- Position Title
- Cultural Resources Program Manager (Interd)
- Agency
- National Park Service
- Announcement Number
- NE-1612-EDIS-23-12085316-IN Opens in new window
- Open Period
- Monday, August 14, 2023 to Friday, August 25, 2023
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 former member of the Public Lands Corps (PLC) who has served the time required for completing a PLC project carried out on Federal land within the preceding 2 years (an individuals eligibility for NCE under this authority shall not exceed 2 years after completion of his/her last PLC project), and:
• Served as a qualified youth on an appropriate conservation project completing a minimum of 640 hours of satisfactory service that included at least 120 hours through the PLC (individuals must provide a copy of the "Certificate of Eligibility for NCE Hiring Based on PLC Service" and the complete PLC Participant Work Hours Verification Form with your application package in order to be considered under this hiring authority), and
• Meet OPM qualification standards and any other qualification requirement(s) stated in this vacancy announcement for the position in which you are applying.
• Served as a qualified youth on an appropriate conservation project completing a minimum of 640 hours of satisfactory service that included at least 120 hours through the PLC (individuals must provide a copy of the "Certificate of Eligibility for NCE Hiring Based on PLC Service" and the complete PLC Participant Work Hours Verification Form with your application package in order to be considered under this hiring authority), and
• Meet OPM qualification standards and any other qualification requirement(s) stated in this vacancy announcement for the position in which you are applying.
4.
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).
5.
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.
Select the series you want to be considered for. You must choose at least one series.
Assessment 1
1.
INDIVIDUAL OCCUPATIONAL REQUIREMENTS: From the descriptions below, select the one response choice that best describes how your educational and / or work history meet the Basic Occupational Requirement for this interdisciplinary position under the Historian Series - GS-0170.
2.
INDIVIDUAL OCCUPATIONAL REQUIREMENTS: From the descriptions below, select one response that best describes how your background meets the education requirements for Supervisory Architect, GS-0808. Read all responses before making your selection. MARK ONLY ONE RESPONSE. If you select more than one response, or leave this question blank you will be rated ineligible. If you do not meet these minimum qualifications, you will be considered not qualified and will not receive consideration for this position. Transcripts MUST be submitted and include your name, school name, credit hours, major(s), and grade-point average or class ranking. We cannot determine eligibility without this information. (A copy of your official transcripts will be required before entrance on duty, if selected).
3.
INDIVIDUAL OCCUPATIONAL REQUIREMENTS: From the descriptions below, select the one response choice that best describes how your educational and/or work history meet the Basic Occupational Requirement for this interdisciplinary position under the Museum Curator - GS-1015.
4.
From the responses below, select the one response that best describes how you meet the experience or education requirements for a Cultural Resource Program Manager (Interdisciplinary), GS-0170/0808/1015-12 position. Read all responses before making your selection. If you select more than one response or leave this question blank, you will be rated ineligible.
THE RESUME OR APPLICATION MATERIALS YOU SUBMIT FOR THIS ANNOUNCEMENT MUST SUPPORT THE ANSWER YOU CLAIM UNDER THIS AND ALL OTHER QUESTIONS. IF NOT, YOU WILL BE FOUND NOT QUALIFIED, OR YOUR SCORE WILL BE LOWERED.
To qualify for this position at the GS-12 grade level, you must possess one of the following minimum qualifications by close of the announcement:
THE RESUME OR APPLICATION MATERIALS YOU SUBMIT FOR THIS ANNOUNCEMENT MUST SUPPORT THE ANSWER YOU CLAIM UNDER THIS AND ALL OTHER QUESTIONS. IF NOT, YOU WILL BE FOUND NOT QUALIFIED, OR YOUR SCORE WILL BE LOWERED.
To qualify for this position at the GS-12 grade level, you must possess one of the following minimum qualifications by close of the announcement:
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
5.
Provides expert guidance on laws, executive orders, special directives, policy, guidance and precedent decisions affecting Cultural Resources, especially the National Historic Preservation Section 106 of the National Historic Preservation Act (36 CFR Part 800), National Environmental Policy Act (NEPA), Archeological Resources Protection Act, Native American Graves Protection and Repatriation Act, American Indian Religious Freedom Act, and executive orders on sacred sites and government-to government relationships with American Indian tribes.
6.
Ensures that principles and practices of Section 106 and 110 of NHPA are integrated into the planning and design processes of projects at their earliest stages.
7.
Knowledge of NPS guidelines, procedures, and techniques required for the preservation, protection, exhibition, storage, cataloging, and researching of natural and cultural specimens, in order to ensure that they are adequately preserved, properly incorporated into the museum collections, and effectively used.
8.
Stays abreast of latest cultural resource methodology, laws, executive orders, regulations, guidelines, policies, principles, and practice.
Human Resources Management - Empowers people by sharing power and authority; develops lower levels of leadership by pushing authority downward and outward throughout the organization; shares rewards for achievement with employees; ensures that staff are appropriately selected, utilized, appraised, 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.
9.
Supervises permanent, seasonal, temporary, VIP and other personnel. Provides administrative and technical supervision/direction of the cultural resource management staff of the park.
10.
Performs overall work planning, establishes work schedules and priorities, and assigns and reviews work.
11.
Assign, direct and review the work and performance of subordinate staff through development of employee performance plans, regular progress reviews and evaluations.
12.
Counsel employees concerning performance and conduct issues, resolve employee complaints and/or grievances. Take appropriate corrective action as needed.
13.
Demonstrate fair and ethical behavior regarding employee hiring, recognition, training, and development.
Project Management - Knowledge of the principles, methods, or tools for developing, scheduling, coordinating, and managing projects and resources, including monitoring, and inspecting costs, work, and contractor performance.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
14.
Provides overall professional and technical direction for the cultural resources program, plans for and develops recommendations for programming priorities
15.
Researches, collects, analyzes, and synthesizes information pertinent to cultural resources and cultural resource management and compliance from a wide variety of sources, e.g., archives, published materials, interviews with public, region and park personnel, and subject matter experts, to address and resolve cultural resource management issues.
16.
Maintains liaison and consults with the State Historic Preservation Office, Native Americans and other traditionally associated groups, and other interested parties.
17.
Conducts or coordinates the review of projects to assure protection of cultural resources and compliance with applicable federal laws such as the National Historic Preservation Act, Archeological Resources Protection Act, Native American Graves Protection and Repatriation Act, and National Environmental Policy Act.
18.
Serves as a Contracting Officer's Technical Representative (COR) and may serve as Agreements Technical Representative (ATR) and participates in selection processes of contractors for preparation of NPS planning and environmental compliance documents.
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.
19.
Plan, develop, and execute a complex cultural resource management program including annual and long-range planning and scholarly research coordination, including but not limited to: archaeological resources; ethnographic resources; historic resources; historic structures and landscapes, furnishing report and museum operations
20.
Set organizational strategy and direction for a cultural resource management and compliance program.
21.
Prepare, coordinate the efforts of others in developing park management plans and in some cases developing implementation strategies for those plans.
22.
Develops and maintains peer relationships with researchers, resource managers, and subject matter experts of other organizations, agencies, universities, traditionally associated groups, and other such entities to encourage and facilitate cooperative local and regional strategies.
23.
Oversee planning and the preparation of cultural resource and environmental compliance documents that adhere to the requirements of the National Historic Preservation Act, National Environmental Policy Act, and related laws.
Leadership: Inspires, motivates, and guides others toward goal accomplishment; coaches, mentors, and challenges subordinates; adapts leadership styles to a variety of situations; models high standards of honesty, integrity, trust, openness, and respect for the individual by applying these values to daily behaviors.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
24.
Supervise and lead parkwide curatorial and historical operations.
25.
Build a culture of collaboration within the division and between other divisions, partners, stakeholders, and other interested groups.
26.
Communicate a wide variety of agency issues to others to gain support for the management goals of the organization.
27.
Foster development of mature and sound judgment in supervised staff through progressive assignments, formal training, mentoring and detail assignments.