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.
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2.
Are you a current career/career-conditional National Park Service Federal employee and meet the following Competitive Merit Promotion Eligibility:
Current National Park Service Federal employee with a career or career- conditional appointment in the competitive service that hold, 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 National Park Service 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 National Park Service employee. All required documentation will be outlined in the Job Opportunity Announcement.
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3.
Are you a current career/career-conditional National Park Service Federal employee and meet the following Non-competitive Merit Promotion Eligibility:
Current National Park Service 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 National Park Service 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 National Park Service employee. All required documentation will be outlined in the Job Opportunity Announcement.
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Preferences
1.
My performance is at an acceptable level and I am not serving under a formal Performance Improvement Plan (PIP).
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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.
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Assessment 1
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Minimum Qualifications
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1.
From the descriptions below, select one response that best describes how your experience meets the specialized experience requirements for the Park Manager, GS-0025-14 position. Your resume must clearly show that you meet the specialized experience described below. Read all responses before making your selection.
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For the questions below, please select from A through E to indicate the skill level that you possess for each task listed. The questions were developed based on the knowledge, skills, abilities, and competencies needed to perform the work of this position. Be sure to describe your experience that supports your answers to the questions below, in your resume or application materials. It is important that your application package submitted, including a resume or application form, clearly shows how you possess the experience and skill levels you claim in this questionnaire. Each of your responses must be clearly supported by your education, training, and/or specific work experience you describe in your application packet submitted for this position (application form or resume, transcripts, list and description of training completed and/or other items you submit). If not, your score will be lowered or you will be found not qualified. The information you provide will be verified. Any exaggeration of your experience, false statements, or attempts to conceal information may be grounds for rating you ineligible, not hiring you, or for firing you after you begin work. A- I have not had education, training or experience in performing this task. B- I have had education or training in performing this task, but I have not yet performed it on the job. C- I have performed this task on the job, with close supervision from supervisor or senior employee. D- I have performed this task as a regular part of a job, independently and usually without supervision from senior employee. E- I am regarded as expert in performing this task, and/or have trained others (or am consulted by others) on how to do it.
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Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
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2.
Actively participates and supports an inclusive process for diversity within the workplace, staff development, fostering cooperation and teamwork, and supporting constructive resolution of conflicts.
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3.
Provides guidance, support, and direction in the planning, program development, coordination and oversight of natural and cultural resource management programs as well as interpretation and visitor services.
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4.
Plans, directs, coordinates and provides executive management programs for National Park Service sites.
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5.
Ensures that all supervisory and personnel management responsibilities for an organization are carried out in accordance with Federal laws and policies including the recruitment, selection, training, counseling, and evaluation of permanent, temporary, and seasonal employees.
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6.
Directs the development and review the status of annual work plans, performance standards, uniform standards, and standard operating procedures through subordinate supervisors.
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7.
Addresses and resolves social, civic, or ecological issues involving park or other public use land and development.
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8.
Conducts reviews of a park unit's authorizing statutes and complete legislative history to ensure an integrated, supportable land protection planning process.
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9.
Develop partnerships with cooperators, concessionaires, non-profit organizations, educational institutions, and individuals to plan and accomplish projects of mutual interest and benefit.
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10.
Consult and negotiate with program specialists, other management officials, contractors, the local business community, special interest groups, members of the general public and local, State, and Federal legislators, to identify issues, develop solutions, and initiate new policies or procedures.
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11.
Maintain extensive outreach and partnership programs to mutually preserve and protect both the National Park Service, local, and state resources related to the themes of the Park.
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12.
Works with congressional delegations and staffs, non-profits, environment and historical groups, land-owners and chambers of commerce for land acquisitions, regional land management, county-wide development policy and process, law enforcement, emergency services, fire protection, listed species habitat preservation, restoration and actual reintroduction.
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13.
Develops and maintains contact and communications with public agencies whose activities influence or are influenced by the management of the National Park Service parks.
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14.
Communicates with the public, civic and community leaders and groups, the media-newspaper, radio, television, and high ranking local, state, and federal government officials in a diplomatic manner.
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15.
Interprets and implements service policies and practices, makes changes and improvements in park policies and resolves significant management problems.
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16.
Provides detailed financial reports of funding requests or expenditures for presentation before congressional committees, Washington Office of the National Park Service, Office of Management and Budget, with responsibility for any expenditures in excess of the appropriate amounts.
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17.
Develops, implements, and evaluates a multi-year budget and operating program involving manpower needs, material and equipment needs, acquisition programs, and construction projects.
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18.
Plans, coordinates, and advances programs of resource and habitat protection harmoniously with local land owners, local governments, non governmental organizations (NGO), and legislative delegations to ensure the survivability of species protected within the park.
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19.
Consults and negotiates with program specialists, other management officials, contractors, the local business community, special interest groups, members of the general public and local, State, and Federal legislators, to identify issues, develop solutions, and initiate new policies or procedures.
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20.
Plans, develops, implements, coordinates, evaluates and supervises park programs and operations involving management and administration, resource management and visitor protection, interpretation and visitor services, and maintenance.
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21.
Interprets and explains National Park Service policies, rules, and regulations for all functions.
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22.
Resolves problems and develops and modifies the overall policies which govern the management of the park and ensures accomplishment of the objectives and programs promulgated by higher authority.
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23.
Develops/approves resource protection plans that are simple and concise, and identify the protection methods that will be applied to protect lands, natural and cultural resources, and to provide for visitor use and park facility development.
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24.
Resolves controversial and complex issues without compromising National Park Service values and policies or the legality of the various proclamations and legislation establishing and directing the monument's trust.
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25.
Manages emergency services through the Incident Command System (ICS) that include fires, floods, hurricanes, and/or tornadoes.
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QTMATE Section - Park Manager (Superintendent), GS-0025-15
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26.
The National Park Service (NPS) is working to improve responsiveness to employee concerns about wellness and safety, especially around the areas of sexual harassment and hostile work environment, and to encourage employees to speak up about their concerns. What is the first step in the process of responding to reports of harassing conduct?
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Select “Yes” or “No” to the following question(s).
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27.
You have been asked to serve on your local School Board. Do you need to obtain prior ethics approval from your DOI servicing ethics office?
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28.
Your sibling is a qualified applicant on a Certificate of Eligibles for which you are the selecting official. You must recuse yourself from the process.
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29.
You cannot evaluate an employee as failing to perform at an acceptable level unless you have completed a mid-year review of the employee and provided feedback letting the employee know improvement is needed in the failing areas.
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30.
Which operational activities have you been most involved in throughout your career? (click all that apply)
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31.
As a representative of the park, you are a member of the local Lions Club and are invited to a monthly luncheon/meeting. Since this is one of the efforts you make to meet and develop relationships with the local community on behalf of the Service, the cost of your lunch is paid for by the park.
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