appointee serves at the pleasure of the appointing official without time limitations (5 CFR 317 Subpart F).
Assessment 1
Thank you for your interest in the Sexual Misconduct Response Unit Director, GS-0301-15, position with the Department of Justice. Your resume and responses you provide to this assessment questionnaire will be used to determine if you are among the best qualified for this position. Your responses are subject to verification. Please review your responses for accuracy before you submit your application.
1.
Select the one statement that best describes the experience that you possess that demonstrates your ability to perform the Sexual Misconduct Response Unit Director duties and responsibilities at the GS-15 grade level or equivalent pay band in the Federal Service.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
2.
Lead complex or highly sensitive investigations.
3.
Initiate, develop or implement sexual misconduct prevention training programs and activities.
4.
Oversee inquiries into sexual misconduct allegations.
5.
Recommend courses of action to address a variety of complex sexual misconduct complaints or problems that are individual, group, or systemic in nature.
6.
Responsible for reviewing, monitoring, and assessing all reports, investigative, and remedial actions taken related to sexual misconduct.
7.
Address and resolve complex or highly sensitive issues related to sexual misconduct allegations, including assessment, investigation, remediation, litigation or proactive compliance efforts.
8.
Submit annual, recurring, and ad hoc reports to senior leadership on reports of sexual misconduct by employees that highlight trends or potential areas of risk.
9.
Provide advice on allegations of sexual misconduct based on in-depth analysis of all facts gathered.
10.
Develop program training products.
11.
Coordinate across the organization to obtain, analyze or provide information concerning enterprise-wide sexual misconduct cases that have Congressional or media interest.
12.
Prepare interpretative or administrative guidance to explain the provisions of governing statues or other requirements of law.
13.
Monitor changes in legislation or applicable case law to ensure the program or policy comply with legal or regulatory requirements.
14.
Draft formal comments, or makes substantive recommendations with respect to guidance, policy, and proposed legislation concerning workplace sexual misconduct.
15.
Allocate program resources and sustainment, set priorities, and review, or evaluate program activities.
16.
Make major technical or program management decisions, to include selecting or training subordinate program staff.
17.
Provide supervisory authority over personnel including contractors supporting the program operations.
18.
Assign work to subordinates based on priorities, selective consideration of the difficulty or requirement of assignments or the capabilities of employees.
19.
Evaluate work performance of subordinates.
20.
Provide advice, counsel or instruction to employees on both work or administrative matters.
21.
Develop performance standards.
22.
Your responses to the announcement and assessment questionnaire, along with your resume and all supporting documentation are subject to evaluation and verification to ensure accuracy. Please take this opportunity to review your responses to ensure their accuracy.