- Position Title
- Supervisory Park Ranger (Interpretation)
- Agency
- National Park Service
- Announcement Number
- IM-1539-GRSA-24-12209374-MP Opens in new window
- Open Period
- Friday, November 17, 2023 to Monday, December 11, 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 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
Thank you for your interest in the Supervisory Park Ranger (Interpretation), GS-0025-12 position. Your responses to this questionnaire in conjunction with other portions of your completed application will be evaluated to determine your qualifications. Please carefully follow all instructions before submitting your responses. You must select only ONE response for each item. If you change a response, be certain to erase (unclick) the incorrect response before you submit the application. Once you have submitted your application, items with more than one response or that are left blank will not receive credit.
1.
From the description below, select the one response that best describes how your experience/education meets the minimum qualification standards for the Supervisory Park Ranger (Interpretation) position. To qualify for the Supervisory Park Ranger (Interpretation) position at the GS-12 level you must have:
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
2.
Develops and maintains professional expertise and knowledge of best practices, current trends, approaches, policies, etc. to support planning to meet public and agency needs and expectations.
3.
Writes grant applications, project proposals, and funding requests to support future planned staffing and work.
4.
Routinely evaluates progress of program towards achievement of goals; maintains adequate performance data to support evaluation and future planning.
5.
Leads subordinate staff to develop and support annual work plans with measurable and specific goals.
6.
Develops annual or multi-year plans such as a Long Range Interpretive Plan, Education Plan, or significantly contributes content to a park strategic plan, Foundation Document, and /or similar work product.
7.
Actively leads and participates in parkwide interdisciplinary teams, committees, work groups, etc. for compliance, project management, safety, or similar topics.
8.
Writes annual performance evaluation plans, with appropriate employee feedback and involvement, that adequately address critical elements of the program's annual work plan.
9.
Regularly provides informal performance feedback as well an semi-annual formal, documented performance assessments. Takes appropriate actions to reward exceptional performance and to address problems in conduct or performance at the earliest opportunity.
10.
Develops training and individual development plans for each direct report, tied to their position description, critical performance elements, and - to the extent possible - employee personal career goals.
11.
Provides and / or supports adequate opportunities for employee training and development.
12.
Take appropriate disciplinary action related to performance and conduct issues, according to required procedures, such as written warnings, suspension, and removal.
13.
Supports peers through regular personal attendance and participation in management team meetings, interdisciplinary work groups, committees, etc.; serves as an individual leader or "champion" for projects or issues outside of their own program area.
14.
Actively practices and promotes effective communication and conflict resolution.
15.
Demonstrates frequent and effective communication with supervisor, peers, subordinates, partners, and stakeholder to promote effectiveness and reduce misunderstandings. Examples include routine briefings, meetings, written FAQ's, regular email updates, availability of question and answer boxes or boards, etc.
16.
Supports detail assignments, cross-training opportunities, inter-disciplinary social events, etc. to promote increased awareness, understanding, and appreciation across the organization.
17.
Frequently meets, formally and informally with key stakeholders and partners and actively seeks opportunities for cooperation to achieve park goals.
18.
Actively works to develop and promote a strategic plan for all employees across the organization. Once in place, ensures that all subordinates are familiar with it and understand their role in achieving its goals.
19.
Inspires peers and subordinates through a positive, visible attitude towards the organization and its work. Reinforces this attitude regularly in trainings, meetings, and daily interactions such that employee morale remains high throughout their organization.
20.
Consistently demonstrates honesty and integrity. Actively supports frequent and comprehensive reviews of internal controls, particularly in agreements and other areas of significant financial or ethical risk.
21.
Actively and immediately addresses reports of harassment or uncivil behavior in the workplace.
22.
Provides leadership and vision in contributing to and sustaining a culture of organizational effectiveness, accountability, respect and teamwork among employees and with partners.
23.
Develops, proposes, and executes an annual operating budget for all aspects of the program operation.
24.
Maintains a strong working knowledge of various funding sources available for interpretive and education programs and projects, and seeks to appropriately maximize the use of non-ONPS base funds where possible.
25.
Maintains accountability of all funds in accordance with law, regulation and policy.
26.
Continuously seeks outside funding opportunities (e.g. donations, grants, partnerships, etc.), and maintains a series of accurate, up-to-date project proposals and funding requests for work planned 2-5 years into the future.
27.
Acquire the funding for and manage the budgets for direct aid requests submitted to the park's cooperating association, and for funding requests submitted to the park's friends group.
28.
Develops goals and objectives for the park interpretive, education, and public information programs and ensures that programs and activities appropriately support their achievement.
29.
Reviews and approves content of public information and programs to ensure accuracy, appropriateness, effectiveness, balance and inclusion of multiple perspectives, and mission alignment.
30.
Develops, reviews, and approves education programs and products that align with applicable state and federal curricula and professional teaching methods.
31.
Maintains a robust program of audience engagement through social media, the park's primary website, and social events.
32.
Routinely evaluates condition and effectiveness of park exhibits, publications, and digital products, and creates a schedule for replacement and updates as needed.
33.
Serves as the Public Information Officer responsible for preparation of all press releases issued by the parks, and ensures adequate distribution to news media, tour groups, hotels, and other groups and organizations.