- Position Title
- Park Ranger (Protection)
- Agency
- National Park Service
- Announcement Number
- SE-1630-BLRI-25-12660808-MP Opens in new window
- Open Period
- Wednesday, January 8, 2025 to Wednesday, January 22, 2025
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 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.
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.
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 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.
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.
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 Park Ranger (Protection), GS-0025-11 position with the Blue Ridge Parkway. 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 response. You must select only ONE response for each item. Your ratings are subject to change if discrepancies exist between your responses and supporting documents. You must document evidence supporting your response in your resume. You will be rated ineligible if your resume/application does not support the experience claimed.
Minimum Qualification Requirements for the position of Park Ranger (Protection), GS-0025-11.
1.
From the descriptions below, select the one response that best describes how your background meets the specialized experience or education requirements for the Park Ranger (P), GS-0025-11 position. Read all the 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. Please make sure your resume supports the response that you select. If you do not meet these minimum qualifications, you will be considered not qualified and will not receive consideration for this position.
FACTOR: Type I Law Enforcement Commission (Screen-out)
2.
In addition to the requirements in the questions above, selectees must possess or be able to obtain a Type I Law Enforcement Commission by the entrance on duty date, which requires successful completion of an approved Law Enforcement Training Program. Please select the one response below that best describes your qualifications in this area. If you do not meet the requirements of this selective factor, you will be rated ineligible for these positions. Applicants must document how they meet this requirement, as indicated below, to be considered qualified for this position.
FACTOR: Maximum entry Age requirements (Screen-Out)
3.
This is a covered secondary law enforcement position under the special retirement provisions of 5 U.S. C. 8336(c) (CSRS) and 8412(d) (FERS). Applicants for this position must possess experience gained by substantial service in a primary law enforcement position. Please select the response below that best describes how you meet this requirement.
Competency Assessment Questionnaire Section: For the task statements below, please select from A through E to indicate the skill level that you possess for each task listed. The task statements were developed based on the knowledge, skills, abilities, and competencies needed to perform the work of this position. It is important that your application package, including a resume or application form, clearly show how you possess the experience and skills 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.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
4.
Supervise a law enforcement operation and related personnel, including hiring scheduling, directing and evaluation of permanent, temporary, or volunteer employees.
5.
Assure that all supervisory and personnel management responsibilities are carried out according to federal laws and policies by staff, including the recruitment, selection, training, counseling, and evaluation or permanent and seasonal employees.
6.
Monitor and evaluate the performance of subordinate employees and all phases of the operation on an annual and day to day basis, in compliance with the annual performance standard (EPAP).
7.
Provide or arrange for training and development opportunities for employee related to the performance of their duties and responsibilities that resulted in improvement in the organizations visitor and resource protection services.
8.
Take appropriate disciplinary action related to performance and conduct issues, following required procedures and due process. Select and recommend employees for awards and promotion based on performance.
9.
Actively support the Equal Opportunity Program through unbiased employee recruitment, selection, supervision, and evaluation, ensuring equal opportunity for all subordinate employees when making selections for training, promotion, awards, recognition, and other career development opportunities.
10.
Assists in establishing organizational strategies, goals, objectives, or priorities.
11.
Identify and correct job safety and health hazards.
12.
Enforce criminal laws through investigation, apprehension, and detention of individuals suspected or convicted of violating laws.
13.
Apply appropriate enforcement techniques to protect natural, cultural, historical, and human resources.
14.
Utilize and maintain equipment and skills in a proficient manner, such as firearms, Tasers, and defensive tactic techniques.
15.
Oversee and conduct criminal investigations into Federal/State statutes including case reporting and courtroom testimony.
16.
Participates in the development of incident objectives and strategies and tactics, to provide for safe operations and cost-effective incident management.
17.
Provide guidance and support to subordinate employees, including training, mentoring, counseling, and information on disciplinary actions.
18.
Prepare and present wildland fire-related briefings when necessary.
19.
Identify training needs of assigned resources and identify resources to meet those needs.
20.
Conduct investigations into theft of cultural resources, poaching, and other natural resources crimes.
21.
Recognize potential conflict between team members and uses communication skills to help find solutions.
22.
Make efficient and effective use of multi-agency partners and staff resources with varying capabilities to carry out complex Search and Rescue operations.
23.
Make efficient and effective use of multiple types of interagency wildland fire suppression resources with varying capabilities.
QTMATE (Questions That Measure Applicant's Technical Expertise) Questionnaire. Please select one answer for each of the following questions.
24.
The National Park Service law enforcement program falls under which specific Department and Agency policies?
25.
What is the name of the park/unit level document that incorporates the provisions of 36 CFR 1.7(b), "the Superintendent shall compile in writing all the designations, closures, permit requirements and other restrictions imposed under discretionary authority."
26.
The laws governing the management of the National Parks Service reside in:
27.
As a supervisor, you have noticed the poor performance of one of your subordinates. Another manager in your division suggests that this subordinate needs some re-training, but you recognize that training will work only if the problem is that the subordinate:
28.
Under National Park Service Policy, an intentional discharge of a firearm by a commissioned employee for the authorized destruction of animals is considered a Use of Force.