- Position Title
- Deputy Director
- Agency
- Forest Service
- Announcement Number
- 23-WO-PPS-12079254-G-TLM Opens in new window
- Open Period
- Tuesday, September 5, 2023 to Tuesday, September 12, 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?
PLEASE READ THE FOLLOWING ELIGIBILITY QUESTIONS CAREFULLY. Your answers will be used to determine your eligibility to apply to this job opportunity announcement. You will be considered under the eligibility option(s) to which you answer YES. Select YES to all eligibility options for which you want to be considered. If you respond NO to meeting the criteria for all the eligibilities, you will not be considered for the position(s) under this announcement.
NOTE: You must submit the required supporting documentation to receive consideration for EACH selected eligibility. Failure to provide the required documents will result in an ineligible rating and your application will be excluded from consideration.
NOTE: You must submit the required supporting documentation to receive consideration for EACH selected eligibility. Failure to provide the required documents will result in an ineligible rating and your application will be excluded from consideration.
2.
Are you a veteran who separated from active duty under honorable conditions (this means an honorable or general discharge) AND you either:
• retired from active military service with a disability rating of 30 percent or more; OR
• rated by the Department of Veterans Affairs (VA) since 1991 or later to include disability determinations from a branch of the Armed Forces at any time, as having a compensable service-connected disability of 30 percent or more.
For more information, review USAJOBS Veterans resources.
• retired from active military service with a disability rating of 30 percent or more; OR
• rated by the Department of Veterans Affairs (VA) since 1991 or later to include disability determinations from a branch of the Armed Forces at any time, as having a compensable service-connected disability of 30 percent or more.
For more information, review USAJOBS Veterans resources.
3.
Are you a current USDA employee who meets the definition of a "surplus" or "displaced" employee, in which received official notice that your job is no longer needed or that you will lose your job by Reduction-in-Force (RIF)? If yes, confirm:
• you are located in the same local commuting area as the vacancy; AND,
• you are applying to a position that is at or below the grade level of the position from which you will be separated; AND,
• you are applying to a position that does not have greater promotion potential than the position from which you 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.
• you are located in the same local commuting area as the vacancy; AND,
• you are applying to a position that is at or below the grade level of the position from which you will be separated; AND,
• you are applying to a position that does not have greater promotion potential than the position from which you 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.
4.
Are you a current or former permanent Farm Service Agency County employee?
5.
Are you a current Federal employee who currently holds a career or career conditional appointment?
6.
Are you a Federal employee who currently holds a career or career conditional appointment AND you have held or currently hold a position on a permanent basis in the competitive service with the same or higher promotion potential of the position being advertised?
7.
Are you a current or former federal employee displaced from a position in a Federal agency other than USDA? If yes, confirm:
• you are located in the same local commuting area as 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.
• you are located in the same local commuting area as 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.
8.
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 is claiming eligibility under the Land Management Workforce Flexibility Act and:
• 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 single break in service of two or more years; and,
• performed at an acceptable level 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 whose most recent separation was for reasons other than misconduct or performance.
Note: Service must be in the competitive service and have been at a successful level of performance or better. Part-time and intermittent service will be credited only for time actually worked. Non-pay status (such as LWOP) is credited for up to six months in a calendar year; anything beyond six months is not credited. Applicants are responsible for providing sufficient information/documentation to determine if the 24 month criteria is met.
• 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 single break in service of two or more years; and,
• performed at an acceptable level 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 whose most recent separation was for reasons other than misconduct or performance.
Note: Service must be in the competitive service and have been at a successful level of performance or better. Part-time and intermittent service will be credited only for time actually worked. Non-pay status (such as LWOP) is credited for up to six months in a calendar year; anything beyond six months is not credited. Applicants are responsible for providing sufficient information/documentation to determine if the 24 month criteria is met.
9.
Do you have a severe intellectual disability, severe physical disability, or psychiatric disability that qualifies you for a Schedule A Disability appointment?
For more information, review USAJOBS Individuals with Disabilities resources.
For more information, review USAJOBS Individuals with Disabilities resources.
10.
Have you registered for reemployment consideration AND meet one of the below:
• Are you a current or former competitive service USDA employee who will be or was separated by Reduction-In-Force (RIF) and received a rating of satisfactory or above as your last annual performance rating?
OR
• Are you a former USDA competitive service employee who separated due to a compensable injury or disability?
• Are you a current or former competitive service USDA employee who will be or was separated by Reduction-In-Force (RIF) and received a rating of satisfactory or above as your last annual performance rating?
OR
• Are you a former USDA competitive service employee who separated due to a compensable injury or disability?
11.
Are you a former Federal career or career-conditional employee AND
• has reinstatement eligibility; AND
• has not held a position on a permanent basis in the competitive service with the same or higher promotion potential of the position being advertised?
• has reinstatement eligibility; AND
• has not held a position on a permanent basis in the competitive service with the same or higher promotion potential of the position being advertised?
12.
Are you a former Federal career or career-conditional employee AND
• has reinstatement eligibility; AND
• has held a position on a permanent basis in the competitive service with the same or higher promotion potential of the position being advertised?
• has reinstatement eligibility; AND
• has held a position on a permanent basis in the competitive service with the same or higher promotion potential of the position being advertised?
13.
Are you:
• a veteran whose latest discharge was under honorable conditions AND you served three or more years of continuous active duty service in the military (Note: if released shortly before completing a 3-year tour, you are considered to meet the eligibility); OR,
• eligible for veterans' preference?
Note: If you are currently on active duty you may be considered under the two provisions above provided you submit a certification of expected discharge or release from active duty service under honorable conditions not later than 120 days after the date the certification is submitted.
For more information, review USAJOBS Veterans resources.
• a veteran whose latest discharge was under honorable conditions AND you served three or more years of continuous active duty service in the military (Note: if released shortly before completing a 3-year tour, you are considered to meet the eligibility); OR,
• eligible for veterans' preference?
Note: If you are currently on active duty you may be considered under the two provisions above provided you submit a certification of expected discharge or release from active duty service under honorable conditions not later than 120 days after the date the certification is submitted.
For more information, review USAJOBS Veterans resources.
14.
Are you a current Excepted Service employee of a Federal Agency that has a valid interchange agreement with the Office of Personnel Management?
For more information, review Interchange Agreements with Other Merit Systems.
For more information, review Interchange Agreements with Other Merit Systems.
-OR-
Are you a current:
• Postal Career Service Employee;
• Postal Rate Commission Employee;
• Government Accountability Office (GAO) Employee; or,
• Administrative Office of the U.S. Courts Employee?
For more information, review Miscellaneous Authorities Not Regulated By U.S. Office of Personnel Management.
• Postal Career Service Employee;
• Postal Rate Commission Employee;
• Government Accountability Office (GAO) Employee; or,
• Administrative Office of the U.S. Courts Employee?
For more information, review Miscellaneous Authorities Not Regulated By U.S. Office of Personnel Management.
Preferences
1.
Are you a current or former Political appointee, Presidential appointee, and/or non-career Senior Executive Service (SES) appointee?
2.
Please enter at least 3 references below. Include first and last name, phone number and email address.
3.
How did you hear about this job opportunity? Please select one and specify if required:
Assessment 1
Thank you for your interest in this Deputy Director, GS-0301-15 position. We will evaluate your resume and responses to this questionnaire to determine if you are among the best qualified for this position. Your responses are subject to verification and must be fully supported by your resume and supporting documents.
1.
From the descriptions below, select one response that best describes how your background meets the specialized experience requirements for the GS-15. grade level. Read all responses before making your selection. If you do not meet these minimum qualifications, you will be considered not qualified and will not receive consideration for this position.
For each of the following questions, choose the response that best describes your experience and training. Please note that your answers will be verified against the information you provide in your resume or application and information provided by your references. FAILURE TO RESPOND TO THESE QUESTIONS WILL RESULT IN AN INELIGIBLE RATING.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
2.
Revise program planning approaches to incorporate current and emerging legislation and national directives.
3.
Develop innovative approaches to program planning methods based on changing legislation, court rulings and national policy guidance.
4.
Review program plans to accommodate changing economic and public concern factors.
5.
Maintain awareness of new technological developments to achieve planning goals.
6.
Solve deviations in proposed resource long and short-range action plans to meet national management strategies.
7.
Implement and maintain long term program productivity and sustainability goals to promote effective program management.
8.
Develop management alternatives for senior leadership to solve critical management plan issues.
9.
Advise senior leadership on long-range planning efforts to ensure program management goals are achieved.
10.
Control the development of management plans to ensure program efforts are following national direction.
11.
Analyze program components to determine which should be initiated, expanded, maintained, curtailed, or dropped.
12.
Meet with clients representing the program, mission area and agency to gather input on program effectiveness.
13.
Collaborate with peers and senior leadership to establish the program of work, priorities, policies, and operations.
14.
Work with customers and partners to identify national program priorities.
15.
Maintain partners with other federal and state agencies and tribal governments to coordinate program efforts.
16.
Maintain partners with non-governmental ecology and conservation groups to share program benefits.
17.
Engage in global-scale partnerships to assess program priorities and goals.
18.
Advise senior leadership on interpretation of laws, regulations, and policies to ensure project and budget compliance.
19.
Manage conflicting pressure from private and public groups in response to resource management and use.
20.
Represent the agency at national and international conferences, workshops and working groups to gain program support.
21.
Direct policy formulation and coordination to support programs and services, budget execution, program/project management responsibilities and operations.
22.
Develop program budgets to gain internal and external budget support.
23.
Estimate budget and resources needed to achieve program goals and objectives.
24.
Review accomplishments of field units to track program performance.
25.
Plan the work to be accomplished by assigning work to employees and establishing production or quality standards for the unit's work.
26.
Establish and communicate guidelines and performance requirements to employees including conducting formal performance reviews and identifying developmental and training needs of employees.
27.
Perform administrative and human resources management functions for the unit such as providing advice, counsel, or instruction on both administrative and work matters.
28.
Demonstrate leadership in establishing and maintaining a work environment that is free from discrimination and creates a sense of inclusion and support for all employees in the workplace.
29.
Promote and support a positive work environment to create a climate of mutual respect and integrity.
30.
Foster an inclusive workplace where diversity and individual differences are leveraged to achieve the vision and mission of the organization.
31.
Your responses to the Announcement and Assessment Questionnaires, along with your resume and all supporting documentation are subject to evaluation and verification to ensure accuracy. Submitting false information or attempts to falsify information may be grounds for disqualifying you or for terminating you after you have been hired. Please take this opportunity to review your responses to ensure their accuracy.