- Position Title
- Park Ranger (Protection)
- Agency
- National Park Service
- Announcement Number
- IM-1539-MEVE-25-12734178-MP Opens in new window
- Open Period
- Monday, May 12, 2025 to Friday, May 30, 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 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).
3.
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.
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.
When you applied to this job, did you have any engagement with a National Park Service (NPS) Recruiter?
2.
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 (Protection) - Chief Ranger, GS-0025-13 position at Mesa Verde National Park. 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 and you may be found ineligible. YOUR RESUME OR APPLICATION MATERIALS YOU SUBMIT FOR THIS ANNOUNCEMENT MUST SUPPORT THE ANSWER YOU CLAIM UNDER THIS AND OTHER QUESTIONS. IF NOT, YOU WILL BE FOUND TO BE NOT QUALIFIED OR YOUR SCORE WILL BE LOWERED.
Specialized Experience
1.
Select the one response that best describes the experience you possess that demonstrates your ability to perform the work of a Supervisory Park Ranger (Protection), GS-0025-13.
Secondary/ Administrative Position - Selective Factor
2.
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.
Please select the response below that best describes how you meet this requirement.
Type 1 Law Enforcement Commission (Selective Factor)
3.
In addition to the requirements in the questions above, selectees must possess or be able to obtain a Type 1 Law Enforcement Commission by entrance on duty date, which requires successful completion of an approved Law Enforcement Training Program. Please select the response below that best describes your qualifications in this area. Applicants must document how they meet this requirement, as indicated below, to be considered qualified for this position.
For each of the following tasks, choose the statement from the list below that best describes your experience and/or training. Do not overstate or understate your level of experience and demonstrated capability. Your ratings are subject to evaluation and verification based on the resume and other relevant documents you submit.
Select the one statement that most accurately describes your training and experience carrying out each task using the scale provided.
4.
Plan, implement, manage, and coordinate a comprehensive law enforcement and emergency response program focused on the protection of resources and visitors, the public, and staff.
5.
Manage short- and long-range planning, including budget planning to ensure the operation has the resources to match the funding available.
6.
Write and update law enforcement and emergency planning documents, such as the annual compendium, emergency evacuations plans, physical security plans. Project proposals for funding and more.
7.
Review and adjust annual work plans/schedules to address identified deficiencies and operational needs.
8.
Manage workplace health and safety of employees.
9.
Supervise subordinate staff, performing the full range of personnel management responsibilities.
10.
Assign, direct, and review the work of subordinate employees, managing a program performing a wide variety of daily tasks affecting hundreds of visitors daily.
11.
Evaluate work performance of subordinates, recommending selections, promotions, awards, and disciplinary actions. This includes training new employees and monitoring performance, counseling employees concerning performance or conduct.
12.
Ensure adherence to Equal Opportunity guidelines and a workplace free of harassment.
13.
Serve as a member of a management team tasked with common goals such as modeling high standards of collaboration, inclusion, integrity, and respect; working independently and through others to effectively achieve the managerial goals of an organization.
14.
Collaborate with Federal and State partners in the development of strategies to address shared emergency response and to coordinate with these groups to further Staff and Unit goals.
15.
Convey complex resource information verbally to non-technical, internal and external audiences to increase understanding, inform decision making, and encourage support for program goals and objectives.
16.
Serve as an ambassador to share information in Law Enforcement circles and the local community about, and to gain understanding and support for Unit management priorities and actions.
17.
Oversee enforcement of resource protection laws and regulations to ensure resources are protected and violations are minimized.
18.
Maintain expert knowledge of relevant laws, regulations, policies, standards, or procedures and ensure staff are applying them correctly.
19.
Ensure evidence is properly gathered, preserved and stored to resolve potential violations or assist with accident investigations.
20.
Serve as focal point for communication between park rangers, sister law enforcement agencies, prosecutors and regional Chief Ranger (or equivalent) on pending cases and jurisdictional issues.
21.
Provide leadership to Unit staff across all programs in each Unit and to division chief (or equivalent) peers on the group leadership team.
22.
Communicate effectively through written documents and oral presentations to varied audiences to influence and garner support for a topic or issue.
23.
Demonstrate highest levels of integrity to inspire public trust, abiding by all laws, rules, regulations, and policies and commits no act that violates these while on or off duty.