- Position Title
- Sexual Misconduct Response Unit Director
- Agency
- Offices, Boards and Divisions
- Announcement Number
- JMD-AAGA-23-11964944-DE Opens in new window
- Open Period
- Thursday, May 18, 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 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.
3.
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.
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 and 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.